►
From YouTube: Birds of a Feather: LGBTQIAP+ - The Final Minority Challange - Rob de Canha-Knight, SUSE
Description
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Birds of a Feather: LGBTQIAP+ - The Final Minority Challange - Rob de Canha-Knight, SUSE
The technology and open source community has made great efforts over the past few years to try and improve the ease of access to the field to minority communities. There has been some success in enabling Female and BAME groups into Tech related employment fields. However, there remains one subsection of the technology community that is still significantly underrepresented. The LGBTIQIA community is still significantly underrepresented in tech with some estimates placing this community at 3-4% of employees. This birds of a feather session will discuss the issues that lead to this underrepresentation as well as strategies companies and OSS communities can use to ensure they get the best employees and contributors regardless of any minority group that these employees or contributors belong to as after all; companies communities with a more diverse workforce are better enabled for success
To learn more: https://sched.co/GrTT
A
A
So
Roger
and
I
wanted
to
submit
a
session
and
to
see
if
we
can
kind
of
discuss
some
of
those
those
issues
with
the
the
people
in
this
room,
and
so
we
came
up
with
just
you
know:
free
kind
of
a
introductory
questions
so
to
speak,
or
you
know
some
kind
of
questions
to
guide
us.
You
know
but
I
I'm
I'm,
a
white
sis.
You
know
gay
man
I'm,
not
you
know,
representative
of
this
community
in
its
entirety
at
all,
and
you
know
I'm
not
want
to
go.
A
You
know
preach
about
some
of
the
issues
that
are
that
affect
us
which
wider
vary.
So
we
really
wanted
to
hand
the
floor
over
to
know
all
of
you
not
really
that
over
that
have
turned
up
today,
so
I'm,
going
to
run
around
with
the
mic
yeah
and
yeah
we've
got
Roger
here
is
standby.
If,
if
we've
got
a,
you
know
a
shy
audience
with
given
the
topic,
I
is
they're,
probably
quite
doubtful
but
yeah.
B
A
E
E
One
of
the
things
I
wonder,
is
in
a
open
source
community
in
order
to
get
better
metrics
in
doing
profiles
of
contributors,
opening
it
up
to
self-identification
and
also
for
gender
fluidity
and
gender
non-conforming
in
order
to
actually
figure
out
what.
How
is
our
community
represented,
I'd
love
to
just
kind
of
put
that
out
there.
It
seems
to
be
quite
effective,
at
least
in
corporations.
E
A
G
A
I
We've
had
a
lot
of
people
who
are
in
this
community
contribute
to
our
platform.
For
example,
we
implemented
a
whole
custom
gender
system
and
that-
and
it
was
all
led
by
employees,
because,
honestly,
we
weren't
getting
help
from
management
when
it
came
to
doing
that
kind
of
stuff.
We
had
to
do
it
ourselves.
J
Just
recently
with
the
Cates
used
to
be,
was
it
Cates
women
channel
in
kubernetes,
I?
Guess
it's
more
of
an
example
of
unconscious
bias.
We
kept
saying
informally
to
people
oh
yeah,
but
you're
all
welcome,
but
we
couldn't
even
bother
to
change
the
name
to
explicitly
welcome
people,
so
we
changed
it
to
Kate's
gender
minorities.
I
think
and
the
same
thing
happened
for
the
empower
event
where
people
were
implicitly
or
secretly
welcome
to
come.
J
But
then
again
you
had
to
ask
and
know
and
feel
like
you
shouldn't,
have
to
ask
if
you're
welcome,
you
should
just
be
made.
Welcome
so
I
hope,
that's
something
we
can
keep
changing
and
making
it
more
raised
up
to
people
who
are
organizing
all
these
events.
So
it's
not
simply
just
women
I,
don't
know
if
anyone
else
has
run
into
this,
but
I
like
the
change.
We're
seeing,
but
I
want
more
I
kind.
G
B
No
no
I'm
talking
about
the
session
yesterday
on
growing
diversity,
and
that
was
for
women.
Talking
about
the
challenges
of
women
and
specifically
the
subject
of,
but
you
know,
I
may
not
be
the
main
breadwinner
and
I
may
have
kids
to
deal
with
and
so
on.
So
it
was
on
the
way
out.
I
said
this
is
really
enlightening,
but
really
scary,
heteronormative
as
well
to
one
of
the
families.
E
So
two
points
to
yours.
One
thing
that
we've
noticed
in
order
to
be
more
inclusive
is
not
just
to
every
single
minority
and
demographic
minority,
but
also
adding
the
and
allies
to
every
single
piece
and
we've
actually
I've
seen
this
nonprofit
organizations
who
have
emitted
that
and
being
exclusive,
as
opposed
to
being
inclusive
and
I,
know
that
it
sounds
like
a
continuing
HR
pitch,
where
you
need
to
make
sure
that
everybody
is
inclusive.
