foreign
[Music]
okay so in this Workshop I'm going to
start with some definitions and
definitions will help uh 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
lower if you want to raise your hand
lowie is available to you for resource
if you want to use her feel free to give
her a talk
um so after these definitions we'll go
ahead and talk about why dni is
important in web 3 and then we'll go on
to a couple of different activities
okay so uh 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's 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 General
gender divided uh here at Devcon the
privilege groups are can you think of a
privileged group to hear at dead con
white man that might work okay what else
would be a privileged group here at
Defcon
CIS 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 uh how about uh
physical abilities going up and down the
stairs like there are a lot of different
ways if you're someone who might be like
neuro atypical this is a very over
stimulating place you might have
privilege on that aspect so there's a
lot of aspects of privilege that are in
play all the time around us
um 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
um 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 foreign 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 web3 is
a college degrees or uh undergrad
backgrounds that kind of also will have
biases as well
culture
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 or I
and I want for that power to be removed
so that you have a just ruled 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's not like me 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 accomplice and
that's what I would really want you all
to be an accomplice to 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 and difference
and that's where I hope we all become in
this space
so why is it important to in web3
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 teens were 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 and you 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 web3
are the actual like ethos of web3 so
when you think of like decentralization
you think of identity you think of
plurality all of the time you talk about
this from a technical perspective but
this is also like a human perspective so
when you think of decentralization like
we always talk about notes 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
are people recentralized we kind of
centralize as well here in your mind I
want you to think of a like an event
right and you're going to take five
people to that event your your best five
people right close your eyes think about
it who are the five people you're going
to 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 the 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
um 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 not
if it's we all get stronger when
everyone gets stronger and that ethos
applies towards uh 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 people's 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 end
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 ens domains
or like our lens protocol domains or
whatever you're using
and our nfts so you could be interacting
with a person's image in an ether name
and not really know the person behind it
per se and so you kind of just have to
be uh 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 minimalize groups or think like
oh there's not someone with an um 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 an
NS nft in a domain so the more that we
can create better policies for everyone
the better off it can be or at least be
accomplices to people the better off we
will be
Okay cool so here's the meat and
potatoes of it we're going to talk about
how can you be a hero and for me a hero
is anybody who can like also be an
accomplice
um I thought I would be like really cute
so you can get like a little superhero
costume and then I forgot this was
around Halloween and we were all sold
out so we're gonna just be our own
Heroes and that would be fine
today okay so there's this concept of
holding space and a holding space can be
having a meaning group to hold space uh
it can be holding an opportunity for
certain groups to learn together holding
space can be uh changing um the panels
on the boards or holding space on a
board or a panel for someone that has is
coming from that
um oppressed 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 going to use G5 because Chief ice
here and let's say
um you wanted to like have a workshop
that was open to like building on lens
protocol it would be just specifically
for the chief Eye 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
um it recognizes that just by stepping
in the room there are power dynamics
that are out in play
all right environmental safety this one
is a huge one this week for me uh 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 and 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
um 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's a Code of
Conduct is helpful but you need to also
be enforcing code of conducts too
um being aware of micro Trends
microaggressions does anyone know what a
microaggression is would it be helpful
for me to explain it
yes hello you want to explain it yeah
micro go ahead
yeah
a microaggression is like uh something
that is like a small act that adds up to
a feeling of Oppression over time like
um like that like for me as a woman
um like someone might at work compliment
me on my on my outfit or on my
appearance and like that happens to
women a lot even though it's like nice
to say like hey you look good today but
the fact that like as a woman not so
people always think of you that's like a
microaggression it might seem nice but
in the grander perspective of things
it's like addict to the fact that you're
seen as like a one-dimensional identity
yeah okay cool uh yes
yeah can you give me an example that of
what you would think
[Music]
it's supposed to be looking like it's
something not good like the example
but instead like
uh or sorry it's like
you are being you're telling a person
something that is good for them but you
are not doing enough
yeah you are being aggressive but you
are saying something that is good for
you yeah so I think so I can only speak
yes I think like so I can think of some
of the microaggressions 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 when you flip it around it's
actually a microaggression 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 that vernacular of being well
spoken only resolves 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 microaggressions the main
thing that if I could like give your
take away 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 uh reflect and retain
and these are like removing
unnecessarily uh biased language from
job descriptions it helps this is a big
thing in web 2003
um we moved based biased requirements
for jobs such as grade level uh
backgrounds and 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 be like oh this
person types slow and so they shouldn't
get be onboarded but then we had someone
else that typed slow and was onboarded
so we were like what is type slow like
what what does that mean and how why
does it even matter when you're trying
to interview for engineering and so you
have 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 necessary Bay Area
and I'll say background again this is
for like a software engineering rule
but does anyone want to share what they
see would be an unnecessary barrier
I'm sorry what
degree degree in those backgrounds okay
quite conjecture so they can do whatever
all right
exactly anything else
you have
absolutely in your life that has a
record to it all right
adaptability I I don't like
understanding that you can guess yeah
uh 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 uh more of an
inclusive statement they're trying to be
a little bit more uh inclusive is there
any type of inclusive statement there
that stands out to you
yep well I can compare to the other one
uh if this is a job requirement section
the header was what excites US versus
you have it's more direct it's more
clear
awesome
anyone else
yeah it's more about like your Your
Enthusiasm the mission who you are what
you believe in rather than the things
