The Productive Pessimist

  I want  to start this post with the common rebuff from the trans community (of which I am a part); "Everybody has a gender!"  I can't , however, because that isn't true. Gender  isn't just the "polite" substitute for "sex-as-adjective".  Gender  is a psycho-emotional sense  of something that is true about oneself.  Truth is not  subjective, which is where the complexity of "gender" comes in - because "psycho-emotional sense" sounds very  subjective - it's "just peoples' feelings!"   Except it's not. What gives psycho-emotional sense its claim to being objective  truth is that it is made manifest in the way a person interacts with their society, and invites that society to interact with them.   Psycho-emotional sense may go through a period of flux - which, after all, is what puberty is for most people, and what menopause and andropause are for many people - but, in the end, after between 3-7 years, it...

  Over the next couple of weeks, we'll be introducing the individual elements of full-spectrum inclusion, which are all considered equally and combined in our inclusive design and practice consultancy  services. We're starting with Financial Inclusion , because we're approaching that time of the year when, in the UK, prices skyrocket a full four weeks before most peoples' "inflation-related-pay-increase" kicks in. (Make it make sense, UK...it's a fiscal version of kids gathering their stuff & getting to their feet the minute the bell rings, with teachers screaming "the bell is my signal, not yours!!!", completely pointlessly.) (To American "wealth influencers" - your  education in financial inclusion starts with this fact: In the UK, "presenting a record of all your achievements, and all the additional work you've undertaken, and then requesting a raise" will not work.  99% of companies here tell you at your initial in...

  The social model of disability  states that there is no "disability", in the sense of individual limitations, only "social barriers".  In its neutral form, this is simply an invitation to business and government to come together, and be guided by individuals affected by social barriers in how to create a better world. Unfortunately, very few things' neutralities survive their first exposure to human beings, and the social model of disability is no different; even in a "perfect" world, with maximal intersectional inclusion, there would still be people who had a negative experience, despite not behaving in anyway that "deserves" punishment or exclusion. (Although, in a truly maximally intersectionally inclusive world, it could be argued that no one  would "deserve" punishment or exclusion... It depends on whether there is any real possibility of educating and socialising out intolerance in others, which is very much the "elepha...

  One of the positive - if the government don't fumble it, and employers step in to provide the necessary 'assist' - elements of Labour's Welfare Reform announcements on March 18th was the "Right to Try", where claimants, including those on Limited Capacity for Work Related Activity, can engage with employment they feel they may  be able to manage alongside disabilities and health challenges, without  the risk of losing their welfare support, meaning that, if they can't  manage the workload, or an employer feels it is not safe for them to continue, they - in theory - wouldn't be required to start a new claim (which, for those currently on LCWRA, would see them receive substantially less  than their existing claim pays, obviously not a desirable outcome for anyone.) I've been around long enough, and had enough interaction with the UK's abysmal employment landscape, and encountered enough of the toxic, self-important, ableist attitudes of employe...

  As Q1 2025 draws to a close, and before you power forward into Q2, do you know how to effectively  process and consolidate the lessons from the past three months? Quarterly progress should be  progress, which means it needs to include reflection, association, and conscious knowledge   in order to be purposeful, and bring genuine benefit to your organisation. So, what is RACK , and how can you effectively apply it to your team's planning? Reflection What did you fail at  in Quarter One? - List all  your failures. - Go through the list, and using either different coloured text, or different symbols, whichever is most effective for your team, identify each item on the list, distinguishing them as: . Failures that are entirely down to your own/your team's  human error . Failures which are partly, but not wholly, down to your/your team's human error . Failures which are down to circumstances beyond your control Be as honest as possible with yourself ...

  I don't normally do personal deep dives on this blog, which is, after all, my professional presence as The Productive Pessimist Ltd. In the past - in jobs, when building connections and relationships, in social media discourse, and yes, in blog posts - I've apologised for "going into all of that"  or "going on about me".  In several jobs, I've been made  to apologise - and to feel ashamed - for mentioning personal challenges I was facing.  In my first office-based job, aged 21, on my first day, I was told, directly: "When you come to work, you leave all your personal shit at the front door of your own house. You're not you , here; you're the company, and the company doesn't have headaches, the company isn't tired, the company isn't worried about how it's going to pay its rent, the company doesn't have family members or friends who die, that it gets sad about. You're being paid to be the company for 10 hours a day, f...