Keynote Session: What's So Open About Open Source?

[Music]

so my favorite comedian Ralphie May

passed away a lot so he used to sawed

off his bits and he would just stare at

the audience for 3 minutes 3 minutes

long time that was like 30 seconds and

Ralphie would say you guys gotta

understand when I'm up here I'm at work

this is my job he would say it's not

like I'm gonna show up to work

you just sit down and start working

right away you gotta kind of like ease

into it so considering that we're a

minute into this and I've already

dropped the first off bomb you can

probably tell this would be a different

type of mid count presentation if you

know I want to thank Andre on the

selection committee for inviting me to

do this come on there's probably over

like oh my god what's happening where is

the stop button on this thing it's gonna

be fun we're gonna have a good

opportunity to have a good discussion

here this is my first you know so it's

kind of an awesome be asked to do this

and I'm very honored to do it and when I

was preparing for this I had a couple

people drop me emails to hey person who

you're speaking it and mid-cap people

from like from out of town I haven't had

my man North Victor my man Victor coming

from a different country to say hey I'm

coming to check out your big conference

today so I was like yo I was kind of

hoping we're gonna keep this like local

to just some people just keep it between

us but it's great to be an opportunity

to do this so I'm here to talk about

diversity and inclusion in German and I

want this to be an engaging conversation

hope it's informative I'd like to be

challenging and I want to keep it fun so

those are my my objectives here and

let's see how we do I want to start

first talking about some rules so

there's the Rudy rules things that are

important to keep in mind when you're

listening to a presentation by me one

personally so

I'm excitable at times and when I get

passionate about something sometimes I

didn't see the square and so on

apologize in advance but I do that if

that offends anyone and it's not my best

feature but I'm excited now and I'm

passionate about this topic second rule

there will be bullets and what I mean by

that is I've got people that know me in

what I've worked we know that I'm pretty

linear in my thought process and I

express my ideas through bullet points

and I've got 20 years of consulting

history that says any concept you want

if you want to express you do it through

a bullet point and there's always more

than three there's often there's never

there's always at least three and

there's never more than seven just a

rule so you'll see a lot of bullet

points in this presentation I am an

opinionated observer I'm not a scholar

and this year I have done research but

this is not my profession and so I'm

here to share some perspectives with you

guys but I've not written a research

paper about this maybe at some point

this talk is intentionally going to be

not political but it will be

contemporary and we'll talk about the

space that we all live

and the scope of diversity is really

brought this talk is probably not going

to that broad and if I talk about

anything university specifically I'm

probably going to talk about the type of

diversity I'm most familiar with which

is racial and ethnic diversity and the

intent of this talk is to challenge and

it's possible that I may even offend but

if that happens please recognize I'm

coming from a place of fashion and this

is a community that I care deeply about

and love I love everyone in this and

have a great deal of respect and

enjoyment for everyone in this room and

audience participation is required all

right so if I want to be up here I'm

comfortable you guys didn't have to do a

little uncomfortable stuff as well how's

this everybody agreed in that contract

here we go two seconds about digital

bridge solutions so we were started in

experiences we've been mid cat sponsor

since 2015 but platforms are work on

over to the right

Drupal and Magento and aural and if you

want to get in contact me or live tweet

at us during this presentation you can

do that and do so at D bridge Chicago

all righty all right so

Drupal community what a year for the

United States when I was thinking about

what 2017 felt like in both of those air

arenas the word that came up to me was

friction and friction is an interesting

concept when you're trying to talk about

diversity and inclusion friction does

not necessarily invite diversity or

inclusion and what occurred to me was at

some point most people in the Drupal

community and probably most people in

the United States felt at some point

last year that their community was

failing and under attack

everyone everyone kind of felt like the

other side was winning the other side is

getting something over on me and that my

community my tribe is failed and is not

the same and that's a tough environment

to talk about diversity

that's a tough environment to talk about

bringing more people in when you're

feeling that way and it also occurred to

me that in the society that we're living

in now there's no vehicle no incentive

to understand someone else's experience

