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From YouTube: CHAOSS DEI Working Group 9-8-21
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A
Hello,
hello,
welcome
to
the
september
8
2021
meeting
of
the
dei
working
group.
These
are,
I
just
copied
some
items
into
the
notes
from
last
week
that
give
us.
A
A
All
right
so
big
questions.
How
do
we
envision
the
working
group?
Obviously
metrics,
but
what
is
our
role
on
continually
reflecting
on
dei
within
the
chaos
project
and
what
is
our
level
of
involvement
beyond
just
the
working
group?
And
I
think
these
are
some
suggestions
that
were
made
last
last
time
or
as
part
of
the
agenda,
and
maybe
that
we
could
start
talking
about
that
quick.
These
questions,
you
know
if
we
have
a
role
beyond
developing
metrics
and
what
that
role
might
be
kind.
C
Of
talked
about
this
last
week,
elizabeth
brought
up
a
good
point
that
we
don't
ask
the
other
working
groups
to
necessarily
do
like
a
risk
assessment.
Okay
of
chaos,
and
we
don't
ask
you
know
we
don't
ask
whatever
you
get
the
point
yeah
so,
but
maybe
it's
inappropriate.
C
D
Yeah
I
mean,
if
you
know,
if
the
group
doesn't
think
it
would
be,
that
big
of
a
you
know
a
heavy
lift.
Then
that's
one
thing,
but
it
just
seems
like
I
don't
know
it
just
seems
like
it's
asking
a
lot,
and
you
know
maybe
the
group's
okay
with
that.
Maybe
that's
what
they
want
to
do
and
if
that's
the
case
then
that's
also
fine,
but
I
just
want
us
to
be
mindful
of
that,
and
you
know,
because
a
lot
of
the
issues
that
come
up
are
not
going
to
be
easy
problems
to
solve.
C
I
agree:
I'm
eating
a
carrot,
but
and
actually
to
that
point
it's
that
last
point's
well
taken
too
like
if
we
even
attempted
to
do
that,
and
it
was
only
once
a
month
like
we
might
be
like
hey.
That's
a
heavy
issue,
talk
to
you
in
four
weeks
and
people
will
slowly
solve
this
concern
over
the
course
of
a
year
and
probably
doesn't
work
real
well.
So
then,
maybe
the
other,
like
the
question
would
be
then
like.
C
Do
we
want
to
make
a
recommendation
that
there's
a
formal
like
dei
council
within
chaos
that
and
like
we
just
we
out
of
this
working
group?
We're
like
that's
not
us
by
the
way
it
could
be
members
of
this
community,
that's
fine,
but
because
we
can
get
that
on
the
board
meeting,
because
I
think
that
would
probably
need
board
approval
like
we
made
like
a
council,
so
we
could
put
that
on
the
meeting
at
least
kind
of
elevate
it
there
and
get
feedback.
D
I'd
like
to
also
hear
not
to
put
y'all
on
the
spot,
but
lauren
or
do
you
have
thoughts
on
this?
I
don't
want
to
speak
for
everybody
here,
but
just.
E
E
I
don't
have
anything
probably
different
than
what's
already
been
said.
I
would
tend
to
agree
yep.
That's
all
I
got.
G
A
Okay,
so
the
next
item
on
the
agenda
is
whether
we
want
to
change
our
meeting
from
weekly
to
two
to
three
times
a
month.
I
think
all
this
becomes
moot
down
below.
A
E
And
it's
coming
from
a
newbie
still
trying
to
kind
of
navigate
my
way
around
how
chaos
works.
But
how
would
do
we
envision,
like
there's
the
reflection
team
and
then
we're
talking
about
a
dei
council
like
what
would
be
different
between
those
two
like
what
are
their
responsibilities
and
that
we
envision.
E
C
C
Where
are
the
in
google
docs?
Where
are
the
emojis?
F
D
Unless
you
have
hard-coded
a
keyboard
shortcut,
as
some
of
us
have.
I
I
Well,
other
than
the
carousel
I'd
like
to
talk
about
again
about
the
dei
working
groups
like
role
in
onboarding
in
the
chaos
community.
Where
do
we
stand
with
this?
How
do
we
want
to
be
part
of
this,
or
do
we
want
to
be
part
of
this.
A
I
think,
speaking
for
myself,
onboarding
is
certainly
if
we
do
it
well,
we
will
retain
new
contributors
in
general
to
a
greater
degree,
but
doesn't
solve
the
problem
of
attracting
more
diverse
contributors,
and
so
that
might
be
the
place
where
dei
could
be
additive
in
terms
of
conceiving
ways
of
identifying
and
recruiting
people
from
more
diverse
origins.
