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From YouTube: CHAOSS DEI Working Group 10-20-21
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B
B
B
We
are
so
now
sean,
you
have
something
to
say
and
elizabeth
you're
next,
it's
like
presentation
by
when
you
have
people
present
like
seven
people
in
a
presentation
and
you're
like
oh
stop,
stop,
I
think
one
facilitator
is
the
way
to
go.
So.
Do
we
want
to
have
a
facilitator
for
next
week?
D
A
B
B
Privileges,
you're
a
co-hoster
now,
thank
you,
so
we
honestly,
let's
see
all
right,
so
we
have
a
fairly
light
agenda
today.
I
know
it
looks
like
a
lot,
but
it's
fairly
light.
So
I
think
the
first
thing
is
the
I'd
like
to
say
yay
to
everybody
for
the
chaos
metrics
translations.
As
was
pointed
out
to
me
last
time,
we
have
70
metrics
now
with
14
new
metrics
that
came
out
of
the
last
release,
which
is
amazing
and
honestly
from
a
really
cool
perspective.
D
B
Well,
I
mean,
I
guess
all
I
would
show
you
is
that
it's
a
document
with
written
in
chinese,
which
I
do
not
understand,
but
so.
E
B
B
It's
translating
set
all
70
of
the
metrics,
so
any
any
movement
forward
on
chinese
translation
releases
shouldn't
be
as
much
effort
moving
forward
so
and
then.
I
also
know
that
the
chinese
translation
team
we're
going
to
document
the
process
by
which
it
occurred
so
that,
as
other
languages
could
be
added,
we
could
follow
a
similar
process,
because
I
think
it
went
pretty
well
to
be
honest
with
you
from
a
process
perspective,
and
I
think
that
working
groups
got
pretty
good
at
doing
it
all
right.
D
E
Yeah,
I
just
put
it
in
the
chat,
and
it
was
more
just
for
my
like
understanding
and
education
of
like
processes
versus
like
this
is,
I
guess,
not
supposed
to
be
an
attack
at
all.
What
was
the
process
for
like
deciding
that
we
were
going
to
translate
into
chinese
languages
before
others?
Yeah.
C
B
That
we
needed
so
the
process
was
essentially
right,
like
the
english
working
groups,
the
working
groups
that
work
in
english
would
develop
a
metric,
but
then,
ultimately
we
needed.
We
couldn't
just
rely
on
ai
to
do
the
translations,
and
so
really
that
was
it
and-
and
I
think
the
folks
on
the
asia
pacific
call
had
indicated
an
interest
in
doing
this
work
leading
that
and
we
were
like
great
yeah
so
right
now,
if
you
take
a
look
in
the
translations
repository,
we
do
have
we're
hoping
to
do
spanish
as
well.
E
E
Cool
yeah,
I
was
just
kind
of
curious
if
that,
like
that
human
organization
kind
of
swarmed
around
you
know
our
chinese
translations
organically,
it
makes
sense
to
kind
of
prioritize
that
one
first,
if
it's
already
there.
D
I
know
that
spanish
is
also
on
the
list,
but
I
don't
know
that
we
have
the
quite
the
enthusiasm
for
for
getting
those
translated.
So
I
guess
that's
something
we'll
need
to
sort
out,
but.
B
Agreed
all
right
cool,
so
I
did
have.
I
still
had
this
on
on
the
list
from
last
week,
so
we
still
have
mentoring
in
the
chaos
project.
I
don't.
B
I
don't
quite
quite
know
what
people's
thoughts
are
on
this
I
feel
like
we
do
the
the
google
programs
to
be
honest
with
you
season
of
docs
and
summer
of
code,
and
they
work
really
really
well,
but
are
there
other
other
paths
for
us
to
really
improve
the
onboarding
of
new
people
and
helping
helping
mentor?
So
I
don't
we.
This
was
kind
of
one
of
the
tasks
I
think
from
last
week
was
to
think
about
this.
B
B
A
E
Yeah-
it's
probably
not
like
super
helpful,
but
this
is
kind
of
just
like
where
my
gut
feeling
is,
I
feel
like
it
might
be
more.
