 Okay, so in this workshop, I'm going to start with some definitions and definitions will help kind of frame the conversation If by any chance you are triggered by any of the conversation that we're having today I do have an ally here that is trained in helping you So if you want to have a conversation loy if you want to raise your hand Loey is available to you for a resource if you want to use her feel free to give her a talk So after these definitions will go ahead and talk about why D&I is important in web 3 and then we'll go on to a couple of different activities Okay, so for definitions the first definition that we want to kind of think about is what is called privilege and Privilege is understanding like a difference within power and understanding that there are some There are some ways where you naturally have power or privilege in a situation where another group will be will not have power And usually the group that has the power is the privileged group and the power of the group that does not have the power is called the oppressed group These forces and powers can be racially divided. It can be gender gender divided here at dev com The privileged groups are can you think of a privileged group to hear at that con? White man that might work. Okay. What else would be a privileged group here at dev con? Sis guys, okay VCs, okay rich people. Okay. What else would be a privilege? Good passports that would be one. What else would be a privilege? How about speaking English first? Language is a privilege, right? So you have all of this how about of physical abilities going up and down the stairs Like there are a lot of different ways if you're someone who might be like narrow atypical This is a very overstimulating place. You might have privilege on that aspect So there's a lot of aspects of privilege are in play all the time around us And so that's something that we might just want to be aware of is where your privilege is coming through After privilege we have bias Does anyone know what bias is? Biases are like the way that are kind of almost unconscious privileges kind of show up per se So one of the things that I would definitely encourage you to do is there is a Harvard implicit bias test And like one of the ways it shows up within our workplace is like holidays, right? So everyone knows we get Christmas and New Year's off, which is great But it's also religious bias because it's not just Christians that still have celebrations throughout the year So you can take the Harvard implicit bias test to just kind of know where your biases are showing up And it's important to know where your biases show up so that when you create policies or procedures You're just aware of where your biases are You try to like not if you're aware of your biases you're trying to not intentionally do harm and like being aware of your biases are those steps Does anyone know where biases show up within the workplaces? It shows up a lot one of the biases that shows up a lot within web 2 and web 3 is a college degrees or Undergrad backgrounds that kind of also will have biases as well. That's a bias for sure Anyone else? Okay, so when we talk about biases and privileges We start to realize that there is that definition between the power struggles that happen And that if you want to try to leverage and make it like level for everybody Then you need to have an ally and an ally is someone who recognizes like hey There is a power indifference and I'm going to fight And I want for that power to be removed so that you have a just world just as much as I do So that is what's called an ally and sometimes you'll hear like if you're around me I'll say like oh I need an ally which means like I need someone who it's not like me And who has that power to use their power in a way that benefits the Situation and leverages the injustice of power that I would have or the other person who without power has But a step beyond allies Is actually a called a compass and that's what I would really want y'all to be and then compass is someone who like says yes You do have a power indifference and I'm going to level it and use all my power to level it as much as But I'm going to be in the trenches with you as we move this forward And so there's one aspect where you're recognizing like oh there is a power indifference and it's not really fair And I hope that works out for you and then there's a difference with hey There is a power indifference. That's not really fair I'm going to do everything I can to justify that power indifference and that's where I hope we all become in this space So why is it important to in web 3? These are like generally like Over-the-top issues that we kind of think about one of the things is like 30 racially diverse teams perform 35% better than non racially diverse teams So if you want to like easily have a better performing team have diversity on your team That's like one of the easiest way to do it Again Teams where women and men earn equally will actually have 40% 41% higher revenue generated for the organization So if your org wants to easily have make more money have equally diverse teams from a gender perspective You know have a don't have a gender pay gap would be Another way to do it, but the key reasons that these are important to web 3 Are the actual like ethos of web 3 so when you think of like Decentralization you think of identity you think of plurality all of the time we talk about this up from a technical perspective But this is also like a human perspective So when you think of decentralization like we always talk about nodes having all these nodes Decentralized but if we're starting to create like systems and procedures You really want to have decentralization of thought as well And so sometimes when we start to like think of Decentralization of thought or how our people we centralize we kind of centralize as well here in your mind I want you to think of that like an event right and