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Neil Brown
@neil@mastodon.neilzone.co.uk  ·  activity timestamp last week

Help wanted, please!

If you have *first hand experience* of improving the diversity of a governance board of (currently all men) volunteers, I'd love to hear how you went about it, or resources which helped you, please.

What did you find helped make the role more attractive to a wider range of applicants to join?

(This is in the context of a Free software project, but broader contexts are welcome.)

#Diversity #inclusion #FOSS #FreeSoftware

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Per Hammer
@perhammer@glasgow.social replied  ·  activity timestamp 5 days ago

@neil @lisihocke if you haven’t already, look at https://wbdirectors.co.uk/ ?

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Tim Ward ⭐🇪🇺🔶 #FBPE
@TimWardCam@c.im replied  ·  activity timestamp 6 days ago

@neil At an AGM a couple of women complained about the committee being all male.

So we co-opted them.

(A local branch of the British Computer Society, decades ago.)

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Jen
@jetlagjen@gts.phillipsuk.org replied  ·  activity timestamp last week

@neil I've tried to encourage diversity in several settings. I hope they're helpful examples.

1) The place I was employed - limited success, but they did at least get it when I pointed out *all* the images of people in marketing and recruitment materials were white. They hadn't noticed, because they weren't excluded or attuned to noticing exclusion of not-them groups. The public visibility of your org/board may be similarly polarised. Eg, listing your current all-male membership on your website may be self-reinforcing, even though it's also good transparency.

2) Author Help. My partner's self-publishing company. I suggested a Statement of Principals be added to our website. It includes statements on race, LGBTQIA+, environment, etc. At least one customer came to us because of it. It is likely it has been a factor in more, because it's the sort of thing oppressed groups might look for. Again, it's about the publicly visible aspect of the organisation being explicitly inclusive.

3) This thread. You asked very specifically for experiences in increasing volunteer board diversity. That's very niche. I nearly didn't reply because my experience isn't that. But of the people who do have experience in that area, how many are in the overrepresented group? So I have fought the niggling voice in my head that says I'm sticking my nose in where it's not wanted. It's the same voice that may be currently preventing non-male participation, so you probably need to hear about it. Go read my first couple of sentences again for an example of how it manifests.

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Mad B
@Oaktag@infosec.exchange replied  ·  activity timestamp last week

@neil
If I was being recruited, I would look to see:

1. Does the project have a code of conduct that is reasonable and progressive? I don't want to be the person brought in to have all the incredibly basic fights and then burn out and leave. I want the incredibly basic groundwork to be something the existing members of the organization are on board with.

2. Is there governance set up in case someone currently in the project turns out to be a shit? Could they be removed without a "burned to the ground" campaign?

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Jennifer C J Radtke
@RadtkeJCJ@mastodon.scot replied  ·  activity timestamp last week

@neil I do this sort of work in my church context.

It requires a commitment to change across the whole group - so not just in governance, but from those involved in the day to day work as well.

It has been helpful to understand why we care - for us that comes from our understanding of God, but for your project it might be from the project goals? That helps to sustain the work.

If you don't already have reasonable representation in non-governance roles, I would start there.

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Jennifer C J Radtke
@RadtkeJCJ@mastodon.scot replied  ·  activity timestamp last week

@neil
Some basic training helps, for anyone in a leadership roles (not just the board), and then ongoing learning and reflection. You can assess processes etc (equality impact assessment) to see where barriers might be, and make changes. For instance I've been working on expanding our communication routes and methods, having first understood the gaps in our existing practice and how that affects people differently.

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Elizabeth Ayer
@elizayer@mastodon.social replied  ·  activity timestamp last week

@neil One thing to add, which pairs with @david_chisnall 's observation -

it’s important that the existing board deeply understand why diverse participation is valuable, specifically for your context.

For example, it might be that in order to encourage broader project participation, you may want members with first-hand experience of marginalization to spot and address cultural or structural issues. Issues that the current board may be struggling to even see except for trailing indicators.

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Elizabeth Ayer
@elizayer@mastodon.social replied  ·  activity timestamp last week

@neil

Knowing *specific* ways you want things to improve will help you find the right people and pave the path for them make a difference.

It’s entirely possible to get superficial diversity and not get the benefits (beyond optics). As others say, if you don’t have a culture which values nonconformity, new voices will just get shut down. Without a concrete approach to hearing them - which, again, can start immediately! - you risk reinforcing rather than addressing the monoculture.

Good luck!

