►
From YouTube: Be a Superhero! Tangible Actions to Support Diverse Builders and Show Allyship in Web3 Communities
Description
Visit the https://archive.devcon.org/ to gain access to the entire library of Devcon talks with the ease of filtering, playlists, personalized suggestions, decentralized access on IPFS and more.
https://archive.devcon.org/archive/watch/6/be-a-superhero-tangible-actions-to-support-diverse-builders-and-show-allyship-in-web3-communities/index
In this session, we will discuss the need for Diversity, Inclusion, and Belonging and how it affects builder communities. We will also learn actional ways to be a better accomplice to diverse builders, colleagues, and communities. This workshop will address ways to attract, retain, and promote diverse talent as well as advocate for diverse perspectives in policy and personal spaces.
Speaker(s): Gloria Kimbwala
Track: Opportunity & Global Impact
Keywords: Developers,DEI,community
Follow us: https://twitter.com/efdevcon, https://twitter.com/ethereum
Learn more about devcon: https://www.devcon.org/
Learn more about ethereum: https://ethereum.org/
Devcon is the Ethereum conference for developers, researchers, thinkers, and makers.
Devcon 6 was held in Bogotá, Colombia on Oct 11 - 14, 2022.
Devcon is organized and presented by the Ethereum Foundation, with the support of our sponsors. To find out more, please visit https://ethereum.foundation/
A
A
Okay,
so
in
this
Workshop
I'm,
going
to
start
with
some
definitions
and
definitions
will
help
kind
of
frame
the
conversation
if
by
any
chance,
you
are
triggered
by
any
of
the
conversation
that
we're
having
today.
I
do
have
an
ally
here
that
is
trained
in
helping
you.
So
if
you
want
to
have
a
conversation
lower,
if
you
want
to
raise
your
hand,
lowie
is
available
to
you
for
resource
if
you
want
to
use
her
feel
free
to
give
her
a
talk.
A
The
first
definition
that
we
want
to
kind
of
think
about
is
what
is
called
privilege
and
privilege
is
understanding
like
a
difference
within
power
and
understanding
that
there
are
some
there's
some
ways
where
you
naturally
have
power
or
privilege
in
a
situation
where
another
group
will
be
will
not
have
power,
and
usually
the
group
that
has
the
power
is
the
privileged
group
and
the
power
of
the
group
that
does
not
have
the
power
is
called
the
oppressed
group.
These
forces
and
powers
can
be
racially
divided.
It
can
be
General
gender
divided
here
at
Devcon.
A
The
privilege
groups
are,
can
you
think
of
a
privileged
group
to
hear
at
dead
con
white
man
that
might
work
okay?
What
else
would
be
a
privileged
group
here
at
Defcon
CIS,
guys,
okay,
VCS,
okay,
rich
people?
Okay,
what
else
would
be
a
privilege,
good
passports?
That
would
be
one.
What
else
would
be
a
privilege
how
about
speaking
English?
First
language
is
a
privilege
right,
so
you
have
all
of
this.
How
about
physical
abilities
going
up
and
down
the
stairs
like?
A
There
are
a
lot
of
different
ways
if
you're
someone
who
might
be
like
neuro
atypical.
This
is
a
very
over
stimulating
place.
You
might
have
privilege
on
that
aspect.
So
there's
a
lot
of
aspects
of
privilege
that
are
in
play
all
the
time
around
us,
and
so
that's
something
that
we
might
just
want
to
be
aware
of
is
where
your
privilege
is
coming
through
after
privilege,
we
have
bias.
A
Biases
are
like
the
way
that
are
kind
of
almost
unconscious
privileges,
kind
of
show
up
per
se.
So
one
of
the
things
that
I
would
definitely
encourage
you
to
do
is
there
is
a
Harvard
implicit
bias
test
and
like
one
of
the
ways
it
shows
up
within
our
workplace
is
like
holidays
right.
So
everyone
knows
we
get
Christmas
and
New
Year's
off,
which
is
great,
but
it's
also
religious
bias,
because
it's
not
just
Christians
that
still
have
celebrations
throughout
the
year.
