Diversity is strength. Difference is a teacher. Fear difference, you learn nothing.
Hannah Gadsby: Nanette
When everything is a monoculture, diversity can look scary, wild, out of control. It’s understandable, but it’s unsustainable. To reconnect with diversity, we need to expand and rewild our thinking, and change our practices on a fundamental level. We need to notice and challenge the things that we take for granted.
But when we get too used to seeing monocultures, we forget that there can be anything else. We don’t notice what is being pushed out in favour of the familiar sameness we have gotten used to. Diversity becomes worrisome and weird and unfamiliar.
Counselling for different ways of being | by Sonny Hallett | Jun, 2023 | Medium
Weirdmisia — hatred of the weird — is the enemy of diversity.
Weird Pride Day. Weird Pride Day is every 4th of March. | by Ferrous, aka Oolong | Medium
Diversity is a fact. Inclusion is a choice.
The 4 Stages of Psychological Safety
But not just any choice.
Diversity and Neurodiversity
Human cognitive diversity exists for a reason; our differences are the genius – and the conscience – of our species.
A Thousand Rivers: What The Modern World Has Forgotten About Children And Learning
“Great minds don’t always think alike.” We already understand the value of biodiversity in a rainforest. The presence of a wide variety of life forms – each with its own distinctive strengths and attributes – increases the robustness and resilience of any living community as a whole, and its ability to adapt to novel conditions. The same is true of any community of human minds, including workplaces, corporations, classrooms and society as a whole. To face the challenges of the future, we’ll need the problem-solving abilities of different types of minds working together.
Steve Silberman recommends the best books on Autism
Neurodiversity may be every bit as crucial for the human race as biodiversity is for life in general. Who can say what form of wiring will prove best at any given moment?
NeuroTribes: The Legacy of Autism and the Future of Neurodiversity
Neurodiversity, simply put, is the diversity among human minds.
So neurodiversity refers to the diversity among minds, or among bodyminds.
Toward a Neuroqueer Future: An Interview with Nick Walker | Autism in Adulthood
Neurodiversity is the diversity of human minds, the infinite variation in neurocognitive functioning within our species.
NEURODIVERSITY: SOME BASIC TERMS & DEFINITIONS
Neurodiversity is the idea that all brains and connected bodyminds are diverse in how they work – no two brains or nervous systems are the same
Terminology | Critical Disability Studies Collective
Editorial Perspective: Neurodiversity – a revolutionary concept for autism and psychiatry
Toward a Neuroqueer Future: An Interview with Nick Walker
When we recognize neurodiversity as a form of human diversity, and recognize the pathology paradigm as a form of systemic oppression like racism or heterosexism, it’s easy to see that the concept of a ‘‘normal mind’’ is just as absurd and innately oppressive as the idea that white people are the default ‘‘normal’’ race or that heterosexuality is the one ‘‘normal’’ sexuality. And the pathologization of neurominorities—the framing of autism, for instance, as a ‘‘mental disorder’’ or a medical ‘‘condition’’—is no more valid and no less oppressive than the framing of homosexuality as a ‘‘mental disorder.’’
The two paradigms—the pathology paradigm and the neurodiversity paradigm—are as fundamentally incompatible as, say, homophobia and the gay rights movement, or misogyny and feminism. In terms of discourse, research, and policy, the pathology paradigm asks, ‘‘What do we do about the problem of these people not being normal,’’ whereas the neurodiversity paradigm asks, ‘‘What do we do about the problem of these people being oppressed, marginalized, and/or poorly served and poorly accommodated by the prevailing culture?’’
I’d define the neurodiversity movement as the movement to shift the prevailing culture and discourse away from the pathology paradigm and toward the neurodiversity paradigm. The neurodiversity movement is by no means monolithic; there are a lot of different ways that people are working to bring about this shift in different realms and contexts, and of course there’s some variation in how the neurodiversity paradigm is interpreted by different groups and individuals within the movement.
Toward a Neuroqueer Future: An Interview with Nick Walker
there are a wide diversity of brains populating this world
Neurodiversity in the Classroom: Strength-Based Strategies to Help Students with Special Needs Succeed in School and Life
Diversity and Disability
Deficit, difference, or both? Autism and neurodiversity. – PsycNET
Diversity and Equity
Diversity is priceless. Inclusion is critical. But diversity and inclusion without equity are hollow. We reach meaningful diversity and inclusion through equity, not vice versa.
Fix Injustice, Not Kids and Other Principles for Transformative Equity Leadership
Having diversity without equity is most definitely possible; but without equity, diversity itself is not any institution’s strength—at least not for the people who are denied equity. So we should be careful not to conflate diversity, equity, and inclusion. When we do, we risk obscuring the demands that equity makes of us that diversity and inclusion without equity don’t make. We can lead a school that is racially or economically diverse, but if our “diverse” school is full of racism and class inequity, we can’t say it’s equitable. That’s why we put equity and justice at the center of the conversation: robust, healthy diversity and inclusion cannot exist without equity.
