Diversity and Inclusion Recap #4

In this one:

  • Autism self-diagnosis, #SelfDxIsValid
  • Ally Skills
  • Eugenics and deficit ideology
  • “Doing something” about autism
  • Networked protest, inclusion, and coalition building
  • Face blindness
  • 4Chan, GamerGate, and lonely toxic masculinity
  • Reporting on trolls
  • Bathroom bills and controlling women’s bodies
  • Unique ways white women enact racism
  • ASL syntax and injustice
  • Agency and institutions
  • Mental health and policing
  • Hierarchical ableism
  • Accountable activism
  • Racism + ableism
  • Addiction and injustice
  • Disability in America
  • Getting older in tech, life-long learning
  • Design thinking and exclusion
  • Unpacking the “common sense” of bathroom bills
  • Programming and prejudice
  • Technical Majority and Tech Forward
  • Her Story
  • Blog for inclusion
  • Civil rights data
  • Race in architecture
  • Domestic violence, stress cases, and personas
  • Mental health and stigma
  • Dyslexia and tech
  • Ethics in algorithms
  • Aro, ace, cishet, and allosexual
  • Exponential growth devours and corrupts
  • Identity, tribe, and voice
  • Intersectionally exhausted
  • A week as a woman
  • Respectful collection of data
  • Interaction badges
  • Low-functioning and high-functioning labels
  • Autism and LGBTQIA intersectionality
  • The ableism of #EndofDisability
  • Representation in online gaming
  • Uber

Autism self-diagnosis, #SelfDxIsValid

Getting an official autism diagnosis requires time, patience, money, and a quest for professionals in touch with neurodiversity and modern views of autism. The process can be a medical model gauntlet. #SelfDxIsValid

Autism self-diagnosis is a topic that can evoke strong feelings in many people. It isn’t unusual for adults to self-diagnose. It also isn’t unusual to get a lot of push back or even violent threats for self-diagnosis. Why does self-diagnosis make people so angry? More importantly, why do people self-diagnose in the first place? The hostility directed at self-diagnosis is, fundamentally, based in ignorance of what factors lead to its existence: Healthcare inaccessibility, rapidly changing diagnostic tools and the changing face of what autistic people and autism even look like.

While self-diagnosis shares the search for a vocabulary of self-expression, there are more sociological aspects that go into why it is so widespread to begin with. These aspects are not related to Tumblr or other popular social media platforms.

The root of self-diagnosis is a lack of good resources. A lot of people, particularly women and people of color, didn’t get diagnosed as children because autism was seen as a white, male disease. When I compare stories about my early childhood with male autistic peers, I am astounded at the similarities.

Some parents avoided formal diagnosis of their children because they wanted, desperately, for their children to be normal. Many people who were diagnosed later in life have developed their own ways of coping with a world that was not designed for autistics. Life may have been easier for them if they’d had access to certain supports.

As someone who was diagnosed as an adult, I feel the paradox of late diagnosis acutely. On one hand, I wonder if I would have struggled less in school if I’d had access to an individualized education plan, or even the awareness of why life was different for me than it was for my sister or my peers. I stumbled through most of my childhood angry, confused and often alone without knowing what I was doing differently. On the other hand, I feel extremely fortunate and grateful that I have not suffered through the applied behavior analysis and other abuses masquerading as treatment that has deeply scarred many of my autistic peers who were diagnosed as children.

Even if adults have histories and impairments that point to autism, autism is still largely viewed as a children’s disease. As a result, very few professionals can provide adult autism diagnoses. A diagnosis can include up to three days of cognitive testing if you can even find someone who is qualified to perform the tests in the first place.

The difficulty of finding professionals who deal with adult autism isn’t the main limiting factor in diagnosis though. That dubious honor falls to the sheer cost of an official diagnosis. Of the few autism specialists who are qualified to diagnose adults, only a tiny number take insurance.

Source: Autism Self-Diagnosis is not Special Snowflake Syndrome | NOS Magazine

I am also more aware that professional diagnosticians are human too with their own weaknesses and strengths. Some use “clinical judgment” only, like my current psychologist. She flat out denies I can or should receive any testing. Others rely heavily on testing or on developmental interviews. Professionals also have different areas of expertise. My first diagnosis was made under supervision of the psychiatrist at the autism center in the city I lived in at the time. My second diagnosis was also made by a psychologist with expertise in autism. My third official diagnosis, which was partly based on the second, was made by a psychologist with mainly expertise on blind people.

Source: Thoughts on Self-Diagnosis by #ActuallyAutistic People #SelfDXIsValid | Blogging Astrid

Because, getting an autism diagnosis is actually a very grey area. Yes, there are ‘official criteria’ but these are very much up to clinical interpretation, and often different tests are conducted by different professionals, reflecting both their own biases and also those of the country or area they are in. For example, my son was diagnosed by a multi-disciplinary team who were very much into ticking boxes, and conducting a gruelling battery of tests. And in a way that’s what they needed to do as it later became clear to me that they were fresh out of college and very inexperienced. My daughter got her diagnosis from the leading child psychiatrist in the country, who has written many books on autism, has over forty years of experience and is rumoured to be autistic himself. He was able to diagnose her in a much quicker and more efficient manner, using different tests but following the same criteria. He also relied on his experience and picked up on nuances others may have missed, as my daughter’s autism presents in a more atypical manner that doesn’t fit into many of the usual boxes. If she had been seen by those who diagnosed my son, she could have easily been denied a diagnosis. Yet she would have been no less autistic.

And that’s diagnosing autistic children. When I enquired about diagnosing adults, I was told that there were no professionals in my area who could do that through the public health system, and given a short list of private practices, mostly on the other side of the country. And this is where more of the ‘not just black-or-white’ nuance about getting a diagnosis comes in. There are some people who say that self-diagnosed autistics should ‘just go get a diagnosis if you’re so convinced you’re autistic’. They do not take into account the many factors that might go against this. My husband and I have discussed whether or not I should seek an official diagnosis. And have decided against it. Here are some of our reasons:

Source: My thoughts on Self-Diagnosis | autisticzebra

Ally Skills

With guidelines on terminology, terms not to use, workshop discussions, responding to oppression, and future ally work.

Guidelines for future ally work

  • Don’t expect praise and credit for fighting inequality –
  • Follow and support leaders from target groups
  • Assume people from target groups have more knowledge about their oppression and wait for invitation to help or explain
  • Follow your discomfort – if something makes you feel bad, find out more and understand why before reacting
  • When you make a mistake, apologize and move on

Source: Ally Skills

Eugenics and deficit ideology

The GOP is not the only party stuck in deficit model thinking, though it takes grit and bootstrap notions to eugenic lengths.

Trump’s comments are merely an open expression of a long-standing, institutionalized disdain for the poor and the sick.

But the Republican Party expresses this antipathy to dependency in vicious ways and in all avenues of public life. The GOP gets particularly vicious when dependency combines with race (eugenics and racism are toxins that have always reinforced each other anyway).

Republicans target weakness as energetically as eugenicists did. They have embraced capitalism so fully that they will admit no flaw in it. Confronted with inequality, they tell us the problem lies, not with the system, but with the individual and his incurable deficiencies. “We don’t want a dependency culture,” Paul Ryan said in2013. According to the Center for Budget and Policy Priorities, Ryan’s “Better Way” budget would increase the wealth of America’s extreme upper class while prohibiting new funds for the Affordable Care Act and expanding work requirements for welfare recipients. The implications-that the wealthy deserve to be even wealthier, and that the poor are poor because they make bad personal choices-have been long reflected in Ryan’s personal views on the subject.

Race and poverty and disability also intersect in a way that makes the eugenics comparison unavoidable.

Republicans are dedicated to perpetuating that system. Thus they cut welfare for the same reason eugenicists once sterilized the poor: Poor people drain resources better spent elsewhere.

If DeVos funds a voucher expansion in this manner, without also expanding the reach of the ADA, parents of students with disabilities would be trapped in under-funded, under-equipped public school districts. And that’s a throwback to a more discriminatory age of American history. Before the ADA, the IDEA, and the Education for All Handicapped Children Act, children with disabilities weren’t guaranteed access to quality public education. Instead, they were frequently confined to institutions or the home; a few attended disability-specific schools. Many were sterilized under eugenics laws.

If Price’s plan ever becomes federal law, he and his Republican colleagues will force Americans with disabilities back into their traditional role as an inferior class. People with disabilities will live shorter, poorer lives. We already have a real-life example of what this would look like nationally: In Texas, Medicaid cuts have already seriously harmed children with disabilities.

Their ideal society excludes us and every other group ever deemed an obstacle to prosperity. And when they come for us they will call it progress.

Source: Trump Has Turned the GOP Into the Party of Eugenics | New Republic

“Doing something” about autism

If you want to help autistics, ask them what they want. We do not want vaccine scares and eugenics.

  1. Focus on services for adults with autism
  2. Make access to education and autism services more equal
  3. Support research projects that are already in place

Source: If Trump Really Wants To ‘Do Something’ About Autism, Here Are 3 Suggestions | The Huffington Post

Networked protest, inclusion, and coalition building

Face blindness

I love cartoons. 🙂

Here’s what it’s like to watch a new television show or a movie while faceblind:

Source: How Faceblindness Makes TV and Movie Watching a Hot Mess – Autistic Academic

4Chan, GamerGate, and lonely toxic masculinity

Those of us in the tech trenches lived through ElevatorGate and GamerGate–which very much contributed to and presaged our current national and global climate.

Reporting on trolls

Bathroom bills and controlling women’s bodies

Unique ways white women enact racism

1 — White women use their status below white men to deflect from their racism.

2 — White women use their own white femininity as a bludgeon to harm.

3 — White women merge all men into one group while discussing misogyny.

4 — White women use “we’re all women” rhetoric, overwhelming familiarity, and niceties to disarm women and femmes of color.

Source: Unique Ways White Women Enact Racism – Medium

ASL syntax and injustice

Agency and institutions

Attacks on the ACA, Medicaid, and home care are particularly felt by those facing possible institutionalization and the loss of agency.

Mental health and policing

Hierarchical ableism

Accountable activism

Racism + ableism

Addiction and injustice

The notion that drug addiction is a brain disease is catchy but empty: there are virtually no data in humans indicating that addiction is a disease of the brain, in the way that, for instance, Huntington’s or Parkinson’s are diseases of the brain. With these illnesses, one can look at the brains of affected individuals and make accurate predictions about the disease involved and their symptoms.

This situation contributes to unrealistic, costly, and harmful drug policies. If the real problem with drug addiction, for example, is the interaction between the drug itself and an individual’s brain, then the solution to this problem lies in one of two approaches. Either remove the drug from society through policies and law enforcement (for example, drug-free societies) or focus exclusively on the ‘addicted’ individual’s brain as the problem. In both cases, there is neither need for nor interest in understanding the role of socioeconomic factors in maintaining drug use or mediating drug addiction.

An insidious assumption of the diseased brain theory is that any use of certain drugs is considered pathological, even the non-problematic, recreational use that characterizes the experience of the overwhelming majority who ingest these drugs. For example, in a popular US anti-drug campaign, it is implied that one hit of methamphetamine is enough to cause irrevocable damage: http://www.methproject.org/ads/tv/deep-end.html.

For their part, the scientific community has virtually ignored the shameful racial discrimination that occurs in drug law enforcement. The researchers themselves are overwhelmingly white and do not have to live with the consequences of their actions. I don’t have this luxury. Every time I look into the faces of my children or go back to the place of my youth, I am forced to face the decimation that results from the racial discrimination that is so rampant in the application of drug laws and is abetted by arguments poorly grounded in scientific evidence.

Source: Viewing addiction as a brain disease promotes social injustice : Nature Human Behaviour

Disability in America

“You don’t matter.”

“You’re not worth it.”

“You’re not a person.”

In his campaign, and so far in his presidency, that has been Trump’s message to me. And it’s not O.K.