you're gonna take five people to that event You're your best five people right close your eyes think about it. Who are the five people you're gonna take mentally? What are their ages where do they live? Where do they go to school? What gender are they? Are you yourself centralizing around any one of those or do you have a diverse group around you making that decision? So as you make a decision, are you decentralizing itself and making a decision that has a voice of a lot of people? Are you making an assumption for people that are centralized along one of those verticals? Decentralization helps you have a lot of people thinking about the best way to attack a problem and a best way to move forward So the more that we can say like is this decentralized as far as we're making like people processes Or is this decentralized from a web 3 perspective? You also want different types of people building different types of things from different types of perspectives and that helps be a stronger network You know That to me also reminds me of plurality where we say like hey It's not trying to have one team make it It's like if it's we all get stronger when everyone gets stronger and that ethos applies towards Different types of peoples as well. So when you start to understand different web 3 ethos You can apply them to technology you can apply them to software But you can also apply them to peoples and people's needs So even if it's difficult for you to understand like, you know, I won't I don't understand, you know An Asian males perspective, but I can fight for them because I believe in plurality That might be a way to like fight for the underdog per se So we think about this I also think about this as being extremely important from an identity perspective in what three because in what three a lot of us are known through like our E&S domains or like our lens protocol domains or whatever you're using and our NFTs so you could have be interacting with a person's image in a ethos name and not really know the person behind it per se And so you kind of just have to be Realizing that that person might be going through a lot of different things But you don't even know what that person is going through so the more that you can Advocate holistically across the board for all different types of people the better It can be and when you start to like meet minimalized groups or think like oh There's not someone with an LGBT background within our group that so we don't have to worry about it That's might not may or may not be true because you don't know someone beyond again a and then as NFT and a domain So the more that we can create better policies for everyone the better off we can be or at least be Accomplices to people the better off we will be So here's to meet in potatoes of it We're gonna talk about how can you be a hero and for me a hero is anybody who can like also be an accomplice I thought I would be like really cute so you get like a little superhero costume And then I forgot this was around Halloween and we were also that so we're gonna just be our own heroes and that would be Okay, so there's this concept of holding space and a holding space can be Having a mating group to hold space. It can be holding an opportunity for certain groups to learn together Holding space can be changing the panels on the boards or holding space on the board or a panel for someone that has is coming from that a Press group and holding space for them But it can also be opportunities like to hold space for a cohort to learn a technology It can be being intentional about like your public facing things having specific cohorts for learning so instead of having Everybody thinking that everybody like enters the room the same way having specific targeted spaces for Marginalized communities to learn that technology So if you're going to I'm gonna use she fight because she fights here and let's say You wanted to like have a workshop that was open to like building on lens protocol It'd be just specifically for the she fight community learn and realizing that that community learns in a different way than you know The general population would be learning and creating a safe space for them so holding safe space is extremely important when you're doing marginalized groups because They recognize that just by stepping in the room. There are power dynamics that are in play All right Environmental safety this one is a huge one this week for me here So one of the things that we have talked about in the past is like the importance of having a code of conduct and Having procedures that actually follow those code of conducts The reason why code of conducts are important is because as people again We have biases and the code of conduct is supposed to be the you know The guidance and policies and procedures that are put in place to mitigate those biases or to be in place Regardless of the biases. So it's the steps that we take in order for things to happen Those steps mean nothing if we don't take them So having the code of conduct or seeing that there is a code of conduct is helpful But you need to also be enforcing code of conducts too Being aware of micro trends of micro aggressions. Does anyone know what a micro aggression is would it be helpful for me to explain it? Yes, lo you want to explain it Micro go ahead Like the fact like for me as a woman Like someone might at work conflict good today, but the fact that like as a woman not so people always It's nice, but in the grander perspective of things. It's like adding to the fact that you're seeing it's like a one-dimensional Yeah, okay, cool Yes, yeah, can you give me an example that what you would think An example that should be But it's bad like Sorry, it's like You are being, you're telling a person something that is good for them but you are not doing it in a happy way You are being aggressive, but you're saying something that is good for them Yeah, so I think so I can only