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Matthew Loxton
@mloxton@med-mastodon.com replied  ·  activity timestamp last week

@neil
If the board is numerate, perhaps try running a binomial test and show them the odds that they ended up with an all-male board by chance are very low. Because imposter syndrome is relatively so high amongst women, ask women on boards, or CxOs, or VP, to nominate potential candidates and then approach them directly

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Vayl Larkin (they/them)
@VaylLarkinPoet@disabled.social replied  ·  activity timestamp last week

@neil I agree with a person who talked about systemic patterns and necessary changes here. I've been the token nondude more than once, in part because I grew up with all brothers and the guys have to adjust less to me. If you want to Truly welcome diversity, you're going to need to do some retraining for your team. Even when not specifically toxic, a fair amount of business culture is consolidated cishet whitedude culture. You have to change that, before and while you're adding diversity.

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Richard Johnson
@tab2space@mastodon.social replied  ·  activity timestamp last week

@neil

I've participated in a search committee tasked with specifically recruiting and inviting diverse participants. This took an existing leadership that wanted the group to change and grow.

Recruitment contacts were greatly enhanced by participation in and sponsorship of diversity-focused umbrella organizations. In one particular infosec case (in USA), WiCyS sponsorship bore great fruit. In aerospace, AIAA & similar professional societies had diversity efforts that I've tapped.

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Giamedin
@Giamedin@woof.group replied  ·  activity timestamp last week

@neil my experience is from a large company, I’m not sure how well it would apply.

We started at the bottom and worked up. Starting with employee resource groups for women, bipoc, lgbtq+, etc. Each group chose a representative for the larger diversity council.

Originally I think it was intended to gather differing opinions and then feed them through a shredder into the garbage, but it grew into something more. Turns out there were more of us than them.

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Sandor Spruit 🇪🇺🇳🇱🇺🇦🇨🇦
@sandorspruit@mastodon.nl replied  ·  activity timestamp last week

@neil @regendans Somehow I felt this may be relevant is this context: https://infosec.exchange/@david_chisnall/115281458362786763

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seeh
@seeh@social.tchncs.de replied  ·  activity timestamp last week

@neil Sure let's help each other. I also a part of it. Please test and give feedback too: "SL5 Aura" Available on github

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JP
@froztbyte@mastodon.social replied  ·  activity timestamp last week

@neil A friend of mine has been one to push this in a few places, I’ve linked this to them

they’re not on fedi but if you can give me alt contact details (even in dm) I can send that along too

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Prof. Catherine Flick
@CatherineFlick@mastodon.me.uk replied  ·  activity timestamp last week

@neil my biggest thing is just being asked. Invite people, don’t wait for them to apply. And make it personal. Explain why you think they specifically would be a good fit.

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Jennifer Moore 😷
@unchartedworlds@scicomm.xyz replied  ·  activity timestamp last week

@neil

I wrote a bit about this area a while back:

https://www.uncharted-worlds.org/blog/2013/09/the-skewed-demographics-of-lgbt-volunteering/

Building on that, a few further thoughts...

1. It's not just about recruitment - it's the group being able to welcome and support the new people and incorporate their input. Otherwise you're recruiting people into an unsatisfactory situation for them. From that article:

"If you try joining a group where you’re the only one (e.g. only bi person, only Black person, only woman, only older person, only parent), it can feel inadvertently unwelcoming and pointless, unless the majority makes an effort to be welcoming and to take your input seriously. If voting tends to divide along demographic lines, you’ll be outvoted; the focus of the group may not be the focus you were interested in; things you bring up might not be understood."

If your board isn't yet enthusiastic and competent in welcoming and incorporating input from people different from them... maybe it isn't yet time to recruit.

Uncharted Worlds

The skewed demographics of LGBT volunteering

Considering some factors which influence who volunteers.
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Jennifer Moore 😷
@unchartedworlds@scicomm.xyz replied  ·  activity timestamp last week

2. Most white people (even the good-hearted well-meaning ones) hold a very naive model of racism, whereby only overt hostility registers as racism. Most would be dismayed to hear someone use the n-word, but they're oblivious to structural patterns or historically-rooted disadvantage or non-overt bias. Many feel uncomfortable acknowledging race at all, because nowadays aren't we meant to ignore it? Hence the classic comments "I don't see colour" or "I'm not racist".

Being in that kind of space is exhausting for people of colour. So if you haven't yet begun working on, like, "structural racism education" in the group, that'd be a good step. Or, if you haven't been seeking out that kind of info for yourself already, start there.

