diff --git a/content/pages/code-of-conduct.en.md b/content/pages/code-of-conduct.en.md
index 5e559231..06a7ab7b 100644
--- a/content/pages/code-of-conduct.en.md
+++ b/content/pages/code-of-conduct.en.md
@@ -10,7 +10,7 @@ The code of conduct is a set of guidelines that help establish shared values and
 
 This document equally applies to Varia's members, visitors and contributors, including organizers of events in the space. The document also applies to users and contributors to Varia's on-line channels. When the word "we" is used in this document, it applies to all of the above.
 
-We acknowledge that we come from different backgrounds and all have certain biases and privileges. Therefore, this Code of Conduct cannot account for all the ways that people might feel excluded, unsafe or uncomfortable. We commit to open dialogues, and as such this Code of Conduct is never finished and should change whenever needed. We amend this document over time so it reflects the priorities and sensitivities of Varia as it changes. It is a collective responsibility for all of us to enact the behaviour described in this document, and bring it to the physical and digital space of Varia. 
+We acknowledge that we come from different backgrounds and all have certain biases and privileges. Therefore, this Code of Conduct cannot account for all the ways that people might feel excluded, unsafe or uncomfortable. We commit to open dialogues, and as such this Code of Conduct is never finished and should change whenever needed. We amend this document over time so it reflects the priorities and sensitivities of Varia as it changes. It is a collective responsibility for all of us to enact the behaviour described in this document, and bring it to the physical and digital space of Varia.
 
 ## Why a Code of Conduct?
 
@@ -38,23 +38,27 @@ be respectful
 
 be responsible
 
-<div style="padding:0 0 1em 2em;">for the promises we make, meaning that we follow up on our commitments. We take responsibility for the good things we do, but also for the bad ones. We listen to and act upon respectful feedback. We correct ourselves when necessary, keeping in mind that the impact of our words and actions on other people doesn't always match our intent.</div>
+<div style="padding:0 0 1em 2em;">we listen to and act upon respectful feedback. We correct ourselves when necessary,
+keeping in mind that the impact of our words and actions on other people doesn't always match our intent.</div>
 
 
 be dedicated
 
-<div style="padding:0 0 1em 2em;">which means not letting the group happen to us, but making the group together. We participate in the group with self-respect and don't exhaust ourselves. This might mean saying how we feel, setting boundaries, being clear about our expectations. Nobody is expected to be perfect in this community. Asking questions early avoids problems later. Those who are asked should be responsive and helpful.</div>
+<div style="padding:0 0 1em 2em;">we participate in the group with self-respect and don't exhaust ourselves. This might mean
+saying how we feel, setting boundaries,being clear about our expectations. Asking questions early avoids problems later. Those who are asked should be responsive and helpful.</div>
 
 be empathetic,
 
-<div style="padding:0 0 1em 2em;">by actively listening to others and not dominating discussions. We give each other the chance to improve and let each other step up into positions of responsibility. We make room for others. We are aware of each other's feelings, provide support where necessary, and know when to step back. One's idea of caring may differ from how others want to be cared for. We ask to make sure that our actions are wanted.</div>
+<div style="padding:0 0 1em 2em;">by actively listening to others and not dominating discussions. We give each other the chance to improve and let each other step up into positions of responsibility. We make room for others. We are aware of each other's feelings, provide support while knowing when to step back. We ask to make sure that our actions are wanted.</div>
 
 foster an inclusive environment
 
-<div style="padding:0 0 1em 2em;">by trying to create opportunities for others to express views, share skills and make other contributions. Being together is something we actively work on and requires negotiation. We recognize that not everyone has the same opportunities, therefore we must be sensitive to the context we operate in. There are implicit hierarchies that we can challenge, and we should strive to do so. When we organize something (projects, events, etc.), we think about how we can consider degrees of privilege, account for the needs of others, promote an activist stance and support other voices.</div>
+<div style="padding:0 0 1em 2em;">by trying to create opportunities for others to express views, share skills and make other contributions. Being together is something we actively work on and requires negotiation. We recognize that not everyone has the same opportunities, therefore we must be sensitive to the context we operate in. here are implicit hierarchies that we can challenge. When we organise, we think about how we can consider degrees of privilege, account for the needs of others, promote an activist stance and support other voices.</div>
 
 ## Unacceptable behaviour
 
+The following behaviours will not be tolerated within the physical and digital realms of Varia.
+
 No structural or personal discrimination,
 
 <div style="padding:0 0 1em 2em;">attitudes or comments promoting or reinforcing the oppression of any groups or people based on gender, gender identity and expression, race, ethnicity, nationality, sexuality, sexual orientation, religion, disability, mental illness, neurodiversity, personal appearance, physical appearance, body size, age, or class. Do not claim “reverse-isms”, for example “reverse racism”.</div>
@@ -77,21 +81,23 @@ No destructive behaviour,
 
 ## Intervention procedure
 
+We have different, time based procedures.
+
 **Immediate intervention (help is needed now!)**
 
-If you are feeling unsafe, you can immediately contact the Varia members who are tasked with making sure the code of conduct is respected. These contact people are members of Varia who will do their best to help, or to find the correct assistance if relevant/necessary.
+If you are feeling unsafe, you can immediately contact the Varia members in the space, or those who are tasked with making sure the code of conduct is respected. These contact people will do their best to help, or to find the correct assistance if relevant/necessary. You can contact either of them by sms/call or email at:
 
 <div style="padding:0 0 1em 2em;">
-    Lídia Pereira -- <a href="mailto:lidia@majesticmoo.se">lidia@majesticmoo.se</a> <br>
-    Thomas Walskaar -- <a href="thomas@walskaar.com">thomas@walskaar.com</a>
+    amy pickles -- +31 6 27 97 82 12 -- amypickles@protonmail.com</a> <br>
+    Cristina Cochior -- +31 6 19 09 83 67 -- cc@randomiser.info</a>
 </div>
 
-For example, something happened during a still-ongoing event and needs to be acted upon right away. Action is taken immediately when this violation of the code of conduct is reported. This could involve removing an attendee from an event. 
+For example, something happened during a still-ongoing event and needs to be acted upon right away. Action is taken immediately when this violation of the code of conduct is reported. This could involve removing an attendee from an event.
 
 **Non-immediate intervention (a situation that requires more time)**
 
-Other violations need to be considered and consulted upon with more people or in a more measured way. For example: If you experience an ongoing pattern of harrassment; if you witness structurally unacceptable behaviour; if somebody keeps "accidentally" using discriminatory language, after being asked to stop. 
-
-If you feel comfortable or able, discuss the issues with the involved parties before consulting a mediator. We prefer to constructively resolve disagreements together and work to right the wrong, when it is possible and safe to do so. However, if the problems still persist, those who are responsible for enforcing the code of conduct can help you deal with these kinds of problems. Contact the members listed above. Information will be handled with sensitivity.
+Other violations need to be considered and consulted upon with more people or in a more measured way. For example: If you experience an ongoing pattern of harassment; if you witness structurally unacceptable behaviour; if somebody keeps "accidentally" using discriminatory language, after being asked to stop.
 
+If you feel comfortable or able, discuss the issues with the involved parties before consulting a mediator. We prefer to constructively resolve disagreements together and work to change the unacceptable behaviour, when it is possible and safe to do so.
 
+However, if the problems still persist, those who are responsible for enforcing the code of conduct can help you deal with these kinds of problems. Contact the members listed above. Information will be handled with sensitivity.