A
So
you
can
take
the
Harvard
implicit
bias
test
to
just
kind
of
know
where
your
biases
are
showing
up,
and
it's
important
to
know
where
your
biases
show
up,
so
that
when
you
create
policies
or
procedures
you're,
just
aware
of
where
your
biases
are
foreign,
you
try
to
like
not
if
you're
aware
of
your
biases
you're,
trying
to
not
intentionally
do
harm
and
like
being
aware
of
your
biases.
Are
those
steps?
A
A
Who
has
that
power
to
use
their
power
in
a
way
that
benefits
the
situation
and
leverages
the
Injustice
of
power
that
I
would
have
or
the
other
person
who
without
power,
has
But
A
Step
Beyond
allies
is
actually
a
called
accomplice,
and
that's
what
I
would
really
want
you
all
to
be
an
accomplice.
To
someone
who
like
says?
A
Yes,
you
do
have
a
power,
indifference
and
I'm
going
to
level
it
and
use
all
my
power
to
level
it
as
much
as
but
I'm
going
to
be
in
the
trenches
with
you
as
we
move
this
forward
and
so
there's
one
aspect
where
you're
recognizing
like
oh,
there
is
a
power
indifference
and
it's
not
really
fair
and
I
hope
that
works
out
for
you
and
then
there's
a
difference
with
hey.
There
is
a
power
indifference,
that's
not
really
fair!
A
These
are
like
generally
like
over-the-top
issues
that
we
kind
of
think
about.
One
of
the
things
is
like
30.
Racially
diverse
teams
perform
35
better
than
non-racially
diverse
teams.
So,
if
you
want
to
like
easily
have
a
better
performing
team
have
diversity
on
your
team?
That's
like
one
of
the
easiest
way
to
do
it
again:
teens
were
women,
and
men
earn
equally,
will
actually
have
40
41
higher
revenue
generated
for
the
organization.
A
So
if
your
org
wants
to
easily
have
make
more
money,
have
equally
diverse
teams
from
a
gender
perspective,
and
you
have
a
don't
have
a
gender
pay.
Gap
would
be
another
way
to
do
it,
but
the
key
reasons
that
these
are
important
to
web3
are
the
actual
like
ethos
of
web3.
So
when
you
think
of
like
decentralization,
you
think
of
identity,
you
think
of
plurality.
All
of
the
time
you
talk
about
this
from
a
technical
perspective,
but
this
is
also
like
a
human
perspective.
A
So
when
you
think
of
decentralization
like
we
always
talk
about
notes
having
all
these
nodes
decentralized,
but
if
we're
starting
to
create
like
systems
and
procedures,
you
really
want
to
have
decentralization
of
thought.
As
well,
and
so
sometimes
when
we
start
to
like
think
of
decentralization
of
thought
or
how
are
people
recentralized,
we
kind
of
centralize
as
well
here
in
your
mind,
I
want
you
to
think
of
a
like
an
event
right
and
you're,
going
to
take
five
people
to
that
event.
A
A
So,
as
you
make
a
decision,
are
you
decentralizing
itself
and
making
a
decision
that
has
a
voice
of
a
lot
of
people?
Are
you
making
an
assumption
for
people
that
are
centralized
along
one
of
those
verticals
decentralization
helps
you
have
a
lot
of
people
thinking
about
the
best
way
to
attack
a
problem
and
the
best
way
to
move
forward.
So
the
more
that
we
can
say
like
is
this
decentralized
as
far
as
we're
making
like
people
processes,
or
is
this
decentralized
from
a
web
3
perspective?
A
You
also
want
different
types
of
people,
building
different
types
of
things
from
different
types
of
perspectives,
and
that
helps
be
a
stronger
Network.
You
know
that
to
me
also
reminds
me
of
plurality
where
we
say
like
hey:
it's
not
trying
to
have
one
team
make
it
it's
not.
If
it's,
we
all
get
stronger
when
everyone
gets
stronger
and
that
ethos
applies
towards
different
types
of
peoples
as
well.
So
when
you
start
to
understand
different
web
3
ethos,
you
can
apply
them
to
technology.
A
You
can
apply
them
to
software,
but
you
can
also
apply
them
to
people's
and
people's
needs.
