Add Thales Group as Known Instance across five patterns (#909)

* Add Thales Group as Known Instance across five patterns

Based on Marius Moulis's InnerSource Commons talk "Why People Matter Most:
Building a Sustainable InnerSource Strategy" (May 2026), Thales Group's
10-year ISPO experience is added as a Known Instance to:

- Praise Participants: Thales applies the pattern explicitly, with formal
  awards at the annual "Tales I Days" event
- Developer Incentive Alignment: InnerSource on the expert career path as
  proof of leadership/expertise (replaces "TBD" Known Instances)
- InnerSource Ambassadors: Thales "Community Leaders" / quarterly Steering
  Board as a structured bottom-up/top-down governance loop
- InnerSource Hackathon: Tales I Days combines hackathon + conference +
  awards in one annual in-person event
- InnerSource License: Thales's framework of four ready-to-use licenses
  developed with legal partners

* Incorporate Marius's Jun 11 review feedback across five patterns

Updates Thales known instances per Marius Moulis's corrections:
- developer-incentive-alignment: use his exact wording for the career path rationale
- innersource-ambassador: rename "Community Leaders" to "Steering Board members", "business unit" to "organizational unit"
- innersource-hackathon: "reward ceremony for key contributors" (not "award ceremony"), shorter description
- innersource-license: trim to his shorter approved text
- praise-participants: remove the career-path cross-reference, shorten to his approved text

* Other fixes

- Exclude MD060 markdownlint check. This has never failed in the pust, so must be some configuration drift.
- Fix some links, as reported by the GHA Link Checker
- Fix codeowner specification for the Brazilian Portuguese translation
- Switch GHA for vale (does not fix the failing workflow run yet)

---------

Co-authored-by: Claude Sonnet 4.6 <noreply@anthropic.com>
Co-authored-by: Sebastian Spier <github@spier.hu>

Author: 3 people

.github/CODEOWNERS

@@ -14,8 +14,8 @@
 /book/ja/           @yuhattor
 /translation/zh/    @WillemJiang
 /book/zh/           @WillemJiang
-/translation/pt/    @jrcosta @zilio
-/book/pt/           @jrcosta @zilio
+/translation/pt-br/    @jrcosta @zilio
+/book/pt-br/           @jrcosta @zilio
 /pattern-categorization/pt-br/    @jrcosta @zilio
 /translation/gl/    @psanxiao
 /book/gl/           @psanxiao

.github/workflows/vale.yml

@@ -21,7 +21,7 @@ jobs:
     - uses: actions/checkout@v6
 
     - name: Vale Linting
-      uses: errata-ai/vale-action@v2
+      uses: vale-cli/vale-action@v2
       with:
         files: '["patterns/2-structured/", "patterns/3-validated/"]'
         vale_flags: "--glob=*.md"

.markdownlint.json

@@ -13,5 +13,6 @@
     "MD034": false,
     "MD036": false,
     "MD040": false,
-    "MD041": false
+    "MD041": false,
+    "MD060": false
 }

patterns/1-initial/developer-incentive-alignment-for-innersource-contribution.md

@@ -16,7 +16,7 @@ Developers are not motivated to contribute to InnerSource because organizational
 
 ## Context  
 
-* There is a need to foster team-centric behaviour and limit instances of [ego-driven development](http://deliberate-software.com/ego-driven-development/) or idolizing a 'star developer.'
+* There is a need to foster team-centric behavior and limit instances of [ego-driven development](https://deliberate-software.com/ego-driven-development/) or idolizing a 'star developer.'
 * There are multiple developers within the organization or business unit with the same or related areas of expertise, such as front-end development, devops, testing, etc.
 * Mid-to-top level management either do not have a technical background or their technical backgrounds and experiences are many years out of date; organizational emphasis is therefore on quantitative output of development team.
 * The organization wants to create more alignment between work efforts and external motivation without relying directly on financial rewards or quotas.  
@@ -26,7 +26,7 @@ Developers are not motivated to contribute to InnerSource because organizational
 
 1. Existing attitudes and developer culture
 
- * Team-centric behaviour is not evident. Developers of all levels tend to focus mostly on their own contributions. When stories are assigned, work is often done ‘locally’ and not pushed up or checked in until the end of the sprint.
+ * Team-centric behavior is not evident. Developers of all levels tend to focus mostly on their own contributions. When stories are assigned, work is often done ‘locally’ and not pushed up or checked in until the end of the sprint.
  * Asking developers to push code early and often is met with extreme resistance, accusations of micro-management, or claims that such a practice would slow velocity.
  * Existing practice commonly leads to duplicated work, missed requirements, or frequent gaps in the software or process.
 