What Trump has done is bullying and shaming people in the worst possible way — by judging them. I think about young people with disabilities. Has Trump given any thought to them? What about the teenager with a disability who’s getting bullied every day at school? What about the kid who has spent more time in the hospital than on the playground? What about the young woman struggling with self-esteem issues, desperately trying to come to terms with her disability? If mocking and bullying are seen as O.K., vulnerable people with disabilities may come to believe that they deserve it. I know from experience that this is a dangerous message to send.

The truth is, I’m afraid. I’m afraid of living in a country that would shun people with disabilities as if they didn’t exist. I’m afraid to live in a country that sends these kinds of messages and think it’s perfectly all right. Because it’s most definitely not all right and never will be.

Source: Disabled, Shunned and Silenced in Trump’s America – The New York Times

Getting older in tech, life long learning

After years of scoffing at talk of prejudice in the information technology field — as a white male with good hair –, I’m starting to call prejudice against my being old(er). It’s true: age discrimination is a real thing.

Since 2008, the number of age discrimination complaints has grown to around 25,000 a year. Some may argue that everywhere we turn these days, someone is complaining about something being unfair. Alright. Let’s not just take complaints into account. But rather, let’s look at the average age of IT workers at well-established companies. Facebook: 28. LinkedIn: 29. Google: 30. To put that into perspective, the average age of all U.S. workers is 42. Well above the average age at these companies. Even Mark Zuckerberg once publicly said, at an event held at Stanford: “I want to stress the importance of being young and technical. Young people are just smarter.”

When I hear someone say they have 20 years of experience, I wonder if that’s really true or if they merely had 1 year of experience 20 times. I’ve known too many developers that used the same techniques they learned in their first year of employment for the entire span of their career.

My point is certainly not that these younger developers were smarter. It’s that many programmers let themselves grow stale. And the bigger problem is, after doing the same year’s worth of experience ten times, many programmers forget how to learn. Not only can it be extremely hard to catch up with ten years of technology, it can be next to impossible if you’ve forgotten how to learn.

If you plan on being in the IT field for more than 10 years, you need to be a lifelong learner. I’ve always been a lifelong learner.

Treat this year as if it were your first year as a developer and assimilate everything you can. Reclaim the energy you had in your first year of coding. Regain the drive you had to prove to yourself and to your employers that you were “all that” for this IT field. Resume reading about tech, playing with new techniques, and persuading others to teach you. Reacquire the excitement of collaborating on newfound knowledge with other developers. Be a lifelong learner and investigate all forms of learning, including:

Source: On Getting Old(er) in Tech

Design thinking and exclusion

Today, the Creative Reaction Lab holds workshops and pursues other projects that address several areas affecting marginalized communities, such as education, employment, and gun and domestic violence. And the workshops aren’t just for designers; they also bring together policy experts, speakers, community partners, and citizens working in different fields. Importantly, they look and sound nothing like a design event. You will not hear Carroll preaching about “design thinking” or solutionism. Rather, the Creative Reaction Lab starts from the premise that design’s greatest value is in exposing the invisible mechanisms of inequality, many of which were by design themselves. Here are three key insights the CRXLAB has gleaned from using design to combat systemic injustice.

DESIGN THINKING HAS AN EXCLUSION PROBLEM

She purposefully describes CRXLAB’s workshops, for example, as spaces that use “creative problem solving” to address instances of inequity, rather than the commonly used “design thinking.” The latter, which originated in the field of design but is now used more broadly in business and social sectors, is a solutions-based process that relies on the feedback of the end user. “While I’m a fan of it, I think it’s flawed, because it’s a system that continues to have outsiders,” says Carroll. The people who are being designed for are invited to give their perspective and to give their feedback, but are otherwise left out of the design process.

the communities that are impacted the most by a movement should have a prominent place in leading the movement. “You cannot say that you are effectively addressing these issues if you are not including the people affected by them into your efforts, and giving them access to power,” Carroll says. To come up with community-led responses to racial inequity in St. Louis, CRXLAB not only consults with the black and Latino communities who experience that inequity; they are the people participating in the workshops, benefiting from the resources, and building out their ideas.

ACT FAST—THEN KEEP ITERATING

Importantly, the workshop did more than just get people together to discuss ideas—it got them to start working on them that night, which built momentum.

“APPROACHES, NOT SOLUTIONS”

These systems are so embedded into history and society they are invisible to many, meaning there’s no one simple thing to solve for. That’s why Carroll prefers to use the word “approaches” rather than “solutions” when talking about the results of CRXLAB’s work. “I like the word ‘approach’ because it shows this is not a finite type of solution—it’s flexible, it’s agile,” she says. “I’m a ‘drops in the bucket’ type of girl.”

Source: Want To Fight Inequality? Forget Design Thinking | Co.Design | business + design

Unpacking the “common sense” of bathroom bills

This thread applies critical thinking to the “common sense” argument for bathroom bills.

Programming and prejudice

With comments from Anil on platforms pretending we’re neutral to avoid regulatory and social infrastructure.

Technical Majority and Tech Forward

Her Story

http://www.herstoryshow.com/season-1/

Blog for inclusion

Civil rights data

Race in architecture

The most craven instincts drove these statements, and they are to be repudiated. They are completely at odds with the fundamentally progressive mission that architecture not only represents, but that virtually every student and faculty member that I know in architecture espouses.

Leadership in the field has to be way more diverse. We need to see a complete sea change in who is running this profession. Because it isn’t just about the diversity of identity politics; it’s about the work that architects create and how they impact the cities in which they work.

As I became more interested in theory and questions around race and my own background and family history, I kept thinking, “Well, why isn’t my experience in the architecture narrative?”

I have an undergraduate education in architecture as well, and I never saw anything about work by black architects or architecture about black people unless it was traditional African architecture or the pyramids in Egypt. That’s as far as it went.

The content of what I was learning was very Eurocentric—the histories, the methodologies, all of the references. You’re in this space of whiteness; my critical questioning came about through a kind of absence of representation.

If we don’t change the body of knowledge, then people will always have that same reaction. You have to change the terms for it to have a profound effect.

The entire hip-hop culture is a critique of failed urban planning and architecture, so who better to now come and try to solve some of those issues than the hip-hop community? Now that you have individuals, such as myself, who went through the traditional architectural educational process, and also grew up in some of these failed areas, we have an opportunity to help solve some of the mistakes of modernism made in urban cities.

When stylistic approaches are applied in different regions, different cities, different states, it restricts the opportunity to create specific vernaculars that speak directly to the people in those communities. Those cookie-cutter approaches—take housing projects, these tall mountainous towers—are directly related to the destruction of African-American communities.

The profession needs to accept this idea that a lot of minorities might not follow some of these stylistic approaches of the past because those approaches have a direct relationship to significant traumas. Architectural curriculum is based on these stylistic approaches, which creates additional problems for new ideas and new concepts.

For a lot of designers and architects starting out, we often have to take very low-paying or unpaid internships. But if you don’t come from a privileged background, you can’t afford to do that.

How can you ask a kid from a minority background whose family doesn’t make that much—and the kid probably has $50,000 to $100,000 in loans—to take a long, unpaid internship? That’s a very unfair thing. In order to improve diversity, they have to completely make unpaid internships against the law.

I think that the greatest thing to happen to diversity was the advent of the internet. If you have a good idea, if you have a good project, don’t wait until somebody gives you an opportunity to take it out there—use the internet as a tool. Don’t wait for people to hand things to you, because you will wait for a very long time.

Source: 16 architects of color speak out about the industry’s race problem – Curbed

Domestic violence, stress cases, and personas

Mental health and stigma

Dyslexia and tech

‘Please enclose your CV and cover letter’. A statement that makes many dyslexics tremble and in itself I’m sure will have stopped thousands of gifted individuals from bothering to apply. When you’re being told that the first thing in the hiring process is to review a CV and cover letter, it’s easy to lose hope. Especially if, like me, you often look down to find your paper empty after 2 hours. All key skills for businesses during these times were based on paperwork, organisation and writing. For some dyslexics, myself included, even writing a simple sentence can cause anxiety.

The arrival of the computer and the adoption of the cloud have been nothing less than a miracle for the dyslexic brain. Social media, in particular, has changed business forever, the combination of web and mobile has dramatically altered people’s way of communicating, which has led to a drastic shift in the needs of businesses, almost overnight. Some content has been reduced to 140 characters instead of long story telling. Many websites have switched from written content to visual. Users’ attention spans have narrowed, making creativity in marketing a key skill.

Dyslexic brains have been identified not as worse or less intelligent, but as different, with different characteristics and capabilities. People with dyslexia may have a learning ‘disability’ when it comes to the traditional way of education. If success is based on spreadsheets and 30 page long documents, then yes, I have a disability. But people with dyslexia can have a different way to approach and process information and often find that they can be very skilled in other areas such as creative and spatial fields with abilities to engage a bigger picture approach. They can often see a problem from various angles at the same time, and sometimes their unique way of viewing the world gives those with dyslexia the advantage of creativity, ideas and imagination. And as technology advances, traditional business goals like productivity can very well become automated. Spreadsheets and documents can very well find and correct grammatical and spelling mistakes. Miraculous software like http://www.grammarly.com take this even further, giving anyone the possibility to write on the web with no grammatical or spelling mistakes, just by having it as an add-on on your browser, balancing thus the scales between dyslexic and non-dyslexic individuals when it comes to writing and changing the lives of people like myself in the workplace.

With this in mind, those with dyslexia can embrace and excel in the current technology climate, where the playing fields appear to have levelled and success is measured in innovative thinking. This is an environment where those with dyslexia could find themselves naturally at the top of the pile and included in determining the future direction of the technology industry itself.

Source: Why breaking down the ignorance to dyslexia will change the world | Jonathan Scott | Pulse | LinkedIn

Ethics in algorithms

Emily Gorcenski on algorithms outing people, facial recognition biases, inferred behaviors, databases, and more.

Aro, ace, cishet, and allosexual

Interesting threads on aro (aromantic), ace (asexual), cishet (cisgender heterosexual), and allosexual (not asexual).

And here’s some great history on the LGBT[QIPA] acronym:

Exponential growth devours and corrupts

The internet and tech are wonders that bring people together. They connect autistic people like me. They connect the disabled. They bring marginalized people together where we can build communities and provide the support and psychological safety we lack in the structurally racist, sexist, ableist, and childist societies our bodies inhabit. Without the internet, many of us would be detached from identity and tribe. We’d have no voice. We’d be unemployed and homeless. We’d be dead.

Technology also sacrifices our souls to growth. Growth is the great corruptor, and the companies running much of the modern economy run on exponential growth. Companies prey on the automatron class. Let’s stop feeding them automatrons and instead educate digital citizens who can take back some power, restore lost humanity, and challenge the post-employment, unpaid internship, automatron economy.

There is no higher God in Silicon Valley than growth. No sacrifice too big for its craving altar. As long as you keep your curve exponential, all your sins will be forgotten at the exit.

Principles are no match for the long-term corrosion of market realities and expectations.

It’s a hyper-evolutionary process that rewards the most extractive, most addictive, most viral strain from the cohort. The key measurement isENGAGEMENT. Who cares about the virtue of the endeavor, as long as your product is maximally addictive.

The normalization of questionable motives in the public perception is key to enabling the next iteration to proceed without obstacle.

Data mining has also successfully been rebranded to the more palatable Machine Learning. Who wants to stop anyone, human or machine, from learning? What are you, the digital taliban?

How can we turn more of the Twitters and Facebooks and Googles into generics? What shifts in underlying technology and cost do we need to hit to make it feasible to run something like Twitter on Wikipedia’s budget (and fund it by donations rather than ads)? What if the next Big Idea looked more like email and less like the walled gardens of today?

Technological and algorithmic advances from closed-source software have been turned into generics via open source. With spectacular commercial success, no less. As one boat sinks, a thousand new ones float. One software company or product’s death is easier to celebrate, rather than mourn, when you know the intellectual organs are giving life to ten new ones.

