Kay Martinez: So we will.

Dominique Hazael-Massieux (he, him): cover.

Kay Martinez: These four items will start with.

Kay Martinez: Agendas and creating agendas.

Kay Martinez: group workshop agreements, so what those are why they're hopeful and addressing systemic power, so this is more about.

Kay Martinez: The environment in which people are sharing and participating and how we can be active facilitators to create an inclusive environment.

Kay Martinez: And then, lastly, I have some scenarios that I thought of so we could talk about how to apply these inclusive facilitation practices and then I have space for any of your questions and other scenarios that you might be thinking about and we can talk through them together.

Kay Martinez: So for creating agendas.

Kay Martinez: These are the questions that I asked myself as a facilitators So what are the topics for this workshop and thinking about the time that I have allotted.

Kay Martinez: And I asked myself if I will be sharing information or Is this something that's highly collaborative in which I need to establish like a process.

Kay Martinez: Also, is there any prep needed for the participants can they just show up and I will provide.

Kay Martinez: Everything for them to be able to participate and maybe you know some follow up materials, like in this session i'm happy to share.

Kay Martinez: The things that I referenced here, but this session was designed, without any pre work, so people could just attend, you know I will be sharing info and then i'll give you some follow up.

Kay Martinez: Information and I think, for me, one of the hardest things as a facilitator is balancing the objectives and the agenda that I have and the vision that I have.

Kay Martinez: For this particular workshop and then balancing that with the needs of the participants so some of you may have questions that are really important.

Kay Martinez: And then I have to you know make that termination do I, maybe cut some of the other topics that I was planning to do to make sure that you all.

Kay Martinez: get enough time for the topics that you raise so I feel like being a facilitator, is just balancing so many different things at one time.

Kay Martinez: Some helpful resources that I use as a facilitator so again i'll be providing a list of resources, so this.

Kay Martinez: graphic comes from an HP er or Harvard Business Review article on creating agendas, so that this template was very helpful i'm a visual learner So you see here that it's broken down into three columns were identify the topic that you want to I guess touch on in your workshop.

Kay Martinez: You then have the middle column, which helps you think about preparation So is there some pre work necessary.

Kay Martinez: Could the participants just kind of begin working on this topic, without any pre work and then, if there's a process involved what might that be so I find this framework helpful for me and i'm happy to share that, with all of you.

Kay Martinez: So when you are leading a workshop, as many of you i'm sure have encountered there may be several points or items that come up.

Kay Martinez: From the participants so it's highly encouraged to think about a parking lot or a space where the topics that come up.

Kay Martinez: can be displayed and stored and revisited so some people call it a parking lots of people call it a garden, whatever it is it's basically just a place for you to hold on to or identify additional needs that come up from the group.

Kay Martinez: So stop here, to see if any of you have any comments or questions about this overview on creating agendas for your workshop.

Kaustubha Govind (she/her): i'm kicking ass a quick question.

Kaustubha Govind (she/her): How do you like, do you think about.

Kaustubha Govind (she/her): How much time, you need to a lot to get to the parking lot, I guess, like, I feel, like most of us have thought of the agenda and that might take up the whole hour, and you know, considering that you said, we must be sure to balance the needs is that.

Kaustubha Govind (she/her): 30 minutes like what's the right amount of time to allocate for it.

Kay Martinez: So I always try to leave time for questions, so I guess I have like a built in.

Kay Martinez: Time, as I have in this presentation, you know my last slide is is to Q amp a or a parking lot session so I guess maybe in terms of like percent.

Kay Martinez: rate, because you may have an hour workshop someone else might have two hour workshop I would dedicate at least you know 10 to 15% of your workshop for open ended space could be revisiting something that participant brings up.

Kay Martinez: could be you know just having an open ended space at the end so make sure that you factor that in.

Kay Martinez: I think has been very helpful for me as a workshop facilitator I don't want to plan every minute out with the content that I have, I need to reserve at least some pretend to 15% of the time for open ended space does that hope.

Kaustubha Govind (she/her): yeah that's perfect Thank you.

Kay Martinez: anyone else.

Kay Martinez: Well, if any other questions arise, please let me know feel free to also use the chat.

Kay Martinez: I will continue on with the agenda, so the next part is on group workshop agreement so i'm going to share.

Kay Martinez: The group agreements that I have with you shortly so this comes from the WEC and it is there.

Kay Martinez: I would say value statement or one of them, and it says, as you can see the wcc strictly prohibits discrimination intimidation harassment and bullying of any kind.

Kay Martinez: and on any basis, which is what we're going to focus on today So how do we create an inclusive learning environment where we are making sure.

Kay Martinez: That things like discrimination intimidation don't happen to the best of our ability and responding to it, if it does happen right because we can't control.

Kay Martinez: What people do or say, but we have to respond to it, so in thinking of these values of the w three see has.

Kay Martinez: Using workshop agreements and the beginning of your session can be very helpful to make sure that everyone is on the same page that everyone understands.

Kay Martinez: The values of the space, the guidelines of the space, but still means that use a facilitator, probably have to be active and intervene so harm.

Kay Martinez: In my opinion, generally falls somewhere in this continuum of explicit harm so things that are very clear very overt.

Kay Martinez: they're very harmful and in theory there so visible and clearly harmful, so I think there's you know kind of a spectrum, this is on the rather egregious side of it, and it really doesn't leave any.

Kay Martinez: space for questions or.

Kay Martinez: Thinking about the intention behind hurtful comments so, for example, if someone used a racial slur I think that's a pretty explicit example of harm.

Kay Martinez: And I think on this continuum there's also some implicit actions of harm, which means that they're implied they're not as clear.

Kay Martinez: they're kind of ambiguous, the person that causes the harm may not even know it, so this is where implicit bias comes into play, for example, so I just want to stop here see if there's any comments or questions.

Mike Taylor (he/him): I guess, I have a question what like.

Mike Taylor (he/him): I assume the wbc has a process in place for let's let's imagine a scenario where there is some like abuse or explicit harm or even maybe some really egregious implicit harm like, how do we escalate or what's the right way to.

Mike Taylor (he/him): To respectfully navigate that scenario.

Kay Martinez: well.

Kay Martinez: Thanks Mike read talk through some of those.

Kay Martinez: Might so yeah Dom is also here to kind of chime in on the B2C side, but I think initially you all, as the facilitators of that first line.

