- diversity - mailman.ripe.net

Fwd: [ripe-list] RIPE Code of Conduct - Call for volunteers
by Mirjam Kühne 09 Sep '20

09 Sep '20

Hi all, I am not sure this mail made it to the Diversity list yesterday. Kind regards, Mirjam > Begin forwarded message: > > From: Mirjam Kühne <mir(a)zu-hause.nl> > Subject: [ripe-list] RIPE Code of Conduct - Call for volunteers > > Date: 8 September 2020 at 14:43:29 CEST > To: <ripe-list(a)ripe.net> > Cc: "Niall O'Reilly" <niall.oreilly(a)ucd.ie>, <diversity(a)ripe.net> > Reply-To: Mirjam Kühne <mir(a)zu-hause.nl> > > Dear colleagues, > > The Diversity Task Force has put a lot of work into updating the current RIPE Code of Conduct. They put together a series of draft documents that were then reviewed by the community. The most recent version 3.0 can be found here: > https://www.ripe.net/participate/meetings/ripe-meetings/ripe-meeting-code-o… > > During the RIPE 80 community plenary, Hans Petter Holen described what he views as the best way forward to finalize the updated RIPE Code of Conduct and we would like to follow the process he laid out during his presentation. > > The main idea is to split the current draft document into three individual documents and to review each of them separately: > 1. The Code of Conduct > 2. The selection of the Trusted Contacts or Code of Conduct team > 3. Procedures for the team > > We are now looking for volunteers to finalize this set of documents. During RIPE 80 three community members already offered their help. If you are still interested, please let us know. This of course also applies to anyone who would like to help and has not yet put their name forward. Please contact us before 15 September 2020. > > ———— > More Background and current status: > > The existing RIPE Code of Conduct and the Trusted Contacts: > https://ripe81.ripe.net/attend/coc/ > > Draft 3.0 of the new RIPE Code of Conduct: > https://www.ripe.net/participate/meetings/ripe-meetings/ripe-meeting-code-o… > > During the last review round, the RIPE NCC conducted an impact analysis that can be found here: > https://www.ripe.net/participate/meetings/ripe-meetings/impact-analysis-for… > > The relevant part of Hans Petter’s presentation at RIPE 80: > https://ripe80.ripe.net/archives/video/384/ > https://ripe80.ripe.net/wp-content/uploads/presentations/58-RIPE-Code-of-Co… > > Kind regards, > Mirjam & Niall > =========== > > P.S.: I (Mirjam) used to be one of the trusted contacts together with Rob Evans and Vesna Manojlovic, but stepped down from this position when I started my new role as RIPE Chair.

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WISE : gender balance in science, technology and engineering
by Vesna Manojlovic 04 Sep '20

04 Sep '20

Hi, I've just heard about the "WISE", Women into Science and Engineering, an organisation in UK: "the campaign for gender balance in science, technology and engineering, from the classroom to the boardroom" https://www.wisecampaign.org.uk/ They say: "The correlation between improved diversity and stronger business results is striking. " https://wisecampaign.scdn3.secure.raxcdn.com/wp-content/uploads/2019/09/Why… Among other things, they offer webinars. This one is for free / available to everyone: Wed, Sep 9, 2020 12:00 PM - 12:45 PM CEST "WISE Young Professionals Board, a group of diverse, relatable professionals who lead initiatives to inspire, engage & advocate for the next generation of STEM. We also support, develop and challenge the WISE Campaign. With applications for the 2021 board opening in September we wanted to introduce you to a few of us, share what we do, and answer any questions you may have. " https://register.gotowebinar.com/register/670351757158593039 And on 23rd September (only for members) : WISE’s Ten Steps programme is a cultural transformational framework created for WISE Members. The programme includes a diagnostic to establish your starting point and measure progress... Etc. Something to consider... ... if you are a company in UK, you might want to become a member ... if you are looking for new employees: https://jobs.wisecampaign.org.uk/ ... if you are a woman in STEM, profile yourself here: https://www.wisecampaign.org.uk/1ofthemillion Quite interesting read for the upcoming weekend... Ciao, Vesna

