equality of opportunity (#6896)

We work hard to recruit, reward, and support the best people from all over the world to be part of the Sourcegraph team, including people who have varying degrees of access to opportunities. We hire and reward people based on their contributions to our mission and our company. We value, respect, and support all team members, and we celebrate that our team has all kinds of backgrounds, personal characteristics, beliefs, ideologies, and personal values. All of this is critical for us to make it so everyone codes (our mission).

content/company-info-and-process/communication/code_of_conduct.md

@@ -2,7 +2,7 @@
 
 Last updated: April 29, 2022
 
-Related: see "[Diversity, equity, and inclusion](../diversity-equity-and-inclusion/index.md)"
+Related: see "[Equality of opportunity](../equality-of-opportunity.md)"
 
 The purpose of this Code is to promote responsible and ethical conduct in the way we run our business. We want this Code to help you respond to common ethical dilemmas and avoid pitfalls.
 
@@ -77,7 +77,7 @@ Leadership has the right and responsibility to remove, edit, or reject comments,
 
 ### No tolerance for discrimination, harassment, or involuntary labor
 
-We provide equal employment opportunities for all who work at and apply to work at Sourcegraph. We are committed to providing an environment free of harassment and discrimination of all types. We expect Teammates to comply with our [Global Respectful Workplace and Harassment, Discrimination and Bullying Prevention Policy](../diversity-equity-and-inclusion/respectful-workplace-policy.md).
+We provide equal employment opportunities for all who work at and apply to work at Sourcegraph. We are committed to providing an environment free of harassment and discrimination of all types. We expect Teammates to comply with our [Global Respectful Workplace and Harassment, Discrimination and Bullying Prevention Policy](../respectful-workplace-policy.md).
 
 Anyone who feels harassed, discriminated against, or otherwise disrespected should report the incident to their manager, the People Team, the Legal Team, or our anonymous, confidential third-party hotline. See the [Raising concerns](#raising-concerns) section.
 

content/company-info-and-process/equality-of-opportunity.md

@@ -0,0 +1,17 @@
+# Equality of opportunity at Sourcegraph
+
+We work hard to recruit, reward, and support the best people from all over the world to be part of the Sourcegraph team, including people who have varying degrees of access to opportunities. We hire and reward people based on their contributions to our mission and our company. We value, respect, and support all team members, and we celebrate that our team has all kinds of backgrounds, personal characteristics, beliefs, ideologies, and personal values. All of this is critical for us to make it so everyone codes ([our mission](../strategy-goals/strategy/index.md#mission)).
+
+We don’t factor in race, color, religion, sex, national origin, nationality, age, disability, genetic information, veteran status, sexual orientation, gender identity/expression, or any other status protected by applicable law when making decisions about hiring, employment, compensation, and promotion.
+
+Equality of opportunity at Sourcegraph means we support our team with the following policies:
+
+- Location-independent compensation for each role.
+- Standardized and benchmarked compensation criteria based on skill and impact.
+- Pay transparency and job leveling visible to all teammates.
+- Asynchronous work whenever reasonable, which makes it easier for teammates across timezones to be included in conversations and decision-making.
+- Thorough and unbiased interviews conducted through BrightHire, a tool that enables standardized and consistent evaluations.
+- Candidate screenings that evaluate individual skillsets, past accomplishments, and contributions to building strong company culture.
+- Clear guidelines and enforced minimums for paid time off, which account for a variety of PTO reasons like well-being, religion, life, holidays, etc.
+- Anonymous surveys for all teammates aimed at collecting feedback about our culture, strategies, and ways of working.
+- Access to counseling and coaching sessions through Modern Health.

content/company-info-and-process/diversity-equity-and-inclusion/gender-diversity.md → content/company-info-and-process/gender-diversity.md

@@ -16,11 +16,11 @@ The group is opt-in, so no one is required to join the cohort or stick around if
 
 Allies who want to listen and learn are also encouraged to join the group. We ask that allies take extra care to consider how and why they want to show up in the group as well as the space they are taking up as they participate in it. As an ally, it is healthy to feel uneasy, uncertain, or uncomfortable in these spaces, and we encourage allies to orient their “why” around this discomfort and resisting the tendency to center themselves when being present feels hard. If you are interested in exploring how you can better serve the group as an ally, here are two good places to start: [[1](https://careerfoundry.com/en/blog/career-change/ally-women-in-tech/)] [[2](https://greatergood.berkeley.edu/article/item/nine_tips_for_being_a_male_ally_at_work)].
 