Kay Martinez: of response right and in the sessions and we're going to go through some scenarios and some examples you all as facilitators will be the ones to respond to address it.

Kay Martinez: You can remove a participant, and then I would ask, Dom to chime in about you know reporting.

Kay Martinez: procedures, so if you had a participant, who said something or did something that would violate the be three C code where can you share this person's information so dumb just put in the chat go ahead.

Dominique Hazael-Massieux (he, him): Yes, so very superficially.

Dominique Hazael-Massieux (he, him): All done CC meetings right and our code of conduct that K mentioned earlier, and that kind of conducts has.

Dominique Hazael-Massieux (he, him): procedures to follow if something bad happens, one of the escalation path is getting in touch with the recency ombudsperson that can help.

Dominique Hazael-Massieux (he, him): Dealing with.

Dominique Hazael-Massieux (he, him): Persistent issues but as clay was saying, as a facilitator your responsibilities to ensuring everyone is having a safe and positive experience so if someone is making that impossible.

Dominique Hazael-Massieux (he, him): You are entitled to make that person removed from the session or muted or whichever solution you feel is most appropriate to the risk, I think this.

Thank you.

Kay Martinez: So.

Kay Martinez: With group workshop agreement, I consider this process to be like this circle oval shape.

Kay Martinez: Because we are sharing power with our participants in that we are collaboratively creating a learning environment.

Kay Martinez: and also this process which i'll explain.

Kay Martinez: makes your space more adaptive to the needs of the participants.

Kay Martinez: versus what I see as a triangle, where, if you didn't ask the participants to work with you to check in and create Community agreements.

Kay Martinez: I see it as a pretty hierarchical situation or a top down situation where you as a facilitator, or just saying hey This is our agenda.

Kay Martinez: This is how this space is going to go, you know i'm telling you what is going to be like rather than creating a space for saying you know, yes i'm the facilitator, yes, I have an agenda and.

Kay Martinez: You know I want to make sure that you're able to contribute things that you need and want to make sure that we all get on the same page for the guidelines for this space and.

Kay Martinez: That, I think, reflects the status quo So for me in many workplace environments.

Kay Martinez: No one ever asked me, you know Okay, what do you need in this space or you know K how, how do you think you know this space should run sometimes people just tell me.

Kay Martinez: What it is or they don't ask me at all and i'm just expected to figure it out, on my own, and so, by having this time at the beginning of your session.

Kay Martinez: And i'll show you some workshops that I or workshop with human said I use, I think that it helps address the values of the space, especially these non discrimination policies, not harassment policies, so people know what kind of space they are entering in will help you as a facilitator.

Kay Martinez: So, first, I would invite you to think of some agreements that you personally think are very important for your space right because you're facilitating this workshop, so you kind of set the tone for your space.

Kay Martinez: And then you'll share these agreements with your participants and then you will leave space at the end to check in with a participant see if they have.

Kay Martinez: Others that they want to contribute, or maybe even some modifications take yours, so this process of co creating will happen and then that way everyone kind of feels like Okay, I can participate in the space, I know some of the expectations.

Kay Martinez: These are ones that I have been using as a facilitator, especially someone who considered considers themselves to be an Anti oppressive facilitator or an Anti racist facilitator.

Kay Martinez: So, for example, I always start by saying this is a shared learning space I use the one microphone guideline which i'll explain.

Kay Martinez: I start by sharing anti discrimination policies or an Anti harassment policies, so if I were you I might want to add that slide rent the beginning.

Kay Martinez: takes place make space oops and ouch and intent versus impact you'll see that impact is a greater than 10 so i'm going to explain these.

Kay Martinez: One by one, and then i'll stop for your comments or questions so by stating that this is a shared learning space.

Kay Martinez: I hope to convey that we're learning from each other and we're learning with each other, together, so I may be the facilitator, but i'm not.

Kay Martinez: You know omniscient I don't know everything and i'm trying to create a space where we are sharing rather than i'm just teaching, I hope that this courage is people to share and creates the space for a collective learning.

Kay Martinez: With one MIC I asked for one person to share or speak at a time, this is intended to mitigate disruptions and especially interruptions so.

Kay Martinez: Most spaces, if this is not explicitly stated, people will just you know talk over each other and there's no, you know rule or guidelines so i'm asking everyone as a facilitator to share at one time, they can raise their hand on zoom, for example, and I can call on them.

Kay Martinez: So just a reminder right, I think that by starting your sessions, with a slide that has some of your values as a facilitator and sharing this slide again can help let everyone know right in the first five minutes of your session that you know these are the values of the space.

Kay Martinez: So take space make space.

Kay Martinez: I think helps people think about you know how much space they're taking up in a conversation so everyone is invited to share right everyone's invited to take space.

Kay Martinez: And we're asking you to think about making space for other people, so if you're talking a whole lot sharing a whole lot then there isn't that much space for others.

Kay Martinez: So oops.

Kay Martinez: If you make a mistake, even use a facilitator think it's helpful to model this call an oops.

Kay Martinez: If you inadvertently harm someone else right, I would call that an oops as well, so if you miss prey on someone's name or if you, you know, Miss gender someone, you could say oh sorry, you know oops, for example, or sorry.

Kay Martinez: It just helps normalize and naming mistakes which I don't know that always happens in the status quo, I think people don't want to own up to their mistakes and they certainly don't want to call attention to mistakes or kind of challenging dominant norms.

Kay Martinez: With ouch if you can tell your participants right if and also you are as participants today if you feel harmed by someone or people in the space, you can call an outage.

Kay Martinez: Or you can just you know convey that you've been harmed by using statements like you know I found your comment to be harmful or hurtful.

Kay Martinez: I can all, I would also tell participants and for all of you today that you can express your ouch publicly in the group so you can say you know hey I found that.

Kay Martinez: comment hurtful or you can just call it out, or you can send me a direct message via zoom and then I as a facilitator can address.

Kay Martinez: So this idea that impact is greater than intent.

Kay Martinez: I think is.

Kay Martinez: explained in this picture or highlighted in this image, where we see two people and you see the coffee cup that has just been spilled.

Kay Martinez: And i'm guessing that this person over here on the right their hand out may have spilled the coffee and then this person, judging by the reaction.

Kay Martinez: Is the recipient of this spilled coffee right, and I think this demonstrates impact and intent.