But
the
problem
is
is,
is
that
we
do
need
straight
allies.
E
We
do
need
cisgender
point
men
to
be
a
part
of
the
conversation,
because
they
are
the
ones
that
sometimes
they
are
higher
up
and
that
they
can
pull
us
up
with
them,
which
kind
of
sucks
that
we
kind
of
have
to
rely
on
that.
But
if
we
completely
exclude
everybody
else,
I
mean
that's
one
thing.
The
second
point
is
I've
been
trying
to
work
more
and
more
with
local
LGBT
organizations,
and
it
seems
like
the
most
common
thing
is
our
demographic,
especially
for
people
that
are
trans
people
that
are
of
color
trans
people
of
color.
E
So
I'm
trying
to
figure
out
like
ok
I'm
in
a
privileged
position
right
here
and
I,
want
to
make
sure
that
I'm
pulling
up
other
people
with
me
in
this
kind
of
case
with
kubernetes.
This
is
this
is
complicated
crap,
it's
really
in
so
I
want
to
figure
out
like
it
does
anybody
have
best
practices
in
order
to
pull
other
people
up,
because
that's
one
of
the
things
that
we
need.
F
It's
a
matter
of
actually
the
one
thing
that
this
person
had
said
was
that
I
don't
know
what
was
your
name?
Ok.
So
the
fact
that
everything
on
like
source
code
related
is
online
and
the
Internet
is
a
dangerous
place
for
minorities.
I
mean
that
in
itself
restricts
or
intimidates,
or
you
know,
is
a
blocking
factor
for
people
contributing
to
any
open
source
project.
F
So
I
suppose
I
can
call
myself
a
member
of
a
minority
population
I'm
a
maintainer
and
I'm
still
not
able
to
get
people
from
my
own
population
to
contribute,
simply
because
it's
scary,
so
what
I
have
been
trying
to
do
is
actually
go
up
to
people
in
person.
Introduce
myself
and
start
a
conversation
and
start.
F
C
K
K
So
that's
just
kind
of
a
question
in
general
is
that
are:
are
there
limits
to
people
who
are
teaching
themselves
out
of
code
are
going
to
boot?
Camps
are
people
who
are
talented
in
some
way,
but
because
of
actual,
like
legitimate
reasons,
don't
have
a
good
job.
History,
don't
have
a
lot
of
stability
and
are
those
things
limiting
people
in
getting
jobs
in
maintaining
a
presence
and
maintaining
the
ability
to
then
pull
other
people
along,
because
you
might
look
at
another
person.
Who's
got.
K
L
Why
aren't
you
in
the
coop
Kahn
Channel,
but
that's
a
huge
resource
there
there's
job
postings,
all
the
time
able
to
connect
with
other
people,
and
if
you
are
interested
I,
don't
have
any
like
responsibilities
there,
but
I
just
want
to
make
sure
it
was
out
there.
If
you
go
to
LGBTQ
technology,
there's
a
sign
up
form.
L
M
A
N
Yeah
on
that
same
topic,
so
I'm
involved
I'm
from
st.
Louis
area
and
we
have
a
regional
tech
slack
too,
as
well.
One
of
the
things
that's
really
been
kind
of
cool
has
been
you
know.
A
lot
of
we've
got
a
really
great
amount
of
diversity,
kind
of
at
the
top
for
folks
that
are
admitting
the
slack
and
so
like.
We
have
like
smaller,
safe
spaces
for
women
for
folks
that
are
in
the
community.
Lgbt
I
LGBTQIA
community,
even
within
that,
but
it's
so
hard
to
find
folks
and
channel
them
to
those
opportunities.
N
You
know:
I
I'm,
on
the
LGBTQ
tech,
slack
and
I
think
it's
a
great
opportunity,
but
there's
still
so
many
people
that
I
meet
that
that
don't
know
about
it
and
I,
don't
know
if
it's,
because
we're
not
asking
where
these
safe
spaces
are.
Has
anyone
thought
about
like
kind
of
how
to
advertise
these
things
in
a
way
that
you
know
is
getting
the
message
out,
but
then
also
not
putting
it
out
to
public
Internet,
where
you
know,
there's
a
lot
of
toxicity
and
hostility
that
we
don't
want
to
invite
into
these
spaces.
E
I
actually
can
respond
to
that.
There's
a
bunch
of
organizations
we
have
at
least
I
can
speak
here
for
Seattle
we
have
lesbians
who
tech,
which
it's
actually
lesbians,
who
tech
and
allies
Land
Pittsford,
absolutely
wonderful,
woman,
she's
based
out
in
San
Francisco,
and
then
you
have
Leeanne
Krause,
who
is
the
site
lead
in
addition
to
two
other
people,
I've
worked
with
them
for
years.
