Signatories

I'll point at them when we've done them.

At Over the Air we make a concerted effort each year to reach out to communities of people who are typically under-represented at technology events, especially Hack Days.

We are quite proud of our consistent achievement of at least 40% representation of women amongst both participants and speakers.

But we also care about other aspects of diversity, particularly people of colour, people of different faiths, and people in the LGBT community. We are not resting on our laurels, and want to continue to get better at this by reaching out to dedicated groups, and posting event details in as many mediums as possible.

It's also worth mentioning that we make the event accessible to younger people as well, not only inviting students and recent graduates to join us as participants, but also offering 'Coding for Kids' workshops on the Saturday morning of our event. Our event is kid friendly throughout.

As an individual I will strive to ensure that my thoughts, speech and actions encourage inclusivity and diversity.

Encourage people I work with day to day, who may not think of submitting to a conference, to do so. More voices, experiences and stories make for a more interesting environment for everyone.

We promote diversity since our first conference in 2009. We fight to get more diversity in our conferences and encourage anyone to be part of it. We are open and support any speaker and attende to be part of it despite the gender, sexual orientatiton, religion, nationality or colour. We love people and accept like they are.

We strongly support the European Charter for Equality.

* Promote female attendance at our events to attain a better #genderbalance
* Promote female speakers at both meetups and conference
* Promote female comperes at all our events

Include speakers from different markets and from different industries.

111 Middle Road
National Design Centre, #03-07
Singapore 188969

As conference organisers, we have a large part to play in contributing to a more diverse tech industry – from who we select to appear on our stages, to the audiences we attract. We are committed to making all our events as accessible and inclusive as possible, to encourage participation from a diverse range of speakers and attendees. Our actions in this area include (but are not limited to): having and enforcing an appropriate Code of Conduct at every event; selecting wheelchair accessible venues and putting additional accessibility measures in place where possible, such as live-captioning; and running Scholarship Schemes for our conferences, open to individuals from underrepresented groups in tech or those facing economic and social hardship. We strongly believe a more diverse industry is a stronger and more interesting one, and we're signing the Diversity Charter to publicly demonstrate our commitment in this area.

Huge advocate! ThoughtWorks started 'XConf' for this very reason

Challenge organisers where an event is lacking diversity. Actively encourage and support local event organisers to provide greater diversity through the speakers and contributors they engage with.

Ensure diversity in speaker selections for any events I organise.
Influence organisers of events I participate in to ensure diversity.
Not take part in events where diversity is not a consideration.

We will ensure that women have equal access to learning opportunities that work around their schedules and families.

We've prided ourselves on having an excellent gender balance at Over the Air - both amongst Keynote speakers and Workshop speakers. But we know we've got far to go still on other areas of diversity - we commit to continuing our efforts to reach out to all under-represented communities in tech.

We value diversity and encourage everyone in our community to submit and participate in our event.

I will work tirelessly to replace our state legislature (NC, USA) and repeal House Bill 2. If you are not of this swampland, read about our disgrace. It's shameful. This whole idea of a Diversity Charter really hits home here ... thank you.

1. Observe 2. Encourage 3. Participate

Invite a mix of people to speak at Agile Sheffield, encourage everyone to get involved!

I won't take part in all-male panels, I'll ask event organisers at events I'm invited to about what they're doing to ensure an inclusive event, and will share opportunities with others from my team and beyond.

As a team we will champion diversity in our meetups and ensure that our events are as inclusive as possible. We will decline attending and speaking at events where diversity is lacking.

As a team we will be ambassadors and advocates of diversity
Demonstrate by our actions, the benefits of diversity in our work and behaviours
Ensure all have an equal voice and opportunity to use it
Proactively challenge where diversity is lacking, assisting to change where possible

I will not speak at any event that doesn't feature a diverse panel, and will help support colleagues in my organisation to take up opportunities to speak and share their expertise at events.

I will not attend all-male panels and contact the organisers to let them know, so they can improve this on their next events.

I will spread the idea of #upfront to increase the lack of diversity on stages around the world.

As I grow within my design career I will always encourage diversity, both within the studio and in places where designers engage with the public, such as at events. As a female designer I will actively encourage women into design opportunities at all levels.

It's easy to get speakers from the majority group for meet-ups and conferences. I'm going strive for 50/50 at all my future events. I'll do this by building a more diverse network of folk then I have now.

Continue to only speak at & attend conferences with good, published & promoted Codes of Conduct, and help to make events I'm a part of diverse and representative.

We contribute actively to increasing diversity in the software industry, through our agile developer program training new developers from mostly under-represented groups (ethnic & gender). We equip new coders with the skills they need to contribute to the industry and the software community. As a conference organizer, speaker & (once off) keynote, I commit to holding conference organisers accountable for building diversity into their planning, and offer advice & assistance to interested organizers.

I believe that we should always work hard to improve the diversity of our events to ensure they are representative of society. That they meet the needs of our audience, speakers, communities and society as a whole. We should always strive to create events that are safe, caring and welcoming spaces for everyone to grow in and enjoy.

