I updated “Disclosing You’re Neurodivergent at Work” with a selection from “Neurodiversity: Paving the Way to Universal Design Inclusivity in the Workplace”.

As I’ve witnessed, the opposite approach to universal design inclusivity leads to the likelihood of increased segregation, such as the implementation of entirely separate hiring processes for job candidates who have a specific neurological difference. Neurodiversity isn’t meant to be a means of setting individuals apart. Siphoning a member of a marginalized community into a separate process leads to discrimination. Imagine if we encouraged all women to go through a segregated hiring program! It’s easy to see the problems with such an approach — and the benefits that universal design inclusivity can bring in its stead.

Source: Neurodiversity: Paving the Way to Universal Design Inclusivity in the Workplace

The candidates for @DSISD board of trustees are some incumbents (who defended a transgender student), several Christofascists, and an Apple engineer who says “diversity, equity, and inclusion are crucially important.” Easy choices.

The popularity of scientific racism and pseudo-intellectual white boy whisperers among techbro rationalists is a source of constant misery for DEI teams.