Discussions on diversity and disability in dialogue with special educationalists and philosophers of education are not often found in the research literature. Researchers within disability studies have been critical towards the enterprise of special education and vice versa, and the language they use is often different, as they draw on various subject fields. In this article, I bring these fields of research together and draw on research from the philosophy of education, special education and Disability Studies. My argument is that (...) a language of diversity needs to be embedded in a language about educational ends and other fundamental questions discussed in the philosophy of education, and not solely in discussions within the field of inclusive education, as is often found in the research literature relating to special education. I argue that the language of diversity related to disability should be embedded in the language of the person, being someone. In order to build my argument, I sketch out three distinctions: disability and impairment, education as cultivation versus an existential education and the distinction between being someone and being something. I argue that an understanding of diversity and the case of disability within the framework of education should preferably be: interpreted within a social relational model of disability, drawing on an adjusted capabilities approach, an existential educational paradigm and seeing the person as someone, and not as something that is associated with a series of facts that happen to relate to what we call persons. (shrink)

Teresa believes in God. Maggie’s wife believes that the Earth is flat, and also that Maggie should be home from work by now. Anouk—a cat—believes it is dinner time. This dissertation is about what believing is: it concerns what, exactly, ordinary people are attributing to Teresa, Maggie’s wife, and Anouk when affirming that they are believers. Part I distinguishes the attitudes of belief that people attribute to each other (and other animals) in ordinary life from the cognitive states of belief (...) theoretically posited by (some) cognitive scientists. Part II defends the view that to have an attitude of belief is to live—to be disposed to act, react, think, and feel—in a pattern that an actual belief attributor identifies with taking the world to be some way. Drawing on scientific, scholarly, and literary sources of evidence, How Beliefs are like Colors provides a framework for research on belief across the humanities and sciences of the mind. (shrink)

This article reconsiders the relationship between interpretivism about belief and normative standards. Interpretivists have traditionally taken beliefs to be fixed in relation to norms of interpretation. However, recent work by philosophers and psychologists reveals that human belief attribution practices are governed by a rich diversity of normative standards. Interpretivists thus face a dilemma: either give up on the idea that belief is constitutively normative or countenance a context-sensitive disjunction of norms that constitute belief. Either way, interpretivists should embrace the intersubjective (...) indeterminacy of belief. (shrink)

Volume 19, Issue 7, July 2019, Page 51-53.

This article describes how female managers with physical impairment negotiate their relationships in the workplace. It locates discussion of physical impairment and disability within an Interactional Model of Disability. Drawing on 20 interviews, this research identifies the factors that are central to the experience of female managers with disability in the workplace, including power, passing, and surface acting. When dealing with others who had power over them, the leaders adopted approaches such as passing, in an attempt to minimize the visibility (...) of both their impairment and their disability. This involved the leaders using surface acting to present an optimistic demeanor even when their actual feelings were very different. It will be argued that the use of surface acting and the reliance on passing begins to explain why people with disability are invisible in the workplace leadership literature and why this is damaging to diversity agendas in organizations. (shrink)

Volume 19, Issue 7, July 2019, Page 53-55.