There can be no doubt that discrimination based on sex, race, ethnicity, religion or beliefs should not be tolerated in academia. Surprisingly, however, in recent years, policies of Diversity, Inclusion and Equity(DIE), officially introduced to counteract discrimination, have increasingly led to quite the opposite result: the exclusion of individuals who do not share a radical 'woke' ideology on identity politics (feminism, other gender activisms, critical race theory, etc.), and to the suppression of the academic freedom to discuss such (...) dogmas. This subversion of academia ― disguised Trojan-horse style as universal human rights advocacy ― is unacceptable because academia must be politically neutral and protect freedom of speech, a cornerstone of professional scholarly activity without which universities as we know them will slowly but surely suffocate. -/- Our purpose here is to put together some particularly illustrative cases of such repression in a single book, testifying to a ubiquitous trend within western culture, irreducible to a few isolated complaints. The essays contained here illustrate the abuse of power, censorship and witch-hunts at many universities and research centres in the name of DIE. -/- List of coauthors in alphabetical order: Dorian Abbot, Tomonori Agoh, Gerhard Amendt, Ivar Arpi, David Benatar, Peter Boghossian, Civitas Research Team, David Díaz Pardo de Vera, Pedro Domingos, Janice Fiamengo, Étienne Forest, Jorge Gibert Galassi, Norman Goldstuck, José L. González Quirós, Lawrence M. Krauss, Patrick LaBelle, Martín López Corredoira, Heather Mac Donald, Martin Malmgren, Erik. J. Olsson, Jordan Peterson, Constantin Polychronakos, Philip C. Salzman, Alessandro Strumia, Tom Todd, Andrei Yafaev. (shrink)

There can be no doubt that discrimination based on sex, race, ethnicity, religion or beliefs should not be tolerated in academia. Surprisingly, however, in recent years, policies of Diversity, Inclusion and Equity (DIE), officially introduced to counteract discrimination, have increasingly led to quite the opposite result: the exclusion of individuals who do not share a radical 'woke' ideology on identity politics (feminism, other gender activisms, critical race theory, etc.), and to the suppression of the academic freedom to discuss (...) such dogmas. This subversion of academia — disguised Trojan-horse style as universal human rights advocacy — is unacceptable because academia must be politically neutral and protect freedom of speech, a cornerstone of professional scholarly activity without which universities as we know them will slowly but surely suffocate. Our purpose here is to put together some particularly illustrative cases of such repression in a single book, testifying to a ubiquitous trend within western culture, irreducible to a few isolated complaints. The essays contained here illustrate the abuse of power, censorship and witch-hunts at many universities and research centres in the name of DIE. List of coauthors in alphabetical order: Dorian Abbot, Tomonori Agoh, Gerhard Amendt, Ivar Arpi, David Benatar, Peter Boghossian, Civitas Research Team, David Díaz Pardo de Vera, Pedro Domingos, Janice Fiamengo, Étienne Forest, Jorge Gibert Galassi, Norman Goldstuck, José L. González Quirós, Lawrence M. Krauss, Patrick LaBelle, Martín López Corredoira, Heather Mac Donald, Martin Malmgren, Jordan Peterson, Constantin Polychronakos, Erik. J. Olsson, Philip C. Salzman, Alessandro Strumia, Tom Todd, Andrei Yafaev. (shrink)

The topics of equity, diversity, inclusion, decolonization, and Indigenization have been neglected in academic and research integrity. In this article, I offer examples of how these issues are being addressed and argue that academic integrity networks and organizations ought to develop intentional strategies for equity, diversity and inclusion, and decolonization in terms of leadership, scholarship, and professional opportunities. I point out that existing systems perpetuate the conditions that allow for overrepresentation of reporting among particular student groups (...) including international students, students of colour, and those for whom English is an additional language. I conclude with concrete recommendations for action. (shrink)