which is kind of a prerequisite for

inclusion right and so those things

together make it really tough to start

thinking about diversity and inclusion

but it also occurred to me that this is

then that means this is exactly the

right time to be having this

conversation the exact right time we'll

be talking about these these things

because of that environment

so what I'd like to do is is this create

the vehicle foreigners in another

experience inclusive personal stores and

so I thought it might be informative to

share some thoughts some personal

stories it just may offer some

perspective on how to enter into

conversations are on diversity inclusion

cool that all right

storytime so I used to hate

pad

so the year was 2009 and digital bridge

had just informed and we were the new

kid on the block and it's kind of like

when you're the new kid in high school

or let the new inmate in jail right like

what you're supposed to do is you find

the biggest kid and you walk up to them

punch them in the mouth right that's

what you do when you're trying to make a

statement for yourself and so that's

what we were going to do to patent and

the first project that we want from a

client that had been volunteers I was

like yes we're doing it with Kidman and

what I thought what I realized at that

time it was what was happening in my

brain was that I thought because the two

founders of Mount Ayr had come they went

to my school and they were younger than

me and they were white that they had

been given something that they did not

deserve but they had been given

something that they didn't work hard for

and so I was my intent to outwork them

to get that thing

and so in 2011 DrupalCon was here in

Chicago and Palantir diamond sponsor and

George and Tiffany got up and they're

empty the whole event and introduced all

the speakers and I sat in the audience

and I judged and I said all the things

that I could have done differently all

the things I would have done differently

better which leads me to the first

lesson in today's talk this will be

inclusion idea number one

don't ever ever ever judge someone

present the image ubermass and if that's

your thing like you're super into

judging people a triple in season right

now would be a good time to sign or or

go ahead and judge me and then Carmel

come kicking ass like I didn't mean

leaders but I did and so I think back as

to what was happening with me at that

time period and where I was coming from

and what my thought process was and what

my motivations were and I realized that

what was going on with me at that time

as I was coming out of a 20-year period

through playing football college through

boxing for ten years where I have

learned to turn various parts of my body

into weapons I had literally been

weaponized which had a profound effect

on my health and the way I view

competition and I viewed competition as

a zero-sum game and that in order for me

to get something I had to take something

away from somebody else profound effect

that's on my viewpoint of the world and

so

inclusion idea number two drop your

weapons

drop your workers which means drop the

preconceived notions or ideas you have

about the world when you're entering

into a conversation about to Bob about

diversity inclusion yeah I know when she

made the other thing to be thinking I

didn't weaponize various parts of my

body I didn't want to punch people in

the face it's not what I do I would call

I would encourage you to think of it

further and I would disagree and I would

say if you had either of these schools

that you are highly recognized and that

these tools are can be used for

inflicting your perspective on other

people and they are extremely powerful

one of these guys is like a machine and

the other ones like a flamethrower right

and these tools can be used not only

ten-foot your pain and all this but the

vaporizers people who don't share your

perspective so I would argue these are

extremely powerful tools that can be

used for violence and harm and all of

you have access to so you are recognized

so important to when you're entering

into these conversations to being

cognizant of your own weapon and to drop

your weapons

opponents all know the story so Drupal

concept 2017 we're in Baltimore and at

the time there was a series of focuses

of gathering on what was going on in the

Drupal industry and it was fascinating

because like no one really palpable was

going to put industry but we were all

talking and posters talking and I'm

gonna call him Larry my god Larry so

so 2017 was a pretty traumatic year I

magic four-letter however and this is no

compensation for that for that trauma

the conversations that were happened

that happened that resulted in the true

community were extremely informal

extremely valuable and extremely growth

warnings that happened as a result of

that and so participating these focus

groups a part of that conversations need

about what does this all mean and I was

in a focus group and I was in there with

with Mark from chromatophores marker

versus lion-hearted so I can talk about

markings on their marks pretty smart and

so I'm in this focus group and like I'm

starting it every time I had the crystal

