Code of Conduct

March, 2023

Our Pledge

Turbine Kreuzberg is dedicated to creating an inclusive* environment for all individuals. We are convinced that bringing together an abundance of diverse backgrounds, personalities, experiences, circumstances, and life choices makes for a stronger team.

Above all, we believe in respect among the team. We put forth this code of conduct not because we anticipate poor behavior, but because articulating our values and accountabilities to one another explicitly reinforces that respect. We realize that making mistakes is human – and correcting them allows us to improve. This code of conduct serves as a tool to help us grow, both individually and as a collective.

All our interactions are guided by the attributes for which Turbine Kreuzberg stands: confidence, collaboration, experience, appreciation, strategic orientation, courage, optimism, and variety. As we become more diverse, we do so in an effort to strengthen these values within our team.

We are committed to enforcing and evolving this code of conduct as we grow and progress. This code applies both to direct teammate interactions in various areas of our shared professional lives, including all shared physical and online spaces, social media, events, and all occasions where we represent Turbine Kreuzberg.

*When we say inclusive, we mean it. Turbine Kreuzberg is a welcome home for persons of all backgrounds, including but not limited to race, ethnicity, religion, color, nationality, age, physical or mental ability, sexual orientation, gender identity, parental status, and marital status, as well as gender expression, mental health, socioeconomic status or background, neuro(a)typicality, or physical appearance.


Every member of Turbine Kreuzberg is expected to be considerate of their teammates across the entire company, and contribute to a collaborative, positive, and healthy environment, in which we can all succeed. More specifically:

  • Be supportive. Offer to help and support your colleagues both proactively and responsively. If you see someone struggling or otherwise in need of assistance, provide it. If someone approaches you looking for help, be generous. For example, if a teammate seems to be stuck or having a rough day, offer to have tea and a chat. Value others’ right to privacy, as well as your own. Everyone is free to share only what they feel comfortable sharing.

  • Be inclusive. Go out of your way to include people in everyday interaction, including meetings, team jokes, shared memes, and conversations. Speak plainly and avoid unnecessary acronyms or jargon that not everyone may have an understanding of. Inclusive communication can be as simple as always using a language that everyone can understand, in most cases English. To be considerate, work towards adopting gender-neutral pronouns and terms like “person days” or “partner” instead of their gendered equivalents in your every-day speech.

  • Be mindful of different personality types, backgrounds, and skill sets in your interactions. Your approach may not necessarily be someone else’s, but lead to similarly exceptional results. Differences make us better.

  • Be collaborative. Involve your teammates in brainstorms, sketching sessions, code reviews, planning documents, and the like. Share early and ask for others’ input. Recognize that in addition to asking for feedback, you are similarly expected to give it.

  • Be generous in both giving and accepting feedback: Good feedback is kind, respectful, clear, and constructive, and focused on goals and values rather than based on personal preferences. You are expected to give and receive feedback with growth in mind.

  • Be kind. Be polite and friendly in all forms of communication – especially remote communication via text such as Slack and E-Mail, where misunderstandings are more likely to happen. Use video conferencing when it makes sense; face-to-face discussion benefits from all kinds of social cues that may go missing in other forms of communication.

  • Be confident in your own capabilities and expertise. Everyone working at Turbine has the team’s trust that they are the right person to do their job. Help to reinforce that confidence in others.

  • Be honest in interactions with teammates, while keeping things respectful.

  • Be an ally. Speak up for others when you feel they may need it, such as in situations of misconduct or offense. Ask your teammates directly how you can provide support, whether via a one-to-one conversation, by including the rest of your team, or reaching out to the trust team. Always remember: mistakes are human. Give others the opportunity to grow.


Turbine Kreuzberg is committed to providing a welcoming and safe environment for all. Discrimination and harassment are expressly prohibited. Furthermore, we want to appeal to you to refrain from any behavior or language that is unwelcoming. We want to address these patterns explicitly as unacceptable:

  • Looking down on a teammate if they’re not familiar with something. It’s always acceptable to say “I don’t know” or “I don’t understand.” The only mistake is not to ask. Please don’t sneer when someone isn’t familiar with a tool, person, place or process, but explain and move on. This applies to both technical and non-technical things.

  • Exclusionary language and behavior. Be careful in the choice of your words, even if it seems like it’s a small thing. Sexist, racist and other exclusionary jokes are not appropriate and will not be tolerated under any circumstances. This also applies to memes and other visual media, which may be perceived as hurtful by others. In your everyday speech and writing, avoid exclusionary language. One simple example can be substituting “hi guys” with “hi folks” or “hi everyone” instead.

  • All -isms. A great deal of exclusionary behavior takes the form of subtle -isms, or microaggressions — small things that make others feel unwelcome. Regardless of intent, these comments can have a significant demeaning impact on teammates. If something like this happens: please don’t say, “That wasn’t sexist” or “You’re being too sensitive.” Similarly, please don’t pile on someone who made a mistake. It’s not a big deal to mess up — just learn from it and move on.

  • Unsolicited commenting on appearance. Some things we choose and can’t or don’t want to change, others we have no say over at all. Here’s a good rule of thumb: if a person doesn’t ask for your opinion on their appearance, best don’t offer it.


Need to talk? There are three ways to find support: by reaching out to our dedicated Persons of Trust, our Agile Coaches and Scrum Masters, and via an anonymous email inbox. These points of contact can help you disclose specific misconduct directly, ask for support because you or someone you know has been affected by misconduct, discuss the content of this code, or just chat about company culture in general.

Persons of Trust

Karolina Kaiser
Delivery Manager

Lev Stejngardt
Product Owner

Paulo Dinis
Office Manager

Agile Coaches & Scrum Masters
For team-related topics, it can help to schedule a sit-down with your team’s assigned agile coach or scrum master.

Anonymous tips
For sensitive topics, you can reach out to our dedicated Trust Team via an anonymous inbox.