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RIPE 78 Diversity Podcast on Spotify
by Amanda Gowland 14 Jun '19

14 Jun '19

Hi all, Paula Gould from Men and Mice and I were interviewed for a podcast on diversity...you can have a listen here: https://open.spotify.com/episode/2xkCaYDrqI2n9wf9laEwAI?si=mW8Edyz5Rq2qv08f… Warm regards, Amanda

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Re: [diversity] [Ext] Re: RIPE Code of Conduct 2.0
by Leo Vegoda 13 Jun '19

13 Jun '19

On 6/13/19, 3:01 AM, "diversity on behalf of Rob Evans" <diversity-bounces(a)ripe.net on behalf of Rob.Evans(a)jisc.ac.uk> wrote: [...] > As Trusted Contacts, our primary responsibility is confidentiality of > the report to us. Our training was as a "vertrouwenspersoon," although > fortunately for me that was the only part of the training that took > place in Dutch. > > This makes the production of reports somewhat difficult as above all we > do not want those who have reported an issue to us to feel they could be > identified through that report -- or that in future they do not report > an issue for fear of being identified (the simple act of writing down > the report is even something to consider). It's obviously important that trends for the frequency of reports, the type of incident reported, and other relevant factors are monitored. But it might not be necessary for those numbers to be published in a report. Nonetheless, a key goal is to help people feel safe, so that they can obtain the maximum benefit from the meeting. For that reason, it might make sense to commit to measuring people's feelings in a survey and include a few of the most important perception indicators in a report. This could help show whether the process is achieving that result without risking its confidentiality. Kind regards, Leo Vegoda

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Diversity in RIPE Meeting leadership
by Amanda Gowland 12 Jun '19

12 Jun '19

Hi all, I read this and wanted to pass it on: https://www.technologyreview.com/s/613320/ais-white-guy-problem-isnt-going-… The research they cite recommends: "The researchers offer several recommendations for improving workplace diversity in a more comprehensive way. These include measures aimed at closing the pay and opportunity gap, increasing diversity at the leadership levels across departments, and changing the incentive structures for company executives to hire and retain workers from underrepresented groups." ...which leads me to think this: What is the TF doing to address the extreme lack of diversity in the RIPE community leadership, eg: RIPE PC, RIPE WG Chair Collective? In the RIPE PC, we have two women and 11 men and almost no racial diversity. In the RIPE WG collective, we have 28 WG Chairs - 4 women. Same as ^ for racial diversity. Tackling diversity in the community leadership is key for us to acheive our goals of increasing D&I at RIPE Meetings. Interesting to note...I've been spending some time doing some data gathering to see if there's any correlation between the # of female presenters in a WG when there's a female WG Chair. I'll report back when I'm finished (it's a lot of manual work). Anyways - curious to get a dialogue started on this. Thanks, Amanda

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neuro diversity observations post RIPE 78
by Ruben van Staveren 31 May '19

31 May '19

Hi, Just want to chime in that as an reasonbly introverted person with autistic treats (yes, it is true but I think I mask it pretty well) I saw two things that made me especially happy this event: * The piloting of slido for getting more questions than the speakers, than just besides the mic. I tried the mic once and I had eh, startup problems. No worries though * I also think the decorating the badge is a splendid idea, as it makes it definitely easier to break the ice amongst attendees for talking abouit subjects If you haven’t seen it, https://www.youtube.com/watch?v=2fD2BvS3Aqw (Nerd Wrangling 101 from SHA2017) is a good talk about the subject of neurodiversity. I also enjoyed being a mentor, I had doubt at first that my knowledge about the community was still current after being out for ±10 years. It seems my mentee also enjoyed it and gave him a good head start in the community. With regard to feedback from that area, he mentioned that during one of the main room sessions there was a strange sound that gave him the impression of having tinnitus, I also repeatedly got distracted by people’s phones and laptop sometimes making sound. Can happen of course, but sometimes it made you almost wonder to have a tech talk on “how to set my device on mute” ? Best Regards, Ruben

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Mail to RIPE LIst on CoC 2.0
by Brian Nisbet 27 May '19

