I think this is an incredibly important topic - one that cuts to the heart of diversity, equal opportunity, and the need to make visible the invisible discrimination that goes on against introverts that hold us back in social, economic, political and public life.
I don't believe it's overstating things to compare this with other forms of discrimination that are considered human rights violations in progressive western societies today. Introversion, after all, has a biological basis and, while many of us may have cultivated well developed coping mechanisms as 'pretend extroverts', it hardly makes it okay that there's a negative bias against introverts especially when, say, landing a job or promotion is at stake. It's like tolerating gay people in our midst on the condition that they 'act straight' and keep their waywardness to themselves. And like being gay, there isn't an overt physical marker like race or gender that distinguishes introverts as a fundamentally different group from the dominant group, so it's more likely to escape the radar of human rights discrimination. (By dominant I don't mean size, but power and influence.)
I applaud Susan for putting this on the map and am heartened to see her book taking the world by storm. (I've been waiting for a public conversation about this for some time.) And it's also nice to see introversion being reframed/re-examined under a more positive lens through various mainstream media sources.
However, the challenge remains of how do we go about change? I like the phrase 'Quiet Revolution' because nothing short of an overhaul of some of the arbitrary norms that define success and failure in our world today is needed, and also because it will fall to the Quiet half of the population to see that it will happen. (Yes, that's you and me, as against the grain as it might be to rock the boat.)
I would be interested to hear from others what pragmatic steps, however small, we can take to address institutionalised bias in our workplaces, schools and civic life. For me, institutionalised bias can take many forms, e.g. (from personal example) being demoted to 'B' reading group at age five when my primary school teachers expressed concern to my mother that they "hadn't heard a word from me for three months." Or, for example, having to hear from managers at every performance review that, while they liked my work, I could be less reticent and speak up more, which of course had a subtle way of pigeonholing me as a good worker but poor manager material.
There are more obvious forms of discrimination which I'm sure most introverts will have experienced at crucial junctures of their life, e.g. the psychometric test that employers seem to love so much (how many of you tried to skew your answers towards the more extraverted end of the spectrum to appear more likeable, competent and less anti-social?) How is this different than women being asked (illegally) to undergo a pregnancy test first by a prospective employer? Or the obligatory leadership related KPIs at work that are described in purely extraverted terms. I wouldn't mind so much if there were a more balanced appreciation of the positive traits of both extraverted and introverted employees, but, as this article suggests http://www.theglasshammer.com/news/2011/10/11/seven-tips-for-leadership-success-–-for-introverts/ we're a long way off from that…
So much for all that, eager to hear from others