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From YouTube: Panel Discussion: Metrics that Matter: How to Forge More Diverse, Inclusive Communities
Description
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Panel Discussion: Metrics that Matter: How to Forge More Diverse, Inclusive Communities
While it is well-recognized that diversity and inclusion are key to healthy open source communities, numbers lag and the ability to foster inclusive environments remains challenging. The CHAOSS Project’s Diversity & Inclusion Workgroup is focused on establishing a set of peer-validated, research-informed standards and best practices to measure, and in turn, increase, diversity and inclusion across open source communities. Join us for an interactive session to learn about our work to date and the progress we’ve made in areas such as creating a set of community-curated metrics to track diversity. Hear how projects like Kubernetes handle community recognition, mentorship and inclusive leadership. Just as important, help us shape our work. Let’s work together to make our collective cloud native communities more welcoming, broader, and heterogeneous.
https://sched.co/MPZe
A
Are
we
good?
Are
we
live?
Oh
wow,
okay,
hey
everybody!
Welcome
thanks!
So
much
for
joining
us
today.
I
really
feel
like
I'm
on
a
panel
among
friends.
So
we
have
a
few
surprise
guests
with
us
today
again
thanks
for
joining
us
for
metrics
that
matter
how
to
forge
more
and
more
diverse
and
inclusive
communities.
A
My
name
is
Nicole
Houston
I
work
at
Intel,
I'm,
a
community
and
developer
advocate
and
I
work
with
Danielle
and
Dawn
on
the
chaos
project
and
I
also
work
in
advocacy
for
kubernetes
I'm
I'd,
like
for
the
panelists
to
introduce
themselves
we'll
talk
a
little
bit
about
the
chaos
project
and
I,
didn't
really
dive
into
diversity
and
inclusion,
and
some
of
the
great
things
that
are
happening
in
the
career
demos
community.
So
with
that
Daniel,
hello,.
B
Everyone,
thank
you
very
much
for
coming.
My
name
is
Daniel
ascared
I
am
one
of
the
cofounders
of
Victoria
we've
been
running
for
the
last
seven
years.
Approximately
we
do
software
development
analytics
for
open
source
and
inner
source
projects,
and
they
had
the
opportunity.
It
was
a
great
pleasure
to
work
with
Nicole
producing
the
OpenStack
kind
of
report
for
the
last
couple
of
years.
Approximately
so.
D
C
E
We
go
all
right,
hi
everyone,
my
name
is
jonas
Crossland
I'm,
an
open
source
community
manager
over
at
VMware
I
was
the
lead
for
contributor
summit
here
in
Barcelona
this
year,
working
with
wonderful
volunteers,
I
see
some
contributors
summit
shirts
over
here,
working
with
incredible
volunteers
for
a
couple
of
months
to
pull
all
that
together.
It's
been
fantastic,
I'm,
also
part
of
the
contributor
experienced
sick.
A
B
Definitely
so
well
chaos.
Chaos
is
the
acronym
for
community
health
analytics
for
open
source
project
for
open
source
software.
This
all
started
in
2017
when
this
is
dispersed
analysis
by
the
Linux
Foundation
in
in
LA
and
well.
Basically,
there
were
there
were.
There
were
compiled
a
bunch
of
companies
and
open
source
foundations
that
were
interested
in
metrics
and
understanding
what
health
means
from
a
community
perspective
for
a
software
development
perspective.
B
So
among
others
it
was
a
Wikimedia
Foundation,
Mozilla
Foundation
right
had
material.
We
were.
We
were
there
as
well
and
well
some
other
people
interested
in
this.
So
then
it
happens
that
while
we
are
started
to
discuss,
there
is
kind
of
had
two
main
committees:
metrics
committee,
defining
kind
of
technology
from
a
techno
technological
agnostic,
part
of
view
matrix,
and
then
we
have
the
software
committee
that
are
kind
of
implementing
and
defining
while
implementing
metrics
right
and
then,
after
a
while,
we
started
to
have
some
discussions
around
well.