Sexism is partly like this too. People routinely mistake "girls are socially punished for doing X" or "girls aren't given the same opportunities to do X" for "girls naturally don't like X". Etc. Have your board actively worked on unlearning those kinds of assumptions? Are they consistently able to perceive women as experts? If not, that's also on the list.

@neil

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Jennifer Moore 😷
@unchartedworlds@scicomm.xyz replied  ·  activity timestamp last week

3. I see a lot of people in this thread giving tips on recruiting women, and I think that's typical in software-world. I think the typical result of this kind of initiative is to add one or two white women (who aren't necessarily having a great time) and no people of colour.

Likewise: by default, the drift will be for the new people to be sighted, hearing, currently-ablebodied, economically secure, and not in any current caring roles, whereas connecting outside of those defaults takes more effort.

@neil

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Jennifer Moore 😷
@unchartedworlds@scicomm.xyz replied  ·  activity timestamp last week

4. A conversation I remember being present for (not firsthand as in it being my own responsibility, but a real situation):

Representative of an all-white community group asks "Why don't Black people ever want to join our group? We invite them but they don't come."

Advice in return: "They're busy already with all kinds of things. Instead of trying to get them to join in with yours, go and find theirs and contribute to what they're up to."

In their case, there _were_ Black-led groups in geographical proximity.

How that translates to your situation - well I don't know, but I'd be looking around at "adjacent" (in some sense) organisations for which are most "the opposite of yours" demographically, and finding out what they need. If you and other board members can contribute (networks, skills, money etc) to their mission, there's a chance for relationships to build organically and see what comes of it. And it gives you a chance to learn from how they do things - even simple factors, like what time of day are their meetings.

@neil

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Jennifer Moore 😷
@unchartedworlds@scicomm.xyz replied  ·  activity timestamp last week

5. A next interim step _could_ be to recruit one or more working groups, consisting of you as the rep of the main org plus people from the desired demographic - so that _they_ comfortably outnumber _you_ - and ask what they'd want to see from the board/org, either specific to potentially joining, or just in general.

(the org rep in this situation needs to have at least a basic level of anti-racism / anti-sexism / anti-ableism.)

Then you go back to the board and see about making that happen.

That structure would get you some of the input you want - at less expense to them, because they don't have to work at convincing unconvinced people.

And from their perspective, your implementation of their ideas (or attempt to, if it didn't work) would function as a demonstration or measurement of how tractable a situation they'd be getting into if they got further involved.

[edit: typo]

@neil

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MWT
@mwt@mastodon.nz replied  ·  activity timestamp last week

@neil
Not a governance board, but my workplace recently did a round of "how can we improve our metrics for DEI" and I was part of the working group.

I would say, don't recruit diverse people and then require them to fit into the mold of doing everything in the exact same way as white men (in the case of a workplace, a "traditional" cis straight non-disabled neurotypical early-rising Christian white man out of the 1950s who is sole breadwinner and has a wife at home that does all the housework and childcare). You get and keep diverse people by fitting the way the board works to the people, not the other way around.

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David Chisnall (*Now with 50% more sarcasm!*)
@david_chisnall@infosec.exchange replied  ·  activity timestamp last week

@neil

Not specifically in this context, but I have experience in various diversity programmes. One thing to highlight:

When you frame the problem as ‘we need more women’ (or more people of a particular ethnicity, or sexual orientation, or whatever) then this immediately devalues people in the group that you are trying to target. We did a lot of work at Microsoft to try to stop senior leadership boasting at all-hands meetings that they’d hired more women, because women in the audience immediately thought ‘was I hired just because I’m a woman?’ And then thought ‘do my colleagues think I was hired because I am a woman?’ Which then immediately undermines them in their job.

Not having women in leadership positions is not the problem, it is a trailing indicator of the problem. The root problems are likely to be things like:

  • You are recruiting from places women avoid, or which favour men.
  • You are recruiting via your networks, where women are underrepresented.
  • You are encouraging an in-group culture that makes everyone not in that group feel excluded and this disproportionately affects women (you will also be losing other people for the same reason).
  • You are organising things at times that are inconvenient for people with carer responsibilities, which disproportionately affects women.
  • You are looking for people who have a lot of free time and this systematically excludes a load of people (you can’t fix this as a volunteer project, but you can push for government equity initiatives).

