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From YouTube: CHAOSS DEI Working Group 6-3-21
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A
Record
welcome
to
the
dei
meeting
you're
now
getting
the
disclaimer
request
to
ask
if
you're
still
want
to
stay
in
the
meeting
since
we're
recording,
you
can
turn
off
your
camera.
If
you
don't
want
your
face
recorded
on
today's,
I
am
the
facilitator.
I'm
sean
goggins
and,
at
the
end,
I'll
ask
for
facilitator
for
next
week.
A
So
careful
how
long
you
stay
so
on
the
agenda
today
is
revisiting
the
focus
areas
and
are
they
good
should
they
change
and
for
those
of
you
who
don't
know
where
to
find
the
focus
areas
they're
in
the
chaos.
A
B
I
honestly
I
haven't
had
any
like
personal
problems
with
these
focus
areas,
I
mean,
I
think
it's
good,
that
we're
looking
at
them.
I
also
put
in
the
chat
the
link
to
the.
If
you
go
across
the
bottom.
A
Yeah,
that's
a
good
one
to
look
at
and
so
dei
did
you
want
us
to
go
to
common
or
no,
that
was
yeah,
yeah,
no
problem
just
making
sure
so
under.
So
we
have
obviously
some.
I
guess
the
question
here.
I
was.
We
have
these
three
focus
areas
where
we
haven't
delivered
a
metric
yet,
but
we
have
two
in
progress.
B
Yeah
so
obviously
yeah
you're
right,
I
mean
the
event
the
event
one
at
the
top
rows.
B
That's
pretty
good
right
and
then
actually
there's
some
changes
there
that
we
need
to
make
and
then,
if
you
scroll
down
like
to
the
last
one
project
and
community,
also
like
makes
a
ton
of
sense
right
for
sure
I
guess.
Governance
and
leadership
have
always
been
close
to
me.
A
B
A
C
A
B
C
C
Of
creating
a
new
metric
there,
we
could
just
kind
of
collapse
them.
This
is
just
said.
B
C
Yep,
so
that
that's
that's
kind
of
where
I'm
going
where,
where
my
mind
is
going
with
it,.
B
Like
it's,
too
subtle
to
have
it
in
two
metrics
necessarily
and
okay,
elizabeth
or
amy,
or
anybody
thoughts.
B
B
A
B
D
D
B
Yeah,
probably
so
so
then
it
would
be.
Would
it
address
your
point
amy,
if
like
in
addition
to
board
council
diversity,
yeah.
A
D
B
A
B
D
B
B
B
A
A
A
C
C
So,
like
I
think
we
can,
there
might
be,
I'm
not
sure
if
there
is
a
good
way
to
point
to
it
without
using
jargon,
I
guess
a
way
to
say
middle
kind
of
middle
leadership,
level
or.
C
No,
I
saw
it.
I
I
just
think,
because
I.
C
C
B
B
C
What
if
we
call
it
project
group
leadership?
Diversity?
That's
this!
That's
my
last
suggestion
for
now.
I
think
I'm
derailing
a
bit.
A
B
B
Leadership
community
so
we'll
have
a
code
of
conduct
enforcement
for
the
project
and
a
code
of
conduct
enforcement
for
an
event.
I
think
it's
where
matt
was
going
with.
That
is
that
right.
B
C
A
B
C
I
know
that
we
require
enforcement
at
the
in
the
badging
project,
but
yeah.
A
F
C
Event
does
not
have
any
explicit
enforcement
like
clauses
or
sections
all
right.
So
let
me
there's
no
explicit
enforcement
clause
here.
B
A
E
E
So
if
this
metric
is
different
than
the
one
we
were
just
talking
about,
it's
totally
fine,
I'm
just
not
clear
what
the
difference
is.
B
A
So
does
that
move?
What
is
which
one
of
these
does
that
not
move
or
possibly
make
not
necessary?
B
F
I
might
push
back
on
reframing
on
61..
I
think
that
to
me
I
read
that
more
about
being
about
date,
decision
making
and
and
governance,
which
might
not
always
represent
leadership,
there's
informal
opportunities
for
people
to
exhibit
leadership
that,
in
our
in
ways
necessarily
defined
in
the
governance
of
a
project.
F
So
I
was
wondering,
if
maybe
there's
a
better
way
of
reframing
this
as
like
equitable
share
in
team
project
decision
making
just
trying
something
to
get
like
the
idea
of
actively
soliciting
new
voices
and
diverse
voices
in
the
day-to-day
decision
making,
and
not
just
at
the
top
levels
of
the
project
either.
Does
that
make
sense,
or
does
that
no.
B
I
agree
it's
totally
important
and
something
that
you
can
like
actively
do
within
a
project.
So
would
you
be
okay
with
having
that
as
part
of
the
project
community?
Okay,.