B
How
we
can
have
some
place
store
this
OpenStack
agenda
report,
because
we
were
producing
a
specific
analytics
for
gender
diversity
in
in
the
OpenStack
foundation,
and
we
thought
that
it
was
kind
of
a
really
interesting
place
to
have
this.
So
we
started
conversations
and
well,
we
kind
of
found
it.
Let's
say
this
working
group,
so
we
are
now
in
Kiev.
Working
man's
working
group,
for
instance,
zone
is
now
part
of
another
working
group,
which
is
a
common
matrix.
Working
group
is
cashing
out
around
other
things.
B
We
have
another
working
group
related
to
risk
analysis
for
value
and
what
there
are
some
or
some
others.
So
if
you
are
interested
in
this
casino
around
all
of
these
topics,
we
have
weekly
meetings
you're
more
than
welcome
to
join
and
then
after
a
while.
So
we
have
some
other
people's.
We
have
M
Irene
from
the
Mozilla
Foundation
we
open
to
discussion,
so
don't
Porter
came
as
well,
okay
or
well.
So
we
are.
We
are
a
community
and
we
are
I
would
take
doing
great
things.
This
is
chaos,
one.
A
B
With
that
respect,
so
we
are
you
seen
a
goal,
question
metric
approach.
In
some
more
cases,
this
is
named
as
okay,
Oh,
objective
and
key
results.
Basically,
what
we
have
we
are
defining
a
set
of
focus
areas,
goals
that
we
are
trying
to
achieve
and
then
based
on
these
goals,
we
are
defining
a
set
of
questions
that
are
important
for
all
of
us
for
all
the
people
involved,
and
then
we
are
defining
a
set
of
metrics.
B
A
C
So,
within
the
diversity
and
inclusion
working
group,
we
do
have
seven
what
we
call
focus
areas
and
for
me,
I,
think.
The
seven
focus
areas
really
help
us
make
sure
that
we're
really
focused
not
just
on
diversity
but
also
inclusion
and
making
sure
that
we're
that
we
have
metrics
that
that
look
at
not
just
how
diverse
think
the
community
is
the.
How
inclusive
are
we?
How
good
are
we
at
bringing
in
new
people,
and
so
we
have?
C
We
have
seven
of
those,
those
are
event:
diversity,
contributor,
community
diversity,
communication,
inclusivity,
recognition
of
good
work,
leadership,
governance,
and
then
we
have
one
called
project
and
community,
which
is
kind
of
the
channels
that
we
use
for
for
communication
and
I
think
this
is
I.
Think
the
all
seven
of
these
are
really
important.
I
mean
if
you
take
event
diversity
as
one
example
looking
at
each.
So
each
of
these
focus
areas
has
multiple
metrics
defined
within
it,
and
so,
if
you
look
at
event,
diversity
is.
Are
your
speakers
diverse?
C
C
How
do
we
help
people
look
at
across
all
of
the
things
that
they're
doing
within
their
open-source
project
and
their
community
to
make
sure
that
you
know
everything
is
diverse,
so
something
you
know,
thinking
about
like
communication
inclusivity
or
all
of
your
meetings
held.
You
know
in
a
vocal
format.
Do
you
have
transcription?
Do
you
have
other
ways
for
people
to
communicate?
C
If,
if
that's
you
know,
for
whatever
reason,
not
they're,
not
their
style
or
not
the
best
communication
mechanism
for
them,
so
we
have
it
broken
down
into
a
bunch
of
different
areas,
and
that's
all
in
the
in
the
repo,
so
I
would
encourage
you
to
take
a
look
because
it
does.
It
does
help
you
sort
of
frame
the
discussions
around.
What
are
how
do
we
measure
it
and
what
are
the
ways
that
we
can
make
our
community
more
inclusive?
Thank.
A
D
A
little
bit
about
I'm,
assuming
you're,
referring
to
my
background
as
a
software
engineer.
So
a
few
years
ago,
I
hadn't
really
ever
touched.