Racial and ethnic disparities exist for many nervous system disorders that are intervention targets for neuromodulation investigators. Yet, to date, there has been both a lack of racial and ethnic diversity and a lack of emphasis on diversity in neuromodulation research. In this paper, we suggest three potential reasons for the lack of racial and ethnic diversity in neuromodulation research: 1) the lack of diversity in the neuromodulation workforce, 2) incompatibility between the technologies employed and phenotypic (...) traits (e.g., hair texture) commonly present in minoritized populations, and 3) minoritized populations’ reluctance to participate in clinical trials. We argue that increasing diversity in the neuromodulation workforce, in conjunction with mutual collaboration between current neuromodulation researchers and underrepresented communities in neuromodulation, can aid in removing barriers to diversity, equity, and inclusion in neuromodulation research. This is important, because greater diversity, equity, and inclusion in neuromodulation research brings with it the development of novel, yet safe and effective, treatment approaches for brain disorders and enhances the rigor and generalizability of discoveries in the field. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Reviewed by:Musik–Vielfalt–Integration–Inklusion: Musikdidaktik für die eine Schule [Music–Diversity–Inclusion–Integration: A New Philosophy of Music Education for an Inclusive School] by Irmgard MerktBeatrice McNamaraIrmgard Merkt, Musik–Vielfalt–Integration–Inklusion: Musikdidaktik für die eine Schule [Music–Diversity–Inclusion–Integration: A New Philosophy of Music Education for an Inclusive School] (Regensburg: Conbrio, 2019)Irmgard Merkt, a German music education scholar, is a pioneer of intercultural music education with regard to the development of the concept Schnittstellensansatz, (...) literally “interface approach,” as an initial concept of intercultural music education in the 1980s. Her book Musik–Vielfalt–Integration–Inklusion: Musikdidaktik für die eine Schule [Music–Diversity–Inclusion–Integration: A New Philosophy of Music Education for an Inclusive School] is a new philosophy of music education for schools, in which children and young people with and without disabilities as well as children and young people from the most diverse milieus and cultural backgrounds share a learning space.1 Merkt advocates for a broad concept of inclusion that refers both to the inclusion of children with different skills and abilities on a physiological and psychological level along with the integration of pupils from different cultures of origin. The overriding goal for the author is recategorization,2 which makes the terms “common school,” “school for all” or “inclusive music instruction” obsolete and which allows pupils to attend a kind of school and a kind of music education [End Page 187] that is inherently inclusive. Merkt even goes as far as promoting the dissolution of subject-specific margins of music education and establishing an omnipresence of music in everyday school life instead.3 However, I think it should be pointed out that completely dissolving or dismissing music education into interdisciplinarity or integrating music education into subject groups such as Aesthetic Education,4 would be compliant with attempts made on the level of educational policy in order to reduce the quantity of qualified music teaching within the curriculum.5 Nevertheless, Merkt’s critique of the German school system is nothing short of appropriate in view of the prevalent system-immanent character of exclusion as the recent Programme for International Student Assessment-report of 2018 reveals.6 Furthermore, it is essential to draw conclusions as to the extent to which music instruction can do justice to the diversity of the student body, both on an integrative and on an inclusive level.The first chapter of Musik–Vielfalt–Integration–Inklusion offers an overview of past and present viewpoints on the topic of inclusion. Ensuing, the second chapter outlines the evolution of music education and teacher training in view of students with special needs. Chapter Three focuses on integration, Chapter Four traces the lines of development in the field of intercultural music pedagogy, while in Chapter Five Merkt advocates an encompassing culture of recognition in which educators, learners, and different music cultures are acknowledged to an equal extent. In Chapter Six the author delves into the very beginning of music and its coincidence with the evolution of humanity from homo sapiens to homo musicus through the lens of science and musicology. The seventh chapter of the book constitutes a synopsis of the main ideas which are then amalgamated into the concept of “Mit einer Frage um die Welt” [around the world with one question].A key tenet of Merkt’s publication is decategorization. The term inclusion, going back to its Latin origin of inclusio or includere is bound to the existence of its antonym exclusion. Despite endeavors nowdays to reverse the term’s meaning from reclusion to all-embracing,7 efforts to establish inclusion would not be necessary without exclusionary preconditions. On a terminological level, the expression inclusion implicates that there is an existing dualism between an inclusive or enclosed in-group and an exclusive or excluded out-group. This close and inextricable linkage between the existence of inclusion and exclusion, shows the importance of Merkt’s endeavor of highlighting efforts and development of decategorization, both on a terminological and legislative level, as well as on the ideological level. She is portraying concepts of thinking and acting in view of disability as a recurring process of progression and regression in reference to exclusionary... (shrink)

In 2018 Academic Placement Data and Analysis ran a survey of doctoral students and recent graduates on the topics of diversity and inclusivity in collaboration with the Graduate Student Council and Data Task Force of the American Philosophical Association. We submitted a preliminary report in Fall 2018 that describes the origins and procedure of the survey [1]. This is our final report on the survey. We first discuss the demographic profile of our survey participants and compare it to the (...) United States general population, its doctoral students, and APA membership, finding several areas of underrepresentation (i.e. gender, race/ethnicity, socioeconomic, and veteran status). We then discuss the results of questions regarding diversity and inclusivity. We find, for instance, that participant comfort in philosophy depends on gender, sexuality, race/ethnicity, disability, and language status and that participants most often mentioned the theme of diversity when asked how philosophy could be more inclusive. Finally, we discuss the results of questions related to graduate program and placement. We find, for example, that underrepresented graduates are both less likely to recommend their graduate program to others and less likely to prefer an academic job. We close by making some recommendations for the APA and for the discipline based on our findings. (shrink)

Throughout scientific history, there have been cases of mainstream science dismissing novel ideas of less prominent researchers. Nowadays, many researchers with different social and academic backgrounds, origins and gender identities work together on topics of crucial importance. Still, it is questionable whether the privileged groups consider the views of underprivileged colleagues with sufficient attention. To profit from the diversity of thoughts, the scientific community first has to be open to minority viewpoints and epistemically include them in mainstream research. Moreover, (...) the idea of inclusive science poses stronger requirements than the paradigm of open science. We argue that the concept of integration of different opinions is insufficient because the process of integration assumes adjusting oneself to the majority view and fitting into the dominant paradigm while contributing only with smaller amendments. Epistemic inclusion, on the other hand, means dynamically changing the research paradigm during the interaction with diverse methods and hypotheses. The process of inclusion preserves marginalized views and increases epistemic justice. (shrink)

Both books reviewed here argue for the importance of free speech, though apart from that they have little in common. One, The Most Human Right: Why Free Speech is Everything by Eric Heinze is a cas...

