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From YouTube: AMER/APAC DIB Influencer Monthly Sync - February
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A
A
First,
one
being
some
follow-up
from
the
last
meeting.
Q1
planning
we
kind
of
did
a
carryover
from
last
quarter,
because
a
lot
of
the
activities
didn't
finish
up.
So
we
didn't
really
do
a
q1
planning,
but
I
would
like
for
us
to
kick
off
Q2
planning
in
the
next
week
or
so
so
we
can
start
solidifying
some
ideas
and
maybe
working
on
getting
okrs
embedded
in
some
organizations
to
complete
things
like
neurodiversity
training
or
some
other
type
of
training
related
to
a
dip
value.
A
All
ears
on
that
what
I
can
do
is
get
an
issue
open
and
we
can
start
collecting
ideas
with
the
team,
members
and
influencer
group
and
then
solidify
vote
do
some
sort
of
democratic
way
of
picking
what
we
want
to
pick
in
Q2
and
and
go
with
that.
How
does
that
sound,
okay
and
then
the
last
follow-up
item
from
last
meeting?
There
was
this
question
that
Sherrod
had
and
Liam.
This
will
be
for
you
and
Sharita
around
building
out
the
tmrg
section
in
the
engagement
survey.
B
Yeah
for
sure
and
I
think
that's
something
because
we're
not
going
to
do
a
dib,
specific
survey,
so
I
think
that
will
that
will
piggyback
on
the
engagement
survey
and
make
sure
that
we
have
a
few
more
related
questions
on
there.
Things
around
tmrgs
things
around
belonging
as
well:
I'm,
not
100
sure.
Actually,
when
it
is
the
next
one,
I
think
that
we
did
the
last
one
in
April
or
May.
That
sounds
familiar,
but
I
can
get
back
to
you
on
when,
when
that
is
going
to
happen,
super.
A
I,
don't
like
this
I,
don't
like
just
like
talking
on
people,
okay,
so
this
point
to
you
I,
linked
to
an
issue
that
sherid
is
leading.
This
is
the
gender
underrepresented
group
survey.
So
there's
this
work
stream
that
Sharon's
been
leading
on
asking.
Why
are
we
seeing
low
representation
of
under
of
gender
underrepresented,
gender
minorities
in
in
our
surveys,
and
we've
interviewed
a
handful
tmrgs,
we're
still
scheduled
to
interview
black
at
get
lab
and
early
I
think
it's
career
pmrg.
B
B
I
think
some
of
the
insights
have
become
not
just
only
gender
as
well
at
gender.
Specific,
specific
I
can't
say
that
word
today,
but
it
has
kind
of
brought
it
into
a
more
broader.
Why
do
not?
Why
do
uigs
in
general
and
at-risk
groups
in
general
do
not
participate
and
it's
even
bringing
out
themes
just
kind
of
from
a
just
a
team
member
perspective
as
well.
A
A
We
might
want
to
be
doing
an
APAC
one,
given
the
attendance
in
this
call,
but
it
was
interesting
to
hear
Peter's
approach
is
going
to
start
to
conduct
some
research
on
a
media
time
zone
teammates
to
get
their
sentiment
and
how
they
feel
about
representation
and
if
they
feel
like
they're,
they're,
reflected
or
or
their
time
zone
is
respected.
And
then
the
idea
is
to
craft
a
recommendation
plan
for
exec's
leadership,
managers
to
then
begin
rolling
out
and
then
to
Pilot
some
of
those
recommendations
with
the
focus
group.
A
B
Yeah
I
think
that's
great
and
I
think
I
think
that
the
emea
time
zone
I
think
that
oh
well
I'm
looking
at
it
from
an
apat
perspective,
but
where
we
tend
to
not
get
too
included
as
much
or
like
aipac,
generally
Falls,
like
nine
o'clock
in
the
morning
for
Australia,
which
is
6
a.m
for,
say
the
Philippines
or
Japan
and
places
like
that,
and
so
we
definitely
should
be
looking
at
that.
A
little
bit
more.
