Tag Archives: accessibility

Several small snowflake-type papercraft pieces made from gold wrapping paper

Some posts from the last year on inclusion

A sort of topic-specific collection of links from about the last year, broadly talking about inclusion in communities, online and off, especially in geek(y) spaces.

What kind of discourses and conversations do we want to encourage and have?

  • Nalo Hopkinson’s WisCon 2016 Guest of Honor speech: “There are many people who do good in this field, who perform small and large actions of kindness and welcome every day. I’d like to encourage more of that.” In this speech Hopkinson announced the Lemonade Award.
  • “Looking back on a decade in online fandom social justice: unexpurgated version”, by sqbr: “And just because I’m avoiding someone socially doesn’t mean I should ignore what they have to say, and won’t end up facing complex ethical choices involving them. My approach right now is to discuss it with people I trust. Figuring out who those people are, and learning to make myself vulnerable in front of them, has been part of the journey.”
  • “On conversations”, by Katherine Daniels: “I would love for these people who have had so many opportunities already given to them to think about what they are taking away from our collective conversations by continuing to dominate them, and to maybe take a step back and suggest someone else for that opportunity to speak instead.”
  • “Towards a More Welcoming War” by Mary Anne Mohanraj (originally published in WisCon Chronicles 9: Intersections and Alliances, Aqueduct Press, 2015): “This is where I start thinking about what makes an effective community intervention. This is where I wish I knew some people well enough to pick up a phone.”
  • “The chemistry of discourse”, by Abi Sutherland: “What we really need for free speech is a varied ecosystem of different moderators, different regimes, different conversations. How do those spaces relate to one another when Twitter, Reddit, and the chans flatten the subcultural walls between them?”
  • “Hot Allostatic Load”, by porpentine, in The New Inquiry: “This is about disposability from a trans feminine perspective, through the lens of an artistic career. It’s about being human trash….Call-out Culture as Ritual Disposability”
  • “The Ethics of Mob Justice”, by Sady Doyle, in In These Times: “But, again, there’s no eliminating the existence of Internet shaming, even if you wanted to—and if you did, you’d eliminate a lot of healthy dialogue and teachable moments right along with it. At best, progressive people who recognize the necessity of some healthy shame can only alter the forms shaming takes.”

How do we reduce online harassment?

  • “Paths: a YA comic about online harassment”, by Mikki Kendall: “‘It’s not that big of a deal. She’ll get over it.’ ‘Even if she does, that doesn’t make this okay. What’s wrong with you?'”
  • “On a technicality”, by Eevee: “There’s a human tendency to measure peace as though it were the inverse of volume: the louder people get, the less peaceful it is. We then try to optimize for the least arguing.”
  • “Moderating Harassment in Twitter with Blockbots”, by ethnographer R. Stuart Geiger, on the Berkeley Institute for Data Science site: “In the paper, I analyze blockbot projects as counterpublics…I found a substantial amount of collective sensemaking in these groups, which can be seen in the intense debates that sometimes take place over defining standards of blockworthyness…..I also think it is important distinguish between the right to speak and the right to be heard, particularly in privately owned social networking sites.”
  • “The Real Name Fallacy”, by J. Nathan Matias, on The Coral Project site: “People often say that online behavior would improve if every comment system forced people to use their real names….Yet the balance of experimental evidence over the past thirty years suggests that this is not the case. Not only would removing anonymity fail to consistently improve online community behavior – forcing real names in online communities could also increase discrimination and worsen harassment….designers need to commit to testing the outcomes of efforts at preventing and responding to social problems.”

What does it take to make your community more inclusive?