This paper develops a practice-based Theory of Generative Interactions across diversity that builds on empirical findings and conceptual frameworks from multiple fields of study. This transdisciplinary review draws on the disciplines of sociology, social psychology, organization studies, and communications. The Theory of Generative Interactions suggests that in order to facilitate inclusion, multiple types of exclusionary dynamics must be overcome through adaptive cognitive processing and skill development, and engagement in positive interactions must occur in order to facilitate inclusion (...) that is created and sustained by contextually relevant sets of organizational practices. The organizational practices provide the following conditions for generative interactions: pursuing an important, shared organizational purpose, mixing diverse members frequently over protracted periods of time, enabling differing groups to have equal standing and insider status in contributing to success, and providing collaborative interdependence, interpersonal comfort, and self-efficacy. These interactions are generative in that they help to challenge the guiding assumptions of the organizational culture, reconsider taken-for-granted aspects, and raise fundamental questions about organizations. We assert that such interactions, properly structured, can help organizations more fully address all stakeholders in creating value ethically, and ultimately creating equity for individuals and groups in the organization. (shrink)

In philosophy, much attention has rightly been paid to the need to diversify teaching with regard to who teaches, who is taught, and which authors and questions are the focus of study. Less attention, however, has been paid to inclusive pedagogy—the teaching methods that are used, and how they can make or fail to make classes as accessible as possible to the diverse students who enter them. By drawing on experiences from our own teaching as well as research on student-centered, (...) inclusive best practices, we advocate for five principles of inclusive pedagogy: fostering a growth mindset, examining inclusive conceptions of authority, promoting transparency, encouraging flexibility, and, finally, continually promoting self-reflection for both students and teachers. (shrink)

The relevance of the study is the need to reform the educational environment based on the values of inclusion to ensure the accessibility of quality education for all people. The purpose of the study is to justify the need an inclusive culture formation as a culture of acceptance of diversity and mutual understanding. The research problem is the lack of development of an inclusive organizational culture is a barrier to ensuring the availability of quality education in a variety (...) of health limitations and the educational needs of students. The study is based on the analysis of regulatory documents, comparison and generalization of the available approaches in international and Russian theory and practice on the inclusion values issue in the strategy of educational organizations and the formation of an inclusive organizational culture. Results: it was established that the inclusive agenda in education aggravates the problem of the formation of an inclusive organizational culture as a culture of accepting diversity as a value, advantage, significant educational, upbringing, developing resource; staged, the need for a proactive strategy of the formation of intercultural competencies are justified. -/- . (shrink)

Journals have been described as “duty bearers” of upholding fundamental ethical principles that are essential for maintaining the ethical integrity of newly generated and disseminated knowledge. To play our part, we evaluated diversity and inclusion in the leadership and management of global and international health journals. We developed Journal Diversity Index (JDI) to measure three parameters of diversity and representation (gender, geographic, socioeconomic status). Relevant information regarding editorial board members of systematically screened journals was sequentially extracted (...) and job titles were categorized into five editorial roles. Chi-squared test was utilized to study associations between gender and geographic distribution of editors along with the Medline indexing of the journal and its impact factor. Out of 43 journals included, 62.7% were published from two high-income countries. Women comprised 44% of the total editors. Among all the editorial board members, we did not find any information suggesting the representation of non-binary and transgender individuals. Furthermore, 68.2% of editors were based in high-income countries with 67.3% of the editors belonging to the Global North. This disparity in geographic region and socioeconomic level was observed across all five editorial roles. Among all women editors, more than 70% worked in non-Medline and non-impact factor journals. Only two journals scored “excellent” on JDI. Despite the continuous evolution of the definition of global health ethics, marginalized individuals, and their perspectives remain underrepresented in this field. Thus, we call for swift action regarding the decentralization and redistribution of global and international health journal editorial boards. (shrink)