E
It's
like,
if
you
think
of
you,
know
the
relationship
between
the
community
and
its
members,
there's
kind
of
a
push
and
pull
right,
and
it
feels
a
lot
at
times
like
for
me,
at
least
when
I
was
first
joining.
I
had
to
go
find
information
instead
of
having
that
information
be
presented
to
me,
and
so
I
don't
know,
if
there's
the
members
seem
to
have
to
pull
for
information
more
than
they
get
pushed
information.
E
You
don't
want
to
force
anybody
into
a
mentorship
position.
Obviously,
and
you
don't
want
to
expect
that
everybody
wants
to
be
onboarded
in
the
same
way,
but
I
feel
like
that.
Balance
is
more
pull
than
push
right
now
from
the
community,
and
so,
if
there's
opportunity
to
kind
of
get
a
little
bit
more
in
front
of
people
in
different
ways,
that
might
be
an
avenue
we
could
pursue.
B
E
After
I
came
to
a
couple
meetings,
I
started
to
understand
the
structure.
A
lot
more,
just
like
being
a
part
of
this
group,
helped
me
like
kind
of
create
this
mental
model
in
my
head,
okay,.
E
E
B
Right,
I
think
that's
fair.
Sometimes
I
have
a.
I
have
a
sense,
and
I
don't
know
if
anybody
else
gets
the
sense,
but
that
we're
that
we're
kind
of
zoom
meeting
first
like
this-
is
kind
of
the
the
place
where
you
get
that
information
like
like.
If
I
was
to
tell
somebody
joining
the
chaos
community
like
what's
the
best
way
to
start,
I
always
say
the
chaos
community
call.
That's
all
like
the
same.
B
Yeah,
I
never
say
you
should
go
to
our
read
the
docs
or
our
handbook.
Never
so
is
that
a
problem.
Do
you
think.
C
No,
I
think
the
meetings
are
a
great
way
to
just
introduce
you
to
everything
in
general,
okay,
and
it
might
be
a
bit
overwhelming,
of
course,
in
the
first
meeting.
But
the
more
you
attend
the
more
you're
able
to
offer
help
when
you
think
there's
something
that
you
can
do
and
that's.
C
E
I
would
definitely
echo
that
kefia.
I
I
like
having
the
meetings,
the
very
human
touch.
I
know,
matt
snell
loves
that
too,
like
the
the
human
side
of
things,
I
wonder.
Sometimes,
though,
if
the
barrier
to
entry
is,
I
have
to
attend
a
synchronous
meeting.
E
You
know
like
that's
kind
of
a
lot,
if
you're
asking
distributed
communities
to
to
work
and
contribute,
as
opposed
to
go,
scan
this
website
to
see
if
you're
interested.
D
Would
it
be
helpful?
Oh
sorry,
perry
go
ahead.
F
F
F
So
I
was,
I
was
just
suggesting
that
maybe
an
onboarding
video
could
also
like
help.
Someone
like
some
video
to
like
give
a
generic
structure
of
how
the
organization
is
wrong
and
what
happens
with
me
and
then
newcomers
could
just
watch
the
video
probably
go
for
a
few
dogs
and
then.
C
We
also
talked
about
like
a
google
form
and
slack
channel
last
week.
Are
we
still
going
on
with
that.
B
Well,
I
have
the
slack
channels
next,
because
we
did
we
had
to
shut
a
bunch
down
just
because
they
weren't
having
activity
go
ahead.
Elizabeth.
D
I
think
I
could
be
wrong,
but
I
think
we
were
talking
about
the
newcomer
channel
like
having
a
newcomer
channel
and
I
know
we
have
office
hours.
But
I
wonder
if
we
should
rename
that,
like
new
newcomers
or
like.
D
Also,
I
was
wondering,
would
it
be
helpful
to
have
a
regular
meeting
just
for
newcomers
where
it
would
be
different
than
the
office
hours?
I
think,
because
it
would
be
like
a
little
more
structured
like
we're
gonna
do
that
onboarding
video
essentially,
but
in
in
life
like
in
real
life,
we'll
go
through
the
process
like
it's
more
structured
than
just
hey,
show
up
and
ask
a
question
if
you
have.
