this post was submitted on 27 Apr 2024
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I didn't understand a thing about what the actual issues were.
Based on comments I can see that Jon Ringer objected to inserting gender minority person as a requirement for committee board.
So, why is he wrong? I totally agree that gender minorities deserve recognition, but making it a hard requirement for having a committee board sounds like nepotism.
This is a basic represention and inclusion issue. Unless you are actively seeking out voices of those minorities and addressing their concerns you will have a reinforcing loop where behaviour that puts people off engaging will continue and it will continue to limit people from those minorities being involved (and in the worst case causing active harm to some people who end getting involved). From what I understand the behaviour that has been demonstrated and from who those people leaving it is clear this is active issue within Nix. Having a diverse range of people and perspectives will actually make the outputs (software) and community generally better. It's about recognising the problems in the formal and informal structures you are creating and working to address them.
Additionally, but just to clarify nepotism would be giving positions based on relationships with people in power and not ensuring that your board contains a more representative set of backgrounds and perspectives.
Suppose I have 1000 people from community and 10 out of them are gender minorities. I then have 5 projects, each with 10 members on board committee, and I want a representative of gender minority in each of them. And I choose hard workers based on merit, the best of the best.
In such case I will be choosing 9*5 = 45 people out of 1000, and specifically I add 1*5 = 5 people out of those 10.
So the board committees will have 45 members each with (worst case) 955/1000 = 95.5% percentile performance, and additionally 5 members of gender minorities, each with mediocre 5/10 = 50% performance.
The gender minorities will perform worse, because we specifically singled them out of the crowd. This is not how you improve diversity.
i'd like to see how you'd be measuring "performance" in this context, or what you consider to be worthy of merit, because those things are not the objective measures you seem to think they are.
people who are contributing to open source projects are not a perfect Gaussian distribution of best to worst "performance" you can just pluck the highest percentile contributors from. its a complex web of passionate humans who are more or less engaged with the project, having a range of overlapping skillsets, personalities, passions, and goals that all might affect their utility and opinions in a decision making context. projects aren't equations you plug the "best people" into to achieve the optimal results, they're collaborative efforts subject to complex limitations and the personal goals of each contributor, whose outcome relies heavily on the perspectives of the people running the project. the idea you can objectively sort, identify, and recruit the 50 "best people" to manage a project is a fantasy, and a naive one.
the point of mandating the inclusion of minority groups in decision making is to make it more likely your project and community will be inclusive to that group of people. the skillsets, passions, and goals that a diverse committee contains are more likely to create a project that is useful and welcoming to more kinds of people, and a committee that is not diverse is less likely to do so. stuff like this is how you improve diversity. in fact, its quite hard to do it any other way.