The Ada Initiative’s legacy, one year on

One year ago, on October 15, 2015, the Ada Initiative officially shut down, ending nearly 5 years of work supporting women in open technology and culture. But the Ada Initiative’s legacy lives on! One year on, here is a status report on how thousands of people are carrying our work forward with the Ally Skills Workshop, the AdaCamp Toolkit, and codes of conduct.

We know this post is incomplete. If you know of other examples of continuing the Ada Initiative’s programs, we encourage you to post about it and @-mention the @adainitiative if you are posting on Twitter. For the next few days, we will be retweeting or replying on Twitter as we have the opportunity.

Ally Skills Workshop

The Ally Skills Workshop taught men simple, everyday ways to support women in open technology and culture. All of the materials are licensed CC BY-SA and freely usable and modifiable by all. The Ada Initiative taught about 2000 people and trained about 40 people to teach this workshop between 2012 and 2015. One year after Ada Initiative shut down, we estimate that more than 6000 people have participated in some version of the Ally Skills Workshop. Many other people are now teaching the workshop either for an organization or independently, for fees or free to the public.

Valerie Aurora, the lead author of the original Ally Skills Workshop, has expanded the workshop to cover race, sexuality, age, disability, religion, and nationality – and it is still freely usable and modifiable by anyone. She teaches the expanded Ally Skills Workshop through her diversity and inclusion in technology firm, Frame Shift Consulting. She is also experimenting with teaching it as a fully online class using new video conferencing features, which significantly reduces the cost of the workshop.

By the end of 2016, Valerie will have taught the workshop to another 300 people and trained another 30 people to teach the workshop. She has also given a talk called “Focus on Allies: Diversity and Inclusion in 2016” over 15 times at companies including Twitter, Airbnb, Keen IO, IBM, Ericssen, Trello, and Pivotal. This talk explains why we should focus more effort on changing the behavior of people with more privilege and power. She is also working on a book about ally skills, which you can learn more about by following Frame Shift on Twitter or signing up to their mailing list.

The Ally Skills Workshop is being taught in one form or another internally at at least four companies: Google, Square, Slack, and Spotify. Several people are teaching it independently in different locations with different focuses. Y-Vonne Hutchinson is based in the San Francisco Bay Area and interested in working with small to medium tech companies as part of her work with ReadySet and Project Include. Kendra Albert focuses on fighting sexism and transphobia and teaches in both Boston and the San Francisco Bay Area. Cynthia Tee teaches only in the Seattle area. Alison Stanton focuses on men supporting women and managers working in tech, and is based in Chicago but happy to travel within the U.S. Leigh Honeywell teaches at computer security events around the world.

AdaCamp Toolkit

Mary Gardiner created and organized the first AdaCamp in Melbourne in 2012 with a goal of creating an event that demonstrated best practices for an inclusive and diverse conference. We ran a total of seven AdaCamps, adding new ideas and refining existing ones from other inclusive conferences (most notably WisCon). We created the AdaCamp toolkit as a simple comprehensive guide for other conference organizers to use when creating an inclusive event. Many conferences organizers have adopted some or all of the AdaCamp features.

Some events follow the AdaCamp format fairly closely, including features like an unconference format, conference-provided meals for every attendee’s food preferences, detailed accessibility information, accessibility lanes, all-gender bathrooms, opt-in photography rules, childcare, a quiet room, a nursing room, travel scholarships for attendees from underrepresented groups, and of course, a strong code of conduct. One of these events is AndConf, an intersectional feminist code retreat and unconference in Northern California created by Lillie Chilen, Stella Cotton, and Emily Nakashima. An offshoot of AndConf is AndXP, an unconference created by Lillie Chilen and Marlena Compton to discuss Extreme Programming through an intersectional feminist lens. AlterConf is a conference series created by Ashe Dryden in 2014 to provide safe opportunities for marginalized people and those who support them in the tech and gaming industries. Unlike the AdaCamp unconferences, AlterConf has official speakers. AlterConf also pays all of its speakers and provides live captioning for all the talks.

Many pre-existing and new conferences have started offering many AdaCamp-style improvements in the last few years. As just as one of many examples, this year Strange Loop offered childcare, a quiet room, vegan lunch options, opt-in photography rules, a strong code of conduct, and travel scholarships. PyCon NA and !!Con also offer live captioning and many of the AdaCamp features.

Conference organizers looking for advice and assistance in making their conference more welcoming and inclusive can hire inclusive conference facilitators. Ashe Dryden and Frame Shift Consulting both offer inclusive conference facilitation consulting.

Codes of Conduct

Valerie Aurora and Mary Gardiner were the lead authors of the Ada Initiative example conference anti-harassment policy, which in 2010 was the strongest, most specific, most comprehensive conference code of conduct in existence. During the first year of its existence, only about 30 open tech/culture conferences adopted a code of conduct. Today, the list of conferences with codes of conduct is divided into nearly 30 categories and includes thousands of conferences.

Community codes of conduct are slowly being adopted as well. The Geek Feminism Wiki community has developed some rough metrics for judging community codes of conduct: Are they specific? Do they clearly distinguish between helpful communication advice and specific punishable acts? Do they have information about enforcement? Do they have clear reporting instructions and contact information?

Ashe Dryden and Frame Shift Consulting offer professional advice on designing and implementing codes of conduct, both for events and for communities.

Thank you to our supporters

Thank you again to the many thousands of people who supported the Ada Initiative’s work, and who are continuing it into the future! We strongly encourage all of you to continue using the resources we have created, building on them, and sharing your improvements with the community. Share your story of how you are continuing the Ada Initiative’s work and @-mention the @adainitiative if you are posting on Twitter.

Continue to support women in open technology and culture

You can still take action to support women in open technology and culture! Here are some of the things you can do:

  • Book an Ally Skills Workshop for your workplace or community
  • Teach the Impostor Syndrome Training
  • Learn to teach the Ally Skills Workshop yourself, either by using the free materials or signing up for a train-the-trainers
  • Advocate for a code of conduct in your community
  • Advocate for an anti-harassment policy at your conference
  • Use the AdaCamp Toolkit to start new events or make existing events better
  • Support women and other oppressed people entering your community by impostor syndrome-proofing it: documenting your norms, providing mentoring for newcomers, and encouraging a supportive style of collaboration.
  • Suggest women or members of underrepresented groups to be speakers and panelists at events you attend
  • Support Outreachy with mentorship, sponsorship, or donation
  • Support Black Girls Code and similar organizations by donating or volunteering
  • Join or donate to feminist hackerspaces
  • Ask your employer to support the Recurse Center
  • Ask your employer to sponsor a feminist event for women in an open technology and culture field
  • Ask your employer to review their hiring process and their HR practices to support employees who are women or members of other underrepresented groups
  • Ask your employer to run unconscious bias training
  • Ask your employer to only sponsor events with anti-harassment policies
  • Ask events you attend to adopt inclusive practices such as access lanes, childcare and travel grants
  • Push the Overton Window by advocating for “extreme” positions supporting women in open technology and culture (remember: once, conference anti-harassment policies were extreme)
  • Start your own brand — start your own company or activist group making change for women in open technology and culture

Thank you everyone again for your hard work in support of women in open technology and culture. Together we can make a difference!