I don't actually think its a bad thing to monitor diversity in terms of race, gender & sexuality. An imbalance could indicate discrimination or discouragement of a group or lesser access to the education required for a job, particularly in the case of race & sexuality. 1/2 https://twitter.com/MrSonicAdvance/status/975647475938811905 …
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I don't know if this last is the case, btw. It was when I was training 20 years ago in London. 80% white Irish, 10% black British, 10% white British. 90% women. 10% men about a third of whom were gay.
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I don't know about American laws on this but ethically this is troubling, yes. It's also starting at the end. Better to try to address any imbalances which seem to be socialised at the beginning. Whatever is preventing groups from achieving necessary education or being interested
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Totally agree - just interested in what active steps an org should take to redress a detected imbalance in diversity. Also - I think you should do more youtube videos :)
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I have been accused before of being too abstract and this is justified. I always have way more ideas on what ethical principles are sound than I do on how they should be implemented practically. I'm glad you've liked the few I have done. I'm more of a writer tho..
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Well we need ideas people and we need practical people, so it’s all good!
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That is my feeling too. Where I work, they only measure demographic diversity. There's talk of the "unique skills" women or PoC or whoever bring to the company, but when I ask what can a woman bring to a job role that a man can't, they say "Oh nothing!".
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I agree that diversity is a good thing, but not diversity of gender, race or orientation. Intellectual diversity is needed. So then the challenge is; how does a company measure its intellectual diversity, and recruit according to any gaps identified?
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It seems to me the whole diversity industry is a racket built on assumptions and condradictory narratives.
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