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Kelly_Witwicki comments on Why & How to Make Progress on Diversity & Inclusion in EA - Effective Altruism Forum

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Comment author: MichaelPlant 26 October 2017 07:21:19PM 4 points [-]

Thank you very much for bringing this up. Discussion about inclusivity is really conspicuous by it's absence within EA. It's honeslty really weird we barely talk about it.

Three thoughts.

  1. I'd like to emphasise how important I think it is that members of the community trying and speak in as jargon-free a way as possible. My impression is this has been getting worse over time: there seems to be something of a jargon arms race as people (always males, typically those into 'rationality'-type stuff) actively try to drop in streams of unnecessary, technical, elitist, in-group-y words to make themselves look smart. I find this personally annoying and I assume it's unwelcoming to outsiders.

  2. You gave loads of suggestions (thanks!). There were so many suggestions though, I can't possibly remember them all. Do you think you could pick out what you think the most important 2 or 3 are and highlight them somewhere?

  3. On a personal note

young, white, cis-male, upper middle class, from men-dominated fields, technology-focused, status-driven, with a propensity for chest-beating, overconfidence, narrow-picture thinking/micro-optimization, and discomfort with emotions

Ouch. I find this a painful and mostly accurate description of myself. Except emotions. Those are fine.

Comment author: Kelly_Witwicki 26 October 2017 08:49:13PM *  0 points [-]

I haven't thought about prioritization yet, and was hoping other people would discuss that here. Since a lot of these are actions individuals can take, it will vary a lot by what roles an individual plays and what they have the most room for improvement in.

That said... toning down jargon, I suspect you'd agree, is probably pretty cost-effective, as I would think is toning up the visibility of people from underrepresented groups. A Diversity & Inclusion Officer who could review and advise on social media communications, ads, community recruitment, website UX, conference speakers, talk content and descriptions, job postings and hiring processes, etc, and who could establish metrics and goals for and conduct annual reviews on inclusionary practices, sounds easily worth their salary, at the very least as an experiment for a year.

Comment author: ThomasSittler 27 October 2017 10:08:18AM *  4 points [-]

toning down jargon, I suspect you'd agree, is probably pretty cost-effective.

Could you link to some examples of EA content that you think are good at this, relative to the rest?

Comment author: casebash 27 October 2017 12:51:05AM 3 points [-]

I have no doubt that there are things worth doing in this field, but I do worry about the potential for this to take attention away from even higher priorities. One reason why big organisations move slowly is because they have to get approval/input from so many people before they can actually do anything. Secondly, I worry that this is an example of dispersed costs and concentrated benefits in that optimising on second factor tends to be making some sacrifice or compromise on the first.

There is likely to be an adverse selection effect in that the kinds of people who would want to be a diversity officer tend to be the kinds of people who also take the strongest stance and hence are more likely to push us toward prioritising this more than we should.

I am not saying that this is necessarily a bad idea, just it isn't as obviously good as it looks at first glance.