So,
even
if
it's
difficult
for
you
to
understand,
like
you
know,
I
won't
I,
don't
understand.
You
know
an
Asian
males
perspective,
but
I
can
fight
for
them,
because
I
believe
in
plurality
that
might
be
a
way
to
like
fight
for
the
end
Underdog
per
se.
A
So
we
think
about
this.
I
also
think
about
this
as
being
extremely
important
from
an
identity
perspective
in
what
three,
because
in
what
three
a
lot
of
us
are
known
through,
like
our
ens
domains
or
like
our
lens
protocol
domains
or
whatever
you're
using
and
our
nfts,
so
you
could
be
interacting
with
a
person's
image
in
an
ether
name
and
not
really
know
the
person
behind
it
per
se,
and
so
you
kind
of
just
have
to
be
realizing
that
that
person
might
be
going
through
a
lot
of
different
things.
A
But
you
don't
even
know
what
that
person
is
going
through,
so
the
more
that
you
can
Advocate
holistically
across
the
board
for
all
different
types
of
people,
the
better
it
can
be
and
when
you
start
to
like
minimalize
groups
or
think,
like.
Oh
there's,
not
someone
with
an
an
LGBT
background
within
our
group
that
so
we
don't
have
to
worry
about
it.
That's
might
not,
may
or
may
not
be
true,
because
you
don't
know
someone
Beyond
again
a
an
NS
nft
in
a
domain.
A
So
the
more
that
we
can
create
better
policies
for
everyone,
the
better
off
it
can
be,
or
at
least
be
accomplices
to
people
the
better
off.
We
will
be
Okay
cool,
so
here's
the
meat
and
potatoes
of
it
we're
going
to
talk
about.
How
can
you
be
a
hero?
And
for
me
a
hero?
Is
anybody
who
can
like
also
be
an
accomplice?
A
I
thought
I
would
be
like
really
cute,
so
you
can
get
like
a
little
superhero
costume
and
then
I
forgot.
This
was
around
Halloween
and
we
were
all
sold
out,
so
we're
gonna
just
be
our
own
Heroes,
and
that
would
be
fine
today.
Okay,
so
there's
this
concept
of
holding
space
and
a
holding
space
can
be
having
a
meaning
group
to
hold
space.
It
can
be
holding
an
opportunity
for
certain
groups
to
learn
together.
A
Holding
space
can
be
changing
the
panels
on
the
boards
or
holding
space
on
a
board,
or
a
panel
for
someone
that
has
is
coming
from
that
oppressed
group
and
holding
space
for
them.
But
it
can
also
be
opportunities
like
to
hold
space
for
a
cohort
to
learn
a
technology.
It
can
be
being
intentional
about,
like
your
public,
facing
things
having
specific
cohorts
for
learning,
so
instead
of
having
everybody
thinking
that
everybody
like
enters
the
room,
the
same
way
having
specific
targeted
spaces
for
marginalized
communities
to
learn
that
technology.
A
So
it's
the
steps
that
we
take
in
order
for
things
to
happen,
those
steps
mean
nothing
if
we
don't
take
them
so
having
the
code
of
conduct
or
seeing
that
there's
a
Code
of
Conduct
is
helpful,
but
you
need
to
also
be
enforcing
code
of
conducts
too
being
aware
of
micro
Trends
microaggressions.
Does
anyone
know
what
a
microaggression
is?
Would
it
be
helpful
for
me
to
explain
it?
C
C
A
So
I
think
so:
I
can
only
speak
yes,
I
think,
like
so
I,
can
think
of
some
of
the
microaggressions
that
I
get
and
I.
Think
for
someone
for
me.
I
get
like
you
speak
so
well,
which
like
seems
like
a
compliment,
but
really
when
you
flip
it
around.
It's
actually
a
microaggression
because
there's
an
assumption
that
I
wouldn't
speak.
Well.
A
You
know
that
there's
a
certain
group
of
people
that
shouldn't
speak
well,
that
vernacular
of
being
well
spoken,
only
resolves
it
or
that
even
being
well
spoken
is
like
says
something
about
someone
we're
being
not
being
well
spoken
doesn't,
and
it's
not
really
that
same
so
just
being
aware
of
the
different
power
dynamics
is
really
helpful
there,
but
yeah
there's
a
lot
of
different
microaggressions.
