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From YouTube: CHAOSS.D&I.May.13.2019
Description
CHAOSS.D&I.May.13.2019
A
B
Last
week
it
was
Nicola
me
and
well
I'm,
not
sorry,
I'm
Kevin,
the
joint
after
all
yeah,
but
we
were
mainly
discussing
about
the
Keep
Calm.
We
have
two
and
then
we
are
having
another
talk
about
the
DNA
related
to
inner
source
in
the
in
you're.
So
smitten
by
by.
If
you
know,
someone
that
it's
attending
cube
coming
Barcelona
would
be
creative
if
you
can
send
them
there,
because
it's
like
five
minutes
walking
from
the
venue.
B
Its
first
like
the
young
mirror,
will
talk
about
well
good
role,
approach
in
Bradford
on
how
this
is
helping
to
drive
innovation.
And
then
we
have
this
specific
discussing
about
experiences
working
in
inclusive
environments
by
Sarah
and
Nicole
so
great
to
have
people
I
know
you
love,
for
instance,
Tony.
You
know
someone
auditioning
or
attending
Cuba.
If
there's
someone
interested
in
this,
but
the
green.
D
C
A
C
B
Well,
it's
it's!
The
Ducks
are
great.
We
get
about
three
innovation,
helping
with
internal
communities
and
the
community
out
of
the
company
and
phones
and
and
and
the
other
one
is
about
experiences
in
working
in
inclusive
environments,
to
its
inner
source
to
meto,
because
I
guess
it's
kind
of
a
high
level
topics.
Okay,.
B
C
C
If
you
can't
find
someone
else
to
do
it,
I
can
do
it.
I
mean
I'm,
a
I'm,
a
kubernetes
org
member
and
I'm
involved
in
the
kubernetes
community.
So
if
you
can't
find
it
sounded,
like
maybe
Sarah
I
was
gonna
talk
to
Paris
to
do
it,
but
yeah.
If
you
need
somebody
I'm
happy
to
I'm
happy
to
pitch
in,
because
I
do.
Okay,.
B
B
C
B
Okay,
yeah-
and
this
is
this-
is
what
we
were
mainly
discussing.
Then
we,
we
were
discussion
about
grace
that
well,
we
still
need
to
look,
and
now
the
math
is
around.
Welcome
I
want
to
look
for
someone,
perhaps
than
being
grace,
who
burn
on
behalf
of
remote
lab,
so
that
person
can
help
a
bit
and
so
on,
and
then
the
community
bridge
that
we
have
our
first
five
dollars.
B
A
B
A
F
C
C
C
F
And
then
I'll
send
out,
I
was
gonna,
send
out
the
prospectus.
Today,
I
heard
you
kind
of
talking
about
workshops
and
stuff
like
that.
So
I'll
get
that
out
today
to
a
few
folks
and
then
Grace
Hopper
Matt
we're
having
a
meeting
with
a
woman
by
the
name
of
Mazzara
on
Wednesday,
I.
Think
and
right
now,
augur
is
gonna,
be
part
of
that
Grace
Hopper,
it's
that
pre
day,
Daniel
I,
just
didn't
I
didn't
commit
grimore
lab
yet
because
you
weren't
not
sure
if
people
could
come
from
Asia.
D
F
B
F
Week,
yeah
I
mean
I
yeah,
just
let
me
know
as
soon
as
you
can
I
this
one's
a
little
out
of
my
control.
You
know
I
mean
like
so
they're
the
ones
I'll
get
more
information
on
Wednesday
and
I'll,
paying
you
there's
something
urgent,
yeah
yeah.
C
F
C
F
Don't
think
there's
restrictions
on
participating,
they
they
have
a
call.
You
know
for
presentation
which
is
kind
of
a
normal
normal
thing,
and
this
is
this
is
actually
a
pre.
It's
like
a
workshop
prior
to
the
event,
its
associated
with
the
event,
but
it's
a
like
a
hands-on
workshop
to
allow
the
participants
to
actually
participate
with
projects
and
make
contributions,
and
you
know
kind
of
look
under
the
hood
a
little
bit
more
than
maybe
what
they
would
see
in
a
but.
F
So
as
far
as
I've
been
explaining
to
Zahra
that
you
know,
Sean
would
probably
be
there
for
the
augur
harder
one
if
you
want
to
participate
at
all.
Let
me
know
if
you
know
anybody
that
wants
to
participate
at
all.
Let
me
know
because
we
are
I,
think
they
want
to
people
to
help
lead
the
sessions.
Okay,.
F
C
A
C
A
C
B
C
F
A
A
B
Well,
let's
go
to
the
first
metrics
we
have
listed.
We
had
some,
so
basically
even
diversity
in
this
case,
so
I
don't
know
if
we're
gonna
start.
