►
From YouTube: CHAOSS D&I September 19, 2018
Description
Among other things, we discussed mentoring and onboarding.
A
A
C
As
some
of
us
are
having
attack
of
the
insurance
on
it
in
Europe
in
JC,
your
coin
dirt
will
be
great
to
know
you
do
to
me
to
them,
and
the
point
is
that
we
have
couple
of
thoughts.
None
of
them
is
a
tutorial
about
how
to
try
to
learn
about
diversity.
Inclusion
for
your
community,
all
the
things
I
would
like
to
have
here:
I
used
to
have
feedback
from
you.
This
case,
Nicole
ingest
some
questions
that
girl
to
me
that
we
have
noticed
so
basically
strategy
or
ideas.
B
C
D
D
Obviously,
at
some
point,
I'm
going
to
want
to
know
how
we
can
integrate
this
with
that
kubernetes
community
and
probably
the
other
communities
that
I
work
with
inside
Google,
because
I'm
starting
to
do
more
outreach
within
Google's
open
source
projects.
So
it
might
be
a
really
good
opportunity
to
expand
the
decision-
that's
even
much
wider.
Then
then
it
currently
is
so
yeah.
That's
this
free
mentioned
I
just
want
to
listen
and
make
sure
that
I'm
I'm
helping
my
kin.
A
A
Again,
one
could
contributor
by
the
things
like
that,
and-
and
it
so
happens
that
there
meaning
your
Wednesday's
as
well
yeah.
Everybody
seems
to
love
Wednesday
and
I
and
I
wondered
if
I
know
that
the
chaos
meetings
on
the
larger
cast
project
meetings
are
on
Tuesdays
Gared
wait.
What
meeting
time
did
we
throw
out
the
last
time
around
with
it.
B
B
A
B
B
C
B
When
we
switch
to
a
bi-weekly
scheduled
on
Wednesday
is
the
diversity
inclusion
group
will
just
take
the
opposite
week
during
the
same
time,
because
then
we
have
the
same
time
every
week
to
join
and
I,
don't
have
to
remember
all
the
different
times
and
dates
things
simplified.
But
if
you
want
to
switch
to
a
weekly
meeting,
then
we
cannot
overlap.
B
B
B
D
A
A
B
C
Then
we
have
active
leadership
and
believe
in
activities.
So
perhaps
we
have
one
of
the
things
we
can
have
this
if,
if
there
is,
if
there
are
mentorship
programs
in
first
place
and
it's
a
basic
mentorship
for
underrepresented
groups,
people,
so
perhaps
that's
one,
that's
one
more
question
and
then
we
can
go
for
the
specific
of
some
of
the
metrics
that
we
were
having
for
the
prospect
in
the
proposition.
C
They
called
the
sense
that
you
can
have
the
comers
and
how's
the
ratio
of
newcomers
compared
to
the
usual
ratio
in
in
the
community
and
so
on.
To
this
and
some
more
context
here,
is
that
in
the
plastic
case,
so
we
could
play
some
style
not
compare
over.
One
of
the
results
we
have
was
that
people
that
were
mental
at
came
an
ability
or
portion
of
code.
We
have
the
only
had
a
year,
but
mainly
focusing
on
apathy.
They
tend
to
be
longer
or
contribute
longer
than
the
usual
rate
in
the
community.
A
Yeah
yeah,
yes,
exactly
Daniel
Daniel,
so
two
things
came
to
mind
for
me:
one:
the
research
that
we've
been
doing
in
the
OpenStack
community
around
some
of
the
mentorship
programs
available
there
and
what
we've
been
seeing
we
had.
Let's
say
we
had
data
from
out
Ricci.
We
also
had
made
it
from
google
Summer
of
Code
right
and
we
included
those
data
points
in
the
research
reports.
A
But
yeah
I
mean
it
was
fantastic.
What
we
were
seeing
in
terms
of
how
long
they
they
their
longevity
in
the
community
right
there
their
level
of
contributions
when
their
longevity
in
the
community.
Well,
that
data
came
to
mind
for
me
and
then
me.
The
other
thing
that
came
to
mind
for
me
and
most
likely,
because
I
just
started
to
dive
into
the
kubernetes
community
was
that
it
occurred
to
me
having
been
new
to
the
OpenStack
community
a
couple
of
years
ago
and
now
being
new
to
the
community.
A
Very
very
solid
ways
that
they
welcome
newcomers
to
the
community,
well,
where
you
feel
because
they
had
such
ways
that
they
welcome
you
to
you.
You
feel
welcomed
to
contribute
great
and
so
I
I
wanted
to
make
sure
that
that
was
reflected
in
some
way
in
the
metric
category
that
were
developing
right,
that
this
existence
of
these
kinds
of
programs.
A
The
other
thing,
the
other
data
point,
the
third
data
point
that
came
to
mind
really.
It
was,
as
I've
been
involved
in
this
big
mentoring
program,
first
in
the
OpenStack
community
and
then
bringing
the
Mencius
into
the
Linux
community
and
talking
to
folks,
you
know
the
community
and
I'm
just
going
to
dive
into
the
mentoring
program
there
now.
A
D
Okay
and
a
couple
things
just
for
clarification,
and
so
my
colleague
Paris
Pittman
here
at
Google,
is
responsible
for
all
the
mentoring.
Things
are
happening
given
A's
and
she
basically
did
a
deep
study
for
several
months
on
all
the
patterns
and
other
patterns
of
mentorship
and
communities.