The
main
thing
that
if
I,
could
like
give
your
take
away
from
environmental
safety
is
when
something
is
unsafe
for
someone
a
you
believe
them
that
it's
unsafe
and
B.
A
You
speak
up,
especially
if
you're
in
the
group
that
has
the
most
power
speaking
up
is
the
most
important
thing
that
you
can
do
at
that
moment.
So,
okay,
so
another
step
for
being
a
hero
is
to
remove,
reflect
and
retain,
and
these
are
like
removing
unnecessarily
biased
language
from
job
descriptions.
It
helps.
This
is
a
big
thing
in
web
2003.
A
We
moved
based
biased
requirements
for
jobs
such
as
grade
level,
backgrounds
and
different
types
of
location.
Preferences
can
also
be
like
that
or
any
type
of
vague
requirements.
So
one
of
the
ways
that
that
had
came
up
before
was
like
we
used
to
have
a
hiring
bar
for
engineers
and
be
like.
Oh,
this
person
types
slow,
and
so
they
shouldn't
get
be
onboarded,
but
then
we
had
someone
else
that
typed
slow
and
was
onboarded,
so
we
were
like
what
is
type
slow
like
what?
What
does
that
mean
and
how?
E
A
A
I
also
think
like
building
the
right
tools
for
the
system,
I'm
like
well,
what's
the
right
tools
that
seems
very
subjective
as
well
okay,
so
this
is
a
little
bit
more
of
an
inclusive
statement,
they're
trying
to
be
a
little
bit
more
inclusive.
Is
there
any
type
of
inclusive
statement
there
that
stands
out
to
you,
yep.
G
B
This
one's,
like
your
qualities,
not
your
qualifications
and
like
even
though
the
last
one
like
those
qualifications,
are
probably
trying
to
just
be
a
signal
of
me.
Quality
is
like
oh,
you've
worked
on
lots
of
interesting
projects
and
like
intern
s
and
whatnot.
Well,
not
everybody
has
that
privilege,
but
like
they
could
still
arrive
to
the
same.
Like
excitement,
experience
and
strong
skill,
yeah.
D
E
I
also
think
that,
like
if
I
were
to
read
both
of
those
examples,
even
if
I
wasn't
as
fit
for
either
of
them,
the
brand,
like
attribution
of
like
me,
being
positively
like
aligned
to
this
brand
versus
the
other
one
I
would
lead
with
the
better,
since
I
won't
even
work
with.
You
know
this
organization
versus
the
previous
one
for
future
conference.
A
Nice
all
right,
there
was
a
mention
about
requirements
and
the
list
of
requirements
and
I
just
wanted
to
like
highlight
one
thing
when
it
comes
to
requirements
and
how
it's
perceived
by
different
types
of
gender.
Specifically
here
when
it
comes
to
men,
men
will
see
the
list
of
requirements
and
meet
30
of
them
and
apply
for
the
job,
and
women
will
see
the
list
of
requirements
and
apply
for
the
job
after
they've
met
70
of
the
requirements.
A
So
there
is
a
section
of
like
self-weeding
out
that's
happening
when
it
comes
to
requirements,
if
you're
just
listing
requirements
and
not
being
inclusive
right
from
the
get-go.
So
if
you're
thinking
about
like,
why
don't
we
have
more
women
like
in
our
org?
You
might
want
to
start
by
looking
at
like
how
are
you
relisting
what
what
you
want
to
come
into
the
org
itself.
A
A
Okay,
now
we
get
to
reflect
and
reflect
sometimes
comes
in
reporting.
It
can
come
in
roles,
it
can
become
responsibilities
and
transparency.
So
this
actually
was
a
web
three
statement
that
came
out
and
it
was
like
super
applauded,
which
is
cool
and
it's
like
Yay,
the
building,
more
inclusive
Financial
systems
and
they're,
happy
to
report
that
there's
50,
more
or
50
50
parity
at
the
location,
but
I
just
didn't
want
I
didn't
know
if
any
of
y'all
saw
any
problems
with
this
foreign.