B
B
I
yeah
because,
like
I
find
myself
sometimes
in
working
groups
and
like
if
we
have
new
members
on
the
in
the
working
group
like
when
we
talk
about
building
new
metrics
kind
of
revisiting
that
process,
always
like.
Maybe
I
mean
what,
if
we
just
ask
the
working
groups,
like
kind
of
as
people
join,
your
working
groups
make
sure
to
to
you
know
kind
of
attend
to
the
process
of
of
how
we
get
work
done.
You
know,
don't
just
run
under
the
assumption
that
everybody
knows
how
things
are
done.
B
So
I
mine
was,
instead
of
maybe
a
new
like
newcomers
or
onboarding,
that
we
start
asking
the
working
groups
to
be
a
little
bit
more
attentive
as
to
how
work
is
done
within
the
working
groups.
E
I
like
that,
a
lot
one
thing
that
I've
seen
the
inclusive
navy
initiative
do
in
their
language
work
group
if
they
have
like
a
pull
request
or
something
that
needs
to
be
reviewed.
Some
like
piece
of
work
that
needs
to
get
done
like
they
try
to
when
they
assign
it
not
to
assign
it
to
one
person
and
they'll,
say:
hey:
can
somebody
who's
more
experienced
kind
of
pair
up
with
somebody
who's
new
that
way
it
kind
of
phases
in
the
I?
I
know
this
person
and
I
can
talk
to
them.
E
If
I
have
questions
on
future
future
action
items
you've
been
through
it
once
with
somebody
who
knows
what
they're
doing
basically
and
just
kind
of
helps,
provide
that
training
and
mentorship
on
the
job.
B
That's
a
great
idea
because
we
do
in
our
working
groups
we
as
you've
seen
lauren.
We
do.
We
have
action,
we
we
assign
action
items
to
people
and
typically
it's
like
elizabeth
here's.
Your
action
item,
sean
here's.
Your
action
item
see
you
next
week,
but
what?
If?
What?
If
we
started
asking
working
groups?
Even
I
mean
that
might
be
a
great
first
step
forward.
B
You're
all
you're
all
have
wonderful
ideas,
but
if
all
action
items
have
two
assignees
and-
and
the
hope
would
be-
is
that
it's
it's
an
individual
who's
been
in
the
project
for
a
long
time,
perhaps
and
another
individual
who
has
been
in
the
project
for
a
shorter
amount
of
time
and
they
can
work
asynchronously
on
that
action
item.
What
do
people
think
about
that.
B
B
You
know
what
I
mean
to
get
that
done.
I
really
like
that
idea.
B
B
B
B
D
Yeah,
I
think
that
would
be
great.
I
mean
we
have
the
like
intro
to
chaos,
but
it's
it's
more
generic,
like
it's
not
like
specific
to
how
you
can
get
involved,
it's
more
like
here's,
what
we
are
but
yeah,
and
also
we
don't
really
post
that
anywhere
like.
I
don't
even
think.
That's
on
the
website,
it's
on
our
youtube
channel,
but
I
think
it's
probably
buried
by
now,
because
it's
was
it's.
D
You
know
almost
a
year
old
now,
so
I
think
yes
100
on
the
onboarding
video
and
I
can
take
that
action
item,
although
it
will
take
me
a
little
while
to
do
it,
but
I
will
be
happy
to
take
that
action
item.
B
D
D
B
D
D
Can
reach
out
to
you
and
say
you
know
like
on
a
personal
one-on-one
level,
someone
probably
being
me
to
reach
out
to
that
person
and
just
say:
hey
great,
you
know:
here's
here's,
how
you
can
get
involved!
Here's
where
I
would
recommend
blah
blah
blah
blah,
but
it
kind
of
like
gives
that
point
of
contact,
because
when
people
come
and
go
from
the
meeting
like
there's
no
way
for
us
to
kind
of
keep
them
engaged
and
keep
you
know,
keep
that
tie
going.
B
B
All
right,
wow,
look
at
that.
So
we
have
we
have.
This
is
amazing,
so
we
have
a
recommendation
to
produce
an
onboarding
video
that
elizabeth
perry
and
sean
are
going
to
take
a
look
at.
