Tag: diversity

Dating a highly masking AuDHD (Autistic and ADHD) woman

Ian and Alison together in the sun

There is something ever so unique about Alison, my loving partner. She is AuDHD (Autistic and has ADHD). Although she hasn’t had an official diagnosis, shes is on a very long list to get these (7 years for ADHD she has been told).

If you were to meet her, its unlikely you would ever know she is AuDHD because shes highly masking through life. Masking is exactly what it sounds like and its super draining. I couldn’t even really understand how draining without Alison breaking it down for me.

Recently she decided to write about this all in a public Facebook post.

My results from the Autistic test

I also took the test Autistic spectrum test Alison mentions and got these results. As you can see mine is quite different from her’s.

Ultimately I stand with her, proud to be her partner and I’m so glad she wrote the post not only to friends and family but to the public.

Alison is wonderful, creative, loving and a joy to be with. The mix of neurodiversity, life experiences, modern values and her personality means our relationship is full of mainly ups and some downs (which relationship isn’t?). I certainly didn’t expect the dopamine filled date nights!

Alison and Ian hang from the London underground ceiling above a tube train.

Neurodiversity is full of stereotypes and misunderstandings. Some of it is ignorance but some of it is deliberately offensive and I’m looking at mainstream media. The social media space has its own problems but you are getting first hand perspectives which are sometimes interesting. Something I might pick up on again in a future blog post.

Till then, have a read of Alisons post and share with others.

Continue reading “Dating a highly masking AuDHD (Autistic and ADHD) woman“

Whats really changed?

Print, The Black Experience in Graphic Design, 1968.

It was a hard read/listen but I’m glad to have read through the article which Leena suggested for me.

The Black Experience in Graphic Design: 1968 and 2020, has a number of black designers read through a hard copy article written in 1968 to see how much has changed or rather reflect on how little has changed.

As I started it was a hard read as there was a lot I recognise in my experiences as a designer in the earlier days of 2000. Like most of the designers featured, I stay hopefully too However I also listened/read the wired article – Five Years of Tech Diversity Reports—and Little Progress.

So little progressive… 

George Floyd mural in Manchester's Northern Quarter
At least george floyds mural stays in the northern quarter even today – Oct 25th 2020

Its coming up to 6 months since George Floyd was murdered by the Minneapolis police. One of the things I am planning is a look at all those pledges to make a change by companies to see if they actually did what they pledged.

Part of my work is to extract the data from this amazing presentation. Put into a form where others can add to it, likely a airtable, mutliple google sheets or github somehow? I think what the original authors did is amazing but it they limited its impact by not separating the data from the format. Not a criticism of course, but I could really help if they provided the data or sources.

If you can help or can point at places which might help a XML type person like me, do shout. If you are interested in joining what happens next, drop me a message.

Little update

I started a google sheet, after pretty much manually pulling the data out of the Google Slide. There’s lot of room for adding others. I’ll likely drop the sheet somewhere, so others can add without messing with the existing data.  I’m testing the protected cell feature in Google sheets, although I have a copy if it all goes wrong. This gives me the chance to mess with Airtable I guess?

The Future of Media with the Firestarter

Future insiders with Cathy Hackl

Future insiders with Cathy Hackl, was one of the last podcasts I did over the summer. Cathy Hackl I met a few years ago while in Belgium during Fuel 2018.

We chatted and shared many experiences including some of the diversity & inclusion in the industry. She was friendly and full of interesting thoughts about the future. I honestly warmed to her warm personality and it helped with Cathy being from a Lantio background when talking about D&I. It was also very clear Cathy was on her way upwards, her background working with the likes of Oculus, HTC Vive and Magic leap was just the start.

We stayed in touch and when I heard Cathy was setting up her own podcast I thought I need to subscribe. It wasn’t that long after Cathy got in touch and asked if I’d like to be guest on the show. Of course I agreed.

Massive thanks to Cathy for having me on as a guest, we certainly could have spoke for much longer. Hopefully this may happen much sooner than we think…?

If you are looking for the RSS feed its here.

I can’t tell you how much the firestarter title has gotten me places a producer couldn’t touch.

