This chapter contains section titled: I The Extended Auction II Working in the Peep Show, Flirting in the Square III Insurance Behind a Veil of Ignorance IV Dworkin's Hybrid Scheme V Four Objections to Dworkin VI Ackerman Generalized VII Not Enough Redistribution? VIII Too Much Redistribution? Acknowledgement.

This paper contributes to debates regarding the normative justification of basic income (BI) via a critical reevaluation of Philippe Van Parijs’ ‘real-libertarian’ theory. Van Parijs’ work constitutes the most ambitious attempt within the literature to ground a justification of BI within a systematic normative framework. In this paper I argue that key elements of his framework should form part of any progressive justification of BI. Specifically, his linking of the principle of ‘real freedom for all’ with the policy mechanism of (...) the ‘highest sustainable basic income.’ I take issue with Van Parijs’ treatment of compensation for unequal internal endowments based on the criterion of ‘undominated diversity’ and I reject the ‘external resources’ approach to justifying the funding of a substantial BI, including Van Parijs’ ‘jobs as assets’ argument. I introduce the concept of ‘total social productivity’ as a means of understanding the production and reproduction of society in a manner that anchors the justification of BI in a commitment to a ‘deep form of social reciprocity.’ Finally, I suggest that BI be framed as a ‘pragmatic-utopian reform.’. (shrink)

Members of the field of philosophy have, just as other people, political convictions or, as psychologists call them, ideologies. How are different ideologies distributed and perceived in the field? Using the familiar distinction between the political left and right, we surveyed an international sample of 794 subjects in philosophy. We found that survey participants clearly leaned left (75%), while right-leaning individuals (14%) and moderates (11%) were underrepresented. Moreover, and strikingly, across the political spectrum, from very left-leaning individuals and moderates to (...) very right-leaning individuals, participants reported experiencing ideological hostility in the field, occasionally even from those from their own side of the political spectrum. Finally, while about half of the subjects believed that discrimination against left- or right-leaning individuals in the field is not justified, a significant minority displayed an explicit willingness to discriminate against colleagues with the opposite ideology. Our findings are both surprising and important, because a commitment to tolerance and equality is widespread in philosophy, and there is reason to think that ideological similarity, hostility, and discrimination undermine reliable belief formation in many areas of the discipline. (shrink)

Pessimism over a democracy’s ability to produce good outcomes is as longstanding as democracy itself. On one hand, democratic theorists consider democracy to be the only legitimate form of government on the basis that it alone promotes or safeguards intrinsic values like freedom, equality, and justice. On the other, skepticism toward the ordinary citizen’s cognitive capacities remains a perennial concern. Qualms about the epistemic value of democracy have only been made more pertinent by a fundamental problem of deep epistemic disagreement (...) which underlies the post-truth phenomenon. I argue that the democratic theorists who have sought to defend democracy on epistemic grounds have thus far neglected such deep and intractable disagreements. Without addressing this oversight, the epistemic democrat will find that collective decision-making processes quickly become paralyzed and will not be able to yield the epistemic benefits they promise. Hence, the work for epistemic democrats is to recognize and take into account the ramifications of epistemic disagreements so as to make a stronger case for epistemic democracy. (shrink)

In “Conceptual Diversity in Epistemology,” Richard Foley reflects on such central topics in epistemology as knowledge, warrant, rationality, and justification, with the purpose of distinguishing such concepts in a general theory. Foley uses “warrant” to refer to that which constitutes knowledge when added to true belief and suggests that rationality and justification are not linked to knowledge by necessity. He proceeds to offer a general schema for rationality. This schema enables a distinction between “rationality” and “rationality all things considered.” (...) Foley proposes how these concepts can work together in a system that “provides the necessary materials for an approach to epistemology that is clarifying, theoretically respectable, and relevant to our actual lives.”. (shrink)

With respect to many, if not most issues, there exist significant differences of opinion among individuals who seem to be equally knowledgeable and sincere. Individuals who apparently have access to the same information and are equally interested in the truth affirm incompatible perspectives on, for instance, significant social, political, and economic issues. Such diversity of opinion, though, is nowhere more evident than in the area of religious thought. On almost every religious issue, honest, knowledgeable people hold significantly diverse, often (...) incompatible beliefs. -/- Religious diversity of this sort can fruitfully be explored in many ways — for instance, from psychological, anthropological, or historical perspectives. The current discussion, however, will concern itself primarily with those key issues surrounding religious diversity with which philosophers, especially analytic philosophers of religion, are most concerned at present. Specifically, our discussion will focus primarily on the following questions: How pervasive is religious diversity? Does the reality of this diversity require a response? Can a person who acknowledges religious diversity remain justified in claiming just one perspective to be correct? If so, is it morally justifiable to attempt to convert others to a different perspective? Can it justifiably be claimed that only one religion offers a path into the eternal presence of God? The answers to such questions are not simply academic. They increasingly have great impact on how we treat others, both personally and corporately. (shrink)