In the literature on inclusion and inclusive education there is a frequent conflation of inclusion of diverse people, or people in all their diversity, inclusion of diverse worldviews, and inclusion of diverse epistemologies. Only the first of these is plausible—and perhaps even morally and politically mandatory. Of course, more needs to be said about inclusion and its possible difference from integration, conditions of access, etc. Regarding the second type of inclusion, not all worldviews (...) merit inclusion. Moreover, worldviews and epistemologies are not identical: everyone may have a worldview but not everyone has an epistemology. Finally, the idea of diverse epistemologies makes only limited sense, as do the associated notions of ‘indigenous knowledge’, ‘legitimation of knowledge’ and ‘epistemic marginalisation’. (shrink)

mHealth devices and applications, with their wide accessibility and ease of use, have the potential to address persistent inequities in biomedical research participation. Yet, while mHealth technologies may facilitate more inclusive research participation, negative features of some unregulated use in research — misleading enrollment practices, the promotion of secondary mHealth applications, discriminatory profiling, and poorer quality feedback due to dependencies on biased data and algorithms — may threaten the trust and engagement of underrepresented individuals and communities. To maximize the participation (...) of currently disenfranchised groups, those involved in unregulated mHealth research must become aware of potential risks, adopt targeted education policies, audit algorithms for hidden biases, and engage citizen scientists and other community members to identify and forestall possible harms. (shrink)

In philosophy, much attention has rightly been paid to the need to diversify teaching with regard to who teaches, who is taught, and which authors and questions are the focus of study. Less attention, however, has been paid to inclusive pedagogy—the teaching methods that are used, and how they can make or fail to make classes as accessible as possible to the diverse students who enter them. By drawing on experiences from our own teaching as well as research on student-centered, (...) inclusive best practices, we advocate for five principles of inclusive pedagogy: fostering a growth mindset, examining inclusive conceptions of authority, promoting transparency, encouraging flexibility, and, finally, continually promoting self-reflection for both students and teachers. (shrink)

A cutting-edge anthology that opens the door for emergent voices from African American, Indigenous, Latin American, and Asian embodiment traditions to transform the field of somatics The notion of “body” that underlies most available writings about somatic theories and practices often assumes a universal normality of structure and function that has now come into question. In this collection, viewpoints grounded in neural, hormonal, gender, and physiological diversities challenge convention and open up a more inclusive world of somatics for psychotherapy and (...) many forms of bodywork. The authors embody these differences and have developed their particular somatic practices out of direct experience. Their narratives offer new approaches to the transformation of our social order’s bodily roots enabling a healing of the recurrent traumas of the past. Covering topics such as the autistic body-mind, how the human body is both shaped by and shapes contemporary society, and somatic psychotherapy as a trustworthy resource for healing within the African American community, these poignant essays will help students and practitioners of somatics broaden the scope and efficacy of their therapeutic practices. (shrink)

Given its subject matter, biological psychiatry is uniquely poised to lead STEM DEI initiatives related to disability. Drawing on literatures in science, philosophy, psychiatry, and disability studies, we outline how that leadership might be undertaken. We first review existing opportunities for the advancement of DEI in biological psychiatry around axes of gender and race. We then explore the expansion of biological psychiatry’s DEI efforts to disability, especially along the lines of representation and access, community accountability, first person testimony, and revised (...) theoretical frameworks for pathology. We close with concrete recommendations for scholarship and practice going forward. By tackling head-on the challenge of disability inclusion, biological psychiatry has the opportunity to be a force of transformation in the biological sciences and beyond. (shrink)

Many research institutions and funders have recently stated their commitment to actively support and promote ‘Equality, Diversity and Inclusion’ (EDI) in various aspects of health research including Patient and Public Involvement (PPI). However, translating this commitment into specific research projects presents significant challenges that existing approaches, practical guidelines and initiatives have not adequately addressed. In this paper, we explore how the lack of clear justifications for the EDI commitment in existing guidelines inadvertently complicates the work of those involved (...) with PPI and we stress the need for conceptual clarity for any EDI effort to yield meaningful results. Our focus centres on the first principle of the EDI discourse, ‘equality’, particularly in the form of ‘equality of opportunity’ as outlined in current guidance provided by the National Institute of Health Research in the United Kingdom. We examine challenges related to justifying and implementing a general, unspecified commitment to equality of opportunity and explain that this reflects a lack of consensus regarding the moral value of PPI in research – a profound problem that remains unaddressed. We then discuss how the presence of several opposing moral perspectives on PPI, makes determining the most appropriate way of addressing barriers to involvement complex and controversial, raising ethical implications for the work of health researchers, PPI specialists and coordinators. Finally we make suggestions on how future research can enrich the concept of ‘equality of opportunity’ in PPI and improve practice. While our primary focus is on the NIHR, a strong advocate of PPI in research, this analysis will point to normative and ethical considerations that may be relevant to other research institutions and funding organisations aiming to promote equality of opportunity in their public and patient involvement strategies. (shrink)

