On 8/22/07, Berislav Lopac <[EMAIL PROTECTED]> wrote: > > On Aug 22, 1:23 am, "Chris Messina" <[EMAIL PROTECTED]> wrote: > > > > I don't want to get off topic, > > Why not? It adds to the diversity. :)
If anyone does find this thread uninteresting, please say so; typically I would ask for a topic like this to be moved off list, but I do think that there are ideas in here that apply to coworking and to the development and nurturance of our community that should be raised and discussed now. I've personally gone through a radical shift in my understanding of issues of diversity in the past three years and think that, if we're going to find long term success, it's something that should inform our methodology and be close to our core set of principles. > Well, the point of my latest post -- although consciously obscured in > order to provoke a response, I admit -- was exactly that the lack of > diversity isn't necessary a sign of the "white boy club" syndrome. It > might be unintuitive to people who live in countries -- like UK and US > -- where the racial and cultural diversity is so obvious everywhere on > the streets, but where I live you would really have a hard time > finding a person who is not white; not because of some racial > intolerance, but simply because there is next to none existing in the > general population as well. When I visit London for a couple of days I > literally see more non-white people than I see for the rest of the > year combined. Diversity need not be limited to superficial (read: surface borne) qualities, though those kind of traits are often used to measure the absence or presence of diversity. And I'm not suggesting that you have such a limited view of diversity, only that my view of diversity -- of what diversity is -- is actually itself diverse and contextual. So you're right -- in the case where you're likely to find people overwhelmingly of one singular type -- it may be hard to encourage, support or promote diversity in that one facet. However, it is still something worth pointing out and giving some priority to in other areas of the event... whether in content, presentation, in preparation or in amenities. Two simple examples from this weekend's BarCampBlock: Liz Henry, one of our co-organizers, represented interests that are often overlooked at such male-heavy and geek-centric events... that is, the need for childcare and separately, the need for accessible buildings and presentation areas. Liz was involved in planning the event and did an incredible job throughout -- she also, by identifying those two concerns, raised the awareness to those issues and helped her co-organizers make childcare and accessibility priorities in the planning of the event. While we otherwise should have "naturally" been aware of those issues and done something about them, it took someone on the planning team to actualize that awareness and then provide tactics to meet those needs. I guess what I'm saying is that diversity as a common value or concern expresses itself as a form of vigilance and openness towards being accommodating in whatever way is necessary. The importance of diversity may manifest itself in the traditional "obvious" superficial delineations that you've described, but I would encourage you to look beyond that (as you suggested later) and see that, even within what appears to be an otherwise white, pre-dominantly male group, that there are still diverse needs that may be attended to. Starting there, where it's easier, I think, will lead one to realize the importance of all diversity, not only that which exists within the small group of people who are "like you". > The lack of women is, admittedly, a different topic, but I think that > it accurately reflects the status quo in the high-tech industry in > general. The female attendees at the conference tended to be designers > and journalists, with the female speaker being a lawyer; in Croatia, > all kinds of engineering have always been primarily "boys' work", and > this should be changed on a much wider social basis than a single > conference. This issue certainly has been belabored to no end, and will continue to be, but I think it takes both an attitudinal adjustment and a rejection of the "status quo" if things are going to improve. That you even cite that things have "always been this way" is already inviting defeat. If we accepted and took for granted that offices would always be cubicles and that everyone should feel both isolation within and alienation to their work, coworking would have no purpose. Instead, we have decided to dismantle the underlying assumptions of the status quo and to reformulate what people's expectations should be. The same should be true of the gender division. If conferences, events, workplaces and others were made to be more inclusive, more accommodating and valued the kinds of special contributions women make, I think that this "status quo" would eventually dissolve. It's certainly not an overnight challenge, but representing it as the way it's always been is like accepting that Microsoft Word isn't a bug in modern productivity environments that needs to be patched. As far as I'm concerned, the lack of women in many of these environments and situations is because