  • “Want more inclusivity at your conference? Add childcare.” by Mel Chua and then “Beyond ‘Childcare Available’: 4 Tips for Making Events Parent-Friendly”, by Camille Acey: “I’ve pulled together a few ideas to help move ‘Childcare Available’ from just a word on a page to an actual living breathing service that empowers people with children to learn/grow alongside their peers, engage in projects they care about, and frankly just have a little break from the rigors of childcare.”
  • Project Hearing: “Project Hearing is a website that consolidates information about technology tools, websites, and applications that deaf and hard of hearing people can use to move around in the hearing world.”
  • “Conference access, and related topics”, by Emily Short: “This is an area where different forms of accessibility are often going at right angles.”
  • “SciPy 2016 Retrospective”, by Camille Scott: “SciPy, by my account, is a curious microcosm of the academic open source community as a whole.”
  • “Notes from Abstractions”, by Coral Sheldon-Hess: “Pittsburgh’s Code & Supply just held a huge (1500 people) conference over the last three days, and of course I’d signed up to attend months ago, because 1) local 2) affordable 3) tech conference 4) with a code of conduct they seemed serious about. Plus, “Abstractions” is a really cool name for a tech conference.”
  • “The letter I just sent to Odyssey Con”, by Sigrid Ellis: “None of us can know the future, of course. And I always hope for the best, from everyone. But I would hate for Odyssey Con to find itself in the midst of another controversy with these men at the center.” (This is Ellis’s post from April 7, 2016, a year before all three of Odyssey Con’s Guests of Honor chose not to attend Odyssey Con because of the very issue Ellis discussed.)
  • “The realities of organizing a community tech conference: an ill-advised rant”, by Rebecca Miller-Webster: “…there’s a lot of unpaid labor that happens at conferences, especially community conferences, that no one seems to talk about. The unpaid labor of conference organizers. Not only do people not talk about it, but in the narrative around conferences as work, these participants are almost always the bad guys.”
  • “Emotional Labor and Diversity in Community Management”, by Jeremy Preacher, originally a speech in the Community Management Summit at Game Developers Conference 2016: “The thing with emotional labor is that it’s generally invisible — both to the people benefiting from the work, and to the people doing it. People who are good at it tend to do it unconsciously — it’s one of the things we’re talking about when we say a community manager has ‘good instincts’.”….What all of these strategies do, what thinking about the emotional labor cost of participation adds up to, is make space for your lurkers to join in.”
  • “White Corporate Feminism”, by Sarah Sharp: “Even though Grace Hopper was hosted in Atlanta that year, a city that is 56% African American, there weren’t that many women of color attending.”
  • “You say hello”, by wundergeek on “Go Make Me a Sandwich (how not to sell games to women)”: “Of course, this is made harder by the fact that I hate losing. And there will be people who will celebrate, people who call this a victory, which only intensifies my feelings of defeat. My feelings of weakness. I feel like I’m giving up, and it kills me because I’m competitive! I’m contrary! Telling me not to do a thing is enough to make me want to do the thing. I don’t give up on things and I hate losing. But in this situation, I have to accept that there is no winning play. No win condition. I’m one person at war with an entire culture, and there just aren’t enough people who give a damn, and I’m not willing to continue sacrificing my health and well-being on the altar of moral obligation. If this fight is so important, then let someone else fight it for a while.”
  • “No One Should Feel Alone”, by Natalie Luhrs: “In addition to listening and believing–which is 101 level work, honestly–there are other things we can do: we can hold space for people to speak their truth and we can hold everyone to account, regardless of their social or professional position in our community. We can look out for newcomers–writers and fans alike–and make them welcome and follow through on our promise that we will have their backs. We can try to help people form connections with each other, so they are not isolated and alone.”
  • “Equality Credentials”, by Sara Ahmed: “Feminist work in addressing institutional failure can be used as evidence of institutional success. The very labour of feminist critique can end up supporting what is being critiqued. The tools you introduce to address a problem can be used as indicators that a problem has been addressed.”
  • “Shock and Care: an essay about art, politics and responsibility”, by Harry Giles (Content note: includes discussion of sex, violence and self-injury in an artistic context): “So, in a political situation in which care is both exceptionally necessary and exceptionally underprovided, acts of care begin to look politically radical. To care is to act against the grain of social and economic orthodoxy: to advocate care is, in the present moment, to advocate a kind of political rupture. But by its nature, care must be a rupture which involves taking account of, centring, and, most importantly, taking responsibility for those for whom you are caring. Is providing care thus a valuable avenue of artistic exploration? Is the art of care a form of radical political art? Is care, in a society which devalues care, itself shocking?”

The war on linkspam (28 June 2013)

You can suggest links for future linkspams in comments here, or by using the “geekfeminism” tag on delicious or pinboard.in or the “#geekfeminism” tag on Twitter. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links.

