> The number of women in leadership has not changed. That seems to reiterate the need for continued investment in diversity & inclusion and to investing more in the pipeline of a diverse group of future leaders. > When looked at collectively, I am very disappointed. The number of women in leadership has not changed. On the IESG, every incumbent was re-selected, except for one who moved over from IESG to the IAB. On the IAB, three of five incumbents were picked. The IETF Trust and LLC Board members were similarly re-appointed incumbents. Nobody was added who is not employed by a large Internet or service provider company, except for one re-appointed incumbent who works at a “think tank” with deep historical ties to the IETF. The incumbency question is an interesting one, Rich. I don't view reappointment of an incumbent as a failure but a reflection that they have done their job well & the organization as a whole is healthy. In terms of the larger companies this is perhaps a reflection of the broad scope & time commitments involved in roles such as the IESG. Changing the cost/benefit calculation that drives viable candidates with financial/employer support would seem to require some change in the scope of some of these roles (as has oft been discussed for AD roles). Finally, my own personal perspective is that re-appointment should be largely pro forma unless there is tangible evidence of someone being a poor fit for the role or otherwise struggling or failing to do their job in the 1st term. In addition, I have also seen many people be more productive in their 2nd term as it naturally takes time fully understand their role & complicated relationships/issues/processes/etc., they better understand where & how to make the biggest impact, and have more confidence in undertaking their work. JL
