WEBVTT 00:00.000 --> 00:10.640 Hello, I'm little nervous, but it's fine. 00:10.640 --> 00:14.800 While I'm here to talk about an interdependent impact of the Irish with Wales, I don't 00:14.800 --> 00:22.560 mean false to be at more inclusive communities, I think this is a really important team 00:22.560 --> 00:31.600 let's say it's the way. As Blas humans all the time, not just in false communities, 00:31.600 --> 00:39.920 but in general, I'm not in tech. Well, I'm here with Nima to talk a little bit about our 00:41.760 --> 00:47.920 obligative in this talk. We have some topics to cover, and she's going to treat. 00:48.640 --> 00:54.640 Okay, this is going to be a little bit complicated, but we'll make it work. 00:54.640 --> 00:58.880 So, this is what we're going to talk about today. I will see first a little bit of feedback 00:58.880 --> 01:04.880 that's about women in tech and free and open crossover. We'll go out the varies to entry and 01:04.880 --> 01:10.960 retention that we've seen care important to review. We'll talk about Survivor C bias and 01:10.960 --> 01:15.520 intersectionality and Survivor C bias quite they are we think they can work together 01:16.320 --> 01:23.040 and how to build a version into shift communities. So, for that we're trying to find some steps 01:23.920 --> 01:30.080 reverse to our top and this one's we found very interesting that's why actually prompted 01:30.080 --> 01:38.080 up to the stop that a lot of women like 50% of women leave tech at 35 or before. So, we've seen 01:38.800 --> 01:44.160 we consider ourselves survivors because we are over 35 and we're still in open source and tech. 01:44.800 --> 01:50.400 That's that's why we consider we are survivors as compared to all our jobs but only 20% of 01:50.400 --> 01:56.160 women leave and as compared to men that we will leave more than men. We're trying to find 01:56.160 --> 02:02.080 signals that related to a free and open source software that was a little bit more difficult. 02:02.720 --> 02:08.160 What we see that in proprietors of our women actually contribute 28% which is I think 02:09.040 --> 02:14.400 it's close to what we see in the industry. We have around 25 or 3% of women in the industry 02:14.400 --> 02:20.800 but if we look at open source, we find that for example, the Apache software foundation 02:20.800 --> 02:27.920 only had 5% women contributing a 9% of the Linux kernel and a 9% of women have 02:27.920 --> 02:34.720 it had users. These are from 2017 we don't know if it's a change a lot but we are so not. So, that's 02:34.800 --> 02:41.280 very different from what we see in the industry. And Julia is going to talk about the 02:41.280 --> 02:45.600 berries of entry and retention as related to that. Why don't entry or live? 02:48.800 --> 02:57.120 So, probably the women present in this room knows a lot about the berries, trend and 02:57.120 --> 03:05.760 retention in tech. But just to say about a little bit but like for example, the gender pay a gap 03:07.440 --> 03:14.160 sometimes humans need to have their responsibilities of caregivers so it's taking care of 03:14.160 --> 03:26.400 or families or babies. Also you have the gender buyers, arrest men, microaggressions and others. 03:26.480 --> 03:40.080 I'm sorry. Well for example, when we say about the survival ship bias means that we survive it 03:40.080 --> 03:47.920 and we could pretend. But this means that like you pass through it to be here today 03:48.880 --> 04:00.480 because we didn't take care about it. You keep our heads up. But this doesn't mean that for the 04:00.480 --> 04:11.760 newcomers this is easier. And sometimes we don't see empathy or we don't see even like mentorship 04:12.480 --> 04:23.120 or ways that make easier for women keep in tech. As I said in this slide before like 04:24.240 --> 04:33.040 normally humans live with 30 to 35 years because normally these days they are getting married, 04:33.520 --> 04:42.800 having babies and they need to choose between career and house responsibility. Let's say 04:42.800 --> 04:51.120 it's way. And sometimes like for example to have a job in home, have a job outside the home and 04:51.120 --> 05:00.400 plus work in the first community like that's a volunteer thing is harsh, right? So this is also 05:00.400 --> 05:07.040 something that's really blocked this rotation on not just in tech but in in the false. 