Hello, I'm little nervous, but it's fine.
While I'm here to talk about an interdependent impact of the Irish with Wales, I don't
mean false to be at more inclusive communities, I think this is a really important team
let's say it's the way. As Blas humans all the time, not just in false communities,
but in general, I'm not in tech. Well, I'm here with Nima to talk a little bit about our
obligative in this talk. We have some topics to cover, and she's going to treat.
Okay, this is going to be a little bit complicated, but we'll make it work.
So, this is what we're going to talk about today. I will see first a little bit of feedback
that's about women in tech and free and open crossover. We'll go out the varies to entry and
retention that we've seen care important to review. We'll talk about Survivor C bias and
intersectionality and Survivor C bias quite they are we think they can work together
and how to build a version into shift communities. So, for that we're trying to find some steps
reverse to our top and this one's we found very interesting that's why actually prompted
up to the stop that a lot of women like 50% of women leave tech at 35 or before. So, we've seen
we consider ourselves survivors because we are over 35 and we're still in open source and tech.
That's that's why we consider we are survivors as compared to all our jobs but only 20% of
women leave and as compared to men that we will leave more than men. We're trying to find
signals that related to a free and open source software that was a little bit more difficult.
What we see that in proprietors of our women actually contribute 28% which is I think
it's close to what we see in the industry. We have around 25 or 3% of women in the industry
but if we look at open source, we find that for example, the Apache software foundation
only had 5% women contributing a 9% of the Linux kernel and a 9% of women have
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
very different from what we see in the industry. And Julia is going to talk about the
berries of entry and retention as related to that. Why don't entry or live?
So, probably the women present in this room knows a lot about the berries, trend and
retention in tech. But just to say about a little bit but like for example, the gender pay a gap
sometimes humans need to have their responsibilities of caregivers so it's taking care of
or families or babies. Also you have the gender buyers, arrest men, microaggressions and others.
I'm sorry. Well for example, when we say about the survival ship bias means that we survive it
and we could pretend. But this means that like you pass through it to be here today
because we didn't take care about it. You keep our heads up. But this doesn't mean that for the
newcomers this is easier. And sometimes we don't see empathy or we don't see even like mentorship
or ways that make easier for women keep in tech. As I said in this slide before like
normally humans live with 30 to 35 years because normally these days they are getting married,
having babies and they need to choose between career and house responsibility. Let's say
it's way. And sometimes like for example to have a job in home, have a job outside the home and
plus work in the first community like that's a volunteer thing is harsh, right? So this is also
something that's really blocked this rotation on not just in tech but in in the false.
And a lot of other type of barriers, this is like some dialogues for anonymous people that we
take or some conversation that we have with women and women tech that sometimes they need to like
for example change the gender on the GitHub or they're not comfy to contribute in open source
repository because they like for example the commentations not clear or they don't want to be judged
or they don't think that they have the whole experience that they should when you compare with a man
or sometimes what's happening a lot is like for example men's really stick more each other
to defend each other than like to defend a woman when they have an issue while they do a
mistake so we afraid of the judge like for example you know public in internet right and also
like for example normally at least my in my experience for example I'm from infrastructure I'm
in theory a lot of times I was the only women in my in my team sometimes in the company and this is
harsh like to to be to feel blown you know like we don't have the let's say brotherhood as
guys normally have because you're different let's say let's do it so sometimes you have like
you suffer like men's planning or you feel that your voice is a mirror and other type of like
let's say aras or like a gap or lack of security security because of that
so who in the room knows about survivorship bias after a little bit I was quite good
so if you go to the Wikipedia you can have a look so to go through over it quickly you know and in
World War II there were a lot of well I across that made it to base but some didn't so they decided
to analyze that and try to to make playing safer by strengthening the the damage in the
world points that used the word where they were shot so they first decided hey maybe we need to
strengthen the places where the planes that make debates are shut but after that I realized that the
pie if you choose the pilot in the in the head it was not actually in the in the bullet points
where they make it today so maybe what we need to do is protect the places where the planes are not
shut so we need to strengthen those for me for women in tech it's a little bit the same if you
look at as the survivors we made over 35 years and we're still in in open source you might
need a lot of data you might need a subset of data and the reasons why people live so why women live
so that's why I started very interested in in this approach and for me the the first of those
how can I identify how can we identify our own survivorship bias because I'm a survivorship
I survived I made it what's the problem so for me the intersectionality is the one concept that
helped me intersectionality recognizes that there's the gender is not the only factor that
shapes our experience and our in tech so we all have different socially identities and those
shape like they've come down a more complex form that sometimes creates discrimination so