Structure and Justice

A few months ago, I attended a talk at Mozilla by Ted Nyman (of Github) titled “Scaling Happiness”. The video is freely available.

Nyman argued that companies with minimal formal structure are better for workers (specifically, better at maximizing workers’ happiness) than more traditional companies. Whenever someone asks whether something is “better”, I ask “better for whom?” Whose happiness was Nyman talking about? He didn’t say, but when I think about happiness, I ask what’s best for women, for people in GRSMs (gender, romantic and sexual minorities), for disabled people, and for people of color, since not too many people seem to think about what’s best for people in these groups. (For the record, I’m in the second and third of those groups, though I’m usually not perceived that way in one case, and often not perceived that way in the other.) Happiness for the dominant cadre in the software industry — that of people who have white privilege, male privilege, cis privilege, and heterosexual privilege, and who lack visible disabilities — is not the same as happiness for everybody.

I don’t mean to say that happiness is a zero-sum game, that when abled white cis men are happy, that inherently takes away some of the limited pool of happiness from disabled trans women of color. Rather, part of the problem is that people who have privilege perceive happiness as a zero-sum game; part of their happiness comes from seeing themselves as better than others.

I think most people in the tech industry or in open-source or free culture communities know what I’m talking about when I say “structurelessness”. Perhaps you work at a “flat” company that encourages employees to make up wacky job titles to put on their business cards, calls everybody a “team member”, or renders everyone uncertain about who their boss is. Or maybe you’ve only worked at more structured, hierarchal organizations: ones with managers, a complicated organizational chart, ranks, and hierarchy. You probably know the distinction even if you’ve only been on one side of it.

Does structurelessness eliminate competition, abuses of power, and status hierarchies, or does it just drive them underground? To break down the question, let’s look at a few ideas about structurelessness, some of which are from Nyman’s talk and others are just things I keep hearing from people in the free/open-source software and culture world.

  • Authenticity: people are happier when they are able to be who they really are at work.
  • Informality: people are happier when they’re able to be informal at work, such as by wearing T-shirts with holes in them or saying “fuck” a lot.
  • Conduct: formal mechanisms for guiding behavior aren’t that important, since in a healthy organization, people will just be nice to each other.
  • Leadership: people whose job it is to manage aren’t necessary when people can just manage each other.
  • Accountability: formal goals and performance metrics just get in the way of getting a job done.

As a nod to structurelessness, I’ll take on these points in no particular order.


First, why would a feminist argue in favor of structure when structure so often means hierarchy, and hierarchy is deeply entwined with oppression?

It’s true, I’m not a big fan of hierarchies. Maybe they can be used for good, but I haven’t seen a lot of that in reality. At the same time, though, it’s also a fallacy to think that simply declaring we’re not going to have hierarchies makes hierarchy go away. Jo Freeman wrote about this in the ’70s, in her essay “The Tyranny of Structurelessness”. Based on her experiences in feminist organizing, she found that groups of people (like feminist consciousness-raising groups) that declared they weren’t going to have a formal structure devolved into unofficial hierarchies, which were much harder to challenge and hold accountable.


Do you trust people to see you for who you are? I mean the question in two senses: (1) Do you believe that it’s even possible for you to communicate who you are to others without a great deal of effort, and (2) Do you trust others, as a general rule, enough to assume they will behave cordially towards you once they know who you are?

In his talk, Nyman talked about how in typical companies, many relationships are inauthentic. That is, people don’t act towards each other in the ways that they would in the absence of a rigid, externally imposed set of relationships. At least stereotypically, people don’t behave towards their bosses, or to their subordinates at work, the way they behave with their friends. He argued that people are happier when they can present themselves authentically and have authentic relationships, and that a less structured organization fosters such relationships.

If you are queer, or trans, or have mental illness, or all of the above, you probably know something about the perils of presenting yourself as you really are. Dan-Savage-style coming-out narratives notwithstanding, many of us who are placed socially in these ways find that we cannot be completely authentic in all aspects of our lives. I definitely want to express myself, but I have to balance that against other needs, like being able to make a living in a capitalist society. If I dressed the way I’d prefer to, if I talked more openly about the times when my depression and anxiety prevent me from getting work done, I might find it harder to fit in, to stay attached to a professional group, to stay employed, than I already do. So instead, I wear T-shirts and cargo pants, and I let people think (at times) that I’m merely disorganized or not that committed to what I do.