In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years. In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments. However, many organizations have been disappointed with the results they have achieved in their efforts to meet the diversity challenge [Cox: 2001, Creating the Multicultural Organization (Jossey-Bass, San Francisco)]. We see the reason for this in the (...) fact that while much attention has been paid to the strategic dimension of diversity policies, systems, and processes, much less thought has been given to the normative dimension, the norms and values involved. Given the fact that diversity is essentially about cultural norms and values, appropriate reflection work becomes a fundamental task to create a truly inclusive work environment where people from diverse backgrounds feel respected and recognized. Therefore, we focus in this article on the challenge of building an inclusive diversity culture showing that such a culture of inclusion has to be built on solid moral grounds. We present a conceptual framework of inclusion based on a moral theory of recognition and introduce the founding principles of reciprocal understanding, standpoint plurality and mutual enabling, trust and integrity. After revealing barriers that hinder a culture of inclusion from emerging we shed light on the process of developing such a culture which involves four essential transformational stages: The first phase focuses on raising awareness, building understanding and encouraging reflection. The second phase deals with the development of a vision of inclusion as an important step to define the change direction. In a third phase key management concepts and principles should be re-thought. This leads to the fourth, action-oriented phase, that focuses on an integrated Human Relations Management (HRM)1 system that helps implement change by doing both, translating the founding principles via competencies into observable and measurable behavior and fostering the development, reinforcement and recognition of inclusive behavior. (shrink)

BackgroundClinical trials should be as inclusive as possible to facilitate equitable access to research and better reflect the population towards which any intervention is aimed. Informed by the UK’s National Institute for Health and Care Research (NIHR) Innovations in Clinical Trial Design and Delivery for the Under-served (INCLUDE) guidance, we audited oncology trials conducted by the Clinical Trials and Statistics Unit at The Institute of Cancer Research, London (ICR-CTSU) to identify whether essential documents were overtly excluding any groups and whether (...) sufficient data were collected to assess diversity of trial participants from groups suggested by INCLUDE as under-served by research in the UK.MethodsThirty cancer clinical trials managed by ICR-CTSU and approved between 2011–2021 were audited. The first ethics approved version of each trial’s protocol, patient information sheet, and patient completed questionnaire, together with the first case report forms (CRFs) version were reviewed. A range of items aligned with the INCLUDE under-served groups were assessed, including age, sex and gender, socio-economic and health factors. The scope did not cover trial processes in participating hospitals.ResultsData relating to participants’ age, ethnic group and health status were well collected and no upper age limit was specified in any trials’ eligibility criteria. 23/30 (77%) information sheets used at least one gendered term to address patients. Most CRFs did not specify whether they were collecting sex or gender and only included male or female categories. The median reading age for information sheets was 15–16 years (IQR: 14–15 – 16–17). Socio-economic factors were not routinely collected and not commonly mentioned in trial protocols.ConclusionsNo systemic issues were identified in protocols which would explicitly prevent any under-served group from participating. Areas for improvement include reducing use of gendered words and improving readability of patient information. The challenge of fully assessing adequate inclusion of under-served populations remains, as socio-economic factors are not routinely collected because they fall beyond the data generally required for protocol-specified trial endpoint assessments. This audit has highlighted the need to agree and standardise demographic data collection to permit adequate monitoring of the under-served groups identified by the NIHR. (shrink)

The chapter reflects systematically on matters of discrimination, diversity and inclusion in the context of businesses. Ethical questions about discrimination, diversity and inclusion typically come up in the context of hiring practices and workplace management. Discrimination against people based on irrelevant factors (e.g. skin color) is not only morally wrong, but also illegal. Nevertheless, it is up for debate how far companies should go in the active promotion of diversity and inclusion. The chapter provides (...) a socio-historical context to this question and presents three typical arguments in favor of more diversity and inclusion. (shrink)

This publication features the stories and experiences of pharmacy professionals who identify as members of historically underrepresented groups. This collection of personal essays presents significant events in the lives of those in the pharmacy community whose experiences have been shaped by their race, ethnicity, gender or gender presentation, sexual orientation, ability, language, mental health, or other factors. The perspectives from the narratives highlight the importance of diversity, equity, and inclusion in the healthcare sector. The authors of the narratives (...) also reflect on their experience to consider what they wish would have happened in the experience, to offer advice for others that may be faced with similar situations. Access to these stories will deepen the collective understanding among pharmacy colleagues, patients, and society of the experiences that individuals from historically underrepresented groups within pharmacy have experienced. (shrink)

Much is written about quantitative techniques and feminist and gender studies. Despite convincing arguments in favour of utilizing these methods, they are still largely absent in the heartland of gender studies. In this article, this is related to the observation that methods are tied to epistemological positions and consequently quantitative studies are a priori associated with overgeneralization. A new perspective – the diversity continuum – is presented in order to contextualize research and make it possible to judge it relatively. (...) This shows that quantitative research can increase the understanding of differences and similarities. Subsequently, it is discussed how quantitative research can be utilized to understand differences between people using existing basic techniques. In line with the conceptualization of diversity, this includes techniques to study intersectionality and how developments have different effects on men and women. The continuum and techniques are illustrated by an example of political interest. (shrink)