B
B
And
then
elizabeth,
I
can
help
you
with
that,
mostly
just
because
kevin
like
we'll
need
kevin
to
get
it
up
on
the
website
too.
So
yeah,
that's
perfect,
such
a
cool
idea,
all
right,
wonderful!
Thank
you!
Everybody
and
hi
bammy.
I
don't
know
if
you
have
the
minutes,
but
could
somebody
drop
them
in
the
chat
for
bammy.
B
B
Okay,
so
the
next
one.
This
is
a
small.
B
It
looks
like
a
small
item,
but
maybe
it's
kind
of
a
big
item
is
one
of
the
things
that
we've
been
asked
to
do
for
the
next
round
is
to
revisit
every
single
metric
that
we
have
in
the
chaos
project,
and
obviously
that
would
just
be
working
group
by
working
group,
and
the
idea
here
is
that
we
have
some
metrics
say,
for
example,
I
don't
know
inclusive
leadership
as
a
metric
in
the
dei
working
group
and
that
metric,
I
think,
was
made
maybe
two
years
ago
and
the
metrics
are
really
meant
to
be
kind
of
living
documents
that
over
time
they
may
their
relevance
may
shift
a
little
bit
or
their
impact
may
shift
a
little
bit
and
that
it's
the
working
groups,
responsibilities
to
kind
of
go
back
and
just
read
the
metrics
and
and
think
about
them
as
to
how
they
are
relevant
in
today's
today's
world.
B
B
D
B
D
I
also
I
just
want
to
make
a
point
of
note
in
the
community
call
last
week
in
case
you
weren't
there.
There
is
this
idea
of
checking
metrics
for
privacy
issues
and
personally
identifiable
information
pii,
so
that
was
kind
of
something
else
that
we're
going
to
be
looking
at
as
we
like
across
working
groups
as
we
review
them,
is
kind
of
taking
a
look
to
see.
If
there's
something
in
that
metric,
that
could
potentially
be
a
privacy
issue.
D
So
there's
a
github
issue
in
the
community
repo
that
just
is
kind
of
collecting
all
of
the
ideas,
so
I'll
drop
that
in
here
just
for
some
people
have
reference
as.
B
D
Yeah
so
like
so
like,
for
instance,
I
think
contribution
attribution
was
the
one
that
lucas
was
kind
of
like
grabbing
on
to
as
an
example
of
if
you're
gonna
be
identifying
specific
people
in
this
metric
like
we.
We
as
chaos
should
provide
a
flag
in
that
metric.
D
Using
it
would
be
aware
of,
like
hey,
I
have
to
be
careful
with
this
data
because
it
has
private
information
in
it
or
potentially,
you
know
private
information,
so
it's
kind
of
like
our
responsibility
to
not
necessarily
tell
them.
They
can't
use
it,
but
obviously,
but
you
know
to
just
flag
it
for
them,
and
then
we
also
want
to
provide
a
just
a
one-page
central
documentation
on
like
here's.
D
B
Great,
thank
you
all
right
all
right,
so
that
would
be
part
of
the
review.
I
will
say
too
that
the
other
part
of
the
review
it's
less
relevant
to
the
dei
working
group,
we're
also
asking
all
of
the
other
working
groups
to
think
about
how
their
metric
could
have
implications
for
dei,
even
though
they're
not
necessarily
located
in
the
dei
working
group,
so
how
a
metric
might
enable
you
to
gain
a
better
understanding
with
respect
to
dei.
B
So
that's
an
addition.
That's
also
being
made
all
right.
The
next
thing
that
I
want
to
talk
about,
it's
always
kind
of
nice
to
have
a
meeting
after
the
metrics
release,
because
we
can
kind
of
get
back
to
a
few
of
the
things
that
are
not
like.
Let's
get
this
into
the
translations
repo,
let's,
let's
quick
edit
and
make
this
edit
so
there's
a
working
group
that
meets
every
other
tuesday,
so
it
didn't
meet
this
week,
but
it'll
meet
next
week
and
it
meets
at
six
six
pm
us
central
time.
B
B
Just
you
know
it's
just
looking
at
like
the
number
of
issues,
for
example,
is
not
necessarily
used
to
give
you
a
full
answer.
You
know
you
would
consume
multiple
metrics
at
once.