The important elements of Inclusion

Element of Inclusion by Dr Jonathan

There is a podcast which I have been listening to for quite some time (almost 2 years) its been going for a lot longer and its a gem to listen to. The podcast is called the element of Inclusion.

Its been a breath of fresh air in a crowded market of Diversity & Inclusion experts., partly because of the free flow of extremely useful information in podcast format.

element of inclusion
For example he’s boiled down a lot of mater and found 3 key elements (element of inclusion)

People

Organisations ind it difficult to engage with people that are currently being excluded “Employee resource groups directly engage employees that are underrepresented and excluded. These are the people at the Bottom of the pyramid who are being ignored”

Potential.

Organisations find it difficult to create a culture of inclusion “Employee resource groups can help to change the narrative of what it means to be a successful employee within an organisation and this is one of many things that helps to change the culture”

Performance.

Organisations find it difficult to articulate a compelling business case for diversity

A lot of the core information is usually buried deep in academic papers and dense books. As we are all now time poor, its amazing to have Dr Jonathan (Jonathan Ashong-Lamptey) read through the books and papers pulling out the wheat from the chaff, and then dicing it up into easily digestible form for all. Once you digested, you have direct links to the source material be it a book, review or a paper. This is so uncommon in a industry which keeps the source hidden away.

I do believe his mission of empowering 1 million people like me to make our workplaces more inclusive is a noble one; but also possible with the information Dr Jonathan keeps putting out.

Here’s some of the noticeable episodes I heard recently, although I would suggest starting with the 150th episode.

Disability The Basics [Book Review]

In this book review episode, Jonathan extracted some key parts from the book disability the basics including these 3 points.

The Disability Paradox

“There’s a perception that the lives of people with disabilities are completely undesirable, however the author said that data revealed that people with disabilities consistently report a quality of life as good as and sometimes better than people non disabled people.”

The Social Model of Disability

“some people have physical impairments, but it’s society through exclusion, through stigma, through oppression that makes people disabled”

The Thriving Disabled People’s Movement

“I was ashamed to say that I knew next to nothing about the disabled people’s movement. Described as the last liberation movement, it’s been inspired by previous movements like Civil rights”

The middle point about the social model of disability had me skipping backwards to hear it again and take it all in. Very apt for some of the neurodiverse conditions and one of those things I will always remember now.

The Relationship Between Social Isolation,Loneliness & Belonging

I hadn’t really thought about this one too much till we went into lockdown for Covid19 but Dr Jonathan really made things super clear.

Why Loneliness is Misunderstood

“It’s possible to feel lonely while among other people, and you can be alone yet not feel lonely”

The Difference between Social Isolation and Loneliness

“social isolation is not loneliness and loneliness is not social isolation.

Not everyone who is socially isolated is lonely and not everyone who is lonely is socially isolated”

Why Social Exclusion May Lead to Loneliness

“If you’re an individual that is being socially excluded, ie socially isolated against your will, we don’t need the research to recognise that that person may have an unpleasant experience”

Why Relying On A One Off Intervention Is An Inclusion Mistake

I swear by this one, and talk a lot about fireworks opposed to sustainable interventions. I also see this happen with one off training.

One Off Interventions are less likely to engage people in a meaningful way

“it’s the employees who get to see the truth, they get to see if the words and actions match up. They’re the ones you really need to buy into the narrative”

One Off Interventions are not as effective as programmes of change

“one off interventions have a smaller effect on attitudes, a smaller effect on how people feel and a smaller effect on behavioural learning compared to interventions that are part of a longer programme of change”

One Off Interventions won’t change systems of disadvantage

“It’s not always about individual behaviour, it’s about a system that reproduces existing norms and one-off interventions don’t solve that”Just these 3 are a

I always knew this to be true but Dr Jonathan armed me with some excellent case studies and data which is actionable.

Have you ever noticed the overwhelming whiteness? Yes!

Employees stand up to racism

I remember reading through Dan Lyons archived blog entries after reading Lab rats recently.

He asked the question in this entry while looking through the Business Insiders “50 Best Small Companies to Work For of 2017, According to Employees.”