of an idea that could be kind of cool to

share like then that day just comes out

of marks not like perfectly eloquent

it's not realizing art world I think my

job with this focus group they're just

gonna be a sitting watch I was kind of

sitting watch mark and there was a

gentleman in the group with us and he

was talking about how he didn't feel

like the Drupal community at Drupal con

was an environment in which a diverse

spectrum of ideas can be shared and the

focus-group moderator asked him well why

didn't he just go up and talk to the

duplicatable have diversity inclusion

books because they had a big book their

balls larger rock and he said they

wouldn't want me to go up there he said

on one of the deployments they wouldn't

want me over there and it occurred to me

that he thought that because he was

white and male and voted for Trump said

he was ostracized in that community and

that he would not have an opportunity to

share and take part and talk about

diversity inclusion and it occurred to

me there could be a number of different

responses I could have to that one as I

could say yeah like man not a home field

not you're on us now you're without a

lot of your decisions

once one because that's being ostracized

as a Drupal conference it is nothing

like what it feels like to be the victim

system and racism has nothing to do with

being dispossessed or about a lack of

access to education or opportunity to do

so it depends but I also thought as well

what good does it do me or any of us to

try to take advantage of someone else's

discomfort or rather when someone else's

discomfort or something why does that

help how does that help that come with

that computation law doesn't help me or

him to try to make him feel worse about

what he was feeling at that time

and it occurred to me there's a friend

of mine Carola skint he's a he's an

author here and he tells a story about

he's from an area of the part of the

world that used to be known as

Yugoslavia and he told the story of

demonstrating for independence and

demonstrating against the oppression and

suffering of his people in that era and

it talks about during that demonstration

having someone come up to him who was

watching the demonstration and get in

his face and start screaming at and

screaming at him and saying what about

what your people did to the Jews in this

area what about what you did me did to

my people and what Crowther says is that

it's important to recognize this

inclusion I didn't over three that we

are all simultaneously victim and

perpetrator right and that's not only

not only is that not a paradox that's

fundamentally part of the human

condition all simultaneously victim and

perpetrator and that doesn't absolve

anyone of wrongdoing what it does

hopefully help all of us feel a little

bit more conscientious just a bit more

conscientious about the space that were

injured and about the impact we may have

on other people

so

why is all this important why are you

having this conversation

well

what I like to talk about when I talk

about this topic I want to separate the

value for morality and diversities often

talked about in the context of morality

it's the right thing to do it's the

human thing to do I think it's really

important to remember that diversity

creates value promote diversity creates

value on many levels and there's tons of

research on this and I'm going to

combine years with the research of the

five initiative so tons of research that

says that diverse teams perform better

right they're more creative they're

better at problem solving they get two

answers faster diverse teams make better

decisions 87% of the time diverse teams

when they execute an incense deliver

better results

there's constructive dissension that's

created most amongst person so diversity

diversity great and team orientation

chamber groups diverse companies also

tend to outperform they make more money

they retain their and they have better

employee satisfaction they can better

serve a more diverse user base those are

good things

lots of qualitative benefits as well so

diverse companies tend to do better

around recruiting talent pipeline and

those who know me you know I have like

this love-hate relationship with

Millennials right I don't really quite

get him but Millennials love worse all

right like it's like it's like Table six

it's really important for Melissa

working

in diverse environments and so for

organizations and all of us in the space

all of our work populations primary

millenials they care about this stuff

they want to look at diversity so really

important so all right

if diversity is important and it helps

companies operate better and teams work

better how are we doing how are we doing

this is and how did we get here let's

talk about the triple space first how

diverse

not very so if you look at the statute

people con Balto more participant stats

we see in about 18 percent of distance

identified as female 52 percent male 32

or 30% other morontia speakers 22

percent female 33 percent verse diverse

along the eight soulful identifies which

includes senators I believe like the

thirty three percent includes the 21

percent not very diverse for an

