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what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

@szbalint Active efforts to break patterns which result in high conformity.

Active recruiting targeted at underrepresented groups by educational institution, location, activities, communities, leaders/representatives, etc.

Active mentoring. For sufficiently large organisations, a specific cultivation track.

Disciplining, and if necessary, removing, those who thwart or frustrate efforts.

Leading from the top.

Both objective measures AND randomisation.

External accountability.

1/

@szbalint Self-dealing in judging is almost always flawed. Having external parties rate/score process and progress provides an external check.

By randomisation: process _may_ help remove individual bias, but can lock-in institutional or social biases, similarly to AI-induced bias. Going _outside_ available data and randomly assigning roles and responsibilities helps get past this. See:
aeon.co/essays/if-you-can-t-ch

Consider long-term as well as short, results may not be immediate.

2/

@szbalint Have a conflicts-resolution process, and iterate on it.

There will all but certainly be conflicts and disagreements, some merited, some not.

A process should:

1. Collect testimony and evidence without judgement.
2. Minimise risks of onging harm while judgements are being made.
3. Seek restorative rather than retributive justice.
4. Not fail to act decisively where necessary.
5. Offer an appeals process.
6. Seek an improved envrionment rather than merely specifics of the case.

3/

@szbalint 7. Be capable of function against management and executives, not merely line staff.

That process won't work well, especially at first. Recognise this and improve on it. Find outside help in setting up the system, and possibly in operating it.

A voice for workers, probably through a union.

Specific actions for building trust, defusing tensions, detecting factionalisation, and fostering cohesion. I have no idea of good or best practices here, but It Doesn't Just Happen.

4/

@szbalint I'm spitballing, as I hope is obvious, but there's some personal experience and informed research behind at least some of this.

Another approach might be to consider what a NON-diverse workforce might look like, and how it evolves.

Overly-strong reliance on personal relationships (especially in hiring and promoting), no external oversight, fostering factionalism, not acting on slights, tolerating abuse _especially_ in managment, poor leadership, etc., etc.

5/

@szbalint Most key is probably the ability _and practice_ of considering and answering complaints, and of ruthlessly busting through any casually-adopted, bias-concealing practices.

Concepts such as strict meritocracy can be perversely diversity-limiting if they only reinforce socially-determined opportunities and experiences, and focus resources on those already most advantaged.

Incentives may work, but use with care, side-effects are inevitable.

6/

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

what signals healthy diversity to you? 

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