The companies that end up on lists like this are often the pep-squad types who work really hard to get on lists like this. It’s free marketing. It helps them recruit. But mostly, they totally think that they’re totally awesome. They’re the best.

Presumably the photos you see above were provided by the companies themselves. Which means someone gathered up the whole gang, took a bunch of photos, chose the best one, and sent it along.

Then concludes with …

And no one ever noticed the blinding, overwhelming whiteness. Which kind of says it all.

This is old (2017) but its every day I see this all the time as I scroll through pictures of cool new startups. The 2019 version is better but its not massively different?

 

A couple of powerful talks I have heard recently

https://www.youtube.com/watch?v=vQOm6efNVW4

Its powerful and critical advice for all by Wade Davis (Netflix VP of inclusion). With only 40 views, it deserves so much more attention.

Also while watching a bunch of new videos, I came across the incredible talk from the Festival of dangerous ideas. Alicia Garza and Stan Grant – Why Black Lives Matter

#BlackLivesMatter has become the call to action for a generation of US human rights activists to denounce the violence and prejudice still experienced by African Americans. In the wake of the violent deaths of African Americans Trayvon Martin, Michael Brown, Eric Garner and many others call for change is insistent and consistent. So what does need to change in politics, in the media and in everyday lives to transform race relations and ensure justice and recognition for all?

Intersectionality and the real problem of diversity in silos

Audre-Lorde-single-issue-1024x387

Many companies still consider diversity policies solely in terms of dealing with separate categories of gender, ethnicity, sexuality, socio-economic class, religion or disability. However, a better awareness of how these strands overlap — a concept known as intersectionality — can improve an organisation’s understanding of its staff.

– FT

I can’t tell you how many times I have expressed this problem with traditional diversity to people. Most thing they are doing a great thing focusing on diversity, and I never want to stop that. However they miss the point of true diversity…

As the FT piece points out (found via Jonathan Ashong Lamptey)

Treating people as individuals is key to improving this perception, she says. Taking an intersectional view means recognising individuals can have multiple identities that overlap, for example an Asian LGBT woman or a white disabled man.

Looking at the law, the example which I would use to demonstrate the importance of intersectionality is Baylis-Flannery v. DeWilde.

In the case of the complainant, who alleged discrimination by her employer on the basis of sex and race, the Tribunal found that the discrimination she experienced was intersectional, and observed:

While the findings of discrimination made in this case are of sufficient gravity that Ms Baylis-Flannery could succeed on either enumerated ground of race or sex, or on both grounds, one set following the other, the law must acknowledge that she is not a woman who happens to be Black, or a Black person who happens to be female, but a Black woman. The danger in adopting a single ground approach to the analysis of this case is that it could be characterized as a sexual harassment matter that involved a Black complainant, thus negating the importance of the racial discrimination that she suffered as a Black woman. In terms of the impact on her psyche, the whole is more than the sum of the parts: the impact of these highly discriminatory acts on her personhood is serious. (2003 HRTO 28, para 145)

But as Jonathan points out lets look beyond legal discrimination, as its easy to see the problem. He uses a good example of himself to show how in certain contexts he has advantages and disadvantages.

…he says: “Being a 6ft 2 man has its advantages in the workplace but being black has disadvantages, at different times and different places.”

This also gets more tricky once you have a number of people who share similar categories. My example I always use is if you have a large number of white women from a middle class background, how does this effect the inclusion or culture of the business for other non-white or working class women? Outside the workplace I have no issue with women in tech initiatives, but I really do like what Sarah Lamb did with the Girl Geekdinners, which felt a lot more inclusive due to the 50% invited rule.

Its complex but thats the point, diversity and inclusion isn’t a thing you can throw magic dust/money at. Likewise training is good but its not something you think about away from base then come back and forget.

The way to build empathy, foster inclusiveness and create trust in the workplace, according to Mr Ashong Lamptey, is to discuss difficult topics in employee groups or staff networks that share a common identity. “Instead of guessing, ask the people who are having those experiences,” he says.

…

“Organisations should make this part of a long-term strategy,” Mr Ashong Lamptey says.

I have to say I especially like the idea of the reverse mentoring whereby managers are mentored by a minority staff member.

