Diversity & Inclusion
Including People
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Including People

André Arko • March 31, 2016 • Earth

The video titled 'Including People' features a talk by André Arko at Ruby on Ales 2016, focusing on the crucial themes of increasing participation in open source projects and fostering inclusivity while eliminating discrimination. André discusses the necessity of empathy within programming communities and the importance of incorporating diverse perspectives. He begins by introducing himself and his background in the Ruby community, particularly his work on the project Bundler and the Ruby Together initiative.

Key points discussed include:
- The Importance of Inclusion: Inclusion should replace the term diversity in discussions, as it emphasizes active participation rather than merely statistical representation.
- The Pitfalls of Bias: Many in the tech community operate under the misconception that meritocracy is fully realized, while studies reveal biases exist in hiring and evaluation processes.
- Addressing the Participation Gap: The audience is reminded that underrepresented individuals are present but face dismissal and bias, particularly in programming cultures that have historically marginalized them.
- Active Steps Toward Inclusivity: André outlines practical approaches to enhancing inclusivity in projects, including:
- Establishing a clear code of conduct.
- Improving documentation to make it accessible for newcomers.
- Actively inviting contributions from those who may feel intimidated.
- Responding positively to inquiries and issues raised by contributors to create a supportive environment.
- Respect and Empathy: He emphasizes that respect for the varying contexts of others, patience, and validating their experiences are essential in encouraging a collaborative working environment.

Throughout the talk, André shares personal insights and emphasizes that active engagement, proper communication, and the elimination of hostile attitudes are critical in making open-source projects welcoming. At the conclusion, he invites individuals from underrepresented backgrounds to actively engage with the Bundler project, promoting the notion that anyone striving for inclusivity can contribute positively to the community. The final message is about collective responsibility to foster an atmosphere where everyone feels capable and empowered to participate in tech and open-source projects.

Including People
André Arko • March 31, 2016 • Earth

This talk is about the twin open source project goals of, on the one hand, increasing participation and contribution to an open source project, and on the other hand including everyone while eliminating discrimination and harassment (whether deliberate or accidental). I'll talk about different approaches to reducing discrimination, including better documentation, better development tooling, explicit onboarding process, and codes of conduct. I'll also cover concrete steps that anyone can take to help increase inclusion and participation in the teams, communities, and open source projects that they are involved in.