Yeah, the automatron class. People treated as literal cogs in transportation and delivery machines. Complete with machine-like tolerance specifications for quality. Dip below a 4.7? You’re in trouble. No explanations. No room for a bad day or a bad week because the bills were mounting. No room for humanity, no room for frailty. Just put on your happy face and Have A Great Day.

Friction is interaction. Human psyches rubbing against each other. And in this friction-less society we wonder how on earth someone could vote Brexit or Trump. It wouldn’t be such a mystery if we didn’t do all we could to isolate ourselves from the world.

And I think that’s the truly insidious part of the tech lords solution to everything. This fantasy that they will be greeted as liberators. When the new boss is really a lot like the old boss, except the big stick is replaced with the big algorithm. Depersonalizing all punishment but doling it out just the same.

Because competition is for the little people. Pitting one individual contractor against another in a race to the bottom. Hoarding all the bargaining power at the top. Disparaging any attempts against those at the bottom to organize with unions or otherwise. Ragging on that as “untapped energy”.

As Douglas Rushkoff says, we need a new operating system for startups. The current one will keep producing the same extractive and monopolistic empires we’ve gotten so far. No, what we need is a new crop of companies that are institutionally comfortable with leaving money on the table. Leaving growth on the table. Leaving some conveniences and some progress on the board, in order to lead the world into a better direction.

Source: Exponential growth devours and corrupts

Identity, tribe, and voice

I’m always going on about identity, tribe, and voice. Neurodivergent and disabled kids need these.

Intersectionally exhausted

A week as a woman

Respectful collection of data

  1. Ask affected communities for their input.
  2. Identify whether you truly need all of the information you ask for.
  3. Explain your purpose and your privacy policy.
  4. Offer multi-select checkboxes, not single-select radio buttons.
  5. Allow users to self-describe.
  6. Do not require a response.
  7. Consider your defaults.
  8. Consider the presentation and influence of your survey.
  9. Learn how to write questions about gender and sexuality.

Source: Respectful Collection of Demographic Data – SheNomads – Medium

Interaction badges

I added this interaction badge spotting to my Interaction Badgespost.

Low-functioning and high-functioning labels

I’m so freaking tired of people throwing around functioning labels. “High” functioning autism. “Low” functioning autism. “Moderately,” “mildly,” or “severely” affected by autism.

Aside from the fact that these labels are arbitrary, divisive, imprecise, and inaccurate, they just don’t make sense. As someone (not me) brilliantly stated, “Low functioning means that your strengths are ignored; high functioning means that your deficits are ignored.”

There are several GREAT blog posts about functioning levels written by adult Autistics and by parent allies that discuss functioning labels far more eloquently than I, and I encourage you to read them.

In discussions about treatment, about services, and about “cure,” the false dichotomy between the “levels” of autism is ever-present.

The “high-functioning” people are supposedly “draining resources” needed for others – that’s IF they’re even accepted as truly being autistic and not just “quirky.” (Because of course they’re “too high-functioning” to understand “what it’s REALLY like” to be on the spectrum.)

And the “low-functioning” people are “suffering” and their families are supposedly “desperate” for “any” treatment that will help – be it compliance training, questionable biomed, or even the ever-elusive “cure” of the month being peddled by autism’s many snake-oil salesmen.

NO, I don’t think everyone on the spectrum is the same. YES, people present differently. That’s why it’s considered a “spectrum.” There is a phrase that some people use pretty frequently that describes this well: “If you’ve met one person with autism…you’ve met one person with autism.” Although in recent years that phrase has unfortunately been used unkindly by some autism parents as a dismissive tactic to silence adult Autistics who are “not like my child,” I think the phrase’s original intent before it was twisted by others was to acknowledge the heterogeneity of the autism spectrum.

Source: Respectfully Connected | Face the truth: what you REALLY mean when you say “low-functioning”

Autism and LGBTQIA intersectionality

I added a reference to this piece in my post on Neurodiversity and Gender Non-conformity, Dysphoria and Fluidity.

The ableism of #EndofDisability

A hashtag that smacks of eugenics is not a good choice for a talk on disability.

Representation in online gaming

Overwatch is popular in my house. The release of a new character is a big event. Sombra’s release was eagerly anticipated.

We’ve noticed and appreciate the efforts at diversity, inclusion, and representation. I’m glad to see my elementary school aged boys and their peers playing as the female characters regularly, appreciating the skills of each. There are lessons in inclusive team building based on strengths and differences to be had in Overwatch.

Source: ‘Overwatch’ reveals one of its playable characters is on the autism spectrum

Uber

Susan Fowler’s piece on her year at Uber created a lot of necessary discussion and soul searching. Here are some reactions.

Sexism is a problem everywhere. In politics, in publishing, in academia. If this is a wake-up call for HR, for SREs, and for Uber, then that’s wonderful. But it needs to be more. It needs to be a wake-up call for everyone.

Source: Reflecting on Susan Fowler’s Reflections – Medium

It’s time for Silicon Valley to realize that being a good employee means more than just being good at your job—and that being good to employees means more than just stock options, free snacks, and a foosball table.

Source: An Ex-Uber Coder’s Accusations of Discrimination and Harrassment Show Tech Still Has a Big Problem | WIRED

Affinity Groups, Psychological Safety, and Inclusion

Dig into project-based learning, self-directed learning, and voice and choice, and you’ll find psychological safety at the heart. Dig into privilege, and find psychological safety. Dig into creative teams, affinity groups, Employee Resource Groups (ERGs), Business Resource Groups (BRGs), and Employee Networks (ENs), and find psychological safety.

Psychological safety is necessary to building creative, collaborative teams. We’re learning that in the industries I inhabit, and I see that same learning happening in the self-directed learning space. Students and workers don’t want to leave their real lives at home. They want to design for their real lives–in psychological safety.

At Automattic, we have chat channels and blogs for and by employees belonging to various identity groups. I hang out in our neurodiversity, bluehackers, and over 40 channels, as well as our inclusion channel. I participate on our D&I blog where we talk about making our company more inclusive and compassionate, about designing for the real lives of our employees, our customers, and the full spectrum of humanity. These channels and blogs are distributed ERGs. They are affinity groups where we can share in psychological safety amongst those who understand–and influence our companies and industries.

Kids at school need the same thing. They need identity, tribe, and voice. Kids should be treated at least as well as adults on creative teams. They should have the psychological safety afforded creatives. Kids are nucleation sites of creation when we provide them psychological safety and welcoming tribes who understand their lived experience—and then get out of the way.

Communication is oxygen. Provide the atmosphere, connect tribes, let affinity groups and self-organizing teams develop, and watch students thrive and create.

Cultural competence is a business imperative that can no longer be ignored and employee resource groups must serve as the engine to make us all smarter about the future that awaits.

Source: 7 Ways to Enable Your Employee Resource Groups into a Powerful Advancement Platform

At AT&T, having “a true culture of inclusion where every voice matters” is one of the reasons the company has been so successful in its diversity and inclusion initiatives, says Cynthia Marshall, senior vice president, human resources and chief diversity officer. Over the past decade, the company has created a dozen employee resource groups (ERGs) and employee networks (ENs). ERGs are nonprofit groups that provide support, advocacy, education, mentoring, and more to groups such as women, generations, military veterans, people with disabilities, and members of the LGBT community. ENs are more informal, typically focus on business or professional development issues, and are developed with cross-functional diversity as a priority.

These employee groups provide forums for people with common interests to connect, but that’s not all. “We have people that come in and want to know more about different cultures, so they’ll join that particular ERG and expand their knowledge,” Marshall says.

They help people feel comfortable and heard, and also give other employees the opportunity to learn more about people who are different than they are. In addition, leadership involvement in these groups helps employees find role models and mentors. Marshall says that leadership involvement and behavior modeling is an essential component of an inclusive culture.

Source: How These Top Companies Are Getting Inclusion Right | Fast Company | Business + Innovation

As a result, more companies are leveraging their workforces to reach diverse customers and communities. One way they are doing this is through the innovative use of employee resource groups (ERGs)—voluntary, employee-led groups made up of individuals who join together based on common interests, backgrounds or demographic factors such as gender, race or ethnicity.

That experience motivated me to conduct my own research. I discovered that more than half of the companies with fully developed diversity strategies use their ERGs to improve the business in three ways:

  • First, they make sure employees have an opportunity to be heard, valued and engaged.
  • Second, they gain a better understanding of who their customers are.
  • Last but not least, they get insight on business performance, because smart companies understand that if they don’t grow, they won’t be around very long.

More than 70 percent of the organizations I studied relied on their ERGs to build a workforce that reflected the demographics of their customer base; the thinking was that customers would be more loyal and would feel more comfortable if they did business with people who understand them. Almost 30 percent got assistance from their employee resource groups to increase the organization’s spend with diverse suppliers.

At 90 percent of the companies I examined, ERG members helped new employees to get comfortable during the onboarding process. Studies show that the first 60 to 90 days of employment are a critical time for any new hire, and they can be particularly challenging for members of traditionally underrepresented groups. That short window of time can mean the difference between whether an employee stays for the long run or leaves the organization before the year is out. ERGs can be leveraged to acclimate employees and engender a sense of loyalty and belonging to their new company.

These groups can also be great partners for identifying gaps in an organization’s talent development process. Sixty-three percent of the companies I surveyed have an employee resource group focused on young professionals. Given how fickle Millennial employees can be when it comes to staying at a job, giving them a forum to network and grow is a great way to reduce turnover rates.

Many companies also successfully use their ERGs to improve the organization’s leadership development process, to drive results, to forge relationships, and to ensure alignment between their business and diversity strategies.

The data clearly suggest that employee resource groups are not only good for business—they are essential!

Source: Are Employee Resource Groups Good for Business?

Increasingly, the roles and responsibilities of employee resource groups (ERGs) in organizations must transition from social networks to think-tank type groups that directly impact the business.  The changing face of America’s workforce demands it.  It is an opportunity that will allow the voices of employees to be heard and the power of diverse thinking to influence the new ground-rules that will define the workplace of the future; its workforce, clients and consumers.    Employee resource groups that serve only as social networks will do little to strengthen the voices and identities of those who must represent the leadership of America’s future.

For ERGs to transition into think-tank type groups requires consistent participation, with active members that remain engaged to advance its mission to impact the business.  In many companies, ERGs are being forced to redefine their “engagement model” in order to recruit and retain long-term volunteer participation that is purposeful and that rewards employees for their efforts – by helping them advance their careers, develop their leadership skills, and gain greater visibility with and access to senior executives so that they can get discovered.

ERGs must become smarter about defining what they are ultimately trying to accomplish for themselves and the business, and then create a metric to enforce accountability to assure their objectives are being measured and attained.   ERGs are only as effective as the overall commitment of their members and the incremental benefits they receive for their participation.   ERGs must view themselves as a formidable advancement platform for talent and business development activity.  They must be focused on defining a value proposition that is more strategically aligned to seeing and seizing business innovation and growth opportunities that are directly related to one’s cultural, gender, sexual-orientation and societal identity.  ERGs must become more deliberate in how to enable unique thinking into different points of view and perspectives that translate into solutions to meet corporate growth objectives and initiatives across channels, brands and business units.

Cultural competence is a business imperative that can no longer be ignored and employee resource groups must serve as the engine to make us all smarter about the future that awaits.

Source: 7 Ways to Enable Your Employee Resource Groups into a Powerful Advancement Platform

Many of our readers here know that leading an Employee Resource Group also means stretching beyond what’s comfortable, on multiple, frequent levels.

But I have seen firsthand the stories of people identifying as LGBT or working in support of LGBT equality at work – who have emerged in their companies as stronger leaders as a result of that work. I have seen this occur over and over; it has in fact happened to me, and transformed my leadership skills and style. I have come to embrace the challenges I’ve faced – both real and perceived – as a gift which shaped the uniqueness with which I show up in the world. Some of my inspiring colleagues took their own quantum leap by coming out in the workplace, while others began their transformation or connected the dots in one of our programs. As a result, many managers of these individuals are seeing their leadership show up differently. Our hope is more and more leaders are able to align their diversity story with their leadership journey. This would go a long way towards building more inclusive workplaces.

