>That doesn't address the issue in other parts of the workforce though ... nor the biases coworkers/etc may have. It also doesn't force others to adopt the solu

>That doesn't address the issue in other parts of the workforce though ... nor the biases coworkers/etc may have. It also doesn't force others to adopt the solution you propose. Of course not, but it's a start. Getting X hired and in the door, means we can at least have the opportunity to tackle problems downstream. Hoping that we can solve X-ism (for the points you mention) and then everything will magically be fixed, is going to probably take at least another 3 generations. >Recognize the contexts people aren't blind in and be an advocate for diversity in them (not instead of ability, but alongside it). Recognize that a person's lived experience may be different from yours because of their skin color or gender. Which implies recognizing when their skin color or gender is different than yours. All great points, however we've been doing gender/diversity training (at big tech companies at least) what ~20 years? and we are still having problems. I guess it's getting better slowly... Growing up in the UK (Ukrainian background), I was always taught to never trust Russians because they were the cause of ALL the problems of Ukraine. Completely idiotic I know. I had never meet a Russian and the people telling me hadn't either. Sigh. Working in NYC, yep, I was right in the middle of a team of Russians and what did I find? There was nothing crazy about them, they had a dry (similar to British) humor and I got on well with them. My prejudges fell away. Generally IMHO we can only change our view of X, by mixing with X and realize they're just 'normal' people and that previous generations/peers that manipulate us are a bunch of idiots.