Ruby on Ales 2016

00:00:14.719 Hey, all right! Uh, sorry, hi everyone.
00:00:21.180 So, I guess this is more thematic than I realized when I urgently put this talk together and submitted it.
00:00:28.680 This talk is about including people, and it’s also about working on open source and having empathy with people.
00:00:37.410 So, I’m going to talk about including people in projects and in open source.
00:00:45.329 But before I do that, let me introduce myself. I’m André Arko.
00:00:52.739 I am also known as Indirect on all the internet things; that’s actually my old avatar, and I didn’t update it.
00:00:59.910 That was once my face on the internet, but that’s alright. I work at Cloud City Development.
00:01:07.470 We do web and mobile development, and I mostly provide senior Rails consulting for teams in need.
00:01:12.840 If that’s relevant to you, that’s definitely something we excel at.
00:01:19.040 My coworker from Cloud City, Rain Hinrichs, will also be giving a talk later tomorrow, so that’s pretty cool.
00:01:24.470 I co-authored a book called 'The Ruby Way,' third edition, helping to update it for Ruby 2.2 and 2.3.
00:01:31.320 I’m biased, but I think it’s a really good book about Ruby.
00:01:38.460 I work on a project you may have heard of called Bundler.
00:01:43.680 Working on Bundler has been great because it allows me to connect with everyone in the Ruby community.
00:01:48.990 It has been a really interesting and educational experience.
00:01:54.360 I have Bundler stickers! I brought 100 just for you; come get one later.
00:02:00.450 As Jonah said, I started Ruby Together, which is really just a way to help companies that need RubyGems.
00:02:06.869 They might not be able to afford to hire an entire person, so we offer a fraction of a person’s worth of work.
00:02:12.240 Lots of companies find this approach beneficial, as everyone ends up with a lot of work for a small investment.
00:02:18.060 I also have Ruby Together stickers; I brought 200 of those for you to collect later.
00:02:23.400 At this point, it's clear that developers don't really care about business cards; they only care about stickers.
00:02:29.640 So, you can expect to get stickered!
00:02:34.890 Now, back to the inclusion theme.
00:02:40.830 Right off the bat, I would like to point out that it’s kind of weird for me to talk about this.
00:02:40.899 I’m a stereotypical default programmer dude; I’m white, male, and tall.
00:02:56.460 People often assume I know what I’m talking about when I share my perspective, which can be convenient but also confusing and frustrating.
00:03:03.690 This talk is more the result of research and conversations with those who don’t fit into that stereotypical mold.
00:03:09.060 The primary reason I’m giving this talk, instead of someone with more firsthand experience, is that I can still be considered technically competent.
00:03:14.690 Unfortunately, underrepresented individuals often have their credibility questioned when addressing issues.
00:03:20.160 So, here I am, sharing insights based on what I’ve learned.
00:03:26.010 Much of this talk derives from my experiences in open source projects, predominantly Bundler, and the tenets discussed are universally applicable.
00:03:40.110 If you primarily write software by yourself, maybe go grab a drink, but if you collaborate with others on software, keep listening.
00:03:46.490 I’m going to outline my experiences, both good and bad, and the lessons learned through experimentation.
00:03:54.450 Remember, what worked for me may not work for you, so experiment and adjust your approach based on results.
00:04:03.060 I want to provide some background on the topic of diversity.
00:04:09.060 I’ll discuss concrete steps you can take to improve diversity and inclusion in your projects.
00:04:15.690 Diversity, as a topic, has garnered much attention lately, but there remains a troubling history of sexism and harassment in the tech industry.
00:04:24.330 When Bloomberg published an article that attempted to define programming, Ruby was mentioned only in the context of it being a community full of sexist behavior.
00:04:30.440 This reputation is problematic, especially since many in the Ruby community are not in fact sexist.
00:04:37.260 Over the last few years, I’ve engaged in extensive talks and research on this issue and aim to summarize my findings.
00:04:44.790 To begin with, it’s essential to note that 'diversity' is not the ideal term to address this situation.
00:04:53.040 Underrepresented groups are not absent; they do exist, as seen in the graduation statistics from computer science programs.
00:05:03.780 The real problem lies in workplaces where their opinions are often dismissed, their feedback is ignored, and their technical skills are doubted.
00:05:13.200 Here’s the most direct way to increase inclusion: stop just talking about diversity and start actively including people.
00:05:22.200 Inclusion should be about fostering a welcoming environment, not about achieving a well-divided pie chart.
00:05:29.820 Now, during these discussions, some claim, 'But I felt welcome.' Unfortunately, this viewpoint is typically misguided.
