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From YouTube: CHAOSS DEI Working Group 10-13-21
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A
Okay,
so
welcome
to
the
ksdei
diversity,
equity
and
inclusion
working
group.
Let's
talk
about
the
upcoming
information
for
release.
Do
we
have
a
specific,
I
think
it's
the
15th,
today's
the
13th.
We
have
about
two
days
to
get
these
finished
up
submitted
to
translations
things
like
that.
So
would
it
be
worth
it.
It
would
be
valuable
to
go
through
the
repository
and
just
kind
of
pick
out
anything
that
we
may
need
to
do
final
updates
on.
A
So
we
have
a
series
of
pull
requests
these.
These
are
not
necessarily
released
related,
but
do
we
have
to
get
them
finished
by
release
it?
Would
it
would
be
like
changing
things
in
the
readme.
A
I
don't
think
so.
This
is
this.
This
conversation
was
actually
brought
up
by
emma
I
and
she
had
brought
up
that.
We
didn't
really
have
this
as
a
metric
and
we
didn't
have
it
something
that
we
consider
necessarily
anymore.
It
was
something
that
we
had
from
before.
A
B
A
We
can
we
can
pop
over
to
the
metric
scan
that
it
releases
yeah.
Let's
do
psychological
safety
to
start.
A
A
B
C
What's
that
psychological
safety
there,
it
is
yeah,
I
just
saw
it
yeah.
A
Should
I
link
this
issue
as
well
or
the
more
requests
that
got
you
don't.
B
A
C
Okay
sounds
good
and
let's
move
forward
got
a
couple
more.
C
No
problem,
I.
B
C
B
A
Oh
yeah
there's
one
small
thing
here
that
the
I
don't
know
how
much
it's
going
to
break,
but
it
just
says
inclusive
experience,
I'm
pretty
sure
yeah
do
we
need
to
change
this
at
all.
B
A
The
it's
inclusive
experience
at
event,
but
it
just
says
inclusive
experience
in
the
metric
name.
I
don't
know
if
you.
C
B
Okay,
well,
we
probably
should
say
at
event,
because
that's
kind
of
important.
B
A
B
And
does
that
that's
funny
because
in
the
well
not
funny
but
like
in
the
translations,
repo?
It
is
the
full
name,
not
the
metric
itself.
But
you
know
what
I
mean.
A
I
just
realized
that
I
needed.
I
had
the
sign
off
like
copied
in
in
a
note,
but
I
forgot
to
copy
it.
So,
oh
well,
so
we
have
another
item
here
about
speaker,
demographics.
It
looks
like
we
need
to
create
something
in
chaos:
translations.
A
This
is
the
refactor
from
attendee
and
speaker,
degamer,
graphics,
to
event.
Demographics.
B
We
have
august
15th,
oh.
C
A
C
A
And
a
lot
of
it
was
already
checked
from
the
beginning.
A
lot
of
it
was
already
done,
so
I.
A
B
You,
I'm
sorry,
can
you
do
one
more
thing?
Could
you
go
to
number
5351
release
notes
down
at
the
bottom
yeah?
Can
we
just
can
we
just
like
put
like
our
metrics
are
ready
to
go
and
our
metrics
include.
A
Yeah,
let
me
let
me
inclusive.
A
E
B
E
I
think
16.,
that's
a
lot,
there's
also
one
more.
If
you
scroll
down
a
little
documentation,
discoverability
still
has
the
metrics
candidate
released.
A
To
be
honest,
I
didn't
catch
on
to
that.
So
we
have
one
item
that
we
need
another
name
that
we
need
to
fix
here,
so
I
can
do
both
names
at
once.
Double
check
that
every
name
works
so
who
uses
an
underscore
instead
of
a
hyphen.
Is
that
worth
switching
over
for
now.
A
Oh
okay,
it
says
the
branch
was
going
into
me,
so
let
me
just
fix
that
real
quick.
B
B
C
B
E
Great
you
just
need
to
add
that
to
the
release,
notes
that
you
just
listed.
C
A
I'm
waiting
till
everything
has
dark
mode,
so
I
can't
so
my
eyes:
don't
bleed
when
I
help
open
up
docks,
but
so
we
we
have
a.
We
have
a
lot
of
things
from
last
week.
I
think
it's
good
to
focus
on
the
release.
For
now
we
have
a
couple
other
things
to
talk
about.