B
B
So
it's
trying
to
find
that
balance
and
what
can
be
the
the
solve
I
think
the
biggest
frustration
that
I've
heard
from
people
has
been
around
their
ability
to
participate,
so
decisions
get
made
without
their
participation,
because
they've
already
been
made
on
the
call
prior
and
I.
Think
that's
the
the
big
thing
that
people
want
to
solve.
It's
not
necessarily
right.
I
need
to
be
on
a
synchronous
call
it's.
C
B
We
want
these
questions
answered,
but
there's
a
bunch
of
people
that
also
want
to
have
their
questions
answered
too.
So
things
like
that
and
being
respectful
of
of
of
other
team
members
and
other
other
time
zones
is
is
super
important,
so
guidelines
around
stuff
like
that,
should
be
put
into
place
too.
C
Yeah
that
that's
definitely
something
that
that
I
see
the
other
thing,
I
wonder
whether
that's
just
a
function
of
meeting
efficiency
as
well.
One
of
the
things
that
I've
been
kind
of
trying
to
figure
out
how
we
could
manage
is
the
idea
that,
when
you've
got
questions
that
are
actually
asked
and
answered,
we
we
read
them
out
anyway,
even
though
like
if
you're
async,
you're
always
reading
it.
C
If
you're
actually
in
the
meeting
is
it
is
that
the
best
use
of
time
not
to
say
that
people
don't
want
to
have
their
concerns
addressed
and
verbalized
and
and
considered
with
as
much.
You
know
thought
as
any
other
question
that
comes
up
live
but
like
if
it's
already
asked
an
answer,
just
move
on
ask
if
there
are
any
follow-up
questions,
maybe
from
the
original
person
that
wrote
the
question
out
to
make
sure
they
had
actually
their
question
answered,
but
then
just
move
on
and
take
this
red
I.
C
Wonder
because
that's
what
we
saw
in
some
of
those
amas
around
the
layoffs
was
they
got
very
involved.
People
asked
follow-up
questions
and
then
we
just
didn't
get
through
a
lot
of
them
and
so
we're
trying
to
treat
the
people's
questions
with
respect.
He
took
the
time
to
write
it
in
there,
but
then
that
just
extends
the
time
frame
for
everything
right
so,
like
anyway,
I
think
there's
some
questions
in
my
head
around
meeting
efficiency
that
relate
to
how
we
relate
to
questions
that
are
asked
to
answered.
C
A
Yeah
to
kind
of
pull
on
that
thread,
usually
in
an
agenda
like
that,
once
my
question's
been
answered
in
the
text
and
I'm
satisfied
by
it
I'll
add
a
read
only
but
sometimes
I
end
up
going
back
and
forth
like
in
the
text
and
then
I
get
asked
like.
Can
you
just
verbalize
your
question
because
we're
already
going
you
know
back
and
forth
like
five
layers
deep,
so
I
think
that
that
the
read-only
thing
seems
to
work
really
well,
maybe
we
can
either
hit
them
or
to
handbook
to
suggest
that.
D
I
think
they
already
used
one
I
remember
seeing
it
recently,
but
yeah
the
the
read
I
mean
works
best,
but
you
know
I,
don't
think
there's
any
way
of
getting
around
the
issue
of
having
the
first
call
and
then
follow-up
questions,
no
matter
what
time
zone
we
put
it
in
I
actually
think
you
know
from
an
Apec
perspective.
It
actually
works.
D
A
Well,
this
was
a
really
great
thread,
I
think
maybe
in
the
Q2
issue,
I'll
mention
something
about
APAC
representation,
or
we
can
also
talk
about
improving
meaning
efficiency
or
inclusion
of
meetings,
maybe
to
like
extract
the
time
zone
problem
and
really
just
create
better
practices
on
holding
meetings.
So
I'll
take
that
forward.
A
A
D
A
Yes,
so
this,
like
sales,
didn't
do
that
I
know
product
didn't
do
that,
so
it
would
be
more
like
how
do
we,
as
the
influencer
group,
help
influence
our
management
chains
to
make
this
training
a
requirement?