Remember: your goal is to find the best people. The fact that roughly 52% of the population are self-deselecting before you even get to evaluate them on relevant metrics is a significant indicator that you are failing at this. Keep that framing in mind.

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Myotis :fediverse:
@Myotis_cuniculus@flipping.rocks replied  ·  activity timestamp last week

@david_chisnall @neil This.

Kinda “if you build it, they will come” to quote field of dreams haha. No diversity on the board means there isnt any at lower exec levels means there isnt any in the workplace at all. This means people are hiring off their implicit biases. @mekkaokereke had some great posts a while back (february i think) about how dei works, for example of what I remember (please check their very long explanations and research they shared!) say 10 equal folk apply but one is black, the Black person’s chance should be one in ten as all is equal, but its not, its actually about 1 in 100. Now if two applicants are Black in that field of 10, it falls much more close to 1/10 chance for everyone equally.

Educating your hiring folk on their implicit biases is gonna do far more than “hey we lack diversity, come be our token person!”

We are people and as people we do not wish to be used, but thats what ends up happening. Without fixing the issues, you’ll just burn the people who end up just used for your own feel-goods.

A poem in meme format which I cannot remember where I saw it. Might have been Figit and Fries back when I was on instagram.

“Isnt this what I wanted?”
This is a question i ask of myself often 
But I feel as though I exist now only to show that I am the diverse voice in their circles. 
Or that I am only as useful as long as I can teach. 
I am now the only voice of my kind in many rooms. 
I am now the only resource many of you have. 
I feel used most often.
A poem in meme format which I cannot remember where I saw it. Might have been Figit and Fries back when I was on instagram. “Isnt this what I wanted?” This is a question i ask of myself often But I feel as though I exist now only to show that I am the diverse voice in their circles. Or that I am only as useful as long as I can teach. I am now the only voice of my kind in many rooms. I am now the only resource many of you have. I feel used most often.
A poem in meme format which I cannot remember where I saw it. Might have been Figit and Fries back when I was on instagram. “Isnt this what I wanted?” This is a question i ask of myself often But I feel as though I exist now only to show that I am the diverse voice in their circles. Or that I am only as useful as long as I can teach. I am now the only voice of my kind in many rooms. I am now the only resource many of you have. I feel used most often.
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Fionnáin
@ephemeral@mograph.social replied  ·  activity timestamp last week

@neil I haven't dealt with diversity balancing, but from both being on boards and reporting to them I would offer one useful tip: if you want the current board to get on side, speak privately to one or two of them who would be sympathetic and ask them to raise a more diverse board as an agenda item at the next meeting.

This makes it official, shows allyship, and will help get the ball rolling. An actionable item could then be to identify 3-5 potential new board members before the next meeting.

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Alex Haist
@alexhaist@wandering.shop replied  ·  activity timestamp last week

@neil the thing I have to say from my experience doing this for a small convention is: it's probably gonna be messy. Probably a person on the board or a friend of a guy on the board is doing some shit that needs to stop in order to make the space welcoming for more diverse members. Probably no one will want to tell him to stop because he's a friend of long standing. This is usually where diversity efforts end; complaints have no official process to go through and never get heard...

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Alex Haist
@alexhaist@wandering.shop replied  ·  activity timestamp last week

@neil or when there is a process, it gets squelched by friends. Often by friends who think the person making the complaint is overreacting because it's an experience they can't relate to.

In our case, we got the process, got the complaint, and took action. The guy and his friends threw multiple public tantrums which eventually resulted in two different conventions. And from there, we had enough credibility that we could gradually diversify the board.

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Alex Haist
@alexhaist@wandering.shop replied  ·  activity timestamp last week

@neil this is a vast oversimplification, but it's something to be aware of. I tanked through the process as head of safety, but I had backup from my wife as an experienced community moderator and from a man on board with a lot of community standing and ethical drive. I don't know how far we would have gotten without that.

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Alex Haist
@alexhaist@wandering.shop replied  ·  activity timestamp last week

@neil Metafilter has good community guidelines for online discussions which I like a lot, but to have something like these, you need moderators: https://www.metafilter.com/guidelines.mefi

Guidelines | MetaFilter

MetaFilter posting guidelines.
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Tom
@tom@social.huginn.uk replied  ·  activity timestamp last week

@neil Is there a search sub-committee? Do you advertise on "normal" charity boards, or just FOSS ones? Are you able to compensate? Have you expicitly said you want to diversify the board?

If you do manage to find someone, it's hard to make the board representative without making that person a representative of their minority.