A
B
B
It
feels
good
to
kind
of
take
a
look
at
our
released
in
progress,
considering
metrics
and
because
you
know
this,
the
spreadsheet
has
a
tendency
of
just
being
like
a
catch-all
right
like
people
mention
something
and
we
we
just
capture
it
in
the
hopes
of
not
losing
it,
and
so
it's
nice
to
to
also
kind
of
clean
it
up
every
now
and
then
all
right.
So
why
don't
we
take,
then?
B
A
B
A
Okay,
so
that
looks
like
a
move
there
does
that
then
subvert
the
redundancies
and
extract
utility
out
of
what's
left
in
team
module
ownership-
diversity,
yes,
okay,
so
that
one
could
be
removed
and
then
encoding
that
enforcement.
I
I
made
a
note
in
the
minutes
about
it.
Are
we
getting
rid
of
that
one
and
just
adding
it
to
existing
metrics
yeah?
I
mean
I,
I
just
added.
B
D
A
B
F
And
that's
definitely
something
that'll
vary
just
for
different
communities.
One
thing
I'm
thinking
about
is
the
mozilla
open
source
archetypes
report
and
how
it
breaks
up
governance
types
for
different
kinds
of
participation
in
open
source.
You
have
projects
that
might
have
steering
committees
or
very
formalized
governance
and
then
those
kinds
of
projects
you
could
ask
questions
like
how
long
does
it
take
for
someone
who
first
enters
the
project
like
first
get
commit
to
entering
a
role
in
the
project?
F
F
It's
more
like
a
reflection,
and
I
just
dropped
a
link
report
in
the
zoom
chat.
You'll
actually
see
you
don't
have
to
read
the
whole.
It's
like
a
40-ish
page
pdf,
but
they
have.
They
summarize
the
key
categories
at
the
top
the
archetypes
described.
Oh
yeah.
I've
seen
these
before
okay
yeah.
This
is
mozilla
tech
strategies,
carl
fogle,
those
those.
F
Gotcha
I
just
mentioned
it
as
it.
I
think
it
helpful
to
think
about
what
like
path
to
leadership
means.
I
think
it's
relevant
to
look
at
as
a
metric,
but
knowing
that
it's
going
to
it's
going
to
be
very
hard,
maybe
we
could
break
that
down
into
two
different
metrics.
Just
because
I
don't
know,
I
just
see
that
being
a
really
big
bucket
to
try
to
measure
but
yeah.
B
F
We
have
one
other
thing:
we've
got
time
to
flesh
this
out.
If
you
want
yeah,
just
maybe
to
brainstorm
like
I
don't
know
if
it
would
be
helpful
to
try
to
have
a
single
metric
to
capture
all
the
different
ways,
path
to
leadership
that
we
could
measure
when
this
or
if
it
makes
sense
to
break
this
down
like
in
a
like
steering
like
in
projects
with
steering
committees.
A
But
on
mortal
projects
projects
without
tens
of
thousands
of
contributors,
you
have
you
know
different
scales
of
problems
like
how
do
I
just
get
three
more
contributors
to
put
stuff
in
my
project.
So
it
survives.
You
know
so
they're.
These
different
spectrums
of
what
the
path
might
look
like
so
project
scale
has
a
there's
a
functional
like
an
equation
kind
of
like
there's,
some
function
of
scale
and
size
of
project
that
sort
of
triggers
whether
or
not
you
have
special
interest
groups
and
projects
within
projects
and
that
kind
of
thing.
B
F
To
guess,
maybe
I'm
actually
curious,
I
know
nick
has
done
a
lot
of
work
in
the.
I
guess
the
rocket
chat
community
I'm
just
curious
from
that
perspective
if
it
makes
if
these
some
of
these
thoughts
on
like
governance
and
past
leadership,
make
sense
in
that
context
or
if
you're,
if
you're
on
microphone.
I
don't
know.
B
B
A
B
B
Can
you
scroll
up
a
little
bit
sean?
So
we
have,
as
you
pointed
out
these
like
27
through
45,
where
we
have
like
no
to
deliver
metrics.
No,
so
like
what's
happening
right
now
is
we
have
event.
Concern
dei
related
concerns
with
events
with
projects
and
with
leadership,
governance
and
those
those
three
categories
make
a
ton
of
sense
to
me
right,
like
we
think
about
dei,
and
these
kind
of
distinct
areas,
yeah,
and
so,
like
I
mean
that
whole
set
right,
there
falls
under
project
and
community.
A
A
I
think
so
so
these
are
ways
that
we
are
facilitating
or
not
facilitating,
diverse
contributions,
I
mean,
but
they
really,
maybe
they
haven't
been
developed
because
they
kind
of
lean
towards
things
that
you
could
measure
and
possibly
measure
really
wrong
and
draw
really
flawed
conclusions
from
so
I
could
hook
up
auger
to
every
single
one
of
these,
as
I
conceptualize
them,
except
possibly
perceived
value,
because
I
don't
know
what
that
is
and
and
measure
this
quantitatively
using
different
algorithms,
and
are
we
not
developing
these
metrics
because
we're
concerned
that
we
can
easily
quantify
these
things
and
point
you
in
the
wrong
direction,
with
an
algorithm
driven
approach?