In 2013 the mayor's office of Bogotá organized the first ever Mujer T. The event, originally conceived as a beauty pageant, generated considerable controversy. Unexpectedly, however, most of the criticism came not from conservative groups, but from well-known cisgender feminist scholars who criticized the event from a traditional gender perspective. A heated debate about the needs, challenges, desires, and opportunities of trans women continued during the weeks prior to the event. The discussion played out through blogs, social media, and private (...) and public conversations. Nevertheless, although there was much talk about transwomen, there was little room for their voices. This article argues that because of the actors involved, the dynamics and content of the conversations, and the changes that took place in its aftermath, Mujer T 2013 highlights how trans people's bodies, expressions—whether related to gender, culture, or politics—and self-determination processes are intensely policed and contested, even by those whose explicit intent is to support and celebrate them. Therefore, understanding the dynamics of what happened around Mujer T 2013 has important lessons for the development of trans-inclusive policies and initiatives, feminist scholarship and practice, and institutional and societal change. (shrink)

This paper argues in favor of the epistemic properties of inclusiveness in the context of democratic deliberative assemblies and derives the implications of this argument in terms of the epistemically superior mode of selection of representatives. The paper makes the general case that, all other things being equal and under some reasonable assumptions, more is smarter. When applied to deliberative assemblies of representatives, where there is an upper limit to the number of people that can be included in the group, (...) the argument translates into a defense of a specific selection mode of participants: random selection. (shrink)

Translation failure occurs when a treatment shown to be safe and effective in one type of population does not produce the same result in another. We are currently in a crisis involving the translatability of preclinical studies to human populations. Animal trials are no better than a coin toss at predicting the safety and efficacy of drugs in human trials, and the high failure rate of drugs entering human trials suggests that most of the suffering of laboratory animals is futile, (...) creating no commensurate benefit for human patients. Here, I argue that animal ethics committees have a role to play in getting us out of this crisis. Inadequate representation is a known contributor to translation failures and is a matter of both scientific and ethical concern. Ethical review committees have the authority to address it by reprioritising the values already enshrined in their guiding principles. (shrink)

For scholars, practitioners, and legislators concerned about sexual minority adolescents, one of the main goals is to create more positive and inclusive learning environments for this minority group. Numerous factors, such as repeated patterns of homophobic bullying by classmates and others in school, have been a significant barrier to achieving this goal. In addition, lesbian, gay, bisexual, transgender, and queer adolescents encounter substantial inequality across a broad spectrum of wellbeing and education consequences. Compared with their heterosexual counterparts, LGBTQ adolescents experience (...) more anxiety, depression, suicidal thoughts, antisocial behavior, poorer academic performance, less school attachment and protection, and a weaker desire to finish their studies. Such discrepancies based on gender and sexuality were linked to more maltreatment encountered by LGBTQ adolescents. It is crucial to recognize the backgrounds and expectations of LGBTQ adolescents to offer them the best resources. To overcome the inequality and obstacles faced by these LGBTQ adolescents, it is essential to examine tools and techniques that can be utilized. This study examined the literature that explains why society fails to provide enough support to LGBTQ students. Specifically, mechanisms explaining how LGBTQ adolescents interact with others in the learning environment and how such discrepancies arise will be examined. Following that, violence and prejudice, which are fundamental causes of psychological problems among LGBTQ adolescents, will be explored. This review paper thus provides supportive strategies for schools to develop more inclusive learning environments for LGBTQ adolescents. (shrink)

This study examines how and when nonprofit board performance is impacted by board diversity. Specifically, we investigate board diversity policies and practices as well as board inclusion behaviors as mediating mechanisms for the influence of age, gender, and racial/ethnic diversity of the board on effective board governance practices. The empirical analysis, using a sample of 1,456 nonprofit board chief executive officers, finds that board governance practices are directly influenced by the gender and racial diversity of (...) the board and that board inclusion behaviors together with diversity policies and practices mediate the influence of the board’s gender and racial diversity on internal and external governance practices. Additionally, we found an interaction effect that indicates when boards have greater gender diversity, the negative impact of racial diversity on governance practices is mitigated. The findings suggest that board governance can be improved with more diverse membership, but only if the board behaves inclusively and there are policies and practices in place to allow the diverse members to have an impact. (shrink)

There are growing bodies of evidence demonstrating the benefits of equity, diversity, and inclusion on academic and organizational excellence. In turn, some editors have stated their desire to improve the EDI of their journals and of the wider scientific community. The Royal Society of Chemistry established a minimum set of requirements aimed at improving EDI in scholarly publishing. Additionally, several resources were reported to have the potential to improve EDI, but their effectiveness and feasibility are yet to be (...) determined. In this commentary we suggest six approaches, based on the Royal Society of Chemistry set of requirements, that journals could implement to improve EDI. They are: adopt a journal EDI statement with clear, actionable steps to achieve it; promote the use of inclusive and bias-free language; appoint a journal’s EDI director or lead; establish a EDI mentoring approach; monitor adherence to EDI principles; and publish reports on EDI actions and achievements. We also provide examples of journals that have implemented some of these strategies, and discuss the roles of peer reviewers, authors, researchers, academic institutes, and funders in improving EDI. (shrink)