05:10.240 --> 05:17.600 And a lot of other type of barriers, this is like some dialogues for anonymous people that we 05:17.600 --> 05:26.320 take or some conversation that we have with women and women tech that sometimes they need to like 05:26.320 --> 05:35.280 for example change the gender on the GitHub or they're not comfy to contribute in open source 05:36.080 --> 05:44.160 repository because they like for example the commentations not clear or they don't want to be judged 05:44.160 --> 05:51.680 or they don't think that they have the whole experience that they should when you compare with a man 05:52.320 --> 05:58.400 or sometimes what's happening a lot is like for example men's really stick more each other 05:58.400 --> 06:06.880 to defend each other than like to defend a woman when they have an issue while they do a 06:06.880 --> 06:16.640 mistake so we afraid of the judge like for example you know public in internet right and also 06:16.640 --> 06:24.480 like for example normally at least my in my experience for example I'm from infrastructure I'm 06:24.480 --> 06:31.360 in theory a lot of times I was the only women in my in my team sometimes in the company and this is 06:31.360 --> 06:40.640 harsh like to to be to feel blown you know like we don't have the let's say brotherhood as 06:40.720 --> 06:46.400 guys normally have because you're different let's say let's do it so sometimes you have like 06:46.400 --> 06:55.360 you suffer like men's planning or you feel that your voice is a mirror and other type of like 06:56.320 --> 07:03.920 let's say aras or like a gap or lack of security security because of that 07:10.880 --> 07:16.400 so who in the room knows about survivorship bias after a little bit I was quite good 07:17.760 --> 07:23.200 so if you go to the Wikipedia you can have a look so to go through over it quickly you know and in 07:23.200 --> 07:30.960 World War II there were a lot of well I across that made it to base but some didn't so they decided 07:30.960 --> 07:38.400 to analyze that and try to to make playing safer by strengthening the the damage in the 07:38.400 --> 07:44.320 world points that used the word where they were shot so they first decided hey maybe we need to 07:44.320 --> 07:51.040 strengthen the places where the planes that make debates are shut but after that I realized that the 07:51.040 --> 07:56.400 pie if you choose the pilot in the in the head it was not actually in the in the bullet points 07:56.400 --> 08:02.720 where they make it today so maybe what we need to do is protect the places where the planes are not 08:02.720 --> 08:08.640 shut so we need to strengthen those for me for women in tech it's a little bit the same if you 08:08.640 --> 08:15.360 look at as the survivors we made over 35 years and we're still in in open source you might 08:15.360 --> 08:20.560 need a lot of data you might need a subset of data and the reasons why people live so why women live 08:21.280 --> 08:28.800 so that's why I started very interested in in this approach and for me the the first of those 08:28.800 --> 08:34.000 how can I identify how can we identify our own survivorship bias because I'm a survivorship 08:34.560 --> 08:41.920 I survived I made it what's the problem so for me the intersectionality is the one concept that 08:41.920 --> 08:48.880 helped me intersectionality recognizes that there's the gender is not the only factor that 08:50.480 --> 08:58.960 shapes our experience and our in tech so we all have different socially identities and those 08:58.960 --> 09:04.720 shape like they've come down a more complex form that sometimes creates discrimination so 09:05.680 --> 09:12.400 one for example for a for a woman in tech it's different if you are a migrant transgender woman 09:12.400 --> 09:16.720 you will have a very different experience from a woman who is not migrant and is cisgender 09:17.840 --> 09:23.680 so one thing that tell me a lot is the will of privilege that actually you can see fear there's a lot 09:23.680 --> 09:29.520 of versions on the internet you can see and I place myself in the will and the closer that you are 09:29.600 --> 09:35.440 to the center for example if you own a house or if you're in the house or if you don't have a house 09:36.000 --> 09:40.400 these are different levels of privileges the closer you are to the center in this will the more 09:40.400 --> 09:46.160 power you have and the more privileged you are in that situation with that identity and the 09:46.160 --> 09:51.200 farther you are from the circle the words the more disadvantage you might experience depending on 09:51.280 --> 09:59.440 the situation so for me what I try to do is try to figure out what's my privilege I am an 09:59.440 --> 10:05.360 engineer I have an engineering degree I'm a citizen I'm not a migrant I'm middle class I don't have 10:05.360 --> 10:11.360 children to take care for or parents to take care for so there's a lot of things that give me 10:11.360 --> 10:17.200 privilege like being a white European and first one I started supporting women which is something 10:17.200 --> 10:23.520 very passionate about I for example was supporting mentoring women that were had an engineering degree 10:23.520 --> 10:29.040 like me and this make me think of the opposite side of the spectrum what if I can help women 10:29.040 --> 10:34.240 that don't have an engineering degree that are migrant and I found an association in Barcelona where 10:34.240 --> 10:40.720 I invest that they help this kind of women that are transition with career so this is something that 10:40.720 --> 