Religious diversity exists whenever seemingly sincere, knowledgeable individuals hold incompatible beliefs on the same religious issue. Diversity of this sort is pervasive, existing not only across basic theistic systems but also within these theistic systems themselves. Religious Diversity explores the breadth and significance of such conflict. Examining the beliefs of various theistic systems, particularly within Christianity, Judaism, Hinduism and Buddhism, Basinger discusses seemingly incompatible claims about many religious issues, including the nature of God and the salvation of (...) humankind. He considers particularly the work of Hick, Gellman, Plantinga, Schellenberg, Alston, Wainwright, and Quinn, applying their perspectives on 'exclusivism' and 'pluralism' as they become relevant to the issues in question. Basinger's survey of the relevant literature, proposed solutions, and fresh insights offer an invaluable contribution not only for philosophers of religion and philosophical theologians but for anyone interested in the increasingly significant question of what a religious believer can or cannot justifiably say about their religious perspective. (shrink)

In this paper I explore the pedagogical and political shift marked by the meaning and practice of diversity offered through New Labour education policy texts, specifically, the policy and practice of personalized learning (or personalization). The aim of this paper is to map the ways in which diversity relays and mobilizes a set of neoliberal positions and relationships in the field of education and seeks to govern education institutions and education users through politically circulating norms and values. These (...) norms and values, I want to argue, echo and redeem the kinds of frameworks, applications and rationalities typically aligned with modes of neoliberal or advanced liberal governance, e.g. marketization, monetarization, atomization and deregulation. I conclude the paper by considering how diversity in education renders problematic conventional antinomies of the citizen and consumer, public and private, state and civil society, etc., and forces us to confront the rhizomatic character of contemporary governance and education in the era of neoliberalism. (shrink)

The Hong and Page ‘diversity trumps ability’ result has been used to argue for the more general claim that a diverse set of agents is epistemically superior to a comparable group of experts. Here we extend Hong and Page’s model to landscapes of different degrees of randomness and demonstrate the sensitivity of the ‘diversity trumps ability’ result. This analysis offers a more nuanced picture of how diversity, ability, and expertise may relate. Although models of this sort can (...) indeed be suggestive for diversity policies, we advise against interpreting such results overly broadly. (shrink)

Background Diversity in Institutional Review Board (IRB) membership is important for both intrinsic and instrumental reasons, including fairness, promoting trust, improving decision quality, and responding to systemic racism. Yet U.S. IRBs remain racially and ethnically homogeneous, even as gender diversity has improved. Little is known about IRB chairpersons’ perspectives on membership diversity and barriers to increasing it, as well as current institutional efforts to promote diversity, equity, and inclusion (DEI) within IRB membership.Methods We surveyed IRB chairpersons (...) leading U.S. boards registered with the Office for Human Research Protections. Here, we focus exclusively on responses from a subset of 388 chairpersons of IRBs at universities and academic medical centers (AMCs).Results Board chairs were predominantly white and evenly split between men and women. Only about half reported that their boards had at least one member who is Black or African American (51%), Asian (56%), or Hispanic (48%), with 85% of university/AMC boards comprised entirely (15%) or mostly (70%) of white members. Most IRB chairpersons (64%) reported satisfaction with the current diversity of their membership. Participants largely agreed that considering diversity in the selection of IRB members is important (91%), including to improve the quality of IRB deliberation (80%), with an emphasis on racial/ethnic (85%) and gender diversity (74%). Most participants (80%) reported some type of active DEI effort regarding board membership at their university/AMC and just over half (57%) expressed satisfaction with these efforts.Conclusions Our national survey found that although university/AMC IRB chairpersons report valuing diversity in board membership, it may be lacking in key areas. Going forward, it will be important to specify clear reasons for diversity in the IRB context, as well to establish targets for acceptable levels of board diversity and to match DEI efforts to those targets. (shrink)