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Fwd: RIPE NCC Community Projects Fund - Call for Applications 2020
by Vesna Manojlovic 28 Jul '20

28 Jul '20

FYI -------- Forwarded Message -------- Subject: [RACI-list] RIPE NCC Community Projects Fund - Call for Applications 2020 Date: Tue, 14 Jul 2020 10:54:00 +0300 From: Gergana Petrova <gpetrova(a)ripe.net> To: raci-list(a)ripe.net Dear colleagues, Are you working on or planning a non-commercial project that would benefit the Internet or the RIPE community? Apply for funding via the RIPE Community Projects Fund by 23 August: https://ripe.net/cpf For more than 25 years, the RIPE NCC has been supporting activities and projects for the “Good of the Internet”. Community-driven, non commercial work has been fundamental to the success of the Internet from its earliest days, and continues to play an important role in making the Internet resilient, secure and accessible for everyone. Under the RIPE NCC Community Projects Fund, the RIPE NCC will provide up to EUR 250,000 per year to support projects of value to the operation, sustainability and resilience of the Internet, with a focus on tools and services benefitting the technical community in the Europe, the Middle East and Central Asia. Apply now to get your project funded! If you or your organisation is working on a new or existing project that fits the criteria below, and need some financial support to get it off the ground or keep it going, we want to hear from you! Is your project of benefit to the Internet, particularly the RIPE community? Is your project non-commercial in nature? Do you have a clear project plan and timeline? A few things to keep in mind: - Funding may be used to purchase equipment, but this cannot be the sole expenditure - Funding cannot be used for humanitarian aid, donations, or to encourage political reform - Funding cannot be used to provide scholarships or cover tuition fees - Funding cannot be used to support any form of commercial activity If you have any questions about applying, write to us at cpf(a)ripe.net. Best regards, Gergana -- Gergana Petrova External Relations RIPE NCC _______________________________________________ RACI-list mailing list RACI-list(a)ripe.net https://lists.ripe.net/mailman/listinfo/raci-list

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Fwd: [ripe-list] RIPE Chairs Selected
by Vesna Manojlovic 02 Jul '20

02 Jul '20

\o/ First time in history of RIPE: a woman is a Chair Person! Congrats, Mirjam!! V -------- Forwarded Message -------- Subject: [ripe-list] RIPE Chairs Selected Date: Thu, 02 Jul 2020 12:54:37 +0200 From: Daniel Karrenberg via ripe-list <ripe-list(a)ripe.net> Reply-To: Daniel Karrenberg <chair(a)ripe-nomcom.org> To: RIPE List <ripe-list(a)ripe.net> Dear colleagues, The RIPE 2020 NomCom has selected Mirjam Kühne as RIPE Chair and Niall O'Reilly as RIPE Vice Chair. After interviewing all nominees, hearing substantial input from the community and a thorough discussion during three selection meetings all voting members voted to select Mirjam as Chair and eight out of ten voting members voted to select Niall as Vice Chair. The selection was subsequently supported unanimously by all members of the committee. We closely followed the process spelled out in ripe-727 and ripe-728. We regularly paused to confirm that the whole committee was comfortable with the process and its progress. We were able to choose from a set of nominees who are all very capable and well respected in the community. We expect that the community would support any of them as their Chair. Our selection is in no way a negative statement about the nominees we did not select. We selected Mirjam because the input from the community clearly favoured her. She is very widely regarded as someone who listens carefully to everyone and who helps the community to find consensus and move forward. We selected Niall because of the positive input we received about his track record with the community. Mirjam and Niall convinced us that they would work well as a team and complement each other. The RIPE NCC board has confirmed the candidates in accordance with the process set out in ripe-727. The original time line called for a transition from Hans Petter to Mirjam and Niall during RIPE 81 in October. Hans Petter has since resigned as RIPE Chair because he accepted to be the new managing director of the RIPE NCC; he is currently also serving as RIPE Chair ad-interim. In this situation it makes little sense to stick to the original time line. Therefore we suggest that the outgoing and incoming Chairs arrange the transition among themselves as soon as practicable. We plan to publish the NomCom report about this first run of the selection process in September before our term ends at RIPE 81. We expect to make suggestions for improving the process and look forward to the community discussing and deciding the process for the next iteration. We thank everyone who supported the NomCom, especially all nominees and the many members of the community who made time to give us their input. Finally we call on the whole community to welcome and support Mirjam and Niall in their new roles! Daniel Karrenberg - Chair - RIPE 2020 Nomcom