Fix Injustice, Not Kids and Other Principles for Transformative Equity Leadership
Diversity and Biodiversity
It doesn’t take long to figure out when observing the natural world that biodiversity creates pathways for organisms to not just survive, but also to thrive within ecosystems.
Timeless Learning: How Imagination, Observation, and Zero-Based Thinking Change Schools
Diversity and Pluralism
First, pluralism is not diversity alone, but the energetic engagement with diversity.
Second, pluralism is not just tolerance, but the active seeking of understanding across lines of difference.
Third, pluralism is not relativism, but the encounter of commitments.
Fourth, pluralism is based on dialogue.
About | The Pluralism Project
The possibilities of pluralism are infinite. The very fabric of diversity has the ability to make a community thrive.
The Journal of Inter-Religious Studies, Issue 17, Summer 2015
Diversity and Evolution
“It was diversity between people which led to human success and it is particularly important as it gives you different specialised roles.
Autism and human evolutionary success
“We are arguing that it is the rise of collaborative morality that led to the possibility for widening the diversity of the human personality.”
If neurodivergence is essentially disablement, why do we keep replicating the gene pool? The less extensive, yet persistent, body of work indicating specialist strengths within neurodiversity, supports the hypothesis that the evolutionary purpose of divergence is ‘specialist thinking skills’ to balance ‘generalist’ thinking skills (as per the ‘spiky profile’). The evolutionary perspective is congruent with the Neurodiversity movement and essential to understanding the occupational talent management perspective that is currently in vogue.
The spiky profile may well emerge as the definitive expression of neurominority, within which there are symptom clusters that we currently call autism, ADHD, dyslexia and DCD.
Neurodiversity at work: a biopsychosocial model and the impact on working adults | British Medical Bulletin | Oxford Academic
Neurodiversity at work: a biopsychosocial model and the impact on working adults | British Medical Bulletin | Oxford Academic
Diversity and Culture
The limits of human scale, the capacity for cultural evolution, and the resultant cultural diversity are best appreciated as the most valuable and unique species level survival advantage of humans over all other primate species. Human societies that operate at human scales are highly resilient and adaptive. Bands of hunter gatherers could rely on the human capacity for flexible cooperation and collective intelligence that is unlocked by egalitarian social norms within small groups.
The Beauty of Collaboration at Human Scale: Timeless patterns of human limitations
The more collaborative, egalitarian, and accomodating of cultural diversity, the surrounding cultural environment becomes, the less NeurodiVentures will be perceived as unusual, and the more neurodivergent people will be able to spend significant time outside the protective islands of safety provided by a NeurodiVenture without getting overwhelmed.
The Beauty of Collaboration at Human Scale: Timeless patterns of human limitations
Diversity and Business
The results are in. They’ve been in for so long, so consistently, that they’ve become old news: diverse teams outperform. Across industries and organization sizes, teams with more gender and racial diversity return stronger results to investors, retain top performers longer, and make better decisions. It’s not even a close call.
Unconscious bias isn’t a bleeding-heart liberal codeword, it’s a real threat to your business and your ability to find top talent.
Your Diversity Problem isn’t the Pipeline’s Fault
Simply put, diversity increases the likelihood of a tech company’s survival.
Biased by Design
More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns. This in turn suggests that other kinds of diversity—for example, in age, sexual orientation, and experience (such as a global mind-set and cultural fluency)—are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse talent.
Why diversity matters | McKinsey & Company
Why diversity matters | McKinsey & Company
- Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.
- Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.
- Companies in the bottom quartile both for gender and for ethnicity and race are statistically less likely to achieve above-average financial returns than the average companies in the data set (that is, bottom-quartile companies are lagging rather than merely not leading).
- In the United States, there is a linear relationship between racial and ethnic diversity and better financial performance: for every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8 percent.
As American entrepreneurs and business leaders, we believe that the historical commitment to civil liberties as set forth in the United States Constitution is a unique advantage for U.S. businesses — one that is inextricably linked with our global competitiveness and success. Any threat to fundamental civil liberties is bad for American business. It is incumbent on us as entrepreneurs, leaders, and patriotic Americans to speak up. We believe that the rights and liberties enshrined in our Constitution and Bill of Rights are under threat and need to be safeguarded.
In Tech, we have an environment that celebrates the open exchange of ideas without regard to an individual’s background, religious practice, ethnicity or sexual orientation. This ethos has led to the creation of some of the world’s most admired brands — companies that have transformed the way in which the world lives, works, and communicates.
We are concerned about recent incidents of harassment in diverse communities that could lead to a brain drain of much needed talent. Rather than attract the best from throughout the world, we risk losing our edge. Whenever our employees and colleagues experience hostility and fear, we believe, as business leaders, we must support them, unconditionally.
There is a pragmatic reason for this support. Tech talent who are confident their government will guarantee their freedoms — and operate free of fear — are better enabled to create America’s future innovative products. Simply put, innovation in Tech thrives on trust and inclusiveness.
Civil Liberties are Essential for Business and Prosperity
Diversity drives the creativity that makes a huge amount of money.
Cindy Gallop: Women and People of Color in Advertising, Here’s What You Do Next – YouTube
