<div dir="ltr"><div class="gmail_default" style="font-family:comic sans ms,sans-serif;font-size:large">Yes indeed. On point.</div><div class="gmail_default" style="font-family:comic sans ms,sans-serif;font-size:large"><br></div><div class="gmail_default" style="font-family:comic sans ms,sans-serif;font-size:large">Big +1</div><div class="gmail_default" style="font-family:comic sans ms,sans-serif;font-size:large"><br></div><div class="gmail_default" style="font-family:comic sans ms,sans-serif;font-size:large">-Carlton</div></div><div class="gmail_extra"><br clear="all"><div><div class="gmail_signature" data-smartmail="gmail_signature"><div dir="ltr"><div><br>==============================<br><i><font face="comic sans ms, sans-serif">Carlton A Samuels</font></i><br><font face="comic sans ms, sans-serif"><i>Mobile: 876-818-1799<br><font color="#33CC00">Strategy, Planning, Governance, Assessment & Turnaround</font></i></font><br>=============================</div></div></div></div>
<br><div class="gmail_quote">On Tue, Feb 13, 2018 at 8:07 PM, Holly Raiche <span dir="ltr"><<a href="mailto:h.raiche@internode.on.net" target="_blank">h.raiche@internode.on.net</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex"><div style="word-wrap:break-word">Folks<div><br></div><div>Part of me absolutely supports any moves that support diversity. At one point in my life, I headed up the Equal Opportunity Unit in the Aust. Broadcasting Corporation so diversity was my job. </div><div>Putting that aside, I have serious doubts about the concept in this context. </div><div><br></div><div>If they talking about just ICANN staff, there is already an ICANN HR function that would (or should) be charged with addressing the issue. </div><div><br></div><div>If they talking about the various organisations that attend the SOs/ACs? I have even more concern. Just for starters, it is up to each SO/AC - and then individual members within each SO/AC as to who participates. Is ICANN seriously going to tell GAC members that some of them must send more women representatives/more Asian members/more members from non-English speaking backgrounds? And who is going to tell each registry/registrar whom they can send to represent them! </div><div><br></div><div>If the idea is to have diversity in the make-up of ICANN committees, I would hope the first basis for selection is qualifications for the task.</div><div><br></div><div>In short, I support Alan’s comments. If the concept is diversity WITHIN ICANN staff, it is covered by HR. Otherwise, I have real doubts about the concept, other than - at best -it could be just a score card. </div><div><br></div><div>Holly</div><div><br></div><div><br></div><div><br></div><div><br><div><div><div class="h5"><div>On 14 Feb 2018, at 11:18 am, Alan Greenberg <<a href="mailto:alan.greenberg@mcgill.ca" target="_blank">alan.greenberg@mcgill.ca</a>> wrote:</div><br class="m_4595950788601375233Apple-interchange-newline"></div></div><blockquote type="cite"><div><div class="h5">
<div>
I would like to call your attention to this paper that was just
circulated by the CCWG-Accountability WS2 on Diversity.<br><br>
The ALAC was silent on the question of an Office of Diversity (OOD) that
was mentioned in the draft recommendations (see
<a href="https://community.icann.org/x/Z5tEB" target="_blank">
https://community.icann.org/x/<wbr>Z5tEB</a>)<br><br>
As important as diversity is, I find it troublesome that ICANN might be
dedicating more bureaucracy to it. As I noted in my recent comments on
the Specific Reviews Operating Standards
(<a href="https://mm.icann.org/pipermail/comments-reviews-standards-17oct17/2018q1/000008.html" target="_blank">
https://mm.icann.org/<wbr>pipermail/comments-reviews-<wbr>standards-17oct17/2018q1/<wbr>000008.html</a>
), I find that for the best of reasons, ICANN is building more and more
complex process, rules and bureaucracy. At a time when it is clear we are
going to have increasing budget constraint, this must be controlled. If
we consider issues such as this as sacred , then we will see more and
more other more discretionary budgets cut (and I am predicting that if we
don't change our philosophy, budget issues will get MUCH worse).<br><br>
According to the original recommendations document
(<a href="https://www.icann.org/en/system/files/files/ccwg-acct-ws2-draft-recs-diversity-26oct17-en.pdf" target="_blank">