I
think
it's
great!
That
engineering
did
that
so
you're
you're
excluded
Liam.
It's
just
me
and
you
that
we
can
talk
to
our
leadership
about.
B
B
But
how
do
we
make
sure
that
their
learning
styles
and
working
styles
are
accommodated
for?
And
so
that's
what
we
want
to
try
and
get
across
and
and
get
people
to
kind
of
recognize
that
those
learning
learning
and
working
Styles
as
well
so
yeah,
because
we
want
to
we
want
to
try
and
get
it
to
100.
All
team
members
we're
just
kind
of
struggling
about
how
we're
going
to
do
that.
So
yeah,
that's
very
where
this
group
will
come
in
and
the
leadership
div
Council
will
come
in
as
well.
A
Yeah
I
just
want
to
comment
on
that.
I
think
it
I
think
okrs
are
one
approach
because
generally
people
feel
pretty
connected
to
that.
There's
also
I
think
just
promoting
it
and
seeing
like
the
benefits
of
people
becoming
aware
of
these
kinds
of
things
and
the
kinds
of
environments
that
it
creates.
When
you
have
a
more
aware
population,
but
we
can
talk
more
about
that
in
our
Q2
issue
when
I
create
it,
but.
B
With
the
influencer
group,
we
have
heaps
of
directors.
You've
got
three
two
directors
and
a
VP
on
here,
so
you're
able
to
put
influence
that
down
into
your
into
your
management
chains
as
well.
So
that's
the
idea
of
what
we
want
to
try
and
try
and
do
and
then
add
that
promotion
part
as
well.
Mobican.
C
B
C
C
A
So
the
first
step
we
have
to
do
is
get
everyone
on
the
same
page
and
have
the
same
shared
understanding
of
the
neurodiverse
population.
So
part
of
that
is
box.
Checking
then
like
next
quarter,
we
can
focus
on
things
like
events
that
people
support
or
attend
related
to
neurodiversity.
But
if
they
don't
know
about
it
and
they're,
not
aware
about
it,
they're
not
going
to
be
able
to
acknowledge
their
own
biases
and
make
it
make
a
difference
that
that's
what
that
the
results
will
show
up
eventually
in
our
company.
That
way,
though,.
B
Things
like
that.
That
means
that
it
has
had
a
change
in
mindset
on
people
actually
doing
that
for
fun
or
a
diverse
folks,
because
I
know
that
I
think
there
was
like
30
of
people
within
our
neural
diversibilities
Team
RG.
They
want
closed
captions
on
all
meetings
because
that's
how
they
process
information
better.
So
we
start
seeing
that
happen
more
often
and
we
start
seeing
those
changes.
We
can
say
we
can
say,
there's
a
there's,
a
success
rate
there.
B
Unfortunately,
because
we
can't,
we
can't
necessarily
always
ask
people
to
identify
it's
unfortunate,
but
also
fortunate
for,
for
those
that
that
don't
want
to.
We
can't
just
go
right.
Neurodiverse
folks,
have
we
changed?
We
can't.
We
can't
do
that.
It's
just
not
it's.
Just
not
it's
not
really
possible,
but
we
can
get
some
data
from
from
anecdotal
stuff
and
how
behaviors
have
changed
at
gitlab
as
well.
C
D
C
It
like
look
just
turn
that
feature
on
in
Zoom
all
the
time
for
everybody
yeah.
You
know.
That's
that
to
me
is
like
a.
We
can
take
proactive
action
in
areas
where
it's
understood
that
some
folks
find
that
really
beneficial
to
enable
them
to
work
effectively.
I,
don't
think
we
need
to.
Is
you
know
this
is
why
I
do
not
neurodiverse,
as
you
know,
saying
his
opinion
here.
C
So
thanks
for
listening
but
like
we
don't
need
to
wait
to
hear
back
from
folks,
that's
something
that
would
help
them
feel
more
part
of
the
team
and
more
empowered.