Do
we
want
to
talk
about
those
like
mentoring,
onboarding
stuff?
Like
that?
That's
during
this
meeting,
I
think
we
have
time.
A
So
what
do
we
want
to
talk
about
with
mentoring?
Is
that
yours,
matt.
A
So
I
I
can-
I
can
speak
to
this-
that
we
have
this
document
in
the
handbook
that
I've
been
kind
of
sending
people
to,
and
they
asked
me.
A
How
do
I
get
started
with
like
becoming
a
member
of
the
chaos
project
and
stuff
and
I'd
send
them
to
path
to
leadership,
which
is
actually
a
really
helpful
document,
but
it
might
be
good
to
talk
about
talk
to
mentees
at
least
have
some
kind
of
idea,
that's
specific
to
mentees
and
how
they
can
become
members
of
the
chaos
project
as
far
as
like
how
they
can
get
involved.
What
what
other
ways
they
can
get
involved
and
this
might
have
to
do
with
the
onboarding
as
well.
A
That's
okay,
so
we
have
this
path.
Leadership,
I'm
going
to
pull
up
that
document
in
the
community
handbook,
but
and
I'm
kind
of
thinking
about
either
ways
we
can.
We
can
improve
this
item
in
the
handbook,
which
I
think
it's
doing
pretty
well
personally,
but
we
have
are
you
showing.
A
Built
out,
it
says,
path
to
leadership,
but
we
don't
necessarily
have
the
the
path
built
out
there.
A
Okay,
so
we
have
these,
this
is
really
good.
I
wouldn't
say
it's
necessarily
a
path,
though
it's
just
more
requirements
listed.
A
So
maybe
the
action
item
would
be
to
build
out
a
preliminary
documentation,
that's
about
like
the
the
kind
of
the
like
a
flowchart
or
something
of
how
you
become
something
like
documentation,
maintainer.
How
do
you
get
there?
Because
this
is
just
kind
of
more
the
destination.
B
Right-
and
it
makes
me
wonder
too,
like
how
do
we
as
a
community
reflect
on
this
as
well,
so,
let's
say,
for
example,
matt
like
or
or
somebody
who
joins
the
community
who's
new
and
they
kind
of
look
at
this
list
and
they're
like
okay.
B
A
Mean
it's
just
a
matter
of
like
not
just
like
attribution
but
like
more
recognizing
the
contributions
by
people
who
are
new
to
the
project.
A
This
might
be,
I
think
this
I
think
this
for
me
will
become
a
leg
of
the
the
onboarding
stuff
that
I'm
doing,
which
I
can
show
you
in
a
moment.
B
C
E
E
A
This
might
be
a
whole
chaos
kind
of
question
too,
with
people
from
every
working
group,
because
there's
different
ways
to
recognize
new
contributions
in
different
different
styles,
different
working
groups
and
software
projects,
and
things
like
that.
A
D
E
I'm
usually
at
most
of
them
really
yeah,
but
you
know,
like
I'm
st,
I
would
be
afraid
to
miss
someone
like
you
know
what
I
mean
like.
I
think
it
would
be
better
if
it
was
a
more
diverse
group
of
people
that
come
together
like
kind
of
go
through
this
because
yeah
it
does
seem
like
that
would
be
a
lot
for
one
person,
but
I'm
happy
to
you
know
obviously
be
on
that
team
and-
and
you
know,
get
it
going.
B
That
would,
I
think
it
would
be
great,
and
it's
also
something
I'm
not
sure
how
logistically
we
could
do
it,
because
I
don't
know
that
you
want
to
necessarily
have
that
conversation
in
the
working
group
meeting,
because,
like
it's
possible
that
you
know
I
mean
there's
the
positive
that
somebody
becomes
a
maintainer
or
well
whatever
website
maintainer
documentation
maintainer.
But
it's
also
possible
that
that
people
would
be
like
I'm
not
sure
that
this
person
fits
that
profile
at
this
moment
or
something
like
that,
you
know
what
I
mean
like.
D
C
B
So
like
the
way
that
we
in
so
for
example,
in
the
the
chaos
board
right,
so
we
have
we
have
board
members
in
the
chaos
project
and,
as
somebody
rotates
off
of
the
board.
Typically
it's
initiated
by
that
individual.
Just
saying,
I'm
no
longer
interested
in
being
on
the
board
or
not
even
that,
but,
like
I
have
you
know,
I've
been
on.
