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From YouTube: CHAOSS.Diversity&Inclusion.Sept.30.2020
Description
CHAOSS.Diversity&Inclusion.Sept.30.2020
A
Hello,
everybody
and
welcome
to
the
chaos
dni
working
group
meeting.
My
name
is
matt
and
if
you
want
to
go
ahead
and
add
yourself
to
the
list
of
people
attending
the
meeting
and
add
any
notes,
you'd
like
to
add
to
get
started
with
with
that
overall
meeting,
so
something
that's
been
brought
up
in
the
this
is
this
is
the
first
item,
because
this
it
was
the
only
item
for
a
bit,
but
in
the
notes
I've
got
badging
outreach
and
we've
worked
with.
A
We've
worked
in
the
weekly
call
for
a
couple
weeks
on
something
for
badging,
where
the
program
is
now
open
and
we'd
like
to
get
some
more
applications,
so
we're
looking
at
reaching
out
to
members
of
organizing
committees
for
events
and
I'm.
If
someone
could
please
copy
that
list
over
from
the
regular
meeting
minutes
and
paste
it
in
here.
Just
so,
we
have
it
and
let's
see
it
would
take
me
a
million
years
to
do
that.
I
don't
know
it's
a
slow
morning,
but.
A
Thank
you
and
we
were
kind
of
thinking
in
the
badging
program.
Something
that
would
be
very
beneficial
would
be
an
outreach
track.
So
we're
looking
for
somebody
to
help
champion
that
as
everybody's
kind
of
got
their
own
jobs
and
badging
right
now,
so
we're
looking
for
someone
that
would
that
would
be
willing
to
help
kind
of
move.
A
The
outreach
forward,
as
we
kind
of
got
a
couple
people
saying
I'll
talk
to
this
person
I'll
talk
to
this
person,
but
we
haven't
got
someone
in
charge
of
it
yet
so
we're
looking
for
that
and
I'm
gonna
say
email
me
for
more
information
there
and
if
you
see
any
of
these
items
that
you'd
like
to
take
on
communicating
with
that
person,
then
just
leave
a
comment.
A
A
D
A
I
mean
like
making
sure
you
haven't
got
too
much,
and
this
is
for
the
people
that
have
too
little
on
their
plate,
which
I
don't
even
know.
If
that's
possible
in
this
field.
But.
D
A
If,
like
I
said,
if
you
have
any
any
groups
or
event
emails
that
you'd
like
to
take
on
for
these
events,
go
ahead
and
leave
a
comment.
Now
we
have
for
the
next
agenda
item.
We've
got
a
project
burnout
metric,
so.
A
I
am
going
to
I'm
going
to
share
my
screen
on
this
one,
and
just
give
me
just
a
moment:
oh
actually,
I
needed
to
be
host
to
screen
share
elizabeth.
Do
you
think
you
could
screen
share
the
project
burnout
metric
you're,
my
you're,
my
task
person
today.
C
Yeah,
so
I
want
to
leave
a
comment
on
that.
I
am
aji
walked
over
last
week,
so
I'm
pretty
tired.
My
voice
is
going
to
be
a
little
down,
so
we
walked
away
last
week,
so
he
was
was
attend
today,
but
I
said
he
had
a
meeting
classroom
so
he's
unable
to
attend.
C
So
what
we
need
help
more
help
with
today
is
working
on
the
random
ideas
section,
seeing
how
maybe
we
could
bring
in
some
of
those
ideas
into
the
main,
the
main
main
description,
so
there's
the
random
idea
section
down
below
so
how
we
can
bring
that
up,
so
we'll
be
able
to
clear
off
that
random
idea
section
and
move
ahead
with
it.
C
So
that's
mainly
what
we
need
help
with,
because
I
think
we
cleared
out
most
of
the
comments
that
was
made
in
the
last
two
meetings,
so
yeah.