In our keynotes and workshops, we provide tools, techniques, and a trusting environment in which LGBTA employees can find their individual voice in ERGs at work and, as they do, in their role as leaders in those ERGs and in the company at large.

ERGs are workplace teams, and leading them means being able to feel confident, the way Scott did, or communicate the way Benjamin did. Openness about one’s diversity story empowers others, provides role models and is a universal leveler in which the common denominator is not only one’s humanity but also one’s strength and ability to guide others and act in an informed, constructive way.

Source: Aligning With Our Own Diversity Story Makes Us Better Leaders | Diversity Best Practices

Tolanda Tolbert, PhD, Director of the Inclusive Leadership Initiative of the Catalyst Group, responded with a fascinating idea. She points to Employee Resource Groups, (ERGs) the voluntary, employee-led organizations that typically work to smooth the way for their members, but which have been increasingly tackling the thornier issues of race, inclusion and justice in their companies and communities.

“We would suggest that the work that most ERGs do could be leveraged to create a space where the targeted communities and the authorities could meet and have a dialog,” she says, referring to the police and aggrieved activists in Charlotte. “We could also see ERGs functioning as advisors to either side of this conversation-working as a bridge to communication,” she says.

Tolbert, who studies and consults with ERGs as part of her job, thinks they can grow into a management force for change. “For example, imagine that situation with Arizona passing discriminatory laws,” she says. “We could see an ERG telling their leadership not to have their annual conference in a location, or to stop sponsorship of an event.”

Source: Charlotte Violence: How Employees Can Make A Difference | Fortune.com

Our employees are a bridge to our customers. So it’s important that they feel encouraged to contribute their unique insight and skills to help solve some of the most complex technology challenges. We support seven major employee groups and over 40 employee networks that help us build a supportive community across Microsoft.

Source: Global Diversity and Inclusion Home

Enrichment occurs when our workplace participation leaves us energized instead of exhausted, enhances our personal identity rather than diminishes it, and provides us with skills and tools that will help us not only survive but thrive in our lives outside of work.

So how can organizations help support work-life enrichment for their employees? I reflect on that question often as I work with the organizations in our Boston College Workforce Roundtable and consider how they can enhance their employees’ work experience. In a presentation at our recent Roundtable Spring Meeting, we heard from Jennifer Brown, Founder and CEO of Jennifer Brown Consulting, a thought leader on Employee Resource Groups (ERGs). She discussed the progression of these employee networks from their origins as “affinity groups” for diverse employees, helping people connect with like others. She then highlighted the on-going transformation of these networks to Business Resource Groups (BRGs). BRGs are the new trend in employee networks, and are highly connected to organizational strategy and defined business goals. ERGs or BRGs can assist with recruiting new employees of diverse backgrounds, developing and marketing products and services to an increasingly diverse marketplace, and providing opportunities for professional growth and advancement for participants.

The evolution of these employee networks offer meaningful opportunities for employees to network, grow, learn and be energized by their experiences. In short, they can promote work-life enrichment.

While the benefits of participating in an ERG transcend the relationships formed, the message that resonated with me most was employers affording employees an opportunity to connect with others, not necessarily of similar backgrounds, but with similar interests. I realized how important making those personal and professional connections has been to me and my own job satisfaction, and recalled the research from Gallup and others on the importance of having “friends” and close colleagues at work.

Participating in an ERG can be one way to enhance the employee experience. By connecting with others, developing relationships and leadership skills, and contributing back to the community, employees may be energized and feel a greater sense of alliance with the organization. Beyond their original intent to catalyze organizational diversity, today ERGs have the potential to foster work-life enrichment and therefore become a worthwhile investment for the company as a whole.

Source: Employee Resource Groups and Work-Life Enrichment | Jennifer Sabatini Fraone | Pulse | LinkedIn

Employee Resource Groups (ERGs) have existed in organizations for more than 40 years. In the past 5 years, however, ERGs have evolved from networking groups that promote diversity and inclusion to become key contributors to business strategy and operations. In our current global economy, multicultural competency and understanding is critical for business success. ERGs can utilize employee knowledge and expertise for talent management (recruitment/retention of diverse employees); to create culturally sensitive product development, marketing, and customer service as well as supplier diversity; and for building an inclusive and engaged workforce. ERGs are known by various names including affinity groups, employee networks and diversity councils. DiversityInc found that organizations often use the word “resource” to reflect the benefits of ERGs to the business mission, approach and outcomes. Welbourne, Rolf & Schlachter (2015) suggest that the term “business resource group” will be used more in the future to emphasize the benefits of ERGs to both employees and organizations.

The ERGs with the most traction and interest tend to be those ERGs that are closely linked to business strategy. When employees perceive their efforts to as directly impacting business outcomes, they are more likely to get involved (Mercer, 2011).

Employee Resource Groups have evolved from employee support networks created to achieve diversity and inclusion to a strategic resources that enhances business outcomes in the following areas:

  1. Involve employees in recruitment and talent management efforts
  2. Offer leadership development and mentoring opportunities
  3. Capitalize on the knowledge of diverse employees to create consumer sensitive branding and product development
  4. Create an engaged and inclusive work environment
  5. Promote your organization as an employer of choice and community partner

Source: Employee Resource Groups: A Strategic Business Resource for Today’s Workplace

The Gift: LD/ADHD Reframed

This talk by Jonathan Mooney is social model music. I include it in my primer on the social model for minds and bodies. Mooney provides necessary insight into neurodivergent learners. Every minute is worth your time. I’ve pulled quotes from the talk below, as well as a handful of quotes from the introduction to his book Learning Outside The Lines: Two Ivy League Students With Learning Disabilities And ADHD Give You The Tools For Academic Success and Educational Revolution.

Mooney’s perspective offers many takeaways. Two critical ones for me are these rules of thumb.

  • agent > patient
  • identity > diagnosis

Challenge our definition of where disability lies.

We’ve built an entire edifice of intervention that’s about fixing people.

It’s not their minds or bodies that truly disable them. It’s how environment reacts to those differences. That’s where disability lies. Folks don’t have disability, they experience disability in environments that aren’t accessible and inclusive.

We should spend more time talking about how we change the environment that surrounds people and not the people themselves.

I did not overcome dyslexia. I overcame dysteachia. I overcame environments that weren’t built for my brain.

It’s that narrow definition of intelligence, behavior, and motivation that is really my disability. Not dyslexia, not ADHD.

In many learning environments we think good kids sit still. The good kid is the compliant kid.

Young folks like me are given the identity of being bad.

“What is your problem?” If I had a nickel for every time I heard that word in my life.

I was given this identity that I was a problem because of a norm in the environment that good kids sit still.

Difficult children make interesting adults.

We’ve built learning environments based on the myth that appropriate and valuable human behavior is about compliance.

We have conflated reading with intelligence.

We’ve left so many brains out.

We shouldn’t be asking ourselves, “how smart am I?” We should be asking, “how am I smart?”

I had overcome not ADHD, but I had overcome the feeling of being the defective person morally because I didn’t comply to the myth that good kids are compliant.

Intrinsic motivators are drivers like autonomy, mastery, and purpose.

We’ve built most of our learning environments with sticks and carrots.

We’ve negated the power of choice and the power of letting folks craft an education that is grounded in their aspirations, their vision for themselves.

How do we build learning environments that embrace intrinsic motivation: autonomy, mastery, and purpose?

An essential component of my journey was an identity transformation from being a patient to being an agent.

You don’t need somebody to fix you. You need somebody to fight for you, and with you, because what’s happening to you is an injustice.

It ain’t right for somebody to be marginalized for a difference.

I need to cultivate a rights based paradigm, a diversity framework, and I need to become an advocate against what is a form of discrimination and marginalization. That’s an important transformation in agency.

You gotta fight against this, you gotta be an advocate, you gotta have a voice in your education.

Consistently cultivate the language of high expectations.

Y’all know the file, right? This has been the thing that had been following me since I started special education. Those things are thick and deep. KGB got nothing on special ed.

That’s agency. That’s somebody who refuses to negate somebody’s humanity because of a label.

We spend so much time talking about the problem, we lose the person.

We spend so much time captured in this language of deficit that we lower expectations.

We’ve built this whole infrastructure about fixing folks, about turning people into passive recipients of treatment and service, of turning people into patients. But being a patient is the most disempowered place a human being can be.

We need to cultivate a sense of agency in people which is the opposite of patient hood.

The most meaningful interventions, the most meaningful people in my life were people who cultivated a sense of agency.

Real intellectuals, they don’t care how you get there, they just want you to get there.

He was gonna hold me to the highest expectations, but he was gonna give me multiple ways to meet those expectations. And that is what an agency education is all about.

How well I know something is more important than how fast I know something. We are not trying to educate a generation of Jeopardy contestants.

Accommodate, and change the environment.

Multiple ways to reach those expectations with a flexibility in the classroom that was inclusive of learning diversity.

Switch from a deficit paradigm to an asset-based strength paradigm.

When all we do is fix people, the message we give to them is that they are broken. Nobody lives a meaningful life feeling broken.

It’s essential that we cultivate that capability framework, that asset based framework.

The moment that I could switch from what’s wrong with me to what’s right with me was a significant part of my journey.

Most of my education was all about what I couldn’t do.

We spent thousands dollars, thousands of hours on trying to fix one trait, frankly, perhaps the most irrelevant trait in the world in the 21st century, and that is spelling. God bless spellchecker.

The energy gone into fixing spelling, to worrying about spelling, it’s staggering.

All week we invested time, money, and relationship capital on fixing that irrelevant trait.

We’re not doing the spelling test today. We’re ditching school and going to the zoo.

The reporter asked me, “Jonathan, give my an inspiring message about how you got to Brown University for young people.” And I said, “ditch school.” Because what we and my mom did every Friday was we spent time getting good at something. We spent time developing strength. She literally called it the “get good at something day.” We spent time being interested in the world. We spent time figuring out where my capacities were, talking about how to make my way in the world with my capacities, not my deficits, but my assets. That was a radical shift in my life.

There is research is piling up every day that shows that school, including higher education, is trying to create generalists for a world of specialists.

More than ever the world rewards specialist knowledge.

School is the only place where we ask human beings to be good at all things.

We need to challenge how we’re forcing everyone to be the same in our educational models with this ideal notion of a generalist approach to being successful. The most successful human beings aren’t good at everything, they’re good at one or two things and they scale those strengths. How do they mitigate those weaknesses? They mitigate those weaknesses the way we all do, with teams, technology, and support.

I married my spellchecker. It’s called strategic mating.

We build supportive networks, we use technology, and we build a life not about what’s wrong with us, we build a life around what’s right with us.

We have built learning environments, our culture, our communities, around the myth of normal and average. That myth of normal and average has bombarded all people with a pervasive imperative that to be okay as a human being, to be acceptable as a human, you have to strive for this mythical norm, this mythical average, which by definition does not exist.

We didn’t have the word normal in the English language until the 1860s. Normal is a product linguistically of the industrial revolution , of standardizing production, of moving in a place that’s forcing people to fit that standardized mold. Normal is a statistical concept, not a fact in the world.

Challenging that myth of normal is a philosophical imperative because we are doubling down normal.

We have a medical community that’s found a sickness for every single human difference. DSM keeps growing every single year with new ways to be defective, with new ways to be lessened.

The myth of normal is what’s broken, and the identity that, if you don’t fit it, that you are less than, that’s what’s broken. We need to reframe what we problematize, not bodies, not difference, but this pervasive imperative to be normal.

All progress, all evolution, is driven by deviations from the norms.

All evolution and progress is driven by mutations and deviations. If we lose that, if we eradicate that, we have lost our strength as a community, as a society.

Disability industrial complex is all about what people can’t do. We spend most of our time trying to fix what they can’t do. When all we do is fix people the message we give to them is that they are broken.

We have created a system that has you submit yourself, or your child, to patient hood to access the right to learn differently. The right to learn differently should be a universal human right that’s not mediated by a diagnosis.