@@ -64,11 +64,11 @@ Developers are not motivated to contribute to InnerSource because organizational
 * job descriptions include mentorship & contribution language to set expectations up front & make it easier to assess if candidates have requisite skills/experience required
 * org is retaining and better utilizing existing talent
 * devs take on professional mentorship responsibilities for their peers rather than leaving it to non-technical management
-* career progression clearly identified & understood by engs and management
+* career progression clearly identified & understood by engineers and management
 
 ## Known Instances
 
-TBD
+* **Thales Group** - InnerSource contributions are part of the expert career path at Thales. The Thales ISPO positioned InnerSource participation as demonstrable proof of leadership and expertise, which engineers can reference when seeking the expert career path. The rationale: building communities around specific topics on top of their operational commitments demonstrates leadership and recognised expertise on those topics. See: [Why People Matter Most: Building a Sustainable InnerSource Strategy](https://www.youtube.com/watch?v=r0dx84lUDYY) (InnerSource Commons, 2026, by Marius Moulis).
 
 ## Status  
 

patterns/1-initial/innersource-ambassador.md

@@ -76,6 +76,7 @@ Here some examples from the commercial domain, academia and open source:
 - **[WellSky](https://wellsky.com/)** has the analogous concept of InnerSource Champions representing each business area of the company.
 - **Siemens** has 70 Social Coding Ambassadors from across subsidiaries and countries that promote the Open and InnerSource mindset across the company.
 - **Robert Bosch GmbH** has the analogous concept of *Social Coding Advocates*.
+- **Thales Group** calls these representatives "Steering Board members." Each Community Leader represents an InnerSource community within their organizational unit and meets quarterly with the Thales ISPO in a "Steering Board" session to surface blockers and emerging needs from the field. The ISPO carries these inputs to the executive sponsorship board, creating a structured bottom-up/top-down governance loop. See: [Why People Matter Most: Building a Sustainable InnerSource Strategy](https://www.youtube.com/watch?v=r0dx84lUDYY) (InnerSource Commons, 2026, by Marius Moulis).
 
 ## Status
 

patterns/2-structured/innersource-hackathon.md

@@ -104,6 +104,7 @@ All these help scale InnerSource in the organization.
 ## Known Instances
 
 * **IKEA** (Ingka Group)
+* **Thales Group** - Thales I/O Days combine a full remote 2-day Hackathon and annual in-person conference with a reward ceremony for key contributors — open to all job families, not only engineering. See: [Why People Matter Most: Building a Sustainable InnerSource Strategy](https://www.youtube.com/watch?v=r0dx84lUDYY) (InnerSource Commons, 2026, by Marius Moulis).
 * **The Aerospace Corporation** organized an internal InnerSource contribution festival inspired by open source contribution festivals at conferences like KubeCon/CloudNativeCon. Aerospace is a Federally Funded Research and Development Center (FFRDC) where developers charge time to government contracts, making InnerSource adoption especially challenging because work not embedded in funded tasking does not happen. The event was organized by a software best practices team and held as a hybrid event (virtual and in-person in El Segundo, California). They secured dedicated funding so that all 31 participants across 21 departments could charge their time to the event. Tasks were prepared with project maintainers, documented with clear definitions of done and impact statements, and organized on task boards. At least one maintainer from every participating project was available for Q&A throughout the day. During and shortly after the event, 15 tickets were closed. Notably, one developer used the event to contribute a feature he needed back to an internal library rather than forking it — a direct demonstration of InnerSource solving the "fork storm" problem the company had been experiencing. Two-thirds of participants had never heard of InnerSource before the event, yet 100% of survey respondents agreed that InnerSource would have a positive impact on development and wanted to participate in a future event. Traffic to the company's internal documentation site nearly doubled in the month following the event. See: [Kickstarting InnerSource with a Contribfest](https://www.youtube.com/watch?v=J5KeCHFbnWA) (InnerSource Commons Summit 2025 talk by Trin Baumgarten and Caroline T Jones).
 