speak I think like so I can think of some of the micro aggressions that I get and I think for someone for me I get like you speak so well Which like seems like a compliment, but really we flip it around It's actually a micro aggression because there's an assumption that I wouldn't speak well You know that there's a certain group of people that shouldn't speak well or that vernacular of being well-spoken only results it Or that even being well-spoken is like says something about someone we're being not being well-spoken Doesn't and it's not really that same so just being aware of the different power dynamics is really helpful there But yeah, there's a lot of different micro aggressions The main thing that if I could like give you a takeaway from environmental safety is when something is unsafe for someone A you believe them that it's unsafe and B you speak up Especially if you're in the group that has the most power speaking up is the most important thing that you can do at that moment so Okay, so another step for being a hero is to remove reflect and retain These are like removing unnecessarily biased language from job descriptions Helps. This is a big thing in web 2 of my 3 and removed based biased requirements for jobs such as grade level backgrounds Different types of location preferences can also be like that or any type of vague requirements So one of the ways that that had came up before was like we used to have a hiring bar for engineers And it'd be like oh this person types slow And so they shouldn't like get be on boarded But then we had someone else that types slow and was on boarded So we were like well, what is type slow like what what does that mean and how does it even matter when you're trying to Interview for engineering and so you had to be very defined with what are your actual requirements for the roles So this is a Do you see anything here that would be considered exclusive Or maybe a unnecessary barrier and I'll say background again. This is for like a software engineering role But does anyone want to share what they see would be an unnecessary barrier? Sure. I'm sorry what? Degree degree in those backgrounds. Okay. All right Exactly anything else Track record All right Yeah Yep, let's see if there's anything else there. I also think like building the right tools for the system I'm like, well, what's the right tools that seems very subjective as well. Okay So this is a little bit more of an inclusive statement. They're trying to be a little bit more Inclusive is there any type of inclusive that statement there that stands out to you? Yeah, well, I can compare to the other one if this is the job requirements section The header was what excites us versus you have it's more direct. It's more clear Awesome anyone else Actually All right Even though the last one like those qualifications are probably trying to just be a signal of the same quality Like oh, you've worked on lots of interesting projects and like internships and whatnot Well, not everybody has that privilege, but like they could still arrive to the same like Excitement experience Yeah, hold on Yeah I There was a mention about requirements and the list of requirements and I just wanted to like highlight one thing when it comes to requirements and how It's perceived by different types of gender specifically here When it comes to men men will see the list of requirements and meet 30% of them and apply for the job and women Will see the list of requirements and apply for the job after they've met 70% of the requirements So there is a section of like self weeding out that's happening when it comes to requirements If you're just listing requirements and not being inclusive right from the get-go So if you're thinking about like, why don't we have more women like in our org You might want to start by looking at like how are you listing one what you want to come into the org itself? I Feel like this is probably my favorite job posting Because there's always those times when we've seen like companies that were like, yes, I want to work there I could bring this we could do this but it doesn't fit into what they have listed into Into a job requirement and this is kind of like an open door of like well You told us what you can bring to the table what you see missing in our org and how you are a good fit And I think that that happens to be a lot of a thing that will open up some doors Okay, now we get to reflect and reflect sometimes comes in Reporting it can come in roles. It can become responsibilities and transparency So this actually was a Web 3 statement that came out And it was like super applauded which is cool and it's like yay the building more Inclusive financial systems and they're happy to report that there's 50 percent more or 50 50 parody at the location But I just didn't want I didn't know if any of y'all saw any problems with this Okay, that's good Yes Yeah, right Yep Anyone else? Thank you. I was like, there's no legend. There's no like yeah Yeah, that was really all of it and I honestly I'm like Um, I don't think anyone's doing great So I don't I'm like really not keen to give anyone a pat on the back But I really don't like people giving themselves a pat in the back So I think the the sense is like we can always go better Also by saying like yeah, we're at 50 50 parody with women to men It really doesn't show like racial breakdown within the women So there still could be a lot of power dynamics that are at play there, too So I had a lot of issues with this one specifically But I had done reporting back when I was at square back in the day And so I'll share a little bit of our pitfalls that we had to I'm not a huge fan of reporting oddly enough because I feel like it makes people it reduces people back down to numbers And it doesn't really give us a whole perspective of the health of the organization itself Um, it also was really difficult when we followed the actual like guide on how to