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A thread that keeps coming up in conversations lately: diversity, equity and inclusion in self-managing orgs. Who does self-management privilege? Who can it exclude or disadvantage? Some examples that have come up below that I'd love people's thoughts on... 
(Btw, purpose here is not virtue signalling but awareness, discussion, consciousness... How can we become aware of this stuff to ensure we're creating space for important conversations to happen where people feel heard, seen and taken seriously and we can move forward together?)
Examples I've heard lately: 'Wholeness' in teal organisations – some marginalised people can find this super challenging if they don't feel safe bringing their whole self outside their house, let alone to their workplace...
Liberating Structures – I know there are people in the LS community exploring how to make these more inclusive e.g. for people of colour, people with disabilities. Again, they tend to assume inclusion (rapid time boxing for interactions) which isn't a felt sense for all people
Distributed leadership – if we're not mindful, self-management can privilege people who already have power (e.g. white, highly educated men) through things like proposal-based decision making culture, or self-directed career development
Those who get it vs those who don't – a common dynamic I hear about is those who've read the books, get the jargon, feel confident experimenting feeling frustrated or impatient with those who don't, or who are moving at a 'slower pace', who don't like geeking out on governance..
