<div dir="ltr"><div class="gmail_default" style="font-family:comic sans ms,sans-serif;font-size:large">Well said, Maureen. 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">Deeds!</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 7:42 PM, Maureen Hilyard <span dir="ltr"><<a href="mailto:maureen.hilyard@gmail.com" target="_blank">maureen.hilyard@gmail.com</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex"><div dir="ltr">Hi Alan<div><br></div><div>I will repeat a message I sent to an internal group as my only comment on the matter.</div><div><br></div><div>
<div dir="ltr" style="color:rgb(34,34,34);font-family:arial,sans-serif;font-size:12.8px;font-style:normal;font-variant-ligatures:normal;font-variant-caps:normal;font-weight:400;letter-spacing:normal;text-align:start;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:rgb(255,255,255);text-decoration-style:initial;text-decoration-color:initial">I am not in favour of a formal office for diversity. <div><br></div><div>In the multi-stakeholder bottom-up organisation that ICANN is supposed to be, diversity should be one of the underpinning features of its corporate culture. It shouldn't have to be defined and detailed. It should be characterised by the inclusive nature of its policies and practices. I agree with you in that we don't need more bureaucracy, we just need ICANN org to actively and constructively work with the rich diversity of the membership groups of ICANN so that we can together successfully achieve our mission. Dealing with any diversity issues can be given to the Ombudsman and his/her team.</div><div><br></div><div>Maureen</div></div><br class="m_-1239146048709516394gmail-Apple-interchange-newline">
<br></div><div><br></div></div><div class="gmail_extra"><br><div class="gmail_quote"><div><div class="h5">On Tue, Feb 13, 2018 at 2:18 PM, Alan Greenberg <span dir="ltr"><<a href="mailto:alan.greenberg@mcgill.ca" target="_blank">alan.greenberg@mcgill.ca</a>></span> wrote:<br></div></div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex"><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/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 type="cite" class="m_-1239146048709516394m_-5718101557787489284cite">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>
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OptionsV1.2.pdf"<br>
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