I have not been participating as much as i would like:

I agree with Kaliya that as  professionals  we have the obligation to the profession to ensure that our profession is active in creating a community of practice that welcomes and works with all. That includes awareness of how the majority culture treats as normal only a subset of the population, relegating other sets as different.

I agree with Vlad that  we also have a special responsibility to ensure that our tools and techniques do not enforce existing bias and inequities. The ACM Communications had an article recently about how an attempt to build a system for an Indian state to make statements of land ownership more just actually ended up disempowering the very people the system was meant to empower. PrivacyCon had a number of presentations about how big data analytics is only as unbiased as the training set: it can easily make biased decisions using proxy factors.

I would encourage a statement that not only called out addressing bias in the community of practice but also a responsibility to examine bias in the tools we build, configure, and administrate.

Finally, the December issue of the Communications of the ACM has a report about that organization's re-vamping of the code of ethics. I haven't studied it yet, either, but it may be helpful to read as part of our effort. http://cacm.acm.org/magazines/2016/12/210367-making-a-positive-impact/fulltext




Cheers,
Judith Bush

Vladimir Mencl wrote:

Hi,

As I'm listening to this discussion, I see two layers:

(1) Code of Conduct independent of the profession.  Pretty much any profession would have something about (avoiding) discrimination in their Code of Conduct - and so should we.  Adding a bit about bias would make sense if we are drafting a code of conduct for a new profession and want to go one step further.

(2) I see as more interesting the part about the tools we built having influence on how (1) is handled in and with the systems we build.


So besides a "standard boilerplate" line (1) in our code of conduct (which I fully support having), we might also add something along the lines that "through the work of our profession, we will not assist those practising discrimination - and will help on the path to remove bias from many areas where it's still present."

Just my NZ$0.02.

Cheers,
Vlad

On 9/12/16 06:19, Kaliya Identity Woman wrote:

Thanks for this.

There is also another aspect it isn't "just" about how we work do design
our systems.


It isn't just about proactive discrimination.

How do we as people who are identity management professionals work to
engage with our own bias'?

How do we learn about what our own unintentional behaviors that can be
micro-aggressive without
consious intention. https://en.wikipedia.org/wiki/Microaggression_theory


To be blunt How do we support women and people of color or LGBTQ
individuals working in our industry to actually have their experiences
within our community be positive and inclusive?

How do we educate our selves to be able to navigate the emerging gender
non-binary identified peoples who will be working in the industry and
for whom the systems we are designing need to work. If we are the
"identity pros" in our comanies/networks we need to have some literacy
and knowledge.

It may be worth putting a survey out to learn about people's
experiences. I know that myself and other women in the industry have had
bad experiences within our industry - we don't talk about it publically
because there is no appropriate forum or place to do so.

I believe that every major industry has these problems and only once in
a while to the very worst things come to light in the most extreme
circumstances (Roger Ails).

It is hard to navigate all this and we are not really equipped
culturally to address the small things that happen but I am being daring
and actually naming that there are issues that I have experienced and I
know other women have.

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