27 May '19

Folks, I'm going to send the email to the RIPE List I should have sent last week, sorry about that. I'll be explicitly asking interested parties to join the Diversity TF list to discuss the CoC rather than discussing it on that list. Malcolm, you raised some going points during the LT on Tuesday, so it would be great if you could post them here soon. Thanks, Brian Brian Nisbet Service Operations Manager HEAnet CLG, Ireland's National Education and Research Network 1st Floor, 5 George's Dock, IFSC, Dublin D01 X8N7, Ireland +35316609040 brian.nisbet(a)heanet.ie www.heanet.ie Registered in Ireland, No. 275301. CRA No. 20036270

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RIPE attendee gender trend: Update for RIPE 77 and RIPE 78
by Shane Kerr 24 May '19

24 May '19

Hello all, I don't think that I published and update of the earlier work done tracking trends of gender of RIPE meeting attendees. Here's one including RIPE 77 and RIPE 78. Basically we look at first name and country and try to guess the attendee's gender based on that. You can see the repository on GitHub which explains the approach, and how to use it yourself. I have a separate branch that I'll merge into the main page when the meeting is over, which will give final statistics: https://github.com/shane-kerr/ripemtggender/tree/ripe78 For RIPE 78, we have a relatively lot of names that the underlying genderize.io tool can't even make a guess about: 26 in all, compared to 16 at RIPE 77 in Amsterdam and 18 at RIPE 76 in Dubai. 12 of these are Icelandic names. I'm happy to hard-code these to the correct values if anyone wants to help me with that (I don't know about Tryggvi, Kristbergur, or Örvar, for example). As for the overall trends, the trend of more women attending does continue but there does not seem to be any sharp increase. I don't think we can see a strong signal from when the diversity task force started working, although of course the data is very messy, it was not too long ago, and the actual numbers depend on a huge number of factors (city the meeting is held, quality of the guesses, hard disk prices, and so on). I pushed the date out to find when we might have 50% women attendees at the meeting, and using the current eyeballed polynomial match it's 2026 or so. While that seems not too horrible, I doubt we will follow that trend line and I think that 2026 is a best case. But we remain ever hopeful. As a bonus, I also went through the membership of the RIPE Programme Committee since it's inception (I think), as well as the chairs of RIPE working groups in roughly the same period. (I used the historical RIPE meeting site for PC membership, and slides from the opening plenary with pictures of the WG chairs for the WG chair membership.) This picture looks bad, since it seems like women are under-represented compared to RIPE meeting attendees. This strikes me as an area requiring special attention, and it can be done; for example the IETF has taken specific efforts to ensure enough diversity in their leadership positions. Anyway, I've attached a few charts so you can see for yourself. Cheers, -- Shane

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Fwd: Diversity Deep Dive: Why train multiple Code of Conduct enforcers?
by Vesna Manojlovic 23 May '19