report your numbers It didn't deal with any type of inter intersectionality So if you were dealing with like racial reporting like you had to choose if you're a mixed person You had to choose one side like you had to choose one side of your identity and I just it wasn't very truly reflective It's not super inclusive and it puts a lot of focus on like Diversity, but it doesn't put a lot of focus on belonging or any type of things of that nature, too And it only focuses on numbers and matrixes, which is like the worst thing that you can do this. It's not really So other than that we tried to do like D and I okay ours or priorities and try to look at that from a holistic level of How can we kind of embrace it from a and okay our level and what are going to be our priorities for that year? And if you can do it that way you can keep the focus on removing barriers and that is like what you're tied to Okay, oddly enough, I think this is the most important piece of D&I We always talk about recruitment recruitment recruitment but a lot of discussions never talked about why certain groups are leaving and that is usually the bigger question so Yes, you can attract as many different types of people to your org But if they're leaving right away or not having a great time I think it's more important for you to figure out why that is and what it might be like a toxic place to work or A place where you could make it people more comfortable. So in the web three space. I think like we do a great We do a job of Attracting people to there are orgs that do a great job of attracting people too But it's on to us to also figure out how we retain them and empower them in the space to do the work that they want to do So the attention can be double-checking salary levels. It can be a transparency with salary compensation It can be looking at different policies and seeing if their policies actually Empower different community groups If you have maternity leave and don't have paternity leave that could be a problem it can just look at looking at a lot of the Policies you have in place if you have questions about policy actually low is really good she was on our people team at GetCoin and She was really good at trying to kind of go through a phone find tooth comb with our policies and seeing if it's as inclusive as it could be Okay, so now that we got through the R and heroes We're gonna go with oh and thinking oh is sinking outside of the box a lot of times within web 3 or within web 2 even We talk about like oh, there's no X Y and Z type of people in the org It's because we can't find them and then you're only looking within your own network and you're not going outside of the box Go outside the box think of new solutions ask different types of people Recruit from nontraditional places nontraditional schools Whatever it was not working for you before it wasn't not obviously working. So try something new. It's always fine Find the people where they are there's lots of orgs that have you know women engineers women in crypto women in stem Black and stem black and crypto like they're all these different orgs out there that are Different groups marginalized are Empowered in and you can go engage with those groups fund those groups and work with those groups in order to not only again Attract but also see like how can we retain the ones that we have here? Engaging with partnerships there would be really really great I know Maggie's in the room and I know that there are other people in the room that are also leaders with a different D&I Groups and so hearing their perspectives and engaging in them in a way That's not like how can we just source talent? But also how can we like how can we get the knowledge that you have and and shared with us? But also how can we fund the mission that you're doing is also extremely important? so I will give you an opportunity to put your money where your mouth is and that is in get coins D&I rounds This is a very easy way for you to fund different groups that are In this D&I space within web 3 There's two ways you can do it one is to encourage them to apply to be a grantee in the space And then the other way is to fund them this if you don't realize that a lot of the people who do in the work This in the space, especially they are doing D&I work The money for the work that they do comes out of their own pocket books And it is not it's like another layer of oppression to tell the group that is being oppressed to fix their own Problems with themselves rather than having the people who have the power fund the groups that are oppressed You know so if we can start to fund those groups It's going to be much more impactful in the space and funding in a way that's like not conditional So like not in the way that like I have a hundred thousand dollars I want you to go to the school and get all the women that are in that school But saying hey, what do you need and how can I write the check to best amplify your work? That's the more important thing you have to believe that the people who are doing the work know the work that they Need to do and the most biggest barrier that they have to that is really just the financial barrier That's been placed and usually not on them if you're asking a group of like male VCs and having them like wanting to fund women's work and then I have to explain to You why it's important for women to be doing this stuff, and you're like I don't get it It's probably not me explaining it to you. You might just not get it from your perspective So it's much more important to say hey, what can I do to invest in y'all to do the work and then appreciate it? Ah Other things you need to do If you're in a place where you can hire a D&I team or role do that You probably need it now and don't really even know it But they have a champion team have a person dealing with it right now with as much money that we're Foughtin around doing you know swag and everything else You could