Editing in Diversity In: Reading Diversity Discourses on Wikipedia

This article contains many links to active websites. If a link fails, please look for the article using the Internet Archive's Wayback Machine, https://archive.org/web/.At time of archiving all but two links were still active. For an archived version of "Building a Twitter We Can Be Proud Of," see Van Huysse, J. (2014 July 24 archived by Wayback Machine]). Building a Twitter We Can Be Proud Of. https://blog.twitter.com/2014/building-a-twitter-we-can-be-proud-of. Internet Archive. https://web.archive.org/web/20140724075557/https://blog.twitter.com/2014/building-a-twitter-we-can-be-proud-of. For an archived version of "Grants:PEG/Ada Initiative/Gender-gap admin training," see (2015 July 1 archived by Wayback Machine]). Grants:PEG/Ada Initiative/Gender-gap admin training. https://meta.wikimedia.org/wiki/Grants:PEG/Ada_Initiative/Gender-gap_admin_training. Internet Archive. https://web.archive.org/web/20150701073847/https://meta.wikimedia.org/wiki/Grants:PEG/Ada_Initiative/Gender-gap_admin_training.Wikipedia has a diversity problem. The encyclopedia that ‘anyone can edit’ can only identify 13% of its editors as women, despite it being the seventh most visited site on the web with over 18 billion page views. Through individual grants, edit-a-thons, blog articles, and international conferences, the Wikimedia Foundation (WMF) has devoted a fair amount of time and resources to tackling this ‘gender gap.’ While we acknowledge the good intentions of the WMF and volunteer efforts to improve conditions for women editors on Wikipedia, we argue that borrowing from corporatized diversity initiatives more effectively supports organizational growth rather than addresses the underlying reasons behind women’s low representation and participation. Informed by Sara Ahmed’s critique of diversity initiatives in post-secondary institutions (2012), we discuss three themes: 1) diversity as organizational rhetoric converging business principles with the language of social justice; 2) the ‘softening’ of diversity through the mobilization of diversity champions; and 3) diversity work as a gendered practice involving obstacles and flows. In so doing, we wish to challenge current diversity discourses while proposing practical and political alternatives to the increasingly corporatized solution of ‘just add women and stir.