Kay Martinez: So i'm going to assume and give this person who I think spill the coffee the benefit of the doubt i'm going to assume positive intent they don't I don't think this person meant to spill the coffee.

Kay Martinez: Even though they didn't mean it right, the coffee is still been spilled and now this person may have coffee on their computer or coffee on them.

Kay Martinez: So they now are receiving the impact of this person's you know unintended actions, and I think it's you know kind of like a metaphor for our words in dialogue, so I don't think that most people mean to hurt others right a lot of it is implicit.

Kay Martinez: But that doesn't mean that your words are still not harmful and when we're addressing harm, we want to prioritize the impact and not the intention.

Kay Martinez: So, for example, with the coffee right if you spill coffee on on your colleagues laptop.

Kay Martinez: I would imagine that the first thing you would do is try to clean up the coffee, make sure your colleague is okay right maybe help them, you know if they need a new computer or something in the future.

Kay Martinez: I don't think the first response would be about you.

Kay Martinez: Right I don't think we would say Oh, you know I didn't mean to do that, you know I have excellent balance, I never spilled my coffee right, I think all of us will kind of agree that we would want to make sure.

Kay Martinez: that the person in the equipment was Okay, so I think we all kind of understand that we prioritize impact in other ways, but when it comes to dialogue, for example, if we say something.

Kay Martinez: that's inadvertently harmful a lot of folks will just revert to their own intentions and say oh I didn't mean it that way, and make it about them, not about the person so i'm going to stop here and check in with you all to get your reactions or questions to these guidelines.

Kay Martinez: But Mike.

Mike Taylor (he/him): thanks you you brought up a point about raising your hand on zoom.

Mike Taylor (he/him): So I had to do like the physical literal will maybe this is a question for Tom like i'm using the Web client and I don't see the ability to raise a hand will that be enabled.

Mike Taylor (he/him): Do we know.

Great question.

Dominique Hazael-Massieux (he, him): No try have the answer I will take a note to look into this and.

Dominique Hazael-Massieux (he, him): let you know it is that Stephen is experimenting with raising their hand but i'm not sure if that's available from the Web client oh.

Mike Taylor (he/him): well.

Mike Taylor (he/him): Maybe i'm just.

Under reactions.

Kaustubha Govind (she/her): yeah that that was not expecting it there, but yeah I do see it on the web planning.

Mike Taylor (he/him): cool Thank you sorry sorry for the ignorant question there.

Kay Martinez: No it's necessary want to make sure everybody has it, so I think that's also like a process check in right so say it to be any of your workshop if you say.

Kay Martinez: You know, are they to make sure that.

Kay Martinez: We don't interrupt each other and that we have one speaker at a time, you know can everyone use this feature to raise your hand, or if not, you know what else could you do to signify that you'd like to share right you could.

Kay Martinez: Wave if you're able to unmute yourself, or something right, so you and the participants will just need to figure that out, so that people don't just start, and I think with zoom rates, the difficult now are more difficult now than in person to see.

Kay Martinez: Customer government did you ever handle.

Kaustubha Govind (she/her): I yeah I did yesterday I was at all it's all to experimenting with it, but I did have a comment is what is the question.

Kaustubha Govind (she/her): So the comment was about I think the when you talked about the oops moment trade, I think one thing, and I have a name that's hard to pronounce and.

Kaustubha Govind (she/her): I totally get it that it can be hard to say it, but I think the other important thing might be to not.

Kaustubha Govind (she/her): dwell on it too much like I would recommend that folks at college it but move on, because otherwise it kind of puts this.

Kaustubha Govind (she/her): Pressure on the other person to make you feel better, which is also not great so it's kind of a balance, like you want to make sure you're sincere you're acknowledging that you made a mistake but also don't dwell on it too much.

Kaustubha Govind (she/her): suggests that comment and the other question is, you talked about making space and taking space, and I find that there's like, especially in breakout sessions, where perhaps you have larger groups.

Kaustubha Govind (she/her): It can be hard to have everyone speak up and now that we're all virtual I suspect that's going to have its own challenges, so I was wondering if.

Kaustubha Govind (she/her): You know, so I view i've seen poor folks use calls in in zoom for engagement, where you can say hey we have like 10 topics in the parking space can be voted on, like we can only cover two of them.

Kaustubha Govind (she/her): Do folks want to vote on it, as I was just curious if if you would recommend or if anyone on the call had ideas around, I guess, making it more inclusive so everyone can participate, even if it doesn't mean them voicing their opinion yeah.

Kay Martinez: Great point.

Kay Martinez: So some things that I use with the breakout groups, I tried to make them as small as I can so like groups of three, for example, groups of five is usually like my maximum find like groups of like 10 or 15.

Kay Martinez: can be unwieldy so that's one suggestion I loved your suggestion, with the polls, so you know as you explained, if you had.

Kay Martinez: Several items in the parking lot you want to take a quick vote on it, I think a poll would be very helpful as facilitators you may want to practice, creating polls practice, creating breakout groups if that's something that you don't do often.

Kay Martinez: Dom your hand is up.

Dominique Hazael-Massieux (he, him): For booster clarification.

Dominique Hazael-Massieux (he, him): command so for us from a jargon perspective when most people on this call, we talk about breakout we are actually just referring to a workshop or a session.

Dominique Hazael-Massieux (he, him): Its historical that we've been coding, since the breakout where we're not actually is, and we France referring to some breakout functions, although that may be something we should also explore in some of these sessions.

Dominique Hazael-Massieux (he, him): And, to the question about using paul's.

Dominique Hazael-Massieux (he, him): I mean i've never done it, and one thing that would probably was checking is how accessible this poll interfaces are.

Dominique Hazael-Massieux (he, him): i'm just asking because I don't know whether they are another and that would be bad, I guess, if there were not in general for the particular format of Tupac.

breakout sessions.

Dominique Hazael-Massieux (he, him): I know from experience they'll always feel very.

Dominique Hazael-Massieux (he, him): crunch, in terms of time when our is very short.

Dominique Hazael-Massieux (he, him): So one particular suggestion we always make is to.

Dominique Hazael-Massieux (he, him): start and and with indications on where to follow up for additional conversation, so that even if not all the parking lot questions get raised people have a place.

Dominique Hazael-Massieux (he, him): To bring them up and continue the conversation.