Let's
say
it's
more
about
about
about
having
some
sense
of
complete
and
completeness,
so
we
can
try
to
fill
each
of
the
first
matrix.
We
have
each
of
the
focus
areas
of
these.
Shall
one
click
there.
It's
like
a.
We
have
something
here
so.
A
B
A
Here.
It's
poor
request,
one
five
four
week
and
Emma
had
come
back
and
said
hey.
This
looks
like
really
good
stuff,
but
it
goes
beyond
the
narrow
diversity
and
inclusion
focus
that
we
have
and
my
reply
right
now
is
that
sure
it
needs
more
detail,
because
we
don't
have
this
metric
in
other
working
groups
right
now,
so
let's
just
put
it
out
there
and
then,
as
other
working
groups
want
to
put
their
own
lens
on
it.
We
can
move
parts
of
the
definition
around,
which
is
the
chaos
project.
C
Because
the
the
problem
I
have
with
this
is
that
it
just
talks
about
contribution
types
kind
of
in
general,
as
opposed
to
assessing
whether
whether
contribution
types
are
in
some
way
influencing
diversity
of
your
project.
You
see
what
I
mean
I
would
I
would
be
inclined
to
drastically
simplify
this
and
focus
it
on
focus
it
on
diversity,
inclusion,
as
opposed
to
being
general
about
kind
of
all
of
these
things,
and
then
look
at
whether
or
not
some
of
this.
Some
of
this
work
should
be
moved
into
some
of
the
common
common
metrics.
B
C
Yeah
I
mean,
let
me
maybe
maybe
some
specific
examples
would
it
would
help
so
I
mean
if
you,
if
you,
if
you
look
at
this,
this
is
really
kind
of
all
of
the
types
of
contributions
that
could
happen
within
a
within
a
project
which
is
which
is
great.
But
if
you're
looking
at
what
types
of
contributions
can
you
make
to
a
project?
C
How
do
contributions
yeah
I'm,
not
articulating
this
very
well?
How
do
we
tie
the
types
of
contributions
that
are
being
made
to
whether
or
not
it
impacts
the
diversity
and
inclusion
in
your
project?
Because
it's
not
it's
not
the
individual
contribution
types
so
things
things
like
train
and
artificial
intelligence,
AI
bought
to
detect
and
classify
contributions.
C
A
I
I
think
that
is
the
core
of
the
criticism
that
the
tie
to
diversity.
Inclusion
is
missing
where
what
I
have
right
now,
it's
a
lower
level
on
how
do
we
go
about
finding
out
what
people
are
actually
doing?
Where
do
we
look?
I
mean?
Maybe
what
we
can
focus
on
today
is
to
put
the
frame
of
diversity
inclusion
on
top
of
it,
so
that
we
can
leverage
the
information
we
found
out
about
how
people
are
contributing
to
then
explain
how
does
this
help
but
never
seen
inclusion.
B
So
from
my
perspective,
here
is
so
we
have
all
of
these
types
of
contributions,
at
least
having
numbers
in
terms
of
this
is
bringing
more
a
more
diverse
community
or
it's
creating
a
more
inclusive
environment.
But
this
is
helping
us
to
to
be
aware
of
what's
going
on
in
the
community
across
all
of
the
types
of
contributions,
and
it
happens,
for
instance
in
in
OpenStack,
and
it
is
a
a
specific
case,
so
you
cannot
generalize,
but
in
the
documentation
project
they
had
more
women
participate
in
their
done
producing
code,
for
instance.
B
So
the
contribution
type
here
like
more
documentation,
related
or
less
documentation
related,
was
interesting
from
a
design
perspective,
because
then
we
can
reach
the
PTL
of
that
specific
project
and
ask
hey.
We
have
these
results
so
why
this
difference
between
perhaps
this
project
and
this
other
bread?
B
What
can
we
learn
from
them
like
the
best
practices
of
the
documentation
project
with
respect,
because
we
we
knew
that
that
prior
done
specifically
and
that
type
of
contribution
was
right,
let's
say
successful,
building
diverse
a
diverse
community,
and
if
we
have
this
type
of
differentiation,
then
we
can
extend
this
to
potentially
any
any
type
right.
But
this
is
this:
is
my
money
I
think
here.
C
Yeah
I
feel
like
the
fun
the
this
one's
really
complicated,
I.
Think
it's
a
really
hard
to
make
progress
on
in
the
meeting
just
because
it's
it's
so
incredibly,
it's
so
incredibly
complex
and
I.
Think
yeah,
gosh,
I
just
don't
know
what
to
do
with
this.
One
I
mean
I,
think
I.
Think
first
of
all,
I
think
the
question:
let's
start,
let's
just
go
back
to
the
top
and
start
at
the
beginning.