one for example for a for a woman in tech it's different if you are a migrant transgender woman
you will have a very different experience from a woman who is not migrant and is cisgender
so one thing that tell me a lot is the will of privilege that actually you can see fear there's a lot
of versions on the internet you can see and I place myself in the will and the closer that you are
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
these are different levels of privileges the closer you are to the center in this will the more
power you have and the more privileged you are in that situation with that identity and the
farther you are from the circle the words the more disadvantage you might experience depending on
the situation so for me what I try to do is try to figure out what's my privilege I am an
engineer I have an engineering degree I'm a citizen I'm not a migrant I'm middle class I don't have
children to take care for or parents to take care for so there's a lot of things that give me
privilege like being a white European and first one I started supporting women which is something
very passionate about I for example was supporting mentoring women that were had an engineering degree
like me and this make me think of the opposite side of the spectrum what if I can help women
that don't have an engineering degree that are migrant and I found an association in Barcelona where
I invest that they help this kind of women that are transition with career so this is something that
help me think outside the box look at for my blind spot and say okay maybe we need to help
the people that don't make it in tech and our example is conferences for example or events
I don't think at first I wasn't thinking of mothers like if you have a child that's it help you
so maybe you can provide shelter services maybe you can skip the menu if they allow children in
and that can help women join the event or for example if you are in an open sur project
and you have the calls at seven at night maybe that's the time where a mother will be
taking care of the children so even if they are a minority maybe it's right to find a time that
works for the minority otherwise they might not be able to join or stay and now we'll have
Julia talk about how you can build more labor than inclusive communities based on that
we talk a lot about diversity and inclusion but they are together but they are quite different right
diversity is like when we have a really different people that can contribute so like we have
different perspectives like say the way like different cultures different
colors different realities and inclusion is when we really make these people feel comfortable when
we welcome them for what they are right and like for example when we talk about when you talk
about like why building a diverse and inclusive community is because you can create a better
product you can have a stronger community you can have a really more diverse teams
innovations sustainability and social impact so like example let's see that you create an
product and you just have people that is from the same city color so you're bringing you
creating a product with these mindset with this mentality that is going to work for for these
people that that is building but they're like eliminating other other realities so sometimes
we have people that's blind or people that it's from a total different
reality and then when you're bringing these people for your team for for
you were able to like fulfill these gaps so you were able to like really create
product with innovation that is going to be accessible for everyone and not just
with the mindset of the like a male or European or like people that's that's
have more privilege than others so I know that's that's complicated when we say these because
we're dealing with minority and talking about a lot of a place that's is really more
with male and with white and middle-class people but it's something that we need to keep talking
because it's valuable to have a mix of of future mix of of I mean diversity in general right
and how we can building a very inclusive community right these here's some resource so
like we can create an enforcer code of conduct and even sometimes when you really have a
code of conduct and we enforce them things can happen she'd have and sometimes like here for example
we have the contacts if you feel something what's nice so like normally in conference like these
you always or have people that is going to to be in some rooms or during during the talks
to assist people that need something regarding these or like some contacts but more than the
community enforce them I think also like the people that are that are attending this conference
that have this empathy understand that people are different right so like you need to have
inclusive language understand that for example if I say guys or girls that I'm not including
everyone so using sometimes some links that you maybe can be finding someone or isolating someone
for this situation that mentorship is really important that no one is taught from from where we
start so sometimes people need more clarity in some topics than others and people have a different
level so it's really important and feedback I think the feedback should be something constructive
like we create the feedback for people to say like okay how I can get better on that so it's like
there is a lot of ways that it can give feedback so if you try to be empathy that there is
try to be in the other side you're going to understand that like if someone say this to me I'm not
going to like it so don't do like don't do like these right like so that's why have the
next is future differences because like for example the way that in a country people do a
feedback some countries they are more the futurism or like directive the others they they they
they are less directed so sometimes when we're working with different people with different
countries or different realities the way that they're going to understand this feedback they
when that they're going to digest it is totally totally different for the way that you
understand it yourself so like think about it like should I be like this or how how I could
