When words are more than just words: Don't BlackList us

by Espartaco Palma

In the talk titled "When words mean more than just words: Don't Blacklist us," Espartaco Palma addresses the significance of language in professional settings, particularly in tech and development environments. He emphasizes the harmful effects that certain terminology can have on underrepresented groups and the importance of adopting more inclusive language. He asserts that these changes are necessary for creating a supportive and productive workplace for all coworkers. Below are the key points discussed in the presentation:

Introduction to the Topic: Espartaco introduces the idea that language impacts human interactions and can cause emotional distress and feelings of exclusion among underrepresented individuals.
Terminology Issues: He explains how specific terms, such as "master" and "blacklist," can carry negative connotations and be offensive to many. He references Kaya Thomas’s work to highlight the ongoing issues in tech regarding these terms and encourages the audience to reflect on the language used in their work.
Recent Changes and Examples: Palma mentions initiatives by organizations such as Software Freedom Conservancy, which is modifying language within their software development practices. For instance, they proposed the use of alternative terms to replace "master" in their codebase, such as "main."
Community Engagement: The talk emphasizes the importance of community involvement in advocating for change. Espartaco provides the example of government projects, like login.gov, which have made strides in adopting inclusive language practices.
Practical Steps for Change: Palma encourages individuals to propose alternatives to exclusionary terms in their own work environments. He suggests using terms like "primary" and "secondary" instead of "master" and offers various other examples of language that can be adopted to foster inclusivity.
Challenges to Change: He addresses potential resistance and concerns that developers may have about implementing these changes, stressing that change is a gradual process that requires patience and commitment from all team members.
Conclusion and Call to Action: The talk concludes with a call for collective effort in pushing for linguistic changes within coding and software development. Palma invites everyone to participate actively in promoting a more inclusive culture in programming and to engage in dialogues about these issues in their workplaces.

Overall, Palma's presentation is a compelling invitation to rethink not only how we communicate in code but also the broader implications of the words we choose, ultimately striving for a more inclusive tech community.

00:00:06.540 Hi, welcome to my talk titled 'When Words Mean More Than Just Words: Don't Blacklist Us.'

00:00:22.080 I am a senior software engineer, and you can find me almost everywhere, like on my website sparta.co.

00:00:28.500 Today, I work for a company called AnyRule. We are hiring, by the way, so please contact us.

00:00:50.879 Let's discuss what this talk is about. We will talk about the why, when, what the issues are, and what we can do about them. We have a problem with our terminology, and it turns out that it may hurt other humans.

00:01:19.920 As Kaya Thomas mentioned back in 2015, certain terms, like 'blacklist,' can be problematic. In a security class, one can learn about why these terms are unacceptable.

00:01:33.020 You can't expect people of color or BIPOC individuals to repeatedly encounter these terms in various communications. It can be difficult to witness this time and again, and it's been documented everywhere.

00:02:02.640 You may wonder why this change has suddenly occurred. It turns out that underrepresented groups are becoming more vocal, but before diving deep into that, I want to address a little deviation. I hadn't even started creating my slides for this talk when someone provided an example related to what I'm discussing.

00:02:32.160 During a presentation I was giving, I noticed that change is often considered too slowly. For instance, let's talk about changing the default Git branch name from 'master' to something else.

00:02:48.060 Companies and organizations have started to recognize that this is a necessary change. Although this issue is not new, when it started happening, it caused a stir. Some people feel strongly about it.

00:03:20.180 For example, when someone suggested changing the default branch from 'master' to 'main,' it prompted discussions about whether such changes are acceptable for small projects or larger ones.

00:03:40.440 However, even big projects, like Rails, have made the switch to make things more equitable. That brings us to the Software Freedom Conservancy, which stated that the term 'master' can be offensive to some people, and they empathize with how painful it can be to use that term.

00:05:07.139 As a result, they announced actions to encourage users to specify default branch names when creating new repositories in Git. This means that when you create a new repo, instead of 'master,' you could use 'main' or any other term that you find appropriate. The project encourages participation from underrepresented groups in its development.

00:06:04.080 So, let's take action! You might say that conventions are just how things are done. However, acknowledging that conventions can evolve is important. The Internet Engineering Task Force has started to adopt more inclusive language in its documentation, illustrating the transformation that is happening.

00:07:04.139 The objective of using inclusive language is to avoid using exclusionary terms that may alienate or offend others. It has taken almost two years to implement these changes, from October 2018 to February 2021, but it is happening, and we all should be aware of this.

00:08:09.900 It's not just about changing terms; it's about making sure that our conversations are grounded in sensitivity and awareness. With that said, I want to highlight that change comes from everyone working together. This is a gradual process, and we must be thoughtful and appreciate the diversity of experiences.

00:09:15.480 I encourage everyone to embrace changes in language as part of broader diversity, equity, and inclusion efforts. It's not just about race; it extends to how we communicate in the workplace.

00:10:06.660 For instance, there are compelling projects like login.gov that have set an exemplary standard by changing their default branch naming. They recognized the implications of using the term 'master' and have actively sought to rectify that.

00:10:46.680 Login.gov has built a vast infrastructure for single sign-on (SSO) services for the government, recognizing the need for change. It might seem daunting and complex, but it's essential to understand that this can also be a local issue we can manage.

00:12:05.760 As individuals, we can propose alternatives. For example, instead of 'blacklist,' we could use 'deny list' or 'block list.' It’s about changing the terminology without losing the meaning.

00:12:56.200 Even in bigger projects, platforms like GitHub are implementing changes to language. It's not merely semantic; it represents a shift in our values and our understanding of how terms can impact communities.

00:14:01.920 I remember working on a project that, while it seemed innocuous, was linked to a long history. The name 'Elis Island' alluded to freedom in a way that ignored the darker legacy of that name.

00:15:03.899 Ultimately, we need to reflect on the impact of our choices on people around us. It's not about the individual action; it's about collective responsibility.

00:15:53.399 These changes are about awareness and understanding. We are all impacted by the words we use. The focus should be to create environments that encourage conversations and inclusivity.

00:16:57.460 Being aware of these issues entails pushing back against narrow-mindedness and advocating for change. It's not easy, and it takes time. But we must be patient.

00:18:13.920 If you're in a position to influence these conversations, do it constructively. I've seen firsthand how difficult it can be to introduce changes, even in public or private projects.

00:19:43.800 We must involve everyone—especially BIPOC individuals. This isn't just a mandate; it's an opportunity for growth and change. Diversity strengthens teams. It fosters creativity and innovation.

00:21:25.800 In your own projects, challenge the status quo. Advocate for inclusive practices. Discuss with your teams how language shapes culture. It's essential not only to be aware of these nuances but to actively engage in promoting positive change.

00:22:32.799 As we conclude, remember that this is an ongoing process. We can all be involved in making these changes happen. Share knowledge, collaborate, and push each other toward a more inclusive future.

00:24:09.720 Thank you for participating in this discussion. I hope you find it valuable, and I look forward to your feedback and contributions in this journey toward better communication in our work.

00:25:06.600 Feel free to reach out to me or engage in further conversations about these important issues. Together, we can strive for a work environment that recognizes and values everyone.

00:26:12.840 Thank you again for your attention, and I appreciate the opportunity to share these thoughts with you. Let's ensure we keep the conversation alive.

00:28:18.680 I will be on the chat to discuss any questions you may have, and I will share additional resources and credits afterward. Let's continue this conversation for a more inclusive future.