Dominique Hazael-Massieux (he, him): there's a way I think of four sessions that are more often than not conversation starter, rather than anything that get us to a final conclusion.

Dominique Hazael-Massieux (he, him): And I will just trust that make space tech spaces, one issue, most of us will be very familiar with nurses, the context very strongly encourage all of us to to think about dealing with that particular issue.

Dominique Hazael-Massieux (he, him): Thanks done.

Kay Martinez: To anyone have anything else you wanted to add.

Josh W3C: Just God sorry K physic you are hand.

Josh W3C: dominic was that from before Tom yeah.

Josh W3C: Just Thank you okay finding this very interesting and thought provoking so yeah Nice and yeah appreciate that Thank you.

Kay Martinez: I think josh.

Kay Martinez: yeah feedback is always welcome so.

Kay Martinez: When I lead sessions I you have that graphic right, and I say, welcome to my workshop.

Kay Martinez: This is my agenda for the day before we get into the agenda here are some guidelines for the workshop today as I just ran y'all through.

Kay Martinez: Then I leave space, and you know i'm kind of talking about this process with your and we're in it so there's this duality here.

Kay Martinez: So I asked my participants, as I ask you all, if you have anything that you would like to add to the ones that I just proposed, and I will ask all of you as well, if there's anything you'd like to add, for our session today.

Kay Martinez: So if you don't have any to add and you're good with the ones that I proposed, you can consume here, give a virtual thumbs up.

Kay Martinez: or able to or want to give a.

Kay Martinez: Imprisoned thumbs up that works too so then now I as a facilitator have Thank you Mike.

Kay Martinez: have given you all space to you know contribute anything that you need in the space and you're asking for your agreement right we're kind of.

Kay Martinez: Taking a consensus here with the with the thumbs up, so I think as a facilitator.

Kay Martinez: This ensures that we all have some understanding of what we're looking for in this space and processes in this space right like oops and now, which, for example, and I think you created by it right with like getting consensus so we've all agreed that these are the values of the space.

Kay Martinez: So now as facilitators does anyone have any questions about this process or any comments or or welcome to.

Kay Martinez: All right, i'll take the silence as a go ahead, also facilitator, now I think on zoom it's for me personally it's very challenging to like hold the silence, like in person I don't know there's like.

Kay Martinez: body language that I could read you know eye contact, I feel like you're all are with me on zoom yeah I feel like I have to check myself to be more patient.

Josh W3C: it's all good.

Kay Martinez: Thank you, Stephen your hands up.

Steven Valdez (he/him): So I guess one question is getting agreement like there's gonna be lots of people in the room who just aren't going to be responsive, how do you know when like it's people having like issues but not like saying anything versus, just like the natural noise level of like.

Steven Valdez (he/him): People are paying.

Steven Valdez (he/him): enough attention.

Kay Martinez: Well, I think there's only so much you can control right, we invite people to participate if they're not if they don't want to you know that's on them so even in this moment, you know I forced myself to like count to 15 or something right just i'm giving you space a hold the silence.

Kay Martinez: And then, once I feel like.

Kay Martinez: You know, some people have responded I did get you know some thumbs up something in the chat, then I feel like Okay, I could move on, so.

Kay Martinez: In depending on how big the group is right, I think you'll have to adjust for times a pretty small group, so I don't think I need to hold a lot of silence does that help.

Kay Martinez: US Thank you alright so wanted to talk about addressing the system and power, a bit.

Kay Martinez: Now, although not explicitly stated, I think that having these group agreements.

Kay Martinez: Is a way that we address systemic power, so you know i'm not saying that we're going to do a workshop agreements to address systemic power i'm saying that by having workshop agreements we are addressing so far.

Kay Martinez: Because, as I said before, right, first of all, we are sharing power we're inviting people to inform the visor the space we're inviting people to express their needs and some people like myself.

Kay Martinez: In their other workspaces may never be asked that so right away, I think you're creating a new environment you're challenging norms that are out there.

Kay Martinez: And I think that some of the like the guidelines that we put in, for example the one Mike role which tries to get people to.

Kay Martinez: not interrupt others and to raise their hands and kind of take a pause before they contribute challenges systemic power in the challenges the ways that some people are socialized.

Kay Martinez: So these are some statistics for some studies that have been done over the past five years, or rather recent, and I can share the article with you.

Kay Martinez: And it was looking at gender, so in this case they're only looking at men and women and the research, study and they were studying interruptions so this first study found that men were 33% more likely to interrupt when they were speaking to a woman, as opposed to another man.

Kay Martinez: And a study was done looking at, I think the past 10 years of Supreme Court and the United States.

Kay Martinez: Proceedings and they studied how many times the woman on the Supreme Court were called justices were interrupted by men on the Supreme Court, and they found that the women of the Supreme Court experience three times more interruptions from their.

Kay Martinez: Colleagues who were men than other men so obviously there's a lot of variables to talk about in this data, but what it shows me is that women.

Kay Martinez: Experience more interruptions than men do I think this could certainly vary by age and by country, both of these studies were largely done in the United States.

Kay Martinez: So I just want to put that out there and so having a one MIC rule, for example, I think, helps everyone be more aware of their interruptions of others.

Kay Martinez: And I think it could have this added benefit of challenging systemic power where if we're using these statistics, for example, we could say that men.

Kay Martinez: Maybe socialized to speak out more and maybe interrupting women without their knowledge, and so I hope that this rule you know helps everyone, but especially men, think about you know if they are interrupting their colleagues and maybe interrupting women.

Kay Martinez: So let me stop here and get your thoughts on that.

Kay Martinez: roses your hand up.

Ada Rose Cannon: So yeah we've been for a while now we've been using the Q system in.

Ada Rose Cannon: irc where people queue up to speak and that's been very effective for us.

Ada Rose Cannon: i'm not sure if all the groups still use this.

Ada Rose Cannon: So there's a tool called say camp.

Ada Rose Cannon: it's really handy for just.

Ada Rose Cannon: So everyone in the group is also on a simultaneously on an irc channel where the person who's taking notes and taking notes and if someone wants to speak, they do Q plus to ask into that question and that's what really well to stop people interrupting.

Ada Rose Cannon: And then, if someone does want to interject they can say like Q plus tab.

Josh W3C: But like introduction.

