Executive summary: The author is passionate about promoting diversity, equity, and inclusion (DEI) in the effective altruism (EA) community due to personal experiences and a conviction that marginalized groups should feel welcome and included in the movement.
Key points:
The author provides personal anecdotes highlighting their lived experiences and exposure to marginalized groups, shaping their high expectations for inclusive behavior.
The author expresses embarrassment and fear of bringing close friends and family from diverse backgrounds to EA events due to observed insensitive and discriminatory behavior from some community members.
The author aims to work towards improving DEI in EA to create a sense of belonging for themselves and those they care about, even if it means overstepping boundaries or ruffling feathers.
While acknowledging personal biases and potential lack of statistical significance, the author emphasizes that DEI is a personal and emotional issue, not just a political campaign.
The author suggests potentially great value in making EA more welcoming to underrepresented groups for tapping into a larger global talent pool.
The author recommends properly compensating marginalized groups taking the lead on DEI work in EA to avoid unfair burden on them.
This comment was auto-generated by the EA Forum Team. Feel free to point out issues with this summary by replying to the comment, andcontact us if you have feedback.
Executive summary: The author is passionate about promoting diversity, equity, and inclusion (DEI) in the effective altruism (EA) community due to personal experiences and a conviction that marginalized groups should feel welcome and included in the movement.
Key points:
The author provides personal anecdotes highlighting their lived experiences and exposure to marginalized groups, shaping their high expectations for inclusive behavior.
The author expresses embarrassment and fear of bringing close friends and family from diverse backgrounds to EA events due to observed insensitive and discriminatory behavior from some community members.
The author aims to work towards improving DEI in EA to create a sense of belonging for themselves and those they care about, even if it means overstepping boundaries or ruffling feathers.
While acknowledging personal biases and potential lack of statistical significance, the author emphasizes that DEI is a personal and emotional issue, not just a political campaign.
The author suggests potentially great value in making EA more welcoming to underrepresented groups for tapping into a larger global talent pool.
The author recommends properly compensating marginalized groups taking the lead on DEI work in EA to avoid unfair burden on them.
This comment was auto-generated by the EA Forum Team. Feel free to point out issues with this summary by replying to the comment, and contact us if you have feedback.