The Chinese word “bukong” 不空 appearing in the Āgama texts is a rendering of Pāli words such as aritta (not discarded), asuñña (not empty), amogha (not vain). Whereas the Madhyamika texts never affirm the term non‐empty as a counterpart of the concept emtpy, the Yogācāra texts overlay it with a slightly negative connotation as a false imagination. However, Tathāgatagarbha thought affirms that term positively, and Chinese strands of Buddhism further adopt it as an absolute affirmation by identifying emptiness with non‐emptiness, (...) thereby turning the concept of mutual dependence or counterpart into that of mutual identification. In the Huayan jing, the concepts such as aśūnya, aśūnyatā, amogha, amoghatā are equally rendered as “bukong”, and this term thus comes to have a wide range of meanings including non‐empty, without any errors, beneficial, not deluded, or fully endowed with wisdom and compassion, and so on, which are attributes of tathāgatagarbha. Therefore, we see that the Huayan jing has such diverse meaning in the word “bukong” in according to the context. In the case of the typical Chinese Buddhist text Dasheng qixin lun, “bukong” indicates the state in which the pure dharmas are fulfilled. It seems that this text regards the essence as empty while considering the function to be non‐empty. When we contemplate on the meanings of “bukong” appearing in the Huayan jing, we may say that this scripture played a role of bridging Indian Buddhism and Chinese Buddhism. In particular, the comparisons of the meanings of “bukong” in the scriptures and treatises will reveal the affirmative spirit of the Chinese Buddhists, which is implicit in Indian Mahāhyāna Buddhism. 『아함경』에서 ‘不空’이라 한역된 원어는 Pā. aritta(버려지지 않은), asuñña(비어 있지 않은), amogha(헛되지 않은) 등이다. 중관에서는 공의 상대(相待)인 불공을 절대 부정하는 반면, 유식에서는 허망 분별로 인한 부정적인 이미지가 살짝 보이다가 여래장 사상이 도입되면서 긍정적인 이미지로 전환하는데, 그것이 중국불교에서는 절대 긍정으로 바뀌어서 ‘空即不空’인 상의상즉(相依相卽)의 의미로 공과 분리가 불가능해진다. 『화엄경』에서는 ‘不空’이란 역어가 Skt. aśūnya, aśūnyatā, amogha, amoghatā로, 그 의미가 어리석지 않은 지혜와 자비가 충만한 여래장의 뜻으로 무한히 펼쳐져서 불공이란 꽃이 활짝 핀다. 이렇게 불공은 문맥에 따라 그 의미가 다르나, 중국불교의 전형적인 논인 『기신론』에서는 정법(淨法)이 만족스러우면 ‘불공’이라 하면서, 체(體)가 공이고 용(用)이 불공이라고 말하는 것으로 보인다. ‘不空’이라는 역어만을 놓고 대조해 본다면, 초기불교 경전인 『아함경』에서의 불공의 의미가 『화엄경』에서 되살아나는 듯하여 『화엄경』이 인도불교와 중국불교의 가교역할을 한다고 감히 추정할 수 있는데, 특히 경론에서 불공의 의미만 가지고 비교한다면, 『화엄경』에는 인도 대승불교 속에 자연스레 녹아 있는 긍정적인 중국 불자들의 마음이 엿보인다. (shrink)

Antoine Pecquet wrote in the eighteenth century during the reign of Louis XV. Although he included Pascal among those he admired, he considered Alexander Pope his true mentor. In Part 1 of "Diverse Thoughts on Man," Pecquet reflects on Man's responsibilities as an individual: in Part 2, on Man's responsibilities as a member of society. Among these responsibilities he includes human and social concerns, such as parental and filial obligations, and the transfer of wealth between generations. In the tradition of (...) Montaigne, Pecquet intended his "Diverse Thoughts on Man" to help his readers learn more about themselves. Although he felt that those who would profit most from his book were readers who had not greatly pondered about themselves, he believed that every reader could find something of value in it. (shrink)

In Economics Rules, Dani Rodrik (2015) argues that what makes economics powerful despite the limitations of each and every model is its diversity of models. Rodrik suggests that the diversity of models in economics improves its explanatory capacities, but he does not fully explain how. I offer a clearer picture of how models relate to explanations of particular economic facts or events, and suggest that the diversity of models is a means to better economic explanations.