10:45.600 help me think outside the box look at for my blind spot and say okay maybe we need to help 10:45.680 --> 10:52.400 the people that don't make it in tech and our example is conferences for example or events 10:53.120 --> 10:58.720 I don't think at first I wasn't thinking of mothers like if you have a child that's it help you 10:58.720 --> 11:05.280 so maybe you can provide shelter services maybe you can skip the menu if they allow children in 11:05.280 --> 11:10.800 and that can help women join the event or for example if you are in an open sur project 11:10.800 --> 11:14.560 and you have the calls at seven at night maybe that's the time where a mother will be 11:14.560 --> 11:19.600 taking care of the children so even if they are a minority maybe it's right to find a time that 11:19.600 --> 11:27.520 works for the minority otherwise they might not be able to join or stay and now we'll have 11:28.480 --> 11:34.000 Julia talk about how you can build more labor than inclusive communities based on that 11:34.560 --> 11:44.800 we talk a lot about diversity and inclusion but they are together but they are quite different right 11:44.800 --> 11:53.120 diversity is like when we have a really different people that can contribute so like we have 11:54.800 --> 11:58.240 different perspectives like say the way like different cultures different 11:58.320 --> 12:07.120 colors different realities and inclusion is when we really make these people feel comfortable when 12:07.120 --> 12:21.280 we welcome them for what they are right and like for example when we talk about when you talk 12:21.360 --> 12:28.720 about like why building a diverse and inclusive community is because you can create a better 12:28.720 --> 12:37.520 product you can have a stronger community you can have a really more diverse teams 12:38.560 --> 12:44.000 innovations sustainability and social impact so like example let's see that you create an 12:44.000 --> 12:56.000 product and you just have people that is from the same city color so you're bringing you 12:56.000 --> 13:03.680 creating a product with these mindset with this mentality that is going to work for for these 13:03.680 --> 13:09.840 people that that is building but they're like eliminating other other realities so sometimes 13:10.800 --> 13:16.640 we have people that's blind or people that it's from a total different 13:17.680 --> 13:22.480 reality and then when you're bringing these people for your team for for 13:24.240 --> 13:30.640 you were able to like fulfill these gaps so you were able to like really create 13:32.480 --> 13:38.960 product with innovation that is going to be accessible for everyone and not just 13:40.800 --> 13:51.360 with the mindset of the like a male or European or like people that's that's 13:51.360 --> 13:57.680 have more privilege than others so I know that's that's complicated when we say these because 13:57.680 --> 14:05.280 we're dealing with minority and talking about a lot of a place that's is really more 14:05.920 --> 14:14.640 with male and with white and middle-class people but it's something that we need to keep talking 14:14.640 --> 14:24.960 because it's valuable to have a mix of of future mix of of I mean diversity in general right 14:26.320 --> 14:33.600 and how we can building a very inclusive community right these here's some resource so 14:33.600 --> 14:40.880 like we can create an enforcer code of conduct and even sometimes when you really have a 14:40.880 --> 14:48.880 code of conduct and we enforce them things can happen she'd have and sometimes like here for example 14:48.880 --> 14:55.200 we have the contacts if you feel something what's nice so like normally in conference like these 14:55.200 --> 15:04.000 you always or have people that is going to to be in some rooms or during during the talks 15:04.560 --> 15:12.640 to assist people that need something regarding these or like some contacts but more than the 15:12.640 --> 15:20.160 community enforce them I think also like the people that are that are attending this conference 15:20.160 --> 15:26.880 that have this empathy understand that people are different right so like you need to have 15:26.880 --> 15:34.800 inclusive language understand that for example if I say guys or girls that I'm not including 15:34.800 --> 15:44.400 everyone so using sometimes some links that you maybe can be finding someone or isolating someone 15:44.400 --> 15:54.240 for this situation that mentorship is really important that no one is taught from from where we 15:54.240 --> 16:02.320 start so sometimes people need more clarity in some topics than others and people have a different 16:02.320 --> 16:09.920 level so it's really important and feedback I think the feedback should be something constructive 16:10.400 --> 16:17.200 like we create the feedback for people to say like okay how I can get better on that so it's like 16:17.200 --> 16:23.600 there is a lot of ways that it can give feedback so if you try