The
question:
do
we
recognize
all
contribution,
types
and
equal
proportions?
C
I,
don't
know
that
that
necessarily
fits
with
I'm,
not
having
a
hard
time
talking
today.
There's
nothing
about
DNI
in
the
question
and
I'm
not
sure
that
recognition
is
really
what
what
this
should
be
focused
on.
So
I
feel
like.
Maybe
if
we
clarified
the
question
to
be
focused
on
so,
let's
see
which
sorry,
which
category
was
this
in
contributor.
C
C
A
B
B
Do
we
recognize
her
contributions,
types
in
equal
proportions,
for
instance,
or
do
we
understand
the
variety
of
contribution
types?
So
then
it's
like?
Can
we
can
take
there
delete
the
list
of
types
that
we
have
encoding
back
trading?
This
is
part
of
the
focus
area
like
well.
This
is
this
is
giving
us
the
framework
or
the
context,
and
there
we
go
for
the
questions,
and
then
it
happens
that
we
can
work
on
your
several
contribution
types.
B
So
they're,
really
easy
ones,
for
instance,
from
a
quantitative
perspective,
is
to
go
directly
to
the
git
repositories
and
do
whatever
have
the
next
step
perspective
would
be
to
go
to
axioms
or
activity
in
the
back
tracking
system
or
communication
channels
or
ticketing
staff
or
review
processes,
and
then
the
next
ones
are
things
like
even
organization
or
community.
We
didn't
manage
man
that
those
are
really
important
contributions,
but
are
not
that
easy
to
automate.
So
then
we
need
to
use
another
approach
here
right.
What.
C
It
feels
like
so
this
is.
This
is
what
I'm
struggling
with
with
contribution
type
contribution
type
is
important
for
a
whole
bunch
of
different
reasons,
and
all
the
stuff
you
just
described
is
important
as
far
as
understanding
your
community,
but
you
didn't
really
describe
how
it
impacts
DNI.
So
what
piece
of
contribution
types
so
like
that?
That's
what
I
don't
like
about
this
question
is:
how
do
we
what's?
D
C
Breadth,
the
breadth
of
this
I
think
we
need
to
narrow
it
down
to.
Why
do
we
care
about
this
from
a
from
a
diversity
and
inclusion
standpoint?
Why
does
contribution
type
matter
from
a
diversity
and
inclusion
standpoint?
Not
how
do
you
measure
contribution
type,
because
how
you
measure
contribution
type
is
going
to
be
common
for
for
lots
of
things,
but
what
we
should
be
looking
at
here
is:
how
do
we,
the
impact
of
contribution,
type
on
diversity
and
inclusion,
I.
B
Think
this
is
part
of
description.
We
have
that
says.
A
healthy
community
needs
these
different
types
of
contributions
and
consequently,
appropriate
needs
to
recognize
the
people
contributing
when
some
project
recognizes
different
contributions,
types
it
becomes
more
welcoming
to
people
who
bring
unique
skills
yeah.
So
this
is
this
is
the
real
description
that
the
reason
why
we
are
measuring
this
right.
B
C
B
So
my
suggestion
would
be
like
in
the
same
way
that
we
have
in
the
readme
the
dimensions
of
diversity
and
inclusion,
and
then
we
have
gender
identity,
sexual
orientation,
age,
location.
On
all
of
this
list,
we
can
try
to
have
a
similar
list
for
the
contributions
type,
and
then
we
can
reference
this
from
any
other
place.
F
Dni
explicitly
and
contribution
type
alone.
Doesn't
do
it
for
me,
because
there
are
a
lot
of
different
people
or
contexts
where
you
might
want
to
understand
contribution
type.
Indeed,
I
might
be
one
of
them
totally
agree,
but
there
might
be
other
reasons
why
you
want
to
understand
contribution
type,
so
I
think
to
me
contribution
type
alone
is
a
common
metric.
F
So
it's
almost
like
it
needs
to
be
sorted
out
in
common
first,
how
you
an
even
identify
contribution,
type
again,
we'll
stop
there
and
then,
if
he
and
I
wanted
to
pick
it
up,
they
would
say:
listen,
we
contribution
type
and
then
subsequently
how
it's
tied
to
recognition.
And/Or
changes
in
DNA
anyway,
that's
my
take.
A
B
A
Okay,
separated
out
the
two
questions.
One
is:
do
we
understand
through
a
variety
of
contribution,
times
possible
in
an
open-source
project
which
we
agree
is
common
metrics
material
and
the
second
part
is
what
decisions
can
be
made
as
a
result
of
tracking
trends
of
those
contributions
and
on
diversity
and
inclusion
yeah,
which
is
your
point
dawn?