-As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](../communication/code_of_conduct.md).
+As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](communication/code_of_conduct.md).
 
 ## What is the mission of the cohort?
 
-Supporting diversity at Sourcegraph does not start and end with diversifying the talent pipeline. The mission of this cohort is to embrace our value of “[be welcoming and inclusive](../values/index.md#be-welcoming-and-inclusive)” by amplifying the voices of those who are systemically minimized and pressured to leave the industry on account of their gender identity or gender expression. In practice, this translates primarily to promoting a community where it is safe to acknowledge our adversities, celebrate our victories, and come together over our shared experiences. This also means providing structure to facilitate cross-team interactions and connections, as well as advocating for resources, practices, and policies that promote inclusion and equity for folks of every gender identity here at Sourcegraph.
+Supporting diversity at Sourcegraph does not start and end with diversifying the talent pipeline. The mission of this cohort is to embrace our value of “[be welcoming and inclusive](values/index.md#be-welcoming-and-inclusive)” by amplifying the voices of those who are systemically minimized and pressured to leave the industry on account of their gender identity or gender expression. In practice, this translates primarily to promoting a community where it is safe to acknowledge our adversities, celebrate our victories, and come together over our shared experiences. This also means providing structure to facilitate cross-team interactions and connections, as well as advocating for resources, practices, and policies that promote inclusion and equity for folks of every gender identity here at Sourcegraph.
 
 This group serves the needs of its members first and foremost. However, other positive outcomes of the group may include:
 
@@ -33,7 +33,7 @@ This group serves the needs of its members first and foremost. However, other po
 
 ## How is the cohort operated?
 
-The cohort is still just getting started, and operations will likely evolve over time. The group is presently being led by [Kelli Rockwell](../../team/index.md#kelli-rockwell), software engineer from Batch Changes, with support from executive sponsor [Carly Jones](../../team/index.md#carly-jones), VP of Talent and People.
+The cohort is still just getting started, and operations will likely evolve over time. The group is presently being led by [Kelli Rockwell](../team/index.md#kelli-rockwell), software engineer from Batch Changes, with support from executive sponsor [Carly Jones](../team/index.md#carly-jones), VP of Talent and People.
 
 The cohort primarily operates out of its public slack channel, #gender-diversity-allies. The cohort also has an opt-in private Discord server to function as a dedicated safe space for its members who aren’t participating as allies. The Discord server includes a channel for keeping in touch with alums from the group, as well.
 

content/company-info-and-process/index.md

@@ -5,17 +5,12 @@ This area of the Handbook is dedicated to information about Sourcegraph, working
 ## [About Sourcegraph](about-sourcegraph/index.md)
 
 - [General Office Info](about-sourcegraph/general-office-info.md)
+- [Equality of opportunity](equality-of-opportunity.md)
 
 ## [Sourcegraph Values](values/index.md)
 
 - [Customer-first](values/customer-first.md)
 
-## [Diversity, Equity, and Inclusion](diversity-equity-and-inclusion/index.md)
-
-- [Gender Diversity Allies and ERG](diversity-equity-and-inclusion/gender-diversity.md)
-- [Queer and Trans ERG](diversity-equity-and-inclusion/queer.md)
-- [Personal pronouns](diversity-equity-and-inclusion/personal-pronouns.md)
-
 ## [Mentorship](mentorship/index.md)
 
 - [Program operations](mentorship/operations.md)

content/company-info-and-process/diversity-equity-and-inclusion/personal-pronouns.md → content/company-info-and-process/personal-pronouns.md

@@ -1,6 +1,6 @@
 # Personal pronouns
 
-To help make everyone feel welcome at Sourcegraph, we ask everyone to use people’s personal pronouns. For most of our colleagues, these are listed on [our team page](../../team/index.md) next to each person’s name.
+To help make everyone feel welcome at Sourcegraph, we ask everyone to use people’s personal pronouns. For most of our colleagues, these are listed on [our team page](../team/index.md) next to each person’s name.
 