A
Thank
you,
I
was
like
there's
no
Legend,
there's
no
like
yeah
yeah.
That
was
really
all
of
it
and
I
honestly
I'm,
like
I,
don't
think
anyone's
doing
great,
so
I'm
like
really
not
keen
to
give
anyone
a
pat
on
the
back,
but
I,
really
don't
like
people
giving
themselves
a
pad
in
the
back,
so
I
think
the
the
sense
is
like
we
can
always
go
better.
A
Also
by
saying
like
yeah,
we're
at
50
50
parody
with
women
to
men.
It
really
doesn't
show
like
racial
breakdown
within
the
women,
so
there
still
could
be
a
lot
of
power
dynamics
that
were
at
play
there
too.
So
I
had
a
lot
of
issues
with
this
one
specifically,
but
I
had
done
reporting
back
when
I
was
at
Square
back
in
the
day
and
so
I'll
share
a
little
bit
of
our
pitfalls
that
we
had
too
I'm
not
a
huge
fan
of
reporting.
A
It
also
was
really
difficult
when
we
followed
the
actual,
like
guide
on
how
to
report
your
numbers.
It
didn't
deal
with
any
type
of
inner
intersectionality.
So
if
you
were
dealing
with
like
racial
reporting
like
you
had
to
choose,
if
you're
a
mixed
person,
you
had
to
choose
one
side
like
you
had
to
choose
one
side
of
your
identity
and
I.
Just
it
wasn't
very,
truly
reflective.
A
It's
not
really
reflective
so
other
than
that
we
tried
to
do
like
dni,
okrs
or
priorities
and
try
to
look
at
that
from
a
holistic
level
of
how
can
we
kind
of
embrace
it
from
a
an
okr
level
and
what
are
going
to
be
our
priorities
for
that
year?
And
if
you
can
do
it
that
way,
you
can
keep
the
focus
on
removing
barriers,
and
that
is
like
what
you're
tied
to
okay.
Oddly
enough
I
think
this
is
the
most
important
piece
of
Dee
and
I.
A
We
always
talk
about
recruitment,
recruitment,
recruitment,
but
a
lot
of
discussions
never
talked
about
why
certain
groups
are
leaving,
and
that
is
usually
the
bigger
question.
So,
yes,
you
can
attract
as
many
different
types
of
people
to
your
org,
but
if
they're
leaving
right
away
or
not
having
a
great
time,
I
think
it's
more
important
for
you
to
figure
out
why
that
is
and
what
it
might
be
like
a
toxic
place
to
work
or
a
place
where
you
could
make
it
people
more
comfortable.
A
So
in
the
web,
three
space
I
think
like
we
do
a
great
we
do.
A
job
of
attracting
people
to
there
are
orgs
that
do
a
great
job
of
attracting
people
too,
but
it's
on
to
us
to
also
figure
out
how
we
retain
them
and
Empower
them
in
the
space
to
do
the
work
that
they
want
to
do
so.
Retention
can
be
double
checking
salary
levels.
It
can
be
a
transparency
with
salary
compensation.
It
can
be
looking
at
different
policies
and
seeing
if
their
policies
actually
Empower
different
Community
groups.
A
If
you
have
maternity
leave
and
don't
have
paternity
leave,
that
could
be
a
problem.
It
can
just
look
at
looking
at
a
lot
of
the
policies
you
have
in
place.
If
you
have
questions
about
policy,
actually
low
is
really
good.
She
was
on
our
people
team
at
get
clean,
and
she
was
really
good
at
trying
to
kind
of
go
through
a
phone
fine-tooth
comb
with
our
policies
and
seeing
if
it's
as
inclusive
as
it
could
be.
A
Okay,
so
now
that
we
got
through
the
r
and
heroes
we're
going
to
go
with,
oh
and
thinking
o
is
sinking
outside
of
the
box
a
lot
of
times
within
web3
or
within
web
2.
Even
we
talk
about
like
oh
there's,
no
x,
y
and
z,
type
of
people
in
the
org.
It's
because
we
can't
find
them
and
then
you're.
Only
looking
within
your
own
network
and
you're,
not
going
outside
of
the
box,
go
outside
the
box.