We
could
just
do
that,
and
so
that's
that's
kind
of
what
I'm
driving
at
here.
I
love
the
training.
I've
done
the
training
myself.
You
know
I
want
to
understand
the
actions
that
we
know
we
can
take
to
help
improve
the
situation
and
just
go.
Do
that.
B
We're
doing
all
the
other
stuff
too
right
and
I
think
that
that's
a
great
point,
but
that
that
action's
already
been
taken,
but
the
behavior
has
not
changed
and
that's
what
we
need
to
get
to
so
in
our
meeting
guidelines.
I
think
Nicole
put
it
in
is
that
all
meetings
should
have
closed
captioning
there.
You
go.
B
Should
and
it
all
meeting
you
should
have
closed
captioning,
but
it
doesn't
happen
so
and
there's
no
default
in
Zoom
to
make
sure
that
all
meetings
have
closed
captioning.
So
that's
the
I.
Guess
that's
the
that's
the
that's
the
issue,
so
it
needs
to
be
a
behavior
from
the
from
the
host
of
meetings
and
things
like
that.
As
far
as
we
can
see,
we've
tried
you
can't
change
it
that
it's
automatic.
So
you
know.
B
A
That's
exactly
yeah
and
there's
so
many
of
those
things
related
to
neurodiversity.
Like
you
know,
if
people
have
embedded
sound
inside
of
their
slides,
that's
not
good
for
a
lot
of
people
that
have
different
neurodiverse
conditions
so
like
this
is
where
you
know
the
training
helps
with
okay,
here's
all
the
things
that
we
need
to
be
cognizant
of,
and
then
how
can
I
completely
agree
with
you
Dan
like?
A
B
We're
gonna
have
a
lot
of
things
coming
up,
which
will
definitely
require
the
Deep
influences
groups,
help
things
like
taking
taking
I,
don't
know
what
the
word
is,
but
taking
things
that
will
I
reveal
your
learning
style
and
your
working
style
and
how
that
relates
to
other
people's
learning
and
working
Styles,
and
things
like
that
which
will
help
reinforce,
because
the
thing
with
neurodiversity
is
a
very
individual.
There
are
lots
of
common
threads
around
the
accommodations
that
people
require,
but
they're
they're
almost.
B
Never
it's
never
like
a
nice
neat
box
of
what
people
need,
and
so
what
we
need
is
individuals
to
start
understanding
and
realizing
what
behaviors
their
team
members
might
need,
especially
from
a
managerial
perspective.
And
then
we
look
at
how
this
affects
things
like
that.
How
that
the
perception
of
that
person,
because
somebody
that
is
autistic
may
not
have-
may
have
different
social
awareness
and
social
cues
and
may
not
understand
what
neurotypical
people
social
cues
are
and
how
does
that
perception
of
their
work
in
in
the
workplace?
B
How
does
that
change
and
stuff
like
that,
so
that
so
it's
gonna
be
there's
going
to
be
a
lot
of
things
that
will
be
more
around
your
your
kind
of
your
perception
and
how
and
then
how
that
changes
Behavior
as
well,
so
there's
gonna.
There
will
be
things
that
we
can
do
actionable,
which
is
closed,
captioning,
which
is
sound
level
on
videos.
C
C
D
C
B
B
It's
going
to
be
so
different,
it's
not,
then
people
aren't
always
going
to
find
it,
but
if
they
can
retain
two
bits
of
information
on
right,
I
need
to
make
sure
that
what
this
person's
learning
style
is
and
then
I
need
to
make
sure
that
they
do
closed
captioning.
That's
already
a
big
win
right.
So
if
we
can
start
like,
we
can
start
there
and
then
all
of
a
sudden
you
go
okay,
now
I
know
about
dyspraxia
and
I,
now
know
about
how
dyslexia
represents
itself
at
work.
I
know
how
this
represents
itself
at
work.