In my opinion, it takes a lot of privilege to assume either that greater authenticity leads to greater happiness, or that the only reason you would leave who you are at the door when you step or roll into work is the formal, organizational structure of the place where you work.

Moreover, being your authentic self in front of somebody else requires trust, and outsiders have very good reasons not to trust insiders. For me, part of what I mean when I say I lack a certain amount of privilege is that every day at work, I make calculations about who is safe to interact with and who is unsafe. Of course, there are degrees of safety and it’s not a binary choice. For example, every time someone uses “crazy” as a pejorative — suggesting that what I am is also a label to insult an idea with — that decrements their “safety” score inside my head. Almost everyone uses this word in this way — even I still do, given that I’m not free of internalized ableism — which is why I say it’s not a binary property. If my company became totally flat and got rid of all structures, processes, and goals, I wouldn’t be able to have authentic interactions just because of that. I’d still have this calculus of safety I have to apply all the time.

And what about when who you are makes people uncomfortable? If you’re queer, trans, kinky, poly, disabled, you probably either have spent a lot of time trying to blend in, or you have stories about when people become uncomfortable upon realizing some aspect of who you really are, and having to comfort them. (Or both!)

To take a completely different example, do you really want to encourage people to be “who they really are” when who they really are is a harassing creep? Maybe having to be a bit inauthentic at work serves an equalizing function, like a uniform. If you know what the rules are, it’s more likely that you’ll be able to follow them and less likely that you’ll be cast out for breaking a rule you didn’t know existed.

Informality and isolation

Usually, no one tells little kids on the playground who to play with and who not to play with. But even very little kids start forming hierarchies of exclusion when left to their own devices. Vivian Paley’s work, as documented in her book “You Can’t Say ‘You Can’t Play'” showed both that in groups of kindergarteners, leaders emerged who got to decide which kids got to play and which kids got excluded; and that a teacher could change that by imposing the simple rule that “you can’t say ‘you can’t play'”. And increasing the amount of inclusion in the group made the kids in it feel more accepted, on the whole. An advocate of structureless organizations might argue that Ms. Paley should have just let her pupils be their authentic selves and form their own social alliances. But at least according to Paley’s account, imposing the rules made the kids happier — contrary to Nyman’s claims about structurelessness and happiness.

Now, perhaps kids are just different from adults. I also don’t think it’s necessarily human nature to form hierarchies in the absence of formal rules. Fundamentally, I don’t care whether that’s because of nature or nurture. No matter what combination of nature or nurture it is, as human beings we have the latitude to choose what we will value. Personally, I value inclusion, and while I can’t prove logically to somebody else that this is something they should value too, I think there’s plenty of evidence that inclusion and the overall happiness of people in a group correlate. And, as Paley’s kindergarteners show, inclusion does not necessarily naturally arise from structurelessness.


Isolation is closely related to an insidious way in which people who believe themselves to be good can perpetuate oppression: the withholding of mentorship. In another context, that of law schools, Pamela J. Smith wrote about how even when Black women gain admission as law students, informal social barriers to the development of mentoring relationships with faculty members are a form of discrimination that is difficult to challenge (“Failing to Mentor Sapphire: The Actionability of Blocking Black Women from Initiating Mentoring Relationships”, reprinted in Critical Race Feminism, Adrien Katherine Wing ed.)

Informal mentoring between apparent peers is mediated by social power dynamics as well. In her book Leaving The Ivory Tower, Barbara Lovitts wrote about the importance of tacit knowledge in determining whether Ph.D students succeed or fail. Many graduate programs are quite structureless in a day-to-day way; despite having a clear hierarchy (tenured faculty, tenure-track faculty, non-tenured instructors, postdocs, grad students), new graduate students must navigate a system with very little formal structure in order to learn the unwritten rules of the game. The difference between being a popular person and an unpopular one in grad student social groups can be the difference between academic success and failure. Would fewer grad students drop out because of isolation if there was a more formal process for initiating beginning students?

