Indent fix to match new Prettier defaults

.config/remark/package.json

@@ -2,7 +2,7 @@
   "type": "module",
   "dependencies": {
     "markdown-link-check": "^3.13.6",
-    "prettier": "^3.3.3",
+    "prettier": "^3.4.2",
     "remark-cli": "^12.0.1",
     "remark-comment-config": "^8.0.0",
     "remark-frontmatter": "^5.0.0",

.config/remark/remarkrc.problem

@@ -1,6 +1,6 @@
 {
   "settings": {
-    "listItemIndent": "tab",
+    "listItemIndent": "one",
     "bullet": "-",
     "strong": "*",
     "emphasis": "_",

.pre-commit-config.yaml

@@ -10,24 +10,26 @@ repos:
         always_run: true
         pass_filenames: false
         verbose: true
-  - repo: local
-    hooks:
       - id: mkdocs
         name: mkdocs
         language: script
         entry: ./.config/mkdocs/mkdocs.sh
         always_run: true
         pass_filenames: false
         verbose: true
-  - repo: local
-    hooks:
       - id: link-check
         name: link-check
         language: docker_image
         entry: --entrypoint node civicactions/guidebook-lint:latest /usr/src/node_modules/.bin/markdown-link-check -q -c .config/markdown.links.config.json --
         types: [markdown]
         always_run: true
         pass_filenames: true
+      - id: prettier
+        name: prettier
+        entry: prettier --write --ignore-unknown
+        language: node
+        types: [text]
+        additional_dependencies: ["[email protected]"]
   - repo: https://github.com/pre-commit/pre-commit-hooks
     rev: v5.0.0
     hooks:
@@ -54,10 +56,6 @@ repos:
         types: [markdown]
         args:
           - "--ignore-words=.config/codespell-ignore"
-  - repo: https://github.com/pre-commit/mirrors-prettier
-    rev: v4.0.0-alpha.8
-    hooks:
-      - id: prettier
 ci:
   # We skip checks that have their own actions or external dependencies.
   skip: [remark, codespell, mkdocs, link-check]

about-civicactions/culture.md

@@ -26,13 +26,13 @@
 
 Here are some of the tools and practices we use to help us remain open with each other:
 
--   **Slack channels and email lists** - We communicate in a group setting, reducing the need for one-on-one communications that can lead to silos or keep people out of the loop.
--   **Daily scrum calls on video** - Everyday, each team member meets to report on what they did yesterday, what they plan on doing today, and whether they have any blockers. This is an opportunity to offer support and hold each other accountable. It also builds team camaraderie by having a daily forum to look at each other and connect.
--   **Active listening** - Talking "at" each other doesn't always result in a shared understanding. By repeating back what you are hearing from the other person, you are able to verify that you understand them and give them a chance to correct any misunderstandings or wrong assumptions.
--   **Tensions** - A tension is any issue or reflection we have shelved, buried, or simply not thought to share. Our practice at CivicActions is to recognize when we have a tension concerning a team member, and ask the person if we can share it in a safe conversation where the sole purpose is to clear the air and both parties agree to simply acknowledge the tension and then close the conversation. When we share in this objective way, we clear our minds of anything that might interfere with being able to hear what the other person is saying. When we have shared a tension we might have with someone, we can then be present to who they are in this moment, rather than the story we have been telling ourselves about them.
--   **Retrospectives** - These occur at the end of each sprint on a project level, or at other milestones for any department or activity at CivicActions. It's a forum to talk about what is working, what isn't, and what we can improve. It's a safe space to discuss failure _without blame_ and to reflect on successes and celebrate team members too. We also use retrospectives for annual reviews.
--   **Balance scores** - At every meeting, we each report our "balance score" -- a number from 1 to 10 that represents how well you are recognizing and honoring your priorities in your personal, work, and spiritual life. Everyone knows about the struggle for "work-life balance," and this practice is our way of empowering people to honor theirs -- with the addition of spiritual/mental health as well. A high balance score doesn't necessarily mean everything is going perfectly in your life, but it means you are honoring the priorities you have set for yourself. By hearing the balance of other team members, we can remain attuned to who might need extra support, or who is thriving and might have capacity to serve as a resource for others. You can read more about balance scores in [this blog post](https://medium.com/civicactions/improving-scrum-team-flow-on-digital-service-projects-6723d95eaad8).
--   **Culture videos** - We have [several videos](https://vimeo.com/civicactions) that feature team members talking about CivicActions. It's an interesting glimpse into the different values and appreciations from our peers. We invest a lot of energy into appreciating each other and creating a company where people are free to be themselves and grow their skills by taking risks and learning from failure.
+- **Slack channels and email lists** - We communicate in a group setting, reducing the need for one-on-one communications that can lead to silos or keep people out of the loop.
+- **Daily scrum calls on video** - Everyday, each team member meets to report on what they did yesterday, what they plan on doing today, and whether they have any blockers. This is an opportunity to offer support and hold each other accountable. It also builds team camaraderie by having a daily forum to look at each other and connect.
+- **Active listening** - Talking "at" each other doesn't always result in a shared understanding. By repeating back what you are hearing from the other person, you are able to verify that you understand them and give them a chance to correct any misunderstandings or wrong assumptions.
+- **Tensions** - A tension is any issue or reflection we have shelved, buried, or simply not thought to share. Our practice at CivicActions is to recognize when we have a tension concerning a team member, and ask the person if we can share it in a safe conversation where the sole purpose is to clear the air and both parties agree to simply acknowledge the tension and then close the conversation. When we share in this objective way, we clear our minds of anything that might interfere with being able to hear what the other person is saying. When we have shared a tension we might have with someone, we can then be present to who they are in this moment, rather than the story we have been telling ourselves about them.
+- **Retrospectives** - These occur at the end of each sprint on a project level, or at other milestones for any department or activity at CivicActions. It's a forum to talk about what is working, what isn't, and what we can improve. It's a safe space to discuss failure _without blame_ and to reflect on successes and celebrate team members too. We also use retrospectives for annual reviews.
+- **Balance scores** - At every meeting, we each report our "balance score" -- a number from 1 to 10 that represents how well you are recognizing and honoring your priorities in your personal, work, and spiritual life. Everyone knows about the struggle for "work-life balance," and this practice is our way of empowering people to honor theirs -- with the addition of spiritual/mental health as well. A high balance score doesn't necessarily mean everything is going perfectly in your life, but it means you are honoring the priorities you have set for yourself. By hearing the balance of other team members, we can remain attuned to who might need extra support, or who is thriving and might have capacity to serve as a resource for others. You can read more about balance scores in [this blog post](https://medium.com/civicactions/improving-scrum-team-flow-on-digital-service-projects-6723d95eaad8).
+- **Culture videos** - We have [several videos](https://vimeo.com/civicactions) that feature team members talking about CivicActions. It's an interesting glimpse into the different values and appreciations from our peers. We invest a lot of energy into appreciating each other and creating a company where people are free to be themselves and grow their skills by taking risks and learning from failure.
 