A
Okay,
great,
how
should
we
work
in
the
future,
so
I
found
that
I
put
this
meeting
out
there
on
the
calendar
and
then,
as
the
chair
co-chair,
didn't
engage
with
any
all,
so
I
want
to
find
a
way
that
we
can
have
like
a
continuous
engagement
and
have
sort
of
you
know
both
push
notifications
to
the
channel
and
like
this
is
the
things
that
are
happening
in
our
influencer
group,
but
also
how
to
get
information
from
you
all
like.
What
are
you
seeing
in
your
groups?
A
What
are
some
trends
that
you're
observing
in
the
in
the
company
so
I
have
this
suggestion
that
maybe
we
create
like
a
bi-weekly
issue,
that
we
can
reflect
on
things
that
are
happening
around
and
provide
an
update
on
the
initiatives
that
are
going.
It
could
also
be
a
slack
thread
but
I'm
open
to
hearing
your
thoughts
here.
What
what
do
you
think.
B
Where
do
we
see
the
most
engagement
at
the
moment
and
I
know
that,
like
I,
think
the
influencer
group
still
needs
a
bit
of
a
a
push?
I'm
not
gonna
lie
I
think
it
needs
a
bit
of
a
push
and
get
and
for
people
to
to
participate
for
sure.
So
I
think
wherever
the
main
engagement
is
happening
right
now,
I
think
that's
where
it
needs
to
be
slack
is
easy,
engagement,
I,
think,
I,
don't
know
if
that's
the
same
sentiment
from
others.
B
B
A
B
A
D
B
I
think
it
takes
somebody
to
just
Galvanize
it
and
exactly
I
think
doing
a
great
job
of
that
and
I
think.
If
we,
if
you
maybe
set
like
a
bi-weekly
thing
where
you
say
I'm
going
to
be
posting
this
asynchronously
each
week,
and
then
we
have
our
monthly
call
I.
Think
that
will
really
help
get
people
to
at
least
start
engaging
and
and
see
those
notifications
and
see
things
happening.
C
Yeah
I've
added
this
thought
afterwards,
as
it
appeared
to
me,
because
that's
what
I've
been
dealing
with
is
just
everyone
has
a
lot
going
on
right
now.
You
know
economy,
we
have
layoffs,
lots
of
survivors
guilt,
stress
around
orb
changes,
so
there's
been
a
lot
for
people
right
now
and
that
doesn't
reflect
necessarily
what
has
been
happening,
which
I
totally
agree
with
how
you're
both
seeing
it
I
think.
C
C
It
obviously,
which
is
great
I,
think
once
we
have
that
that
will
just
enable
folks
to
come
in
with
a
limited
time.
They
have
and
really
contribute
in
whatever
capacity
they
can
and
that's
kind
of,
where
I'm
at
right
now
just
limited
time
and
wanting
to
help
wanting
to
add
value
wanting
to
move
these
goals
forward.
But
you
know
I
I
really
like
which
issue
is
open.
Where
is
it
at
who's?
Doing
it?
C
A
That's
a
good
point,
though:
I
do
Wonder
Liam
if
we
can
think
of
like
hygiene
activities
that
we
would
like
people
to
contribute
to.
So
maybe
like
there's,
you
know
a
monthly
activity
that
we
have
around
adding
different
things
to
the
handbook
or
promoting
different
events
or
promoting
different
actions
like,
for
example,
hey
this
month,
we're
really
focusing
on
people
being
aware
of
neurodiversity.
D
B
100
agree,
I
think
having
that
kind
of
like
yeah
bi-weekly
newsletter,
saying
these
are
the
actions
we
want
you
to
take
here's
some
posts
that
you
can
post
within
your
groups
and
with
your
with
your
peers,
amazing.
We
could
definitely
do
stuff
like
that
and
I
think
that
is
definitely
something
that's
low,
lift
for
sure
it's
about
having
I
think
the
next.
B
The
big
thing
is
about
having
that
plan
of
saying
this
is
what
we're
going
to
be,
focusing
on
so
as
everybody's
aware
that
the
next
three
months
we're
focusing
on
neurodiversity
awesome
and
then
we
can
just
keep
saying
right.