Any
kind
of
programming.
I
was
I'm
a
classical
musician.
I
am
a
professional
concert.
Pianist
I
do
I,
did
I
do
what
is
called
collaborative
piano,
which
is
where
I
work
with
other
musicians
and
accompany
them
at
the
piano
for
competitions
and
concerts
and
events,
and
as
well
as
dancers.
D
Actually
so,
I
made
the
change
into
the
software
industry
or
I
had
some
life,
things
happen
and
I
live
in
Seattle
and
a
lot
of
my
friends
are
software
developers,
and
so
I
looked
at
it
and
I
thought.
You
know
that
actually
sounds
interesting
like
it
would
never
get
boring
and
it
actually
comes
with
job
security
and
benefits
so
yeah.
D
Those
are
some
real
decisions
right
anyway,
I
got
lucky
enough
to
get
accepted
into
a
developers
Academy,
which
is
a
year-long
boot
camp
in
Seattle,
and
it
actually
the
way
it's
actually
a
really
great
program
and
is
differentiates
itself
from
a
lot
of
other
boot
camps
in
that
it
doesn't
charge
tuition.
It
is
entirely
sponsored
by
sponsor
companies
who
write
your
tuition
check.
D
It's.
They
have
a
pretty
low
acceptance
rate.
It's
it's
an
average
about
ten
people,
ten
percent
per
class,
ten
percent
acceptance
rate
and
the
best
part.
There
is
a
built-in
internship.
So
five
months
of
this
program,
you
spend
being
working
in
an
inning
in
the
industry
being
on
a
team
at
a
company
building
connections.
D
Getting
experience
and
the
way
that
I
got
into
the
kubernetes
community
was
that
my
internship
assignment,
just
so
happened
to
be
on
the
cloud
native
computing
team
at
Samsung
in
Seattle
and
I
showed
up
there
on
day
one
and
they
said
forget
everything
you
learned
about
full
stack
web
development
welcome
to
kubernetes
and
it
worked
out
great.
It
was
a
small
team.
I
learned
a
lot
and
eventually
I
got
started
contributing
because
so
what
happened
was
one
of
my
co-workers
said:
hey
you're,
going
to
cube
con.
D
You
should
see
you
should
try
contributing,
at
least
once
to
one
of
the
kubernetes
things
said:
I
I'm
really
intimidated,
and
he
said.
Oh
no,
no
just
like
to
find
like
a
find
a
spelling
error
and
submit
a
pull
request
and
I
said
okay,
and
it
was
really
hard.
I
found
a
spelling
error.
I
think
it
was
a
grammar
error
in
some
file
in
kubernetes,
slash
community
and
the
first
thing
that
happened
was
like.
Oh,
you
didn't
sign
the
CLA
it's
in
work.
D
They
were
a
bunch
of
hoops,
I
had
to
jump
through
and
it
was
horrible
and
there
was
one
time
on
Friday
at
4
p.m.
where
I
was
just
waiting
for
the
elevator
bitching
about
how
awful
it
was,
and
my
coworker
said.
So.
What
are
you
gonna
do
about
it?
So
I
opened
an
issue.
You
can
all
find
my
very
first
issue
and
the
kubernetes
community
repo.
It
is
rude,
it
is
impatient
and
it
clearly
shows
that
I
don't
understand
how
open-source
works
and
people
said.
Hey
welcome
to
open
source.
Do
you
want
to
fix
it?
D
A
D
If
you
can't
finish
something
let
people
know
so,
someone
else
can
pick
up
the
work,
and
that
is
where
and
it's
a
huge
project,
so
core
maintainer
x'
get
over
a
hundred
emails
a
day
a
day
because
they
just
sit
there
and
have
to
approve
things
there
and
should
see
all
the
repos
and
that
becomes
quickly
really
really
difficult
and
doesn't
scale
well.
So
that
is
one
of
the
challenges
we
have.
How
do
we
continue
to
support
people
at
all
levels
of
contributor
ship
yeah?