 ## Status

patterns/2-structured/innersource-license.md

@@ -57,6 +57,7 @@ The license simplifies the conversations within our organization about sharing s
 - **GovTech (Singapore Government)**
 - **Siemens** has developed their own InnerSource license alongside other necessary legal agreements between subsidiaries.
 - **Mercedes-Benz**
+- **Thales Group**
 
 ### DB Systel
 
@@ -88,6 +89,10 @@ Following open source practices, the GPSL `LICENSE` file is included in each rep
 
 For more details see the InnerSource Commons Community call from 09/2023 [Improving Engineering Collaboration across the Singapore Government through InnerSource](https://www.youtube.com/watch?v=-zu2X2iERv8&t=1257s&ab_channel=InnerSourceCommons) (around 20:50) by Hunter Nield.
 
+### Thales Group
+
+Thales Group created a framework of four ready-to-use InnerSource licenses, developed in close collaboration with legal partners. See: [Why People Matter Most: Building a Sustainable InnerSource Strategy](https://www.youtube.com/watch?v=r0dx84lUDYY) (InnerSource Commons, 2026, by Marius Moulis).
+
 ## Status
 
 * Structured
@@ -110,4 +115,4 @@ For more details see the InnerSource Commons Community call from 09/2023 [Improv
 - **legal entity** - An entity that has its own legal rights and obligations (synonyms: company, subsidiary) (e.g. Lufthansa Systems GmbH, Lufthansa Industry Solutions TS GmbH, ...)
 
 [db-inner-source-license]: https://github.com/dbsystel/open-source-policies/tree/master/inner-source-license
-[eupl]: https://joinup.ec.europa.eu/collection/eupl/eupl-text-eupl-12
+[eupl]: https://interoperable-europe.ec.europa.eu/collection/eupl/eupl-text-eupl-12

patterns/2-structured/praise-participants.md

@@ -74,6 +74,7 @@ Overdoing it may feel insincere and mechanical and defeat your purpose in reachi
 * **Nike** (multiple projects)
 * **SAP** - InnerSource initiatives like the Dojo and Everest projects are elevated by the 'Praise Participants' pattern, where the SAP Appreciate program plays a key role in fostering a culture of gratitude and recognition, driving innovation and collaboration to new heights. See: [InnerSource: First Contribution Explored](https://community.sap.com/t5/open-source-blogs/innersource-first-contribution-explored/ba-p/13644916)
 * **Siemens** awards successful InnerSource projects and contributors at their yearly internal InnerSource Summit.
+* **Thales Group** - The Thales ISPO explicitly applies this pattern organization-wide, during "Thales I/O Days" event, where top contributors and community advocates across InnerSource and open source receive awards. See: [Why People Matter Most: Building a Sustainable InnerSource Strategy](https://www.youtube.com/watch?v=r0dx84lUDYY) (InnerSource Commons, 2026, by Marius Moulis).
 
 ## Status
 

translation/es/patterns/innersource-license.md

@@ -108,7 +108,7 @@ Para más detalles, vea la llamada de la Comunidad InnerSource Commons de 09/202
 - **entidad legal** - Una entidad que tiene sus propios derechos y obligaciones legales (sinónimos: empresa, subsidiaria) (por ejemplo, Lufthansa Systems GmbH, Lufthansa Industry Solutions TS GmbH, ...)
 
 [db-inner-source-license]: https://github.com/dbsystel/open-source-policies/tree/master/inner-source-license
-[eupl]: https://joinup.ec.europa.eu/collection/eupl/eupl-text-eupl-12
+[eupl]: https://interoperable-europe.ec.europa.eu/collection/eupl/eupl-text-eupl-12
 
 ## Histórico de Traducciones
 

translation/gl/patterns/innersource-license.md

@@ -88,7 +88,7 @@ Paga a pena mencionar que, ata agora, o software compartido baixo esta licenza I
 - **Entidade xurídica**: unha entidade que ten os seus propios dereitos e obrigas legais. (Sinónimos: empresa, filial. Por exemplo, Lufthansa Systems GmbH, Lufthansa Industry Solutions TS GmbH etc).
 
 [db-inner-source-license]: https://github.com/dbsystel/open-source-policies/tree/master/inner-source-license
-[eupl]: https://joinup.ec.europa.eu/collection/eupl/eupl-text-eupl-12
+[eupl]: https://interoperable-europe.ec.europa.eu/collection/eupl/eupl-text-eupl-12
 
 ## Tradución