Resources

This page is for collecting any links to educational materials that explain the importance of inclusion and how to make one’s work or organization more diverse. Please add suggestions!

A well-written slate of alternate values for developers that don't reinforce current systems of oppression as "meritocracy" so often does. Readers are invited to sign on to the statement.

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Much of the conversation around diversity presupposes that people are not always consistent in what they believe. While a person may work to consciously believe in racial equality--for example, due to their upbringing, friendships, experiences, or any number of factors--they may unconsciously carry around negative associations and stereotypes about a particular group.

But how can we recognize what our own biases are?

The Project Implicit Implicit Association Tests reveal potential implicit biases and associations one may have with a certain group or groups. Founded by three scientists in 1998, this organization's mission is to study and educate the public about unconscious and hidden biases.

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Open source web service that analyzes text for sexism and other common tech culture pitfalls.

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Companies for years have disregarded the needs of parents to have on site child care programs because they have spent more time skirting the issue than finding a cost effective solution. This had led to fewer women excelling into management positions and fathers finding it difficult to be a part of their children's lives while in a high demand position. The US does have FMLA but is the only country in the world that does not mandate paid leave for new parents. Patagonia Ventura found a progressive solution that proved to be cost effective and through their child care program enables the company to recoup 91% of the cost. Having early childhood programs, especially when companies offer on-site, can create empower HR and create a more positive work environment. More importantly, women can thrive and move up the corporate ladder knowing the company supports their human needs.

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PDF essay excerpted from Working Paper 189. "White Privilege and Male Privilege: A Personal Account
of Coming To See Correspondences through Work in Women's Studies" (1988), by Peggy McIntosh.

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It's time to create an intentional environment that promotes diversity and not make excuses about how our job descriptions or organizational positions hinder us from hiring and promoting work equity. We should admit our bias and use it to create awareness of the issues facing us in the workplace. We must combat the promotion of homogeneity and its culturally accepted normality because that prohibits us from accepting our differences and embracing such uniqueness as a quality and not a detriment to organizations. We must move beyond gender and see that the values we attribute to men should equally be attributed to women because we all expect leadership, nurturing, and caring from a person regardless of their gender. We should also move away from the idea that women cannot have an interest in sports and be good at it or lead organizations. We're moving into a "post-boy world" and into a world defined by women having more of a voice but this represents challenges. One such challenge is that we must move away from the belief that women should only be promoted using performance metrics while men are promoted by potential which in itself is a traditional white male dominance created paradigm.

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Jenna Weiss-Berman’s, a radio host/producer wanted to create shows that altered from the traditional format that catered to white male views and instead have more inclusive radio programming that spoke to a variety of underrepresented demographics. Though her podcasting structure opened the door for new voices, she argues that the lack of financial resources allocated in public and college radio stations, further enables the inequity seen since the only members who can rise through the ranks of such a system are rich white people in radio. Weiss-Berman argues that the capitalist concept of diversity is more optimal because if a company were to miss a demographic in their coverage of content or for instance, have a white reporter cover topics of interest to Latinos, that equates to a loss of revenue. Weiss-Berman suggests that it's time to stop discussing diversity and start to develop programs that are financially invested in bringing in diverse talent.

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Men are becoming more present in the feminist rights movement but the attitudes towards women have changed very little. The sexual harassment and traditional notion of women having a secondary voice if not role altogether, still permeates the progressive movement. This lack of understanding among male progressives represents a hypocrisy within the movement in general that represents equality and an end to socio-political and economic disenfranchisement. Such attitudes that marginalize the voice of women have been shown to only exacerbate the inequity women face in society. The need for male dominance over the narrative of lived experience and socio-economic hardship has done little to differentiate the men of the progressive movement to that of their counterparts.

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David A. Graham writes a piece that examines the role of monuments dedicated to the Confederacy and the struggle to take them down. These monuments commemorate a society that explicitly enslaved people on the basis of race, in a manner inconsistent with modern values, yet the monuments persist. Graham articulates the connection between these monuments and race, and examines alternatives that might remember the Confederacy without glorifying it.

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A global summary of primary sacred days in world religions. Not a perfect list, but useful when starting to plan an event.

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Equal Future is a resource on social justice and technology — a web site and newsletter.

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Lesbians Who Tech is a Community of Queer Women in or around tech (and the people who love them).

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Marco Rogers outlines how to use Twitter to improve your understanding of social justice work. 

Tracey Ross discusses the many ways people of color are marginalized in the supposedly "meritocratic" tech world, including basic access to technology, pattern matching at venture capital firms, and more. 

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Shanley Kane discusses the perils of becoming visible on the internet for marginalized people in tech. 

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This article shares a lot of fundamental concepts and resources for those wanting to be better allies.

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John Scalzi uses video games as a metaphor to discuss privilege. 

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A twitter thread from Jeff Eaton about the luxury of passing in tech culture, and the responsibility white men have to resist that luxury.