I
know
she
found
that
there's
a
very
strong
that
it
negative
correlation
between
the
people,
doing
the
mentoring
and
people
receiving
the
mentorship,
and
it
manifests
in
a
lot
of
different
ways:
burnout
and
incompatibility
with
matches
between
people
and
a
lot
of
other
things.
D
So
there's
all
these
mitigating
factors
and
with
mentorship
that
she
has
tried
to
address
in
the
committees
model,
which
is
really
a
more
of
an
more
of
an
automation,
type
system
and
a
one-to-many
type
of
mentoring,
so
basically
do
meet
contributor
sessions
where
multiple
people
can
attend
and
get
some
good
mentorship,
but
there's
not
necessarily
cohorts.
It's
really
just
show
up
and
attend
and
and
absorb
as
a
computer.
So
what
I
would
say
is
that
a
metric
that
might
be
more
important
to
track
is
not
me
and
mentorship
per
se
as
a
specific
thing.
D
But
what
is
the
onboarding
process?
Look
like,
for
example,
you
know
in
a
good,
you
have
people
that
do
a
pair
up
with
you
and
actually
be
your
personal
guide
into
the
project
and
help
you
understand
what
you
need
to
do
so,
there's
this
sort
of
Sherpas
that
that
function
in
the
community
to
do
that
work,
so
I
think
onboarding
is
sort
of
the
meta
category
and
then
other
that
you
have
all
these
different
ways
and
if
that
takes
place,
so
it's
not
only
you
know.
Yes,
there
is
our
numbering
program
is
an
individual.
D
Is
a
group,
is
it?
Is
it
needed
to
stronger
retention
rates
or
more
symmetric
contributions?
What's
the
rate
of
people
are
sending
any
particular
membership
hierarchies?
You
know
from
contributor
to
maintainer.
So
basically,
all
these
metrics
that
fall
out
of
what
is
the
onboarding
process.
Look
like.
D
D
A
A
A
A
B
B
A
A
B
A
B
C
A
C
Thank
for
giving
our
and
we
can
collaborate
on
together
at
the
same
time,
I
think
it's
peaceful.
The
point
is
that
we
need
to
really
prepare
the
session,
so
everyone
can
help
somehow,
so
we
have
4
Matic
metrics
for
people
can
work
whether
in
some
of
those
metrics
you
can
create
some
Google,
Docs
and
so
on.
So
people
can
join
each
opposed
at
the
point
would
be,
how
do
you
produce
in
the
right
way.
C
And
it
could
be
here
in
the
chat
if
you
go,
for
instance,
for
the
event
representation.
So
we
have
a
speaker
than
Iraq.
They
merge
the
actress
tickets
on
the
block.
Then
we
have
the
questions
for
each
of
their
questions.
Women
name
something
after
which
they
have
to
be
fine
and
clear,
some
metrics
on
that's
right.
C
B
C
B
A
C
C
Then,
let's
see
my
unit
leads,
the
whorehouse,
so
led
I
would
be
more
recent,
some
conversation
schedule
or
agenda
to
work
we're
in
our
working
meeting
in
a
week,
and
then
we
say
this
is
the
way
we
are
gonna
proceed.
So
we
have
these
five
issues
with
please
like
Google,
Docs
or
just
unlock
everything.
This
is
how
we
would
like
to
proceed.
So,
let's
imagine
that
we
it's
the
follow-up
and
so
basically
we'd
go
either.
B
B
B
C
C
Migrating
of
the
categories
and
questions
and
metrics
we
have
into
cards
because
we
want
to
bring
all
of
those
cards
to
be
served
without
this,
so
people
can
have
a
look
at
all
of
the
area
of
me
they're
having
a
look
at
so
acknowledge
the
idea
of
those
cards.
Basically,
the
main
goal
is
to
to
the
fifth
great
feedback
from
the
people
shop.
A
C
B
C
C
D
Think
my
thing
that
I
find
is
don't
make
assumptions
about
people.
Sorry
points
so
just
be
really
explicit
about
what
you
expect
when
you
serve
what
you
do
to
progress
to
the
next
level.
So
people
know
if
they're
missing
concepts,
because
as
people
go
through
tutorials
and
they
they
hear
something
that
doesn't
that
they
don't
understand.
They
assume
it's
them
and
not
the
tutorial.
So
it
can
be
very
disheartening
as
a
learner
to
think
hey.
I
should
know
this
and
I.
D
Don't
I
don't
understand
so
then
the
good
thing
is
to
always
do
a
level
set
so
to
move
on
to
the
next
level,
tutorial
you're
going
to
need
to
have
a
good
understanding
of
x.
Y&Amp;Z
we'll
cover
those,
and
if
we
don't
heard
them
here,
they
will
come
in
as
prior
modules.
So
that's
that's
right
plan.
It's
a
good
strategy
to
help
people
move
on
through
tutorials.
C
C
B
D
B
B
A
D
To
say
so,
I
think
people
sometimes
get
the
difference
between
diversity
and
inclusion.
Infused
I
think
it
would
be
good
to
unpack
that
or
give
us
a
full
example.
You
know
I
like
to
use
that
diversity
is
when
the
inclusion
is
when
you
make
a
room
at
a
table,
for
somebody
in
in
diversity
is
when
you
sit
down
and
look
around
the
table
and
not
everybody
looks
like
you,
so
I
think
that
we
maybe
some
wave
filming
with
those
are
in
the
differences
and
why
they
actually
have
different
purposes,
is
important.