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.