B
You
know
what
I
mean
like
kind
of
this,
this
outward
face,
which
is
a
little
different
than
what
we
have
here,
but
it's
kind
of
done,
ad
hoc,
and
not
necessarily
in
like
the
community
meeting
or
in
a
it's
just
kind
of
done,
a
little
bit
more
ad
hockey
like
through
through
other
ways.
I
don't.
E
B
E
Things
I
mean
yeah,
it
is
kind
of
sensitive,
I'm
wondering
if,
if
this
is
something
that
people
could
opt
in
to,
you
know
like
or
express
an
interest
in
to
someone
like
you
know,
hey,
I
want
to
become
a
website
maintainer,
like
they
reach
out
to
a
person
and
say
I
want
to
do
this.
You
know
how
do
I
do
that?
E
Can
I
can
you
help
me
and
then
we
could
go
through
the
checklist
and
see
you
know
how
they,
how
they
kind
of
fall
on
all
of
those,
but
like
some
of
these,
like
proficient
in
github
markdown,
like
yeah
like
to
to
rate
someone
like,
am
I
supposed
to
determine
their
level
of
proficiency
or
are
we
going
on
like
the
honor
system
or
like?
How
do
we
yeah?
E
I
totally
see
what
you're
saying
you
know,
but
also,
I
think,
allowing
people
the
opportunity
to
kind
of
voice
their
interest
in
getting
a
point
would
be
good,
as
opposed
to
trying
to
guess
who
might
be
interested
or
who
wouldn't
so.
I
don't
know
just
a
thought
I
feel
like.
This
is
a
really
good
conversation,
though,
because
this
really
is
a
core
community
development
piece
that
is
missing
right
now,
and
it
kind
of
does
go
on
with
the
onboarding
and
the
you
know.
The
setting
up
long-term
relationships
and
engagement
from
people
right.
A
So
this
this
is.
H
H
I
think
we
should
just
be
really
explicit
about
that
like
like
what
how
how
you,
the
path
to
leadership
like
what
are
the
steps
involved,
not
just
what
is
the
end
goal?
What
is
what
is
the
step
to
get
there,
and
I
don't
know
I'm
also
kind
of
wondering
like
maybe
it's
a
blend
of
both
like
self
nomination
and
like
community
nomination.
H
H
B
No,
I
like
that,
because
it
like
what
we're
looking
at
here
on
matte
screen
is
kind
of
like
a
list
of
skills,
but
it
doesn't
to
me
it
doesn't
necessarily
describe
a
path
to
leadership
like
it
doesn't
necessarily
describe
the
process
by
which
an
individual
would
would
do
that
and
to
your
point,
lauren
like
whether
it's
self
nomination.
D
E
B
We
need
to
like
take
that
note
right
there
that
says
usually
existing
maintainers,
something
along
those
lines,
because
we
could
work
the
text
but
like
that
should
be
the
top
level
thing
and
skills
that
we
think
you
should
be
self-comfortable
with
include
the
following.
You
know
what
I
mean
and
so
then
lauren's
point
like
you:
don't
have
to
have
all
these
skills.
Maybe
we
could
even
say
that
we're
just
kind
of
hoping
that
you
might
have
a
few
of
them.
A
So
I
have
a
I
have.
A
couple
notes
on
this
to
the
first
part
is
that
when
we
talk
about
when
we
have
badging
requirements,
we
actually
laid
these
out
probably
a
week
ago,
and
we
wrote
them
out
and
said
all
that
we
we
have
these
top
level
things
and
we're
going
to
be.
Writing
some
blurbs
for
each
one
that
describe
them
at
a
high
level,
but
then
having
that
detail
for
people
who
feel
the
need
to
go
in
and
get
more
information.
A
I
think
it's
really
important
and
then
we
have
preferred
versus
required
and
they
all
started
out
pretty
much
required,
and
then
we
and
then
we
ended
up
turning
three
out
of
five
of
them
into
preferred
skills
because
really
required
means.
You
need
to
know
this.
You
need
to
have
the
skill
and
the
other
parts
are
like
it'd
be
nice.
If
you
had
this,
but
it's
not
necessary
like
we
could
have
a
maintainer
without
this
proficiency,
something
like
that.
E
We
can
also
go
to
the
I
hate
to
keep
bringing
up
drupal,
but
they're
they're,
really
they're,
really
doing
a
great
job
like
this
is
super
clear
here.