to be empathy that there is 16:23.600 --> 16:30.720 try to be in the other side you're going to understand that like if someone say this to me I'm not 16:30.720 --> 16:37.440 going to like it so don't do like don't do like these right like so that's why have the 16:37.440 --> 16:44.960 next is future differences because like for example the way that in a country people do a 16:44.960 --> 16:51.520 feedback some countries they are more the futurism or like directive the others they they they 16:51.520 --> 16:55.840 they are less directed so sometimes when we're working with different people with different 16:56.640 --> 17:03.040 countries or different realities the way that they're going to understand this feedback they 17:03.120 --> 17:08.880 when that they're going to digest it is totally totally different for the way that you 17:08.880 --> 17:18.400 understand it yourself so like think about it like should I be like this or how how I could 17:18.400 --> 17:26.160 give these feedback less in harsh or without offend this person but try really like to say like 17:26.240 --> 17:33.280 hey I want this person to you to get better on that and be clear on these you know sometimes it's 17:33.280 --> 17:39.520 important that the people understand what what we're really what's the really problem there 17:41.040 --> 17:48.160 and here it's also some communities and institutes like exist a thousand more but like you 17:48.160 --> 17:55.440 have outrash you have a good good government like makers girls with some of cold women in 17:55.440 --> 18:02.000 IPI's for example it's an initiative that's now is 13 hours in Barcelona late that falls 18:02.960 --> 18:09.040 human and pain source unfortunately these rights be cold is not active anymore but like for 18:09.040 --> 18:20.080 example you know have the chance to to do some classes but to have some some attendance on 18:20.080 --> 18:25.280 that of these and she said that was really really nice and also you have like a lot of local 18:25.280 --> 18:31.120 communities so like for example Barcelona have tech farms in Sweden we have Billa 18:31.200 --> 18:41.520 and probably in your in your city in your country have others I'm not going to say that 18:41.520 --> 18:48.400 going to have like specifically for open source but for sure is going to have something for for 18:49.600 --> 18:54.240 for a women and of course that all their initiatives like for example Google some 18:54.560 --> 19:03.360 that's for all but please if you if you have if you want if you need it you have a lot of 19:04.000 --> 19:09.440 different initiatives like for example for the community of the Python have Pilates that's 19:09.440 --> 19:17.920 over the globe as well so it's just go to Google it or Shadjipiti probably help us with 19:18.800 --> 19:28.800 and the points to take home I think first of all here we talk about women general right 19:28.800 --> 19:34.560 if you were talking about like for example women call or transgender these aesthetics is even 19:34.640 --> 19:44.240 lower and ends and and said but I think the things that we should take is like be more in 19:45.040 --> 19:51.840 empathic be able to listen be open to listen what people have and say 19:53.360 --> 20:03.200 understand the authenticity like people which is different and the open to mentor you know like 20:03.360 --> 20:09.760 this is something that me and you know being doing a lot in some communities like mentoring people 20:09.760 --> 20:16.400 mentoring women that start in the tech people that women that want to change 20:19.120 --> 20:26.480 career so if you can help if you're from false if you can have a better 20:27.200 --> 20:33.840 documentation if you can say like oh I want to have more women contributing my in my 20:33.840 --> 20:42.080 softer try to to bring this I think this is really important let's let's try together to 20:43.280 --> 20:48.800 ramp up these aesthetics to have more retention to have more women, modern genders 20:50.000 --> 20:55.200 and bring up a bear softer do a bear softer and have diversity in inclusion thank you 20:56.480 --> 21:06.160 that 21:06.160 --> 21:08.160 And it goes to him. 21:13.160 --> 21:18.160 So, for myself at least, I think that I'm going to tell you 21:18.160 --> 21:20.160 about what I'm doing on my drawing. 21:20.160 --> 21:24.160 I feel like I'm going to use these objects in her own way. 21:24.160 --> 21:27.160 Even though I'm going to see her in my goal, I don't really feel like 21:27.160 --> 21:29.160 how would I do that? 21:29.160 --> 21:30.160 I'm going to have to work. 21:30.160 --> 21:33.160 So, do you have any advice to work with that I see on it? 21:34.160 --> 21:37.160 Can you repeat the question here at the back? 21:37.160 --> 21:41.160 You want to know, you mentioned imposter syndrome, 21:41.160 --> 21:47.160 and how to deal with that? 21:47.160 --> 21:50.160 I guess, more or less. 21:50.160 --> 21:53.160 Oh, in terms of becoming a mentor. 