February 12, 2023
Intersectionality in Action Worksheet
February 6, 2023
Beyond Tokenism: Embedding the spirit of pride in our everyday
February 1, 2023
Racism and Classism in the Medical Field
How to Respond to Transphobia.
A guide for addressing cissexist statements, to aid you in sometimes tricky conversations.
Responding to “All Lives Matter”
It can often feel tricky or intimidating to respond to someone who says “All Lives Matter”, but the consequences of remaining silent are serious– they maintain the status quo that affords White people safety and legitimacy at the expense of Black people.
Interrogating Inclusive Language – Part Two
In part 2 we continue learning about inclusive language by diving into some commonly misused terms.
Interrogating Inclusive Language – Part One
When we have precise, shared language, we give agency, respect, and dignity to marginalised communities and can come to solutions for disrupting oppression more quickly.
The limits of professional pronouns
As much as LGBTQ+ people and allies alike have tried to professionalize the concept of pronouns, the reality for many non-cisgender people is that they are messy!
Islamophobic Sexism: A Discussion Guide
When your company engages in conversations around gender equity and inclusion, what measures do you take to prioritise the specific context and needs of Muslim women?
The Systems of Oppression Behind Fatphobia
Once we understand why fatphobia was created, and the White patriarchal order it benefits, we can directly disrupt harmful outcomes that fat people experience.
Breaking Down Antisemitism
By gaining an understanding of the roots and connections behind antisemitism, you will be better able to show up for Jewish colleagues and actively disrupt efforts to marginalise them.
Disrupting Disablism in the Workplace
We need to restructure our workplace policies to reject the idea that certain behaviours and thinking are or are nor 'normal'.
Disablist Myths in the Workplace
We need to restructure our workplace policies to reject the idea that certain behaviours and thinking are or are not 'normal'.
Debunking common misconceptions about migrants and refugees
The Global North has a responsibility towards asylum seekers from the Global South as a form of reparations for the costs of colonialism.
Moving from Allyship to Solidarity
A discussion guide to help your company shift from actions of “allyship” to those of “solidarity” with marginalised communities.
What is a social construct?
In creating a socially constructed category, people chose to look at certain arbitrary similarities between a group of people, and socially define that group by them.
Inclusion beyond recruitment — a guide for Human Resources.
Inclusion beyond recruitment — a guide for Human Resources.
Solidarity with Ukraine and all victims of war
The invasion of Ukraine by Russia last week, 8 years after Russia annexed Crimea in 2014, is horrendous. No people should ever have to endure this. My heart hurts for the Ukrainians and those in Ukraine whose lives will never be the same again.
The Origins of anti-South Asian Racism and its Resistance
In order to unpack the day-to-day realities of oppression South Asian people face, we must understand how the overlap of racism, colonialism, and Islamophobia creates particular negative outcomes for this community.
Three common pitfalls of ‘inclusive recruitment’
Orienting to equity means we shift from the paradox of trying to include people into workplaces designed to keep them out.
Policing our imaginations: the role of the police in engendering gender violence
The idea that violence and abuse by the police is exceptional, is false. It is the norm, and it is in fact the purpose of the police in the wider ordering of our social relations. The idea that the police are at the vanguard of an anti-sexual violence revolution is plainly ridiculous. An institution built on violence cannot and will not end violence.
Patriarchal violence is endemic: the bad apple theory will not save us.
The age old “bad apple theory” we keep defaulting to fails us both in its explanatory power and its capacity to create meaningful solutions — to create a society in which patriarchal violence is not the norm we need to understand how and why it is the norm.
Undoing punitive mindsets in the workplace and beyond￼
While it may be easier to label people as a whole as “bad” or “malicious”, this dismisses the ways that we all engage in harm and need resources, rather than isolated punishment, to learn and grow.
When a nudge isn’t enough…
People need to know why inclusion matters now, what the impact of inclusion is (when they are not directly impacted) and the role of structures in systemic oppression for nudges to be truly effective.
Anti-Asian Racism: it’s histories and present
When Asian communities are dehumanised, seen almost exclusively through the lens of suspicious, dirty, dangerous, diseased, then violence at the state, institutional or interpersonal level is permissible and possible.
