 Join. So recording started. So hopefully you can see the slide that I'm sharing or the screen I'm sharing. Oh, yeah. Yeah. Joined as well. Good morning. Good morning. How are you? Cool. Thank you. Cool. Yeah, we're just getting started. So let me know if you have any issues seeing my, my slides. But I didn't have as much time to prepare for this meeting because I just got back to work yesterday, but wanted to talk about a couple of things. I mean, one is, I think I mentioned this in the past and also talked about this in New Orleans to George or contribute. One is on improving the diversity of our regular contributors. And then there are some follow up items regarding core team discussion we had in the June meeting. So a couple of quick updates and I mean, thank you George for opening an issue on enabling popovers. We'll quickly talk about that. I don't think. Takuya is on yet. And then I think there was another, yeah, there was another issue on community metrics that we used to have before when we had a quality dashboard. So those are sort of the plan topics. Was there anything else that you, anyone want to cover? Or. Yeah, or I mean, feel free to bring them up towards the end. And then if you have time, we can certainly go over them. So moving on to the diversity slide on slide three. I think I brought this up a couple of months ago when I started a list of top contributors in 2018. So if you see that list, let me go there right now. There are like 34 or 35 top contributors. Like we put, I put them in three tiers. And I mean, even when I first created the list, I realized, I mean, there are no, I mean, no women here on this list, which was pretty concerning. I mean, there's, there's a lot of different ways of looking at diversity. I mean, I think geographically, culturally we have, you know, different parts of the world, like a pretty well represented from our contributors and even among core team members. I mean, we have people in the US, Europe, I mean, the Far East and in Japan. So I think geographically and culturally we were not bad, but not having any female contributors in the regular list of contributors, so it's definitely concerning. So out of the 34, 35, we had, I mean, zero female. It's obviously not, not a good thing. And I was also looking at the list earlier today for 2019. So this is so the detergent query that I just ran. You can look at this at your leisure. I mean, I looked at all the MRs from the community that got merged between January till, till the end of the year. So if you look at the list of people here, if you look at the top 30, I believe there's only one female, like Katrina, like who I'll be featuring on the blog. Hopefully it'll go out in the next week or so. So we're doing, you know, slightly better, but not by a whole lot. So that's, that's pretty concerning. So I did reach out to a couple of other people outside of GitLab that I worked with previously that are, you know, very community minded and they also have a lot of experience in diversity issues. And I started, you know, collecting some of the feedback, including starting with the main contribute page. I mean, you probably noticed that we've gone through redesign of the main contribute page to make it more digestible and easier to read. But they, you know, one of the persons that I talked to, she actually pointed out there are a couple of things that couple of like a minor wording changes that I can make to make it more inclusive and make everyone feel welcome to contribute. So I made like a couple of changes there and also wanted to, you know, I've been doing this regular blog series of featuring regular contributors, including some of the core team members, but I wanted to find a female contributor to start highlighting. And I think I identified a couple and Katrina actually got back to me. So she'll be featured on the blog like this month. So I've been trying to do like, you know, a couple of things to address the issue and highlight some of the female contributors that we have and make people feel more welcome. But I also wanted to have a discussion with you all on, I mean, other like other things that I should be looking at, you know, I think a number of you also contribute to other open source communities. So this is a pretty, you know, popular topic amongst, you know, different communities about, you know, making everyone feel welcome to contribute and join. So I wanted to see if you have other ideas. I judge down like a couple of other bullet points about, you know, other conferences and events that I should be looking at that's focused on diversity and inclusion and other outreach efforts that, you know, somebody like me and David should really consider. So, I mean, I'll just kind of pause there and see, you know, if you guys have any ideas or thoughts on what I should be looking at or if you have any observations. I don't know. What I know is that it's a kind of a common issue. Having less female as developers at least is a common issue that we overall have. Also, I don't know. I know there is the race girl event, which is an event based on introducing race to girls, which will be something we could take into consideration, but nothing that comes in my mind right now to suggest to