A
That
sounds
great,
so
so
you're
saying
we
need
to
incorporate
these
all
into
some
part
of
the
metric
or
or
into
the
ideas
of
the
metric.
C
So
if
you
scroll
down,
there's
like
the
random
idea
part,
but
some
of
them
are
already
yeah,
this
part
yeah.
So
some
of
them
are
already
somehow
in
the
description
for
the
there
are
actually
some
that
are
not
there.
So
just
have
to
like
look
at
them
and
see
which
ones
we
can
squeeze
into
the
so
just
a
section
to
just
put
in
anything,
you
think
might
be
helpful.
F
Is
your
thought
that
these
would
be
like
self
report
like
the
people
would
be
saying
things
like
how
many
what
proportion
of
people
are
doing
the
work
or
like
for
the
first
one
or
have
their
like
how
many
people
have
dropped
out
or
is
it
stuff
you
could
you
could
actually
measure
these
too
right
directly.
C
Yeah,
I
think
someone
left
in
laura
left
in
a
guinea
coefficient
a
truck
factor
or
something
like
comment
by
the
side
to
measure
that.
F
F
C
A
Yeah,
I
think
that's
I
was
thinking,
that's
how
we
that's
that's
a
good.
C
A
So
I'll
start
us
off
with
a
few
contributors
carrying
the
bulk
of
the
contributions
might
be
feeling
burnout.
A
So
that
sounds
like
some
kind
of
like
work
workload,
kind
of
thing.
A
And
I've
seen
the
the
truck
factor
here.
I
I've
also
seen
it
called
the
bus
factor.
I
think
chaos
calls
it
the
elephant
factor,
but
it
might
be
worth
it
to
to
to
link
this
off
to
the
elephant
factory
as
well,
because
that
is
a
part
of
it's
related
to
this
pretty
strongly.
E
A
F
A
Help
them
I've
linked
metric
in
the
comment
there
as
well,
the
one
way
that
we
could
use
a
bus
factor,
okay,.
A
But
right
now
the
bus
and
truck
factor
are
not
really
symmetric.
According
to
the
latest
release,
I'm
looking
at
on
chaos
up
community.
E
A
B
Yeah,
like
how
would
you
find
the
people
who
left
and
didn't
come
back,
I
mean
you:
could
you
could
pull
that
out
of
the
data,
but
how
do
you
know
that
it
was
due
to
burnout
and
not
some
other
factor
like
they
got
busy
at
work
or
whatever
you
know
it
could
be
a
lot
of
things.
So
how
would
you
would
you
maybe
have
to
like
reach
out
to
them
and
and
ask
why
they
stopped.
A
How
about
we
focus
on
the
people
who
are
and
the
burnout
still
in
the
project
who
took
a
break
because
that
might
be
something
we
can
ask
like.
Have
you
taken
a
break
related
to
your
stress
in
the
project
or
something
like
that?.
A
Okay,
do
we
want
to
leave
this
here
for
further
discussion,
or
do
we
want
to
take
care
of
this
comment
now.
A
I'm
going
to
suggest,
since
we
can't
measure
the
leaving
or
not
returning
for
now.
I
think
we
want
to
require
removing.
F
A
B
Hey
going
back
up
to
the
original
one,
I
just
noticed
that
we
have
this
question
that
says
in
the
past
six
months,
I
have
thought
about
leaving
this
project.
Is
that?
Does
that
overlap
with
this
one?
We
just
added
I've
thought
about
her.
I've
taken
a
break
from
the
project
because
of
the
stress
involved.
Should
we
lump
those
two
together.
F
B
F
A
G
Me
when
it
says
because
of
the
stress
involved,
and
maybe
if
you
guys
have
already
gone
over
this
just
disregard
but
because
of
the
stress
involved
in
the
project.
F
G
So
I
guess
where
I'm
coming
from
on
this
is
that
I
for
me
personally,
this
is
actually
separate
from
my
day
job,
so
to
speak.