I am a neurodiversity advocate.

I speak about the need for neurodiversity in tech and how to support it.

We organise the CukeUp conference in London each year, and have also held it in New York and Sydney. We're lucky that the community surrounding Cucumber and BDD is already fairly diverse, and we're committed to engaging in pro-active effort to make sure that diversity is also reflected in the speakers and workshop facilitators who help create the event with us.

Concrete things we do:
- talk about this problem on our podcast (episode to be published soon)
- ensure that women outnumber men on our programme committee
- have lightning talks in the CfP (with full speaker compensation)
- have lightning talk slots you can sign up for on the day
- offer http://speaking-easy.com/ slots on our programme
- reach out to our networks and make it explicit that we're looking for submissions from a diverse range of people
- score all our CfP submissions blind

Things we want to try or do:
- offering childcare at our events
- sponsored diversity programme
- offer better support through the CfP process and generally make it more friendly

What's the opposite of diversity? Uniformity. Sounds boring to me.

We are doing diversity stuff for every organisation I'm involved with.

We will ask every event organiser what they are doing to guarantee diversity - telling them we have signed up to this Charter. And we will adhere to this Charter when organising our own.

We will commit to supporting diversity at future South Wales Agile Group events by appealing for speakers from diverse backgrounds, requiring speakers to deliver talks in an inclusive voice and seeking out avenues to encourage a more diverse membership.

UX Oxford fully supports diversity at events. We will continue to seek diverse line ups of speakers, continue to provide a safe and friendly place to speak at and encourage new speakers from different backgrounds to give their first talk at our events.

I will only speak at events where there is a diverse range of speakers, and apply the same rule to everyone in my team (as per the new GDS policy on diversity at conferences).

I will offer to coach and mentor women who want to get more confident speaking at events.

I will put forward others instead of me to speak at events, to give more people the opportunity to get experience of speaking.

I will help the industry understand that diversity is not just gender diversity. Creating events full of straight weight women speakers is a necessary but not sufficient step toward diverse tech events. I will also, as a person of color, speak at more tech events and help event organizers find diverse speakers. I will also continue to write about making tech events safe for diverse attendees:

https://modelviewculture.com/pieces/making-tech-spaces-safe-for-diverse-faces

Anonymous proposals review to reduce unconscious bias
Call-outs to women in tech for the call for speakers
Diversity tickets (to be announced soon)
Code of Conduct
... still a lot of learning how to improve, I know these are only baby steps.

Pinkier marketing ;p and put all the rich, old, fat white men to pasture

We dedicate a space for women looking to make their first steps into speaking at events

I fully support this Charter. I will make a point to an event organiser if there is lack of diversity at their event.

Keep being me and challenging inequality where I find it

We care about diversity becoming the norm rather than the goal. Welcoming, inclusive, safe, enjoyable should be what people can just expect. We want that to become the easy path. This is important to really creating great experiences - learning experiences, social experiences, professional experiences.

This is such a powerful and practical way to improve diversity; a key ingredient to innovation, improvement and success in everything we do. We fully support this Charter and will actively embrace this into our community culture, setup and structure.

We waste half our talent when we have non-diverse events. I pledge to work to end this foolishness.

I have and will continue to work to make the events that I produce as diverse as possible and ensure that events I speak at or participate in are as diverse as possible.

We will try to include a more diverse lineup at each of our monthly events to ensure that we are hearing from a wider range of backgrounds. We will seek out opportunities to provide greater access to a more diverse audience.

Not speak until more diverse speakers are spoken to.

Put forward female colleagues for speaking opportunities. Choose to send employees to events that actively promote diverse panels, keynote speakers and audiences.

No excuses.

Diversity scholarships at our conference

https://gds.blog.gov.uk/2016/03/08/gds-and-gender-diversity-at-conferences-and-events/

I'll do all I can to promote this charter!

Make a point to an event organiser if there is lack of diversity at their event, and to be kept updated on improvements if any.

Share this charter with my colleagues. A lack of diversity inhibits creativity, therefore we should be doing what we can to make our events more inclusive

Making London a better place to live. #WomenInTech

I will keep making an effort.

I organise book launches and poetry events. I will work to ensure my events are comfortable to attend for both performers and audience and well supported by assistive technology

Only speak at events where diversity is actively promoted. Only run events where diversity is ingrained.

We don't organise many events ourselves (we're mainly venue-finders) but we are happy to support the charter and help where we can.

- Encourage event organisers to consider diversity
- Refuse to speak at events which don't have a policy
- Help people that don't enjoy my privilege to attend events / submit talks

1) Actively seek increasingly diverse groups and individuals to participate in both Retreat and its organisation, specifically aiming for a majority of women on the organising group

2) Publish and enforce a code of conduct based on the Geek Feminism/Ada Initiative exemplar

3) Actively invite women to lead sessions at the retreat

At AWA we have overcome many of the hurdles mentioned in the charter. However, there is always more we can do and having a specific charter we can refer to, and hopefully contribute to as we learn more, will help us be more conscious of diversity.