British Islamophobia and the Case of Shamima Begum
Taking a stand publicly to afford Begum her childhood and victimhood, and giving her access to the possibility of existing beyond her decisions as a 15 year old — as is the norm for those who do not live within sites of oppression — is an important position to hold resolutely in order to disrupt, interrupt and challenge Islamophobia.
The problem with ‘privilege’ is…
Situating the concept of privilege in the wider context it is borne from and in turn, further reinforces, allows us to avoid superficial, ineffective and disconnected analyses of oppression that lead to superficial, ineffective and disconnected disruptions of oppression.
Hiring a D&I Lead — questions to ask at interview
We propose a series of questions that we recommend you ask in the interview alongside your wider competency and values/behaviour questions to unearth the schema your potential future D&I Lead uses in thinking and doing when it comes to inclusion work.
The unfortunate logics of the ‘wondrous womanly’ leader narrative in the time of Covid-19
We do not need to endorse biologically essentialist narratives of gender to grant women access to decision-making power — no matter how positive the attributes.
Ageism is not an oppression
Words have meanings. And as a general rule, it’s extremely useful to ensure definitionally we are all on the same page — otherwise we can end up in chaos. As such, we wanted to share that we often get asked, “why — given that ageism is an ism — do Fearless Futures not conceive of it as an oppression, when most of the oppressions you explore also have ‘isms’ at the end?”. We answer this pertinent question below using a handy conceptual framework to assist us with this analysis.
Racist roots of the CoronaVirus panic
Racism is routinely justified by the ‘fears’ of the group engaging in the racism, no matter how illusory the explanation. And it’s always prioritised over the real fears that many people of Chinese heritage may be feeling right now, as their humanity is stripped from them by onlookers.
The ‘Lowering the Bar’ delusion
If you’ve not been confronted with this potent phrase, one among many toxic phrases that dominates ‘diversity’ conversations, then you’re lucky. Challenging the ideas bound up in the ‘lowering the bar’ accusation is central in the battle over who belongs.
Hanna’s fireside chat with Victoria Fox
Hanna speaks with Victoria Fox, ex-CEO of LIDA and current CEO of AAR, who participated in Fearless Futures’ Design for Inclusion programme (DFI) in February 2018 to hear her reflections on her experience.
Hanna’s fireside chat with Corinne Daldorph Nielsen
The “business case” for inclusion is bankrupt. Let’s disinvest.
Not only doesn’t the business case work in driving change, but it is a narrative that is bankrupt if we want to design an inclusive future with any integrity at all. Here is why.
Anonymous recruiting: to do or not to do?
Much time and energy is spent on how to tackle the question of ‘bias’ in recruitment. Anonymisation (‘blind recruitment’) is often positioned as the silver bullet to creating a more ‘diverse’ and ‘inclusive’ workforce. But is it?
Six reasons why we at Fearless Futures are just not into unconscious bias
People cannot get enough of talking about unconscious bias. Many who speak of their commitment to true and deep diversity and inclusion are utterly enamoured with unconscious bias training. It’s nonsense. Here’s why.
Six principles for AI ethics
When you are designing the future, can you do everything to disrupt oppressive histories and presents from repeating themselves and instead imagine a just and humane world — and then design your team cultures and products for that instead?
Why we need a movement for justice in AI not ethics in AI
Often when we talk about ethics, we forget to talk about power. People will often have the best of intentions. But we’re seeing a lack of thinking about how real power asymmetries are affecting different communities.
Technology amplifies injustice. But we can change that
As technology’s capabilities have advanced, including the deployment of artificial intelligence, the concerning impact — from criminal justice to recruitment to consumer finance — on inequalities and exclusion has become increasingly evident.
Give Your Team the Resources to Be Fearless
At Fearless Futures, we propel your team forward. Through audit and advisory services, we can identify how your organisation functions and how you can affect transformative change at scale to create a more inclusive working environment. Allow us to lead you through the structural redesign of your company, and look to our workshops and learning materials to support your shift further.
Our educational services create comprehensive experiences with enriching lessons that deepen your team’s understanding of inequity and capacity to challenge it. Initiate these crucial conversations and address uncomfortable topics to empower your organisation and step into a fearless, more equitable future.
Reach out to us today to learn more.