If only we could take a number of these practices and group them into something we could test and write up the studies of?

IBM DIF project removes my flickr urls


Hopefully the final follow up from my post about facial recognitions dirty little secret millions of online photos scraped without consent. and the update.

Thank you for your prompt response. We confirm that we have deleted from the DiF dataset all the URLs linked to your Flickr ID and associated annotations. We have also deleted your Flickr ID from our records. IBM will require our research partners to comply with your deletion request and provide IBM with confirmation of compliance.

Best regards,

IBM Research DiF team

End of the matter, although part of me wants to contact everybody in the photos and tell them what happened. Not sure what that would achieve however?

Reply from IBM about my online photos scraped without consent

Diversity in Faces(DiF)

Following my post about facial recognitions dirty little secret millions of online photos scraped without consent. I got a reply from Flickr and IBM’s Diversity in Faces project.
First Flickr’s automated email…

Hi ian,

Thanks for reaching out to us!

We’ve received your message and will be responding as quickly as possible. In the meantime, do visit the Flickr Help Forum and our Help Center as the answer to your question may be found there.

We look forward to connecting and will be in touch soon.

Cheerfully,
The Flickr Team

Already Pro? Then expect a response shortly, because you are already in our VIP queue! (Make sure to write to us using the email address on your Pro account.)

Dear Ian,
Thank you for your email.
The Diversity in Faces (DiF) project, referenced in your request below, is a non-commercial, research initiative. The DiF dataset includes a list of URLs (but not the images themselves), linking to publicly available images on Flickr under certain creative commons licenses, along with associated annotations. We have taken great care to ensure that the DiF dataset does not include Flickr IDs or any other Flickr identifiers of individuals.
In order to respond to your request, we will need to locate the URLs in the DiF dataset that are linked to your Flickr ID (if any). To do this, we will need your Flickr ID, along with your express consent to use it for the sole purpose of locating such URLs and responding to your request.  Separately, if you would like us to, we can remove any URLs of images linked to your Flickr ID from the DiF dataset.  Please confirm this by reply.
After conducting our search, we will delete your Flickr ID from our records, and if you so request, we will also remove any URLs and associated annotations from the DiF dataset connected to your Flickr ID. We will confirm when this process has been completed.
With respect to your request to access your personal data processed by IBM outside the DiF project, you will be contacted separately by the IBM Data Subject Rights Operations Team (Email at ibm.com) to proceed with your request.
Let us know if you have any questions or how we can further assist you with your request.
IBM Research DiF Team

The race pay gap deserves the same attention as the gender pay gap

I wanted to annotate the original Pearn Kandola article with some links…

In 2018, the gender pay gap took up a lot of column inches. Whether it be large businesses having to publicly declare their pay discrepancies, or well-known figures like Jodie Whittaker confirming that she’ll receive the same pay for her role as Doctor Who as her male predecessors, the pressure has been rising and change seems to have begun.

But gender is not the only cause of pay discrepancy; there’s another pay gap just as damaging that hasn’t received anywhere near as much media attention

There’s a long history of BAME (black, Asian and minority ethnic) people being paid less than their white colleagues. Analyses of pay by race have been carried out in many countries, and the similarity of the results is striking. Generally speaking, in every walk of life, in every craft and profession, minorities are consistently paid less than white people.

In November 2017, the BBC found itself at the centre of a significant gender pay gap scandal. Whilst its race pay gap was just as, if not more, prevalent, far less attention was given to it. The average white male earned:

  • four and a half times more than the highest earning white female
  • seven and a half times more than the highest paid minority male
  • nine times more than the highest paid minority female

The BBC is by no means a lone example, though. Independent Television News (ITN) IN 2018 revealed mean ethnicity pay gap of 16% which rose to 66% for bonus payments

The lack of attention given to the race pay gap is highlighted when one looks at organisations’ responses to dealing with it. Global professional services firm, PwC, also revealed a pay gap of 13% between its BAME and white staff. This gap is almost as substantial as the firm’s gender pay gap of 14%.

Its sad and sobering to read and hear. Why it wasn’t picked up by the mainstream press is a whole different question. Like I seen elsewhere, its much easier to focus on diversity in the form of binary male & female. But the honest truth is diversity is never that binary.

