(a) Location/lab size is not a predictor of training

(b) Exit interviews to ask about how people felt about it as an anonymous form

(b) Everyone's voice should be heard!

incentives for getting people to sign up for mentoring.

gender paygap of people who graduate from Rosetta labs is reduced to zero

(a) coding events, virtual XRWs, regular online talks by other labs, other virtual training opportunities

Increasing student and postdoc representation at the table where decisions are made (the PI meeting, in example) by having student and postdoc representatives

Measure/survey how RC members deal with child care

Reducing barriers to entry to the Rosetta community could help new members integrate more easily.

Measure the feeling of inclusivity among community? Questionnaires?

Advocate for grad student unionization + higher pay

Measure participation of on-going communication Slack, google-groups, git-hub for inclusion of diverse voices.

Open letter advocating for on-site day care for grad students, post-docs and PIs

Make a beginner's/newcomer's guide to being a member of the Rosetta community (not just for coding but also for traditions/what to expect)

Identify a moderator in your lab space/ at rosettacon/ at bigger meetings/ rotational chairing of meetings to control flow of discussion - each lab representative reports back to JEDI if this is happening? Still thinking about this metric- hard to address impartially

Our room was 3 white men and we recognize that it was a limited world view

Time put into work → success? Some labs believe in this, some don’t. How do we make sure lab environments are setting up success for different personality types/ different life situations.

As an idea to be iterated on: if X% of the community is not based in the US, X% of RosettaCommons meetings should not be in the US / timezones should be favorable for that group

Possibly tracking publications, grants by diversity to capture people being left out.

Social situations - native/ non native english speakers / louder presence dominates discussion not equal opportunity to express thoughts

Ask more diverse labs to join Rosetta community

Demographic data (gender, race/ethnicity, etc.) of Commons members, PIs, and conference attendees

Diverse speakers invitations

(b) seeing increased number from underrepresented groups, increased happiness/attendance

JEDI monitoring diversity in PIs, Postdocs, Grad students

Checking diversity statistics over time

time to first [milestones] (first-author paper, fellowship, professorship, tenure, etc.)

Determine if UW money rules are making it too hard to acquire/use the dependent care grants

Bring back JEDI keynote talks at conferences (note: we tried 3 speakers and they all declined. It's gonna come back next RC)

Rosetta should be a place where everyone is treated fairly

What we think has been successful: inclusivity, REU program. Consider expanding the REU program.

Potential centralized clusters/ sharing resources for newer labs - computational hours / year per student

Demanding that people work > 8h puts people in an awkward space/ toxic space, Mentors check in for mental health / PI could be supportive in some cases but it could also be pressure from lab environment / larger cultural discussion

Introduce the idea of the Diversity Slide to all Rosetta Commons PIs to adopt within their own lab.

Access to compute resources amongst academic lab (established lab vs new PI)

post demographics of the community on the website