These
are
the
things
that
we
want
to
do
and
I'm
happy
to
help
with
all
of
that
I'm
happy
to
help
and
put
posts
together
and
things
along
those
lines
and
and
whatnot
so
yeah
I'm
really
down
for
that.
Okay,.
A
I
like
that,
so
maybe
when
I
open
up
this
Q2
issue,
we
can
collect
all
of
the
populations
or
groups
of
individuals
that
we
feel
like
are
not
being
treated
in
the
way
that
we
would
want
them
to
be
treated
at
gitlab.
Maybe
that's
not
the
right
way
to
put
it
like.
Maybe
the
pulse
surveys
like
are
not
reflected
the
higher
levels
of
Engagement.
D
A
We
want
to
increase
engagement
in
certain
populations,
so
it
would
be
good
for
us
to
create
our
annual
plan
and
we
have,
like
you
know
each
quarter.
We
want
to
focus
on
a
particular
group
or
a
particular
initiative.
I
think
that
that
would
be
a
really
powerful
way
to
make
some
results
focused
choices
here
my
product
manager
is
coming
out.
I
can
feel.
A
I
can
feel
that
I
can
see
the
road
map
in
my
head,
I'm
like
okay.
This
is
this
is
turning
into
a
product.
This
is
great,
so
we
can
create
the
annual
plan.
Then
we
can
create
iterations
on
that
and
get
people
really
engaged
in
promoting
these
things.
I
think
it's
important
that
we
create
some
structure
around
each
quarter
and
help
people
self-serve.
B
Yeah,
yeah,
100
and
I
think
that's
just
the
that's,
been
the
missing
link
of
being
able
to
to
get
people
to
I
think
we're
even
as
a
dip
team
I
think
we're
too,
like
oh
yeah,
it
will
get
done
or
people
will
people
will
start
engaging
and
they'll
create,
but
I
feel
like
I.
Don't
want
to
say
this
this
race,
but
spoon
feeding
a
little
bit
will
help
allow
and
our
stuff
to
stuff
to
happen.
C
C
C
That
people
can
come
in
and
work
on
in
this
limited
amount
of
time
where
they
can
contribute
I
mean
that's,
it's
just
a
different
way
to
phrase
the
same
thing,
I
think
so.
I
totally
agree
with
that,
and
that's
that
would
be
better
for
me
as
I
settle
out
in
my
new
new
job.
I
might
have
a
little
bit
more
time
to
actually
like
dig
in
a
bit
more,
but
to
be
honest,
I,
just
don't
right
now
and
I
appreciate
that
some
other
folks
don't
as
well
so
cool
I.
C
And
I
think
one
thing
I
would
say
for
me
in
particular,
though,
is
like,
if
you
all,
are
working
on
something
and
you
need
some
help
and
you're
like
hey
I'm
working
on
this
Duty
plan,
I
could
use
some
help
on
this
thing.
I
can
jump
in
real,
fast
and
help.
It
doesn't
have
to
be
like
I've
planned
out
this
like
project
manager-esque
like
layout
as
Jackie,
was
saying
before
it's
not
that
I
need
to
be
like
really
like
here's
each
step.
C
You
will
take
it's
more
like
here's,
a
limited
component
of
what
we're
trying
to
do.
Can
you
help
us
with
this?
That
would
be
something.
I
could
easily
jump
in
and
make
happen
pretty
quickly,
but
it's
more
like
doing
the
thinking
figuring
out
a
plan
deciding
the
direction
and
all
this
like,
like
larger
thought,
type
stuff.
That
is
harder
for
me
to
just
get
involved
in
right
now.
A
Okay,
so
some
actions
in
here
I'll
create
the
Q2
planning
issue.
I
will
work
Liam
with
you
to
kind
of
identify.
What
is
the
group
that
we
want
to
pick
for
the
Q2,
and
then
we
can
plan
Q3
and
plan
Q4
and
then
I'll
create
a
couple
more
issues
for
activities
that
we
want
to
start
conducting
in
Q2
and
we'll
go
from
there
awesome
anything
else.