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

2021 Community Insights Community Climates Supplement

• Executive summary
• Methodology
• Statistical endnotes
• Data appendices

Appendix: Changes from 2019 to 2020

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 statistics

	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 set

	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 mapping

#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 Report

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.