D
A
You
very
much
Jonas,
so
one
of
the
things
that
we've
talked
about
that
is
very
near
and
dear
to
my
heart
is
the
recognition
of
both
code
and
non
code
contributions
and
Danielle
mentioned
the
OpenStack
diversity
research
that
we
did
earlier.
One
of
the
things
that
was
really
important
to
me
in
that
research
was
that
we
make
sure
that
both
code
and
non
code
contributions
were
encompassed
within
and
represented
within
that
research.
Can
you
talk
a
little
bit
about
the
work
that
you
do
in
the
kubernetes
community
yeah.
E
E
So
a
couple
of
weeks
passed
and
I'm
listening,
I'm
listening
and
I'm
chatting
with
a
bunch
of
a
bunch
of
wonderful
people,
and
we
start
talking
about
non-code
contributions
and
I
realized
that
there
there
are
no
guidelines
on
how
we
actually
handle
non-code
contributions
or
what
kind
of
non-code
contributions
that
we
are
looking
for.
So
we
started
a
little
sub
project
within
the
contributor
experience
SiC
to
handle
non-code
contribution
documentation.
E
It
ended
up
being
a
part
of
the
contributors
guide,
so
everyone
that
wants
to
learn
how
to
contribute
to
kubernetes
will
also
see
a
little
link
to
non
code
contributions
because
they
are
super
super
important
and
what
are
some
of
the
non
code?
Contributions
of
the
list
well,
for
instance,
project
management,
making
sure
that
the
project
actually
loads
really
well.
We
have
release
teams
marketing.
It
is
super
very
important
for
the
project
as
well,
making
sure
that
we
have
a
nice
looking
website
leaders,
summit
contributors,
summits.
E
Some
of
the
contributions
that
we
list
are
in
real-life
meetups,
hosting
meetups,
recording
YouTube
videos
and
creating
how-to
blogs.
Those
are
amazing,
non
code
contributions
that
are
super
hard
to
keep
track
of
and
have
proper
metrics
for
so
we're
trying
to
engage
and
with
people
that
are
contributing
non
code
contributions
to
the
project
and
making
sure
that
we
thank
them
for
their
contribution,
so
we
retweet
their
and
their
content,
and
things
like
that,
so
it's
super
important
that
we
recognize
those
contributions
because
they
are
critical
to
the
project.
B
It's
worth
mentioning
that
the
inkay
are
one
of
the
areas
we
are
measuring.
Astronomical
contributions
is
leadership
and
governance,
which
is
part
of
the
port
of
the
all
conditions
you
can
see.
In
this
case,
analysis
we
were
doing
were
so
focused
on
OpenStack,
so
we
went
for
the
ambassador's
Technical
Committee
the
board
loved
this,
which
is
not
completely
contributions
and
yeah
yeah.
A
E
Want
to
share
one
I
had
a
great
conversation
with
a
new
contributor
after
in
contributor
summit,
who
has
a
doctorate
in
linguistics
and
he
wanted
to
make
sure
that
our
documentation
is
up
to
par
and
he's.
He
speaks
English.
He
does
not
speak
Hungarian,
but
even
English
documentation
can
somewhat
be
a
little
confusing
if
you're,
not
a
native
speaker.
So
if
you're,
not
a
native
speaker
of
the
English
language,
it
might
be
a
little
hard
to
follow
some
of
the
documentation.
E
So
he
took
it
onto
it
on
himself
to
kind
of
dive
into
the
documentation
and
see
if
he
can
correct
some
of
the
grammar
and
making
sure
that
everything
looks
good
from
a
linguistic
point
of
view,
and
that's
a
very,
very
specific
skill
that
not
a
lot
of
people
have-
and
it's
super
worthwhile
to
have
it
because
then
based
on
the
English
documentation,
you
might
then
have
translated
documentation
into
Chinese,
Korean,
Spanish
French,
and
it's
super
important
that
we
have
correct
documentation
like
them.
We
then
can
span
out.
