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# System prepended metadata

title: 'DH Meeting Notes: Talent Acquisition & Diversity'

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# DH Meeting Notes: Talent Acquisition & Diversity

### Overview of the Problem
Are we sourcing strength from pluriversal/multiplicty of perspectives?

We recognize the lack of diversity, but what is the purpose of questioning it? What are the benefits? What is the importance? What is the ethos?

We are building diverse communities which mandates that we consider diversity and inclusion in our community design. We have excercised a great amount of privlege that needs to be kept in balance.

We are building communities that are mutable for whatever *anyone* wants to build around. A bunch of white dudes can't anticipate perspectives not their own.

What are the benefits? What are the costs?

It's hard to hire a true diversity without a strong training component, a tolerance for an accepted adapation period. There is a variety of friction that comes along with diverse. Where does the diversity come from? Is it a a matter of gender, skin color, etc? How do we define diversity? (It's not a matter of recruiting a brown person from Stanford). How do we remain cognizant of the implicit and explicit costs of a diversity initiative?

We are aligned on working towards a distribution of power through the group, while recognizing that we currently hold the loudest position in the room. How do we amplify the minor voices in the room? What are the coordination costs?

There is an inherent bias built within the spatio-temporal disparity based on the homogenization of the primary body.

### Seeds for Strategy
A metric for determining the right diversity hire is based on the discomfort that it it incites at the beginning.

How do we measure our tolerance? How do we design for openings? How do we extend the invitation to perspectives radically not our own?

How might we weave in some elements of the manifesto on these core issues? If we're explicit about our intentions it might lower the costs that a new person to the community has to invest in expressing their POV.

How does DAOhaus hire? DH does not currently have a *talent acquisition* process.

Creation of comfrot, empathy, invitational demeanor... but the evaluation of the work should not be compromised. 

There are 2 different paths of acquisition we might consider:
- Now: decentralized acquisition: self-selects
- The stronger is a mixture: how do do things more explicit intention

Does radical diversity need to be mutually exclusive to efficiency?

Might we illustrate an org chart? A diagram of the circles/work streams. How do we enable different roles: facillitate over management. Let's spend time researching talent, A/B testing various strategies: self-defining vs seek and seduce. Visualize the most desireable hires. How do we vet for what we want?

Certain roles might need more diversity than other roles. It might matter more that a dev is a good dev as opposed to a community person that is more front facing.

What are the specific points of diversity that we are attempting to recruit?

### Action Steps
- We might tap into our existing female-led networks (Meta Gamma Delta). MetaCartel + MetaGammaDelta meetings.
- Learn and adapt to other initiatives happening in the space: Harmony summoning HER DAO.
- Female recruiter that is sensitive to attracting the different quality of attention.
- The cohort funnel (via RaidGuild) is purposeful and tactful: female-only cohoert, non-american cohort.
- Form a new workstream to focus on these issues explicitly.
- This could be a good fit for within the Paladins circle.