I think these notes will get deleted from the pads in 30 days, so let me paste them here (apologies for the loss of formatting):
NOTES FROM PRIVILEGE, DIVERSITY & INCLUSION DISCUSSION - #CLS14 (4A)
in communities and in open source
Julia @juliaem @datakind
Bethany @betalister / @NTENorg
Meritocracy vs. Diversity vs. Privilege
Have your friends invite developers of diverse backgrounds
if passing out t-shirts, have women's sizes)
On tshirts: http://geekfeminism.wikia.com/wiki/T-shirts
Conveniently accesible women's bathrooms
Initial conditions matter a lot. You can't tack on diversity after launch of a community (avoid tokenism)
Arranging event that includes child care, other accommodations
Reach out to student groups (that may have more diverse populations)
Encourage group sign-ups--help people feel safe
Offer incentives for group sign-ups (such as tshirts)
Make sure your site has pics of people other than just white men
Diverity training with role playing (assume a 'misleading' avatar so people might think you are female, or some different background)
We jumped into gender diversity and inclusion, but what are other aspects?
Mexican community -- interested in including people from other countries
There's a difference b/w "body" diversity vs. inclusion-- place the value on inclusivity to experiences
Age diversity -- young participants can't go to some events and older participants can have trouble transitioning into new communities
What causes exclusivity in the first place (that prevents diverse communities)?
How to value and quantify diversity beyond male/female?
Diversity is more than skin deep, so it can be hard to account for how diverse some thing is.
Let's talk about universal access
physical access to space
Nice start for organizing events (nonprofit tech clubs): http://organizershandbook.wikispaces.com/Venue+Accessibility
WisCon has good stuff re: accessability: http://www.wiscon.info/access.php
to online communities
and in our choice of words; be more sensitive to the words that challenge able-ism
Why is diversity important/ How to make a case for diversity?:
work to create the best product
expand faster across all dimensions
privilege is insidious
we aren't even aware of cultural differences when we step outside our borders
Women & Tech conference puts out "why diversity" studies;
Michael K.? http://en.wikipedia.org/wiki/Michael_Kimmel gets men to identify with their masculinity in the way that people who are othered always think about their identities in context
Michael Kimmel: engaging men to think about gender, too, and challenging everyone to find benefit in "issues" that previously seemed to benefit specific groups:
improving things for marginalized people generates the kind of change that improves things for everyone.
Instead of don't do x--- do y -- diversity can enable a more proactive community
the value of diversity means to diverse definitions of success and perspectives on the problems that we're solving
Straight White Male: The Lowest Difficulty Setting There Is http://whatever.scalzi.com/2012/05/15/straight-white-male-the-lowest-difficulty-setting-there-is/ [i.e. why talking about privilege is important]
How do we have an inclusive conversation? Often times it is whoever jumps in at the right time is who gets to talk, potentially excluding others.
Notice if a lot of the same people are speaking; notice who is not speaking (see "gatekeeper" role below)
Suggest guidelines for who gets to talk when
Roles! (facilitator, note-taker, timekeeper, gatekeeper, stack-taker)
asking for pronouns in people's introductions (instead of assuming)
Diversity in Open Source Communities
reward meritocracy; reward people who put in effort vs. people who accomplish work
meritocracy/do-ocracy masks privilege within community (who has time/resources to contribute?) and unacknowledged power structures (cf. second-wave feminism, "tyranny of structurelessness")
Tyranny of Open http://satifice.com/octofice/2013/07/02/tyranny-of-open/
The Ethics of Unpaid Labor and the OSS Community http://www.ashedryden.com/blog/the-ethics-of-unpaid-labor-and-the-oss-community
Challenge: adopt a unusual name for the community and see how your conversations change
Rather than just "bring in" diversity, work on educating those in majority/priveleged http://adainitiative.org/what-we-do/workshops-and-training/
Privilege-- Is it right to acknowledge you have privilege or better to focus on what you might not understand a/b the perspectives of others that gives you a balanced view of the world?
Good resource in general on this topic: The digital magazine Model View Culture: http://modelviewculture.com/ - "Technology, culture and diversity media" - next issue (probably coming out this week) is specifically on open source and diversity. Also see https://twitter.com/modelviewmedia or their weekly newsletter on "tech, culture and diversity": http://modelviewculture.com/mailinglist
The issues of diversity benefit all-- create an inclusive conversation around issues rather than quotas
Do you need a Chief Cultural Officer? Diversity adds value.
diversity of clothing
diversity of venue and bathroom access
Create a code of Conduct / Anti-harassment policy (great sample http://geekfeminism.wikia.com/wiki/Conference_anti-harassment)
Start by going to other events and building relationship (by focusing on their issues)
"meritocracy" and "do-ocracy" don't eliminate issues of privilege and power; instead they reinforces them (privileged people are able to contribute more)
Valuing diversity means committing to evaluate yourself and your community -- not just saying "we welcome everyone" but actively working to determine why some people are being excluded
In open-source communities, code is often valued above all other contributions - also see "The Startup Mythologies Trifecta" by Shanley Kane (the mythologies operate in OSS too): http://modelviewculture.com/pieces/the-startup-mythologies-trifecta
challenge your assumptions on a daily basis
create partnerships with groups that are winning at inclusion to increase diversity (or with non-profits that are explicitly working on increasing diversity) - start at the beginning with them and build in accountability, don't just tack them on at the end
From a transportation advocacy wall, relevant to discussion: "Advocates and researchers are usually motivated by their own concerns and aspirations, and that current efforts to broaden the scope of who has access to advocacy are the best way to address this rather than mystical attempts to comprehend the motivations of x or y group."
Discussion part two: Advanced diversity ("we will talk about more than just hiring more women! inclusivity! intersectional! race!!!") - 3:00 PM Friday, 3C, Table #1 - https://twitter.com/capnleela/status/490227227070447617