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3. Insights

2. Who Participated

1. Background & Goals

6. Questions?

5. Standards & Best Practices

So far...

4. What We Learned

About data & metrics for diversity & inclusion

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Agenda

Background & Goals

Why a cross-project survey?

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Distribution

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Privacy & Legal C

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Standards for Data

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Metrics that Matter

2017 Research

Goal-Setting & Planning

Outreach

Who Participated?

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Stat option 1

Mozilla Confidential

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Gender Identity

Transgender?

Regions

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11.9 %

Asia

44.2%

North America

33.6%

Europe

2.9%

Africa

4.1%

South America

3.7 %

Austria

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.9 %

Oceana

Mozilla Confidential

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Age

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Disability

9

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Technical Confidence,

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Access to Technology,

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City/Suburb/Rural/Town

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Community Role

Insights

Insights - Leadership

Mentorship Matters - Those who had been helped by others in the past, nearly 20% more likely to believe leadership roles were achievable; 11% more for non-male identities.

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All gender-identities

Non-Male identities

Insights - Leadership

“Any status I've had in a FOSS project has always come from the aggregate strength of those who have had chance encounters with my contributions. “

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“I've been sort of 'blessed' by leaders before me, that also paved the way for me to step into leadership roles. We need to nurture inclusive leadership, and should do more succession planning”

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“ I love that drupal.org profiles lets you list people as mentors."

Mentorship Matters

Insights - Leadership

Strategies for Inclusive Leadership are Critical

A number of people not themselves targets listed these types of behaviors as a reason they leave.

• Formalize informal roles, especially less technical roles.

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• Ensure cycles of renewability, including succession planning.

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• Address toxic behavior - including (especially?) star contributors

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• Shut down behaviors that isolate and exclude like sexism, racism and ageism. *

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• Specifically invite people to opportunities

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“ Leadership roles are obtainable, but it's much more difficult as a woman. Not only are leadership positions harder to obtain, the levels of scrutiny, backlash, and criticism are much higher.

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Female leaders have to be above reproach in every area, whereas male leaders are defended even when they're acknowledged throughout the community as harassers, criminals, or destructive to community morale. “

Insights - Leadership

Not everyone wants to lead!

“ Open-source leadership is a big commitment. I prefer to contribute to many projects rather than lead one.”

“I'm not sure I want to be in a leadership position in the open source community..”

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“ I’m done leading, time for younger folks to do the leading, I will follow and offer (probably unwanted)advice”

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Insights - Inclusive Design

Our differences make us stronger

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“ I was not encouraged to pursue computer science as a girl “

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“ I have trouble following conversation when there's noise, overlapping speech, or slurred speech “

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“ We (neurodiverse people) are an over-represented group in tech, yet technical events are skewed towards neurotypical attendees ”

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• Watch Technical Jargon (it’s not about ability!)!

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• Make space (and give air) to less dominant personalities.

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• Add captioning, transcription and other text-based ways for people to interact.

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• Accommodate low or limited bandwidth in comms and opportunities.

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• Make ‘how to start’ documentation a priority and policy.

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• Invite and accommodate neurodiverse perspectives.

Insights - Inclusive

Motivations, Recognition & Value

• Do not give people mentorship, or leadership roles merely because they are good coders, or accomplished at one thing. Select appropriate roles for persona goals.

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“ Appreciation or thanks sent in private usually have a deeper impact on me “

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“Further inclusion is the most flattering, though I'll always prefer to have something on paper to back up my experience. “

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“ As a non-binary trans person from an emerging country, I was delighted at finding some amazing and inspiring queer people working in open source. It motivated me more to contribute. “

• Say Thank you! In issues, in blog posts, in email, in chat, in.. Happiness Packets.

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• First bugs for learning is nice, but seeing contribution as part of a project or initiative matters most.

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• Provide assigned roles with appropriate influence *

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• Help connect people to the community and your project mission.

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• Contributing is sometimes a significant part of professional workflows and learning pathways.

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• Help people create or join identity groups.

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Insights - Obstacles & Blockers

• Do not give people mentorship, or leadership roles merely because they are good coders, or accomplished at one thing. Select appropriate roles for persona goals.

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“ We did not have much money growing up and i did not have regular access to a computer or internet until college. “

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• I get too busy
• Confusing documentation
• Technical confidence (not about ability)
• Toxic People
• Not sure where to start
• I don’t agree with how things are run
• Childcare eldercare

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What people know….

D&I in Open Communities Survey

Does your community have a code of conduct?

If so, is it effectively enforced?

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Trans people

Mozilla Confidential

Do people feel safer & more empowered when there is a CoC?

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“ They didn't have a CoC when I was involved. They later created one, but it was heavily lobbied against, watered down, and rarely enforced because of the power of the men who harass and hate the most. So they think they have a CoC, but they don't. They only have a mess. “ -survey response

Mozilla Confidential

Insights - Inclusive Design

Our differences make us stronger

It would be nice to have a rating for communities, but that might be simplistic

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“ They created a COC, but it was heavily lobbied against, watered down, and rarely enforced”. So they think they have a CoC, but they don't. “

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“ There should be no such Code. Because it always ends up with far-Leftists and other undesirables writing it. The tech is fine. It's the Communists that are the problem.“

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“ Having a code of conduct makes me feel safer, but I'm uncertain whether it would ever be enforced; our community is so white and so cis that I feel completely invisible as a minority. ”

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• As a contributor, it’s really hard to tell if CoC/CPG are enforced. *

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• Even if a CoC/CPG is enforced, it’s hard to tell to what extent to trust

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• Enforcement is sometimes perceived to be in the hands of the wrong people.

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• A vocal minority are sometimes against CoC

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• Few if any projects have visibility for their processes.

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• Many projects have yet to tackle NDA in their approaches to resolving community health issues.

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• We need better strategies for anonymous reporting.

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What we learned building this survey

a lot...

What we Learned

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• We failed at Ethnicity.

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• We need Regional Strategies for Diversity & Inclusion including Data & metrics

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• Qualitative vrs. Quantitative

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• Project list was inadequate

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• Oceania

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• Multiple checkboxes for gender

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• Questions were sometimes leading (blockers, motivations etc)

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• Force top choices in some cases (vrs all that apply).

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• Consider hostile responses in filtering

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• Set of rules for when to ask questions - i.e. why are you asking about x identifier?

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• Cross-project queries are important in helping us understand where to work together most effectively.

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Standards & Best Practices

github.com/mozilla/diversity