Explanatory diversity is a salient feature of the sciences of the mind, where different projects focus on neural, psychological, cognitive, social or other explanations. The same happens within embodied cognitive science, where ecological, enactive, dynamical, phenomenological and other approaches differ from each other in their explanations of the embodied mind. As traditionally conceived, explanatory diversity is philosophically problematic, fueling debates about whether the different explanations are competing, compatible, or tangential. In contrast, this paper takes the perspective of embodied (...) cognitive science as its starting point and accordingly approaches explanatory diversity not as a problem to be solved, but as a phenomenon to be understood. Recent work has explored how the view of cognition as embodied motivates reflexively viewing science as a situated embodied cognitive practice. Here I argue that this reflexive turn motivates adopting a pluralistic stance when it comes to questions about theoretical and methodological disagreements. In particular, it motivates moving away from thinking in terms of explanations as disembodied entities that compete with one another, and instead thinking in terms of different explanatory styles as embodied practices of explaining, many of which might be legitimate and warranted independently of whether and how the explanations themselves relate to one another. (shrink)

Workforce diversity has received increasing amounts of attention from academics and practitioners alike. In this article, we examine the empirical association between a firm’s workforce diversity and the degree of religiosity of the firm’s management by investigating their unidirectional and endogenous effects. Employing a large and extensive U.S. sample of firms from the years 1991–2010, we find a positive association between a measure of the firm’s commitment to diversity and the religiosity of the firm’s management after controlling (...) for various firm characteristics. In addition, after controlling for endogeneity with the dynamic panel generalized method of moment, we still find a positive association between the firm’s diversity and management’s religiosity. We interpret these results as supportive of the religious motivation explanation that views the firm as a human community and considers religion as a factor that influences managers to more positively embrace diversity. Our results, however, provide no support for the resource-constraint hypothesis that views the firm as a nexus of contracts and sees managers as aiming to maximize shareholder returns under resource constraints that force them to invest only in projects that have a positive net present value and reject diversity initiatives since these do not have a positive NPV. (shrink)

Previous simulation models have found positive effects of cognitive diversity on group performance, but have not explored effects of diversity in demographics (e.g., gender, ethnicity). In this paper, we present an agent-based model that captures two empirically supported hypotheses about how demographic diversity can improve group performance. The results of our simulations suggest that, even when social identities are not associated with distinctive task-related cognitive resources, demographic diversity can, in certain circumstances, benefit collective performance by counteracting (...) two types of conformity that can arise in homogeneous groups: those relating to group-based trust and those connected to normative expectations towards in-groups. (shrink)

Epistemologists have shown increased interest in the epistemic significance of disagreement, and in particular, in whether there is a rational requirement concerning belief revision in the face of peer disagreement. This article examines some of the general issues discussed by epistemologists, and then considers how they may or may not apply to the case of religious disagreement, both within religious traditions and between religious (and non-religious) views.

Decision-making under normative uncertainty requires an agent to aggregate the assessments of options given by rival normative theories into a single assessment that tells her what to do in light of her uncertainty. But what if the assessments of rival theories differ not just in their content but in their structure -- e.g., some are merely ordinal while others are cardinal? This paper describes and evaluates three general approaches to this "problem of structural diversity": structural enrichment, structural depletion, and (...) multi-stage aggregation. All three approaches have notable drawbacks, but I tentatively defend multi-stage aggregation as least bad of the three. (shrink)

According to the diversity-beats-ability theorem, groups of diverse problem solvers can outperform groups of high-ability problem solvers. We argue that the model introduced by Lu Hong and Scott Page is inadequate for exploring the trade-off between diversity and ability. This is because the model employs an impoverished implementation of the problem-solving task. We present a new version of the model which captures the role of ‘ability’ in a meaningful way, and use it to explore the trade-offs between (...) class='Hi'>diversity and ability in scientific problem solving. (shrink)

This paper is about both an application of virtue ethics, and about virtue ethics itself. A popular application of neo-Aristotelian virtue ethics to environmental issues is called interpersonal extensionism. It argues that we should view the normative range of traditional interpersonal virtues, such as compassion and humility, as extending beyond our interactions with people to also include our interactions with non-human environments. This paper uncovers an unaddressed problem for this view, then proposes a solution by revising how we understand neo-Aristotelian (...) virtue ethics itself. The tenet in question, defended by virtue ethicists such as Hursthouse and Foot, claims that a character trait counts as a virtue only if it is strictly necessary for human flourishing. This tenet threatens interpersonal extensionism because, as I show, the extended or environment-regarding aspects of virtues such as compassion and humility are not strictly speaking necessary for human flourishing: people can in principle flourish without those. But I then argue that diversities across both people and environments give us good, seldom acknowledged, reasons to revise neo-Aristotelian virtue ethics so that it no longer imposes the tenet that led to this problem. Neither a trait nor an aspect of it need be necessary for human flourishing in order to count as a neo-Aristotelian virtue. Indeed, marked variation between people and between environments can be complementary with respect to flourishing. Sometimes, for instance, part of the reason an environment-regarding aspect of compassion is virtuous is because of its distinct role in creating conditions that increase the chance that others will flourish. To show these things, I draw from work in philosophy of science on cluster approaches to categories and constitution, and from experiences working with diverse people in Canada's diverse national and provincial parks. (shrink)