That
would
be
an
example
of
a
closed
Channel
in
being
able
to
reach
out.
E
The
other
thing
is:
is
your
local
LGBTQ
Center
for
Seattle?
That's
gay
City
over
in
Chicago
at
center
on
Halsted,
but
these
are
examples
of
kind
of
closed
ways
of
being
able
to
reach
out
I.
Do
not
I
actually
completely
agree.
I,
don't
think
that
we
should
put
it
on
an
open
channel
and
now
I
feel
remiss
that
I
was
just
thinking
about
like
let's
just
run
with
it,
but
no
that's
right.
Let's,
like
let's
pull
it
in
I,
think
that
would
be
very.
Very
good.
E
I
have
a
general
question
so,
whenever
I
think
about
LGBTQ
employees,
not
open-source
contributors,
so
those
are
two
different
problem
sets
I,
always
think
about.
Okay,
our
resourcing
candidates,
are
we
retaining
them
in
the
pipeline
because
that's
unconscious
bias?
Are
we
giving
them
the
opportunities
inside
the
company
and
then
are
we
losing
them
and
I'm
always
able
to
like
separate
it
out
for
this
group
right
here?
If
there
was
like
a
specific
problem
that
we
want
to
like
address
not
just
talked
about
in
general
terms,
that
I
could
leave
the
room
and
say
okay.
E
O
So
I
think
that
we
need
to
educate
employers
on
how
difficult
it
is
for
transgender
individuals
to
apply.
There
are
two
main
considerations.
One
is
figuring
out
what
name
under
which
to
apply
whether
it's
a
legal
name
or
our
actual
name,
and
then
the
other
one
is
having
to
explain.
You
know
like
which
of
our
references,
know,
we're
trans
and
which
ones
don't
so,
and
that's
a
very
prejudicial
work
for
candidates
and
it'd
be
nice.
If,
on
career
pages,
employers
made
it
more
clear,
you
know
that
they're
affirming
of
the
candidates.
M
One
thing
I'm
curious:
if
anyone
does
I've
been
on
the
applicant
side
of
things
recently
and
it's
been
hard
to
suss
out
like
different
companies,
attitudes
towards
trans
people
and
it's
I,
don't
know
how
to
make
that
clearer
up
front
to
say
maybe
like
make
like
LGBT
employees
available
to
applicants
to
talk
about
it
because,
like
men,
it's
upwards
of
90
percent
of
the
people
on
the
interview
panels
and
stuff
are
definitely
not
they're,
not
LGBT.
It's
like
all
straight
white
dudes.
M
H
So
I
didn't
know
if
your
question
really
had
gotten
answered
so
I
just
wanted
to
make
sure
that
that
was
there
to
your
question.
There's
at
least
two
projects
that
I
know
of
one
of
them
is
called
diversity:
higher
diversity.
U.S.
that's
trying
to
be
the
glass
door
for
various
axes
of
non
straight
white,
cisgender
male.
H
F
Yeah
I
wanted
to
answer
your
question
about
folks
who
go
through
code
school
and
what
their
job
opportunities
look
like.
From
my
experience,
it
looks
like
it's
very
hit
and
miss
it's
very
much
dependent
upon
the
hiring
managers
opinion
about
what
code
school
provides.
I've
known,
I've
worked
with
a
lot
of
folks
who
have
gone
through
scope
of
code
school
and
have
been
hired
and
I
have
had
no
issues
working
with
them
and
I've
tried
very
hard
to
you
know,
get
my
own
management
to
try
and
hire
from
code
school.
F
The
the
feeling
is
that
folks
that
do
not
go
through
the
whole
CS
program
do
not
have
the
theory
to
be
able
to
assess
their
yeah.
That
is,
that
is
generally.
The
feeling
is
that
you
cannot
learn
about.
You
know
memory
management,
and
you
know
how
bits
and
bytes
work
without
going
through
a
full
CS
program,
which
is
bullcrap.
F
Yeah
so
there's
there's
def.
There
definitely
has
to
be
that
change
in
opinion
at
the
management
level,
and
the
other
thing
I
feel
is
that
people
who
are
from
the
majority
population
often
get
the
benefit
of
the
doubt.
So
if
they
had
gone
through
code
school,
then
they
get
hired,
because
the
opinion
is
that
well,
they
learn.
C
F
B
Well,
Rob
runs
I've,
also
heard
people
say
recently.
Well,
you
know
if
people
have
done
boot
camps,
if
they
don't
much
of
a
job
history
I
want
to
look
at
what
they've
done.