you. Nothing more, at least. No, did you say, Jakob, did you say there was, not sure, did you mention like an event that, that like that we should be looking at or? Yeah, hold on. Yeah. I mean, you can also write that down in the notes. Yeah, I will. Yeah, that'll be great. Let me make sure that people know where the notes are, so people can write stuff and help me with note taking. But yeah, if there are other events, we actually within GitLab, I think the first meeting is tomorrow. There's a meeting on diversity and inclusion that I think that's kicking up tomorrow, which I'll be joining. So I assume, you know, one of the discussion will be around events. I mean, not just in terms of like contributors, but also in terms of like hiring other other events that any events that we should be looking at. So yeah, if you have like meetups or events that we should be looking at, yeah, real girls, that's a good idea. You know, maybe that's sort of the channel that we should reach out to that definitely makes sense. Maybe it's more reach out on the social media and to the Twitter account. Maybe reaching out for diverse people. Right. Yeah. I mean, there are probably maybe some social like outreach or campaigns that we should think about. I mean, I'll try to bring that up in the meeting tomorrow. You know, maybe when I, you know, advertise like lucky events like a hackathon, maybe I should use like a specific candles to get the word us out. Yeah. If you like a notice of like the interesting campaign from different open source communities, I mean, you do let me know or forward them on to me. If you see any good examples, but I mean, I don't necessarily have a numerical target per se, but I mean, I definitely want to have more than like a couple of like, you know, female developers. That's, that's on the list of like a regular contributors for 2019. So, I mean, I was hoping to see more improvement, like besides like one person, but you know, hopefully we'll see more going forward. Vitaly, did you have any comments or question? I wasn't sure if you want to say something or not, but Well, you know, it's quite a bit unusual situation for me because here in Russia, we don't have any special things to do to bring more females to develop anything because if they want or if they can develop, they just came from themselves and we don't have bring them explicitly. So I don't even know what, what we should do here. Okay. Okay. No, I mean, that, that's fair. Yeah. I mean, that's, it's especially in the U.S. I don't know about other countries. It's becoming a, I mean, not just open source, like even like a tech in this in general, there's been concerned about like a lack of diversity in general, like especially like where I live in Silicon Valley. So it's been a hot topic. But yeah, I can certainly understand that's not always a case in all the places, but cool. All right. Yeah. So, but I mean, hopefully if you run across something or if you have any ideas, please feel free to ping me or just mention them on the core team channel. But I mean, obviously all ideas are welcome to, to help make our community or more more inclusive and diverse one. So let's just move on to the next topic. There's nothing else. So core team discussion follow-ups. I mean, we had some good discussion. In June, I mean, couple of the, couple of these things are already done. We updated the mission so that, I mean, we're not focused only on code and development. The MR has been merged. And if you see the new core team base that's all reflected, it specifically spells out other contributions people can make in terms of providing community support online on things like forums and, you know, helping with documentation and translation. So we made that more explicit. So happy to see that. I think Takuya had some questions or concern, but he's not here. So maybe I'll follow up with him again. And he had an issue open and I think he pinged me and you as well, George, but maybe we can follow up through that issue. So there's a new handbook page that was created for the core team. And this is something that we talked about at the contributed event a couple of months ago. So it's finally there. And I also just created another MR to, to, with some minor updates on onboarding and offboarding. I forgot to mention that like for somebody like me, I should create an onboarding and offboarding issue when somebody joins a core team or somebody steps down. So it's sort of a minor change. So feel free to take a look at that MR and if you have any suggestions or feedback, and if you can let me know by end of the week, that would be great. Otherwise we'll, I'll ask somebody to sort of do a merge if there are no concerns. And, oh, I forgot to mention at the beginning of the call. I mean, David is not on call today because he started his paternity leave on as of July 5th. So I mean, I don't know if the baby's arrived yet, but he's taken a month off to take care of things while, while his baby boy arrives. So hopefully things are well, but he should be back by August 5th. So that's why he's not on the call and you probably won't see him online for a few more weeks. But yeah, normally I would be asking David to merge it, but I'll find somebody else with the