Yeah,
it
doesn't
tell
you
a
whole
lot,
so
the
the
metrics
models
are
ways
of
bringing
together
metrics
that
can
be
used
in
in
meaningful
ways.
So.
B
So
the
metrics
models
are
ways
to
kind
of
bring
together
metrics
in
ways
that
are
contextually
specific
for
a
particular
scenario,
so,
like
of
our
70
metrics,
if
somebody
said
hey
what
metrics
should
I
deploy
to
get
a
better
understanding
of
health
and
sustainability
of
my
community?
We'd,
never
say:
oh
just
deploy
them
all
like
that,
doesn't
make
any
sense.
You
know.
B
Kind
of
unbeknownst
to
this
working
group
at
the
time
was
the
dei
badging
event
badging
metrics
model
which
we're
calling
a
metrics
model
now,
and
so
that
the
dei
event
badging
process
brings
together
our
dei
event,
metrics
so
say,
for
example,
family
friendliness
and
speaker
and
attendee
demographics
diversity
access
tickets.
So
it
brings
them
together
in
in
ways
that
community
event
organizers
can
can
kind
of
interact
with
a
variety
of
different
metrics.
I
think
there's
five.
C
B
That
event,
organizers
can
interact
with
the
chaos
metrics
in
ways
that
are
meaningful
to
them
for
an
event.
So
with
respect
to
so
that
was
a
kind
of
a
long
build
up,
but
with
respect
to
dei,
are
there
other,
maybe
metrics
models
that
we
might
want
to
think
about
that?
You
know
we
could
bring
together
and
actually
work
on
as
well.
So
we
would
start
working
on
metrics
themselves,
but
also
models
collections
of
metrics
that
could
be
brought
together
in
meaningful
ways.
B
So
I'm
going
to
come
back
to
my
share,
so
this
is
for
those
of
you.
This
is
the
spreadsheet
that
we
use
to
track
our
metrics
right,
so
dei
has
its
own
metrics
tracking
spreadsheet,
and
the
metrics
model
that
I
was
just
talking
about
is
really
bringing
together
this
set
of
metrics
in
the
event
diversity,
so
actually
kind
of
this
focus
area
is
somewhat
of
a
metrics
model
itself.
B
We've
been
working
in
the
metrics
model
working
group.
By
saying
we
may
have
models
that
are
focused
on
operations
on
governance,
on
software
development,
on
community
issues,
on
infrastructure,
related
issues
and
science
and
academic
types
issues.
So
does
I'm
just
going
to
kind
of
open
it
up?
If
anybody's
has
questions
on
kind
of
what
I'm
asking
here
or.
D
A
D
Are
maybe
a
few
others
like?
Is
it
I
don't
think
like
translations
are
in
any
of
those,
so
that
could
be
something
new
that
we
work
on.
D
B
B
Right:
okay,
good,
this
would
be
new.
I
do
like
that.
D
B
B
B
Kind
of
come
up
when
we
were
talking
when
we
were
doing
the
dei
audit
was
just
in
terms
of
like
responsiveness
like
issue,
responsiveness
and
pr
responsiveness,
just
in
the
sense
of
trying
to
understand
how,
like
the
scenario
where
sean
sean
issues
a
pr
and
sean
is
a
say,
a
core
maintainer
of
the
project
and
there's
a
lot
of
responsiveness
to
his
pr
and
elizabeth.
You
also
submit
a
pr
but
you're.
D
C
B
B
Any
other
comments
on
on
metrics
models
that
may,
because
I
do
think
the
working
groups
are
going
to
start
working
on
these
models
a
little
bit
more.
I
don't
think
the
metrics
model
working
group
will
necessarily
build
all
metrics
models.
No,
I,
but
I
do
think
they're
going
to
provide
a
useful
example.
B
My
guess
is
the
working
the
metrics
model
working
group
will
provide
like
exemplars
they'll
kind
of
manage
the
process,
perhaps
by
which
new
new
working
groups
or
how
the
process
by
which
working
groups
can
contribute
new
metrics
models,
kind
of
managing
the
template.
You
know
what
I
mean
the
whole
release
process.
That's
kind
of
what
I
see
the
metrics
model
working
group,
ultimately
doing
all
right
cool
all
right.
