Practical Diversity and Inclusion

Category: Resources

  • Helping intersectionally marginalised people as an individual

    Introduction In my presentations on improving diversity and inclusion in organisations, I always talk about how you can make a difference as an individual. I talk about providing opportunities to make up for the ones that they have lost, or will lose in the future, due to discrimination. This is because opportunity is the antidote…

  • Extending Diversity, Equity, and Inclusion best-practice in recruitment for international not-for-profits

    In February 2022, I worked with Open Life Science to help them recruit a person to fulfil two roles, a programme coordinator and a community researcher. Brief from Open Life Science OLS is a not-for-profit organisation established in 2020 as a limited company in the UK. Initially run on a volunteer basis, the organisation has…

  • Using Intersectionality to underpin a conference

    One of the advantages of the framework I have developed is the ability for it to be used in almost any situation. A good example of this was the first online Research Software Engineer (RSE) Asia Australia Unconference that was held from the 14th to the 16th of September 2022. As the co-chair, I used…

  • Recent position descriptions that have been improved for Diversity, Equity and Inclusion

    Recently I have been able to influence some parts of the position description for new recruitment campaigns. This is an example of the position description I helped contribute to with Open Life Science. 2022-WT-OLS-Job-Description Here are some contributions that I made that were in the final position description. OLS is an employer that recognises that…

  • Resource: Practical Intersectionality

    Practical Intersectionality is an attempt at trying to squeeze a 1 hour presentation into 5 minutes. Practical Intersectionality PDF slides at https://doi.org/10.6084/m9.figshare.19518001 Accessible slides at https://www.practicaldiversity.org/accessible/2022-04_Practical_Intersectionality/ Both have an appendix of slides explaining the 43 practical tips from “Improving Diversity and Inclusion in Senior Leadership“. Systems are biased to the right so the car in…

  • Email to my son’s school about the International Day for the Elimination of Racial Discrimination

    This is the email I sent today to my son’s school about the International Day for the Elimination of Racial Discrimination. I tried to make it as gentle as possible without losing the core message. Apologies for the formatting.   Dear Principal, I simply wanted to express my sadness at the celebration of Harmony Day…

  • Outreachy for Diverse Technical Student Interns

    I wanted to let you all know about Outreachy (https://www.outreachy.org/). Outreachy provides internships in open source and open science. Outreachy provides internships to people subject to systemic bias and impacted by underrepresentation in the technical industry where they are living. New communities can in February and in August, this year the deadline is the 25th…

  • Be patient.

    Be patient is part of the series of Sustainability Quotes that I create to hopefully help DEI practitioners get through such a tough and demanding role. This was a photo I took (with a filter). I put this together as I finally let go of doing operational and management work, because I will be now focusing…

  • Explanation of the symbols in the “Improving Diversity and Inclusion in Senior Leadership” presentation

    I had a query about the symbols in the “Improving Diversity and Inclusion in Senior Leadership” presentation slides. I wanted to create this post to make it easier to explain to others in the future. But please note that every Intersectionality Spectrum has to be contextual. That means that the model isn’t fixed, it is…

  • Suggestion of what to write when there isn’t diversity on a panel or at a conference

    This is what I use as my default when I want to complain about the lack of diversity on a panel or at a conference. Please feel free to use this as the basis of any written correspondence you would like to make with organisers in the future. The apparent lack of diversity in this…