In my personal experience as someone who, earlier in my life, didn’t resemble most of my colleagues, lack of mentorship is a major structural barrier to success both as an academic computer scientist and as a software engineer. And I think lack of structure translates into lack of mechanisms to encourage formal mentoring relationships — something that has a disparate impact on women, people in gender, romantic, and sexual minorities, people of color, disabled people, and everybody else who may not feel comfortable approaching someone of higher social status to ask for support.

Likewise, people with disabilities that affect how they process tacit social cues — such as people who are on the autism spectrum — may have a much easier time contributing harmoniously when the rules are made clear than when they must access all resources by guessing at a system of unwritten rules. Since ability to write software isn’t contingent on being neurotypical, barriers to entry for neurodiverse people mean excluding a portion of the talent pool for no particular reason.

When a marginalized person joins an organization, in the absence of structure, isolation and lack of mentorship can combine to render them powerless and unable to ask for — or perhaps even express — what it is that they need. In such a situation, it’s easy for that person to then be labeled “unproductive” by the very community that has, without even knowing it, made it impossible for that person to learn and grow. Formal structures are one way to level the playing field and make sure that everyone has the same opportunities, regardless of whether senior folks in the organization find them initially easy to relate to or identity with.

Codes of conduct and diversity expectations

I don’t know how a structureless organization would maintain or enforce a code of conduct. Maybe in such an organization, everyone just likes each other so much that it’s not necessary to have one. But codes of conduct aren’t needed because people aren’t nice or because they don’t like each other; they’re needed because different people have different expectations about what kind of behavior is appropriate in which contexts. It doesn’t seem to me like getting rid of formal structure solves that problem.

Codes of conduct are just one way to help a group become or remain diverse, by ensuring a safe environment for everyone and providing mechanisms to address breaches of that safety. Without formal structures, how does a company make and keep itself diverse? While the practice of affirmative action is often inaccurately derided as “quotas”, a few tech companies do go as far as to institute numerical quotas for hiring women. I would suspect that such a practice, and even more flexible affirmative action concepts, would conflict with informality. But how does a structureless organization avoid devolving simply into hiring friends?

In general, how do you make sure that an organization without structure doesn’t default to recreating the same power hierarchies that exist in its underlying society? I asked this question during the question and answer period at Nyman’s talk, but it got a little lost in translation. Nyman’s answer amounted to “we won’t hire racist or sexist people”. But that’s not good enough. Everyone raised in a white supremacist society has unconscious racism, and everyone raised in a patriarchy has unconscious sexism. It’s obviously inadequate to dismiss the possibility of recreating systematic oppression “because most of us are good ethical people”. Nyman himself admitted that Github is getting less diverse.


Unless it literally consists of a collection of people, each working alone — in which case you’d wonder what makes it an organization — in an organization without people formally titled “manager”, people will have to step up to manage each other at least sometimes and to some extent. How do you take initiative and assert power — in the absence of a structure that makes that power legitimate — when you’re already culturally oppressed and disempowered? If nobody is a manager, who will be most successful in, say, asking that their team institute a “run regression tests before committing code” policy: a tall, white, able-bodied, cis man; a short, Latina, disabled, cis woman; or a fat, Black, genderqueer person? When is it possible for people to really treat each other as equals, and when do they infer hierarchies when not given a formal hierarchy to look to?

What about when you’ve been punished in the past for trying to regulate others’ behavior instead of “knowing your place”? If you’re perceived as female, knowing that girls who assert power get called “bossy” and women who assert power get called worse, but also knowing that your leadership skills will eventually be called into question if you don’t assert power, structurelessness starts looking like a double bind.


Without goals and performance metrics, how do people get held accountable? I don’t just mean accountability for delivering on the promises one makes as part of doing one’s job. How about, for example, not finding a subtle way to fire somebody for discriminatory reasons and make it look like it was performance-related?

In his talk, Nyman acknowledged that more “formal” processes are necessary for handling harassment: he acknowledged, “you can’t just go to anyone” if you’ve been harassed. But what else, falling short of “harassment” as such, might require a formal process?