give these feedback less in harsh or without offend this person but try really like to say like
hey I want this person to you to get better on that and be clear on these you know sometimes it's
important that the people understand what what we're really what's the really problem there
and here it's also some communities and institutes like exist a thousand more but like you
have outrash you have a good good government like makers girls with some of cold women in
IPI's for example it's an initiative that's now is 13 hours in Barcelona late that falls
human and pain source unfortunately these rights be cold is not active anymore but like for
example you know have the chance to to do some classes but to have some some attendance on
that of these and she said that was really really nice and also you have like a lot of local
communities so like for example Barcelona have tech farms in Sweden we have Billa
and probably in your in your city in your country have others I'm not going to say that
going to have like specifically for open source but for sure is going to have something for for
for a women and of course that all their initiatives like for example Google some
that's for all but please if you if you have if you want if you need it you have a lot of
different initiatives like for example for the community of the Python have Pilates that's
over the globe as well so it's just go to Google it or Shadjipiti probably help us with
and the points to take home I think first of all here we talk about women general right
if you were talking about like for example women call or transgender these aesthetics is even
lower and ends and and said but I think the things that we should take is like be more in
empathic be able to listen be open to listen what people have and say
understand the authenticity like people which is different and the open to mentor you know like
this is something that me and you know being doing a lot in some communities like mentoring people
mentoring women that start in the tech people that women that want to change
career so if you can help if you're from false if you can have a better
documentation if you can say like oh I want to have more women contributing my in my
softer try to to bring this I think this is really important let's let's try together to
ramp up these aesthetics to have more retention to have more women, modern genders
and bring up a bear softer do a bear softer and have diversity in inclusion thank you
that
And it goes to him.
So, for myself at least, I think that I'm going to tell you
about what I'm doing on my drawing.
I feel like I'm going to use these objects in her own way.
Even though I'm going to see her in my goal, I don't really feel like
how would I do that?
I'm going to have to work.
So, do you have any advice to work with that I see on it?
Can you repeat the question here at the back?
You want to know, you mentioned imposter syndrome,
and how to deal with that?
I guess, more or less.
Oh, in terms of becoming a mentor.
Actually, you have to jump in.
You never feel ready to become a mentor.
For example, we have tech firms Barcelona.
It's an association that helps women starting changing careers.
They're usually doing a bootcamp or something like that.
And the coaches try to help them to the home work and things like that.
And what we find is that once they've been in the bootcamp,
you can build them.
You can already be a coach because you already can help people
going through a bootcamp.
You already went through that.
So, you always have some experience you can share.
You will never be perfect.
You will never know everything,
but you can always support someone.
Sometimes it's only listening to that person.
And they already have the answer because they have imposter syndrome,
like you do.
It's just supporting them and saying, hey, yes, you're doing right.
You, I'm here for you.
So, that's, I became a mentor like that.
Like, yeah, I know I should not be a mentor probably.
I don't feel like I should be.
But then trying to do your best and trying to help helps a lot.
I mean, we survive without a mentor.
So, for me, that's why when I was a survivor,
I was like, why people in mentors?
I didn't have a mentor.
But yeah, I had a lot of privilege that maybe helped me.
And I didn't realize that in some people don't.
So, finding these people that are less privileged,
you can help a lot because they have different experiences.
And I would like to just add something,
but I think talking about imposter syndrome is important.
I think probably a lot of people here feel the same.
Like, men's that have like really awesome careers feel the same.
So, sometimes talk about your problems.
It's helping a lot and helping you to understand it.
You can help someone else because they feel the same, you know.
And this is, this is a start.
So, just be vulnerable and then you help.
I mean, I had some people ask, how are you seniors?
I know, I know how to Google things.
I said, oh, that's being a senior.
Yeah, that's like in Google things.
What more questions?
All right.
So, there's really a big question.
So, if you're free.
You know that we are in the moment right now.
In tech, we're not only tech.
We're seeing a lot of backmatch in the listening room.
And things are moving slower when they're not going to be backwards.
So, thinking about helping us to, you know, have our voice and development,
especially for people working with community tech companies.
Even though, you know, from leadership, there's like,
there's nothing going on with the human and minorities,
as well as the folks.
Do you have any idea how things take on that?
For me, at least in my company, I know that internally,
we are keeping all the diversity of programs.
And we're supporting each other.
So, I would change to a company that does that, probably.
If I could, I mean, if my company was not supporting this,
I would find another one.
So, we have a lot of women that we support each other.
And we actually say, hey, we're going to keep the diversity scholarships,
for example, for a government one.
Even if we have to change the name.
But there's still going to be diversity scholarships.
So, we're trying to do the same, even if in the US,
there is a climate that is not very good for that.
Thank you so much.