21:53.160 --> 21:56.160 Actually, you have to jump in. 21:56.160 --> 21:58.160 You never feel ready to become a mentor. 21:58.160 --> 22:01.160 For example, we have tech firms Barcelona. 22:01.160 --> 22:06.160 It's an association that helps women starting changing careers. 22:06.160 --> 22:08.160 They're usually doing a bootcamp or something like that. 22:08.160 --> 22:12.160 And the coaches try to help them to the home work and things like that. 22:12.160 --> 22:15.160 And what we find is that once they've been in the bootcamp, 22:15.160 --> 22:16.160 you can build them. 22:16.160 --> 22:19.160 You can already be a coach because you already can help people 22:19.160 --> 22:20.160 going through a bootcamp. 22:20.160 --> 22:21.160 You already went through that. 22:21.160 --> 22:24.160 So, you always have some experience you can share. 22:24.160 --> 22:26.160 You will never be perfect. 22:26.160 --> 22:28.160 You will never know everything, 22:28.160 --> 22:30.160 but you can always support someone. 22:30.160 --> 22:33.160 Sometimes it's only listening to that person. 22:33.160 --> 22:36.160 And they already have the answer because they have imposter syndrome, 22:36.160 --> 22:38.160 like you do. 22:38.160 --> 22:41.160 It's just supporting them and saying, hey, yes, you're doing right. 22:41.160 --> 22:43.160 You, I'm here for you. 22:43.160 --> 22:46.160 So, that's, I became a mentor like that. 22:46.160 --> 22:49.160 Like, yeah, I know I should not be a mentor probably. 22:49.160 --> 22:51.160 I don't feel like I should be. 22:51.160 --> 22:54.160 But then trying to do your best and trying to help helps a lot. 22:54.160 --> 22:56.160 I mean, we survive without a mentor. 22:56.160 --> 22:58.160 So, for me, that's why when I was a survivor, 22:58.160 --> 23:00.160 I was like, why people in mentors? 23:00.160 --> 23:02.160 I didn't have a mentor. 23:02.160 --> 23:04.160 But yeah, I had a lot of privilege that maybe helped me. 23:04.160 --> 23:07.160 And I didn't realize that in some people don't. 23:07.160 --> 23:10.160 So, finding these people that are less privileged, 23:10.160 --> 23:14.160 you can help a lot because they have different experiences. 23:14.160 --> 23:18.160 And I would like to just add something, 23:18.160 --> 23:23.160 but I think talking about imposter syndrome is important. 23:23.160 --> 23:27.160 I think probably a lot of people here feel the same. 23:27.160 --> 23:33.160 Like, men's that have like really awesome careers feel the same. 23:33.160 --> 23:39.160 So, sometimes talk about your problems. 23:39.160 --> 23:43.160 It's helping a lot and helping you to understand it. 23:43.160 --> 23:48.160 You can help someone else because they feel the same, you know. 23:48.160 --> 23:52.160 And this is, this is a start. 23:52.160 --> 23:56.160 So, just be vulnerable and then you help. 23:56.160 --> 23:58.160 I mean, I had some people ask, how are you seniors? 23:58.160 --> 24:00.160 I know, I know how to Google things. 24:00.160 --> 24:02.160 I said, oh, that's being a senior. 24:02.160 --> 24:04.160 Yeah, that's like in Google things. 24:05.160 --> 24:06.160 What more questions? 24:06.160 --> 24:07.160 All right. 24:07.160 --> 24:09.160 So, there's really a big question. 24:09.160 --> 24:10.160 So, if you're free. 24:10.160 --> 24:13.160 You know that we are in the moment right now. 24:13.160 --> 24:15.160 In tech, we're not only tech. 24:15.160 --> 24:18.160 We're seeing a lot of backmatch in the listening room. 24:18.160 --> 24:22.160 And things are moving slower when they're not going to be backwards. 24:22.160 --> 24:27.160 So, thinking about helping us to, you know, have our voice and development, 24:27.160 --> 24:31.160 especially for people working with community tech companies. 24:31.160 --> 24:35.160 Even though, you know, from leadership, there's like, 24:35.160 --> 24:40.160 there's nothing going on with the human and minorities, 24:40.160 --> 24:41.160 as well as the folks. 24:41.160 --> 24:44.160 Do you have any idea how things take on that? 24:44.160 --> 24:48.160 For me, at least in my company, I know that internally, 24:48.160 --> 24:51.160 we are keeping all the diversity of programs. 24:51.160 --> 24:52.160 And we're supporting each other. 24:52.160 --> 24:55.160 So, I would change to a company that does that, probably. 24:55.160 --> 24:58.160 If I could, I mean, if my company was not supporting this, 24:58.160 --> 25:00.160 I would find another one. 25:00.160 --> 25:03.160 So, we have a lot of women that we support each other. 25:03.160 --> 25:06.160 And we actually say, hey, we're going to keep the diversity scholarships, 25:06.160 --> 25:08.160 for example, for a government one. 25:08.160 --> 25:10.160 Even if we have to change the name. 25:10.160 --> 25:13.160 But there's still going to be diversity scholarships. 25:13.160 --> 25:16.160 So, we're trying to do the same, even if in the US, 25:16.160 --> 25:19.160 there is a climate that is not very good for that. 25:19.160 --> 25:23.160 Thank you so much.