This study analyzes how the board’s characteristics could be associated with globally corporate social responsibility CSR and specific areas of CSR. It is drawn on all listed firms, in 2016, on the SBF120 between 2003 and 2016. Our results provide strong evidence that diversity in boards and diversity of boards globally are positively associated with corporate social performance. However, they influence differently specific dimensions of CSR performance. First, we show that large boards are positively associated with all areas (...) of CSR performance, while specific and overall CSR scores are negatively associated with CEO-chair structures. Second, board gender diversity is positively associated with human rights and corporate governance dimensions. Third, age diversity is positively associated with corporate governance, human resources, human rights, and environmental activities. Also, our results provide evidence that outside directors care about CSR performance. Specifically, the presence of foreign directors is positively associated with environmental performance and community involvement, whereas CSR-Governance dimension is positively associated with the presence of independent directors. Regarding the director’s educational level, post-graduated directors are positively and significantly associated with overall CSR score and all CSR sub-scores, except the corporate governance one. When directors have multiple directorships, they are more concerned about human resources, environmental performance, and business ethics. Finally, our findings are robust only in non-family firms. In fact, family boards are less diverse than non-family ones; specifically, they have a lower number of independent, foreign, and high-educated directors. (shrink)

We begin our commentary by summarizing the commonalities and differences in cognitive phenomena across cultures, as found by the seven papers of this topic. We then assess the commonalities and differences in how our various authors have approached the study of cognitive diversity, and speculate on the need for, and potential of, cross-disciplinary collaboration.

This article explores how the diversity of board resources and the number of women on boards affect firms' corporate social responsibility (CSR) ratings, and how, in turn, CSR influences corporate reputation. In addition, this article examines whether CSR ratings mediate the relationships among board resource diversity, gender composition, and corporate reputation. The OLS regression results using lagged data for independent and control variables were statistically significant for the gender composition hypotheses, but not for the resource diversitybased hypotheses. CSR (...) ratings had a positive impact on reputation and mediated the relationship between the number of women on the board and corporate reputation. (shrink)

A familiar criticism of religious belief starts from the claim that a typical religious believer holds the particular religious beliefs she does just because she happened to be raised in a certain cultural setting rather than some other. This claim is commonly thought to have damaging epistemological consequences for religious beliefs, and one can find statements of an argument in this vicinity in the writings of John Stuart Mill and more recently Philip Kitcher, although the argument is seldom spelled out (...) very precisely. This paper begins by offering a reconstruction of an argument against religious beliefs from cultural contingency, which proceeds by way of an initial argument to the unreliability of the processes by which religious beliefs are formed, whose conclusion is then used to derive two further conclusions, one which targets knowledge and the other, rationality. Drawing upon recent work in analytic epistemology, I explore a number of possible ways of spelling out the closely related notions of accidental truth, epistemic luck, and reliability upon which the argument turns. I try to show that the renderings of the argument that succeed in securing the sceptical conclusion against religious beliefs also threaten scepticism about various sorts of beliefs besides religious beliefs. (shrink)

Reprising and revising a question from Longino regarding an earlier phase of standpoint theory, I raise some issues regarding the place of a substantive normative social theory in the strong objectivity project in Harding’s recent book, Objectivity and Diversity. I offer reasons to think the issue needs to be reframed in the co-constructionist and pluralist setting of the new book but that interesting issues continue to arise in thinking about the philosophical resources feminist philosophies of science can or might (...) rely on. (shrink)

Cultural diversity and globalization bring about a tension between universal ethics and local values and norms. Simultaneously, the current globalization and the existence of an increasingly interconnected world seem to require a common ground to promote dialog, peace, and a more humane world. This article is the introduction to a special issue of the Journal of Business Ethics regarding these problems. We highlight five topics, which intertwine the eight papers of this issue. The first is whether moral diversity (...) in different cultures is a plausible argument for moral relativism. The second focuses on the possibility of finding shared values and virtues worldwide. The third topic deals with convectional universalistic ethical theories in a global world and the problems they present. Fourth, we consider the traditional natural moral law approach in the context of a global world. The last topic is about human rights, as a practical proposal for introducing universal standards in business. (shrink)