environment that provides itself on

inclusivity

and openness we haven't been doing we

have not seen those great results and

these are pretty consistent I think

these numbers are actually even a little

bit down from the prior prior to pecan

it's always about 20% low 20% Kirk for

women what about the tech industry

overall

so Drupal and our space is actually a

little bit worse than the technical Ross

you can see this set from USA Today last

year shows it general tech industry has

about 30 percent population is women and

then on a racial diversity side

certainly african-americans are

underrepresented in tap in general and

the only minority group is typically

over-represented in second see Asian so

tech is not great at this overall and we

look at the tech giants of the world

they're really more at this right so

this study came out in 2015 I believe

shows Facebook Google Apple Microsoft

all and hovering around the 2% area for

african-american

and if you look at the numbers for like

female minorities they're there they're

minuscule let me like under a single

percentage point both these large tech

giants from both the racial and gender

standpoint pretty poor at a diversity so

what you should be saying oh I'm sorry

this slide you may not be able to see

that that well but this is kind of a

cross-section of a whole bunch of social

and tech giants you can see there all of

us in all kind of around 30 percent for

female employees which is that kind of

purple bar on the left and then racial

disparities and racial mix everybody is

on your 5% for african-americans and and

all again in asian-americans mae-mae

oversample just a bit but not good so

but wait for us you just told us that

diversity is good and that it helps but

you just showed me a chart of all these

companies that are kicking ass and

clearly doesn't bother them they're

doing just fine without diversity or are

they I would argue that whatever comes

along and knocks off Google or Apple

it's gonna be something like this

it's a blindside it's something that

they don't see or recognize because

they're so because they're so walled off

because they're so homogeneous that

would be the thing right something they

miss by not being diverse something they

miss by not having a more diverse group

of leaders that would be the thing I

would also argue that there's a wet

that's getting created and gets driven

deeper through this where access to

opportunity access to to the jobs of the

future gets driven farther the more you

have your underrepresented month on

minority groups less represented in

these errors in these groups and you

would send that out four decades in the

future and you got a problem and history

shows us right that anytime you have a

large group of dispossessed people who

don't have access to to opportunity

bad things yourself and and you've

either the only way that that's the

smile was sustainable is if you convince

the great many the the dispossessed

majority that you are somehow a god or

that they can somehow become you one day

but if you miss that connection that

they can somehow become you then bad

things up and that eventually there's

there's you know things like revolution

that happen and so I would argue that

amongst these tech giants and turning to

drive that wedge and not having greater

representative representations the folks

that are tarnishing just dispossessed

further or selling that but finally I'd

say there's just client pushback client

resentment right you're starting to see

this now where people are sent home I

use yourself I perpetuated her her and

that they user of your your brand

why don't you represent me and these

companies the Google's the Facebook's

the the apples in the world they all see

the same things soon so they all

diversity inclusion is for the same for

the same reason right they see that in

that same opportunity that same trend

which is important for those of us in

the agency world this is starting to

happen and some of the larger

advertising agencies with their clients

are demanding hey I said the new clients

are saying I saw the diverse community

my employees are diverse we represent a

breadth of different genders and ethnic

groups why don't you look like me and no

no take it one step further because you

don't look like me

you can't work with me and so those of

us in agency space around the raw flour

on the table need to be prepared for

that for the time when you go into a

pitch and they turn you with the door

because your team does not look has the

braces the clients and that's heaven and

that's something that both of us who are

leading agencies need to be prepared and

most of you doesn't need agencies need

to be prepared for those audience

participation exercise it's gonna happen

in a few minutes so clients are sort of

demand more diverse because the first

people buy their sand they want to see

us looking more like that so how did

this all happen in the Drupal 6 what's

going on here how did this come to be

let's take a really personal example

so we all know this and and not only do

we know it know it know who is in that

streets upon the Drupal but like we know

like people in this room like have had