A
It's
always
fine
find
the
people
where
they
are
there's
lots
of
orgs
that
have
you
know:
women
Engineers
women
in
crypto,
women
in
stem
black
and
stem
black
and
crypto
like
through
all
these
different
orgs
out
there
that
are
different
groups
marginalized
or
are
empowered
in
and
you
can
go,
engage
with
those
groups
fund
those
groups
and
work
with
those
groups
in
order
to
not
only
again
attract
but
also
see
like
how
can
we
retain
the
ones
that
we
have
here
engaging
with
Partnerships?
There
would
be
regularly
great
I
know.
A
Mag
is
in
the
room
and
I
know
that
there
are
other
people
in
the
room
that
are
also
Leaders
with
a
different
dni
groups,
so
hearing
their
perspectives
and
engaging
in
them
in
a
way.
That's
not
like
how
can
we
just
Source
Talent,
but
also?
How
can
we
like?
How
can
we
get
the
knowledge
that
you
have
and
and
shared
with
us,
but
also?
A
How
can
we
fund
the
mission
that
you're
doing
is
also
extremely
important,
so
I
will
give
you
an
opportunity
to
put
your
money
where
your
mouth
is
and
that
is
and
get
coins
dni
rounds.
This
is
a
very
easy
way
for
you
to
fund
different
groups
that
are
in
this
dni
space
within
web.
Three
there's
two
ways
you
can
do
it
one
is
to
encourage
them
to
apply
to
be
a
grantee
in
this
space
and
then
the
other
way
is
to
fund
them
this.
A
So
if
we
can
start
to
fund
those
groups,
it's
going
to
be
much
more
impactful
in
the
space
and
finding
in
a
way,
that's
like
not
conditional
so
like
not
in
the
way
that,
like
I,
have
a
hundred
thousand
dollars
I
want
you
to
go
to
the
school
and
get
all
the
women
that
are
in
that
school
because
saying
hey,
what
do
you
need
and
how
can
I
write
the
check
to
best
amplify
your
work?
That's
the
more
important
thing!
A
You
have
to
believe
that
the
people
who
are
doing
the
work
know
the
work
that
they
need
to
do
and
the
most
biggest
barrier
that
they
have
to.
That
is
really
just
the
financial
barrier.
That's
been
placed,
usually
not
on
them.
If
you're
asking
a
group
of
like
male
VCS
and
having
them
like
wanting
to
fund
women's
work,
and
then
I
have
to
explain
to
you
why
it's
important
for
women
to
be
doing
this
stuff
and
you're
like
I,
don't
get
it!
It's
probably
not
me
explaining
it
to
you.
A
You
might
just
not
get
it
from
your
perspective.
So
it's
much
more
important
to
say:
hey
what
can
I
do
to
invest
in
y'all
to
do
the
work
and
then
appreciate
it
other
things
you
need
to
do
if
you're,
in
a
place
where
you
can
hire
a
dni
team
or
a
role,
do
that
you
probably
need
it
now
and
don't
really
even
know
it,
but
they
have
a
champion
team.
Have
a
person
dealing
with
it
right
now
with
as
much
money
that
we're
falling
around
doing
you
know
Swag
and
everything
else.
A
You
could
probably
like
fund
one
person
on
your
team
to
actually
take
this
on
and
Empower
them
to
make
the
changes
that
they
need
to
make
okay,
so
I
will
give
you
an
opportunity.
These
are
the
ones
that
I
know
that
you
can
actually
find
with,
but
I
also
know
it
is
not
an
inclusive
list.
So
if
you
know
one
that
I
should
know,
you
can
do
one
of
two
things.
You
can
a
tweet
at
me
and
say:
hey
Gloria,
you
should
know
this
group
and
then
I
will
continue
to
build
up
the
list.
A
Another
thing
is:
when
we
start
to
break
out
into
teams.
I
would
love
a
team
that
would
just
take
on
the
challenge
of
saying:
hey,
let's
create
a
doc
that
has
as
many
of
these
dni
and
web3
lists,
that
we
can
and
then
we'll
just
share
the
doc
after
the
session,
and
it
will
be
one
of
the
takeaways
from
the
session
too
so
yeah,
whatever
ones
that
you
know
like,
please
feel
free
to
amplify
them.
