Although collecting demographic data can be helpful for better understanding the community you are working with it, it has the potential to reduce trust or overburden participants.
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Learning how I fit into the spectrum of neurodiversity changed how I navigate my professional and personal relationships. What is neurodiversity? And how is it fit into our lives?
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For those of us with typical color vision, it can be easy to take for granted the ease with which we’re able to derive meaning from the data visualizations and graphics that surround us. For a remarkable number, though, color-rich visuals can actually pose a barrier to understanding or working with information. You may even encounter these barriers due to some form of colorblindness and not realize it—it’s more common than you think.
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When we are on our hunt for inequities, we need to think about the lived experience of people we serve, especially when that lived experience differs from our own. In this post I’m going to talk about access to resources. So many of our systems are build around an assumption that people all have access to the same resources.
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Professional women receive a lot of feedback on our personalities. Feedback that falls into two camps of critique. The first is that we are too little. The second is that we are too much. Women spend much of their work life trying to land in the impossible middle, a middle that doesn’t really exist.
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The Zone of Fire is the fundamental basis of hierarchy. It is also one reason why female leaders have ubiquitously been told they are too outspoken.
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