years like we know this we've talked to

so let's make this a really personal

story I would invite anyone in the room

who has started a Drupal oriented

business and it has more than one

employee if you started at your boring a

business and employs more than one

person please

yeah so it was that Teresa's vision for

there to be one woman in that group was

that transmission I think most of us

that know juries know that know when he

was in his college dorm room holding

this whole thing up he did not miss a

I'm gonna fix it so it only got guys

that look like me start three businesses

in this fix but at the same time if we

ask ourselves okay well if you

deliberately and actively create an

environment where for sure people that

were different than him had economic

opportunities in his face we would

probably say no he probably just trying

to created some cool software and let it

out into the world and so let's reflect

on that that what happened when he

created some cool software and let it

out to the world this happened and this

room looks like this this room looks

like it does without necessarily direct

serum or orchestration from from its on

we are where we are this room looks like

it does so why those couple things well

there's the capability issue or a

Sassenach and say it's two different

reasons and people get really really

uptight when you bring up the capability

issue which suggests that somehow that

the people that are upper under

represented in this room are

underrepresented because they're from

groups that aren't as capable or that

don't want to be here

people get super uptight about that I

don't know

I think hey if we're gonna say that

we're all engineers and we're all Hannah

little people then this asks a question

it's a fair question to ask both of us

has been through physics it's it's it's

Occam's razor right it said please

cleanness and aeneas explanation for for

anomalies uses the right one so let's

ask the question my answer is because

diamond would know but miss judge anyone

perhaps is questioning probably those

who you remember there's a big deal that

happened last year with an engineer from

from Google surround memo that said that

the reason why women and minorities were

underrepresented at Google was because

the kid

and he got fired I don't miss the Balkan

perhaps the questions I don't believe

it's true and if it's not true then

relax with the systemic issue something

else must be going on to create this

room having it being the way that it is

I want to address the kick build issue

first off and tell you why it off the

restroom so one of the cool things about

my job is I get to interview a lot of

people I'm essentially in shock and it

had been for nightmares and I get to

interview a lot of young capable people

we're just starting out in their careers

and some of the people in this room and

so I've been lucky enough to interview

guys like like manner manner or madness

or Thailand when they're just are just

rose and I remember and I'm fortunate to

have the experience of interviewing

folks and seeing this it's really good

and this kid doesn't even know how good

they are how good they're gonna be and

it's like it's like you got this little

coal and it's little dirt a little

machine but you know this is bad you

know like that person doesn't see it you

know you can see that and all those guys

come on gone - yeah - be a popular Brown

opposite of our Grand Master's work

village it

and I was lucky enough to have a chance

to share spaces and when they were just

starting out and so as part of the

diversity inclusion effort that we're

doing with volunteer we're bringing more

people into this space people from

underrepresented groups and I see a lot

of those same things I see a lot of

those same things in this kitchen talk

to and I'm not convinced that these are

our people right these are our people

and the characteristics that have are

things like that I saw in that and then

I saw in time and I saw in my misery

they're super smart they're really

they're pretty nerdy there's a young

gentleman that that has space invaders

catching runs for this kid was like born

in 1999 I know he's never played you got

to be really all-in on like the retro

nerdiness a kid like to make a lifelong

commitment to space news you never

played in there in arcade and little

socially off and when I when I wanted to

see these kids I see in some ways you

know except for the smart part I see me

I see that that's who out of this at

that age it's you know ages 18 to talk

to Tony for and I suspect you see a

little bit of you guys as well and so

those three characteristics right super

smart really nerdy socially awkward that

sounds like you when you were 18 to 24 I

don't understand

yeah Satan

if those characters still just right

you're not I'm going to raise your right

hand

yeah thank you

these are

so okay if there's not a capability

issue why aren't there more

well there's barriers this pipeline I

may not have just you just don't see a

lot of applicants in our space represent

the first part diverse groups there's

selection bias certainly agencies tend

to want to select for work people that

