Talk about it. Say out loud, "Well, you won't see me here tomorrow night because I'll be doing my share of the childcare." And if you get static, respond with, "So you don't? What's your problem?" Praise men who do their fair share and shame those who don't. When people ask, "Why aren't there more women in FOSS?", mention this issue. Mention it again. Keep mentioning it until they believe you. (If you're a woman, you might have to have a man repeat this for you for it to sink in.) Bring it up at work. Ask what your employers are doing to accommodate the need for employees with children (regardless of gender). Offer those employees your assistance. If your workplace organises events, make sure it's not the just women who tasked with the planning, the running of them, the cleanup. Combat toxic stereotypes. Don't comment on women's appearance and call out those who do.Travis B. wrote: ↑Thu Mar 04, 2021 2:58 pmSo how would you go about convincing the partners of potential female FOSS developers to take on a greater proportion of the physical and emotional work at home, or at least convince potential female FOSS developers to not put up with their partners not doing their share?
That's just off the top of my head. But--as with Vijay's BLM example--where you start is building awareness. Make it so people around you can't claim ignorance of the issue. Then press them for what they're doing to address it.
As I said, it's the bare minimum--those statements are often empty (or, to put it more kindly, more aspirational than actual). But if you can't even be bothered to draught one or put it someplace possible entrants will see it, what message does that send about your organisation?From reading that diversity statement, it is a start, but statements like that can easily be empty verbiage - but in Python's case it seems like they have actually put in some work rather than just spat out a standard corporate-esque diversity statement and left it at that.