men don't seem to value their contributions -- or, perhaps worse -- know how to. Change has to start at some point. I think an eagerness to engage with the problem as it stands -- and to counter the prevailing notion that "it's always been this way" is a perfect place to begin unraveling this unfortunate an confounding legacy. > My other point is that if you try to "force" diversity by catering to > a single element (e.g. we lack women in hi-tech; let's focus on them) > you may easily slip into the exact opposite to your intentions, a > "positive action" leading to single-mindedness. I think that we should > accept the current situation and work to improve it by providing a > healthy, diverse mindset, instead of focusing on underserved > minorities. For example, when organizing a conference, we should try > finding the most interesting speakers available in the community, > regarding of their gender, race or color. This is the argument against affirmative action. And it's the argument that those who are most threatened tend to make. It's the same thinking that leads to white men arguing that if there's a so-and-so parade, then white men should have their own parade too (ignoring that that's what most parades already are). I absolutely agree that those who are the most qualified, most gifted, most passionate should be provided the opportunities and the means to succeed and to achieve. I absolutely believe that this kind of promotion should be conferred without specific attention to gender, race or color. But, I also absolutely do not believe that it comes without a great deal of effort that you'll be able to actually surface the best talent and most qualified members of the non-priority groups (by priority, I mean the group that is planning, organizing or establishing something). So, if all things were equal, and everyone were given access to high quality education and the ability to pursue a livelihood dictated by one's passions, and also to be able to choose to raise a family or not, then your meritocratic attitude would certainly be the ideal. However, the unfortunate reality, as I described above, is that there is systemic and historical bias against certain groups of people keeping their best and brightest from being able to compete on a level playing field. I say this as a white male who was raised in the suburbs of New England. I know how many free breaks I got because of the way I looked and how far I've been able to come with half as much merit as some of my non-white, non-male peers. It's taken me a long time to realize this and to realize my capacity to do something about it, and now that I'm learning what's possible, I do think that going out of your way to spread your privilege to as many people as you can -- as an act of defiance against homogeneity and mediocrity -- is one of the best things that you can do to combat the defeatist attitude that if you reach your hand out to one group, you must therefore reach your hand out to all of "them". In the model I'm describing, there are no "others"; there are only opportunities waiting to be seized, doors needing to be opened. > So while our conference was mostly male and essentially white-only, we > had exactly the diversity that can be found in our society: there were > Muslims, Jews, gay people, and even people from the countries we were > up until recently in war with. And none of them was chosen on any > other basis except their merit in their respective fields. And it is promising indeed to hear that progress and inclusivity was achieved despite past grievances. It is also a testament to the ongoing work and never-ending struggle that the promotion of diversity entails. Diversity is not something that can be "achieved", much like the rainmaker who makes rain once as a happenstance and then fails to invoke the weather again. Diversity is a process and a mindset. It exists in the negative spaces of social convention. It is something that makes open communities like ours stronger and better and it certainly isn't always obvious. Berislav, know that I'm not pointing this only at you -- as you suggested, your original message was more of a prompt to begin the discussion. I'm writing with a general intent and audience, and some degree to speak to myself about these things. Again I think it's critical that we develop both an appreciation and a language around these issues: I'm certainly myself new to wanting to do something productive about them. I again invite thoughts, comments and responses to this thread. My thoughts are informed by experience, and I for one could definitely use more of it! Chris -- Chris Messina Citizen Provocateur & Open Source Advocate-at-Large Work: http://citizenagency.com Blog: http://factoryjoe.com/blog Cell: 412 225-1051 Skype: factoryjoe This email is: [ ] bloggable [X] ask first [ ] private --~--~---------~--~----~------------~-------~--~----~ You received this message because you are subscribed to the Google Groups "Coworking" group. To post to this group, send email to [email protected] To unsubscribe from this group, send email to [EMAIL PROTECTED] For more options, visit this group at http://groups.google.com/group/coworking?hl=en -~----------~----~----~----~------~----~------~--~---