look like people that already work there

so if you have a largest group there's

there's built-in barriers to to

encourage a bring in more diverse and

mentorship and role models there's not

necessarily network there to encourage

people that are willing to take that

stuff ready and and jump into this new

space so sure there's a pipeline issue

but that's not the whole of this

interesting I was doing some research if

you look at if you look at employment in

the computer science space and there in

the defense's public sector so in the

air air want around Washington DC

washington DC is about 25 percent

african-american you need to look at

computer science engineers and the

government sector it's like 18 percent

african-american pretty close to

population gender solution largely

because they've solved a lot of

musicians there isn't one they teach

this southern soil there are role models

if there are already lots of

organizations in the tech industry

serving the public sector in the govern

area that are doers and so you do have

both Moser and in that you know

eliminate selection bias as well so

there's a difference between what we see

in Silicon Valley versus what we seen at

and the public so barriers are not

having more people that that we know are

capable

I'd invite all of you to think for just

a second about how did you got didn't

you take just some DISA second to think

about what your story was it gets you

here into this sense

I bet it goes something like this and I

call this Lorenz law so Lauren is a

really bright talented young woman she

works as an engineer at pound here and

when I say that it was okay really

bright and talented woman works an

engine at Palantir like which one that

could be any one of 15 people so that's

one yes'm

listen know who that is and we were

doing a session with our diversity

inclusion group and getting a group of

young interested people from

underrepresented populations into Drupal

and more until the low her story and she

said something that really struck me she

said I fell backwards into Drupal and

without her explaining what that meant I

knew exactly what that meant what I

think what that meant is it didn't

necessarily have the buter Science

degree I was kind of into some web stuff

maybe I was sort of good at it I wasn't

really sure if it was a career in it if

I could get making like money at it so I

kind of decided I could give it a try

right so that's Lauren July so if that

sounds like you didn't assess computer

science screen kind of dabbling around

in his web stuff weren't really sure

there's a job there decide to give it a

try and invite you to stand

yeah yeah that's a lot thank you

that's how we are

and I would suggest that for you to get

in this room you took a risk you took

some sort of Carreras and I'd suggest

them some prerequisites for that risk

right that allowed you to take that risk

you had an insurance he had some

capability you had a place to learn or

experiment he had perhaps a mentorship

some validation somebody told you you

were not badness you're pretty good at

this right community a place to land

right a place that after you took that

leap to land an exception and then

safety and I would argue that that in

order for you to get in this room

through Lorenz law you probably had a

majority there's probably at least four

of those seven perhaps all Cyclops and

so when I think about this I think about

the concept of taking risk with some

element of safety underneath you and

what you don't realize for those uses in

the room is that you basically did a

circus trick to get to this space so

those of you that know a bit about me

know that I've been in a circus arts the

last six years and I do flying trapeze

and the sport of flying trapeze are the

active clients trapeze involves letting

go of something and reaching out for

something else

and having somebody catch it somebody

reach back for you and catch it and

that's essentially what you got is did

you read the Alecto is something that

was certain and you reached up or

something you thought might be there and

somebody touched so the next inclusion

idea I like to share is around safety

nets and safety nets are what allow that

to happen

safety nets are only you allow you to do

that trick

I've got a video that I'm gonna share

that can show them that demonstrates the

importance of safety that's hope

one second

man I'm not alone one second

on the left the cursor down on the

bottom

yeah my good mine who took on my

Internet

what if I don't do it again

[Applause]

I need a volunteer the offices only

watches

[Music]

hand them to try something took a rinse

tried something amiss and ellipse it

upset because it didn't work but sit and

write a border is one more time so I'm

set but the most important medium

important part of the video to me is the

end when I turn around and I can walk

back and I can decide I can walk back to

that ladder and I can try it again I can

grow taller than that and I've no batons

I can go do something completely

different all enabled by having that net

and that person reach out for me we

touch dance and it didn't work and they

get to do something different as a

result

yeah

[Music]