https://www.icann.org/en/<wbr>system/files/files/ccwg-acct-<wbr>ws2-draft-recs-diversity-<wbr>26oct17-en.pdf</a>
): The role of this office would be to independently support, record and
keep track of issues including complaints from the community on diversity
issues within the organization.<br><br>
I presume that by "organization" the document means all of
ICANN (ICANN Organization as the staff are now known, the volunteer
community and the Board). For ICANN Organization, I see this as falling
directly under Human Resources and the Complaints Officer. For the
volunteer part of ICANN, and the Board, I think it quite reasonable to
keep records but that does not warrant a staffed office. Selection of
volunteers is not done centrally, and complaints presumably should go to
the Ombudsman.<br><br>
Should the ALAC issue a further statement on this? And if so, what
are your views?<br><br>
Alan<br><br>
<br>
<blockquote type="cite" class="m_4595950788601375233cite">From: Bernard Turcotte
<<a href="mailto:turcotte.bernard@gmail.com" target="_blank">turcotte.bernard@gmail.com</a>><br>
Date: Mon, 12 Feb 2018 14:28:23 -0500<br>
To: ws2-diversity <<a href="mailto:ws2-diversity@icann.org" target="_blank">ws2-diversity@icann.org</a>><br>
Subject: [Ws2-diversity] CCWG-Accountability-WS2-<wbr>Diversity - PAPER ON
OFFICE OF DIVERSITY PUBLIC COMMENTS<br><br>
All,<br><br>
As promised at the last meeting of the diversity sub-group please find
below and attached the document prepared by Fiona and Rafik on this
topic.<br><br>
Bernard Turcotte<br>
ICANN Staff Support to the CCWG-Accountability-WS2<br><br>
For Fiona and Rafik.<br><br>
<div align="center"><b><u>DIVERISTY SUB-GROUP<br>
</u></b></div>
<br>
<div align="center"><b><u> <br>
</u></b></div>
<br>
<div align="center"><b><u>PAPER ON OFFICE OF DIVERSITY PUBLIC
COMMENTS<br>
</u></b></div>
<br>
<br><br>
<b>Preamble:<br>
</b><br>
<b> <br>
</b><br>
The Diversity sub-group presented a report for public comments that
presented diversity at ICANN identified by a number of elements by which
diversity may be characterized, measured and reported. The report was
informed by feedback from ICANN Supporting Organization(SO)/Advisory
Committee (AC)/groups through a Diversity Questionnaire. In the report
the Sub-group proposes a number of recommendations by which ICANN may
define, measure, report, support and promote diversity. It also indicated
that there was a lack of consensus on the establishment on an office of
diversity and sought to receive public comments on the position of the
office of diversity. <br><br>
<br><br>
<b>Summary of Responses from Public Comments:<br>
</b><br>
<b> </b>
<ul>
<li>Total of 15 comments
</li></ul><br>
<ul>
<ul>
<li>6 had no comments on an office of diversity
</li><li>3 supported an office of diversity or a panel
</li><li>3 supported an office of diversity
</li><li>3 rejected the notion of an office of diversity.
</li></ul>
</ul><br>
<ul>
<li>Breakdown by major categories
</li></ul><br>
<ul>
<ul>
<li>7 SO/ACs/Board (those which will have to approve the WS2 final
report):
</li></ul>
</ul><br>
<ul>
<ul>
<ul>
<li>4 had no comments
</li><li>3 Rejected the notion of an office of diversity
</li></ul>
</ul>
</ul><br>
<ul>
<ul>
<li>2 Governments:
</li></ul>
</ul><br>
<ul>
<ul>
<ul>
<li>1 had no comments on an office of diversity
</li><li>1 supported an office of diversity
</li></ul>
</ul>
</ul><br>
<ul>
<ul>
<li>6 Individuals/Associations:
</li></ul>
</ul><br>
<ul>
<ul>
<ul>
<li>1 had no comments on an office of diversity
</li><li>3 supported an office of diversity or a panel
</li><li>2 supported an office of diversity
</li></ul>
</ul>
</ul><br>
<br><br>
<br><br>
<b>Summary of Positions relating to the OOD from Public Comments:<br>
</b><br>
<b> <br>
</b><br>
1. Establishment of an office of diversity
or a panel similar to what is proposed in the Ombuds
recommendations.<br><br>
2. Establishment of an office of
diversity<br><br>
3. Rejection of an office of diversity in
favour of staff performing this work. <br><br>
<br><br>
<b>Required Actions:<br>
</b><br>
The Sub-group on diversity does not have one solid position from the
public comments but has instead received a number of options that need to
be discussed further and weighed in order to determine how oversight of
diversity can be pursued. <br><br>
<br><br>
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