So
then,
maybe
the
the
last
thing
for
today
is
is
do
as
we
move
forward.
This
is
kind
of
thinking
about
the
next
six
months.
B
B
D
It's
almost
like,
we
have
to
have
a
sprint
to
clean
up
our
technical
debt
like
if
it
was
software
development.
You
know
you
would
go
back
and
look
at
some
of
the
old
code
and
revisit
it.
So
I'm
personally
a
fan
of
knocking
it
out
before
we
add
more
complexity.
Okay,
that's
just
my
personal
feeling
is.
I
would
rather
clean
up
what
we
have
already
done
before
we
keep
piling
on
to
ourselves.
D
E
Yeah,
it
was
kind
of
the
opposite,
no
problem.
I
think
it
to
me.
It
made
sense
to
kind
of
like
you're
saying,
like
you're,
never
going
to
have
it
like
exactly
where
you
want
it
and
then,
by
the
time
you
get
it
there,
you're
gonna
have
to
do
it
all
over
again.
So
I
kind
of
thought
it
makes
sense
to
take
one
at
a
time
in
a
meeting
and
then
see
if
there's
a
new
one
that
gets
brought
up
at
a
meeting
and
kind
of
work
in
parallel.
But
I
don't.
D
B
So
how
about
maybe
I'll
I'll
propose
this?
Why
don't
we?
B
We
do
have
the
the
effort
of
of
being
asked
to
to
take
a
look
at
our
prior
metrics,
and
who
knows,
we
may
look
at
them
we
may
in
eighty
percent.
My
guess
is
that
eighty
percent
of
them
are
going
to
be
like
that's
really
a
nice
metric.
Still
it
the
point
comes
across.
We
have
some
small,
like
editorial
things
to
take
care
of,
like
just
a
sentence
might
be
bad
here
or
there.
I,
I
don't
suspect
many
if
any
are
fundamentally
broken
would
be
my
guess.
B
I
don't
know
what
people's
in
any
in
any
working
group.
So
why
don't
we
start
next
week
by
taking
a
look
at
and
honestly
we
could.
We
can
set
some
of
these
out
documentation.
This
is
done
right,
isn't
it
released
all
these
yellows
are
now
released.
B
A
lot
of
them
that
I've
been
in,
we
have
okay,
common
has
been
doing
it,
value's
been
doing
it.
Okay,.
C
B
So
maybe
I'll
suggest
that
we
just
simply
start
next
week
with
oh
yeah,
this
okay,
this
is
no
longer
released.
You
know
what
I
mean.
B
Yeah
right,
we
just
archive
them
and
we
still
have
all
the
documentation
if
it
comes
up
later.
Okay,
I
like
that
yeah
as
opposed
to
just
deleting
them
that
seems
so
permanent,
so
maybe
I'll
propose
we
just
kind
of
start
with
row
17
next
week
we
could
take
a
look
at
diversity:
access
tickets.
You
can
just
see
how
that
that
goes
I'll
just
say
not
deleting
things
is
how
you
become
a
digital
pack
rat.
B
B
Okay
and
yeah
it'd
be
great.
I
mean
honestly
if
we
could
just
spend
five
or
ten
minutes
on
that
metric
and
just
kind
of
read
through
it
and
see
how
it
goes.
That
would
be
wonderful
all
right.
This
is
really
good.
I
I
think
there
were
a
few
things
that
I
I
think
would
want
to
talk
about
and
we
made
a
ton
of
progress
through
here.
So
that's
great
elizabeth
and
perry
and
sean.
Do
you
know
how
you
might
want
to
coordinate
that
work.
B
Okay,
just
send
the
message
in
slack,
okay,
great
and
then
maybe
elizabeth,
you
and
I
can
just
do
the
same
thing
with
kevin.
I
want
stuff
yep
and
you
and
I
can
build
the
format.
Okay,
cool,
all
right,
all
right
everybody.
I
really
appreciate
it
as
always.
Some
really
good
thoughts
kind
of
moving
through
here
that
we
can
kind
of
work
around
for
the
next
six
months,
absolutely
take
care
everybody
all
right.
Thank
you.
Everybody.