Board/Minutes/2021-02-S2S/Addressing lack of gender diversity in OSM community
Notes by participants. Might be enriched.
This session took place in parallel with "Takeover protection". A summary was provided to the other group.
- Allan Mustard
- Eugene Alvin Villar
- Mikel Maron (facilitator for this session)
- Rory McCann
The rest of the board members participated in the parallel session.
Also present: Dorothea Kazazi (administrative assistant)
- relatively low numbers in survey.
- doing moderation and list issues with Local Chapters and Communities Working Group (LCCWG).
- how to welcome more women and non-binary, culture shift.
- first step is support LCCWG subcommittee, to have good expectations of behavior on list. Encourage more conversation.
- encourage more to join the project itself.
- lots of institutional barriers to participating, some we can control, some we can not.
- not exclusive to OSM, should talk to other projects and see what worked for them.
- what can we do proactively? representation is empowering and encouraging. what ways can we make sure women are seen as participating.
- OSM vs OSMF. we have more means to encourage participation.
- could increase board size to include more non-males.
- how can Board with no women speak to issue preventing participation?
- everyone on board could talk to friends individually, so they understand more what issues are.
- female OSMF members could ask their friends to join.
- 8-9% is ok in comparison to IT sector (3% in general in US). Cartography is better. So don't be discouraged but strive for more participation.
- strategy for attracting women. need to go to where the mappers are and directly outreach.
- all on Board, directly mentor women and nonbinary folks to talk, understand their interests, and find ways to support them.
- we can do a better job to be welcoming, and protect space from bad interactions.
- outreach on who could be good prospective board members. actively recruit.
- not only focus on women and non-binary on the board, but also as osmf members.
- start off with dialogues, and then maybe build up to a public statement.
- make sure to include trans and gender non-conforming folks, to help frame.
- address other aspects of diversity needed: linguistic, neuro-diversity.
- support effort to moderate [mailing] lists.
- outreach to have direct dialogue, snowball survey.
- parcel out list of folks to reach out, everyone is going to make 2-3 phone calls.
- Mikel to create hackmd to collect names [for calls].
- Each board member to have 2-3 conversations, keep notes together, and then report back out.