Community Insights Collaboration, Diversity, & Inclusion Supplement (2021)/Data

2021 Community Insights Community Climates Supplement

Appendix: Changes from 2019 to 2020Edit

Collaboration & Engagement Factors
Construct Mann-Whitney U
Mean 2020 Mean Rank 2019

Mean Rank 2020

Change 2019-2020

Sig.
Awareness of Self & Others 2.93 804.66

803.78

0.973
Collaborative Intention 3.46 809.86 806.71 0.906
Engagement (Key to Inclusion) 4.14 1701.51 1945.7 <.001
Fairness 3.72 1409.47 1547.9

<.001
Feelings of Belonging 3.70 1409.47 1547.9 <.001

Movement Leadership

3.70 2076.49 2197.68 0.001
Movement Strategy 3.24 562.57 533.98 0.132
Problem Solving & Negotiating 3.27 n/a n/a 0.376
Diversity & Inclusion Factors
Construct Mann-Whitney U

Mean 2020

Mean Rank 2019

Mean Rank 2020

Change

2019-2020

Sig.
Non-Discrimination 4.31 1500.58

1563.04

0.036

Inclusive Interactions 3.65 818.62 845.94 0.311
Inclusive Culture 3.47

1356.54

1413.72 0.061
Individual Commitment to Diversity 4.05 908.39 905.73 0.921
Leadership Commitment to Diversity 3.46 771.09 807.42

0.171

Appendix: 2020 Descriptive statisticsEdit

Editors On-wiki Admins Developers Movement Organizers Movement Organizer Admins N Overall Mean

Cronbach's Alpha

n

Mean SE n Mean SE n Mean SE n Mean SE n Mean SE
Awareness of Self & Others 893 2.92 0.02 84 2.87 0.07

23

2.81 0.11 195 3.09 0.05 22 2.96 .15 1148 2.93

0.61

Collaborative Intention 901 3.44 0.02

84

3.42 0.07 23 3.46 0.13 195 3.69 0.05 23 3.51 0.17 1156 3.46 0.79
Problem Solving & Negotiating 867 3.25 0.03 83 3.23 0.09 23 3.34 0.18 189 3.44 0.06 22 3.40

0.21

1116 3.27 0.77
Engagement *** 1633 4.11 0.02 143 4.13 0.05 38 4.04 0.15 315 4.38 0.03 46

4.47

0.10 2059 4.14 0.77
Fairness*** 1315 3.66 0.03 125 4.19 0.08 31 3.59 0.18 287 3.74 0.06 39 4.00 0.17

1698

3.72 --
Feelings of Belonging*** 1324 3.62 0.02 124 3.83 0.07 31 3.85 0.13 292

4.06

0.04 40 4.30

0.09

1708 3.70 0.68
Movement Leadership*** 1705 3.37 0.02 140 3.00 0.07 38 3.35 0.15 326 3.41 0.05 45 3.35 0.13 2124 3.33 0.69
Movement Strategy 220 3.28 0.06 59 2.84 0.12 18 3.16 0.22 203 3.66 0.06 38 3.39

0.18

431 3.24 0.85
Leadership Commitment to Diversity 895 3.43 0.03 84 3.43 0.07 25 3.54 0.20 200 3.74 0.06 25 3.90 0.16 1160 3.46 0.87
Non-Discrimination* 1372 4.38

0.03

122 4.13 0.10 31 4.23 0.21 288 4.10 0.06 41 3.91 0.18 1753

4.31

0.61
Inclusive interactions 943 3.64 0.03 84 3.75 0.07 25 3.60 0.19 204 3.71 0.06 26 3.84 0.16 1213 3.65 0.65
Inclusive Culture 1194 3.46

0.02

121 3.45 0.07 31 3.50 0.15 287 3.63 0.05 39 3.65 0.14 1571 3.47 0.77
Individual Commitment to Diversity 976 4.03 0.02 91 3.99 0.06 14

4.08

0.18 199 4.21 0.04 37 4.27 0.08 1246 4.05 0.66

Explore the interactive appendix in Google Data Studio!

Demographics of the analyzed sample setEdit

Overall Editors Developers On-wiki Admins Movement Organizers Movement Organizer Admins
Wikimedia Movement Participation
Online Contributor 100% 100% 97% 99% 88% 100%
Software development 4% 0% 100% 16% 4% 58%
On-wiki Administration 12% 0% 0% 100% 22% 100%
Movement Organizing 10% 0% 0% 0%

79%

58%
Affiliate 3% 1% 1% 0% 27% 58%
Native Language
English 25% 24% 19% 33% 24% 11%
Another language 75% 75% 81% 67%

76%

89%
Another language not translated 12% 9% 20% 24% 24% 31%
English Fluency
English Fluency 82% 81% 98% 93% 87% 77%
No English Fluency 18% 20% 2% 7% 13% 23%
Gender
Men 84% 85% 88% 74% 63% 90%
Non-Men 17% 15% 12% 9% 37% 10%
Women 15% 14% * * 34% *
Non-Binary 2% * * * * *
Other Gender 2% * * * * *

* N too small to report at this level of disaggregation


Appendix: Metrics to movement goals mappingEdit

#1 Promote sustainability and resilience

Support dynamic volunteer base, staff, and local groups in new acquiring funds and resources.

#6 Foster and develop distributed leadership

Train, support and retain socially- and technically-skilled individuals from different backgrounds that reflect the diversity of the global communities.

#2 Create cultural change for inclusive communities

Foster an inclusive, welcoming, safe, and collaborative environment for future growth.

#7 Invest in skills development

Foster technical and people-centered skills - e.g. communication, conflict resolution, intercultural dialogue.

