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Okay, so I am Verónica López from Mexico City. Today I'm going to talk about how to be more inclusive beyond open source contributions.
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Being a Latina from Mexico, talking about inclusion is a significant responsibility for me. As a software engineer and former scientist, I work with distributed systems, primarily in Go and a bit in Elixir. I also have extensive experience with diversity initiatives. Even though it's not my formal job, I often find myself involved in discussions about diversity.
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Every time I hear about someone setting up diversity initiatives, I wonder if those initiatives are diverse enough. Do they only cover women or people of color? Everyone has good intentions, but that doesn't necessarily mean their initiatives are effective. To truly foster diversity, we need to include everyone, regardless of gender, ethnicity, or background.
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This talk will last approximately ten minutes, and I will focus on four main points today. First, we'll cover an introduction to what diversity means, then discuss a concept I refer to as 'cookie-cutter culture' and the misconceptions surrounding it, and finally, I'll share ideas on how to solve these issues.
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Beginners and people trying to learn new skills are often advised to contribute to open source as a means to kickstart their careers. However, it's not that easy. I don't know how many of you have been approached by junior programmers, or even those who aren't junior, seeking to learn new technologies like Ruby or your specific gems.
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Many people suggest starting with open source to build a portfolio, but the reality is that for a lot of individuals, it's not as simple as it sounds. There are numerous setbacks, the most common being harsh environments and weak codes of conduct in some communities.
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Many codes of conduct I have seen online are overly optimistic, assuming that everyone involved has good intentions and that conflicts won't arise. Unfortunately, that's not reality. Moreover, poor documentation can hinder those who are new to these communities; what might be clear to us can often be confusing or unclear to others.
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There are also inherent biases that lead us to make incorrect assumptions about someone's technical capabilities. For example, if a woman speaks about diversity, some might think it's because she lacks technical knowledge, or if someone asks technical questions, we may assume they are junior and treat them condescendingly, which is not the case for everyone.
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The second point I want to address is 'cookie-cutter culture.' This refers to the tendency of communities to invite diverse individuals to join but only to mold them into a version of ourselves. True diversity means recognizing that we come from different backgrounds with unique perspectives and contributions to offer.
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Diversity should encompass a variety of contributors and workflows. Often, organizations mistakenly believe that diversity only pertains to visible differences, such as skin color or gender, disregarding the value of diverse thought and experiences.
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We often hear stories of individuals who made their way through contributions from grammatical corrections to becoming prominent developers. While such stories are inspiring, they do not represent everyone's experience.
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If someone doesn't have extensive experience with a particular technology, it doesn't mean they're unqualified. We need to ask ourselves what each person can bring to the table rather than judge them based on their familiarity with specific technologies.
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The assumption that everyone has the same amount of time to contribute is another misconception. Not everyone can devote the same hours to open source projects, and there are a myriad of reasons why someone may not contribute code, ranging from limitations in time, resources, or mentorship.
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Many people, particularly from underrepresented groups, may feel pressured to demonstrate their expertise through contributions, and if they don’t, they are often labeled as uninterested or lazy. The solution to these misconceptions is simple: stop assuming and start listening and empathizing.
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Encouraging diverse contributions can take many forms. People should feel empowered to give talks or write blog posts about projects, regardless of whether they have committed code. An example from my work involves organizing meetups where we tackle issues from various projects, categorizing them by difficulty to make contribution accessible to everyone.
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We also ensure experienced mentors are available to assist those new to the process. It’s crucial to have conflict resolution mechanisms in place in your codes of conduct to foster a safe environment.
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Many leaders of open-source projects have expressed their struggle to find diverse speakers for conferences, without ever reaching out for help. By collaborating and asking for support, we can create a more inclusive environment for everyone.
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Recognizing contributions in all forms—not just code or documentation—is essential in fostering a positive and inclusive community. Everyone's efforts matter and should be acknowledged.
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Emphasizing appreciation will encourage continuous participation and influence future hiring practices in technology, as organizations increasingly seek candidates with open-source contributions.
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To wrap this up, it's crucial for individuals in technology to actively listen to different voices and explore a broader definition of contributions. Open-source contributions encompass not just code but also mentorship, advocacy, and community support.
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I may not have contributed a single line of code in an open-source project, but I have dedicated significant time to initiatives that empower others to succeed in making substantial contributions. It’s important to recognize that every effort counts.
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Thank you very much.