Source: Jonathan Mooney: “The Gift: LD/ADHD Reframed” – YouTube

Learning Outside the Lines

For centuries, the word stupid, combined with various intensifiers like bad, lazy, willful, or weak has been used to create a moral “diagnosis.” That moral diagnosis has ruined millions of lives.

Our life struggles had more to do with freeing ourselves from the institution of education than transcending our own personal weakness.

It is a loss and a crime when creativity, alternative learning skills, and an individualized education take a back seat to rote memorization, standardized testing, and the misconception that all people learn the same way.

Education is one of the most beautiful and liberating things we can pursue in our lives, but too often it is approached as a restrictive, punitive, linear, and moralistic act.

Throughout our lives, we had looked to the idea of succeeding in school to define our worth and our intelligence. In childhood, we were told we were defective goods, and to be better we had to be other than what we were.

Ultimately our diagnoses and the subsequent attempts at intervention allowed people to blame us, two powerless kids, for our failure instead of turning a critical eye toward the environment. It took us fifteen years of personal and academic struggle to stop blaming ourselves, to stop believing that we are inherently defective like “they” thought, and to come to realize how profound an effect the environment had on our inability to succeed. Only as time went on did simple interventions like the ability to get up out of our seats, the use of a spell checker, and progressive ideas like project-based learning and other modifications to the learning environment allow the pathology to slip into irrelevance and enable us to be successful. Our hard wiring is a simple cognitive difference. We all have them. But an oppressive educational environment that blames children for their failures caused us to grow up with the stigma of pathology.

Behavior becomes a social indicator of morality, marking which kids are good kids and which kids are bad, and the highest value is one of conformity, passivity, and obedience.

The underlying notion is that all kids develop at the same time in a linear, sequential manner, and if some kids cannot read early, they are not intelligent. This environment gave us an identity at a time when our personality was malleable, an identity that revolved around the teacher, the authority figure in the room. We did not question the rules and the identity handed to us. We were taught that sitting still and getting gold stars on our math homework were more important than art and ideas, and much more important than what kind of people we were and how we treated other kids.

Mooney, Jonathan; Cole, David (2014-07-01). Learning Outside The Lines: Two Ivy League Students With Learning Disabilities And Adhd Give You The Tools F. Touchstone. Kindle Edition.

The Effects of Authority, Compliance, and Pathologizing Students

Two pieces on authority in education and a piece on side effects in education caught my eye on social media this week. The first is a Bruce Levine piece from 2012 on Why Anti-Authoritarians are Diagnosed as Mentally Ill that resonates with this social model self-advocate. Neurodivergent and disabled folks are medicalized, pathologized, and written off at school. Levine’s narrative complements Jonathan Mooney’s Learning Outside The Lines and Alan Schwarz’s ADHD Nation.

Having steered the higher-education terrain for a decade of my life, I know that degrees and credentials are primarily badges of compliance. Those with extended schooling have lived for many years in a world where one routinely conforms to the demands of authorities.

So authoritarians financially marginalize those who buck the system, they criminalize anti-authoritarianism, they psychopathologize anti-authoritarians, and they market drugs for their “cure.”

Second is a piece by Seth Godin on how school conditions us to accept working under authority rather than working with each other. Education has a deficit of collaboration.

We build school around the idea of powerful teachers, coaches and authority figures telling us what to do.

In our connected, networked world, communication is oxygen and collaboration–not deference to authority–is our way forward.

The third is great longform by Yong Zhao on side effects in education.

But side effects exist the same way in education as in medicine. For many reasons, studying and reporting side effects simultaneously as has been mandated for medical products is not common in education.

It is difficult for an educational system that wishes to cultivate a homogenous workforce to also expect a diverse population of individuals who are creative and entrepreneurial. Research has also shown that test scores and knowledge acquisition can come at the expense of curiosity and confidence.

What are the effects and side effects of the deficit model, compliance culture, and willful unawareness of structural problems and social injustice? They exact a huge toll on the marginalized and the different. Put a warning label on our systems.

Pathologizing Anti-Authoritarians

In my career as a psychologist, I have talked with hundreds of people previously diagnosed by other professionals with oppositional defiant disorder, attention deficit hyperactive disorder, anxiety disorder and other psychiatric illnesses, and I am struck by (1) how many of those diagnosed are essentially anti-authoritarians, and (2) how those professionals who have diagnosed them are not.

Anti-authoritarians question whether an authority is a legitimate one before taking that authority seriously. Evaluating the legitimacy of authorities includes assessing whether or not authorities actually know what they are talking about, are honest, and care about those people who are respecting their authority. And when anti-authoritarians assess an authority to be illegitimate, they challenge and resist that authority-sometimes aggressively and sometimes passive-aggressively, sometimes wisely and sometimes not.

Some activists lament how few anti-authoritarians there appear to be in the United States. One reason could be that many natural anti-authoritarians are now psychopathologized and medicated before they achieve political consciousness of society’s most oppressive authorities.

The selection and socialization of mental health professionals tends to breed out many anti-authoritarians. Having steered the higher-education terrain for a decade of my life, I know that degrees and credentials are primarily badges of compliance. Those with extended schooling have lived for many years in a world where one routinely conforms to the demands of authorities. Thus for many MDs and PhDs, people different from them who reject this attentional and behavioral compliance appear to be from another world-a diagnosable one.

I have found that most psychologists, psychiatrists, and other mental health professionals are not only extraordinarily compliant with authorities but also unaware of the magnitude of their obedience. And it also has become clear to me that the anti-authoritarianism of their patients creates enormous anxiety for these professionals, and their anxiety fuels diagnoses and treatments.

Do we really want to diagnose and medicate everyone with “deficits in rule-governed behavior”?

So authoritarians financially marginalize those who buck the system, they criminalize anti-authoritarianism, they psychopathologize anti-authoritarians, and they market drugs for their “cure.”

Source: Why Anti-Authoritarians are Diagnosed as Mentally Ill

Author and clinical psychologist Bruce Levine sits down with Open Paradigm to discuss society’s relationship to drugs, psychiatry’s increasing credibility issue, and the cultural response to incidents of mass violence.

With > Over

For thousands of years, we’ve built our culture to teach people to not only tolerate a powerful overlord, but in a vacuum, to seek one out. We build school around the idea of powerful teachers, coaches and authority figures telling us what to do. We go to the placement office to seek a job, instead of starting our own thing, because we’ve been taught that this is the way it works, it’s reliable, it’s safer.

And so we’re pushed to begin with under, not with.

The connection economy begins to undermine this dynamic. But it’s frightening. It’s frightening to have your own media channel, your own platform, your own ability to craft a community and 1,000 true fans. So instead, we seek out someone to tell us what to do, to trade this for that.

I think it’s becoming clear that power doesn’t scale like it used to. Too many unders and not enough withs.

But, each of us can change our perspective, as soon as we’re ready.

Find your with.

Source: Seth’s Blog: Over/with

Side Effects in Education

Educational research has typically focused exclusively on the benefits, intended effects of products, programs, policies, and practices, as if there were no adverse side effects. But side effects exist the same way in education as in medicine. For many reasons, studying and reporting side effects simultaneously as has been mandated for medical products is not common in education.

In this article just published in the Journal of Educational Change, I discuss why education must learn the important lesson of studying and reporting side effects from medical research. Side effects in education occur for a number of reasons.

First, time is a constant. When you spend time on one task, you cannot spend the same amount on another. When a child is given extra instruction in reading, he/she cannot spend the same time on arts or music. When a school focuses only on two or three subjects, its students would not have the time to learn something else. When a school system only focuses on a few subjects such as reading and math, students won’t have time to do other and perhaps more important things.

Second, recourses are limited. When it is put into one activity, it cannot be spent on other. When school resources are devoted to the common core, other subjects become peripheral. When schools are forced to only focus on raising test scores, activities that may promote students’ long-term growth are sidelined.

Third, some educational outcomes are inherently contradictory. It is difficult for an educational system that wishes to cultivate a homogenous workforce to also expect a diverse population of individuals who are creative and entrepreneurial. Research has also shown that test scores and knowledge acquisition can come at the expense of curiosity and confidence.

Fourth, the same products may work differently for different individuals, in different contexts. Some people are allergic to penicillin. Some drugs have negative consequences when taken with alcohol. Likewise, some practices, such as direct instruction may work better for knowledge transmission, but not for long term exploration. Charter schools may favor those who have a choice (can make a choice) at the costs of those who are not able to take advantage of it.

Source: Education in the Age of Globalization » Blog Archive » What Works Can Hurt: Side Effects in Education

Canned Emotional Skills and School Pride

These programs often include conformist type activities to promote school pride. Gifted kids often struggle with authoritarianism and can have behavioral issues due to mis-fitting educational experiences. If they feel teachers or the system isn’t understanding or working with their needs, they are going to struggle with school pride.

Source: Danger in a Can: Why Canned Social-Emotional Skill Programs in Schools Can Harm Gifted Students More Than Help Them – SENG

Neurodiversity and Cognition Representation

Discussion at Automattic about our branding guide and D&I statement has me thinking about neurodiversity representation.

From our D&I statement:

Diversity typically includes, but is not limited to, differences in race, gender, sexual orientation, gender identity or expression, political and religious affiliation, socioeconomic background, cultural background, geographic location, physical disabilities and abilities, relationship status, veteran status, and age.

People want to see themselves represented when they read these lists of identities. Disability is often forgotten when talking diversity. Contributor covenants and corporate D&I statements are much better about including disability these days, but disability is still forgotten or diminished in many communities and movements.

While we’re getting better at acknowledging disability, neurodiversity is almost always forgotten. It’s not even on the radar. The biggest part of my identity–my operating system, my sizzling wires–doesn’t make these lists.

Perhaps we can acknowledge neurodiversity by adopting the “infinite variation in neurocognitive functioning” language that many neurodiversity self-advocates use. The social model applies to minds and bodies. Let’s not leave out the minds. Our varied operating systems make teams great. Acknowledging neurodiversity can be as simple as introducing the word “cognition”. Neurodiversity communities often use “wiring” and “operating system” metaphors, but “cognition” seems better for a general audience. The dictionary definition suits:

the mental action or process of acquiring knowledge and understanding through thought, experience, and the senses.

Adding “cognition” provides neurodiversity representation without pathologizing. I can see myself in that word, but I’m steeped in the language of the social model. Do you see yourself in the word cognition? Is it too clinical and scary? I prefer social model language to medical model language (identity > diagnosis, agent > patient), but cognition shows up in pretty much every definition of neurodiversity. Neurodiversity is the social model for cognition.

Neurodiversity is the diversity of human brains and minds – the infinite variation in neurocognitive functioning within our species.

The neurodiversity paradigm is a specific perspective on neurodiversity – a perspective or approach that boils down to these fundamental principles:

1.) Neurodiversity is a natural and valuable form of human diversity.

2.) The idea that there is one “normal” or “healthy” type of brain or mind, or one “right” style of neurocognitive functioning, is a culturally constructed fiction, no more valid (and no more conducive to a healthy society or to the overall well-being of humanity) than the idea that there is one “normal” or “right” ethnicity, gender, or culture.

3.) The social dynamics that manifest in regard to neurodiversity are similar to the social dynamics that manifest in regard to other forms of human diversity (e.g., diversity of ethnicity, gender, or culture). These dynamics include the dynamics of social power inequalities, and also the dynamics by which diversity, when embraced, acts as a source of creative potential.

Source: Neurodiversity: Some Basic Terms & Definitions

The word “neurodiversity” was coined in the 1990s by an Australian sociology grad student named Judy Singer after reading a book about the social model of disability, which proposes that disability is a product of the way society is organised, rather than by limitations imposed by a person’s condition. In a world without wheelchair ramps and accessible buildings, wheelchair users have very few choices about where they can go. But in a world that accommodates wheelchair users, they have many more choices. Neurodiversity extends the social model of disability into the realm of cognitive differences like autism, dyslexia, and ADHD. How can we make the world safer and more welcoming to people with these conditions so they can lead happier, healthier, and more autonomous lives? That’s the question that the neurodiversity movement asks.