00:05:37.490 There are countless instances where individuals are denied access to education, jobs, and promotions simply due to biases.
00:05:45.390 Co-workers and managers, along with executives, perpetuate these biases.
00:05:52.600 Certain individuals' contributions are unjustifiably overvalued based on their demographic characteristics.
00:06:01.050 For instance, research shows that even minor modifications to names, races, or genders on resumes can lead to entirely different hiring outcomes.
00:06:08.540 The issue is persistent across not only the Ruby community but within the entire tech industry.
00:06:15.250 Despite evidence pointing to bias in tech hiring, there's prevalent denial of this issue.
00:06:20.699 People often assert that the digital industry operates as a meritocracy where contributions are the sole measure of value.
00:06:29.880 Sadly, research indicates that evaluation processes become even more biased in organizations that profess meritocracy.
00:06:36.820 When individuals receive rewards for their actions, they tend to believe those rewards were intrinsically deserved.
00:06:44.270 Ultimately, if individuals aren't rewarded similarly, they are presumed to be less capable, which is far from accurate.
00:06:51.600 Additionally, the notion that underrepresented groups are a product of a pipeline problem is misleading.
00:06:58.240 There are sufficient individuals pursuing computer science degrees, yet many remain unable to secure jobs in tech.
00:07:05.060 Historically, computing was a field 100% dominated by women.
00:07:11.100 As programming jobs became more prestigious, women quickly decreased in participation.
00:07:17.060 Now, programming comprises less than a quarter of women, a concerning downward trend.
00:07:23.310 The issue isn't a lack of women in the field, but rather how we act and include different individuals.
00:07:30.470 To address the diversity issue, some individuals suggest that they will consider hiring diverse teams if it provides financial gains.
00:07:39.340 However, companies often cling to their biases, ignoring research that confirms diverse teams yield greater productivity.
00:07:47.060 They still prefer to hire non-diverse teams, which requires less effort despite resulting in poorer outcomes.
00:07:52.960 It's important to note that treating any group of individuals as inherently inferior is unacceptable.
00:08:04.520 Attempts at diversity solely for productivity enhancements are doomed to fail because they lack genuine inclusion.
00:08:11.350 If your interest in diversity isn’t about including people, achieving diversity will be impossible.
00:08:20.400 Since you’re here, it seems that you genuinely care about including people.
00:08:28.140 Inclusion isn't just a checklist of statements; it’s an attitude to adopt during social interactions.
00:08:34.710 This attitude must actively counter the prevailing hostile demeanor found in open source communities and programming.
00:08:39.600 In any open source or software project, there are generally three groups involved: end users, potential contributors, and the existing team.
00:08:46.560 It’s common to be inclusive of one group while being hostile to others.
00:08:54.470 For example, end users are welcomed, but contributors may be insulted and belittled, which is not a constructive approach.
00:09:01.080 It’s crucial to include everyone: contributors and users, not just the project team.
00:09:05.880 Let’s start with how to be welcoming to end users.
00:09:12.920 Ensure your project’s end-users feel welcomed and included, regardless of whether it's open or closed source.
00:09:20.670 Even if the user is just you, treating them with respect is essential.
00:09:28.760 Pay attention to how documentation refers to the user; avoid using exclusively male pronouns.
00:09:35.640 Additionally, ensure that error messages aren't dismissive. Being considerate in communication is fundamental.
00:09:44.190 A strong first step is to establish a code of conduct. There are many examples out there.
00:09:50.700 Coraline Ada Ehmke, who unfortunately could not attend this conference, created the Contributor Covenant.
00:09:58.820 She actively updates this template to ensure inclusivity in projects.
00:10:04.920 The purpose of the code is to provide a safe space for users to discuss issues without any fear of harassment.
00:10:10.960 Chances are that individuals from underrepresented groups hesitate to participate in projects, feeling they’ll only receive backlash.
00:10:16.630 The next major aspect is documentation, which is often less comprehensive than you believe.
00:10:23.660 Many projects are embarrassed by their documentation; that’s understandable.
00:10:30.800 However, the groundwork for inclusive documentation is straightforward.
00:10:37.060 Use 'she' or 'they' instead of 'he' when necessary.
00:10:44.480 Your documentation should also be welcoming towards newcomers.
00:10:49.900 Many projects unintentionally alienate newcomers with jargon-laden documentation.
