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From YouTube: CHAOSS DEI Working Group 11/10/21
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A
Let's
get
started,
then
yeah
welcome
to
the
chaos
dei
working
group-
diversity,
equity
inclusion,
working
group
today
is
november
10th.
We
are
really
glad
to
be
here
if
you
haven't
already
and
you're
here
right
now.
Please
put
your
name
in
the
attendees
section
and
how
are
you
doing
today?
So,
let's
start
off
by
picking
a
facilitator
for
next
week.
Is
anyone
willing
to
facilitate
next
week.
B
A
Okay,
so
next
we
have
an
action
item
for
me
to
get
the
emails
of
the
reviewers
together.
So
we
just-
I
will
need
another
week
on
this
one.
We
just
did
discuss
some
outreach
strategies
that
we're
going
to
be
building
in
the
badging
weekly.
A
So
for
anybody
who
doesn't
know
the
badging
weekly
is
about
an
hour
before
this
or
an
hour
and
a
half
before
this
meeting,
and
it
goes
around
30
minutes
and
we
just
talked
a
little
bit
about
what
we're,
how
we're
going
to
be
appreciating
the
reviewers
that
we
have
for
the
for
the
badging
initiative,
the
people
who
do
the
peer
review
system-
and
we
are
we-
we
are
working
on
that
it's
going
to
take
a
little
while,
but
I'll
get
the
emails
together
I'll,
send
them
to
chaos,
human
elizabeth
shehur
and
we'll
get
that
going
by
the
by
then.
A
At
the
same
time,
next
week
and
elizabeth,
you
have
an
action
item
as
well.
Would
you
like
to
talk
about
that.
A
B
A
Wow
we
really
blazed
through
a
lot
of
that
so
far.
So
oh,
I
totally
skipped
to
the
badging
section.
Maybe
that's
just
my
intuition
there,
let's
talk
about
creating
criteria
for
what
metrics
are
being
reviewed.
Let's
jump
back
a
bit.
I
am
so
so
I'm
so
sorry.
I
was
stuck
in
the
badging
meeting.
Still
I
guess
so
I'd
like
to
make
this
a
little
as
interactive
as
possible.
A
We
want
to
talk
about
what
so
so
the
background
for
this
one
is
for
anybody
who
doesn't
know
we
are
going
back
and
reviewing
old
metrics,
but
we
don't
necessarily
have
a
process
for
doing
it.
It's
pretty
pretty
on
the
spot
right
now,
so
we're
thinking
about
how
we're
going
to
go
back
is.
Is
it
like
two
two
releases
ago
that
we
go
back
or
is
it
the
most
recent
commit,
I
think
was
another
suggestion.
B
I'm
kind
of
leaning
towards
going
by
the
release
cycle-
that's
just
kind
of
my
preference,
because
I
feel
like
that's
something
that
we
could
easily.
Yesterday.
We
also
talked
about
in
the
spreadsheet,
putting
a
separate
column.
I
think
we
talked
about
that
here
as
well,
just
putting
an
extra
column
in
that
listed
the
date
of
the
last
release
of
that
metric,
so
that
we
could
easily
go
by
like
what
releases
were
two
two
releases
ago,
which
would
be
roughly
what
like
a
year
ago,
is
that
right,
yeah.
A
Yeah,
generally
so
does
that
mean
that
we
want
to
build
a
process
for
how
we're
going
to
look
back
at
those
metrics?
Maybe
that's
a
chaos,
weekly
question.
B
Yeah,
it
might
be,
and
also
we
have,
that
operations
team
that's
being
formed,
that
they
might
have
something
to
say
about
that
as
well,
like
maybe
there's
something
they
could
even
automate.
You
know,
or
I
don't
know
something
that
would
help
us
make
that
happen.
So
maybe
we
should
flip
this
to
the
operations
team.
A
B
I
don't
I
don't
know
that
they
have
had
a
first
meeting
yet
I
know
that
was
on
matt
g's
list
of
things
he's
working
on,
but
I
don't
know
if
he's
been
able
to
coordinate
with
ritik
and
yash
and
whoever
else
is
going
to
be
on
that
team.
To
be
honest,
I
can
put
an
action
item
to
follow
up
with
matt
on
that.
A
A
B
Yeah,
so
we
got
we
sent
that
form
out.
We
only
put
it
on
twitter
and
in
the
newsletter.
I
don't
even
think
I
made
it
to
the
mailing
list,
but
it
does
also
show
up
in
slack
because
there's
like
an
automated
connection
between
twitter
and
slack.
B
So
when
I
quote
it,
it
went
on
slack
as
well
and
we
got
14
responses
so
far
and
that
we
just
did
this
last
week
and
we
saw
a
few
people
joining
slack
and
mailing
list
and
also
at
the
community
meeting
yesterday,
which
is
kind
of
where
I
was
pointing
people
in
general.