In robustness analysis, hypotheses are supported to the extent that a result proves robust, and a result is robust to the extent that we detect it in diverse ways. But what precise sense of diversity is at work here? In this paper, I show that the formal explications of evidential diversity most often appealed to in work on robustness – which all draw in one way or another on probabilistic independence – fail to shed light on the notion (...) of diversity relevant to robustness analysis. I close by briefly outlining a promising alternative approach inspired by Horwich’s (1982) eliminative account of evidential diversity. (shrink)

The under-representation of women on boards is a heavily discussed topic—not only in Germany. Based on critical mass theory and with the help of a hand-collected panel dataset of 151 listed German firms for the years 2000–2005, we explore whether the link between gender diversity and firm performance follows a U-shape. Controlling for reversed causality, we find evidence for gender diversity to at first negatively affect firm performance and—only after a “critical mass” of about 30 % women has (...) been reached—to be associated with higher firm performance than completely male boards. Given our sample firms, the critical mass of 30 % women translates into an absolute number of about three women on the board and hence supports recent studies on a corresponding “magic number” of women in the boardroom. (shrink)

Whenever philosophers try to include a “diverse” — in the sense of not currently recognised as canon — philosophy x into their teaching and their research, they inevitably get asked: “What is x philosophy?” and “Is x philosophy really philosophy?”. -/- These metaphilosophical questions do not only arise with attempts to include “diverse” intellectual traditions, but also with attempts to include “diverse” thinkers, works, topics, and methods. First, they are asked to prove that x exists. Second, they are asked to (...) prove that x is really philosophy. To refer to the pattern of debates that these questions engender, call it conversational dynamics of diversity. (shrink)

This book discusses some of the most challenging ideas emerging out of the research program on institutional diversity associated with the 2009 co-recipient of 2009 Nobel Prize in economics, Elinor Ostrom, while outlining a set of new research directions and an original interpretation of the significance and future of this program.

Agent-based models have played a prominent role in recent debates about the merits of democracy. In particular, the formal model of Lu Hong and Scott Page and the associated “diversity trumps ability” result has typically been seen to support the epistemic virtues of democracy over epistocracy (i.e., governance by experts). In this paper we first identify the modeling choices embodied in the original formal model and then critique the application of the Hong-Page results to philosophical debates on the relative (...) merits of democracy. In particular we argue that the “best-performing agents” in Hong-Page model should not be interpreted as experts. We next explore a closely related model in which best-performing agents are more plausibly seen as experts and show that the diversity trumps ability result fails to hold. However, with changes in other parameters (such as the deliberation dynamic) the diversity trumps ability result is restored. The sensitivity of this result to parameter choices illustrates the complexity of the link between formal modeling and more general philosophical claims; we use this debate as a platform for a more general discussion of when and how agent-based models can contribute to philosophical discussions. (shrink)

There is increasing attention to the centrality of idealization in science. One common view is that models and other idealized representations are important to science, but that they fall short in one or more ways. On this view, there must be an intermediary step between idealized representation and the traditional aims of science, including truth, explanation, and prediction. Here I develop an alternative interpretation of the relationship between idealized representation and the aims of science. In my view, continuing, widespread idealization (...) calls into question the idea that science aims for truth. I argue that understanding must replace truth as the ultimate epistemic aim of science. Additionally, science has a wide variety aims, epistemic and non-epistemic, and these aims motivate different kinds of scientific products. Finally, I show how these diverse aims---all rather distant from truth---result in the expanded influence of social values on science. (shrink)

The number of discriminable colours is often assumed to be of the order of several million but the extent of detectable chromatic diversity present in individual natural scenes is an open question. Here, the aim was to estimate the number of discriminable colours seen in natural scenes. Hyperspectral data were obtained from a set of natural scenes over the range 400 - 720 nm at 10 nm intervals (Nascimento et al, 2002 Journal of the Optical Society of America A (...) 19 1484 - 1490) and the representation of each scene in CIELAB space computed for all pixels of the image. The number of discriminable colours was estimated by counting the number of unit volumes in the three-dimensional volume defined by the scene when represented in CIELAB space. We found that the number of discriminable colours estimated in a scene could vary by an order of magnitude from scene to scene, but rarely exceeded 105, indicating a limited chromatic diversity. (shrink)

Uses Buddhist philosophy to discuss diversity as a value, one that can contribute to equity in a globalizing world.