#3 Improve user experience

Research, development and testing new features to enable contributors from all backgrounds to enjoy a fluid, effective, and positive experience.

#9 Coordinate across stakeholders

Cooperate and collaborate with different stakeholders to advance towards more equitable decision-making, with relevant training and enabling systems.

#4 Provide for safety and security

Ensure contributors have the proper conditions and resources enabling them to work without compromising their security.

#10 Plan infrastructure scalability

Create a fluid infrastructure to serve our needs as we grow; establish protocols, communication, and roles and responsibilities to invest sufficient resources for scalability

#5 Ensure equity in decision-making

Ensure a diversity and richness of perspectives, by focusing on the knowledge and communities that have been left out due to power and privilege.

Factor/Metric Reporting Favorable Conditions YoY Trend Strategy Recommendation
#1 #2 #3 #4 #5 #6 #7 #9 #10
Awareness of Self & Others 19% O O O
Collaborative Intention 59% O O O O O
Engagement*** 87% O O O O O O O O
Fairness*** 66% O O O
Feelings of Belonging*** 73% O O O O O O
Inclusive Culture 56% O O O O O O O
Inclusive interactions 69% O O O O O O O
Individual Commitment to Diversity 85% O O
Leadership Commitment to Diversity 58% O O O O O O O
Movement Leadership*** 54% O O O O O O
Movement Strategy 53% O O O O O O
Non-Discrimination* 83% O O O O
Problem Solving & Negotiating 55% O O O O O O

Appendix: 2020 Collaborative Engagement item averages by audience - Interactive Data ReportEdit

2019 and 2020 data for this report, including the base questions on which the Collaborative Engagement and Diversity & Inclusion factors were constructed, can now be viewed on the Collaboration, Diversity & Inclusion: Interactive Data Report.

For reference, below are the questions used to construct each factor used in this supplemental report. Except in the case of the Non-discrimination questions, all questions were asked on a 5-point likert scale ranging from Strongly Disagree to Strongly Agree. For the Non-discrimination questions, the 5-point scale asked about frequency of experience through the response options: 1) Never, 2) Once, 3) 2-4 times, 4) 5-10 times, and 5) More than 10 times, with an option to respond "I'm not sure." Data for each question, as well as for the overall factors, can be further explored in the Interactive Data Report.

Awareness of Self & Others
People seek out and value feedback.
People know how to motivate others.
People lack self-awareness. (reversed)
People are aware of their biases and patterns of behavior.
People are not aware of their own defensiveness to the situation at hand. (reversed)
Collaborative Intention
People are sincerely interested in supporting each other.
People are committed to building long-term cooperative relationships.
People with collaborative projects work together well.
People are good at reaching out when they need to consult with others.
Engagement
I would recommend Wikimedia projects as a great place to contribute.
The Wikimedia vision inspires me to contribute more to Wikimedia projects than I would somewhere else.
I take pride in contributing to the Wikimedia projects.
I often think about quitting as a contributor to Wikimedia projects. (reversed)
I expect to be contributing to Wikimedia two years from now.
Fairness
My contributions to Wikimedia projects are often challenged or removed unfairly or inappropriately. (reversed)
Feelings of Belonging
I feel like I belong in the Wikimedia movement.
I feel respected in the Wikimedia movement.
Problem-solving and Negotiation
People are committed to seeking fair solutions that are responsive to the interests of all parties.
People are sincerely willing to talk through competing personal interests to achieve fair solutions.
Movement Leadership
The Wikimedia Foundation communicates well about their projects and initiatives.
I am confident in the Wikimedia Foundation's ability to support the global movement.
There is open and honest communication between different organizations and groups in the Wikimedia movement.
I am satisfied with the Wikimedia movement's decision-making processes.
Movement Strategy
The 2030 movement strategy process is moving in the right direction.
I have faith in the leadership of the 2030 movement strategy process.
I understand the goals of the 2030 movement strategy process.
I know what the 2030 strategic direction is for.
Non-Discrimination
In the last 12 months, how often did you personally witness someone be treated unfairly because they are part of a specific cultural or social group. (reversed)
In the last 12 months, how often have you felt unsafe or uncomfortable contributing to Wikimedia projects online? (reversed)
Inclusive Interactions
Contributors of different backgrounds interact well in my Wikimedia project or community.
Contributors of different backgrounds are valued equally in my Wikimedia project or community.
Racial, ethnic, and gender-based jokes are tolerated in my Wikimedia project or community. (reversed)
My Wikimedia project or community provides an environment for the free and open expression of ideas.
Inclusive Culture
The Wikimedia movement is making progress with diversity initiatives (e.g., Wiki Women, LGBT, Gender Gap, indigenous languages, etc.).
Different project and contributor groups are treated fairly in the Wikimedia movement.
In the Wikimedia movement, people appreciate others whose context and cultural background is different from their own.
Individual Commitment to Diversity
I am comfortable working with different kinds of people (e.g., ages, genders, ethnicities, religions, etc.)
I am confident when voicing my opinion, even when it’s different from those around me.
I believe that a diverse community positively impacts the quality of Wikimedia content.
I believe there are community policies and systems in place to respond appropriately to incidents of harassment.
I believe that multicultural collaboration produces positive outcomes.
Leadership Commitment to Diversity
In my Wikimedia project or community... - ...leadership encourages various cultural perspectives and contributors.
In my Wikimedia project or community... - ...there are policies and administrative actions that value content and contributors from different backgrounds.
In my Wikimedia project or community... - ...contributors are committed to including content from different cultures and perspectives.
In my Wikimedia project or community... - ...contributors respect individuals and value their differences.