This teaching case focuses on Diversity, Equity, and Inclusion (DEI) at a museum. At the beginning of 2021, the organization found itself in a crisis when more than 2,000 community members and 85 anonymous employees demanded the resignation of the museum’s President due to the language he defended in a job posting advocating for a job applicant to diversify audiences while “maintaining the traditional white core audience of the museum” (Salaz 2021). Students take on the role of an (...) external consultant to assess DEI maturity at the museum. The case challenges students to propose implementation and impact metrics for a DEI action plan. The case facts provide a timely and relevant setting to discuss DEI challenges in not-for-profit organizations. (shrink)

In introducing the present issue, I clarify in which sense knowledge and philosophy can discriminate and marginalize some individuals. In the first part, I focus on the traditional exclusion of women from philosophy and explore some feminist projects of re-reading the philosophical canon. In my analysis, I pay particular attention to the gender gap in philosophy and the so-called “demographic problem” in academia. In the second part, I examine the best practices for remedying these forms of injustice and promoting (...) class='Hi'>diversity in philosophy. (shrink)

"A new framework has been established across the United Kingdom with four key priorities. These priorities include helping patients receive a final diagnosis quickly, increasing rare disease awareness among healthcare professionals, better coordination of care, and improving access to specialist care, treatments, and drugs (DHSC, 2021).".

The Universal Design for Learning guidelines were extensively studied to understand inclusive learning and teaching in higher education. However, to date, there have been few studies that approached UDL-based asynchronous university courses from the needs satisfaction perspective in self-determination theory. To address this gap, researchers designed and implemented two 15-week asynchronous online courses based on UDL. They then tested their effectiveness with college freshmen by adopting a sequential explanatory mixed method. The study aimed to examine whether asynchronous instruction based on (...) UDL catered to inclusion and diversity across gender and academic background and whether the instructional design supported learner engagement and needs satisfaction. The findings showed that both male and female students as well as Arts and Sciences students equally engaged in the courses and perceived the needs support from the course design. However, the study also found that although universal design supported autonomy and competence, it nonetheless failed to fully satisfy learners’ relatedness needs. The researchers concluded by discussing empirical and theoretical implications. (shrink)

As with any proposal for institutional reform, and especially one that has gained so much ground in such a short amount of time, this paper asks whether diversity, equity, and inclusion (DEI) movement is good for corporations. Are businesses stronger with DEI practices and ideas or weaker? We believe that the DEI movement is asking the right questions: How do we create more just and equitable institutions? The challenge, however, is whether this movement is giving the right answers (...) to such questions. The main premise of our paper is that without deeper principles than DEI itself, these qualities of corporate life will be misunderstood, misused, and disordered in our increasingly fragmented and politicized culture. We propose in this essay that “subsidiarity” serves as one of those deeper principles that can order and enrich our understanding of DEI. It serves as a gift principle that begins to reveal the deepest nature of our work, namely, that our work allows us to exercise our gifts in serving others. (shrink)

Volume 20, Issue 3, March 2020, Page 46-50.

This article discusses the category of foreigner in the context of academia. In the first part I explore this category and its philosophical significance. A quick look at the literature reveals that this category needs more attention in analyses of dimensions of privilege and disadvantage. Foreignness has peculiarities that demarcate it from other categories of identity, and it intersects with them in complicated ways. Devoting more attention to it would enable addressing issues affecting foreigners in academia that go commonly unnoticed. (...) In the second part of the article I argue that current efforts to make academia a more inclusive environment should address the disadvantages that many foreign academics face. I focus on two senses of foreigner: working and living in a country that is not your country of origin, and being a nonnative speaker of the language in which you work. (shrink)

Cho and Martinez-Martin’s (2023) “Epistemic rights and responsibilities of digital simulacra for biomedicine” presents a comprehensive overview of big data and AI in clinical medicine and research....

Inclusive businesses that combine profit making with social impact are claimed to hold the potential for poverty alleviation while also creating new entrepreneurial and innovation opportunities. Current research, however, offers little insight on the processes through which for-profit business organizations introduce social innovations that can profitably create social impact. To understand how social innovations emerge and become sustained in business organizations, we studied a telecom firm in Kenya that successfully extended financial services across the country through a number of mobile (...) banking innovations. Our qualitative analysis revealed the strong role of being embedded in local networks and structures for initiating and implementing social innovations. Strong embeddedness enhanced the pragmatic and ethical imperative for internalizing social issues, but also provided access to diverse resources for implementing and legitimizing social innovations. However, hybridization processes that emphasized social issues introduced organizational tensions by increasing goal diversity and requiring adapting organizational processes and structures. The case shows how developing a mission-driven identity enabled the sustenance of social innovations by providing a meta-narrative that bridged goal diversities and rationalized organizational change. (shrink)