merge rights, but if you have any feedback on that MR, please let me know. It's pretty minor. And the last item, I guess George, I'll let you sort of talk about this, but not sure what's going on here. Popovers on the core team page. Let me try to find the, the issue there. Maybe the link is incorrect. Uh, the, the, the WWW get lab.com. Okay. Maybe that's a problem. No, the group is missing. I think so. And the issues. Yeah. Let me go to gilab.com and then I'll be easy. I should say it's from you, right, George? Yes. It wanted to complete because I'm not part of the group. So just hitting under would do it. Yeah. Yep. All right. So. Yeah. I mean, this is, uh, uh, we thought this was going to be a pretty simple change. Uh, I mean, basically, if you go to the team page, you basically have a pop over feature with your hover over people. You can see people's bio wanted to replicate that, uh, for the core team. And it sounds like George, technically, it's pretty relatively simple to do, but I think, uh, Takuya may have a concerns, but yeah, I'll let you, uh, explain the issue. Yeah. I added the issue not to lose track here. Yeah. Just the popovers. Uh, I think you've seen on the company being paid where the core team already included when you click on the profile picture, you get the popover with some short bio brief, let's say. Uh, so we're using the same, uh, YAML data file on the core team page. Also in the alumni, I forgot to mention it in the issue is it's missing the popover. So it would be nice to have this popover for, uh, when we point new contributors to the core team, just to learn a bit more about the core team members. Right. So we quickly redesigned the core team lately and the alumni page. So we skip to add the popover. Uh, it's mostly some JavaScript and some semantics missing. I just think the Yarek on the issue, just to make sure this is in the right direction. Uh, it could be easily replicated. Uh, it's using, I think, uh, three partials, uh, to make this, uh, visible on the core company team page. So, uh, Replicating the structure of the company fragments would be okay. But, uh, we also had some other ideas about, uh, I don't know, not using the popover. Uh, I think it would be fine. Personally, I think it's a nice step forward. Right. Yeah. So yeah, if you want to, uh, I guess. Yeah, he hasn't responded in about a week. So maybe in a day or two, George, if you want to follow up, but Takuya on the issue. Uh, I mean, I, I mean, I understand like the post-gray sequel. Uh, but I mean, this is a completely different format. Right. I mean, it talks about like their contributions. And we can add the contribution information and people's bios. Uh, I mean bios or, I mean, it wasn't written even by me or it's written by each of the core team members. Uh, so if they want to add their contribution information to core team, I think that's a good idea. But I mean, this format is like completely different. And I mean, I think the purpose of, uh, the redesign was to make it look like, uh, like our, like our GitLab team page. Um, so yeah, hopefully, like, I mean, if, if Takuya doesn't respond in a day or two, George, I, I, you know, if you can ping him again and I'd be happy to do that as well and, and see if there are any other concerns. Let's wait a bit. Maybe they can open emergency questions and discuss this. Yeah. Yeah. Maybe that's probably a better, better way to do it. And, uh, just to make sure that we're going to the right direction where everyone agrees this is okay. Right. Right. Um, Yacopo or Yacopo Vitality, do you have any, like a comments or, or concerns on this or? I'm all about, uh, the consistency. So if we have these pop powers on the team page, why don't we have these on the core team page? Right. I'd like to just edit and it's, it's done. Yeah. I agree. I agree. Cool. I think it would be nice. I mean, we, we originally redesigned this according to the company debate. So having the pop over sounds fine to me too. It's a, you know, it's based on middleman. So if anyone can jump in and, uh, add any hint on the emergency question or the issue, that would be okay too. Okay. Yeah. Just getting caught up on notes, which I'll clean up after the call, but, uh, cool. All right. So thank you for that, George. Um, let me move over to, um, metrics and there was another issue on, thank you, George, on, on, on, um, sort of reviving some of the old metrics that we used to have. Uh, I think this was, these were part of the quality, uh, dashboard, which doesn't exist anymore. Um, basically, uh, showing all community MRs, but exclude the core team, right? Or just separate them like, you know, in a chart show the core team versus like on 14 members. Uh, and also show, uh, community MRs, uh, versus like all MRs like ratio. Uh, I mean, I wrote down both of these should be possible. I mean, I don't think we can get exactly the same, um, uh, type of graph or, or data that's, that's available on, on, on the chart. Uh, but I, let me show, oh, sorry. I think here's an example that I think either David or I were playing around with this. So this basically shows, I mean, just for milestones like 11, uh, 11, 11.0 to 11.911. Uh, we're experimenting with something. So basically, uh, the purple bar