Ada Rose Cannon: And then we'll be like so once I wants to say this, and then they'll interject their thing and then but it's a good way to keep.

Ada Rose Cannon: Like keep interruptions going down, because then only the chairs can interrupt which I guess as a chair is kind of a perfect position to say that from but yeah that seems to work okay.

Ada Rose Cannon: Unfortunately, do have the issue in our group that i'm the only.

Ada Rose Cannon: Not man on the.

Ada Rose Cannon: who's like a regular participant right now, so the.

Ada Rose Cannon: The agenda interruption issue isn't isn't a thing for sad reasons.

Kay Martinez: Thank you so much for your.

Kay Martinez: Sharing and josh I see your question what is system to power, which I will get into on the next slide.

Kay Martinez: And I see other comments in the chat.

Thank you.

Kay Martinez: Okay, so josh to your question, oh damn I see him go ahead.

Dominique Hazael-Massieux (he, him): On the queuing mechanism and get into context of the.

Dominique Hazael-Massieux (he, him): breakout sessions one challenge that you all may face participating and confronted that not everyone will be familiar with.

Dominique Hazael-Massieux (he, him): All the tools, not everyone will be on irc, in particular, and so, if you're used to use as a tool that it, I was referring to for queue management, some people may simply not have access to it so.

Dominique Hazael-Massieux (he, him): That that's part of the.

Dominique Hazael-Massieux (he, him): challenge, I guess, you have to take into account in this specific context of the feedback and confront and so I guess, I just want to.

Dominique Hazael-Massieux (he, him): call upon you all to make sure people know how to express that they want to get into security be a mix of irc and zoom and chart and.

Dominique Hazael-Massieux (he, him): Because we are dealing with very diverse communities, I think we need flexibility there.

Kay Martinez: Thanks Tom I think this is a.

Kay Martinez: process question right so when you start your workshop, knowing as Dom said they have an international audience very diverse audience people that are using a variety of platforms.

Kay Martinez: Let them know how they can ensure contribute right, if you want to show them, you know, this is the raise hand function or there's other processes that you want to use as a facilitator right in the first five minutes of your session I would put that out there.

Kay Martinez: Customer government she ended.

Kaustubha Govind (she/her): Yes, it is this was, I wanted to make a suggestion, perhaps this is for Dom is.

Kaustubha Govind (she/her): I wonder if we could have like a quick slide to show folks how they could use maybe the zoom raise hand functionality and minimum because that i'm guessing that's going to be the common denominator everybody's on the call and hopefully.

Kaustubha Govind (she/her): You know they have access to that tool, but I think zoom's interfaces tend to vary depending on what client you're using.

Kaustubha Govind (she/her): And, like, for instance, I think at the top of the call my cast, and I was I couldn't find the reason functionality, despite having used them a few times.

Kaustubha Govind (she/her): So I think like just having screenshot start screenshots like starting with a slide that just says hey this is how you can go.

Kaustubha Govind (she/her): raise your hand, depending on whether you're in you're in a web client or native client I think like having all the breakouts just have a standard have creating a template with some of those instructions, I think, would be great.

Dominique Hazael-Massieux (he, him): Great suggestion and i'll do my best to provide that when I reach out to other.

Kay Martinez: Things so as a facilitator, if you have people using the raise hand function it's so much easier to facilitate.

Kay Martinez: and take comments right, because if not, then people will be unmuted themselves and talking at the same time, and it will be a little chaotic, so I encourage you all.

Kay Martinez: As was suggested to you know kind of think about processes in that way, also the chat you know is maybe less disruptive than people.

Kay Martinez: And meeting if there's no queue but also the chat i've been in some places that can get rather unwieldy right people just start writing and there's a whole other world in your session so.

Kay Martinez: All i'm saying is that in the beginning of your workshop, you know you will explain the processes for sharing and meeting all of that.

Kay Martinez: Now josh to your question, what is systemic power.

Kay Martinez: For our context right thinking about w three see I just pulled some data that I thought might be relevant, so I found these data points on.

Kay Martinez: The demographics of software developers all over the world, so i'm happy to share that article with us, you can read more about.

Kay Martinez: The data collected, but what is abundantly clear, based on this visual here is that the vast majority of software developers, for example, across the world.

Kay Martinez: are men are people who identify as men and you see here that women make up about 5% of the space people like me who are non binary gender queer are about 1.4%.

Kay Martinez: And then other folks who were pulled who didn't want to comment we're about 2.6% So when I think about systemic power in the software development world, I would say that, based on this information.

Kay Martinez: it's a very men dominated field and, if I were to look at who's holding leadership positions within software development companies or roles that would probably be met.

Kay Martinez: So and thinking about systemic power in the tech field, based on this data, I would say that it's a field where men are most dominant they probably hold the most positions of power so that to me, is a way of explaining systemic power within this field.

Kay Martinez: Either your hand is up.

Ada Rose Cannon: So after trying to unmute I went to unmute my little taskbar popped up and cover the mute button.

Ada Rose Cannon: But yeah what am I.

Ada Rose Cannon: One thing I haven't counted in the w three sees that i'm.

Ada Rose Cannon: Is that it's kind of interesting in that if you if you attending T Pack and look around you will, during a normal meeting or just during lunch time, you will see this chart spot on pretty much.

Ada Rose Cannon: If you go to the jazz luncheon, you will find a much more even gender distribution.

Ada Rose Cannon: And I think part of that is because.

Ada Rose Cannon: A lot of the work was associated with being a leadership in the w three C is a lot of it involves like sending emails.

Ada Rose Cannon: keeping track of agendas staying on top of things reaching out to people managing people's feelings, you know the stuff that men don't like to do.

and Ada Rose Cannon: I just think that's kind of interesting how there is definitely a.

Ada Rose Cannon: Like a more of an even gender gender distribution amongst the leadership's level of the w three see groups.

Thank you.

Kay Martinez: So i'm going to keep going, but if you have comments, please feel free to add them in the chat or raise your hand so then as facilitators you know why does this matter.

Kay Martinez: So thinking about systemic power and the things that i've shared so far right.

Kay Martinez: Based on the data I think it's fair to say that men have more systemic power in society, and especially in this tech role and software developers because they hold more leadership roles and they are over represented.

Kay Martinez: Based on the data I shared previously about interruptions you know men may be socialized to speak out often and interrupt whether they mean to or not, or whether they know.