Source: Steve Silberman recommends the best books on Autism

Neurodiversity: the notion that conditions like autism, dyslexia, and attention-deficit/hyperactivity disorder (ADHD) should be regarded as naturally occurring cognitive variations with distinctive strengths that have contributed to the evolution of technology and culture rather than mere checklists of deficits and dysfunctions.

Source: NeuroTribes: The Legacy of Autism and the Future of Neurodiversity

Human cognitive diversity exists for a reason; our differences are the genius – and the conscience – of our species.

Source: A Thousand Rivers: What The Modern World Has Forgotten About Children And Learning

Through the lens of the neurodiversity paradigm, the pathology paradigm’s medicalized framing of autism and various other constellations of neurological, cognitive, and behavioral characteristics as “disorders” or “conditions” can be seen for what it is: a social construction rooted in cultural norms and social power inequalities, rather than a “scientifically objective” description of reality.

Source: Autism and the Pathology Paradigm

Diversity & Inclusion Recap #3

A recap of my past week of continuous D&I learning—with selections discovered through friends and peers in tech, education, neurodiversity, LGBTQ, and disability communities. Thanks for sharing.

In this one:

  • All that we share
  • Sexist things teachers says
  • Coding pipelines
  • Acceptance > Awareness
  • Women in executive roles
  • Disability representation in stock photography, invisible disability
  • The Bell Curve of Despair
  • Making it through
  • Tolerance and the Paradox of Free Speech
  • Born to learn, collaborative learning communities
  • Educate for massive software driven change
  • Diversity Hiring
  • Rethinking Learning to Read
  • Ableist Job Requirements
  • Autism Diagnosis Rates, Anti-vaxx Pseudoscience
  • Teen Vogue
  • Context Matters, Identity First
  • Diversity and Unpaid Internships
  • Tech Soul Searching and Solidarity
  • Mindfulness and bikeshedding the deficit model
  • LambdaConf and Codes of Conduct
  • Ex-evangelical Perspective
  • White male views on diversity
  • Inspiration Porn
  • Hackathon for reconciliation
  • Responsible Communication Style Guide
  • Community Event Planning
  • Language and structural racism
  • #ActuallyAutistic perspective on High Functioning and Low Functioning labels

All that we share

Compassion and inclusion.

Sexist things teachers says

Coding pipelines

Credentialist systems with their pipeline problems and meritocracy myths are not the only ways into tech. There are a diversity of learning paths. Degrees are not always required. Teams are often more STEAM than STEM. My path included a CS degree, but times, and teams, have changed. We acknowledge the meritocracy myth and pipeline problems and recognize that teams and companies built solely from deficit model credentialism are missing true diversity and inclusion.

Politicians routinely bemoan the loss of good blue-collar jobs. Work like that is correctly seen as a pillar of civil middle-class society. And it may yet be again. What if the next big blue-collar job category is already here-and it’s programming? What if we regarded code not as a high-stakes, sexy affair, but the equivalent of skilled work at a Chrysler plant?

Among other things, it would change training for programming jobs-and who gets encouraged to pursue them. As my friend Anil Dash, a technology thinker and entrepreneur, notes, teachers and businesses would spend less time urging kids to do expensive four-year computer-­science degrees and instead introduce more code at the vocational level in high school. You could learn how to do it at a community college; midcareer folks would attend intense months-long programs like Dev Bootcamp. There’d be less focus on the wunderkinds and more on the proletariat.

Source: The Next Big Blue-Collar Job Is Coding | WIRED

Acceptance > Awareness

One of my rules of thumb for human systems is acceptance > awareness. Awareness focuses on deficits. Acceptance focuses on inclusion.

Source: Acceptance > Awareness – Ryan Boren

Women in executive roles

We recently conducted a study of more than 10,000 senior executives who were competing for top management jobs in the UK. We found that women were indeed less likely than men to apply for these jobs, but here’s the interesting part: We found that women were much less likely to apply for a job if they had been rejected for a similar job in the past. Of course, men were also less likely to apply if they had been rejected, but the effect was much stronger for women – more than 1.5 times as strong.

The implications here are not trivial, because rejection is a routine part of corporate life. Employees regularly get rejected for promotions, job transfers, important project assignments, and so on. To reach the top of the organization, people need to keep playing the game, over and over again, even after repeated disappointments. So even small differences between how men and women respond to rejection could lead to big differences over time.

To investigate this effect further, we interviewed top women executives about their experiences in recruitment processes and found a common complaint: dissatisfaction and frustration with how those processes were managed. For example, the CFO of a biotech company recalled that she had been considered for a CEO position. After failing to get the job after many rounds of interviews, she had been left with the impression that she was asked to apply merely because she was female and the firm needed a woman on the shortlist – not because the company was serious about hiring her. This may or may not have been true, but that’s the impression she had, and as a result she said she would be unlikely to put herself through a similar process in the future.

Women’s decisions to remove themselves from competition after having been rejected is driven partly by their experience of being a negatively stereotyped minority in the executive labor market. Think about it – women executives were coming to the table with past experiences of being in the minority, and they may have been in situations in which they felt like outsiders or felt that their leadership ability wasn’t recognized. Because the majority of men had generally not been subject to these same situations, men were less likely to take rejection as a signal that they did not belong in the corner offices, and therefore such disappointments had less of a negative impact on their willingness to apply again.

And, by the way, this same underlying mechanism should apply to any underrepresented group. In other words, what we found is not that there’s something unique about women; it’s that women are a minority, and minorities are often not perceived as legitimate leaders. Indeed, we would expect that men would behave in the same way in contexts where they were seen as illegitimate or outsiders.

Source: Women Are Less Likely to Apply for Executive Roles If They’ve Been Rejected Before

Disability representation in stock photography, invisible disability

On disability tropes in stock photography.

1. Use a (manual) wheelchair.

How else will anyone know? Other mobility aids don’t really count – do you see them on parking spaces and bathroom signs? Yeah, didn’t think so. If you want people to believe that you’re disabled, you have to prove it to them in a familiar, comfortable way. Then they’ll know how much misguided guilt to project onto you, what to assume about your self-esteem, which questions are okay to ask (spoiler: doesn’t matter, they’ll ask anyway), and exactly how often to ponder the intricacies of your sex life.

Invisible disabilities are useless in stock photos and particularly cruel to your audience. Could you imagine if they knew that disabled people are everywhere, all the time, even if they don’t realize it? And that supporting us involves more than installing ramps or calling Trump out on being a big bad meanie? The world would cease to turn! Nondisabled people can’t be bothered with that sort of critical thinking. So keep it simple and stick with the tried and true. There are a couple of exceptions — namely, white canes for blind folks and prosthetics for athletes or veterans — but otherwise, get yourself a chair that looks like it came straight out of a hospital in 1972.

Source: How To Be Disabled, According to Stock Photography | Autostraddle

The Bell Curve of Despair

More than 2,200 young people between the ages of 16 and 25 were surveyed by the Prince’s Trust charity. Nearly half (45 per cent) said that they did not believe in themselves when they were at school. And 48 per cent said that they experienced problems during their school years that prevented them from concentrating on their academic work.

Of these, 46 per cent did not talk to anyone about their problems. Largely, this was because they did not want other people to know that they were struggling. And more than half (58 per cent) did not think that asking for help would solve the problem.

The survey is the eighth such study conducted by the Prince’s Trust. This year, young people’s levels of happiness and confidence were at their lowest level since the first survey was commissioned.

Source: Young people are so troubled they can’t focus at school | News

Making it through

With ableist, eugenicist, white supremacist authoritarianism on the rise, the history presented in NeuroTribes is all too relevant.

Tolerance and the Paradox of Free Speech

Born to learn, collaborative learning communities

This piece fits my communication is oxygen, psychological safety, structural ideology, hacker ethos, social model for minds and bodies, and collaboration narratives.

Research has confirmed what most parents of young children can already see for themselves – that children are born to learn, rather than to be taught, as Abbott puts it. Driven by an inborn desire to make sense of the world and find purpose in life, they naturally observe, deconstruct, piece together and create their own knowledge. They learn best when this intrinsic motivation is harnessed in what he calls “highly challenging but low-threat environments.”

The bottom line, Abbott notes, is that the current system excels at preparing children to be dependent “customers,” so if we hope to instead create a world of responsible, community-minded adults, we need to overhaul the educational paradigm. That means replacing the metaphor – the concept of the world and its inhabitants as machine-like entities – that has shaped the education system, as well as many other aspects of our culture. Because humans are not machines, a reliance on this metaphor has created a large disconnect between people’s actual lives and their inherited expectations and predispositions, which lies at the root of many inter-related modern challenges, says Abbott.

Clues to a more suitable paradigm can be found in the metaphors that characterize the dynamic, networked Information Age. These share some key characteristics with the pre-industrial past, when people learned in the community, from a variety of adults with whom they built relationships. Learning continued over the course of a lifetime filled with meaningful work (in contrast to today’s high unemployment rates and low workplace engagement levels), and success was judged by whether a person carried out his or her fair share of responsibilities within the community.

“It is essential to view learning as a total community responsibility,” he says, and to expect no short cuts. Children need to be integrated, fully contributing members of the broader community, so they can feel useful and valued. (It is not just the children who need this, he adds; healthy communities also need children.)

Source: To Advance Education, We Must First Reimagine Society | MindShift | KQED News

Educate for massive software driven change

At a time when the Trump administration is promising to make America great again by restoring old-school manufacturing jobs, AI researchers aren’t taking him too seriously. They know that these jobs are never coming back, thanks in no small part to their own research, which will eliminate so many other kinds of jobs in the years to come, as well. At Asilomar, they looked at the real US economy, the real reasons for the “hollowing out” of the middle class. The problem isn’t immigration-far from it. The problem isn’t offshoring or taxes or regulation. It’s technology.

Source: The AI Threat Isn’t Skynet. It’s the End of the Middle Class | WIRED

Diversity Hiring

It’s important not to frame diversity as a charitable endeavor, marketing, or as loss leader. Diversity hiring offers enormous returns to companies looking for talent in fields in which competition is now global. This means that companies must look for lessons from areas in the private sector that have realized human capital is more important than financial capital.

This translates into a several powerful lessons for diversity hiring: companies need to view recruiting as more than just gathering a pool of applicants when they have a job opening. Instead, companies need to cultivate talent and gather information on future talent over many months and years. This means active mentoring programs that start early and connect company leadership to college students and young professionals.

In order to develop diverse human capital, companies need to think beyond merely “hiring the best.” They need to incubate talent with advice. Mentoring need not be touchy-feely. In fact, mentoring is a deadly serious matter if companies want to build their human capital and retain their best employees. Recruiting is expensive. When employees don’t succeed or leave, companies suffer. Moreover, diversity hiring and building inclusive workplaces cannot be separate. They need to be integrated projects that challenge employees and companies to reach their potential.

The race for talent is no different; it is rerun every year if not every month. The old saying still holds true: a company’s greatest assets walk out the front door every night. To make sure the best assets walk back in in the morning, companies need to continually improve and reinvent their diversity and inclusiveness initiatives. Learning and nimbleness must become part of human resources’ DNA.

Source: How Diversity Hiring is Like Startup Investing – Medium

Rethinking Learning to Read

This article jibes with our experience homeschooling our neurodivergent kids. Following this advice to teachers and parents of nuerodivergent kids will put you on the path to natural, authentic reading based on social model compassion and structural awareness instead of the deficit model treadmill.

Our older daughter has recently learned to read. Although I feel that this has been a gradual process which has taken place over a period of many years it seems to have come together coherently over the last 6 months to a year, largely motivated by her desire to understand what was happening on Minecraft chat and communicate with other players online. My daughter was very excited about this and felt empowered having learned to read of her own volition and in a way that suited her.