D
Yeah
idioms
are
actually
really
hard.
I
stumbled
over
that
and
some
of
the
docs
where,
when
I,
when
I
review
something
for
the
contributor
guide,
sometimes
people
say
things
like
this
will
get
you
most
of
the
way
there
and
it's
kind
of
that.
That's
that's
a
bad
example.
Maybe,
but
things
like
that,
when
they
use
common
idioms
or
English,
they
don't
they
don't
and
slate
well,
and
it
makes
it
less
accessible
for
sure
yeah.
C
One
of
the
things
I
really
like
about
the
the
kubernetes
community,
so
I'm
also
part
of
the
contributor
experience
sake,
but
there's
a
ton
of
mentorship
that
goes
on
within
the
kubernetes
community.
Their
regular
meet
our
contributors
meetings.
There
are
regular
office
hours,
there's
a
whole
program
around
becoming
a
release
shadow
so
that
you
could
eventually
possibly
become
a
release
lead.
So
you
basically
shadow
a
release
manager
and
you
can
kind
of
try
it
out
see
if
it's
for
you
before
you
take
on
any
real
responsibilities
and
so
I
think
I.
A
You
know
I
would
really
be
remiss
not
to
mention
what
I
said
yesterday,
which
is
I
started
on
my
open-source
journey
in
OpenStack,
which
is
why
the
diversity
research
started
there,
because
there
were
a
lot
of
good
things
that
were
happening
within
that
community,
that
another
colleague
of
ours
and
and
I
wanted
to
bring
over
into
the
Linux
community
and
then
I
started
to
to
dive
into
the
kubernetes
community.
And
really
my
first
stop
was
hey
Jonas.
What
do
you
think
I
have?
A
What
do
you
think
I
should
dive
in
and
it
was
actually
last
summer
in
Portland
at
the
community
leadership
summit
and
I.
Remember
you
and
Harris
Pittman
and
I,
and
a
few
others
I'm
actually
going
to
a
Starbucks
across
the
street,
and
he
recommended
that
I
am
dial
in
to
the
contributor
experience
sig,
and
it
was
one
of
the
most
welcoming
I
thought.
Openstack.
F
A
D
A
So
I
remember
not
saying
much
initially
and
I
was
like
oh
gosh.
Is
this
gonna
be
okay
I'm,
not
really
saying
much
I
have
the
virtue
of
well.
My
fiance
is
is
an
open
source,
so
I
would
kind
of
talk
to
him
behind
the
scenes
right
and
say,
I'm
really
not
saying
much
on
these
cause.
This
is
okay
and
you'd,
say
it's
okay
to
just
sit
back
and
just
listen
to
the
conversations.
Listen
to
what's
happening,
listen
to
the
tone!
A
Listen
to
what's
going
on,
and
you
know
then,
once
you
get
a
sense
of
things,
then
step
forward
where
you
think
you
can
provide
value
I'm
in
advocacy.
I
was
a
journalism
undergrad
right,
so
the
marketing
masters
and
so
I.
So
my
expertise
is
really
more
in
that
thing.
So,
I,
you
know,
contribute
in
those
ways
I'm
you
were
and
actually
when
you
were
one
of
the
ones
that
was
like
wow,
she
would
like.
Really
nice,
no
and
so
in
addition
to
having
already
known
Jonas,
which
was
a
bonus
right,
I
mean
that
was
wonderful.
A
G
A
Know
do
you
remember
that
and
I,
but
I
didn't
feel
pressured
there.
There
wasn't
any
pressure,
I
guess
right,
and
so
that
was
part
of
it
was
I,
could
kind
of
go
at
my
own
pace
and
I
felt
comfortable
to
do
that
and
so
okay
now
I
have
a
sense
of
who
the
different
folks
are
and
what
you
know
and
and
then
I
felt
comfortable
to
speak
right
to
speak
up
and
lean
in
or
whatever
whatever
word
you
want
to
use
there
and
but
yeah
it
felt
comfortable
to
actually
introduce
myself
and
actually
parents.