Summing up

I’ve been pretty negative about structureless organizations. But there might be positives. Are they more open than more traditional companies to people with less formal education, or whose biographies are otherwise non-traditional? (I don’t know.) Do they make it harder for entrenched managers to retain power by virtue of seniority? (Again, I don’t know.)

To be fair, there isn’t just one set of processes that could arise when an organization sets aside formal structure. The majority could end up ruling most of the time. Or an organization could make decisions based on consensus. Or it could be cloyingly called a “do-ocracy”, in which decisions get made by whoever has enough time and energy to implement the consequences of the decision. I still think there’s the risk of majority rule, though, and the problem with that is that decisions about basic rights, respect and dignity can’t and shouldn’t be made by a majority. Where do basic rights, respect, and dignity come into this discussion? The number of occupations that are at least potentially a route into the middle class, at least theoretically available to anyone who has acquired a certain skill set that is possible for anyone dedicated to acquire, is steadily decreasing. If you’re in a social class such that you need money to live, learning how to program isn’t a bad way to go. But that will only continue to be true if tech company jobs are open to any qualified candidate, without the hidden price tag of humiliation based on one’s race, gender, disabilities, or sexual orientation.

Majority rule is, then, a problem because majorities often opt to keep minorities in their place for the benefit of the majority. And yes, a group made up of entirely people who see themselves as good and ethical can and will deny basic rights, respect and dignity to people based on gender, sexuality, ability, race, class, and other axes of oppression. The world might be different someday, but we can’t get there by pretending we are there.

Your thoughts, readers?

Thanks to Geek Feminism bloggers Sumana, Mary and Jessamyn for their comments.

By your powers combined, I am Captain Linkspam! (21 September, 2012)

  • Scientists, Your Gender Bias Is Showing: “To test scientist’s reactions to men and women with precisely equal qualifications, the researchers did a randomized double-blind study in which academic scientists were given application materials from a student applying for a lab manager position. The substance of the applications were all identical, but sometimes a male name was attached, and sometimes a female name. Results: female applicants were rated lower than men on the measured scales of competence, hireability, and mentoring (whether the scientist would be willing to mentor this student). Both male and female scientists rated the female applicants lower.”
  • Beating the Odds – How We got 25% Women Speakers for JSConf EU 2012: “We received 234 total talk submissions by 180 unique submitters. 162 (90%) men, 18 (10%) women. We invited 35 women to submit to the CFP, of these 13 ended up submitting one or more proposals, 5 women submitted on their own. The 40 speakers we selected for the weekend are the top 40 anonymously ranked of all proposals.The final tally:
    • 40 speaking slots (100%)
    • 30 men speaking (75%)
    • 10 women speaking (25%)”
  • World Con and accessibility (or lack thereof) | sasha_feather: “Karen Moore recently went to WorldCon and was struck by the difference in the lack of accessibility there vs. at WisCon. She wrote us a letter to say so, and gave me permission to quote her letter in my blog. Excerpts from her letter follow”
  • Things To Do When The Internet Makes You Enraged | Skepchick: “I’ve been struggling recently, trying to find the best way to handle the ongoing barrage of anger and hate that has been directed at various people in the [feminist/atheist/skeptic] community….So I thought I’d put together some things that you and others can do to make a difference in this community to build it up and strengthen the foundations”
  • Wikimania 2012: Opening Plenary with subtitles | Amara: Mary Gardiner’s “Fostering diversity” Wikimania keynote, begins at 11:44
  • WitsOn, an online mentorship event/program, has been getting some attention with their recent press release and a New York Times article . College students can sign up to participate at https://piazza.com/witson.

You can suggest links for future linkspams in comments here, or by using the “geekfeminism” tag on delicious or pinboard.in or the “#geekfeminism” tag on Twitter. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links.

Wall of Spam, by freezelight on Flickr CC BY-SA 2.0

I’m too pretty to linkspam (2nd September, 2011)

You can suggest links for future linkspams in comments here, or by using the “geekfeminism” tag on delicious, freelish.us or pinboard.in or the “#geekfeminism” tag on Twitter. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links.