Most
of
the
responses.
So
like
any
time
someone
filled
out
a
response.
I
would
respond
with
a
tailored
email
based
on
like
what
areas
they
were
interested
in
participating.
B
So
most
of
them,
I
would
say
actually
100
of
them,
picked
a
bunch
of
different
things,
so
they're,
just
really
they
were
seemed,
really
excited
to
just
see
how
they
could
help
in
any
way
they
could.
So
mostly,
I
just
sent
people
to
the
community
meeting.
I
sent
them
to
slack.
B
I
sent
them
to
the
mailing
list
as
well
and
just
to
kind
of
get
a
feel
for
you
know
what
chaos
is
all
about
and
like
the
working
groups
and
like
how
things
how
like
what
our
workflow
is,
and
things
like
that.
B
So
I
did
have
one
person,
I
believe,
also
check
a
box
for
being
in
dei
badge
reviewer,
but
I
encourage
them
to
attend
this
meeting
as
well,
just
to
kind
of
get
a
feel
for,
like
you
know
what
what
it
is
and
what
what
things
we
talk
about
and
such
so
I
will,
if
I
don't
see
that
person
show
up
anywhere
I'll,
probably
follow
up
with
them,
at
least
for
the
badging
and
honestly,
like
the
badging
is
so
smooth
and
awesome,
like
that's
such
a
clear
thing
that
people
can.
B
Do
you
know
it's
it's
like,
oh,
I
wish
we
had
more
things
like
that,
where
I
could
you
know
like
it's
easy,
it's
it's
cut
and
dry.
It's
like
here's!
This
thing
you
can
do
and
that's
something
that
I
would
like
to
see
happen
in
the
next
year
across
chaos,
of
like
having
more
defined
roles
like
that,
because
that
was
just
really.
B
I
was
really
excited
because
I
was
like
oh,
I
can
actually
point
them
to
a
like
an
action
that
they
can
take,
so
I
did
point
them
to
the
dei
badging
form
and
the
website
as
well.
So
I
don't
know
if
they
filled
out
a
form
or
not,
but
but
yeah
so
great
job
dei
badging
team,
because
that
was
really
great.
So
that's
the
status
we'll
see
how
things
go.
A
Awesome,
thank
you,
elizabeth
you're,
on
top
of
things
that
I
think
that
number
of
responses
is
really
cool.
I
I
did
not
expect
that
to
be
honest,
and
it's
really
nor.
B
A
B
A
A
So
I'm
sorry,
I
skipped
straight
to
the
badging
stuff.
I
had
been
talking
about
it
earlier
today.
Okay,
see
you
later
emily.
I've
been
talking
about
earlier
today
and
I
got
stuck
on
it,
but
I
think
that's
all
taken
care
of
at
this
point.
Let's
go
ahead
to
reviewing
elder
metrics,
I
say
elder
in
that
spot,
but
let
me
go
ahead
and
share
my
screen:
do
we
have
google
docs
for
these,
or
should
we
make
them.
B
That's
a
good
question.
I
don't
think
we
have
one
for
this
board
council
diversity
one
yet.
A
Okay,
I'm
gonna
go
ahead
and
make
one
now
then
so
I'll
share
the
I'll.
Show
you
the
dock
in
here
in
just
a
second,
but
I
think
we
can
do
that.
I
think
that's
good
for
us
to
do
okay.
A
So
if
you
see
my
screen
here,
I'm
gonna
go
ahead
and
we
don't
have
to
do
it
in
markdown.
Whoever
is
that
would
be
me
in
this
case
that
created
the
document,
can
take
it
and
bring
it
to
bring
it
to
like
markdown
after
we
have
edited
it
for
a
while.
Don't
worry
about
the
markdown
and.
A
A
B
And
I
don't
know
if
that's
just
because
of
my
previous
roles,
where
I've
worked,
you
know
in
sponsorships
for
places,
and
that
was
always
monetary
and
similarly
like
with
github
sponsorship,
like
that's
all
monetary,
so
I
know
we
clarify
it,
but
I
think
it's
still
confusing.
I
don't
know,
and
I
think
sponsy
is
a
very
weird
word-
not
gonna
lie.
I
agree.
It's
really
hard
to
read.
A
Okay-
let's
put
this
on
the
docket
for
next
week
then
and
talk
about.
Where
is
this
coming
from.
A
I'm
just
going
to
say
we're
confused
about
the
meaning
of
this
metric,
so
we've
got
another
15
minutes
or
so
is
there
anything
else
we
want
to
talk
about
today.
A
Okay,
so
that
seems
like
it's
it
then
we've
got
a
lot
done
for
having
four
people
and
having
a
short
period
of
time.
So
I'm
happy
about
that
and
elizabeth
you're
going
to
be
taking
out
taking
over
for
next
week,
and
thank
you
for
that.
Yeah.