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(long) Equity & Justice, Diversity & Inclusion in the post-covid remote work & conferencing
by Vesna Manojlovic 23 Jun '20

23 Jun '20

Dear all, personally, I have been privileged to ease through this pandemic (for now) and to overcome the multiple crisis-es unfolding on all the levels: health scare, childcare during lockdown, remote work, no visits to friends & relatives... while other, less fortunate people had it worse. Since the "Diversity Task Force" aims to remove barriers that prevent participation in RIPE Community, particularly those that affect underrepresented groups, we can learn from the plenty of new sources that published either the tips & recommendations, or the analysis, or the news stories about problems/issues. I've collected many resources and I wanted to share them with you, in the hope that we can use them for our own progress. I would love to join your project, if you are working on the concrete ways to address any of these issues: please let me know how! Regards, Vesna 0. "THE TIME’S UP GUIDE TO Equity and Inclusion During Crisis" (attached) https://timesupfoundation.org/work/equity/guide-equity-inclusion-during-cri… 1. Subtle, unconscious biases that hinder inclusion & justice World Economic Forum: https://www.weforum.org/agenda/2020/04/how-to-achieve-gender-equality-after… 1. The quantity of jobs available 2. The quality of work (wages and access to social protections) 3. Outsized effects on the most vulnerable employees (namely women) https://yourstory.com/herstory/2020/04/work-home-discussions-gender-diversi… 2. Power Dynamics, Power Inequalities https://afsee.atlanticfellows.org/events/lockdown-is-a-luxury & specific tips for virtual conferences: https://wiki.techinc.nl/User:Becha/COVID-19#Virtual_Events_aka_Remote_Confe… 3. Social Gender Inequalities * 29.5. https://www.theguardian.com/global-development/2020/may/29/we-are-losers-in… * 29.4. https://us.boell.org/en/2020/04/30/invisible-coronavirus-makes-systemic-gen… * 29.3. https://theconversation.com/return-of-the-1950s-housewife-how-to-stop-coron… * 16.3. https://www.theguardian.com/us-news/2020/mar/16/womens-coronavirus-domestic… https://en.unesco.org/news/mapping-online-articles-covid-19-and-gender Pay Gap https://www.project-syndicate.org/commentary/covid19-pandemic-gender-differ… https://www.nytimes.com/2020/03/31/us/equal-pay-coronavirus-economic-impact… https://www.theatlantic.com/international/archive/2020/03/feminism-womens-r… Child-care gender gap https://www.nytimes.com/2020/05/06/upshot/pandemic-chores-homeschooling-gen… https://www.bloomberg.com/news/articles/2020-03-11/coronavirus-will-make-ge… "We need business communities and governments to respond to the crisis in a way that not only considers girls and women but that also helps to transform unequal gender relations. In the immediate term, this means ensuring girls and women have equal voice and power in planning and executing crisis response, improving pay and conditions for key workers and caregivers, expanding access to social protection and benefits including paid leave and immediate cash grants, and applying tough conditions to corporate bailouts to ensure worker benefit. It also means recognizing that different groups, including girls and women from minority backgrounds and those with disabilities, are more likely to be disadvantaged." https://www.usnews.com/news/best-countries/articles/2020-04-06/commentary-c… 4. Racial Gap All of the above inequalities are also present on the "racial" scale. https://wiki.techinc.nl/User:Becha/COVID-19#Racial_Inequality 5. Sustainability There is an "intersection" between all of these topics & climate: https://wiki.techinc.nl/User:Becha/COVID-19#Sustainability_Links 6. Working From Home In general, WFH is mentally difficult for everyone, regardless of all the other systematic inequalities I just mentioned. So we will all have to learn many new behaviors and create new habits of productivity, team-building, communication and mutual care. Here are some practical tips: https://www.vox.com/recode/2020/4/14/21211789/coronavirus-office-space-work… https://www.wsp.com/en-GB/insights/office-vs-home-working-how-we-can-save-o… https://www.theatlantic.com/ideas/archive/2020/05/never-go-back-office/6118… & more: https://wiki.techinc.nl/User:Becha/COVID-19#Working_From_Home Regards, Vesna