I
Yeah
that
the
reason
I
brought
it
up
to
dei
was
because
it's
part
of
the
inclusion
aspect
of
it.
It
can
be
part
of
the
equity
aspect
of
it,
no
matter
how
how
you
handle
your
onboarding
and
I
think,
as
I've
seen
it,
it
was
my
minimal
experience
in
the
field
so
far,
but
like
as
I've
seen
it.
The
more
welcoming
you
are
the
more
diverse
group,
it
just
kind
of
happens.
I
It
happens
that
you
welcome
you,
you
start
bringing
in
people
that
wouldn't
feel
welcome.
In
other
places,.
C
I
See
what
I'm
saying
yeah,
I
was
kind
of
thinking
more
the
latter,
because
the
human
element
of
like
communication
and
connection
is
what
makes
that
inclusion
happen.
Just
from
the
from
the
perspective
of
someone
who,
like
you,
you
find
yourself
in
the
chaos
project.
I
It
can
be
easy
to
find
yourself
in
a
spot
where
you
don't
know
where
to
go,
and
I'm
trying
to
I'd
like
to
have
some
kind
of
forcing
function,
or
some
kind
of
some
kind
of
you
know
rare
meeting
if,
if
need
be,
but
to
to
get
this
onboarding
sorted
out.
This
is
these
issues
with
onboarding.
D
I
feel
like
it's
a
little
bit
more
of
a
digestible
chunk
for
us
to
tackle
than
like
all
of
the
other
things
that
we
listed
above
implementation
ethics
guidelines.
All
that
stuff,
like
onboarding,
seems
like
it's
directly.
You
know
something
that
we
could
help
with.
I
guess
maybe
we
could
start
with
like
what
are
the
problems
to
be
solved,
because
I
know
we've.
You
know,
we've
made
some
efforts
to
improve
it,
but
I
think
to
matt
cantu's
point:
we
don't
like
there
isn't
really
a
plan
in
place.
D
There
wasn't
really
like
this
isn't
really
written
down.
I
don't
think
anywhere
like
a
documented
list
of
like
here's,
the
problems
that
people
are
having
and
here's
what
we're
going
to
do
about
it.
It's
just
kind
of
been
a
little
bit
more
organic.
I
think
than
that.
You
know,
as
ideas
come
up,
we
just
kind
of
implement
them,
but
it
would
be
good
to
see
you
know
more
of
a
plan
I
think
in
place.
So.
I
Yeah
there's
one
last
thing
is
that
what's
organic
food
for
a
lot
of
people
can
be
not
organic
for
others
and
that's
what
I'm
trying
to
work
on.
I
will
identify
some
issues
and
come
back
next
week,
I'll
take
an
action
item
for
that,
and
then
I'm
not
going
to
try
to
just
point
out
what's
wrong,
but
I'd
like
to
try
and
figure
out
some
solutions
as
well
before
next
week.
C
So
you
know,
I
think
so
I
like
this
a
lot
and
I
think,
as
we
have
the
dei
reflection
team,
that's
providing
the
dei
reflection
team
does
not
do
implementation,
they
are
about
providing
suggestions
and
ways
to
to
think
about
the
project.
C
So
you
can
probably
see
where
I'm
going
with
this.
At
some
point,
the
implementation
has
to
land
somewhere
in
the
project,
and
you
know
if
you
take
a
look
at
the
landscape
within
the
chaos
project.
There
are
certain
areas
where
those
recommendations
just
won't
land.
You
know
what
I
mean
they
just
they're
not
going
to
land
in
the
risk
working
group
likely
or
they're
not
going
to
land.
C
But
the
dei
working
group
does
seem
to
be
in
a
slightly
different
position,
a
more
unique
position
to
have-
maybe
not
the
to
the
full
extent
that
we
were
talking
about
before,
like
we
do
everything
all
the
time,
but
some
some
location
for
doing
this
type
of
work.
So
I'm
I'm
okay
with
the
dei.
What
I'm
trying
to
say
is
I'm
okay
with
the
dei
working
group
taking
on
a
slightly
different
persona
or
a
slightly
different.
C
You
know
approach
than
some
of
the
other
working
groups
that,
yes,
we
do
create
artifacts
like
that
help
inform
the,
for
example,
matt
the
badging
program.
