Open source software (OSS) generates trillions of dollars in economic value and has become essential to the technical infrastructures that power organizations worldwide. As these systems increasingly depend on OSS, understanding the evolution of these projects is critical. While existing metrics provide insights into project health, one dimension remains understudied: project resilience, or the ability to return to normal operations after disturbances such as contributor departures,security vulnerabilities and bug report spikes. We hypothesize that stable commit patterns may serve as an indicator of underlying project characteristics such as mature governance, sustained contributors, and robust development processes, factors that existing research associates with resilience. Our findings reveal that only 2% of repositories exhibit daily stability, 29% achieve weekly stability, and 50\% demonstrate monthly stability, while the remaining half are unstable across all levels of granularity. Analysis of the 50 unstable repositories indicate that 86% of activity is concentrated among a few maintainers, with the top 3 contributors accounting for over 50% of commits in the past 5 years. In contrast, the 50 stable repositories distribute work more evenly, with the top 3 contributors representing less than 50% of commits. Our insights thus far indicate the fragile and multi-dimensional nature of OSS project stability, suggesting a need to go beyond commits to understand how our understanding of stability can be enriched with other considerations such as community engagement metrics and issue or pull request churn. Though our efforts only identified two repositories that achieved stability at all three temporal commit granularities, further investigation into their processes and policies can provide insights and foundations for stability-informed risk assessment in practice.

Diversity and inclusion (D&I) in open source software (OSS) is a multifaceted concept that arises from differences in contributors’ gender, seniority, language, region, and other characteristics. D&I has received growing attention in OSS ecosystems and projects, and various programs have been implemented to foster contributor diversity. However, we do not yet know how the state of D&I is evolving. By understanding the state of D&I in OSS projects, the community can develop new and adjust current strategies to foster diversity among contributors and gain insights into the mechanisms and processes that facilitate the development of inclusive communities. In this paper, we report and compare the results of two surveys of Apache Software Foundation (ASF) contributors conducted over two years (n=624 & n=432), considering a variety of D&I aspects. We see improvements in engagement among those traditionally underrepresented in OSS, particularly those who are in gender minority or not confident in English. Yet, the gender gap in the number of contributors remains. We expect this study to help communities tailor their efforts in promoting D&I in OSS.

Company engagement in open source (OSS) is now the new norm. From large technology companies to startups, companies are participating in the OSS ecosystem by open-sourcing their technology, sponsoring projects through funding or paid developer time. However, our understanding of the OSS ecosystem is rooted in the “old world” model where individual contributors sustain OSS projects. In this work, we create a more comprehensive understanding of the hybrid OSS landscape by investigating what motivates companies to contribute and how they contribute to OSS. We conducted interviews with 20 participants who have different roles (e.g., CEO, OSPO Lead, Ecosystem Strategist) at 17 different companies of different sizes from large companies (e.g. Microsoft, RedHat, Google, Spotify) to startups. Data from semi-structured interviews reveal that company motivations can be categorized into four levels (Founders' Vision, Reputation, Business Advantage, and Reciprocity) and companies participate through different mechanisms (e.g., Developers' Time, Mentoring Time, Advocacy & Promotion Time), each of which tie to the different types of motivations. We hope our findings nudge more companies to participate in the OSS ecosystem, helping make it robust, diverse, and sustainable.

Success in Open Source Software (OSS) is often perceived as an exclusively code-centric endeavor. This perception can exclude a variety of individuals with a diverse set of skills and backgrounds, in turn helping exacerbate the current diversity & inclusion imbalance in OSS. Because one's perspective of success can affect one's personal, professional, and life choices, to support a diverse class of individuals we must first understand how OSS contributors understand success. Thus far, research has used a uni-dimensional, code-centric lens to define success. In this paper, we challenge this status quo to reveal OSS contributors’ multifaceted definitions of success. We do so through interviews with 27 OSS contributors whose communities recognize them as successful, and a follow-up open survey with 193 OSS contributors. Our study provides nuanced definitions of success perceptions in OSS, which might help devise strategies to attract and retain a diverse set of contributors, helping them attain their unique “pot of gold at the end of the rainbow”.

The tools and infrastructure used in tech, including Open Source Software (OSS), can embed "inclusivity bugs"- features that disproportionately disadvantage particular groups of contributors. To see whether OSS developers have existing practices to ward off such bugs, we surveyed 266 OSS developers. Our results show that a majority (77%) of developers do not use any inclusivity practices, and 92% of respondents cited a lack of concrete resources to enable them to do so. To help fill this gap, this paper introduces AID, a tool that automates the GenderMag method to systematically find gender-inclusivity bugs in software. We then present the results of the tool's evaluation on 20 GitHub projects. The tool achieved precision of 0.69, recall of 0.92, an F-measure of 0.79 and even captured some inclusivity bugs that human GenderMag teams missed.

Open source communities hosted in large foundations operate in a complex socio-technical ecosystem, which includes a heterogeneous mix of projects and stakeholders. Previous work has thus far investigated the challenges faced in OSS communities from the point of view of specific stakeholders, primarily at the level of individual projects. None have yet studied the challenges faced within a large, federated open source organization. In this paper, we aim to bridge this gap to identify ongoing challenges contributors face in a mature OSS organization. To do so, we surveyed 624 contributors at the Apache Software Foundation (ASF) and ran 11 semi-structured follow up interviews. We validated our findings through member checking with the interviewees as well as the ASF Diversity and Inclusion (D&I) committee. The contributions of this paper include: (1) an empirically-evidenced conceptual model of the 88 challenges that contributors face in a mature OSS foundation and (2) a set of 48 community-recommended strategies for alleviating these challenges. Our results show that even well-established and mature organizations still face a variety of individual and project-specific challenges and that it is difficult to design a comprehensive set of processes and guidelines to match the needs and expectations of a diverse and large federated community. Our conceptual challenges model and associated strategies to mitigate them can provide guidance to other OSS foundations and projects helping them in building better support processes and tools to create a successful, thriving community of contributors.

Open Source Software (OSS) development is a collaborative endeavor where expert developers, distributed around the globe create software solutions. Given this characteristic, OSS communities have been studied as technical communities, where stakeholders join and evolve in their careers based on their (often voluntary) code contributions to the project. However, the OSS landscape is slowly changing with more people and companies getting involved in OSS. This means that projects now need people in non-technical roles and activities to keep the project sustainable and evolving. In this paper, we focus on understanding the roles and activities that are part of the current OSS landscape and the different career pathways in OSS. By conducting and analyzing 17 interviews with OSS contributors who are well known in the community, we provide empirical evidence of the existence and importance of community-centric roles (e.g advocate, license manager, community founder) in addition to the well-known project-centric ones (e.g maintainer, core member). However, the community-centric roles typically remain hidden, since these roles may not leave traces in software repositories typically analyzed by researchers. We found that people can build a career in OSS through different roles and activities, with different backgrounds, including those not related to writing software. Furthermore, people's career pathways are fluid, moving between project and community-centric roles. Our work highlights that communities and researchers need to take action to acknowledge the importance of these varied roles, making these roles visible and well-recognized, which can ultimately help attract and retain more people in the OSS projects.