These guidelines are ambitious, and we’re not always going to succeed in meeting them. When something goes wrong—whether it’s a microaggression or an instance of harassment—there are a number of things you can do to address the situation with your fellow product team members or with our people and culture team. We know that you’ll do your best work if you’re happy and comfortable in your surroundings, so we take concerns about this stuff seriously. Depending on your comfort level and the severity of the situation, here are some things you can do to address it:
Address it directly. If you’re comfortable bringing up the incident with the person who instigated it, pull them aside to discuss how it affected you. Be sure to approach these conversations in a forgiving spirit: an angry or tense conversation will not do either of you any good. If you’re unsure how to go about that, try discussing with your manager or with the people and culture team first—they might have some advice about how to make this conversation happen.
If you’re too frustrated to have a direct conversation, there are a number of alternate routes you can take.
Talk to a peer or mentor. Your colleagues are likely to have personal and professional experience on which to draw that could be of use to you. If you have someone you’re comfortable approaching, reach out and discuss the situation with them. They may be able to advise on how they would handle it, or direct you to someone who can. The flip side of this, of course, is that you should also be available when your colleagues reach out to you.
Talk to your manager. Your manager probably knows quite a lot about the dynamics of your team, which makes them a good person to look to for advice. They may also be able to talk directly to the colleague in question if you feel uncomfortable or unsafe doing so yourself. Finally, your manager will be able to help you figure out how to ensure that any conflict with a colleague doesn’t interfere with your work.
Talk to a member of the people and culture team. People and culture team members are happy to talk to you in person or remotely about the problem and help figure out what steps to take. Members of the people and culture team are good at listening to concerns about small violations, but they’ll also be able to help out in situations where more drastic action needs to be taken. In all cases, the people and culture team will make every effort to stay in clear communication with anyone who reports a problem, maintaining confidentiality whenever possible. Depending on the severity and urgency of a particular issue, the member of the people and culture team you’ve spoken to may need to escalate a report to include others on the people and culture team, or to include managers or our legal team. Where this is necessary, you can expect to be kept in the loop about the progress of your report.