so I want to talk about minority

populations in ristic and why there's a

different perception around we're

sinking minority populations and

typically that this suggests are

extremely versatile and resourceful by

necessity because that's the only we can

get access opportunity something happens

though when people from minority

dispossessed populations end up getting

opportunity and gain going to school and

getting education and your risk

tolerance traumatically decreases

because now you gotta shop and you gotta

make that shot work it's something

that's this it's gonna be kind of a sure

thing and so especially if you are in

the situation of being the first one of

your family to do X then there's a ton

of pressure to do something that is a

sure thing and if your parents scraped

and saved for you to become a lawyer

then you go to law school can you become

a worker or if your parents scraped and

saved for you become a doctor then you

go to med school and become a doctor and

you don't drop out to go work for a

company with whose name your parents

can't pronounce and go try something

different don't take a risk like that

right because now you gotta take the

shirt

or if you tried something different then

you don't have a safety net then there's

no second chance you don't get a chance

to try to and so what that can often

look like is like this we see this a lot

from with kids in this in this space who

are trying to do something something

different so they go to high school and

they get pretty good grades and they're

not the they're not the the

valedictorian but they're smart and they

do all right

and then they go to college and they get

into college and they start trying to

take some classes they are sort of

interesting to them and then something

happens right financially in Fall City

somebody gets sick you gotta go home and

take care of some money there's no

safety net and so they bounce off and

then I'm taking it posted jobs that may

be somewhat sort of related to

technology but not really really and

then in this bullshit job for a couple

of years and they bounced out of that

and if they were lucky and they wind up

in a program like Genesis works or it in

hell or someplace where they can that

thing that they had some interest in

they can learn to develop that that

skill but while they were out in that

space without a safety net two years may

pass

and think of me those in these spaces

are teaming up what had happened to you

if you didn't use your skills for two

years if you're on the outside the two

years how far behind the curve would

that make human and so in this story

without a safety net and performing

throw out a safety net and it bounced

out you end up behind the curve so what

can we do in this room to bring some

openness back to open source and what

can we do

so inclusion idea number five is wrong

proactive inclusive it's not just enough

to create a safe it's it's not just

enough to open an informant we have to

be proactive in the way that we're

including others and there's a number of

different ways to do that one is just be

visible and these guys have been doing

really well in Palantir right on their

website right you are hit over the head

with the fact that this is an open

environment in which people of different

genders and ethnic backgrounds can be

successful and be part of leadership and

so being visible is a really important

part of this proactive inclusivity

holding people accountable who are

responsible for sourcing sourcing

candidates is also an important part of

proactive inclusivity and that could be

there in a chart of our human resources

that could be the recruiting firms work

it certainly is before an elysian team

and holding everyone accountable to say

we will do it we will have a more

diverse group of candidates coming

through our door for this organization

it's not okay it's not okay that our

leadership team is all white man it's

not okay right some level of

accountability like that an organization

said our organization needs to look more

like our clients that's how you do this

in the product abyss go out of your way

to make it cool

for somebody else and what I mean by

that is go out of your way to make

someone comfortable when you want when

they walk through your door and a lot of

that starts off the welcome and if

there's someone that's walking through

your door that may be coming from a

different place may look different than

everybody else in that in that

organization probably took a little bit

of courage to than the waffle at door go

out of your way to make that person go

up to let them know that they're okay

and that they're there that

accessibility just think about your

environment think about how people come

into your environment think about what

the person they think someone said

season it coming to your garment can you

make that process of having somebody

literally walk through your door as easy

and accessible as possible

calibration what I mean by that is

checking after I've been meeting after

every big meeting after every new policy

and also checking in with somebody who

may be from a different group and say

hey how did that sound to you what did

that feel like what are you feeling

right now how did that go over for you

calibrating what you're doing the people

from different groups and mentorship

making sure that people from from

diverse populations have an opportunity

to be mentored and valued and celebrated

for what they bring to your team other

way to do this practically is to build

build a more grown write more diverse

pool of candidates and that's part of

the initiative work that the

organization is doing with Palantir with

organizations like empower out of

Baltimore in Genesis quarter in Chicago

it's just taken folks that have an

interest in this space but may not have

our technical skills and run and these

kids are going to be great engineers at

some point may not ever work for me

I mean they never work for Pendleton but

they're gonna go and do something

amazing right and so we're proactively

growing this pipeline of people that are

going to contribute to the space and

bring more diverse diverse voices to

this space

so what's next as we wrap up so I said I

was gonna make this political but I had

laughing did a big survey recently 2017