C
C
B
Don't
know,
perhaps
that
the
specific
question
here
is
one
or
one
of
them
might
be,
how
diverse
the
community
is
across
all
the
different
contribution
types.
So
then
we
have
an
understanding
of
what's
going
on,
which
is
involve
diversity.
How
diverse
and
the
other
is?
How
can
we
use
this,
or
what
can
we
learn
from
the
results
we
have
in
terms
of
building
a
more
inclusive
community
because
diversity?
C
C
F
Hey
so
I'm
gonna
make
a
comment
here,
because
I
have
to
drop
off,
but
I
think
one
of
the
things
that
I'm
hearing
and
I
can't
see
any
of
the
documents
so
I'm
just
going
based
on
what
I'm
hearing
I
think.
One
of
the
challenges
is
like
chaos
in
general
that
we
can
provide
metrics.
That
will
bring
information
to
bear
that
we
think
is
important
information,
but
then
how
people
use
that
information
is
really
tricky
for
us.
C
F
So
I
think
always-
and
it
sounds
like
some
of
this
conversation
is
going
into
how
people
can
actually
take
action
and
I
think
that's
gonna
be
a
bit
of
a
fool's
errand
personally,
because
I
think
we're
always
like
one
case
away
from
breaking
in
that
regard.
So
anyway,
that's
that's
just
kind
of
my
two
cents
on
that
one,
but
I
think
we
should
think
about
the
metrics
as
a
way
to
bring
relevant
information
to
bear
and
then
the
actions
of
people
and
how
they
consume
that
information
and
make
changes.
F
B
Wondering
what
if
we
try
to
simplify
this
the
highest
layer,
and
so
we?
Let's
imagine-
we
only
have
two
types
of
contributions,
so
you
either
it's
a
produce,
build
or
you
produce
documentation,
that's
all,
or
even
even
only
talk
or
participate
in
a
git
repository.
So
then
we
have.
This
number
like
20%
of
the
contributors
are
related
to
underrepresented
groups
of
people
in
the
community
and
the
or
80%
is
what
the
rest
of
the
community
right.
So
how
is
this
useful
for
you.
B
B
So,
from
my
perspective,
having
this
number
on
the
table,
it's
useful
for
awareness
so
to
understand.
What's
going
on,
because
if
now,
if
I
mean
OpenStack,
for
instance,
is
like
7,000
8,000
people
contribute
in
there.
So
we
don't
know
all
of
the
community
same
for
science
here
for
the
natives,
caramel
or
any
notes.
So
the
perception
that
people
have
is
well.
It
seems
there
are
not
enough
women
in
first
place
and
then
other
underrepresented
groups
of
people
here,
and
we
all
agreed
that
bringing
more
people
more
diverse
people
will
bring
more
different
point
of
view.
A
A
Because
if
we
have
a
diverse
community,
but
only
men
are
making
commits
and
the
women
are
doing
all
the
organizing
other
stuff,
then
without
recognizing
diverse
contribution
types
we
are
limiting
the
focus
of
who
we
are
recognizing
and
opening
up
the
analysis
to
looking
at
different
contributions,
types
and
seeing
who
is
contributing
in
all.
These
different
ways
gives
us
a
better
picture
of
the
diversity
and
inclusion
across
the
project.
A
B
So
going
through
specific
common
care,
I
think
so
what
you
said
this
is
helping
us
to
understand.
Word
diverse
people
are
contributing
to
what
happened,
for
instance,
is,
as
he
said,
100
percent
of
the
code
is
done
by
by
men,
so,
what's
going
on,
perhaps
then
the
pronoun
is
related
to
I.
Do
not
event
to
be
in
inclusive
in
during
the
events,
and
then
we
but
turns
on
the
tools
that
are
gonna,
improve
in
somehow
the
diversity
in
those
specific
contribution.
Styles.
B
But
the
point
is
that
this
understanding
word
the
issue
is
or
the
bottleneck
is,
then
you
can
go
there
and
fix
this,
but
perhaps
the
issue
is
not
like
during
in
that
people.
Don't
know
how
to
use
kit
that
they
issue
is
somewhere
else
like
in
the
even
the
design
meetings
where
people
need
to
go
or
the
hackathons
or
I
know.
So
this
is
something
that
we
don't
know,
but
the
numbers
are
useful
for
trying
to
guess.
What's
right
now,
I.
A
Think
it's
also
when
we
start
looking
at
contribution
types
and
who
is
contributing
across
the
project.
If
we
suddenly
see
that
in
the
documentation
all
of
our
minorities
are
fleeing
or
stop
contributing
and
that's
a
warning
sign.
Well
as
the
project
level,
they
might
still
be
involved,
but
we
might
identify
that
there
is
someone
toxic
in
the
documentation,
cadre
I.