Kay Martinez: To do that, or not, or whether they know that they're doing that or not, and so having a one MIC guideline right asking people to raise your hand having a queue for example.

Kay Martinez: and active facilitation, which is where you come in can address these interruptions and can, I think, provide a check and balance system.

Kay Martinez: for something that is pretty unbalanced right men are in these roles and may not be aware of their behavior now thinking about race, I found this data.

Kay Martinez: From the Evans data group, and I wanted to look at I was just looking at developers, in particular, but looking at the representation globally in terms of race and ethnicity.

Kay Martinez: That we're seeing you know growth in this area and that when we have these international gatherings like you all, are doing you're going to see folks from from all over the world, and maybe perhaps some over representation from some identity groups and racial groups or some ethnic groups.

Kay Martinez: Now, in the United States, I pulled this information from the same group that.

Kay Martinez: In the US software developers are mostly white so if you're looking at the white group here, for example, this Gray bar represents the population of the United States, so.

Kay Martinez: America is currently predominantly white so somewhere above 74% of America is wait, given the Gray bar here and in terms of software developers.

Kay Martinez: applications and system software folks the majority of that field is also represented by white people so somewhere about 54%.

Kay Martinez: And then we look at other identities, for example, Asian population in America is less than 10% and they are just about 33%.

Kay Martinez: Of the folks who are in these fields and for black folks and multi racial folks like me there's even less representation so looking at the United States, for example.

Kay Martinez: We would see that there is a higher representation of white folks and Asian folks for example than other races so for you all as facilitators right.

Kay Martinez: Addressing power, another aspect to consider is addressing race and racial dynamics, because this is such a globally diverse, which is great crowd I think that you are going to have potentially some additional challenges as a.

Kay Martinez: facilitator some identities may be over represented you're going to have vastly different experiences, perhaps in the space and that people tend to speak from their own experience, but sometimes they think that their experience is that everyone else's so I could see some.

Kay Martinez: moments, where some comments may be made and use a facilitator may recognize, you know that a person is kind of speaking.

Kay Martinez: from their own perspective and maybe making like definitive statements and I, as a facilitator kind of push back on that using statements like these, so you know I invite others to share as i've as i've modeled for you here today have said well what others think of that.

Kay Martinez: I may ask this question, you know how might this be different for someone of another identity or lastly.

Kay Martinez: You know how might this be different for another country so speaking from my own experience in the US, you know, sometimes and I work a lot with college students here students are only thinking about.

Kay Martinez: Their experience here, and so I tried to challenge them to think broadly if you have a question now, you can raise your hand and I welcome your question.

Kay Martinez: If you'd like to unmute and, if you want to put it in the chat.

Tzviya Siegman: Sorry i'm having trouble finding the cameras and icon.

Tzviya Siegman: Okay um I often work with groups from around the world, like most of us here, and something that I found is that people from certain countries to to.

Tzviya Siegman: us not just people from certain countries there's some people's approaches very observant and quiet until they have something to say and other people just talk.

Tzviya Siegman: Which is different approaches and one of the things I have found is that for the people tend to be quieter people view that as not participating.

Tzviya Siegman: And I often try to advocate for that approach, you know the observing approach and not saying anything until.

Tzviya Siegman: You have something important to say, and I have found that a lot of my colleagues view that as just not participating and as a negative.

Tzviya Siegman: Now i'm wondering if you have any advice about how we can help advocate for the observing silent approach, especially for those who view that is just removing yourself.

Kay Martinez: yeah, thank you for raising that.

Kay Martinez: So I feel like having many stops is important and I as i've done with you all today ask people, you know how How does this land, do you have any questions do you have any comments, I think, for me, at least.

Kay Martinez: Putting in a lot of breaks to check in with people may invite those who are you know really reflective to think about contributing.

Kay Martinez: I also have been emphasizing the chat, for example, so those that don't feel comfortable maybe speaking.

Kay Martinez: could put their thoughts in the chat we mentioned this earlier, but I think getting people into small groups, so if you're able to use zoom as we will do shortly to discuss scenarios like in pairs or groups of five that could maybe help kind of create some spaces for exchange.

Kay Martinez: What do you say.

Tzviya Siegman: Thanks that's helpful.

Tzviya Siegman: anyone else.

Kay Martinez: Any other comments or questions.

Kay Martinez: Right, the session is being recorded so i'm looking at dawn's comment, so if you joined later, you can watch the earlier part like your hands up.

Mike Taylor (he/him): Thanks um I just had a comment.

Mike Taylor (he/him): I was reflecting on.

Mike Taylor (he/him): There was a time when a team, I worked on collaborate a lot with engineers out of Taiwan and so we'd be in a lot of meetings and frequently it's like the fast talking Americans dominating.

Mike Taylor (he/him): And not getting a lot of interaction from our Taiwanese colleagues and I think I learned that you know when you're when you're not a native speaker of a language.

Mike Taylor (he/him): You know English is is all i've got.

Mike Taylor (he/him): it's you know, like you need time to process and it's more challenging to to kind of engage in the moment so.

Mike Taylor (he/him): I do appreciate your advice on kind of like creating some pauses and some breaks and inviting people to raise a point that maybe they were thinking about you know that we talked about 10 minutes ago that seems useful Thank you.

Kay Martinez: yeah thanks my also.

Kay Martinez: I guess I would invade us to think about what engagement.

Kay Martinez: means in different places, as was brought up earlier right, I think, for us in the US, we tend to prioritize verbal exchanges as engagement.

Kay Martinez: But, as was pointed out earlier read some people are are processing and they're thinking they're reflecting and they're all they're very engaged it just looks different so I guess, I think we need to.

Kay Martinez: ask ourselves, you know what is the engagement that we're seeking and also with the engagement that we're accustomed to.

Kay Martinez: Thank you all i'm going to keep us moving so addressing harm.

Kay Martinez: As I mentioned before right there's a spectrum there's some explicit harm that are 100% unacceptable very clearly hurtful and harmful, for example, if someone were to use racial slurs if there is overt or explicit harassment bullying or intimidation, if that happens in your space.

Kay Martinez: I advise you to address it immediately, so I would use phrases like this, I would say, you know that kind of language is not acceptable in this space right like a racial slur.

Kay Martinez: I don't need to ask somebody about that or why they use that right, this is not Okay, and so I would need to address it as such.