A
D
Nebulous
yeah,
I
think
I
think
it
kind
of
touches
on
one
of
the
main
points
with
like
diversity
and
inclusion,
where
we
can
all
try
to
have
those
tracks
and
like
be
separate
and
be
diverse
somewhere
at
a
conference.
But
it's
that's
just
that's
like
just
one
side
of
the
coin
and
in
a
way,
it's
unfair
to
put
the
pressure
on
the
people
who
are
trying
to
break
in
it's
actually
on
everybody
to
make
sure
that
everyone
has
a
place.
A
A
So
I
there
was
an
inner
source
meet
up
earlier
this
week
as
well,
and-
and
there
are
things
that
are
in
common
with
I,
think
the
kubernetes
community
and
the
contributor
experience
sig
that
I
talked
about
in
that
meet
up
during
the
presentation
which
is
there's
a
high
level
of
this
is
going
to
sound,
but
there's
a
high
level
of
psychological
safety
and
a
high
level
of
trust.
A
high
level
of
I
have
your
back,
which
is
by
the
way,
one
of
the
reasons
that
I
participate
in
the
chaos
project.
A
F
F
B
Terms
of
metrics,
one
of
analysis
we
were
doing
was
focused
on
outreach
II.
However,
Qi
was
working
in
terms
of
attracting
and
retaining
developers,
so
we
were
comparing
these
well
we're,
comparing
40
people
against
7,000,
which
is
not
comparable
at
all,
but
it
happened
at
an
at
the
panel
stack
condition.
They
kind
of
the
average
was
around
10
11
months
of
contributions.
At
least
we
were
covering
called
reviews,
emails
and
commit
activity.
B
These
kind
of
things,
while
we
not
receive,
we
discovered
that
the
numbers
were
a
bit
higher,
so
we
were
I,
know
being
retain
or
contributing
for
a
bit
longer
time
like
1415
months,
which
well,
this
doesn't
mean
necessarily
anything,
but
these
are
some
numbers
that
we
can
start
working
on
and
then
I
remember.
We
I
present
some
other
numbers
about
the
Linux
kernel
in
abscond
Berlin's
a
couple
of
three
four
years
ago
there
were
some
numbers
about
how
rich
he
was
impacting.
Somehow,
in
the
number
of
contributions
we
were,
we
saw
some
pics
activity.
B
So
it's
this
concept
of
mentorship.
How
to
help
people
and
I
think
people
have
this
feeling
of
being
part
of
something.
As
you
said,
being
part
of
a
community
of
a
team,
and
this
helps
to
be
retained
from
their
time,
of
course,
we
need
to
the
analysis
we
were
doing
was
mostly
focus
on
numbers
or
positive
approach.
We
are
now
we
need
to
do
a
more
qualitative
approach
to
go
to
the
people
and
directly
ask
what
you
say
what
what
it
means
for
you
right,
yeah.
C
And
I
think
that's
one
of
the
things
that's
interesting.
If
you
look
through
some
of
the
metrics
that
we've
defined
across
the
focus
areas
for
working
groups
for
the
diversity
inclusion
working
group
if
there
are
tons
of
qualitative
metrics
in
addition
to
the
quantitative
ones.
So
not
just
counting,
you
know
the
number
of
number
of
people
or
counting
diversity
in
some
way,
but
asking
people
you
know
did
you
feel
included
on
a
scale
of
whatever
and
so
we're
trying
to
to
also
encourage
people
to
do
a
few
more
things,
they're
a
little
more
qualitative.
D
One
of
the
things
that
we
are
planning
on
doing
for
the
new
contributor
workshop
is
to
check
in
with
people
who
did
the
workshop
in
the
past
and
see
like
send
out
a
questionnaire
and
ask
them,
but
also
kind
of
look
at
their
contributions
across
the
repository
is
in
the
communities
community
and
see
you
know
who
had
a
successful
on-ramp
and
is
on
their
way
to
becoming
a
maintainer.
