I just saw a hugely interesting point raised on twitter - that minorities (eg women in tech) shouldn’t actually spend time working on D&I because it harms their career. But conferences don’t want to have a straight white guy talking about D&I because “bad optics”. Really interesting tensions there!
We know that D&I benefits everyone, and is really everyone’s job (witness a 40 yo white guy starting the AeRO D&I group ). And we also know that it’s easier for middle aged white dudes to make change because they are more likely to have power. But, with good reason, we want to hear from minorities about issues that impact minorities… I was pleased that Hopper Down Under had a session something along the lines of “what can men do to make inclusion a thing” that was mostly men speaking… But some of the participants were nervous of getting pushback for having a manel.
D&I work is largely emotional labour that is unrewarded in terms of KPIs and promotion…
So… how do we resolve those tensions?