Kay Martinez: I would say Maybe someone as we've mentioned before, is just like really dominating the species, disregarding us a facilitator is not you know going by the values.

Kay Martinez: So, then I would maybe say something like you know hey john just beat someone up.

Kay Martinez: That kind of behavior is not acceptable in this space, you know if they keep interrupting or if they keep being disruptive.

Kay Martinez: You know I may have to let them know right i'm sorry, but like if the behavior continues, I will have to remove you from the space, so if you are using zoom and you're the host you are able to.

Kay Martinez: Remove participants, you were also able to mute people as the host so if someone was just going off on a very harmful tirade as a facilitator, I would encourage you to stop that right away because you know that this is hurtful.

Kay Martinez: And then, as don mentioned, there is a reporting process, so if someone you know, has caused a lot of harm and it's disruptive I would follow up with those channels don't go ahead.

Dominique Hazael-Massieux (he, him): Yes, another District Court intervention, just to again in the context of the typical breakout sessions.

Dominique Hazael-Massieux (he, him): You will either as a facilitator or a be given how successful the session or that would be someone from the stuff that we didn't have that this capability, so one way or another, you should be able to enforce this type of integrations.

Thank you don.

Kay Martinez: In my experience, I very rarely had any interactions on that, like explicit overt side, most of the harm of experience as a facilitator.

Kay Martinez: Is in the micro aggression area it's more on the like implicit side so it's not as evident inside as over but it's still harmful and so.

Kay Martinez: Micro aggression, what does that mean micro aggressions or actions or comments or questions which marginalized people.

Kay Martinez: The comments are hostile or derogatory and, ultimately, they do not create the kind of learning environment that we want to have so, for example, interruptions right if someone continues to interrupt others.

Kay Martinez: You know they're not using racial slur, for example, but we know that that behavior is not what we're looking for right if people get interrupted often we need to address it, or we want to address it.

Kay Martinez: So, here are some of the things that I do as a facilitator, when I want to address micro aggressions, this is not meant to be like linear you know this isn't like a 123 step process I think any of these tools in any order.

Kay Martinez: could be used so i'm just sharing my approach but feel free to make this your own, so I guess, these are my keys.

Kay Martinez: Being calm and centering.

Kay Martinez: Active listening appreciation inquiry and checking in.

Kay Martinez: So for common centering you know if someone were to start using racial slurs, for example, or I noticed that someone keeps interrupting someone.

Kay Martinez: I as a facilitator would feel my emotions rising you know I would feel uncomfortable I recognize it, you know, this is something I need to intervene.

Kay Martinez: In and I encourage all of you as facilitators right to just notice that you are getting heightened and so take some deep breaths you know you have to approach.

Kay Martinez: From a place of being calm as much as possible right I don't want us with all data to start yelling at someone if they're yelling right I don't think that's helpful we're just adding more fuel to the fire.

Kay Martinez: So I encourage you all to try to take a couple deep breaths before you approach and I use phrases like this, so let's say that someone you know, is using.

Kay Martinez: Racial slurs or you know is constantly interrupting others if you recognize that I think as a facilitator, you want to address it and create a moment of pause so I use statements like this, like you know hey everyone let's just take a minute to regroup.

Kay Martinez: Or you before we address this comment let's take a minute break so if something happens, and I know that it's harmful, I know that you know the environment has become very tense.

Kay Martinez: I like to just put in a pause to like defuse the situation, it gives me some time to kind of calm down and reframe and then I approach it.

Kay Martinez: So i'll stop here any comments or questions.

Brent Bakken: Just a quick question this is Brent with the education outreach working group when when you do that pause like in our meetings, most people are on camera.

Brent Bakken: When you do that pause what is the you know what is the behavior you just kind of read, are you kind of refocusing yourself on the agenda.

Brent Bakken: What is being said, you know I guess what's the expected behavior of people just kind of stopping stopping talking and just waiting for you to continue chairing the meeting.

Brent Bakken: Yes.

Kay Martinez: So, in a meeting right if something has happened that's harmful.

Kay Martinez: I would say let's take a minute to regroup you can turn your camera off if you want to you can turn your camera I leave it on you know we'll come back.

Kay Martinez: and pick it up where we left off, but I think the key is in the De escalation and the diffusion of like a really tense moment just giving everyone a breather.

Kay Martinez: Rather than just like jump again, so the expected behavior is autonomous I guess everyone could like do whatever they need to do at the minute and then, knowing that they're coming back, and this will be addressed.

Brent Bakken: Excellent Thank you.

Kay Martinez: Thanks bro.

Kay Martinez: So as a facilitator, we are actively listening as a modeling I try my best to focus on the person that's sharing the person that's speaking I think it's really challenging with zoom because you also have the chat.

Kay Martinez: For example, and you know, some people are on camera some people aren't so i'm not as a tune to body language so as a facilitator in person.

Kay Martinez: i'm always kind of looking around are people listening to me are people on their phones right or people fall asleep with someone upset or cry guess what red in the face.

Kay Martinez: And that's what i'm doing as a as an active facilitator, but on zoom you know, things are different but I try my best to focus on what is being exchanged.

Kay Martinez: I tried to reiterate what I understood, so if someone like like today right like josh put a question in the chat and I said okay josh so I see a question on system, a power.

Kay Martinez: Or you know someone else has a question usually Before I respond i'll i'll repeat what I heard, or at least synthesize it in my own words and say Okay, you know thanks for the question what I heard was this.

Kay Martinez: For example, so a couple of phrases that I use as a facilitator, or you know I heard you say, and I reiterate.

Kay Martinez: Or you know great point I think someone made a great point earlier about like parking lot or using the Pole, for example, so that's how I, as a facilitator i'm showing that i'm listening and that i'm actually listening.

Kay Martinez: I try to lead with appreciation so even when someone you know it's interrupting others right, instead of just saying like hey john like please stop interrupting or like you really need to stop that right.

Kay Martinez: I try my best to at least convey some sort of appreciation, because I think even harmful moments can be turned into powerful learning opportunities, so I maybe you've noticed.

Kay Martinez: Generally start with things like well thanks for sharing and if someone kept interrupting I would say, you know, I appreciate your passion and your interest.

Kay Martinez: In this space and then you know i'm gonna need you to maybe not interrupt everyone talk right instead of the like hammer approach right it's like please shut up right or like please stop talking right I think that's just.

