Aubrey Blanche-Sarellano (she/her)

Over the last few years, I've worked hard to remove ableist language from my vocabulary. And I'll be honest, it's so normalized it's not easy.

Today, I humbly suggest:

🚫 Blindspot

How about:

✅ Gap in knowledge
✅ Overlooked area
✅ Hidden risk

There are things that are more art than science.

❓ Do you prioritise in-person or virtual?
❓ Do you support part-time?
❓ Where, when, and how of remote work?

It's even more important to *write them down*. Making the implicit explicit creates space for truly informed consent at work.

The "order of operations" for investing in fairness matters.

#Diversity is the last priority. Equity must come first. Then, connection (inclusion).

It means that the short-term wins *won't* be reflected in the easiest metrics. It requires more storytelling and influence to get buy in.

The "business case" for #diversity backfires.

That McKinsey study IS bad data, but also says "We will care about Black people because it makes us richer". YIKES.

The instrumental argument lowers trust among underrepresented people.

The business case tokenizes the people you should support.

Aubrey Blanche's letter from the editor This International Women’s Day, I’m thrilled to be editing SmartCompany’s newsletter to answer all your questions about intersectionality and inclusivity.

I edited an #IWD newsletter in 2020, emphasizing intersectionality.

✅ White women boycotting all-White panels.
✅ Advancing trans women, and companies adopting trans-inclusive policies.
✅ Ensuring that all workspaces and events this year are accessible.

🦺 AI Safety starts from the idea that its dangerous, and the worst might be preventable.

✅ #ResponsibleAI assumes potential positive impact, with the right tactics and governance.

📚 #AI Ethics provides the theoretical frameworks for norms.

Want to guess the demographic trends?

We need to stop talking about “DEI” — The Mathpath | Aubrey Blanche If you’ve read many headlines, you’d think that most companies are pulling back from their DEI (that is, diversity, equity, and inclusion) initiatives. But your impression would probably be quite…

Language evolves. And "#DEI" has evolved into a polarizing, non-specific, unhelpful term that stands in the way of potential progress.

It's time we move past unhelpful language and embrace a more mature approach to #equity work in organizations.

We need to stop talking about “DEI” — The Mathpath | Aubrey Blanche If you’ve read many headlines, you’d think that most companies are pulling back from their DEI (that is, diversity, equity, and inclusion) initiatives. But your impression would probably be quite…

It's time to ditch "DEI". Changing times require changed tactics.

✅ Let go of our need to be right over persuasive.
✅ Be explicit and specific about what we're doing.
✅ Take an initiative-based risk management approach.

Diversity and inclusion have greater support than most Americans think - Scientific Reports Scientific Reports - Diversity and inclusion have greater support than most Americans think

Fairness isn't controversial.

Many articles say companies are rolling back.

🚫 Many have simply rebranded .
✅ Most people support #equity.
🚫 Most people underestimate others' support.

Don't let discrimination win.

www.nature.com/articles/s41...

Automating a workforce with #AI is wildly problematic.

Automation impacts work which is more accessible for people without formal education or early in career. It will widen economic inequality.

If you're advocating for this, it's imperative to advocate for solutions. #ResponsibleAI #AIEthics

It is wildly unimaginative to obsess over automating away your workforce with #AI.

Obsessing over #efficiency instead of seeing the possibility for #creativity and more strategic use of employee time is not the flex some influencers seem to think it is.

Diversity and inclusion have greater support than most Americans think - Scientific Reports Scientific Reports - Diversity and inclusion have greater support than most Americans think

Equity is popular.

New research shows that 82% of people show support for #DEI, & underestimate others' support.

Sharing this data increased support.

We have to push back on the *bullshit* narrative that the backlash is widespread, and hold the media to account to reflect reality.

If you're running an #AI company and you don't have a #ResponsibleAI framework, why not?

The reality is that technology doesn't have a positive impact on the world without intentional design (which includes building guardrails).

It absolutely can have a positive impact, if you put in the work.

Telling people to “just set boundaries” while rewarding overwork isn’t supportive.

🔹 Are your leaders modeling balance?
🔹 Are promotions based on output and impact, not hours?
🔹 Do your leave policies make rest the norm?

Work-life balance can't be an individual issue.

AI tools promise “bias-free” decisions, but let’s be real—if they’re trained on past patterns, they’re just automating biases.

Bias-free isn't really possible. It's a matter of what biases are helpful versus harmful.

#DEI budget slashed?

Today, there are multiple risks to navigate. Yes, the law is changing, but employee expectations aren't.

Drastically adjusting your approach has risk. It could open a company up to major criticism.

This is about building systems to ensure everyone can thrive.

Not everyone wants to (or should) be a manager. That’s completely valid.

If your career framework assumes up is the only way, stop.

📌 Create technical and IC career paths.
📌 Pay & promote ICs on real career tracks.
📌 Let people define their own version of success (which might change over time!).

If #AI is built by humans, trained on our data, and optimized for our goals… then fairness isn’t (just) a tech issue. It's a reflection of leadership's values.

If we can design AI to maximize #engagement or efficiency, we can design it to maximize equity.

#ResponsibleAI #EquityInTech #Leadership

"MEI" versus "DEI" is ridiculous. DEI is about building systems where people are provided opportunities based on their skills.

🚫 Do not argue with bad faith.
✅ Take the time to educate good-faith questions.

(Yes, I think we need to STOP calling it "DEI", but that's 10 of my other posts.)

#DEI is not dead.

Research shows that most companies are *not* getting rid of it.

To de-risk, many are adjusting their branding. Some are changing internal practices.

We need nuanced conversations about what changes should be made. We should be expecting change & advocating for the right ones.

If you think your talent outcomes are based on “merit,” I have news: #Bias is built in.

If your leadership doesn’t reflect your team, it’s not because people didn’t “work hard” enough.

Meritocracy isn’t real—structured, fair processes are. Audit your hiring, calibration, and promotion practices.

Amnesty International Investigation Concludes Israel Is Committing Genocide “We will look back and say, ‘Why did we not do more earlier?” Amnesty's director tells Zeteo.

Everyone should be sharing this story about the Amnesty International report because yes many of us have long acknowledged that it’s a genocide but there are still people who need the validation of a report from an org like Amnesty to believe it’s true zeteo.com/p/amnesty-co...

I can’t get on board with calling anybody, even DJT, a felon pejoratively.

That group is disproportionately and unjustly Black and brown, and I’m not going to contribute to the horrific outcomes so many face due to social stigma.

Honestly you shouldn’t either.

For Thanksgiving every year I donate to the Natl Indigenous Women’s Resource Center’s #MMIWGR initiative.

If you’d like to join me, you can here: www.niwrc.org

Who are your favorite #AI #ethics people to follow on here?

Is there a section for the #bipolar kids?

Fascinating how many excellent features that should always have existed on Twitter just…exist here.