Someone I have known and respected for quite a few years recently co-authored a book on workplace diversity, equity, and inclusion (DEI), which is:
“The Fearless Diversity, Equity and Inclusion Practitioner: Leading DEI with Impact and Sustainability” by Roman Ruzbacky, Fiona Krautil, Tom Verghese; pub. Synergistic Press, Williamstown 2024, ISBN 978-1-7636568-0-2; (one of the author*s websites on this book - includes the table of contents, and details for hard copies; one of the the book launches; Amazon)
I've now seen more of the content of the book (especially, some outstanding diagrams), and will be buying a copy when I can - and recommend it to anyone who is interested in DEI - or inclusivity generally (there are a fair few community groups which could benefit from this, in my opinion).
Something else I have been considering are the indicators of possible bias/bigotry - specifically, anyone who says they can’t understand how someone else could be _ , or would not _
As specific examples of those:
- someone who says they could not understand how someone could be asexual/ACE, or maybe bisexual - which is a measure of the importance of their form of sex to them, an indication of personal insecurity about that importance, and a warning they might try to find a pointless excuse for non-acceptance/non-inclusion, such as a false/baseless claim that they “need” an explanation of how could be asexual/ACE or bisexual before they will bend their psychological (mental-emotional) inflexibility to allow in a different part of reality.
This rubbish is part of the rationalisation excuses used to try to restrict the extent of inclusion of trans, gender diverse, and non-binary people;
- someone who says they cannot understand how someone else could not like a particular type of food - which similarly shows a
measure of the importance of their food preferences/philosophies, an indication
of personal insecurity about that importance, and a warning they might
try to change others to that preference.
This rubbish is often used against autists who have food limitation issues.
Both of these need to be countered - they breach the social contract known as tolerance.
The ideal would be for those with these (and similar/other) flaws to grow enough as people to change and not have the flaws, but that is unrealistic for this world as it currently is.
That means the following is required:
- training on the workplace and general life impacts of such attitudes/behaviours;
- instruction on the legal harms that can be done to the organisation (and the individuals) by being biased, and the obligations the organisation has to prevent such harms by preventing such attitudes/behaviours;
- guidance on specific behaviours to do or not do, combined with senior personnel actively modelling those in ALL circumstances, including outside the workplace.
For those who are familiar with the work of this blog, the techniques of this blog to clear external nonBPM influences, protect those at risk, and heal/boost those who need it or who are doing BPM actions, can and should be used - as is for the Highest Spiritual Good (your BPM Guides can help with that - or do it entirely for you, quite often [which means you send energy via them, for instance]).
Possible flaws
Where I can, I will try to highlight possible flaws / issues you should consider:
- there may be flawed logical arguments in the above: to find out more about such flaws and thinking generally, I recommend Brendan Myers’ free online course “Clear and Present Thinking”;
- I could be wrong - so keep your thinking caps on, and make up your own minds for yourself.
If you appreciated this post, please consider promoting it - there are some links below, and there’s also other options.
Note that I am cutting back on aspects of my posts - see here.
(Gnwmythr is pronounced new-MYTH-ear)
Remember: we generally need to be more human being rather than human doing, to mind our Mӕgan, and to acknowledge that all misgendering is an act of active transphobia/transmisia that puts trans+ lives at risk & accept that all insistence on the use of “trans” as a descriptor comes with commensurate use of “cis” as a descriptor to prevent “othering” (just as binary gendered [men’s and women’s] sporting teams are either both given the gender descriptor, or neither).#PsychicABetterWorld and may all that I do be of value and actively BPM used for and by the nonphysical BPM because #KindnessIsThePoint
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