Hi, Ben,
On 26/1/21 03:39, Benjamin Kaduk wrote:
[....]
I wanted to pull out this paragraph from Adrian's note and use it to
make a suggestion: Let's have the last 5 or so Nomcom chairs plus
Andrew drag in the appropriate people from some of the larger companies
and ask them to help us with our candidate diversity problem.
Wouldn't "drag in the appropriate people from some of the larger
companies" actually be the wrong first step?
I think that "the appropriate people" was meant to refer to the managers
that approve travel+time to attend/contribute to the IETF, not the people
actually doing the contributing.
But the end-result is the same: a biased sample: probably 30-40
organizations from, say, 15 countries.
Although.., my comments were probably like putting the cart before the
horse: The first question should be: what kind of diversity do you
expect to achieve/improve? Gender diversity from the same set of
organizations and countries?
And, whatever the answer, why one or two particular axis of diversity
are the (only) ones that matter?
So the conversation might go something
like "hi, we see you send a lot of smart people to the IETF; thank you!
However, the IETF is looking at its diversity numbers, and it seems that
the distribution of people you send to the IETF is different from your
overall distribution of staff. Can you think of ways to make the
distribution of people you send to IETF more closely match your overall
staff distribtion, so that the IETF in turn can more closely match the
overall population?"
I might be wrong, but... I guess that whether that's part of how each
manager manages their own people -- i.e., from their pov, they send what
their consider the best people for the job based on availability, time
and funding constraints, etc.. But, of course, I might be wrong.
Thanks,
--
Fernando Gont
SI6 Networks
e-mail: fgont@xxxxxxxxxxxxxxx
PGP Fingerprint: 6666 31C6 D484 63B2 8FB1 E3C4 AE25 0D55 1D4E 7492