Philosophers and social scientists have recently turned to game theory and agent-based models to better understand social contract formation. The stag hunt game is an idealization of social contract formation. Using the stag hunt game, we attempt to determine what, if any, barrier diversity is to the formation of an efficient social contract. We uncover a deep connection between tolerance, diversity, and the social contract. We investigate a simple model in which individuals possess salient traits and behave cooperatively (...) when the difference between their trait and the trait of their counterpart is less than their ‘tolerance level’. If traits are fixed and correspond to permanent or semipermanent features of the individual, such as religion or race, social contract formation is a remote possibility. If traits are malleable, social contract formation is possible but comes at the steep cost of diversity and tolerance, that is, individuals are unwilling to cooperate with those much different from themselves. Yet homogeneity and intolerance are not a long-term feature of the population. Over time mutations allow for increasingly tolerant agents to prosper, thereby ushering in trait diversity. In the end, all reap the benefits of cooperation. (shrink)

How diverse is philosophy? In this paper we explore recent data on the racial, ethnic, and gender diversity of philosophy students and faculty in the United States. We have found that women are underrepresented in philosophy at all levels from first-year intention to major through senior faculty. The past four years have seen an increase in the percentage of women philosophy majors at the undergraduate level, but it remains to be seen if this recent increase in the percentage of (...) women will eventually also show at more advanced stages. Temporal trends since 2000 also show substantial increases in the racial and ethnic diversity of philosophy majors at all levels of education from first-year undergraduate through PhD, with substantial declines in the percentage of non-Hispanic White philosophy majors and substantial increases in all other commonly measured racial/ethnic groups except for Native American / Alaska Native. Despite generally increasing diversity, people who identify as Hispanic (any race), or non-Hispanic Native American, Alaska Native, or Black remain substantially underrepresented in philosophy at all levels compared to their presence in the U.S. population, and in some cases also as compared to other majors. (shrink)

According to the diversity-beats-ability theorem, groups of diverse problem solvers can outperform groups of high-ability problem solvers. We argue that the model introduced by Lu Hong and Scott Page is inadequate for exploring the trade-off between diversity and ability. This is because the model employs an impoverished implementation of the problem-solving task. We present a new version of the model that captures the role of ‘ability’ in a meaningful way, and we use it to explore the trade-offs between (...) diversity and ability in scientific problem solving. (shrink)

In 2018 Academic Placement Data and Analysis ran a survey of doctoral students and recent graduates on the topics of diversity and inclusivity in collaboration with the Graduate Student Council and Data Task Force of the American Philosophical Association. We submitted a preliminary report in Fall 2018 that describes the origins and procedure of the survey [1]. This is our final report on the survey. We first discuss the demographic profile of our survey participants and compare it to the (...) United States general population, its doctoral students, and APA membership, finding several areas of underrepresentation (i.e. gender, race/ethnicity, socioeconomic, and veteran status). We then discuss the results of questions regarding diversity and inclusivity. We find, for instance, that participant comfort in philosophy depends on gender, sexuality, race/ethnicity, disability, and language status and that participants most often mentioned the theme of diversity when asked how philosophy could be more inclusive. Finally, we discuss the results of questions related to graduate program and placement. We find, for example, that underrepresented graduates are both less likely to recommend their graduate program to others and less likely to prefer an academic job. We close by making some recommendations for the APA and for the discipline based on our findings. (shrink)

There has been a surge of recent interest in sociocultural diversity in machine learning research. Currently, however, there is a gap between discussions of measures and benefits of diversity in machine learning, on the one hand, and the broader research on the underlying concepts of diversity and the precise mechanisms of its functional benefits, on the other. This gap is problematic because diversity is not a monolithic concept. Rather, different concepts of diversity are based on (...) distinct rationales that should inform how we measure diversity in a given context. Similarly, the lack of specificity about the precise mechanisms underpinning diversity’s potential benefits can result in uninformative generalities, invalid experimental designs, and illicit interpretations of findings. In this work, we draw on research in philosophy, psychology, and social and organizational sciences to make three contributions: First, we introduce a taxonomy of different diversity concepts from philosophy of science, and explicate the distinct epistemic and political rationales underlying these concepts. Second, we provide an overview of mechanisms by which diversity can benefit group performance. Third, we situate these taxonomies of concepts and mechanisms in the lifecycle of sociotechnical machine learning systems and make a case for their usefulness in fair and accountable machine learning. We do so by illustrating how they clarify the discourse around diversity in the context of machine learning systems, promote the formulation of more precise research questions about diversity’s impact, and provide conceptual tools to further advance research and practice. (shrink)