Reporting and transparency around the BAME pay gap is the best way to making this all viable.

The pay gap is a symptom of a wider culture in which black and ethnic minority workers are undervalued and underpromoted.

56 Black men changing stereotypes

56 black men

I first heard about the 56 black men project through a podcast by the resource group’s Jonathan.

In the podcast Jonathan talks about archetypes and stereotypes, defining them very carefully.

Archetypes & Stereotypes are similar but not the same

“I find when people think of positive stereotypes, they are more likely to use the word archetype”

Humans find Archetypes And Stereotypes Useful

“Stereotypes are great examples of heuristics or mental shortcuts that we use to help us negotiate our day-to-day lives.”

Archetypes & Stereotypes Can and Should Evolve

“existing archetypes and stereotypes have led to the world we live in now, new archetypes and stereotypes could lead us to a new world”

This all leads nicely in to his role taking part in the 56 black men project.

Reading through the twitter feed and hashtag, there’s some really interesting comments from others. I personally have avoided wearing hoods slightly because of the stereotype and I don’t find them that comfortable to wear. I like seeing around me (being aware of my surroundings is important for me).

I’m super aware of my presence on people around me, especially females. Its been drummed into me from a very early age mainly media like films and tv. Anything to help change this stereotype especially around black males, is very welcomed!

Living life to the maximum

Ian Forrester #ib100

The last few days have been quite incredible, mainly due to being added to Inclusion boards top 100. Its been quite a whirl wind but my feet are still solidly on the floor.

I want to say thank you to everyone who posted, liked, retweeted, tooted, left a comment, emailed, texted or verbally said to me congrats. I means tons to me. Every-time I look at the list and all the other people on the list, I’m just ever-so humbled.

But being on the list is one thing, I’ve been pushing for a long while for diversity and to be honest this has massively helped even in the short few days since it was public. Imagine what else could/can be done?!

But I wanted to stop for a moment and tell you why this means a lot to me, part of it was in my previous post.

Without technology I would be a very different person and I want to help many others realise there true potential without prejudice and without fear. If I can be a part of this, I will hopefully inspire others to join us as we drive the much needed change…

I’m very conscious that just over 8 years ago I was almost dead. I always vowed never to let things stop me, if its truly important to me. And this is super important to me! I can’t even start to express how important. Not being entered as such, but rather the fact I’m doing something right. Its easy to get inside your own head and lose track of whats really needed in this world.

I always wanted to live life to the maximum and also have eyes on a future I wanted to see exist beyond me.

Thank you all again!

I’m in the Inclusive top 100 #IB100

I’m extremely happy to be announced as one of the top 100 most influential Black, Asian Minority Ethnic (BAME) leaders in the UK tech sector. The list, produced by board appointments firm Inclusive Boards, was released today at the House of Commons as part of the official launch of the Inclusive Tech Alliance.

I have been sitting on this news for quite some time as it was embargoed from publication.

Inclusive Boards Logo

I’m unsure who(m) nominated me (lots of names come to mind) but I am very pleased they did. Maybe it was something to do with my keynote at Afrotech earlier this year? Maybe it might be something to do with Afrofutures a few years ago? Or maybe its a combination of different things and just me and my outlook. Its clear as day I have been fighting for diversity and inclusion at work and everywhere I go, its critical and I’ve become less and tolerant when theres a willful lack of it.

I say tolerant and it might be a strong word, even the wrong word but I do feel very strongly about it and every-time I read the figures of actual levels of racial diversity it just eats me up inside. There’s a real push to increase gender diversity which people keep confusing with actual diversity.

I’m always reminded of this picture when thinking about gender diversity in tech. Like gender, like sexuality, etc (Likewise for Neuro-diversity but thats another story.). Racial diversity needs an equal amount of people pushing for it too. The inclusive tech alliance can help make this a reality. Never underestimate how important this can be for young BAME children living in forgotten parts of the country wondering about their place in the future. I was reminded of this very recently in Macedonia of all places…

The Alliance has been set up in response to new research by Inclusive Boards that will show the sector is significantly lagging behind others on diversity within senior leadership. The founder of the Inclusive Tech Alliance (ITA), Samuel Kasumu, who is also a member of the Prime Minister’s Race Disparity Advisory Board said:

“Technology is increasingly playing an important role in driving our economy and there is a great need to ensure that everyone can fully participate in the jobs and opportunities technology brings. Ian Forrester and others featured in this list today are role models that will inspire the next generation, and hopefully help to improve diversity within the sector.”