probably like fund one person on your team to actually take this on and empower them to make the changes That they need to make Okay, so I will give you an opportunity These are the ones that I know that you can actually find with but I also know it is not an inclusive list So if you know one that I should know You can do one of two things you can a tweet at me and say hey Gloria you should know this group and then I will continue to build up the list Another thing is when we start to break out into teams I would love a team that would just take on the challenge of saying hey Let's create a doc that has as many of these D&I in web3 list that we can and then we'll just share the doc after the session And it will be one of the takeaways from the session too So yeah, whatever ones that you know like please feel free to amplify them You can amplify themselves so you can do it that way too The S in arrows and heroes is for shout out. It's and it's for support the other way that you can shout out and actually kind of Transits this whole power dynamic is also to amplify someone who is not like you who does your work doing the work that they that use you because a lot of times the people who are in the oppressed group their work does not go noticed so Whatever you can do to amplify the work of the oppressed group is absolutely amazing too. So if there are like people who are Let's say Working in layer ones. Let's just say no, hold on People who work. Yeah, let's just say layer ones and there are like great women in layer ones that we should be following that have Actual technical skills or that people should know about let's just create a list of the 50 women working on layer ones that you should know About there's no reason we can't get all their Twitter names and send that out by the end of the conference today too Like there's women doing work that should be amplified But their voices aren't heard or they're drowned out because they're not in the the powered group So that's one of the other teams if you want to work on that in the second When I let you break up we can do that too All right, so usually I say do the work These the work is the most important thing in this time Do the work for these oppressed groups and not expect the oppressed groups to do the work for you And so during the remaining time that we have in this workshop I'm going to give you the opportunity to do the work the do the work is going to come in multiple different ways If you want to do the work slowly you can take the privilege test the privilege test is a BuzzFeed Test on privilege. It kind of is great to see like where you have privilege the different types of privileges things of that nature Then there's the Harvard implicit bias test. You can do that work as well Then the other thing that you can do is to double check your code of conduct at your work and see if there's actual procedures That are in place in order to move forward You can look at your diverse roles roles and mods and see if there is diversity in your mods and your stewards in your board and recommend someone and The other way and you can do is donate to a grant round We talked about Twitter amplification But the biggest thing that I would ask today like if I could have NS work on anything is there has been an issue for a Group that's been oppressed and feeling very unsafe here at DevCon And I would really like a group of us to think of a way that we can keep people safe here for the remaining of the two Days and what that would look like. So if you want to try to Think out ways that we can keep people safe for the remaining of the time at DevCon over here There's will be a group that will go ahead and brainstorm that and I don't mind if it's like hacker style or Unconfined style where we either have to like get a list or have a board or have some type of way to like Report when people feel unsafe and have of the actual follow-through But if that's something you want to tackle we can tackle that so Other than that too if you all think of anything else that you want to tackle that's fine Unconfined style means that there's white boards and there's pens and there's post-its notes And if you want to like create a list of the 50 black people in web 3 that you should follow You can do that if you want to do any type of things if you have an idea I'm more than happy to hand over the mic. You can pitch your idea and people can start working together on that Yeah, you want us to go ahead and stand up and pitch it And it's a really fun to sort of rediscover this lens But I'm still wondering how I You want to move that let's move yourself to a table and then people can come to you anybody else want to pitch an idea of D&I Thing that they want to work on here. Yeah Okay codes and conducts and procedures and dows you want to take that table right there All right, anyone else have an idea they want to explore because I'll throw some out All right, let's say if you want to take the privilege test I'm gonna put it back in the back corner right there. I'll tell you how to get onto that site If you want to explore a safety at DEF CON I'm gonna keep Lowy here and you can hang out with Lowy. I trust you to explore that that would be good If you would like to make a list Or a Twitter list of people we should follow of different types of D&I background. Let's try Do you mind being Latin M in the back? All right, let's see. Can we get a black at one that will give us a black at list Cash you want to take that one. All right, cool cash will kick that there Women do you want to do a women list Maggie? Can I keep you in charge of the women to follow the list? awesome Neurodivergent or LGBT do we want any of those lists? Can we anybody want to do an organizational list? Okay, organizational list Awesome. Okay, cool. I will let you all spread to wherever you want to spread I'll give you this moment and then we'll get started on any of the lists that you want to go