G
And
so
it
it
might
not
be
because
of
the
stress
involved
in
the
project.
It's
actually
the
project
fills
me
up
right,
it's
it's
more
because
of
everything
going
on
either.
You
know
in
my
day
job
or
in
you
know
the
mommy
world
or
in
you
know
things
like
that.
It's
not
necessarily
the
stress
within
the
project.
E
E
G
Yeah:
okay:
it
makes
it
much
more
tangible
right
or
much
clearer
as
to
what
question
you're
actually
answering.
F
F
B
It
might
be
helpful
to
know
that
I
think,
because
if
you
have
a
lot
of
burnout
in
your
project
and
it's
because
of
other
things
outside
of
your
control,
then
that's,
I
think,
still
valuable
information
that
you're
you
can
have
as
a
community
manager.
I
think
like
maybe
it's
just
tech
like
tech
sucks,
I'm
out
you
know,
like
I
don't
know
so
like
you,
don't
have
really
good
children
for
that.
So
that
would
be
good
to
know,
though,
that
you
know
there
are
things
that
are
outside
of
your
control.
E
E
A
And
honestly,
working
on
this
metric
has
helped
me
recognize
some
of
my
own
burnout
and
helped
me
back
away
from
that
and
find
ways
to
manage
myself
through
that.
But
that's
that's
kind
of
unrelated
to
the
to
the
metric
itself.
But
it's
helped
me.
A
Anyway,
this
is
the
item.
I've
been
thinking
about
the
most
when
we're
going
through
these
items.
Is
the
community
atmosphere,
I'm
thinking?
How
do
we
measure
the
atmosphere
of
the
community
from
more
of
a
standpoint
of
understanding
the
atmosphere
from
the
persons
from
like
the
computer's
perspective?
E
A
B
And
I
was
just
going
to
say
that
someone
who
feels
energized
because
they
enjoy
debate
and
they
enjoy
confrontation
and
that
they
like
that
like
that,
might
not
be
great
for
the
overall
project.
So
I
agree
that
I
think
we
should
find
a
way
to
capture
capture
that
the
level
of
confrontation
or
the
level
of
I
don't
know
how
to
say
it,
but
I
think
it's
important
to
catch.
That
separately
is
what
I
was
trying
to
say.
E
So
if
we
have
a
project
where
everyone
gets
that
that
positive
out
of
the
level
of
confrontation,
then
I
think
it's
a
healthy
project
and
if
they
all
feel
energized,
but
if
there's
one
person
who
feels
energized
because
of
it
and
everyone
else
feels
like.
Oh
no,
this
project
is
not
what
I
want,
then
I
think
the
survey
as
it
we
already
have
it
will
reflect
that
or
was
there
a
specific
question
you
wanted
to
ask.
B
Maybe
it's
more
around
I
like
feeling
like
the
project
is
welcoming
or
or
like
fits
with
their
communication
style
like
I
don't
really
know
how
to
say
it
or
yeah.
I
don't
know.
A
It
might
be
worth
just
saying
just
leaving
this
is
like,
like,
like
laura
said,
an
open
end
kind
of
thing.
A
B
Maybe
we
could
ask
if
they
have
been
deliberate
in
crafting
communication,
styles
or
channels
or
something
like
have
they
thought
about
it?
Have
they
considered
the
impact
that
the
way
that
the
project
communicates
or
the
way
that
the
contributors
communicate
with
each
other
could
affect
people's
perception
of
the
atmosphere
or
something
like
that?
Like
I
mean,
if
they're
deliberately
making
a
project
that
like
it,
you
know
fosters
that
kind
of
debate
and
that
sort
of
a
communication
style
and
that's
what
they
want.
B
Then
I
agree
like
georg
what
georg
said
you
know,
then
that's
healthy
for
them.
I
guess,
but,
but
as
long
as
I
think
that,
if
they're
being
deliberate
about
it
and
being
like
aware
of
the
impact
that
they're
they're
making
or
the
potential
for
burning
out
their
people
that
aren't
in
line
with
that.