you actually have the privilege of
working on in the past yeah
and the other one there was did we
mentioned
all right I feel like this one's like
your qualities not your qualifications
and like even though the last one like
those qualifications are probably trying
to just be a signal of me quality is
like oh you've worked on lots of
interesting projects and like intern
s and whatnot well not everybody has
that privilege but like they could still
arrive to the same like
excitement experience
and strong skill yeah
hold on yeah
job description is more inclusive
because it encourages like a grander
range of people to apply for the other
one life was more specific in ways that
might be discouraging and just maybe
encourage exclusivity which is just
maybe not worth yeah
I also think that like um if I were to
read both of those examples even if I
wasn't as fit for either of them the
brand like attribution of like me being
positively like aligned to this brand
versus the other one I would lead with
the better uh since I won't even work
with you know this organization versus
the previous one for future conference
nice all right 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 relisting what what
you want to come into the org itself
I feel like this is probably my favorite
job posting
um because there's always those times
when we've seen like companies that
we're 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 the into a job requirement and this
is kind of like an Open Door of like
well you tell 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
um reporting it can come in roles it can
become responsibilities and transparency
so this actually was a web three
statement that came out
and it was like super applauded which is
cool and it's like Yay the building more
uh inclusive Financial systems and
they're happy to report that there's 50
more or 50 50 parity at the location but
I just didn't want I didn't know if any
of y'all saw any problems with this
foreign
okay that's good
yes
anyone else
thank you I was like there's no Legend
there's no like yeah uh yeah that was
really all of it and I honestly I'm like
um I don't think anyone's doing great so
I'm like really not keen to give anyone
a pat on the back but I really don't
like people giving themselves a pad in
the back so I think the the sense is
like we can always go better
um 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 uh dynamics that were at
play there too
um so I had a lot of issues with this
one specifically but I had done
reporting uh back when I was at Square
back in the day and so I'll share a
little bit of our pitfalls that we had
too
uh 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 uh 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 inner 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
um that's not super inclusive and it
puts a lot of focus on like um 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
reflective
so other than that we tried to do like
dni okrs or priorities and try to look
at that from a holistic level of how can
we kind of embrace it from a an okr
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 Dee and 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
uh so retention can be uh 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 uh
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 uh policies you have in place if you
have questions about policy actually low
is really good she was on our people
team at get clean and she was really
good at trying to kind of go through a
phone fine-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 going to go with oh and
thinking o is sinking outside of the box
uh a lot of times within web3 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 uh go outside the box think of
new Solutions ask different types of
people recruit from non-traditional
places non-traditional schools whatever
it was not working for you before was
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 through all these
different orgs out there that are
different groups marginalized or 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 regularly great I know mag is in the
room and I know that there are other
people in the room that are also Leaders
with a different dni groups 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 uh I will give you an opportunity to
put your money where your mouth is and
that is and get coins dni rounds this is
a very easy way for you to fund
different groups that are
um in this dni space within web three
there's two ways you can do it one is to
encourage them to apply to be a grantee
in this space and then the other way is
to fund them this if you don't realize a
lot of the people who do the work this
in this space especially that are doing
dni work the money for the work that
they do comes out of their own
pocketbooks 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 finding
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 because 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
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 uh if
you're in a place where you can hire a
dni team or a 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 um right now with
as much money that we're falling 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 dni and
web3 lists 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
um 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
um the S and 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
uh working in layer ones let's just say
no hold on
people who work yeah let's just say the
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
it 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
powered group so that's one of the other
teams if you want to work on that and
the second one I let you break up we can
do that too
all right so usually I say do the work
do the work is the most important thing
in this time do the work for these
oppressed groups and not expect a
pressed group 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 soloely 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
um then there's the Harvard implicit
bias test you can do that work as well
uh 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
um you can look at your diverse roles
and mods and see if there is diversity
in your mods and your stewards in your
board and recommend someone
and the other one 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 in 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 while we're here there will be a
group that will go ahead and brainstorm
that
um I don't mind if it's like hacker
style or unconfidence 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
a actual follow-through but if that's
something you want to tackle we can
tackle that so
um other than that too if you all think
of anything else that you want to tackle
that's fine uh unconference style means
that there's white boards and there's
pens and there's Post-it notes and if
you want to like create a list of the 50
black people on web3 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
Colton
yeah you want to go ahead and stand up
and Pitch it
'll play a lot of conversations
see expensive and it's been really fun
to sort of ReDiscover this lens
but I'm still wondering how to approach
this type of conversation with all the
people who've decided not to be here
um
all right you want to move the let's
move yourself to a table and then people
can come to you anybody else want to
pitch an idea of dni
thing that they want to work on here
yeah
okay codes and conducts and procedures
in Dallas 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 all right let's say if you
want to take the privilege test I'm
going to put it back in the back corner
right there I'll tell you how to get
onto that site if you want to explore
safety at Defcon I'm going to keep LOE
here and you can hang out with Louie I
trust you to explore that that would be
good
um if you would like to make a list uh
or Twitter list of people we should
follow of different types of dni
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 blackout list
cash you want to take that one all right
cool cash will keep that there uh 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 uh 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 on any of the lists that
you want to go