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Invitation to N2Women event @ IEEE ICC 2020 on June 7, 2020
by Vesna Manojlovic 04 Jun '20

04 Jun '20

FYI -------- Forwarded Message -------- Subject: [n2women] Invitation to N2Women event @ IEEE ICC 2020 on June 7, 2020 Date: Wed, 3 Jun 2020 08:25:58 +0200 From: Katia Jaffrès-Runser <kjr(a)ENSEEIHT.FR> Reply-To: N2Women <n2women(a)ACM.ORG>, Katia Jaffrès-Runser <kjr(a)ENSEEIHT.FR> To: n2women(a)ACM.ORG Dear all, We are happy to invite you to an interactive panel discussion with distinguished panelists from academia and industry who will share their knowledge and valuable experiences of their research career with us. Topic - *Women in Technological Research: Winning the Uphill Battle* * *Panelists - 1. *Andrea Goldsmith*, Professor, Stanford University 2. *Muriel *Médard, Professor, MIT 3. *Jennifer Rexford*, Professor, Princeton University 4. *Ruoyi Zhou*, Director, IBM Research, Ireland 5. *Alessandra Sala*, Head, Analytics Research, Nokia Bell Labs Date: *Sunday, June 7, 2020* Time: *2:00 pm – 3:30 pm (Dublin Time)* Please find the flyer for this event *here <https://drive.google.com/file/d/1iUFbbVyuFi9isGYifuvJev8noqtJpFq8/view?usp=…>*. Everyone is welcome to join us! Please RSVP *here <https://forms.gle/jiTsryzmY6Tv5nku8>*. Event Zoom Meeting Link - https://us02web.zoom.us/j/87502114336 The event link will also be made available on the IEEE ICC 2020 virtual platform. Organized by: Aishwariya Chakraborty, PhD Scholar, IIT Kharagpur, India Faculty Mentor: Prof. Michele Nogueira, Federal University of Paraná, Brazil Please do attend! For more information, please contact aishwariyach(a)iitkgp.ac.in <mailto:aishwariyach@iitkgp.ac.in>. Thanks and regards, Aishwariya Chakraborty

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RIPE 80 going virtual. testing new waters for diversity-tf?
by Ruben van Staveren 20 Mar '20

20 Mar '20

Dear all, RIPE80 going virtual was a difficult but a good choice, and allows to test new waters. I don’t know how the format is going to be, but it could attract people who normally wouldn’t go to these meetings for any reason whatever, and we might want to cater for them. For instance, getting Slido or equivalent back for questions, closed captioning, and benchmarking the online part of the CoC to name a few. This is not an extensive list but a few things that came into mind. Best Regards, and stay safe - Ruben van Staveren

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Impact assesment for the code of conduct
by Hans Petter Holen 26 Feb '20