Progress has reached the point where cyborg technology is leaving the sphere of mere science fiction. Whereas society as a whole formed a symbiosis with technology long ago, individuals are now starting to merge with technology as well. The effects can already be studied by looking at the examples of smartphones, computers and the Internet. The idea of ‘repairing’ humans, medical implants more sensitive than our natural, human faculties and even non-medical implants raise a lot of ethical questions, and require (...) the concept of inclusion to be re-thought. (shrink)

El objetivo de este trabajo, encuadrado en la perspectiva filosófica del entrecruzamiento entre los estudios sobre discapacidad (Disability studies) y los estudios filosófico-sociales sobre la ciencia y la tecnología (CTS), es abordar la cuestión de la accesibilidad universal, relacionada con el diseño para todas las personas. Pretendo llevar a cabo una reflexión ético-política sobre esta temática, en el contexto de las posibilidades abiertas por el desarrollo científico-tecnológico emergente y sus repercusiones en relación a los colectivos de personas con diferentes tipos (...) de diversidad funcional. (shrink)

The concept of inclusive innovation has become widely embraced in the agricultural domain and promises to overcome traditional innovation paradigms by emphasizing more balanced, sustainable, and just human-environmental relations. Indigenous and local knowledge play an increasingly important role in debates about inclusive innovation, highlighting the diversity of relevant actors and marginalized perspectives. At the same time, the positioning of Indigenous and local knowledge in innovation processes remains ambiguous and contested. This article addresses this positioning in the context of inclusive (...) agricultural innovations by reviewing 65 publications through iterative inductive coding. The qualitative review generates a conceptual framework that distinguishes five different modes relating innovation processes to Indigenous and local knowledge. These modes differ in locating innovations in endogenous, exogenous, or hybrid knowledge production. Furthermore, they also differ in their conceptualizations of Indigenous and local knowledge as dynamic or static. The resulting matrix provides resources for navigating the complex epistemic and political relations between knowledge systems in the agricultural domain. (shrink)

Background Diversity in Institutional Review Board (IRB) membership is important for both intrinsic and instrumental reasons, including fairness, promoting trust, improving decision quality, and responding to systemic racism. Yet U.S. IRBs remain racially and ethnically homogeneous, even as gender diversity has improved. Little is known about IRB chairpersons’ perspectives on membership diversity and barriers to increasing it, as well as current institutional efforts to promote diversity, equity, and inclusion (DEI) within IRB membership.Methods We surveyed IRB (...) chairpersons leading U.S. boards registered with the Office for Human Research Protections. Here, we focus exclusively on responses from a subset of 388 chairpersons of IRBs at universities and academic medical centers (AMCs).Results Board chairs were predominantly white and evenly split between men and women. Only about half reported that their boards had at least one member who is Black or African American (51%), Asian (56%), or Hispanic (48%), with 85% of university/AMC boards comprised entirely (15%) or mostly (70%) of white members. Most IRB chairpersons (64%) reported satisfaction with the current diversity of their membership. Participants largely agreed that considering diversity in the selection of IRB members is important (91%), including to improve the quality of IRB deliberation (80%), with an emphasis on racial/ethnic (85%) and gender diversity (74%). Most participants (80%) reported some type of active DEI effort regarding board membership at their university/AMC and just over half (57%) expressed satisfaction with these efforts.Conclusions Our national survey found that although university/AMC IRB chairpersons report valuing diversity in board membership, it may be lacking in key areas. Going forward, it will be important to specify clear reasons for diversity in the IRB context, as well to establish targets for acceptable levels of board diversity and to match DEI efforts to those targets. (shrink)

Meaningful and long-lasting progress in equity, diversity, and inclusion (EDI) continue to elude academics, practitioners, and policymakers. Extending Chater & Loewenstein's arguments to the EDI space, we argue that, despite conventional focus on individual-level solutions (i-frame), increasing EDI also requires a systemic focus (s-frame). We thus call for the design, testing, and implementation of multipronged s-frame interventions.

Supporting the concept of DEI, yet, perturbed by the volatility that marks today’s societal and professional climate, the authors of this article examined three Eastern spiritual traditions in search of common guidelines addressing contemporary issues related to social unrest, imbued by inequity and injustice. The areas of review included Buddhist psychology, with some of its foundational concepts such as the Four Noble Truths and the Noble Eightfold Path, the concept of ahimsa (non-harming), and the understanding of the impermanence of everything (...) as inclusive managerial practices; Daoist philosophy, with its observations of oneness and equality, and holistic self-alignment with virtue through practicing tranquility; and Hinduism, which focuses on the absence of distinction between ourselves and others around us, thus forming the foundation for morality and ethical behavior with its emphasis on unity in diversity. This collective investigative journey has led us to gather some powerful common behavioral and ethical guidelines, to steer away managers from hyperindividualism and self-centeredness to a greater and consistent respect for the unity among all beings. (shrink)