<html><head><meta http-equiv="content-type" content="text/html; charset=utf-8"></head><body dir="auto"><div dir="auto"><span style="background-color: rgba(255, 255, 255, 0);"> I do not disfavor measures like “affirmative action” to attain better balanced workplaces, leadership positions and governmental contexts (In fact, I think representative democracy, in order to truly be representative must sometimes force such representativity with measures that force gender balance. There is good evidence that “affirmative action” measures can balance out many structural and societal obstacles that tend to predetermine male-dominated scenarios, even there are highly qualified women around and available.</span></div><div dir="auto"><span style="background-color: rgba(255, 255, 255, 0);"> <a href="http://ajou.ac.kr/~seoyong/paper/2014-Exploring%20the%20Effect%20of%20Four%20Factors" style="pointer-events: none; cursor: default;">http://ajou.ac.kr/~seoyong/paper/2014-</a></span></div><div dir="auto"><br></div><div dir="auto">However, in this particular context I agree with the line of thinking in this thread, particularly as espoused by Holly and Alan, since it is in no way a critique of diversity itself as a positive end, it’s an objection to the way ICANN is structuring the means to that end, which seems to be impracticable and perhaps counterproductive. Why not put scarce ICANN dollars in more outreach geared at female stakeholders, or perhaps supporting spouses of male stakeholders (in return for active Community participation) instead of more bureaucratic/organizational layers?</div><div dir="auto">2 Cents.</div><div dir="auto"><br></div><div dir="auto">Javier</div><div dir="auto"><br></div><div dir="auto"><br></div><div dir="auto"><span style="background-color: rgba(255, 255, 255, 0);"><br></span></div><br><div id="AppleMailSignature">Javier Rúa-Jovet<div><br></div><div><div><span style="background-color: rgba(255, 255, 255, 0);">+1-787-396-6511</span></div><div><span style="background-color: rgba(255, 255, 255, 0);">twitter: @javrua</span></div><div><span style="background-color: rgba(255, 255, 255, 0);">skype: javier.rua1</span></div><div><font color="#000000" style="background-color: rgba(255, 255, 255, 0);"><a href="https://www.linkedin.com/in/javrua" style="background-color: rgba(255, 255, 255, 0);">https://www.linkedin.com/in/javrua</a> </font></div><div><br></div></div></div><div><br>On Feb 14, 2018, at 2:04 PM, Andrei Kolesnikov <<a href="mailto:andrei@rol.ru">andrei@rol.ru</a>> wrote:<br><br></div><blockquote type="cite"><div><div dir="ltr"><div><div>OMG!<br></div>Holly, Alan, +1. Please keep me out from keyboard for a while...<br><br></div>--andrei<br></div><div class="gmail_extra"><br><div class="gmail_quote">2018-02-14 20:46 GMT+03:00 Kan Kaili <span dir="ltr"><<a href="mailto:kankaili@gmail.com" target="_blank">kankaili@gmail.com</a>></span>:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex"><u></u>
<div bgcolor="#ffffff">
<div><font size="2" face="宋体">Hi,</font></div>
<div><font size="2" face="宋体"></font> </div>
<div><font size="2" face="宋体">I fully agree with the comments initiated by Alan and
the points by Maureen, Holly and others.</font></div>
<div><font size="2" face="宋体"></font> </div>
<div><font size="2" face="宋体">That is, ALAC should issue a statement against
establishing this office. I believe comments of Holly, Maureen and others
would suffice as the main body of the statement.</font></div><span class="HOEnZb"><font color="#888888">
<div><font size="2" face="宋体"></font> </div>
<div><font size="2" face="宋体">Kaili</font></div>
<div><font size="2" face="宋体"></font> </div>
<div><font size="2" face="宋体"></font> </div>
<div><font size="2" face="宋体"></font> </div>
</font></span><blockquote style="BORDER-LEFT:#000000 2px solid;PADDING-LEFT:5px;PADDING-RIGHT:0px;MARGIN-LEFT:5px;MARGIN-RIGHT:0px"><div><div class="h5">
<div style="FONT:9pt 宋体">----- Original Message ----- </div>
<div style="FONT:9pt 宋体;BACKGROUND:#e4e4e4"><b>From:</b>
<a title="maureen.hilyard@gmail.com" href="mailto:maureen.hilyard@gmail.com" target="_blank">Maureen Hilyard</a> </div>
<div style="FONT:9pt 宋体"><b>To:</b> <a title="h.raiche@internode.on.net" href="mailto:h.raiche@internode.on.net" target="_blank">Holly Raiche</a> </div>
<div style="FONT:9pt 宋体"><b>Cc:</b> <a title="alac@atlarge-lists.icann.org" href="mailto:alac@atlarge-lists.icann.org" target="_blank">ALAC</a> ; <a title="alan.greenberg@mcgill.ca" href="mailto:alan.greenberg@mcgill.ca" target="_blank">Alan
Greenberg</a> </div>
<div style="FONT:9pt 宋体"><b>Sent:</b> Wednesday, February 14, 2018 9:19
AM</div>
<div style="FONT:9pt 宋体"><b>Subject:</b> Re: [ALAC] IMPORTANT: PAPER ON
OFFICE OF DIVERSITY PUBLIC COMMENTS</div>
<div><br></div>
<div dir="ltr">+1 Holly</div>
<div class="gmail_extra"><br>
<div class="gmail_quote">On Tue, Feb 13, 2018 at 3:07 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 style="BORDER-LEFT:#ccc 1px solid;MARGIN:0px 0px 0px 0.8ex;PADDING-LEFT:1ex" class="gmail_quote">
<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="m_9090435872215780022h5">
<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_9090435872215780022m_-1148420540376197514Apple-interchange-newline"></div></div>
<blockquote type="cite">
<div>
<div class="m_9090435872215780022h5">
<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/pipermail<wbr>/comments-reviews-standards-<wbr>17oct17/2018q1/000008.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/syste<wbr>m/files/files/ccwg-acct-ws2-<wbr>draft-recs-diversity-26oct17-<wbr>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 class="m_9090435872215780022m_-1148420540376197514cite" type="cite">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-Divers<wbr>ity - 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>Content-Type:
application/pdf; name="Office Of Diversity
OptionsV1.2.pdf"<br>Content-Disposition: attachment;
<br><u></u> <u></u>
filename="Office Of Diversity OptionsV1.2.pdf"<br>X-Attachment-Id:
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ApKEtrCYhRKl3UPpOM0fLBOZkaTcY6<wbr>QwBeeGtAqZw+OgOzfrvYEk+AotEDu2<wbr>+rNWAMq6958Jvp+c+glyW7W4EQn8cX<wbr>Bw9UBrowrCZ+P5ytgQVR8nbfFnqRaj<wbr>G4VJuLLwZc6022IzI09Frtk3p2uxpg<wbr>==<br><br>______________________________<wbr>_________________<br>Ws2-diversity
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