You
know
what
I
mean
like
that's,
okay,
we
do
that
and-
and
we
actually
have
a
program-
we're
actually
the
only
working
group
that
does
have
a
program
to
be
honest
with
you,
the
badging
program,
which
is
helping
others
through
their
dei.
So
maybe
this
one
is
kind
of
we
could
think
of
it.
Just
like
a
badging
program
but
like
internally.
C
You
know
what
I
mean
like
we're
thinking
about
how
we
can
not
only
help
people
externally
but
help
ourselves
internally,
and
I
don't
know
that
was
kind
of
a
long
line
statement,
but
that's
where
I'm
at
so
matt,
I
would
recommend
you
know.
I
think
the
the
best
approach,
maybe-
and
I
think
elizabeth
alluded
to
this-
would
be
the
the
philosophy
we
have
in
the
chaos
project.
With
your
spell
respect
to
creating
artifacts
and
software
is
generally,
you
know,
move
people
off
zero
like
there's,
no,
no
bearing
on
community
health.
C
So
here
are
like
a
few
things
that
can
help
you
improve.
This
doesn't
solve
everything
for
you,
but
it
it
slowly
moves
you
forward
in
the
right
direction.
Maybe
we
could
think
that
way
as
well
matt
like
those
recommendations,
they
may
look
small
but
they're,
actually
quite
impactful
and
then
over
time.
All
of
those
small
things
slowly
accumulate
to
larger
things
and
before
you
know
it
you're
doing
pretty
cool
things.
I
Yeah
that
time,
that's
how
badging
worked.
That's
how
I
think
I
want
to
move
forward
with
the
onboarding
stuff
so
far.
I
think
I'll
be
back
next
week
with
more
information
on
this
stay
tuned.
C
C
A
So
the
next
item
on
the
agenda
is
badging
stickers
and
I'll
turn
again
to
matt,
cantu
or
maybe
matt.
It
says
matt
cantu
here
so
I'll
turn
to
matt
cantu.
I
I'm
back
already
on.
A
I
Spot
yeah,
I
guess
that's
okay,
I
so
we
have
a
form
to
fill
out
to
do
stickers.
We
had
a
lot
of
requests
already
more
than
I
expected
at
least,
and
I'm
really
happy
to
see
so
many
people
have
applied
for
a
sticker
and-
and
I
filled
out
a
sticker
request,
am
I
supposed
to
tell
you?
Isn't
it
like
a
like
an
irb
thing
or
something?
I
I
don't
think
that's
an
irb
thing.
We
had.
We
had
eight,
which
is
more
than
the
more
than
like
the
a
lot
more
than
the
average
minutes
of
the
meeting
on
your.
A
Third
goal:
I
know
somebody
wants
to
like
go
through
youtube
videos
and
I
was
just
showing
the
form
in
demonstration
mode.
If
somebody
wants
to
go
through
youtube
videos
and
get
my
address,
I
guess
come
to
your
house
in
columbia,.
A
C
I
The
first
round
of
stickers
for
anybody
who
did
ask
for
one
is
going
out
most
likely
today,
because
it's
all
written
out
just
have
to
figure
out.
We
have
a
lot
of
international
postage.
We
gotta
figure
out,
so
I
gotta
figure
that
out
and
then
we'll
be
sending
them
out.
Okay,
cool.
A
I
Yeah
we
do
have
those
those
those
action
items
from
last
week
from
the
week
before
about
the
metrics
that
we
need
to
put
checklists
on
are
all
those
done.
I
took
care
of
the
documentation,
discoverability
and
inclusive
experience
that
event
ones.
We
were
missing
a
couple
things
that
needed
to
be
fixed.
Let's
see.
A
B
A
A
G
I
I
It
looks
like
you
need
admin
access
to
check
on
other
people's
comments,
so
there's
a
di
working
group
group
that
does
admin
on
that.
Okay
inventory!
Sorry,
I
can
add
you
to
it.
If
you
want
it
doesn't
matter.
A
A
A
A
G
A
I
Demographics,
documentation
discoverability,
which
is
farther
down.
So
that's
why?
Oh,
okay,
it's
been
a
while.
I
And
that
was
mine.
I
identified
like
one
issue.
I
think
we
didn't
have
contributors
or
something
first
comment
yeah,
I
I
put
them
under
the
check
boxes:
okay,
yeah,
there's
no
contributor
list
on
this;
one
which
is
not
a
good
deal.