23 May '19

Hi, this comes in at the convenient time, when we are discussing exactly that topic! It's a bit different from the RIPE community.. because it speaks more about _smaller_ communities & _smaller_ events, but some of the principles are still applicable... I hope this helps! Regards, Vesna https://otter.technology/blog/2019/05/23/why-train-multiple-code-of-conduct… -------- Forwarded Message -------- Reply-To: Otter Tech <sharp(a)otter.technology> Diversity Deep Dive: Why train multiple Code of Conduct enforcers? Why train multiple Code of Conduct enforcers? When an community decides to adopt a Code of Conduct, one of the first things they should ask is “Who will enforce this Code of Conduct?” For most events and online communities, enforcement falls to one person. Typically the person is an event organizer, or a leader in the online community. It’s someone who cares deeply about making the event or community a welcoming place. They want to do things “right” but aren’t sure whether they need to have more people involved. It’s important that every event or online community, no matter how small, has at least two people who enforce a Code of Conduct. Here’s why. Conflicting Roles When you’re an event organizer, you rarely get to enjoy your own event. Most of your time is spent helping others, ensuring the event stays on track, and dealing with last minute fires. It can be hard if you’re an event organizer and you’re the only point of contact for people to make a Code of Conduct report. You’re running from place to place, talking quickly to other people, and you look… busy. Someone who wants to make a Code of Conduct report may decide that they don’t want to bother you. It can be helpful to have two event volunteers whose only job is to take Code of Conduct reports. You can have one incident responder available in a fixed location, while the second incident responder walks around event space, ready to take a report on the spot. Conflicts of interest If you’re involved in Code of Conduct enforcement in an online community, it’s typically because you care deeply about the community. You want to make the community a welcoming place. You probably know a lot of the community members. Unfortunately, it can cause problems if you’re a leader of an online community and you’re the only person enforcing the community Code of Conduct. If one of your long-time friends in the community were reported, you would be biased towards them when you evaluate the report. If your online community includes your clients or co-workers, you also have a bias towards them. Having two to three people involved in online community Code of Conduct enforcement allows the committee to address conflicts of interest. If one committee member has a platonic, romantic, or employment relationship with a reported person, there are two other people who can evaluate and follow up on the report. Bias Whether you run an event or an online community, you shouldn’t have only one person who evaluates Code of Conduct reports. Why? Because that one person has a specific life experience. The one person in charge of the Code of Conduct may not have experienced discrimination based on race, gender identity, or disability. They may face marginalization because of one part of their identity, but have privilege in other parts of their life. It can be hard for them to understand the impact of harassment or microaggressions if they’ve never experienced that type of discrimination before. Having multiple committee members evaluate a Code of Conduct report means everyone can contribute their lived experience. Having a diverse set of people enforcing a Code of Conduct is key to making a welcoming community for all people. Train Enforcers Whether you have one, two, or ten people taking Code of Conduct reports, it’s important to train them! Otter Tech provides online training for Code of Conduct enforcement. Our Incident Response workshop teaches people how to take a Code of Conduct report, how to evaluate a report, and how to follow up with a reported person. If you’re adding a new Code of Conduct committee member, now is the time to get them trained. *Attend our next online Code of Conduct Incident Response workshop on either **June 19* or **July 17* /Copyright © 2017 Otter Tech LLC, All rights reserved./

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Slides For LT Today, Tuesday 21st
by Brian Nisbet 21 May '19

21 May '19

Folks, I've attached the slides for the LT this afternoon (almost the last thing today in the plenary, it's the 3rd LT in the 16:00 GMT Plenary session, so likely on around 17:20 plus or minus). Please let me and Amanda know if you have any comments, warnings, inclusions or exclusions. Thanks, Brian Brian Nisbet Service Operations Manager HEAnet CLG, Ireland's National Education and Research Network 1st Floor, 5 George's Dock, IFSC, Dublin D01 X8N7, Ireland +35316609040 brian.nisbet(a)heanet.ie www.heanet.ie Registered in Ireland, No. 275301. CRA No. 20036270

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LT @ RIPE78
by Brian Nisbet 20 May '19

20 May '19

Folks, So, assuming HPH comes back with useful wisdom, do we want to announce the draft to the community next week? If so, we can do this either as an LT or by asking for some time in the final session, both are possibilities right now. Sadly I don't think the Friday session will be as well populated as we'd like, given the flights home from Iceland (a lot of people have already told the PC they won't be there), but the alternative is Tuesday, when we may not be ready. I'm happy to work on this with people, of course. I continue to maintain that a cis white man is not the right person to stand solo on a stage to present these things. 😊 What do we all think? We don't *have* to do this, of course, if we don't feel we're ready Brian Brian Nisbet Service Operations Manager HEAnet CLG, Ireland's National Education and Research Network 1st Floor, 5 George's Dock, IFSC, Dublin D01 X8N7, Ireland +35316609040 brian.nisbet(a)heanet.ie www.heanet.ie Registered in Ireland, No. 275301. CRA No. 20036270

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CoC Draft & Action Items
by Brian Nisbet 16 May '19

16 May '19

Folks, I'm just wondering, where do we, collectively, believe the action item (or similar) lies at present with the draft for the new CoC. >From my reading there was an amount of feedback provided, but is the draft at a point where it can be officially shared with HPH, other stakeholders and the community, or is there more work to do? We have under two weeks before RIPE78 begins and I worry that we aren't in a good place to share our work (while absolutely noting that people might be waiting for me to do something?). Thanks, Brian Brian Nisbet Service Operations Manager HEAnet CLG, Ireland's National Education and Research Network 1st Floor, 5 George's Dock, IFSC, Dublin D01 X8N7, Ireland +35316609040 brian.nisbet(a)heanet.ie www.heanet.ie Registered in Ireland, No. 275301. CRA No. 20036270

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