I can do better, we can all do better, and being part of the inclusive tech alliance, will help greatly to get the message of diversity and inclusion out there. Especially in the tech sector which seem to shy away from the arts. A sector which dominates so much of our modern lives but fail badly with diversity.

Without technology I would be a very different person and I want to help many others realise there true potential without prejudice and without fear. If I can be a part of this, I will hopefully inspire others to join us as we drive the much needed change…

I won’t be at the event in the house of commons, unfortunately. But look out for the full list of people in newspapers and online.

Thank you!

So much good at AfroTech Festival 2018

https://www.flickr.com/photos/cubicgarden/28168173109/

When I first heard about Afrotech festival, I was impressed with the idea. I’ve always been in the minority at tech conferences. Its been so common that I just don’t (try not to) think about it. Its very common for tech events to try and encourage more women to be involved but even with gender diversity its poor to bad. Calls for racial diversity tend to end up falling on slightly deaf ears. Its not always unwillingness but it does have a slight effect, and makes you think… should I be here?

In actual fact the only times I have been in a tech event where the dominate people weren’t white males has been the girl geekdinner events. For example last week Sunday I was a girl geek tea party with all women and myself, I felt comfortable enough and hopefully everybody else felt the same (there was no indication to suggest any issues).

Its very rare when I haven’t been in the minority, especially around tech. At Afrotech fest, for the first time I was in the racial majority although interestingly a minority in gender.

I was giving one of the two keynotes and I’ve posted the slides and thoughts in a previous post. The other keynote was given by Ade Adewunmi who talked about similar issue I brought up.

Afrotech Fest 2018

The festival ran over Friday & Saturday. It felt more like a unconference with clear tracks. The sessions were varied with topics ranging from An introduction to cryptocurrency to What the Matrix can teach us about Diversity & Inclusion. There were panels for example The Good and Evils of Machine Learning. All the sessions focused on a slightly different view, for example the machine learning panel included lot about algorithm bias and transparency. Issues which directly effect the lives of minorities.

Afrotech Fest 2018

Another great thing beyond just the make up of the people was the diversity of personal backgrounds. There were developers, artists, people working in law, etc, etc. There was also a youth track on Saturday afternoon (which I obviously didn’t attend) it was great to see young people wondering around like you see at Mozfest.

I was impressed with everything especially the 6 black female organisers and lots of helpers, who made everyone feel at home in Richmix. The festival was very welcoming to those not from the black community with everybody was respectful alongside the lines of the code of conduct. Its also the first time I’ve had to agree/sign my presentation and keynote will not break the code, something others should do.

I had a great time, learned a lot and even my non-technical sister took away something. The conversations I had were great and look forward to the next one.

Little update

Myself and Ade Adewunmi are on BBC Click briefly talking about Afrotech Festival.

Afrotech Fest is a two-day tech and digital festival in the UK by and for black people of African and Caribbean heritage. It explores the intersection of technology, the arts, history, news, activism and representation. In particular Afrotech Fest aims to provide a platform for people across a variety of backgrounds to imagine a future free of the present biases whether conscious or unconscious. Click talks to Ade Adewunmi and Ian Forrester about Afrotech.

Afrotech Fest 2018 keynote: Diversity and the joy of being different

Ian Forrester at Afrotech 2018

The slides are now public on google drive (unusual but I do tend to create and edit them on google slides to be honest) and of course in the usual place of my slideshare presentaion. Its a long one but I could do it with all the videos a tad over 30mins.

They are thought provoking and full of references to some excellent research worth reading and digesting.

Massive thanks to the organisers and the audience for bearing with me through the keynote of 106 slides…

Continue reading “Afrotech Fest 2018 keynote: Diversity and the joy of being different“