I've got a pause a little bit on the

laughs and so alas endings bitbucket

right an organization that most of us in

this is use and and my resistance pays

money to every month every month and I'm

not a developer so I've actually never

used any of the Glassons tools me

downloading their report this report was

the most significant interaction I've

ever had with the bio finish neck but it

was it was cool male helping us as we

did so this survey shows that after the

election last year percentage of people

that said they wanted to learn more

about experiences colleges different to

them fifty-seven percent percentage of

people that engage their leaders right

on how to create a more inclusive

environment fifty percent forty four

percent people wanted to participate in

a discussion about the vs. intent all of

this energy that happened out of that

version of last year that's a positive

thing the other thing that survey said

is that according to the fourteen

hundred people surveyed in that space

they thought that the change the biggest

drivers for change and diversity

inclusion was going to be individuals

and companies corporate initiatives so I

suggest we test that out right now

so my final illusion idea is around a

couple of accountability challenges I

got to buck two boxes one blue and one

green this one's called B this and so if

you're interested in taking part in a

collaborative group to evaluate one

another's websites and marketing

materials for how lucid they are and

welcoming they are to people that are

different than you I'd invite you to

come up afterwards put a business card

in this box so this is holding one

another accountable I'm not sure how I'm

going to do this what we're going to do

this instead of putting a business card

up here I want to take a look and hotter

one of those materials and hold each

other accountable for creating more

water please

the green one is called building and

grow and so if you're interested in

tapping in some of the things that how

organizations own Palantir to bring more

people into this space more people from

diverse backgrounds then I just put a

business partner in the screen locks and

that's the Congo themselves all right

what we learnt voices are scheduled

today

inclusion items never judge someone

presenting ahjuma poppers dropper

weapons were all simultaneously victim

and perpetrator safety nets proactive

inclusive inclusive inability challenges

can all fit off for a bit all right

that's me that's our Twitter address and

we're hiring if you're interested in

being part of a diversity

come talk we've got a booth right back

there your lawyer you want to wave and

say hello thank you guys very much

how do you know that's great

did he leave what am I just a bit the

picture right after this yes

hey Chris thanks for taking on such an

ambitious thanks Reyes when you've done

a tyranny to drop your weapons into

context oh yeah you guys is important

right it's like it's the community

people that we that were in is that the

talk the difference is so when I started

you know we started ride once in ten

time you guys are and kaksi was our and

prominent was already here and pounders

aren't here and they've been here for

years and they could have gone on their

way to crush me or a crush but they

didn't they invited us in I said hey

guys do you guys want to sponsor coffee

would you guys want a hole in the net

and so like that was like well I

why would I why am i disliking this

person there's a there's a you know a

certainly there's a rule of thumb right

it's really really hard to dislike

somebody that you I've seen Matt and

shared an experience with there are

notable exceptions that will I'm sure we

can can think up but but George and

Tiffany are not pretty impossible to not

not to dislike either a ghost so I think

it my maturation that process just came

to being hardest community I mean didn't

seem like the awesomeness is assist

they also sent some share I've got a

question so I have not an imposition to

hire a team of interns and grow them as

an individual other than being friendly

rather than maybe doing a little bit of

one-on-one mentoring how do I help you

with I think you're hidden right there

at the one-on-one minute okay

so part of what we're doing right now

some I just like part of what we're

doing right now with this the person

inclusion initiative is adding

one-on-one minutes for these young

people that are interested in Drupal and

while I learn more about it and just

want to have somebody to ask a question

to occasionally so be first in that

that's also part of building and going

or so and that that would be a minced

about what we're doing right now

as nerdy socially awkward super-smart

and we said these are article but how do

we separate the notion that there's this

cookie cutter hole that we have to fit

into in order to fit into a suitable

developer or images attack community

because I think that's a really big

problem that we had worse it is uh not

these things and I don't belong here

but actually you do belong here and you

don't have to be any of those

yeah that's what you're pointed that

there's there's lots of ways to

participate in this and lots of

different opportunities or roles

so what I was what I was trying to do at

that point is just draw some some some

sameness but not to say that those

characteristics need to describe any

developer in this says or certainly

every person in this space I would say

that personally left Victor probably

know he's got the super smart card um

but there was things like that's it's

not ended in him ended up so so then

because a good point thing bringing it

up there's certainly many ways to

participate in many types of skills that

are valued in assists and it's not just

it's not just a smart energy locally

also stop reverse

so I'm gonna leave these these bands up

here the blue one in the room and

everyone choose the bill that you like

or you can drop a pardon in both thank

you guys very much

all right so we're gonna first of all I

want to say thanks to Chris for me and

that was a fantastic talk and even far

exceeded any of my expectations are when

we reached out to him to do this talk so

thanks very much yes so Ivy has a camera

it is up here in the booth everybody

wait hi would you like rice too would

you like for us to be here

yes