 ### Personal pronouns
 
@@ -45,10 +45,10 @@
 **Resources**
 Check out the All Humans Call (AHC) slide deck on personal pronouns to learn more about:
 
--   What are gender neutral pronouns?
--   Why do personal pronouns matter in our industry?
--   What to do if you mess up
--   How to make a correction
+- What are gender neutral pronouns?
+- Why do personal pronouns matter in our industry?
+- What to do if you mess up
+- How to make a correction
 
 [AHC: Personal pronouns (slide deck)](https://docs.google.com/presentation/d/1v0Ak3oAL5ZrxywQUf1hioUe3BY-73IeaV1XNiAhb9UY/edit)
 
@@ -72,13 +72,13 @@
 
 Some practical tips for making inclusive spaces on your team:
 
--   Observe your teammates' personal pronouns
--   Notice who isn't speaking, and give them opportunities to contribute
--   Celebrate the things your teammates do well
--   Start noticing when you've made an assumption, and ask questions instead
--   Practice active listening (see the previous section)
--   Take time to learn more about how inequality affects people at work
--   Speak up when you notice that someone is disrespected or left out
+- Observe your teammates' personal pronouns
+- Notice who isn't speaking, and give them opportunities to contribute
+- Celebrate the things your teammates do well
+- Start noticing when you've made an assumption, and ask questions instead
+- Practice active listening (see the previous section)
+- Take time to learn more about how inequality affects people at work
+- Speak up when you notice that someone is disrespected or left out
 
 We work to model the change we want to see in the world, and that starts with how we make space for each other at work. At CivicActions, diversity, equity, inclusion, and accessibility isn't just a core part of our culture, it's also a committee.
 
@@ -114,9 +114,9 @@
 
 A: We are a very supportive team and if you need help, we want you to know that there are resources available.
 
--   If you want help with your work, your team, your project, etc: Go to your manager, your project manager, someone else on your project team, or your mentor.
--   If you feel unbalanced: Go to your manager, your project manager, mentor, or PeopleOps.
--   If you are being harassed or feel uncomfortable or unsafe: Go to Elizabeth or anyone else on the PeopleOps team.
+- If you want help with your work, your team, your project, etc: Go to your manager, your project manager, someone else on your project team, or your mentor.
+- If you feel unbalanced: Go to your manager, your project manager, mentor, or PeopleOps.
+- If you are being harassed or feel uncomfortable or unsafe: Go to Elizabeth or anyone else on the PeopleOps team.
 