Linkspamming the night away (11th May, 2011)

  • May 13 in Boston: A project-driven introduction to Python for women and their friends (unfortunately now gone to “waiting list only” status).
  • An open letter to the Australian SF community: However, the venue staging was awful, in terms of its accessibility. High, and only accessible by temporary stairs, the stage was off-limits to anyone in a wheelchair, anyone in an electric scooter and anyone with a significant mobility impairment… This should not be acceptable to us as a community in the twenty-first century.
  • How To Encourage More Brown Women To Launch Tech Startups I realized that simply asking, “Are you going?” is enough to make a difference in someone’s awareness.
  • As benno37 says: Tip to open source developers: don’t name your library after a sexist/offensive/illegal activity. I’m looking at you upskirt! Seriously, wtf. (So that not everyone has to google for the term, upskirt is a library to parse the Markdown syntax for webpages. The Wikipedia page for Markdown has loads of alternative implementations to choose from.)
  • Confessions of a Fairy Tale Addict: Because it is a lifestyle choice, to write fairy tale books. Make no mistake. I mean, in our culture, the phrase fairy tale practically means: trite, lightweight, and fluffy. You know, girl stuff.
  • There’s a long series of interviews conducted in 2010/2011 with women working in planetary science. See for example Natalie Batalha (From postdoc to Deputy Project Scientist on Kepler), Amy Jurewicz (Stardust, Genesis, and SCIM) and for that matter Emily Lakdawalla (It is NOT failure to leave academia).

You can suggest links for future linkspams in comments here, or by using the “geekfeminism” tag on delicious, freelish.us or pinboard.in or the “#geekfeminism” tag on Twitter. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links.

Quick Hit: Wiscon gets its own strain of Norovirus

In this week’s WisCon newsletter comes news which seems relevant to the science geeks among us: the strain of norovirus which hit the WisCon feminist science fiction conference in 2008 has been officially named after the conference!  It’s called AY502008 (Wiscon), as seen in this recent PLoS One paper.

Since the outbreak, WisCon has put a lot of effort into ensuring safe food-handling at the event, and my impression has been that this has reduced the amount of “con crud” (con-related colds and flus) in a pretty big way.  I think it’s one of those little things that gets easily forgotten in organizing conferences, but “not getting attendees sick” is also an accessibility issue for folks with compromised immune systems.

No power in the ‘verse can stop this linkspam

If you have links of interest, please share them in comments here, or if you’re a delicious user, tag them “geekfeminism” to bring them to our attention. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links in comments and on delicious.

Is there honour among linkspammers? (4th August, 2010)

  • “CAUSE I’M NERDCORE LIKE THAT: Toward a Subversive Geek Identity: In the meantime, subversive nerd subcultures form communities and alliances, fostering a collective cultural cross-fertilization that is strengthened by our multiple intelligences and identities.
  • reaction rant: First of all, it can’t be simultaneously true that women and men are equally suited to technology jobs and also that women have specific immutable characteristics that need to be catered to. Sure it can. Some characteristics that may need accommodations are not related to one’s actual skill in programming. But more to the point, some of those common gendered characteristics are in no way immutable; they’re cultural.
  • Soil change for our larva: women and wiggly things that live in dirt make for an exciting day.
  • The FSF reminds me of PETA sometimes: deborah is angry at a thread in which Richard Stallman advocates compromising accessibility in favour of Free Software.
  • Woman in technology: Stubbornella responds to criticisms of grants for women: I resent the notion that women are inferior and that is why they are getting grants. Google is correcting for women being less likely to stand up and say “me, me, me!”, not for their technical skills or development prowess.
  • How privileged is a geek girl, anyway?: Deirdra Kiai reflects on her privileged access to computer skills: I suppose that when I remarked that making games isn’t really that hard, what I really ought to have said was that making games shouldn’t be so hard. I need to be helping to create a world where anyone can have access to a computer at an early age…

If you have links of interest, please share them in comments here, or if you’re a delicious user, tag them “geekfeminism” to bring them to our attention. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links in comments and on delicious.

The linkspam-whore dichotomy (17th May, 2010)

If you have links of interest, please share them in comments here, or if you’re a delicious user, tag them “geekfeminism” to bring them to our attention. Please note that we tend to stick to publishing recent links (from the last month or so).

Thanks to everyone who suggested links in comments and on delicious.