Here we are again - OSMF election season. A comment on our OSMF-talk governance mailing list caused many OSM communities and individuals to join up for the purpose of the following statement .Signatories and translations are most welcome. See the full document with footnotes and signatories here Let’s do better as a community, project and network.

Summary

The OSMF and OSM need to prioritize diversity and inclusion in positions of power and governance. We recommend a renewal and implementation of an OSM Code of Conduct and deliver on the next recommended stages for a diverse and inclusive OSM and OSMF. We want the OSMF to ask itself: who does it exist to serve? How can we be more open? If you would like to sign this statement, you can do so here and your name will be added to the document:

sign the statement here

Background

We write this statement as OSM community groups, contributors and members, in response to systemic aggressive behaviour that demotivates and excludes participation by women and minority groups in OSM, as well as some men and non-binary genders. This behaviour degrades the spirit of open community culture, and damages the OpenStreetMap reputation. The catalyst for statement was the offensive message sent to the OSM-talk list [], but the systemic behaviours described span many years and many people.”

Power dynamics in OSM are controlled by a dominant contributor profile: white, western and male. This power dynamic leads to a communication style which includes misogynistic, hostile, targeting, doxing, unfriendly, competitive, intimidating, patronising messaging, which is offensive to us and forces many of us to remain as observers and without the confidence to participate actively. As a result, many OSM spaces are characterised by white male superiority and toxic meritocracy. Often, we are nervous to engage and participate for fear of retributive comments/behaviour or ‘trial by mailing list’ from this dominant profile. We feel no ‘openness’ to new ways of communicating and participating and this shapes and limits diversity and inclusion in OSM across the spectrum; from tagging to governance.

The OSMF and OSM community state that they welcome diversity (D&I special committee, blog: OpenStreetMap welcomes diversity). Yet, despite these statements, and continual reinforcement that alternate perspectives are ‘listened to’, they are clearly not heard. The OSMF does not engage in strong reflections, structured debates, activities or actions which welcome and codify diversity, inclusion, or lead to equity within OSM.

We believe it is time to reassess how OSM and OSMF are organized and governed. Some OSM-ers state that OSM is a “Do-ocracy”; an even playing field where anyone can “do”. OSM has a systemic issue; in some arenas the “doers” act as gatekeepers who proactively crowd out other voices. The “do-ocracy” prioritises people of privilege; such as those with spare time, senior positions, confidence, access to technology, and fluency in English, amongst others. This approach is actively counterproductive to the diversity and inclusion agenda, as underrepresented minorities are less able and discouraged to participate. The OSMF protects these gatekeepers, and in doing so, perpetuates obstacles which works against the diversity agenda and core principles of ‘open.’ Currently, convincing women, non-binary genders, and OSMers in Low and Middle Income Countries to apply for and engage in the dominant power structures in OSM (the Board and Working Groups) is an impossible task. It requires asking our friends and colleagues to participate in a structure which is actively aggressive and combative towards them. We need to move beyond “please invite your friends to apply” and towards addressing why so few women and members of minority groups want to, or feel able to, apply.

Some argue that Codes of Conduct counter free speech. We strongly disagree. We want to achieve a safe, equal, healthy, and inclusive OSM; an open space which encourages a wide range of opinions and an effective exchange of ideas, free from any abusive or discriminatory practices. A CoC does not stifle that, it establishes it. Right now discussion is actively limited by lack of a CoC. Efforts to instill a Community Code of Conduct have been unsuccessful to date. We encourage the OSMF and OSM to be inspired by the various safe and friendly spaces in OSM - for example, Reddit, Geochicas Telegram Groups, HOT Slack, and many other spaces where collaboration and learning is happening in a positive and respectful way.

As OSM community members and OSMF members we have, for years, cited/documented examples, held workshops, SOTM sessions, and tried to campaign for changes that would improve diversity and increase contributions. People claim to listen, but we are not heard, and the OSMF Board and Working Groups remains consistently led by white western men. Requests for a Code of Conduct, due to behaviour during OSMF Elections, were dismissed by the Board in 2017. Multiple subsequent requests for a Code of Conduct have since also been dismissed by the board.

We feel that there is a clear gap between the rhetoric of the OSMF on diversity and inclusion and the will / action to actually engender change. In light of this, we want to ask the OSMF: who does it exist to serve and how can OSM be ‘open’ in ethos and culture, and not just in data? We believe that this would require applying the values of Transparency, Inclusivity, Adaptability, Collaboration, and Community, to the OSM ecosystem as a whole.

Path Forward

We ask the OSMF to coordinate a sincere self-analysis on these limitations. We ask the OSMF to develop permanent mechanisms to address these. Signatories of this document are ready to help to achieve these:

Immediate changes:

1. The existing “Code of Etiquette” needs to be replaced by a strong and enforceable Code of Conduct for the OpenStreetMap and OpenStreetMap Foundation community and all OSM community channels/spheres (mailing lists, social media, communication channels including Weekly OSM, local and regional chat groups, events, and chapter coordination). This needs a strong implementation approach .
2. Restructure governance to be more equitable: an example of this is committing to Board Seat allocation for OSMF members who are women and non-cis males, and who are citizens of Low and Middle Income Countries.

Changes to form part of OSMFs agenda over the coming 1-2 years:

1. Make Working Groups and OSM activities more equitable: the Diversity and Inclusion special committee should actively work to consult, analyze and understand the structural limitations of under-represented people to participate, though permanent consultation and communication mechanism, and improve openness in the Working Groups and OSM activities.
2. Official governance roles should be accountable to diversity and inclusion: OSMF Board and Working Group members should take Diversity & Inclusion (D&I) training, and sign D&I statements. This should also be available to all local chapters and community members.
3. Support Diversity and equality for Local Chapters, recognizing that constituencies have different legal frameworks and contexts.
4. Create an Inclusive Framework for Board Members to explicitly be aware of the accountabilities regarding DEI with their roles. A non-partisan community facilitator could support with this.

We would like to build a coalition to address this, and to proactively work on the requests we have laid out together. Diversity in participation, contributions, and voice are critical to the success and health of the OSM and OSMF community. Equality in OSM is needed to make the map more inclusive, more diverse and more representative. This can happen with all our combined efforts.

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Thank you

On behalf of the signatories.