Wow – I actually followed up on something! Even though the website is about practical diversity and inclusion, sometimes I need to let go and embrace my sarcasm. Here is the second installment of the sarcastic magazine cover Designing Diversity.
You can see the first installment (November 2021) here.
I always like to explain the text a little more.
Black leaders: Talented or trouble makers? Why take the chance of hiring them?
First of all, I wrote this to link to the main image. Apologies, but somehow I cannot find the attribution for this image. I thought I wouldn’t end up using it and I have no idea where it came from – possibly Unsplash or Pixabay – but I just couldn’t find them.
The idea is that for someone who isn’t white, it can be a higher bar to clear for leadership positions. Why bother when you could get a nice white person as a leader and know you are getting quality! Sorry, that was sarcasm.
You just cannot win
Secondly, I wrote this because many gender equity movements are receiving criticism for not being intersectional enough. Projects like Athena Swan and WGEA suffer from this. This is why I always suggest to lead with an intersectional approach as the umbrella, and work your way down.
Ignorance is bliss
Thirdly, I recently wrote about being ignored when calling out issues, including my own organisation. It is amazing how easily people at the top can ignore people in the grassroots. I think a sign of an “englightened” organisation is to continuously take complaints seriously and bring them up the chain of command.
Instant Diversity
Fourthly, and this is a controversial one! I am unimpressed with data-led diversity, equity and inclusion movements. To me, marginalised people have been dehumanised, and we need to re-humanise them. You cannot do that with data. Secondary or tertiary way of keeping interest – I’m fine with, but not the primary way. I explain/complain about this more in this article.
Conclusion
If I’m angry, you won’t listen. Maybe if I’m sarcastic, people will feel uncomfortable enough to see through their privilege.
At any rate, I hope some of you like it. Letting me know you like it gives me motivation to keep going – so please do let me know via the Contact page.
If you have any suggestions I will be happy to add them to next month’s edition of Designing Diversity!