 ### Q: What is CivicActions doing to foster diversity?
 

about-civicactions/diversity-equity-inclusion/README.md

@@ -10,7 +10,7 @@
 
 ## Why DEIA is important to us
 
--   Our **public sector clients** count on us to create equitable solutions for the diversity of the people they serve, therefore we value diverse perspectives on our team that so we can better serve the public.
--   Good user experience design considers everyone. We value **diversity in user research** so that our design solutions reflect the people we serve.
--   Whether it's a diversity of experiences, skill sets, approaches to problem-solving, or social identity, we believe that **team diversity and inclusion** makes us better at solving problems.
--   Having diversity in our team continues to broaden our ability to represent the people and experiences that we are creating software for.
+- Our **public sector clients** count on us to create equitable solutions for the diversity of the people they serve, therefore we value diverse perspectives on our team that so we can better serve the public.
+- Good user experience design considers everyone. We value **diversity in user research** so that our design solutions reflect the people we serve.
+- Whether it's a diversity of experiences, skill sets, approaches to problem-solving, or social identity, we believe that **team diversity and inclusion** makes us better at solving problems.
+- Having diversity in our team continues to broaden our ability to represent the people and experiences that we are creating software for.

about-civicactions/diversity-equity-inclusion/affinity-channels.md

@@ -20,23 +20,23 @@
 
 List of some affinity channels:
 
--   `#parenting` (open): Parents and caregivers of children share joy and resources. Parents and their allies are welcome.
--   `#ca-womxn` (open): Networking, supporting, and celebrating them/they/she/her. Individuals identifying as female, trans, gender non-conforming, and their allies are welcome.
--   `#rainbow` (open): A space to have conversations related to the LGBTQ2+ community. Members of the community including allies are welcome!
+- `#parenting` (open): Parents and caregivers of children share joy and resources. Parents and their allies are welcome.
+- `#ca-womxn` (open): Networking, supporting, and celebrating them/they/she/her. Individuals identifying as female, trans, gender non-conforming, and their allies are welcome.
+- `#rainbow` (open): A space to have conversations related to the LGBTQ2+ community. Members of the community including allies are welcome!
 
 Regional Groups:
 
--   `#ca-california` (open): For team members located in California.
--   `#ca-canada-chatter` (open): For team members located in Canada.
--   `#ca-dc` (open): For team members located in DC.
--   `#ca-florida` (open): For team members located in Florida.
--   `#ca-mi` (open): For team members located in Michigan.
--   `#ca-midwest` (open): For team members located in the Midwest area.
--   `#ca-new-england` (open): For team members located in the New England area.
--   `#ca-pnw` (open): For team members located in the Pacific Northwest area.
--   `#ca-rockymountains` (open): For team members located in the Rocky Mountains area.
--   `#ca-thesouth` (open): For team members located in the South.
--   `#ca-tx` (open): For team members located in Texas.
+- `#ca-california` (open): For team members located in California.
+- `#ca-canada-chatter` (open): For team members located in Canada.
+- `#ca-dc` (open): For team members located in DC.
+- `#ca-florida` (open): For team members located in Florida.
+- `#ca-mi` (open): For team members located in Michigan.
+- `#ca-midwest` (open): For team members located in the Midwest area.
+- `#ca-new-england` (open): For team members located in the New England area.
+- `#ca-pnw` (open): For team members located in the Pacific Northwest area.
+- `#ca-rockymountains` (open): For team members located in the Rocky Mountains area.
+- `#ca-thesouth` (open): For team members located in the South.
+- `#ca-tx` (open): For team members located in Texas.
 
 ## Who can join an affinity channel
 
@@ -56,11 +56,11 @@
 
 ## How to create a new affinity channel
 
--   Anyone at CivicActions can create a new affinity channel. Before starting a new affinity group, check the affinity channels directory to make sure a similar group does not already exist.
--   Add a new channel by clicking the + next to the Slack channels list.
--   Be sure to give your channel a description, and add a channel topic so people understand who it is for.
--   Decide whether to make your channel private.
--   Designate a point person moderator for your channel and add them to the channel topic. Be sure that moderator's understand their obligations as a channel moderator. If a person is not comfortable fulfilling all of the responsibilities of a moderator they should not take on that role.
--   Do a GitHub pull request to get your channel listed on the affinity channel guidebook directory page; or if preferred, ask Alaine to add your new channel to the guidebook page.
--   Announce your new channel in #general so others can join.
--   If you decide that the group you want to create is not going to be open to allies, then it's not an official company affinity group and won't be included in the directory.
+- Anyone at CivicActions can create a new affinity channel. Before starting a new affinity group, check the affinity channels directory to make sure a similar group does not already exist.
+- Add a new channel by clicking the + next to the Slack channels list.
+- Be sure to give your channel a description, and add a channel topic so people understand who it is for.
+- Decide whether to make your channel private.
+- Designate a point person moderator for your channel and add them to the channel topic. Be sure that moderator's understand their obligations as a channel moderator. If a person is not comfortable fulfilling all of the responsibilities of a moderator they should not take on that role.
+- Do a GitHub pull request to get your channel listed on the affinity channel guidebook directory page; or if preferred, ask Alaine to add your new channel to the guidebook page.
+- Announce your new channel in #general so others can join.
+- If you decide that the group you want to create is not going to be open to allies, then it's not an official company affinity group and won't be included in the directory.