Are
the
rules?
Here's
how
you
get
to
be
this
person
in
the
project.
This
is,
you
know
exactly
very
clear.
E
Even
if
you
don't
know
what
role
you
want,
they
have
other
ways
to
get
involved
like
I
want
to
connect
with
members
of
the
drupal
community
who
live
or
work
nearby
like.
There
are
other
ways
too.
So
I
feel
like
this.
Is
they
they're
really
doing
a
great
job?
And
maybe
we
can
pull
something
from
that.
E
Yeah,
well,
it
says
the
community
organizes
itself
into
topical
and
geographic
groups.
A
few
groups
also
have
spaces
here.
So
it's
like
they're
working
groups,
but
also
like
here's,
where
you
click.
If
you
want
to
get
involved
in
mentoring,
here's
the
mentoring
team.
So
then
you
click
on
that
and
there's
like
who
are
we?
What
do
we
do?
How
do
we
work?
E
How
can
I
get
involved
like
for
each
group,
each
area
of
drupal
granted
they're
huge,
we're
not
that
big,
but
like
there's
mentoring,
coordinators
that
help
you
figure
out,
you
know
what
you
want
to
do
and
what
they're
accountable
for
and
like
it's
just
very,
very
clear
of
you
know
each
individual
role,
and
I
mean
I
think
we
could
do
a
little,
maybe
make
things
a
little
clearer
of
like
okay.
I
want
to
be
a
maintainer
of
this
working
group.
What
what
do
I
do.
A
I've
seen
two
distinct
things
here.
Not
everybody
wants
to
be
a
leader
too,
so
I
think
it's
important
to
have
path
to
contribution
and
path
to
leadership,
because
both
paths
kind
of
like
they
go
the
same
way,
but
one
forks
off
of
a
little
bit
people
can
be
long-term
contributors
without
becoming
leadership
in
the
project
as
well.
I
just
want
to
hammer
that
point
in
and
the
other
part
is
I
I
I
wanted
to
skip
ahead
a
little
bit
to
the
to
the
to
the
onboarding
stuff.
A
This
is
how
I
created
the
initial
onboarding
document,
and
I
realized
that
it's
just
as
confusing
as
the
last
one.
So
I'm
I
I'm
looking
for
help
on
how
to
how
to
structure
this,
but
basically
it
comes
down
to
the
three
top
level
like
I
want
to
talk
to
somebody
first,
I
want
to
participate
in
the
meeting
or
I
want
to
contribute
code
and
there's
a
lot
more.
That
can
be
added
there,
but
I
thought
it
was
kind
of
aligned
with
what
you're
talking
about
was
people
elizabeth.
B
I
mean
at
this
point
like
listening
to
to
this
conversation
like
I'm
wondering
like
what
is
the
harm
in
getting
rid
of
that
entire
technical
checklist
of
skills
that
you
have
to
have,
and
simply
just
if
you
want
to
be
a
maintainer.
Just
let
us
know
like
we're
like.
I
would
highly
suspect
somebody
who's
never
been
in
a
meeting
or
never
like
contributed.
Anything
is
just
gonna
like
on
their
first
day
in
a
community
called
be
like
hey
I'd
like
to
be
a
maintainer
of
of
the
dei
working
group
like
I
just.
B
I
really
don't
suspect
that
would
ever
happen
right
and
if
it
does
we'd,
we
could
say
that's.
Thank
you
for
your
interest.
Maybe
you
know
here's
a
way,
a
few
ways
that
we
think
that
you
could
probably
get
there
like
what
if
we
just
removed
all
barriers-
and
just
said
you
know
what,
if
you
want
to
be
a
maintainer,
just
tell
elizabeth.
B
That's
just
tell
her
that's
what
you
want
to
do.
Just
let
her
know
you
want
to
be
a
contributor
to
matt's
point
great.
Just
let
us
know
we
will
help.
You
find
a
way
to
contribute
whether
it's
through
events,
whether
it's
through
software,
whether
it's
through
documentation,
we
just
remove
everything
you
don't
even
I
mean,
for
goodness
sake
like
in
the
cast
project.
You
don't
even
have
to
have
git
or
github
skills.
You
could
you
could
just
do
everything
in
google
docs
and
then
ask
everybody.