26 Feb '20

The Impact assessment from the RIPE NCC has been published as a link at the top of the page: https://www.ripe.net/participate/meetings/ripe-meetings/ripe-meeting-code-o… I would like to thank the RIPE NCC and the RIPE NCC Executive board for providing this assessment. It would be great if the chair(s) of the task force could make an action plan to address the issues raised in the impact assessment and previously on the list. I have some ideas I am happy to share with you on this. PS: apologies for losing track of who is chairing the diversity task force, but it is not listed on https://www.ripe.net/participate/ripe/tf/ripe-diversity-task-force -- Sincerely, Hans Petter Holen - hph(a)oslo.net - +47 45066054

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Draft new Code of Conduct - comments, suggestions
by Gordon Lennox 02 Feb '20

02 Feb '20

There are some, quite separate, points I would like to make about the current draft Code of Conduct. Sorry it has taken me a bit of time since the last meeting. What some call “real life” sort of got in the way. But maybe this will contribute a little to some discussion before Berlin. 1) The level of churn when it comes to actual participation in RIPE meetings is significant. Around 25%, and some times more, attendees identify as first-timers. We cannot expect those people to have read any agreed CoC. We might also have reasonable doubts about regulars. Many of us have seen that people in the wider technical Internet community, while quite capable of travelling half-way round the world and even getting into the relevant WG session on time, still too often have not read the relevant Internet Drafts. So do we have to tick-a-box on registration saying we are aware of the CoC? We know it is a waste of time asking if people have actually read the CoC. Just like any license agreement. Do we need a the equivalent of the IETF ”Note well” slide that is sort of repeated during the week? I am not sure how far this has to go. But I do feel that merely having a CoC somewhere on a website may not be enough. 2) The diversity angle. I understand why this effort is coming from the Diversity TF. I have learned things from reading the mail archive. And that has also made me reevaluate incidents from the past. There were things that happened in Madrid in particular that I did not appreciate. I therefore understand the desire to have a formalised CoC. At the same time I do not see why a person needs to be associated with a “minority”, either in terms of self-identification or in terms of some community perception, so that they can be afforded the protections of such a CoC. Your ethnicity or gender or sexual orientation or whatever cannot be a necessary starting point before showing that something nasty happened. The CoC has to be inclusive. It ought not be about protecting those people on that side of the room from those on the other side of the room. There are two important paragraphs in the current draft that refer to behaviour that will not be tolerated. To be clear: the two paragraphs start with “Any behaviour or actions…”. I suggest that the order of those two paragraphs be reversed. 3) The process. A few points. ** There is mention of requiring a “public apology”. While that may be useful if the behaviour was “public” it may not always be so. An apology to the person concerned, in the presence of CoC Team members, may sometimes be more appropriate. Or even an apology in front of the group that witnessed the incident(s). ** I think the use of the word “immediately” - “Participants are expected to comply “immediately….” - may be a little excessive, too severe a constraint. By that point a conversation is underway. We should not unduly curtail that conversation. ** There is mention of contacting the CoC Team by mail and there is also mention of records being kept. None of this ought to be permanent. I am fully aware that once certain items are out there it is nigh on impossible to delete them. But NCC cannot hold records of accusations, accusations which may not even be followed-up for whatever reason, forever. Even if an incident is reported and processed and there is a satisfactory conclusion then that story has to become irrelevant at some stage. In addition maintaining a permanent record may mean a permanent liability. I would naturally initially defer to the NCC lawyers for words to deal with this. Gordon

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Re: [diversity] Impact analisys of the new Code of Conduct (Sasha Romijn)
by Antony Gollan 17 Jan '20

17 Jan '20

Dear Sasha, (Replying on Athina's behalf, as she is out of the office today.) We have just about finished our analysis, though with the Christmas break next week it will likely be early in the new year that we are ready to publish. Apologies for the delay - this has been an exceptionally busy period in the office. We hope you can bear with us just a little longer. Regards Antony

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