The participating families adopted a range of approaches to learning and home education: some families were more structured in their approaches, while other families favoured autonomous and radical unschooling approaches and others an eclectic mix. Parents reported that their children were learning to read in a diversity of ways and accounts differed not only between families but also within families; no two children learned in exactly the same way. What was apparent was that each child followed a unique learning trajectory, which could be quite different from that found in normative studies.

In the book Pattison draws an important distinction between the metaphors of acquisition and participation first identified by Sfard (1998). The metaphor of acquisition involves thinking about learning to read as a cognitive skill that can be acquired sequentially while participation focuses on the child’s role as an important member of a social and relational network and an active participant in a wider literate community. To me this latter metaphor is an exciting and useful way of thinking which may be more able to account for the diversity of accounts of learning to read that were found in the sample. It also interests me as a clinical psychologist as it opens up conversations about the emotional, relational and psychological processes involved in learning to read and reflects on aspects of identity involved in becoming a reader and being part of a wider community. In my experience accounts based on the individual acquisition of cognitive skills do not tend to focus on these issues and the many diverse meanings and implications learning to read has for the child and the social processes involved.

As an adult I had been influenced by John Holt’s (1991; 1995) observations of children learning to read without needing to be ‘taught’. Holt explained how children could be in fact be damaged by being coerced and pressured to read in a school system which was unable to accommodate and respond to the child’s individual preferences and needs. These ideas along with unschooling philosophy that I had accessed mainly via online forums and sites such as sandradodd.com and Always Learning led me to trust that our children would learn to read in their own time with our support in ways that suited them. Peter Gray has also written some interesting accounts of unschoolers learning to read.

Families shared: “No phonics, no flash cards, no traditional teaching methods were used in our home – for reading or anything else” and “Phonics doesn’t suit every child – as a very strong visual learner my daughter finds the individual sounds in words meaningless … she hears words as a single sound.”

Some families drew on whole word learning approaches, some an eclectic mix, while others acknowledged the limitations of using methods and a number preferred to use no methods at all because this is what they felt was the best approach for their particular child and that they would learn to read naturally by engaging in everyday life. “Living a life style of literacy”; “Living life in a world where words are everywhere” and “Given time and exposure children will learn to read and will enjoy it.”

Away from phonics families were actively and pragmatically choosing methods and approaches with the best fit for the child and they were using those methods in ways that were facilitative of their relationships, the child’s learning and their emotional well being. In taking this open and flexible approach families were placing the child at the centre of the learning experience. For example, a parent said “Go with what works for that particular child” and another “The method is not important; the important [thing] is that the child likes it.

One of the assumptions to be questioned in ‘Rethinking Learning to Read’ is the normative research and educational based accounts which structure our ideas about the age at which we expect children to read. The ages at which children learned to read in the sample ranged between 18 months and 16 years. The ages varied widely not only between families but also within them. The home educating families reported that their children were able to learn in a variety of ways, for example, through play, auditory, practical activities, TV and video, computers and digital media generally learning by participating in a wide range of activities at home and in their communities. Children were free to pursue their interests and passions in ways that were meaningful to them and were not restricted if they were not yet reading. Parents also often read to children and supported them in their activities which may have required reading or writing (if the children desired this). Learning to read at an older age did not appear to have any negative associations, children often learning to read quickly and effortlessly when they were ready. In fact a number of parents described their children benefiting from learning to read according to their own schedule and not pressuring them to learn according the parents own expectations.

Source: ‘Rethinking Learning to Read’ by Dr. Harriet Pattison – Book Review – Rethinking Parenting

Read the whole thing. Highly recommended.

Ableist Job Requirements

Autism Diagnosis Rates, Anti-vaxx Pseudoscience

Teen Vogue

Teen Vogue is doing great intersectional and structurally aware journalism.

Teen Vogue deserves credit not just for Duca’s op-ed but for the entirety of its political coverage, which has provided sharp, impassioned coverage of everything from gun control to Black Lives Matter in 2016. Much of this is due to Teen Vogue‘s editor, Elaine Welteroth, who graduated to the position last May, and Phil Picardi, the magazine’s digital editorial director. Just two years ago, the site’s most-read articles were comprised almost entirely of light celebrity and beauty news (an expose of Taylor Swift’s secret past as an Abercrombie & Fitch model performed particularly well). Today, a quick scan of its Twitter feed reveals pieces about the Dylann Roof verdict and Ohio’s recent abortion ban interspersed with galleries of “2016’s Cutest Celebrity Couples” and a review of Miranda Kerr’s skincare routine. (I clicked; my passion for gender equality is matched only by my abiding interest in dry oils.)

Under the incoming Trump administration, it’s crucial that we banish the idea that there is a boundary between “women’s journalism” and “serious journalism” once and for all. When the president of the United States has admitted to committing sexual assault on tape; when an architect of GamerGate sits in the White House; when states start passing “heartbeat bills” designed to effectively overturn Roe v. Wade, those aren’t “women’s issues”-they’re national news. A failure to treat them as such will leave us unprepared to adequately oppose Trump and Trumpism.

Source: The true story of how Teen Vogue got mad, got woke, and began terrifying men like Donald Trump — Quartz

Context Matters, Identity First

Something we #ActuallyAutistic say over and over.

Our data demonstrate that both autistic and non-autistic people’s degree of autistic traits — their difficulty interacting and communicating with other people — are contextually specific.

autistic participants report having fewer autistic traits (i.e., less difficulty interacting and communicating) when the items are contextualized as “with autistic persons” than when the items are contextualized as “with non-autistic persons.”

Context matters not only for accurately assessing autistic traits but also for designing environments that enable autistic persons to optimally interact and communicate.

*We purposely use identity-first terms (e.g., “autistic traits” and “autistic participants”) rather than person-first terms (“autism-related traits” and “participants with autism”) because identify-first language is recommended by psychologists, preferred by autistic people, and less prone to stigma.

Source: Researcher ‘First Person’: Why Context Matters When Assessing Autistic Traits | Your Say

Diversity and Unpaid Internships

For more on unpaid internships and the post-employment economy, see Sarah Kendzior’s The View from Flyover Country.

The reality is that, in the “jobless recovery”, nearly every sector of the economy has been decimated. Companies have turned permanent jobs into contingency labor, and entry-level positions into unpaid internships. Changing your major will not change a broken economy.

It is not skills or majors that are being devalued. It is people.

To which the 30-something, having spent their adult life in an economy of stagnant wages and eroding opportunities, takes the 20-something aside, and explains that this is a maxim they, too, were told, but from which they never benefitted. They tell the 20-something what they already know: It is hard to plan for what is already gone. We live in the tunnel at the end of the light.

Unpaid internships lock out millions of talented young people based on class alone. They send the message that work is not labor to be compensated with a living wage, but an act of charity to the powerful, who reward the unpaid worker with “exposure” and “experience”. The promotion of unpaid labor has already eroded opportunity – and quality – in fields like journalism and politics. A false meritocracy breeds mediocrity.

Post-recession America runs on a contingency economy based on prestige and privation. The great commonality is that few are paid enough to live instead of simply survive.

Mistaking wealth for virtue is a cruelty of our time. By treating poverty as inevitable for parts of the population, and giving impoverished workers no means to rise out of it, America deprives not only them but society as a whole. Talented and hard-working people are denied the ability to contribute, and society is denied the benefits of their gifts. Poverty is not a character flaw. Poverty is not emblematic of intelligence. Poverty is lost potential, unheard contributions, silenced voices.

Millennials are chastised for leaning on elders, but the new rules of the economy demand it. Unpaid internships are often prerequisites to full-time jobs, and the ability to take them is based on money, not merit. Young adults who live off wealthy parents are the lucky few. They can envision a future because they can envision its purchase. Almost everyone else is locked out of the game.

Source: The View From Flyover Country

Tech Soul Searching and Solidarity

Rank and file tech workers are doing a lot of soul searching and pushing their companies to be more ethical, compassionate, and protective of our own.

Mindfulness and bikeshedding the deficit model

Mindfulness joins grit and growth mindset in the endless parade of deficit model bikeshedding. Instead, get structural, and directly confront injustice.

LambdaConf and Codes of Conduct

We must be wary of the spread of codes of conduct such LambdaConf’s. This is not a truly inclusive contributor covenant.

Ex-evangelical Perspective

Christoper Stroop’s blog and Twitter timelineare great resources on ex-evangelical perspective.

Among the reasons I decided to start blogging are not just a desire to raise awareness about the dangers of illiberal religion to democratic politics and an impulse to express my own ex-Evangelical voice, but also a desire to help build up the ex-Evangelical and broader ex-fundamentalist community. Many ex-Evangelicals end up feeling isolated, and the issues that result from leaving fundamentalism can be difficult to discuss. Outsiders often find the experiences of those who grew up in the subculture we did difficult to believe; those still in that subculture are often defensive.

Source: Ex-Evangelical Conversations: An Interview with Grete Howland – Christopher Stroop

White male views on diversity

Last November, LinkedIn published a study that showed just how much white men care about diversity in tech. Spoiler: Very little when they are allowed to answer questions about diversity without using their name.

Less than 5% of white men surveyed said they considered a lack of diversity a top problem. Three-out-of-four respondents were unaware of any initiatives to make their companies or portfolios more diverse. And 40% of male respondents were sick of the media going on and on about it.

Source: Pando: White men to women and minorities in tech: We just DGAF

A sad showing from my fellow white men that suggests structural ignorance, lack of systems thinking, and a failure of empathy.

Inspiration Porn

Hackathon for reconciliation

Coding and education must directly confront social injustice and structural inequality. Glad to see this.

UbuntuHack is a hackathon between communities in conflict, gathering youth and police. We also invite activists, tech companies, churches, and community organizations to take part in identifying solutions that will create more safe spaces for everyone.

There have been hackathons that included police and youth, but UbuntuHack is an app building, rapid prototype testing, design thinking conversation BETWEEN youth, police and the community. This hackathon creates space for EVERYONE. Engineers, developers, artists, entrepreneurs, activists, and more importantly – you! Everyone will be on a level playing field.

Source: UbuntuHack Tickets, Fri, Feb 17, 2017 at 4:00 PM | Eventbrite

Responsible Communication Style Guide

The Responsible Communication Style Guide is available for pre-order.

The words we use to talk about different situations, companies, and people have a huge impact on what we think. While style guides like the Associated Press Stylebook are used in newsrooms and public relations offices alike, they don’t cover identity well – if they mention topics like gender or race at all, they just touch on the surface. Identity is a crucial topic for anyone writing today to get right, especially in fields like technology, where we need to talk about our users and audience in a way they find inclusive and understanding.

The Responsible Communication Style Guide will cover how to write about five key topics:

  • Race
  • Gender
  • Sexuality
  • Religion
  • Health and Well-Being

Source: Pre-order The Responsible Communication Style Guide – The Recompiler

If you want your organization to be diverse and inclusive, it takes a lot of hard work. You have to listen, expand your networks, rethink your assumptions … and you also have to make sure how you talk about what you’re doing doesn’t negate all the effort you’ve put in. Luckily, there’s help at hand: The Responsible Communication Style Guide.

We chose to describe these styles as ‘responsible’ because, for us, writing and creating other media comes with an obligation to tell stories clearly and accurately. Doing anything else – misrepresenting an interviewee or offending an audience – is irresponsible. Personally, I feel that my writing is best when I consider how it will impact people long before I hit the button to publish anything.

For us, basing the guide on our editors’ lived experience is crucial and factors into all of our decisions. This is already providing some major insights into our recommendations. It’s pretty clear that many style guides don’t have people advocating from their own areas of expertise.

We’re also finding that lived experience is crucial when dealing with the differences between the style guides put out by organizations such as GLAAD and other organizations. There are some substantial differences in how to handle identical terminology between different groups, like how a style guide covering aging talks about disabilities and how a style guide about specific accessibility issues covers the same terms. We’re tackling these topics with an intersectional approach – not just by having experienced editors from a specific community, but by also cultivating conversations between people with a variety of backgrounds.

Source: Words Matter: Thursday Bram on the Art of ‘Responsible Communication’ | Design.blog

Community Event Planning

Audrey Eschwright, contributor to the Responsible Communication Style Guide also contributed to the great Community Event Planning.

