CHAOSS DEI Working Group, 19 Feb 2020

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From YouTube: CHAOSS.D&I.Part1.Feb.19.2020

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CHAOSS.D&I.Part1.Feb.19.2020

A

We are now recording our chaos, diversity and inclusion. Working group meeting on February 19 2020 welcome everyone. We already shared the meeting minutes in the chat and we don't have an agenda yet so you're free to do whatever we want.

A

So just recapping, where we are right now we I think this is the first real meeting after the metrics release and after chaos con so are there any. We can reflect. Maybe on that metrics release.

B

Yeah so I mean maybe the two things that come to my mind are obviously taking a look at the.

C

B

Release, like you have pointed out, Georg, and maybe thinking towards the future, is what metrics might be candidates moving forward number one and then number two is Matt and Saleh have been working on the DNI badging process and I think this is a really good group to we think through the processes or ask questions.

B

So those are my two thoughts. Amy.

B

C

Will meet just in case of dogs barking, so take me a second.

D

A

Excellent, so the metric release, if we start there I'm going to post the link in the minutes.

A

A

So I posted the chaos from this time in the wrong there. In the wrong day, I was in the past. I drop.

B

Them in there excellent.

A

Thanks man yeah, so if you reflect on the metrics behalf right now, I can also share my screen. So we capture it in the recording where we are.

B

Amazon hi Emma, hi MA.

C

Hey sir I'm just um camera meter thing getting everyone ready for school, yeah.

B

It's really good to see you yeah.

A

So, just to reflect on what we have already accomplished, we have in the chaos metric release for the diversity, inclusion working group, several event: diversity, metrics, attendee demographics could have connected event: diversity, access ticket, Fran, family friendliness, speaker, demographics, we added attendee, diem, graphics and speaker demographics, this time around and then in governance. We have board council diversity and could have connect for project and I think we added the board council diversity and this release and then in leadership.

A

We have mentorship and sponsorship I'm, not quite sure if both of these are new or just sponsorship, so they already accomplished quite a bit and any thoughts on what we released so far.

D

Could I just point out I think sponsorship? It was the first time I hear the word in the context. It's used here and I obviously related that to the idea of okay. You know you're you're you're, not just helping the person be. You entered your your rather helping that person you know grow in a capacity that you believe they can get to and help them get promoted. You know to meet that role or capacity I'm, just seeing that there is a parallel to this.

D

That can be very useful for inclusion when we're talking about people who have capacity differences like they do things their own way, it works for them. It looks from the outside, like it's not the usual, so you know when someone is functioning in a less usual way. Other people may not notice or utilize their less usual way of getting things done. So so you know I'm just blowing on this to say that there is a model that maybe does not exist yet, but is at the heart of diversity and inclusion.

D

When we say people do things in the way that works for them and how we might want to consider a path to you know include not assimilate but eat.

D

You know that difference and benefit from it and have it actually a contribution. So sorry to dwell there.

B

So I was jotting down a few of your few. Your thoughts I, don't know how well I'm capturing it and that bullet point under sponsorship. I, don't know if you're in the Google Doc yeah.

D

No I'm there I don't think there was a chance to capture how much it's like it's all like just yeah. It's all watery things right, so it it's just yeah, not a firm idea, but just empowerment of the difference. Not not you know instead or you know, in spite of the difference where we're, including it's actually because of the difference we're including, and that will require some sort of a different form of mentorship, / sponsorship. Okay,.

B

D

Know because it kind of like you have to trust what you may not be able to see, but you have faith should be there or else that person you know would not have been successful. Otherwise right that gets lost when you have to defend why you know you're not doing the usual all the time. Yeah.

D

B

A

And I think I think they captured this somewhat in our metric Cure's. Well, asking specifically, are you sponsoring someone different from yourself.

D

A

Yes, so I think it's a good point to make yeah.

D

So I'm just not sure where we're taking all the mumbling that I do but I know it's going somewhere and I'm gonna capture it. Yeah I've been with it. So.

A

So then, as we think about moving forward, we can go look at our metrics and focus areas that we have not defined yet and I. Don't know how we want to proceed. Maybe we just choose a focus area or metrics that we want to work on going into the next release or are there other points of distress.