00:10:56.060 It would benefit your project to find newcomers to explain how it works and write documentation.
00:11:02.320 Jacob Kaplan-Moss gave a fantastic talk called 'Writing Great Documentation,' highlighting key documentation types.
00:11:08.130 First, provide tutorials that offer clear steps to accomplish tasks.
00:11:14.480 Consider writing comprehensive topic guides explaining single topics in detail.
00:11:20.550 An API reference is also vital, as users may need specific method names or parameters.
00:11:26.550 Lastly, include troubleshooting documentation for problems users may encounter.
00:11:34.210 When writing code, have it anticipate problems and provide helpful messages or direct actions.
00:11:41.710 For instance, if a user encounters a specific issue, guide them to possible solutions rather than dismissing them.
00:11:47.760 How your project addresses issues is a strong indicator of its inclusivity.
00:11:53.570 Responding to issues with negativity alienates potential contributors.
00:12:00.510 Assume reports come from users with legitimate experiences.
00:12:07.230 Start by showing appreciation for their efforts and guide them to solutions.
00:12:13.360 Ensure that communication channels, such as Slack or email, also adhere to your code of conduct.
00:12:20.220 Enforce the code across all interactions, especially from anyone representing the project.
00:12:28.480 Harassment and hostile attitudes should never be acceptable in any form.
00:12:35.060 It’s imperative to enforce the code on everyone, regardless of their perceived importance.
00:12:41.440 A toxic individual can deter many talented contributors who might otherwise be eager to help.
00:12:48.320 Now, let’s shift focus to welcoming contributors.
00:12:55.160 Everything I discussed about being welcoming to users similarly applies to contributors.
00:13:01.290 Creating a safe environment free from harassment is essential for attracting contributors.
00:13:07.740 Documentation plays a critical role, but you can implement additional strategies to welcome them.
00:13:13.730 One of the most effective ways is to actively ask individuals for help.
00:13:20.010 Many people mistakenly believe they should be experts before contributing, but this is often not the case.
00:13:26.730 Engaging with newcomers helps to bridge gaps in understanding and generates a wealth of beneficial insights.
00:13:33.830 I often invite people to pair up for an hour, allowing them to learn more about contributing.
00:13:39.000 After that, they can decide if they feel ready to handle tasks independently.
00:13:45.030 It’s important to differentiate between user-facing documentation and development documentation.
00:13:51.250 Provide guidance on checking out projects, setting up dependencies, and running tests.
00:13:58.860 Communicate policies for contributors clearly, including criteria for accepting pull requests.
00:14:05.480 If there are recurring tasks, document them meticulously to streamline the process.
00:14:11.450 For instance, specifying areas where contributions are most needed can motivate newcomers.
00:14:19.400 Share a document explicitly stating that even if you just spot typos, you are welcome as a contributor.
00:14:25.540 Ensure you express gratitude and make newcomers feel empowered in their contributions.
00:14:31.660 Remember, when reviewing pull requests, take the time to understand their context.
00:14:39.560 Acknowledge the effort people have made when they submit changes, even if they don’t work.
00:14:45.310 Show that you value their input and are willing to help solve any challenges they might face.
00:14:52.220 Applying these principles to your team is just as essential.
00:14:59.520 Address any code of conduct infringements aimed at team members and offer them support.
00:15:06.170 Communicate your appreciation for their input and apply the same respectful treatment.
00:15:12.270 Concluding, everything I have suggested stems from the fundamental principle of respect and empathy.
00:15:18.340 Remember that others don’t share your context or skills; they’re only trying to do their job.
00:15:24.080 They can perceive your intentions—helpful or harmful.
00:15:30.290 Instead of treating others how you wish to be treated, consider the context they exist in.
00:15:35.490 Respect and empathy should guide your interactions.
00:15:41.740 Listen to those in underrepresented communities, observe how they are often mistreated, and take action.
00:15:47.650 Address problems when they occur, make people feel included, and promote inclusivity.
00:15:54.120 Tech as a field holds biases, but our collective efforts can drive change.
00:16:01.860 As a final note, I manage a popular open source project and strive to expand our team.
00:16:06.950 I invite anyone who has felt intimidated or excluded to discuss contributing.
00:16:12.820 My goal is to enhance inclusivity in Bundler and inspire others to create welcoming environments.
00:16:19.150 Let's work together to foster an atmosphere where all individuals feel capable and empowered.
00:16:25.610 That’s it!
André Arko
@indirect
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