Culturally diverse liberal democracies on both sides of the Atlantic are currently faced with serious questions about the education of their future citizens. What is the balance between the need for social cohesion, and at the same time dealing justly with the demands for exemptions and accommodations from cultural and religious minorities? In contemporary Britain, the importance of this question has been recently highlighted by the concern to develop political and educational strategies capable of countering the influence of extremist voices, (...) in both the majority and minority communities. Starting from recent debates in North America about possible accommodations to meet the concerns of non-liberal religious groups, the book goes on to examine several issues centered on education in culturally-diverse societies. Neil Burtonwood argues persuasively that the work of Isaiah Berlin, the British philosopher and historian of ideas, has considerable potential for illuminating questions about a properly liberal response to pluralism, and the education of cultural minority children in a liberal democracy. This is the first book to bring his writing to bear on education. Berlin's liberalism is distinctive in attending to the benefits that individuals gain from their memberships of cultural identity groups and religious communities, while remaining committed to Enlightenment values based on individual freedom. Yet his need to find compromises to balance the claims of individuals and groups makes Berlin's version of liberal pluralism so relevant to many vital questions of education policy and practice that concern philosophers of education today. (shrink)

Religious diversity exists whenever seemingly sincere, knowledgeable individuals hold incompatible beliefs on the same religious issue. Diversity of this sort is pervasive, existing not only across basic theistic systems but also within these theistic systems themselves. Religious Diversity explores the breadth and significance of such conflict. Examining the beliefs of various theistic systems, particularly within Christianity, Judaism, Hinduism and Buddhism, Basinger discusses seemingly incompatible claims about many religious issues, including the nature of God and the salvation of (...) humankind. He considers particularly the work of Hick, Gellman, Plantinga, Schellenberg, Alston, Wainwright, and Quinn, applying their perspectives on 'exclusivism' and 'pluralism' as they become relevant to the issues in question. Basinger's survey of the relevant literature, proposed solutions, and fresh insights offer an invaluable contribution not only for philosophers of religion and philosophical theologians but for anyone interested in the increasingly significant question of what a religious believer can or cannot justifiably say about their religious perspective. (shrink)

This paper develops a practice-based Theory of Generative Interactions across diversity that builds on empirical findings and conceptual frameworks from multiple fields of study. This transdisciplinary review draws on the disciplines of sociology, social psychology, organization studies, and communications. The Theory of Generative Interactions suggests that in order to facilitate inclusion, multiple types of exclusionary dynamics must be overcome through adaptive cognitive processing and skill development, and engagement in positive interactions must occur in order to facilitate inclusion that is (...) created and sustained by contextually relevant sets of organizational practices. The organizational practices provide the following conditions for generative interactions: pursuing an important, shared organizational purpose, mixing diverse members frequently over protracted periods of time, enabling differing groups to have equal standing and insider status in contributing to success, and providing collaborative interdependence, interpersonal comfort, and self-efficacy. These interactions are generative in that they help to challenge the guiding assumptions of the organizational culture, reconsider taken-for-granted aspects, and raise fundamental questions about organizations. We assert that such interactions, properly structured, can help organizations more fully address all stakeholders in creating value ethically, and ultimately creating equity for individuals and groups in the organization. (shrink)

Increasing gender diversity in the boardroom has been promoted as a way to enhance corporate governance and risk management. This study empirically examines whether boards with more female directors play a role in reducing R&D risk. We first show that female directors help to reduce the positive relationship between R&D investment and future performance volatility. We then report that firms with more gender-diverse boards exhibit a lower adverse effect of R&D on the cost of debt. These results are robust (...) to endogeneity analysis, alternative measures of gender diversity and risky investment, and other sensitivity tests. Overall, our results suggest that female directors improve board effectiveness in risk management with respect to R&D investment. (shrink)

The monitoring role performed by the board of directors is an important corporate governance control mechanism, especially in countries where external mechanisms are less well developed. The gender composition of the board can affect the quality of this monitoring role and thus the financial performance of the firm. This is part of the “business case” for female participation on boards, though arguments may also be framed in terms of ethical considerations. While the issue of board gender diversity has attracted (...) growing research interest in recent years, most empirical results are based on U.S. data. This article adds to a growing number of non-U.S. studies by investigating the link between the gender diversity of the board and firm financial performance in Spain, a country which historically has had minimal female participation in the workforce, but which has now introduced legislation to improve equality of opportunities. We investigate the topic using panel data analysis and find that gender diversity – as measured by the percentage of women on the board and by the Blau and Shannon indices – has a positive effect on firm value and that the opposite causal relationship is not significant. Our study suggests that investors in Spain do not penalise firms which increase their female board membership and that greater gender diversity may generate economic gains. (shrink)