'This all points to the fact that significant labor is involved, which is my original point: intentional diversity is fragile, and without work done the status quo will self perpetuate by default.'
. In order to be better together, we must be willing to unlearn a lifetime’s worth of lessons that are harmful to ourselves and others.. We should approach people and situations with awareness and empathy, and be aware of our own limitations as possible. Approaching with the view that the situation is a "problem" that needs "fixing" will guide our tone, additional perceptions, and so on in ways that cause greater harm..
The example I give for this is actually a blog post I encountered several years ago, "The Curious Case of the Disappearing Polish S". It’s about a bug that was submitted to the platform: that a user cannot type a diacritic S in the Medium platform.
To be clearer: the expectation should not be to normalize in the sense of "look different from us, but act like us, and we’ll treat you fine". The goal should be for overrepresented groups to accept those who look different from us and act differently, dress differently, have different disabilities, different gender expressions, and so on, and for all of those people to still be safe.
Tend to favor people without visible or invisible physical limitations; for example, can the dress code safely be adhered to by people who need a wheelchair or insulin pump? There are even more considerations than these, these are just the first seven to get you started thinking of ways in which something that appears to be inclusive to you might not appear as inclusive to someone else.In order to overcome the barriers, you need to be aware of them. The barriers themselves are whole bodies of research, but let’s look at a few common barriers in the industry to start thinking about the problems they cause.
Perception of what success looks like is also a major barrier to success. A great example is the previous section, where I outlined groups of people who are not normally included in dress code; not normally actively, but rather invisibly due to lack of representation or lack of awareness of those currently in the majority. A way to start self testing for this is to see what comes to mind when I say "successful engineer", "manager", or "CEO".
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