Great work, Emily!

Speak at school events to help asian women understand that they can be a woman and work in technology or event be a CEO of a company.

Through WomenEd support more women to develop their own leadership especially BME women

Go in search of the views and opinions of people from a broad spectrum of demographic and philosophical backgrounds, knowing that there is strength in our differences.

Diversity issues are natural blockers to innovation. Not everyone can be their own role model and within the context of the current socio-political climate, there is the risk of turning off some of the best contributors and role models people can get and even the unconscious risk of hiding homophilous and even prejudicial experiences under the justification of 'culture fit', which ruins the true meaning of that term. It is a massive problem in so many ways, not least that each diversity problem that is badly understood closes the market by that level of representation. It's not about positive discrimination. It's about giving those just as good or even better a fair platform to rightfully deliver the message they can convey. For us, this means seeking out the contributions that matter and tackling this problem head on.

Participate in events. Write your blogs. We all have something to share.

Don't attend events that aren't working to improve diversity

Speaking up and being as visible as I can be at tech events, on Twitter etc.

I have started a speakers directory for our 35 academies and QA all of our conferences

We are raising confidence and profile of female speakers

Ensure diversity is a key part of all projects, both as a teacher and as a researcher.

Try to listen more to minority voices around me and help them be heard more widely.

I will only attend or speak at events with a solid stance on diversity and who implement real actions to ensure better diversity.

As a professional I will call out when my employer is not doing everything they can to ensure better diversity both in the organisation and at events organised by the company.

We're committed to diversity at all events that we run. As well as making sure we send a diverse mix of speakers to talk at events and putting pressure on organisers to host more diverse conferences.

This is a great charter. I am signing up because it reflects my own principles and those of the organisation I work for. We recently made a public pledge on diversity at events. We will honour that commitment and I will ensure we apply the same or higher standards to ourselves.

I will continue to practice across my career with respect for inclusive approaches that value the voices of all and not the few whom inform grand narratives.

I will try to make everyone feel welcome and included.

Event organisers need to spend more time encouraging women to speak to avoid them dropping out due to:
-Lack of confidence in their talk
-being on their own at the event
-travelling and staying in a place on their own
-the reaction from the audience
-will the organisers support and encourage them
-will there be other women there
-will they have backup if there are negative reactions online or in person
Etc etc

In conferences and events about education I notice that the audience is hardly ever representative of the pupils in GB education, only of the headteachers and management. This is so wrong and must change.

Host more events for the amazing organisations trying to actually solve the lack of diversity in the Tech industry by bringing people from a greater range of backgrounds into it (e.g. Codebar, Achieving Diversity in Technology, Women Who Code, etc.).

Write and share blog posts

Currently working with organisations and groups to capture accurate self ascribed data about attendance and presenters at events and in publishing. For example http://www.teachertoolkit.me/tag/equality/ Very embryonic and exploratory - a journey not a destination. Aim to interrogate networks and communications for diversity and 'reach' and consult to plan next steps. The diagram in Emily's blog is really useful. Thanks!

I will ensure that any event I organise reflects these principles, and I will explicitly check events I speak at or attend is taking steps to address diversity before signing up.

Review our speaker curation for Camp Digital and focus on diversity and inclusion for any smaller events. We will also encourage a more diverse contribution to tech design and UX industry events from our own team, through mentoring those who are keen to speak but haven't yet had the opportunity.

I'm organising a conference and would be great for you to create a logo we can reuse on conference website and to give advice on how we can make safe and diverse for everyone.
posting codes of conduct or diversity manifesto that attendees can read and follow.
I'll teach you directly when I need that material 🙂

I will ensure that any panel I run or sit on reflects these principles and I will challenge any panel/event that fails to address them

Try to help everyone (who wants to be involved) have a chance to speak up.

I'm glad to see that this charter reflects general diversity not merely gender. To me a diverse workforce is inclusive of people with disabilities, illness, age, caring responsibilities as well as minority (in tech!) genders and races. At the moment the debate is seemingly in its infancy. It is clearly rather silly to discriminate based on relatively superficial characteristics like race or gender. A more challenging debate is around where diversity impacts a significant aspect of productivity, for example employee flexibility or availability, and may replace it with a less well-defined benefit like better perspective. In technology, where we have a chronic shortage of good technical folk and excellent individuals can make a big difference, we have the opportunity and the motivation to ensure we get the best out of everyone with technical skills. The debate is do we also have the responsibility?

Speak at an event!

I will expand and better highlight diversity for conferences I run, and I'll explicitly check for diversity efforts for conferences/panels that I am asked to speak at. Great initiative!

We support diversity through the speakers we book, we believe this encourages a more diverse audience.

I'm committed to the discussion about event diversity and questioning why people won't make the effort to make their conferences more diverse. It truly benefits everyone to hear from different voices.

I fully support this and will make sure events I organise are diverse and only speak at events that are diverse.