B
A
I'm
sorry
I'm
talking
a
lot,
but
I
really
love
that
idea
of
the
lowest
level
being
so
again,
egalitarian,
and
then
you
move
up
on
that
low
structure.
Only
concern
I
have
is
that
when
you
have
no
structure
for
like
for
barriers
for
entry
or
to
the
position
like
that,
it's
not
that
the
people
that
are
unqualified
are
going
to
make
it.
B
B
Up
until
this
point
I'd
say
we
never
have
looked
at
that
list
not
once,
and
it's
worked
okay,
so
I'm
almost
just
thinking
like
we
just
we
just
type
what
we
do
like
you
just
show
up
at
the
meetings
and
just
be
a
participant,
and
if
you
have
an
interest,
just
tell
us
like
a
lot
of
the
google
summer
of
code,
mentees
like
at
the
end,
they're
always
like
I'd
love
to
stay
involved
in
the
chaos
project,
and
that's
it
that's
the
only
thing
they
say,
and
I
know
they've
had
experience
like
doing
things
over
the
summer,
but
that's
on
us
then
to
find
a
way
for
them
to
connect,
and
we
do
I
mean
I
I
don't
know
I'm
just
it's
kind
of
like
the
dco
sign
off,
like
anything
that
we
can
do
to
reduce
people's
desire
to
contribute
is
probably
a
good
thing
here
and
I'm
I'm
willing
to
personally
take
the
the
risk
of
any
danger
that
may
come
from
from
assigning
somebody
maintainership
role
on
a
on
a
repository.
B
E
Would
it
make
sense
to
so
we
have
a
page
that
has
describes
kind
of
the
roles
and
responsibilities
and
it's
you
know
it's
pretty
lightweight.
Would
it
make
sense
to
do
something
similar
that
the
dei
badging
initiative
does,
where
there's
just
a
simple
form
that
you
can
fill
out
to
like
kind
of
register,
your
intent
of
you
hey.
I
want
to
be
a
reviewer,
so
here's
my
stuff,
can
you
can
you
contact
me,
and
can
you
walk
me
through
like
what
that
would
entail
and
get
me
up
to
speed?
I
like
that.
A
E
C
E
To
participate,
I
mean,
if
you
want
to
be
a
maintainer,
then
probably
yeah.
You
have
to
have
a
github
account,
but
you
know
to
just
be
a
part
of
the
working
group
if
you
want
to
just
kind
of
have
a
little
more
of
a
deeper
connection,
because
I
tell
you
what,
as
a
community
manager,
it
is
really
tough
for
me
when
I
see
a
new
person
that
comes
to
a
few
meetings
and
then
maybe
you
know
floats
away,
I
don't
have
any
way
to
contact
them
or
to
reach
out.
E
Just
touch
base
or
be
like
hey
thanks
for
coming
to
the
meeting,
even
just
like
something
simple.
It's
really
that's!
That's
a
piece
that
I
struggle
with
a
lot
because
there's
a
lot
of
people
that
have
come
and
gone
that
I
like
I
miss
them
like.
I
want
them
to
come
back
and
say
hi
or
you
know
just
like
participate
if
they
have
time-
and
I
don't
have
any
way
to
reach
them,
so
this
would
kind
of
be
nice
to
have
that.
F
B
This
is
a
very
interesting
conversation.
Actually,
I
think,
there's
a
lot
of
like
wide-ranging
thoughts
here
in
terms
of
it's
in
a
really
good
way.
You
know,
and
then
the
same
is
like
I
don't
ever
wanna
like
ask
somebody
to
do
something
if
they're
attending
meetings
and
like,
but
maybe
that's
what
I
should
do
like
I'm.
You
know
I
don't
want
to
ever
us
like,
provide
an
action
item
for
somebody
when
they're
like
I
just
wanted
to
listen.
E
A
So
I
have
an
ask
for
whoever
runs
a
slack
channel.
I'm
not
even
I
think
it's
elizabeth,
I'm
not
even
sure
anymore,
I'd
like
to
as
soon
as
possible.
Instead
of
saying
talk
to
elizabeth,
because
I
know
elizabeth
got
bandwidth
and
I'd
rather
I'd
rather
have
something
more
formal.
That
says
like
go
to
the
hashtag
mentor,
mentorship
channel
or
hashtag
hashtag
new
contributors
channel,
or
something
like
that
in
this
cast
slack
channel
and
then
once
they
join
the
channel
and
join
the
new
contributors
channel.