I
want
to
look
at
open
source
contributions,
but
you
have
to
have
the
luxury
of
like
eating
and
having
a
roof
over
your
to.
Do
that
so
I'm
I'm
not
sure
how
we
support
that.
That's
part
of
the
argument
so.
D
The
first
question
you
need
to
ask
is
why
those
gaps
and
I
think
it's
very
important
that
that
we
stop
doing
that,
especially
on
the
first
phone
screen,
because
it's
like
people,
don't
even
have
the
opportunity.
Oh,
they
are
not
ready
to
share
why
those
gaps
and
I
think
it's
it's
a
very
common
thing
on
phony
screening.
The
first
thing
to
us
is
why
those
gaps.
Q
I
want
to
tell
everyone
here:
I'm,
really
appreciative
of
this
conversation.
I
also
want
to
touch
base
on
the
code
school
code,
boot
camp
aspect
again
I
was
I
was
I
was
in
no,
they
did.
I
was
in
the
biotech
sector
and
I
am
a
coach
boot
camp
kid
and
that's
how
I
started
my
career
in
tech.
I
was
I
kind
of
hear
like
these
concerns.
I
have
half
agree
with
them.
I
think
a
lot
of
the
way.
Whoa.
Sorry,
the
way.
Q
These
boot
camps
are
designed
right
now
is,
is
to
simply
get
people
to
be
able
to
have
a
foot
in
the
door
and
that's
sort
of
where
I
started.
I
started
as
the
developer,
and
it
was
through
a
lot
of
mentoring,
a
lot
of
allowance
from
management
for
me
to
chase
kind
of
my
interest
where
I
was
able
to
like
dive
into
a
little
bit
more
systems
level
engineering
distributed.
Q
You
know,
Systems
Theory,
into
DevOps
and
and
and
work
on
this
like
incredibly
complicated
stuff
and
and
become
a
contributor
to
to
know
really
cool
open-source
projects
and
I
think
I'm
lucky
in
that
regard.
I
certainly
have
a
lot
of
passing
privilege,
but
for
me,
I,
dare
was
a
systemic
way
to
approach
this
for
me.
Q
I
don't
have
like
the
greatest
no
idea
of
like
how
they're
purchased
systemically
again,
but
you
know
like
it's
important
for
companies
to
understand
that
no
diversity
is
it
like
has
like
a
very
tangible
business
value
and
no
encouraging
employees
to
be
able
to
know
come
through
the
front
door.
Understanding
that
know
the
context
of
their
value
proposition
is
more
than
just
what
shows
up
on
their
resume.
Q
It
is
like
the
whole
of
their
experiences
and
oftentimes
that
experience
is
non-traditional
and
getting
them
to
understand
that
and
allow
their
employees
like
have
like
some
amount
of
like
wiggle
room.
Lateral
movement
through
no
internal
mentorship
is
important
and
that's
kind
of
all.
I
have
to
say
about
that.
D
B
How
many
felt
some
discomfort
about?
How
many?
How
many
didn't
use
them?
Because
you
don't
you?
Do
you
never
do?
Okay,
yeah!
So,
on
the
bat
there
was
an
opportunity
on
the
badges
which
I
can't
point
to
mine
right
now
to
use
to
put
stickers
with
the
PERT
your
preferred,
pronouns
and
they're
out
outside.
If
your,
although
the
last
question
yeah
I,
I'm
wondering
if
so
so,
one
of
the
things
I
so
I
complimented
them,
I
love
the
fact
that
get
them.
My
other
question,
though,
was
are
we
kind
of?
B
Are
we
self
selecting
lis
out
and,
coming
from
you
know
some
some
comfort
of
privilege
to
be
able
to
put
it
out
there
I'm
wondering
if
something
I
saw
in
a
job
application,
recently
more
power
to
them,
which
is
having
it
as
a
badge
question
so
that
everybody
gets
pronounced
on
their
badges,
wouldn't
be
a
great
idea
so
that
it's
not
well.
First
of
all,
so
it's
comments
come
courtesy,
but
also
that
it's
not
hey
I'm,
something!
Hey
I'm
someone
different
I.
B
H
H
A
A
You
know,
let's
potentially
use
it
as
some
momentum
to
drive
that
for
would
say
through
the
through
the
slack
Channel
there,
and
you
know
if
you
are
in
a
position
to
write,
you
know,
I
do
encourage
you
to
to
submit
sessions
even
if
it's
something
just
as
simple
as
this,
you
know
something
which
is
pretty
much
no
prep
work
required
and
letting
you
guys
have
the
floor,
and
it's
really
important
to
have
that
discussion.
I,
think
and
raise
awareness
furthest.