 Some may choose to use singular “they” pronouns, e.g.:
 
@@ -14,8 +14,8 @@ Other [enby](https://www.dictionary.com/e/gender-sexuality/enby/) pronouns inclu
 
 Even if you've used the same pronouns your whole life, sharing your own pronouns is one of the best ways to help others feel comfortable sharing theirs with you. Here are some things that colleagues can do to share their pronouns:
 
-- Include your pronouns on our [team page](../../team/index.md) if you haven't added them already
-- Include your pronouns next to your name in your [email signature](../communication/index.md#getting-nice-email-signatures)
+- Include your pronouns on our [team page](../team/index.md) if you haven't added them already
+- Include your pronouns next to your name in your [email signature](communication/index.md#getting-nice-email-signatures)
 - Fill out your personal pronouns on your Slack profile
 - Add your pronouns and manage how you want them to be displayed on your [Zoom profile](https://blog.zoom.us/zoom-pronoun-sharing/)
 - Add your pronouns to your LinkedIn profile, your Twitter bio, your GitHub profile, or other social media platforms you use

content/company-info-and-process/diversity-equity-and-inclusion/queer.md → content/company-info-and-process/queer.md

@@ -10,7 +10,7 @@ The cohort is an employee-led opt-in group for fostering inclusivity, community,
 
 Employees that fall under the umbrella of the LGBTQIA2S+ category are welcome to join. The group aims not to be prescriptive about membership categories, so if employees are interested in joining, they are welcome to do so. (The group does not audit identification with a particular queer identity, and leaves employees to decide if the group is appropriate for them.) The group defaults to a big tent posture.
 
-As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](../communication/code_of_conduct.md).
+As with anything here, anyone who participates in the cohort is expected to abide by Sourcegraph’s [code of conduct](communication/code_of_conduct.md).
 
 ## What is the mission of the cohort?
 

content/company-info-and-process/diversity-equity-and-inclusion/respectful-workplace-policy.md → content/company-info-and-process/respectful-workplace-policy.md

@@ -125,7 +125,7 @@ The company’s ability to maintain a respectful workplace and prevent prohibite
 - directly to your People Partner (via email, Slack, or phone);
 - by emailing [[email protected]](mailto:[email protected]);
 - to [[email protected]](mailto:[email protected]); or
-- anonymously through [Convercent](https://app.convercent.com/en-US/LandingPage/384ff5dc-cf85-ec11-a988-000d3ab9f296) (more details on how to use Convercent [here](../communication/convercent.md).
+- anonymously through [Convercent](https://app.convercent.com/en-US/LandingPage/384ff5dc-cf85-ec11-a988-000d3ab9f296) (more details on how to use Convercent [here](communication/convercent.md).
 
 ### People Manager & Supervisor Reporting Obligations
 

content/company-info-and-process/values/index.md

@@ -76,12 +76,7 @@ You make people from all groups and backgrounds feel comfortable belonging to ou
 - In order for us to realize our purpose, our team must have diverse perspectives that are truly heard.
 - In order for everyone to feel safe sharing their perspective, truly having a voice, and being heard, we must all continuously confront our unconscious biases by identifying them ourselves, graciously accepting when they are identified for us, and doing the work to ensure our biases do not inform our conduct and decision-making.
 
-We view equity and inclusion as foundational elements to our culture, our success, and our ability to realize our purpose. We understand that:
-
-- We all have unconscious biases we need to confront.
-- Good people can say and do biased or racist things (and this doesn’t automatically make them bad people).
-- Diversity supports our moral values and practical goals and we cannot truly have diversity without also having equity and inclusion.
-- We consider a focus on [diversity, equity, and inclusion](../diversity-equity-and-inclusion/index.md) a critical job function of all leaders at Sourcegraph.
+We view [equality of opportunity](../equality-of-opportunity.md) as a foundation of our culture, our success, and our ability to realize our purpose.
 
 ### Open and transparent