A
So
as
soon
as
we
get
that
done,
I
can
just
start
putting
together
a
kind
of
better
page
for
new
new
contributors,
and
then
we
can
start
linking
to
it
from
the
who.
B
Is
there
any
way?
I
have
no
idea
but
like
let's
say
that
we
had
what
you
were
talking
about,
matt
like
join
the
newcomer
slack
channel,
or
you
know,
new
contributor,
slack
channel
or
whatever
it
might
be
that
when
they
join
they're,
given
the
small
survey
in
slack,
that
would
be
like
personal.
Somehow
you
know
like
I
joined
a
channel
and
the
first
thing
I
get
is
like
hi
like
a
bot
like
hi
welcome.
You
know
what
tell
us
just
a
tiny
bit
about
yourself.
This
won't
go
public.
This
will.
B
I
A
slack
channel
that
does
exactly
that
too,
and
then
there
is
this
thing:
the
community,
just
general
people
in
the
community,
know
like
it's
necessary.
The
community
manager,
someone
in
the
community
can
just
come
up
and
be
like
immediately.
They
see
a
new
member
join.
We
just
come
over
with,
like
hi
welcome
to
layer.
Five,
then
we
just
like
put
the
old
handbook
of
their
file
like
this
is
the
best
way
to
start
they
can
go
through
the
project.
You
can
contribute
to
and
speak
to
a
mentor
like
that.
B
I
I
really
like
that,
so
maybe
I
could
start
investigating
how
to
do
that,
like
maybe
I
could
make
a
private
channel
and
we
could
start
because
I
have
no
idea
how
to
do
it.
I'm
glad
that
it's.
B
H
B
So
what
I'll
do
is
I'll
make
a
channel
and
then
I'll
invite
it'll,
just
be
a
private
channel
for
the
time
being
and
I'll
have
to
figure
out.
Let
me
let
me.
A
Well,
I
I
wanted
to
leave
a
little
bit
of
time
at
the
end
of
it.
We
got
like
the
five
minute
warning
right
now.
Actually
we
have
four
minutes.
Time
is
ticking,
so
let's
go
ahead
and
have
any
kind
of
an
open
agenda
for
anything
else.
We'd
like
to
talk
about.
B
B
But
the
audit
didn't
necessarily
make
those
improvements
itself.
Does
that
make
sense
like
the
team,
the
team
didn't?
Actually
the
team
that
was
doing
the
audit
didn't
actually
make
the
changes,
so
we
needed
to
take
what
was
recommended,
and
now
we
have
to
implement
some
some
of
the
changes
and
we
do
have
now
a
team,
at
least
at
the
start
of
a
team.
That's
going
to
look
at
at
implementing
these
changes.
It's
the
chaos
operations
team.
B
So
I'm
pretty
excited
about
that,
and
then
it
does
look
like
from
the
from
our
learnings
about
our
own
internal
reflection
on
how
to
improve
or
center
better
centered
dei
within
the
chaos
project.
We're
going
to
be
able
to
take
some
of
that
work
to
a
new
project.
That's
not
chaos.
It's
called
all
in
and
then
the
all
in
project
is
a
project
that
is
also
at
the
linux
foundation,
but
it's
about
all
in
for
maintainers
and
all
in
for
students,
and
we
would
help
with
the
all-in
for
maintainers
component.
B
So
this
would
essentially
be
same
maintainers
of
open
source
projects
who
would
themselves
like
to
better
center
dei
within
their
own
projects
and
based
on
what
is
going
on
there
with
the
ghostbusters
logo,
so
helping
projects
who
themselves
would
like
to
better
center
dei.
We
can
kind
of
help
and
that
that
that
role
just
based
on
what
we
have
learned
ourselves.
So
I
just
like
to
bring
that
up-
and
this
is
continues
to
move
forward
and
I'm
pretty
happy
about
it.
A
Also
announced
a
new
movie
recently
I
don't
know
I
was
excited
about
that,
but
sorry
I'm
trying
to
distract
I'm
really
excited
about
the
chaos
operations
team.
That
seems
like
it's
going
to
be
nice
improvements
for
the
project.
I'd
like
to
see
the
document
that
the
that,
where
the
suggested
changes
live
right
now,.
A
Well,
I
think
that's
the
at
the
end
of
the
meeting.
Then
we
got
one
minute
to
spare
a
lot
of
good
discussion
today.