Code of Conduct


The purpose of this policy is to state the conduct that is expected of the leadership of Geek Partnership Society, including the Board of Directors and key staff members.


As members of GPS leadership:

  • We will not discriminate or tolerate discrimination in our clubs, events, or programs or those of our partners. Our community is open to anyone, including but not limited to people of any race, ethnicity, religion, national origin, gender, age, marital status, disability, public assistance status, veteran status, sexual orientation, gender identity, or planet of origin.
  • We will be good stewards of the environment. We have only one planet at the moment so it behooves us to take care of it. We are committed to pursuing practical alternatives to reduce our negative impact on the environment, alongside efforts to be a positive influence on the environment where we can.
  • We will support the greater community. The community of geeks is, of course, what draws us together, but we don’t live in a bubble. Our lives touch and are touched by other communities which also deserve our respect and attention. We are committed to being a good neighbor, to taking seriously our responsibilities within the public and civic sphere, and to being a positive force in the world around us.
  • We will strive to maintain a sense of fairness, civility, ethics and personal integrity regardless of whether law, regulation or custom requires them.

Roles and responsibilities

We are committed to operating in a respectful, ethical manner. As such we have certain expectations of those who act in our name, be they Board members or key staff, volunteers or members. Behavior to the contrary while representing the organization can result in consequences not limited to being deprived of office or dismissed from staff.

  • Our leaders will abide by our Confidentiality Policy, holding personal member information private and respecting communication boundaries around our business dealings.
  • Our leaders will abide by our Conflict of Interest Policy and avoid any situation where they may be perceived as self-dealing.
  • Our leaders will abide by and enforce our Harassment Policy, helping us build a safe and inclusive community.
  • Our leaders will develop partnerships with organizations that align with our principles and will avoid or sever partnerships that run counter to them.
  • Our leaders will develop and maintain policies to support our principles, and will address any issues that arise if these policies are violated. Please see our Communication chart at the end of this document for instructions on how to contact us.
  • Our leaders will sign a Policy Acknowledgement form annually to affirm they have reviewed the content of our policies and will comply with them.

Associated policies and laws

  • Confidentiality Policy
  • Conflict of Interest Policy
  • Harassment Policy
  • Minnesota Statute 10A.07, Conflicts of Interest

Communication chart

We recommend this path to ensure any concerns you have receive complete documentation from those closest to the situation. We also recommend that you go straight to the Board of Directors if your concerns involve key staff close to the situation.

  • Report your concerns to the club head, event host, or program chair: Here is our list of contacts if you do not already have this information. These staff members will attempt to resolve any issues at this level but are empowered to escalate the report to the Board of Directors as needed.
  • Report your concerns to the Board of Directors using directors@

Policy history

Next scheduled review date: March, 2021

Date approved: January, 2017