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Vesna Manojlović
@becha@social.v.st replied  ·  activity timestamp last week

@neil while this article is about “events”, advice is applicable to the #floss project board too : https://labs.ripe.net/author/becha/spring-and-summer-events-season-2022/

#Inclusion is it possible to participate online ?
#Diversity have a Code of Conduct

#Equity be explicit about your ethics

#Justice make it about political goals of FLOSS (& not only “tech”) ;

work on solving systemic problems -> that will attract different applicants!

RIPE Labs

Spring and Summer Events Season 2022

The events season has started! This article is an invitation to people from across many communities, whatever your role or level of experience, to come and participate in workshops, conferences, camps, lectures, festivals, and more.
Inclusion: free/online, or: student discount available; Diversity: attractive to several types of participants; have a Code of Conduct (CoC); Equity: selects talks and participants based on explicit ethics; Justice: fights for political goals and works on solving systemic problems ; table view with green cells like in Wordle
Inclusion: free/online, or: student discount available; Diversity: attractive to several types of participants; have a Code of Conduct (CoC); Equity: selects talks and participants based on explicit ethics; Justice: fights for political goals and works on solving systemic problems ; table view with green cells like in Wordle
Inclusion: free/online, or: student discount available; Diversity: attractive to several types of participants; have a Code of Conduct (CoC); Equity: selects talks and participants based on explicit ethics; Justice: fights for political goals and works on solving systemic problems ; table view with green cells like in Wordle
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SubductionRheology
@SubductionRheology@cyberplace.social replied  ·  activity timestamp last week

@neil Check out the Python Movie on YouTube (sorry, don't have the link). There is a insightful segment of it on how Python worked to bring in more diversity to its community.

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Nonny de la Peña, Phd
@Nonny@mstdn.social replied  ·  activity timestamp last week

@neil First thank you. Secondly, because women don’t get promoted as readily they won’t think of themselves as eligible for board membership. So that means you have to encourage women to join who may think they don’t fit the criteria. Maybe even be explicit in saying board membership does not require ALL but only SOME qualifications. I find women often don’t apply because they think they don’t have all the experience on the list. Def ask other women for recs.

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Vesna Manojlović
@becha@social.v.st replied  ·  activity timestamp last week

@neil lots of tips here : https://wiki.techinc.nl/Ladies_Night#Increasing_the_gender_diversity #justice #equity #diversity #inclusion #jedi

Ladies Night - Technologia Incognita

How to get more women in tech
How to get more women in tech
How to get more women in tech
Digital humanities & non-binary diversity poster
Digital humanities & non-binary diversity poster
Digital humanities & non-binary diversity poster
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Terence Eden
@Edent@mastodon.social replied  ·  activity timestamp last week

@neil
1. Does the board *want* to change? If not, it'll be rough.
2. If yes, does the board accept that this will be hard work?
3. Do the board know the barriers to joining (time, money, impact)?
4. Are they prepared to address the issues? (Different meeting hours, better location, paying etc)
5. Don't reach out to women already on boards - they're already busy! But ask them if they can recommend women who would be good candidates.
6. Accept that you might have a low "hit rate".

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Helma
@helma@mastodon.social replied  ·  activity timestamp last week

@Edent @neil With respect to point 5, ask them explicitly for women, as men will usually mention other men. Old boys network etc.

In addition, when you reach out via announcement, mention you know that women react differently and specifically state you would like to heae from them even if they think they do not check all boxes.

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Terence Eden
@Edent@mastodon.social replied  ·  activity timestamp last week

@neil
Ultimately, it is hard work. Both in terms of willingness to change and reaching out beyond your usual networks.

When people reject you (and they will!) ask them (sometimes via a neutral 3rd party) why. Use those insights to make changes.

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Tanguy ⧓ Herrmann
@dolanor@hachyderm.io replied  ·  activity timestamp last week

@seeh @neil that is a pretty passive aggressive way to communicate.
I'm like Neil and struggle to understand what you were communicating in the first place.

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seeh
@seeh@social.tchncs.de replied  ·  activity timestamp last week

@neil Of course, you know what github is I have it also on the other platform if you prefer others

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seeh
@seeh@social.tchncs.de replied  ·  activity timestamp last week

@neil Neil, do you know what open source is? Linux for example is open source. And many open sources is on GitHub

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Alex Haist
@alexhaist@wandering.shop replied  ·  activity timestamp last week

@neil very welcome. Thanks for taking this on.

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