shows like everyone, uh, get lab team members and wider community. And then the, the green, uh, shaded one just shows, uh, the wider community members only. Uh, so basically you see the, like the comparison between the community versus, uh, like everyone, including the wider community and get lab team members. Uh, I think if I remember correctly, the quality dashboards showed you like, it had like percentages or like showed ratios at numbers, right? I don't think that's possible in, in Petrugia, uh, to add like numbers as, as like legends. Uh, but something like along this line is certainly possible. I mean, we can extend this to other milestones, but this is an, an example of what we can do. Um, and, uh, we can probably do something similar for like a one color shows like the court team members and the other color shows, like a rest of the wider community, uh, per each of the milestone as an example, uh, that's, I mean, I'll have to play around with it, but it's certainly something that could be doable. We won't have like, you'll probably have to like, uh, uh, calculate the numbers like yourself or just hover over to, to compare the numbers. Uh, so it's not going to be as nice as what we had, uh, almost like in the Google sheet, uh, with the quality dashboard, but that's an option. Um, so I mean, what I was going to suggest was that I could create a couple of, uh, mockups in Petrugia and, and get people's feedback. And it could possibly be a starting point, but George, what are your thoughts on that? Yeah, I think that would be great. I mean, I don't mind the, the layout difference without the numbers on top or something like that, but, uh, getting that information, I think it would be really useful. Uh, I really mostly the authors per milestone page where you could see the top community contributors per release. And specifically those two metrics that I mentioned in the issue, the community mass excluding court team and the community mass with ratio, uh, that could help. I think also Petrugia supports creating dashboards, right? Maybe we could create a, I haven't used it much, but create some dashboards. Right. I mean, so these are just visualization. I can add them to the dashboards. Um, so that's something that we could certainly do. Uh, I mean, I can even add them to like the existing dashboards like this. Uh, I could add another like a tile here. Uh, that just shows like those two data points that we talked, like you suggested, George. Uh, so I can definitely experiment with that and let, let you guys know, uh, how that turns out. I think that would be a great, uh, right? Do you have any, I don't know, short snippets or a three or four bullets? How to use betelgea correctly? Because I tried once or two, but, uh, I couldn't get the right results. Okay. Yeah. Yeah. Their documentation isn't necessarily complete. I mean, we do have like a number of, um, um, uh, we had like, I can't remember whether I believe we had three tutorial sessions so far with betelgea. They've been recorded. Uh, you could probably watch, just watch the first one and get most of the information. Uh, so let me send out like a, a link to, uh, let me try to find it actually go to the YouTube channel right now and find the videos. If I have a specific channel. Maybe it's this one. Not sure, but. Uh, let me see. I don't know. Yeah. That's, that's it. So that's the first one. So yeah, I mean, those, so I've uploaded all the youth, like a betelgea training channels on, on, on YouTube. So yeah, that would be a good place to start. I mean, you can skip through like a lot of the basic ones, but, um, yeah, feel free to get started and let me know if you, if you get stuck or have any questions. Yeah. I think, I think I was having trouble, uh, and excluding a group, a group of us. I mean, people that were not in the get labor group, but. Yeah. Let you know, but. Yeah. The syntax is not, uh, Intuitive. Like I can't remember what David was trying to do here. Uh, but you can look at things like is not, or you can like exclude things up here, but I can find the syntax. Uh, and I can forward them on to you. I can send you like examples of how to exclude like, I mean, for example, if I want to exclude the court team, I'll exclude like eight people. Um, yeah. So I can create that query. And then once I do, I can, um, I'll have to look at the documentations or, or it may be an issue that I file with detergent, which, and they gave me the hint on how to do it. Like once I created, I can, uh, send you guys an example. So. Okay. Anything else George on that topic or. Not my side. I don't know. Yeah. I completely agree with you. There you go. I don't have anything to do that. There's your feedback. Thank you very much. Cool. Uh, yeah. Yeah, I think that takes us to the end of the topics. I mean, were there any other topics that, uh, you don't want to talk about or they're discuss. We have about 50 minutes left. If you want to discuss anything. If not, we can end the call early and, uh, Give you guys a chance to grab some coffee. If you're in Europe. So, right? So it looks like there's nothing else. We'll, we'll wrap things up and, uh, I'll talk to you guys again next month. If not sooner. Have a nice day. All right. All right. Bye.