B
A
A
Shared
this
document
about
the
mozilla
open
source
archetypes,
it
looks
nice,
but
I'm
not
sure
where
to
look
in
the
document.
It's
is
there
a
specific
section
that
would
be
helpful
for
burnout.
H
Yeah,
it's
it's!
It's
farther
down
in
the
document.
I
think
it'll
be
easier
to
look
at
there's
an
appendix
or
like
a
chart
that
has
all
of
their
different
models,
defined
together,
side
by
side,
and
they
identify
different
kinds
of
characteristics
and
traits
of
different
models
of
open
source
communities
and
what
you
know
if
you're
working
in
a
business
to
business,
open,
open
source
project,
you
might
have
this
context.
H
I
don't
know
if
that
would
fit
in,
but
it
was
something
that
came
into
mind
when
laura
was
talking
to
me
is
like
oh
well,
you
know,
maybe
burnout
would
look
different
or
could
could
look
different
for
someone
based
on
whether
the
open
source
project
is
something
like
a
work
project
a
you
know
something
they're
paid
to
work
on
or
whether
it's
like
a
personal
hobby
project
or
something
that
they've
been
doing
in
their
free
time,
and
maybe
they
built
up
a
community
on
their
own.
A
Yeah,
I'm
not
sure
how
we
would
that's
a
big
thing
to
tackle
to
to
see
them
from
different
lenses.
A
How
would
you
recommend
we
take
this
on
something
like
this,
that
that
shows
different
archetypes.
H
So
maybe,
even
with
the
data
we
have,
we
could
think
about
how
well
on
the
on
the
google
doc.
A
Okay,
it's
it
is
it's
a
big
graph,
but
it's
quite
interesting
to
look
at
and
I've
never
thought
about
it
from
the
perspective
of
archetypes
like
this
before
so
it's
interesting.
H
And
it
might
be
possible
too,
as
we
go
through
this,
we,
you
know
looking
at
a
burnout
metric,
we
identify
other
areas
or
things
that
might
be
helpful
to
look
at
for
other
metrics.
A
A
A
A
Okay,
do
we
have
one
more
item
that
we
haven't
covered
in
here
is
checking
in
for
signing
in
for
work,
group
meetings
and
attendance
and
overall
feelings,
so
it
creates
a
good
atmosphere
and
we
have
the
opportunity
to
share
something
personal
while
staying
in
touch
about
how
we
were
all
doing.
A
I
almost
feel
like
a
lot
of
these
questions.
Focus
on
the
negative
and
something
we
can
focus
on
also
is
making
them
like,
like
I
feel
emotionally
drained,
could
almost
turn
into
an
interview
question
of
how
do?
How
are
you
emotionally
working
on
this
project?.
A
D
D
F
B
So
from
a
data
perspective,
if
you're
trying
to
run
a
report,
I
guess
of
you
know
your
overall
score.
Would
you
want
all
of
the
questions
to
skew
the
same
way
so
that
you
could
overall
say?
Oh,
our
score
is
a
one
and
we
would
like
it
to
be
a
five,
but
if
you
have
them
kind
of
going
both
ways.
You'd
have
to
do
that
question
by
question,
and
I
don't
know
what
the
right
answer
is.
So
I'm
hoping
someone
else
does.
F
F
A
So
this
is
something
that
we
can
we
have.
I
just
wanted
to
make
sure
do
we
have
anything
else
we
have
about
10
minutes
to,
for
any
other
points
that
we
want
to
make.
A
Items
I
want
to
also
stress
again
that
we
need
help
reaching
out
to
on
behalf
of
the
batching
program
and
we're
writing
out
we're
working
on
an
email
template.
A
A
A
Yeah,
I
feel
that
well,
thank
you,
everybody
for
coming
by
and
we'll
see
you
around
next
time.