You
can
amplify
themselves,
so
you
can
do
it
that
way
too.
A
The
S
and
arrows
and
heroes
is
for
shout
out
it's
and
it's
for
support
the
other
way
that
you
can
shout
out
and
actually
kind
of
transits.
This
whole
power
Dynamic
is
also
to
amplify
someone
who
is
not
like
you,
who
does
your
work
doing
the
work
that
they
that
use
you,
because
a
lot
of
times
the
people
who
are
in
the
oppressed
group,
their
work
does
not
go
noticed,
so
whatever
you
can
do
to
amplify.
The
work
of
the
oppressed
group
is
absolutely
amazing,
too.
A
So
if
there
are
like
people
who
are
let's
say,
working
in
layer
ones,
let's
just
say
no
hold
on
people
who
work
yeah,
let's
just
say
the
layer
ones,
and
there
are
like
great
women
in
layer
ones
that
we
should
be
following
that
have
actual
technical
skills
or
that
people
should
know
about
it.
Let's
just
create
a
list
of
the
50
women
working
on
layer,
ones
that
you
should
know
about.
There's
no
reason
we
can't
get
all
their
Twitter
names
and
send
that
out
by
the
end
of
the
conference.
A
A
All
right
so
usually
I
say
do
the
work.
Do
the
work
is
the
most
important
thing
in
this
time.
Do
the
work
for
these
oppressed
groups
and
not
expect
a
pressed
group
to
do
the
work
for
you,
and
so
during
the
remaining
time
that
we
have
in
this
Workshop
I'm
going
to
give
you
the
opportunity
to
do
the
work.
The
do
the
work
is
going
to
come
in
multiple
different
ways.
If
you
want
to
do
the
work
soloely,
you
can
take
the
privilege
test.
The
privilege
test
is
a
buzzfeed
test
on
privilege.
A
A
So
if
you
want
to
try
to
think
out
ways
that
we
can
keep
people
safe
for
the
remaining
of
the
time
at
Devcon,
while
we're
here,
there
will
be
a
group
that
will
go
ahead
and
brainstorm.
That
I
don't
mind
if
it's
like
hacker
style
or
unconfidence
style,
where
we
either
have
to
like
get
a
list
or
have
a
board
or
have
some
type
of
way
to
like
report
when
people
feel
unsafe
and
have
a
actual
follow-through.
But
if
that's
something
you
want
to
tackle,
we
can
tackle
that
so
other
than
that
too.
A
If
you
all
think
of
anything
else
that
you
want
to
tackle,
that's
fine,
unconference
style
means
that
there's
white
boards
and
there's
pens
and
there's
Post-it
notes,
and
if
you
want
to
like
create
a
list
of
the
50
black
people
on
web3
that
you
should
follow.
You
can
do
that
if
you
want
to
do
any
type
of
things,
if
you
have
an
idea
I'm
more
than
happy
to
hand
over
the
mic,
you
can
pitch
your
idea
and
people
can
start
working
together
on
that
Colton
yeah.
F
A
A
A
Because
I'll
throw
some
out
all
right
all
right,
let's
say
if
you
want
to
take
the
privilege
test,
I'm
going
to
put
it
back
in
the
back
corner
right.
There
I'll
tell
you
how
to
get
onto
that
site.
If
you
want
to
explore
safety
at
Defcon,
I'm
going
to
keep
LOE
here
and
you
can
hang
out
with
Louie
I
trust
you
to
explore
that
that
would
be
good.
A
If
you
would
like
to
make
a
list
or
Twitter
list
of
people,
we
should
follow
of
different
types
of
dni
background.
Let's
try.
Do
you
mind
being
Latin
m
in
the
back
all
right,
let's
see,
can
we
get
a
black
at
one
that
will
give
us
a
blackout
list
cash?
You
want
to
take
that
one
all
right,
cool
cash
will
keep
that
there
women
do
you
want
to
do
a
women
list.
Maggie
can
I
keep
you
in
charge
of
the
women
to
follow
the
list,
awesome,
neurodivergent
or
LGBT.