A
I
It
was
part
of
a
doc
that
was
the
three
of
those
three
metrics
for
documentation,
I'm
not
sure
who
did
what
and
who
did
what.
Otherwise,
I'd
be
able
to
trace
down
the
dot.
A
A
A
This
changes
I
like
that
one
code
of
conduct
event
demographics
I'll,
put
this
in
the
chat
as
well,
so
that
anybody
who
wants
to
scan
it
on
their
own.
I
realize
it's
not
super
efficient
to
look
at
these.
I
D
C
Yes,
because
we
had
yes,
we're
merging
them,
which
is
just
called
event.
Demographics,
and
it
looks
like
some
of
these
changes-
are
to
split
them.
Apart
again,
this
is
dakota
conduct
as
I
saw,
but
if
you
look
down
lower
okay,
like
where
it
says,
data
collection
strategies,
it
says
just
like
survey,
attendees
or
survey
just
speakers
or
something
like
that
yeah
so.
I
A
Yep
yeah
and
if
changes
you
can
either
request
changes
from
the
original
pull
request
or
yeah.
What
I
do
sometimes
is
I
oops
I
edit.
G
A
Oh,
it's
not
a
secret
account,
it's
just
a
different
account,
but
in
cases
like
this
matt,
what
what
I've
done
before
is
I
can
you
can
edit
this
and
you
can
create
a
new
branch
off
of
the
main
branch
and
merge
it
into
that
and
then
make
the
edits.
You
want
to
make
and
do
another
pull
request.
I
I
Yes,
absolutely,
and
I
I
realized
after
a
while,
with
some
changes
to
badging,
that
if
you
change
the
name
of
a
repository,
it
will
cons,
it
can
still
redirect
if
you
take
it,
the
old
url
to
the
new
one
yeah.
C
C
A
Who
wants
to
I,
I
know
how
to
change
the
master
branch
to
maine,
so
I'm
gonna
do
it.
Okay,
all
right
are
there
and
I
don't
think
on
this
repo.
There
will
be
any
actions
that
require
addressing
like
there's,
probably
no.
A
Testing,
no
automation
so
and
it
doesn't
generate
a
read
the
docs
document
anywhere
so.
C
C
Could
so
sean
if
you
could
do
that
here,
yeah
you,
if
we're
gonna
be
proactive
and
welcoming,
could
you
and
you
know
how
to
do
it
yep?
Could
you
attend
other
working
groups
and
offer
to
do
the
same?
There.
A
A
So
what
do
you
want
to
change
the
name
of
the
working
group
too,
and
recognizing
that
if
we
change
it,
there
are
some
dependencies
in
places
that
we
have
on
the
website
that
we
may
have
to
notify
kevin
about,
although
you're
right
matt,
it
does
automatically
redirect
for
a
time
after
you
change
the
name.
That
was
your
earlier
point
right.
A
A
H
A
It
shouldn't
because
the
continuous
metrics
release
is
just
pointing
at
a
repo
they're,
a
repo
and
it's
going
to
use
the
main
branch,
whatever
the
default
branch
is
by
default,
and
so
you
to
get
the
default
branch,
you
don't
have
to
specify
a
branch,
and
I
wouldn't
expect
that
we
do
okay,
but
we
will
find
out
shortly
yeah,
I
say:
maybe
maybe
one
maybe
a
way
to
approach
this
is
to
okay,
we've
done
it
for
dei
I'll.
A
C
A
I
A
No
github
does
a
good
job,
it
doesn't
stay
in
place
forever,
but
it
does
stay
in
place
for
more
than
a
year
and
I
think
slightly
more
than
two
years
based
on
my
experience.
A
D
A
D
D
I
A
2022
well,
do
we
want
to
I
mean
we
can
change
the
name
of
it
rather
easily.
We
need
to
make
a
new
one
if
we're
going
to
make
one,
though
all
right.
A
And
I
would
say
that
we
probably
don't
I
mean,
do
we
want
to
just
do
we
want
to
take
that
on?
Do
we
want
to,
we
could
put
that.
A
I
Unless
anybody
else
wants
to
do
it,
otherwise
that's
totally.
Okay,
too.
F
So
I
did
fill
out
the
application,
but
didn't
hear
back.
Is
that
a
you
get
picked
or
you
don't
get
picked
kind
of
scenario
or
oh.
F
I
Our
focus
of
our
last
outreach
meeting
was
kind
of
meet
and
greet
and
we
were
going
to
be
focusing
on
kind
of
reviewer
outreach
on.