Because
that's
that's
the
end
goal.
D
G
G
E
They're
leaving
yeah
yeah
I
think
that's
always
hard
together
because
they
might
leave
and
not
talk
to
us
I
think.
That's
that's,
of
course,
something
that
happens
and
within
the
kubernetes
community.
People
are
fairly
vocal
and
we
give
them
space
to
be
vocal.
Of
course
there
are.
There
are
conversations
and
discussions,
and
things
like
that
that
we
can
that
we
can
see,
but
if,
if
the
discussions
that
lead
to
them,
leaving
the
community
or
had
behind
other
closed
doors
or
saying
something
that
we
can't
see
them,
it's
very
hard
for
us
to
track
it.
D
One
of
the
ways
in
which
you
can
very
explicitly
leave
is
if
you
are
a
reviewer
or
a
maintainer
in
the
repository
we
have
owners
files.
That
is
how
our
automation
and
review
process
manages
large
community
at
scale
and
we
are
moving
directly
towards.
If
you
don't
want
to
be
a
maintainer
or
a
reviewer
anymore,
you
have
to
recall
it
PRA
out,
so
you
submit
a
pull
request
and
that
says:
remove
so-and-so
from
owners
file,
because
somebody
says
you
know:
I'm
leaving
the
industry.
I
am
changing
jobs,
I'm,
not
working
on
closed
source
I.
D
D
E
The
this
also
makes
it
clearer
for
us,
so
we
don't
have
people
that
are
listed
as
being
in
charge
when
they're
not
in
charge
anymore
or
shouldn't
be
in
charge
anymore.
So,
just
as
an
example,
we
have
a
friend
of
ours
in
the
contributor
experience
he
said,
I
don't
have
time
to
manage
events
anymore,
I'm,
focusing
on
other
things
this
year.
So
we
said,
remove
me
from
the
events
owners,
simple
perfect.
E
Then
we
know,
then
we
won't
ping,
you
and
we
won't
be
angry
because
you're
not
answering
so
it
helps
by
being
very
clear
and
having
that
clear
communication
and
the
the
owners
file
says.
Of
course,
part
of
the
kubernetes
automation
and
one
of
the
values
for
the
kubernetes
project
is
automation
over
process,
so
making
sure
that
we
have
those
clear
responsibilities.
H
If
you
don't
see
yourself
represented
within
the
people
who
are
asking
you
these
questions,
then
there's
a
very
huge
likelihood
that
you're
not
going
to
feel
safe
and
you're
not
going
to
feel
comfortable.
Answering
these
questions
so
I
want
to
know
what
you're
doing
to
make
sure
you
you're
proactively.
You
know
trying
to
make
your
your
space
diverse
beyond
gender.
D
H
D
Sat
down
on
this
panel
and
I
around
and
I'm
just
gonna
say
it
outright.
This
panel
is
super
white
y'all,
that's
not
okay,
and
on
the
other
hand,
if
this
for
me
it's
always
a
struggle
between
do
I,
ask
the
people
who
are
underrepresented
to
do
more
work
or
do
I
try
to
figure
out
what
they
need,
so
that
I
can
do
that
work
for
them.
So
a
couple
of
the
things
we
do
are
generally
Jonas
already
mentioned,
translating
the
docs
into
other
languages
that
actually
does
really
really
help
with
accessibility
for
the
project.
D
When
we
have
meetings,
we
ask
that
everyone
put
down
their
attendance
in
a
Google
Doc,
and
then
we
ask
a
new
person
to
introduce
themselves
if
they
want
to,
and
it
is
okay,
if
you
don't
want
to
do
that,
we
try
to
encourage
peer
mentoring,
like
short
mentoring,
one-on-one,
and
try
to
be
really
really
available
when
somebody
needs
assistance
and
I.
Try
I
personally
try
to
like
reach
out
more
because
sometimes
it's
hard
for
people
to
speak
up.
I
have
no
trouble.
Speaking
up
but
I
know.
That's
not
the
story
for
everybody.