If you’ve ever thought about hosting a code sprint, hackathon, (un)conference or workshop, this book is for you. In it, we explain what you need to know to plan and execute a successful event, including:

  • assembling and organizing your planning team
  • identifying and securing a venue for your event
  • how to get money and pay for things
  • volunteer recruitment and management
  • determining your event format and creating your event’s schedule
  • advertising your event
  • tickets and registration
  • insurance, liability and what to do when things go wrong
  • deciding on must-haves and nice-to-haves (e.g., food, wifi, etc)
  • dealing with venue logistics (space, sound, power, etc.)
  • codes of conduct, after parties, considerations for serving alcohol
  • how to keep the momentum once your first event is over

Source: Community Event Guide

Language and structural racism

And as attentive as I am to languages, and as sensitive as I am to it as a writer, and as much as I believe that insight can be found or lost through language, I do think that when it comes to racism, we pay too much attention to language, and we give language a power that I don’t believe it actually has. When in fact, I think there are many graver actions that are happening that happen without anyone ever saying anything offensive.

And that a lot of our policing of offensive language – it’s not that that is unimportant, it’s not that people should be allowed to say whatever they want, but I feel that there’s extra energy put into that policing because we aren’t sure how to address the real problems, and how to address the kind of systemic racism that happens without anyone ever saying anything that would look to us like racism. And I think that this is part of how we’re hobbling ourselves around, coming to kind of broader and more advanced understandings around what’s going on with race.

Source: Eula Biss — Let’s Talk About Whiteness – | On Being

#ActuallyAutistic perspective on High Functioning and Low Functioning labels

We’re dismissed either way.

Bathroom Bills, Neurodiversity, and Disability

My oldest, a baseball fan, coined the term “stallbatting”. Stallbatting is interfering with someone going to the bathroom of their choosing. Bathrooms can be anxious experiences for neurodivergent and disabled people who need assistance. Bathroom bills ratchet that anxiety by emboldening fear and hate. Unisex and family bathrooms are wonderful, and often scarce. We are left with assisting our opposite sex family, friends, and clients in binary gendered bathrooms, hoping nobody makes a fuss, hoping we can relieve ourselves in peace. Bathroom bills steal that peace. Bathroom bills hurt the disabled. Bathroom bills hurt the neurodivergent. Bathroom bills hurt my family and hurt my transgender friends and coworkers. Bathroom bills are incompatible with neurodiversity, the social model of disability, and the norms of work and collaboration.

Kids on the autism spectrum are seven times more likely to be gender non-conforming, adding an often overlooked element to this debate. Protecting LGBTQIA kids protects also neurodivergent kids—and vice versa. The fight is for inclusion and acceptance—for all operating systems, for all of our different ways of being human. Supporting our kids means supporting all of their possibilities and expressions.

Excerpted below is neurodivergent and disabled perspective on bathroom bills. Our lives are complicated enough without ableist intolerance getting between us and a bathroom.

And as many people with disabilities and caretakers can tell you, the right to safe and accessible public restrooms is also important for adults and older children who need accommodation, assistance, or supervision. It’s an issue that becomes especially difficult for people with disabilities who have caretakers of a different gender. Even without repressive state laws, discrimination and harassment against people with disabilities and their caretakers persists.

In North Carolina, however, people with disabilities and their caretakers risk being criminalized just for accessing a public bathroom.

This is thanks to North Carolina’s HB2. While most people are familiar with the way the bill discriminates against trans people, disability community activists have taken to the internet and protest to let lawmakers know that bathroom bills are a violation of many disabled people’s rights, too.

We can see this as one of many intersectional issues surrounding violence against, and the criminalization of, people with disabilities. Just yesterday, graphic news came from Japan that a man had murdered 19 people at a home for people with disabilities in a hate-motivated attack. And days after the shooting last week of a black behavioral health caretaker, Charles Kinsey, Miami police revealed that the officer who shot Kinsey was actually aiming for the patient he was caring for, Arnoldo Eliud Rios Soto, who has autism – as though this somehow made the sick abuse of police power better. It’s a fear that people of color and people with a number of disabilities, and their loved ones and caretakers, know too well: That innocent behavior will be stigmatized, and even fatal, for members of communities criminalized for who they are.

We can look toward bathroom bills as one of many pieces of legislation that reinforce the stigma people with disabilities – who are often marginalized in multiple ways – already face, criminalizing many people’s normal biological functions. These blatantly discriminatory bills have swept legislatures across the country as part of a wave of over 100 anti-LGBT bills. These laws mandate that trans people, and everybody, use the public restrooms of their “biological sex,” whatever the hell that means.

Source: Bathroom bills hurt people with disabilities

In March, North Carolina legislators passed a law barring trans people from bathrooms and locker rooms that do not match the gender on their birth certificates. For trans people with autism, who are often socially naïve and unaware of how they are perceived by others, such laws present a very real threat of the kind of confrontation they are ill-equipped to manage. Strang’s group works to help the children and teens in their program deal with such challenging situations. “We focus a lot on safety,” says Strang, “what it means to be trans in different types of communities.” Autism can create blind spots around those issues, he says, but he and his colleagues also recognize its gifts, such as intense focus and concentration.

Grobman too sees those aspects of autism as integral to her effectiveness as an activist. Her intense focus on trans and disability rights may be an obsession of sorts, she admits, but unlike her childhood preoccupation with the game Pokémon, this fixation is not trivial. Living with the threat of being bullied, assaulted or arrested for using the ‘wrong’ restroom generates near constant anxiety. Grobman says she feels driven to work for the kind of social change that will make the world a safer place for people like Ollie, Natalie, Jazzie and herself. “We need to create an understanding of the validity of trans experience and autistic experience,” Grobman says. “You are fighting for your own existence.”

Source: Living between genders | Spectrum

As a woman with a disability, I require assistance in the restroom. I have always required assistance in the restroom. When I was a child out in public with my single-parent father, using the restroom was always a tough issue to navigate. Family, or unisex, restrooms have only recently become more common.

Whenever I would go out with my father and I needed to use the restroom, he would have to sneak me into the men’s restroom, or I would have to sneak him into the women’s restroom. In extreme circumstances, we would need to ask one of the employees of the facility to put up a sign on the door to prevent people from entering.

Going into the opposite-sex restroom became the norm for us. It was either use the restroom or end our outing and return home.

I couldn’t help but find it entertaining when former Republican presidential candidate Sen. Ted Cruz said that “the idea that grown men would be allowed alone in a bathroom with little girls” was unsafe. Why did I find it entertaining? Because that was my experience when I was a little girl. The only thing that happened to me was that I relieved my bladder.

Another type of relationship affected by the bill is the one between personal care attendants and the person being assisted. According to Paraprofessional Healthcare Institute, 89 percent of personal care attendants are female. The U.S. Census Bureau reports just over 17 percent of American men have a disability compared to almost 20 percent of women. This means that men with disabilities are more likely to get attendants who are women. What happens when a man with a disability is out with his female attendant and he needs to use the restroom? Does he hope that there is a family restroom nearby?

If we allow restrooms to be more fluid and accommodating for different life experiences, we include transgender people, people with disabilities who may require “unconventional” assistance and parents with young children. There are multiple ways of examining a social justice issue, and I encourage you to look beyond your personal experience and consider different walks of life.

Source: ‘Bathroom Bills’ Affect People with Disabilities | Paraquad

Anyone, who is caring for a seriously impaired person, who is his/her opposite gender, will also experience hardship from the passage and enforcement of segregated bathroom laws. I often think, when some nasty stranger feels compelled to judge, snark at me, or yell at my son, isn’t our life complicated enough? Perhaps we should instead get some understanding and help instead of dismissal and condemnation.

I’d say the same for what the vast majority of transgender people have endured their entire lives – the dismissal and cruel attacks. What ever happened to live and let live? Must so many people who are different dread something as fundamental as going to pee in a public restroom? Is it more a sign of the degradation of society, that we make exceptions to the rules of segregated restrooms for some people who are different or differently abled, or is the true degradation that the bigotry of some against “other” is so pervasive that we’re reduced now to making laws about where people urinate?

It is crucial to understand that passing strict gender segregation laws not only demeans and endangers our transgender brothers and sisters, but also puts severely disabled people with caretakers of the opposite gender in extreme danger in many cases.

Source: How do the new bathroom laws affect kids with special needs? / Page 3 / LGBTQ Nation

Although I may not be trans myself, I definitely have a vested interest in this issue. As a 33-year-old woman with a disability, I understand what it’s like to have limitations put on you by a little stick figure placard when you are at your most vulnerable – when your bowels and/or bladder are busting at the seams.

Not only could the appearance of more unisex and/or inclusive restrooms be a great solution for those targeted by the bathroom bill, but (on a purely selfish level) it would make my life a hell of a lot easier.

Aside from the concern of too-small stalls and sinks I can’t reach, public restrooms have always been my Achilles heel. I hate them with the passion of a thousand fiery suns.

When I was a teen, I would go to the movies and other events with my dad. If I happened to drink one too many Icees, I was – quite literally – up shit creek without a paddle. Unless we could find the rare unicorn that is the one-seater family restroom (which barely existed back then), there was no good option.

In lieu of driving me into a rage of teenage embarrassment by (GASP!) visiting the ladies’ room with dad in toe, I would just opt to hold it… often for several hours, and much to the detriment of my bladder. At the time, I didn’t feel comfortable going in a men’s room, and it would be weird to see a 6-foot-tall bald cis man hanging around outside a women’s room stall, right?

It’s frustrating, and even more so because I know I’m not alone in this awkward pee-pee waltz with propriety. Ask any cross-section of people with disabilities, and you will hear a choir of amens – and, likely, some amusing stories.

Inclusive restrooms could be a welcome respite for a huge population of people beyond just people like me and people who don’t identify with the gender they were assigned at birth.

These bathroom bill crusaders and self-appointed “morality police” probably haven’t considered what a game-changer Ally-McBeal-style bathrooms could be for caregivers of elderly relatives, parents of young people, and adults who, due to intellectual or behavioral disabilities, need assistance in the bathroom.

Source: Why This Cis Girl In A Wheelchair Cares About Bathroom Bills | Ravishly

Today, a father who took his disabled daughter into a men’s room in a public building in North Carolina technically would run afoul of the state’s so-called “bathroom bill,” which requires that people over the age of 7 use the bathroom that matches the sex on their birth certificates. While the law is aimed at transgender people, disability advocates worry that it also could affect people with disabilities who, because they need assistance from an opposite sex caregiver or parent, also use opposite sex bathrooms.

With restroom access a topic of national debate, many people with disabilities and their families are hoping that conversation extends to expanding access to public facilities for every person.

For many of the nearly one in five Americans (and about 5 percent of school-age children) with some disability, lack of access to public toilet facilities challenges their ability to take part in ordinary daily life. For some, like Ms. Serge, 46, who was born with cerebral palsy, the challenges are primarily physical.

Source: The Other Bathroom Wars – The New York Times

There’s also a deeper level to the debate swirling around restroom access, said historian Alice Dreger, author of “Galileo’s Middle Finger: Heretics, Activists, and One Scholar’s Search for Justice.” The need to fit into the world of gendered bathrooms and locker rooms is the justification doctors sometimes give for performing surgery on infants born with ambiguous genitalia. Doctors often guess a gender, she said, but it’s not always how the person ultimately identifies. These surgeries are dangerous and not easily reversible.

And what if, as one writer asked, you’re “an American with traditional views on gender, your kids are in a public school, and the girls’ locker room has just been declared a gender-fluid zone”? Indeed. What if it has been? That declaration was a long time coming, given that all locker rooms, and all of nature, have always been a gender-fluid zone.

So perhaps science can add something to the debate by showing where these restroom laws are not only hurtful but also unrealistic. Not everyone fits neatly into the categories of male and female, but everyone needs to go to the bathroom.

Source: Men’s Restroom or Women’s? Nature Is Never That Simple – Bloomberg View