Kay Martinez: not going to create the reaction that I want and could create like a chilling effect for everyone else so even when you're like challenging behavior.

Kay Martinez: I tried to approach it and, like an appreciative way because someone who's interrupting a lot.

Kay Martinez: I think, for the most part, you know, has lots of, say, maybe it's hard for them like self regulate and I don't want to like shut them down and I don't want them to be embarrassed and I don't want everybody in the space to feel like i'm.

Kay Martinez: I don't know some disciplinary and right, I just want to try to like keep their energy but guide them.

Kay Martinez: Another tactic I find very helpful is to use like follow up questions so phrases like this, you know, could you please elaborate more or you know what did you mean by.

Kay Martinez: That so use these at your discretion right, for example, when someone says, like a racial slur.

Kay Martinez: You don't need a follow up question, there you know you know that that was harmful, you know that's Okay, and now and then we shut that down.

Kay Martinez: But the phrases I use before right that's not okay that's not acceptable, but you know if someone makes a comment makes a point and we're not really sure what that was we want to invite more conversation I try to use phrases like this.

Kay Martinez: I think it's very important as a facilitator as i've modeled for all of us today to create posits.

Kay Martinez: I have asked you all questions like you know how is this landing for you do you have any questions or comments other examples, or is it okay to proceed, especially in a moment, maybe, where I had to de escalate.

Kay Martinez: You know if everyone took a minute as a breather and I want to address it, I want to make sure everybody's okay right and that we can move forward.

Kay Martinez: Well, let me go back and stop.

Kay Martinez: and get your comments or questions on some of these strategies to address harm.

Kay Martinez: I see henry's.

Good.

Tzviya Siegman: So along those lines, I haven't tried this myself but somebody suggested to either starting a meeting.

Tzviya Siegman: With.

Tzviya Siegman: how's everyone doing, are you all okay um is a good way to get things started, especially now that most of us are still remote.

Tzviya Siegman: And it's not just like hey how are you really like checking in that can be hard to do with a large group, but like he started off saying no i'm really not okay just keep them from a funeral.

Tzviya Siegman: And then people get that you're not like in your usual frame of mind.

Tzviya Siegman: i'm kind of takes away some of the distance that we all have.

Kay Martinez: A great point and I agree, I would just say that I would use that for like a team that I meet regularly with.

Kay Martinez: Again, you know, like if I was working on a project, for example, people and I had this like ongoing relationship I would use that but for maybe like a one time thing, like the Tupac session, for example.

Kay Martinez: I don't know that I would start with that question, I may start with something else, so I guess that I agree in the in the value of having like an icebreaker question.

Kay Martinez: But maybe not the how are you with a group of folks that I don't know and won't see often because, frankly, how are you I think it's a pretty loaded question he does a lot happening right now, and if I was not prepared to really.

Kay Martinez: Take that you know.

Kay Martinez: is the only thing I would suggest, so I think with your teams that you work with regularly your colleagues, as you work with regularly.

Kay Martinez: Absolutely super important to do that, but for your upcoming session I might not start with that one.

Kay Martinez: Thank you, others comments or questions about these approaches, I see another hand up go ahead.

Deborah Dahl: I was.

Deborah Dahl: Had a question about the micro.

Deborah Dahl: Reacting a micro aggressions and I wonder how much you would actually want to.

Deborah Dahl: Exactly you know, specifically say what what the micro aggression was would you.

Deborah Dahl: Would you want to call out like you know you've it seems.

Deborah Dahl: I don't know how useful it will be to just say you know you've been interrupting people all all afternoon can Can we just give somebody else a chance to talk.

Deborah Dahl: You know I don't know how helpful that would be, but you know how far would you want to go with with actually describing the behavior.

Kay Martinez: So there's always your discretion right, I think you all as facilitators.

Kay Martinez: are going to use your judgment, so I don't know there's a one size fits all approach so, for example, you know if 1% keeps interrupting the whole time but it's very disruptive.

Kay Martinez: Rather than they do saying something's said.

Kay Martinez: So you all have to kind of use your judgment, but this is why we have some scenarios.

Kay Martinez: The recipe for raising that where we can talk about that so here's one that I came up with let's say you have Gabriel.

Kay Martinez: In your workshop gabriel's a very enthusiastic participant who continues to make very long statements during your session.

Kay Martinez: He interrupts a doku, who is the only woman in your group, a few times to add his own commentary So for me as a facilitator right, the first thing I suggested was to be calm and centered I think.

Kay Martinez: My best recommendation for you is to always check in with yourself before you respond to somebody else right so you're watching this happening.

Kay Martinez: you're, how do you feel in that moment right because someone might be annoyed by Gabriel just won't shut up and just keeps doing this right.

Kay Martinez: And so, if you notice that about yourself be like well i'm annoyed I need to check myself, so that I don't take this out on Gabriel right.

Kay Martinez: Is a different approach and someone else who might be like, oh no, you know i'm panicking i'm a facilitator, I noticed that Gabriel.

Kay Martinez: keeps interrupting like what do I do what I do so this is going to be a different.

Kay Martinez: methodology for you as a facilitator it's like get yourself in a place where you can respond right if you're annoyed by Gabriel versus if you're really scared to approach the situation.

Kay Martinez: Two different things to different feelings that I think facilitators have so you need to first be like okay how am I feeling, am I annoyed at Gabriel, am I scared to intervene Okay, what do I do.

Kay Martinez: Then, do something great, but that first step is checking in with yourself, because I don't want you to respond to Gabriel from a place of annoyance.

Kay Martinez: Great if you're really scared of the facilitator, you know I think there needs to be like some self talk, or at least that's what I did.

Kay Martinez: So yeah i'm going to get your in small groups here to talk about Gabriel so there's a couple things happening here too right Gabriel is interrupting is taking up a lot of space and now he's also interrupted the only woman in the room, so you know what do you do.

Kay Martinez: So i'm going to put you in breakout groups oh.

Kay Martinez: I don't seem to have that functionality.

Dominique Hazael-Massieux (he, him): So maybe i'll give you the horse.

Dominique Hazael-Massieux (he, him): yeah he's a horse right but.

Dominique Hazael-Massieux (he, him): Before that i'll stop the recording I guess at this stage so so you all know.