A
B
B
A
Or
your
statement,
my
okay,
my
question
is:
if
we,
I
think
so,
my
state,
I
guess
my
statement
is
that
three
and
four
look
like
distinct
things
that
speak
to
acts
that
individuals
can
take
within
communities
that
we
can
measure
community
diversity,
as
a
heading
looks
like
it
could
be
put
under
community
when
I
looked
at
contributions,
sentiment
and
contribution
style
in
particular,
these
are
two
metrics
that
probably
fall
under
communication
inclusivity.
B
A
We
don't
we
have
demographics
generically
characterized,
and
I
think
I
remember
this
discussion
where
this
demographics
would
have
a
project,
focus,
focus
or
or
an
event
focus-
and
maybe
that's
not
captured
here.
So
maybe
I'm
gonna
bring
something
else,
but
you
could
do
this
for
attendees
and
you
could
also
do
this
demographics
for
a
project,
so
this
could
be
filtered
by
event
or
by
project.
C
B
Speakers
and
it
has
attendees
the
dynamics-
are
different
versus,
like
the
group
that
is
on
these
calls
right,
weekly
basis
and
issuing
pr's
like
in
the
way
that
I
would
query
demographics,
it's
kind
of
different
than
the
way
that
I
would
think
about
doing
it
with
a
project.
So
I
like
separate
and
same
with,
like
code
of
conduct
like
how
you
enforce
a
code
of
conduct
in
an
event
is
different.
B
A
Yeah-
and
I
think,
if
certainly
how
you
would
measure
it
is
different,
I
think
you
you
would
have
to
do
with
events.
You
can
get
pretty
good
survey
data,
that's
almost
the
whole
population
of
an
event.
I
think
you're
significantly
less
likely
to
have
the
entire
population
of
a
project
for
which
you
have
demographic
information
which
can
alter
how
you
share
it
or
track
it.
B
A
A
A
A
Major
fleshing
out,
I
think,
it's
easier
to
understand
five
focus
areas
instead
of
seven.
B
A
Yeah,
I
I
mean
it's
I'd,
have
to
go
back
and
look.
B
A
Cool
the
last
thing
on
that
there's
two
other
things
that
one
got
added.
I
think,
but
we
have
five
minutes
left,
there's
an
event.
Demographics
question
determine
diversity.
I
don't
know
whose
item
this
is.
If
someone
can
speak
to.
B
It
or
if
that
is
left
over
from
the
past,
I
think
it's.
I
think
this
is
pretty
much
good
to
go
at
this
point.
A
B
D
A
Yeah
all
right,
why
don't
I
take
this
action
right?
I
mean.
If
do
you
want
me
to
take
the
I
mean
I
can
follow
what
you
did
on
the
spreadsheet
matt?
Do
you
want
me
to
take
this
action
item
so
you
can.
That
would
be
super
helpful,
yeah
sg,
which
is
basically
to.
B
Move
those
two
metrics
well,
those
just
they
go
away
basically
and
then
there's
the
new
metric.
That
is
I'll,
find
it
here
as
demographics,
yes,
and
so
here,
okay,.
A
D
A
A
All
right,
so
I
think,
and
somebody
added
interesting
things
about
inclusive
metrics
here
at
the
bottom,
with
the
two
minutes
left
inclusion
in
the
workplace.
E
Yeah,
it
was
just
an
interesting
article
and
I
think
we
actually
have
metrics
that
touch
on
there
was
they
they
offered
seven
at
the
bottom,
and
I
think
there's
three,
though,
that
we
don't
really
talk
about
a
whole
lot,
which
is
trust,
psychological
safety
and
fairness.
So
I
just
wanted
to
kind
of
throw
those
out
there.
I'm
really
interested
in
trust,
especially
since
it
kind
of
bridges
the
gap
with
that
scms
metric,
because
trust
was
a
big
piece
of
that.
E
So
I
was
gonna,
maybe
open
up
or
start
working
on
that
metric.
If,
if
that
would
be
okay
with
the
group.
B
E
I
think
so
yeah.
Do
you
trust
the
communication
like
do
you
know?
Do
you
trust
the
community?
Do
you
trust
you
know
what
they're
saying
is
is
factual
and
accurate,
so
I
think
it
could.
It
could
cover
documentation
and
also
any
kind
of
communication
from
either
leadership
or
other
members.
Okay,
yeah.
A
E
A
Yeah,
I
was
thinking
that
too
all
right.
We
are
at
time
folks
and
I'm
going
to
be
strict
since
we've.
All
many
of
us
been
on
calls
for
a
while
today
and
thank
you
for
your
contributions
and
I
hope
to
see
you
next
week,
I'm
able
to
facilitate
next
week
since
we
don't
have
time
to
find
a
new
facilitator,
but
I
won't
be
available
a
week
after
that,
so
the
week.