Saturday, July 24, 2010

Free Online Diversity Workshops Set For August, September; New Info Discrimination Lawsuits

New EEOC data shows that religious discrimination claims have doubled in the past 15 years, and the number of settlements has tripled since 1997. This should not surprise most executives for two reasons, says diversity consultant Susan Klopfer.

First, the United States is seeing a broader mix of religious backgrounds as workforces diversify. Second, employees have become more litigious, "and they're well aware of the laws that give them the right to certain accommodations based on their religious beliefs."

Yet the real question for today's companies are whether they are seeing this and related employment discrimination litigation as a "problem" or at least some components as an opportunity to strengthen their businesses, Klopfer says.

The Iowa civil rights author is announcing three online workshops entitled "Five Costly Diversity Mistakes Companies Can Make and How To Avoid Them." Sessions are set for August 10, 24 and September 1 and run from 2 to 2:30 p.m. Central time. There is no cost and attendees receive a free gift, Klopfer said.


For the Thur, Aug 12, 2010 2:00 PM - 2:45 PM CDT online session, click HERE now to register.

For the Tue, Aug 24, 2010 2:00 PM - 2:45 PM CDT online session, click HERE now to register.

For the Wed, Sept 1, 2010 2:00 PM - 2:45 PM CDT online session, click HERE now to register.


"As our country becomes more and more diverse in every aspect, from changing family structures and increasing minority population to changing religious patterns, there is great opportunity for the organization that adapts to and embraces diversity, and this will be the focus of these online workshops," Klopfer said.

Klopfer, who holds a master's degree in business administration from Indiana Wesleyan University, is also the author of three books on civil rights, including her latest, Who Killed Emmett Till? Persons wishing to sign up for workshops can do so at Klopfer's website www.susanklopfer.com.

Thursday, July 22, 2010

Potential Opportunities Great For Businesses That Embrace Diversity

Is your business really serving your customers? Or are you still stuck in the 50s when most businesses in the United States mainly catered to white people? With today's globalization and changing population, your customer base is rapidy changing. We're all getting older and if you look around, you will see that our complexions are changing, too. It's an opportunity lost for any progressive business that doesn't start with the basics of hiring people who represent the people they are trying to serve. Besides, it's more than just a politically correct thing to do; you will be following federal laws.

My husband and I were having a quick breakfast in an unfamiliar restaurant, waiting for the doors to open at a nearby museum. As I sipped my coffee, I began to realize why I wasn't comfortable. It wasn't just because we were having Sunday breakfast away from home.

Very quickly, I had realized every person serving us, from the greeter to wait staff, was young and white. I peeked into the kitchen and confirmed what I suspected − the invisible people working behind the scenes, performing the lower paying jobs, were Latino, African American and of varying ages. Will this restaurant get my return business? Probably not.

Later, a friend and I were talking about diversity in employment and she told me a similar story. While out for a walk, she saw a sign in a local breakfast shop window that advertised "... Restaurant Needs Morning HOSTESS. Apply Now Inside."

While Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, gender and national origin, it seems that a number of companies still don't get it when it comes to discriminatory advertising or other issues like denying an employee the right to use the Family Medical Leave Act or allowing sexual harassment in the workplace.

Employees get it -- in a recent three year period, related employment discrimination lawsuits increased by 77 percent.

Discrimination issues can be complex; grey areas abound. But the prohibition of basic employment actions based on federally protected classes is much easier to understand. Employers can't make a hiring or firing decision based on a person's race, color, religion, gender or national origin.

The restaurant that Joan spotted obviously wants anything but a big guy of mixed ethnicity to greet their customers. That's apparent from their advertisement and the restaurant manager will probably find the hostess he or she is looking for.

But wouldn't it be less offensive to all of the restaurant's customers and potential employees if the manager would post a proper notice that complies with civil rights laws? Perhaps something like "Seeking a Greeter or Host/Hostess"?

They may still hire the female hostess they appear to want. But then again, they could expand their search and find a guy who really appeals to their morning coffee crowd to be the new greeter. What is good about doing this right in the first place, is a business doesn't have the problem of being in violation of federal, state and regional laws.

Better yet, a business won't suffer from opportunity lost when it tries to appeal to today and tomorrow's ever-changing population.

Figures from the Pew Research Center and from the U.S. Census show that in the next forty years, nearly one in five Americans will be an immigrant.

The Latino population alone, already the nation's largest minority group will triple, becoming 29 percent of the U.S. population. Black citizens will become 15 percent of the population and Asian Americans will be about nine percent of all citizens.

The United States by mid-21st century will be not only more racially and ethnically diverse,but much older. One in five citizens will be 65 years of age or older.

By using non-discriminatory advertising and other equitable practices, a business opens itself to seeing all of the possibilities for marketing to more and more customers while using the talents and skills of a wide array of employees.

Some might say that concern over a sign in the window might represent a case of too much political correctness. But I really don't think so. It simply represents basic employment practice and compliance.

Now, I wish the restaurant where Fred and I were having coffee would take a second look at their hiring practices. As customers, we would have enjoyed seeing our money go to pay people from a variety of backgrounds, and not just young and white.

It's hard enough to find a job these days, and everyone deserves an equal opportunity.

The information here does not constitute legal advice and should not be relied upon as legal advice. If you have a legal problem, consult an attorney in your area concerning your particular situation and facts.

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Susan Klopfer likes to help businesses discover and implement diversity plans that help their organizations succeed. Want to learn more about using diversity in today’s globalized marketplace? Claim Susan’s popular free online workshop, Five Costly Diversity Mistakes Companies Make and How To Avoid Them, available at http://susanklopfer.com

Tuesday, July 20, 2010

Shirley Sherrod Aided Poor Farmers; Now She Gets Sacked by Vilsack and USDA

With the latest controversy at the USDA over the forced resignation of Shirley Sherrod late Monday, the department's Georgia director of rural development, it's sad to see reporters write about this incident with so little background. It all revolves around Pigford (a billion dollar settlement between the U.S. government and black farmers).

In a nutshell, the Pigford Case, or more accurately Pigford v Veneman, was a class action lawsuit brought by Timothy Pigford, a black farmer in Eastern North Carolina. The suit alleged discrimination against black farmers. The suit ended when the United States Agriculture Department entered into a Consent Decree in which they agreed to compensate black farmers who were victims of discrimination between January 1, 1981 and December 31, 1999.

The suit was the largest Civil Rights settlement in history with nearly $1 billion being paid to over 16,000 victims.

Unfortunately, about 70,000 black farmers were denied a review of their claim based on the merits because they did not submit a complete claim package by the filing deadline.

Don Berger, a strong advocate for black farmers, recently died. The Iowan, who once played an important role in the modern civil rights movement as an aid to U.S. Attorney General John Doar, was always after me to write about this situation and once, back in 2006, I did write a short piece as black farmers were planning a trip to Washington, D.C., that April 26 to voice their displeasure with the way Pigford v. Johanns was being settled. All farmers were being asked to support the rally, "since what is happening to black farmers is also happening to others including Hispanics, Native Americans and women," a seasoned farming rights activist told me. at the time.

Here is what I wrote, back then:

(Des Moines, Iowa) – When Don Burger learned about his state’s most recent scandal – unjustly high salaries paid to publicly funded employment training administrators – he knew right away that farmers could up the ante.

Burger, a long-time advocate for black and small farm owners, says many farmers have stories to tell about their family farms forced into foreclosure and of bonuses made by government officials who aid in these foreclosures – the same officials presumably paid to help train family farmers to survive economic crises.

"Until he was bumped up to a federal job in the Department of Agriculture this past month, Chris Beyerhelm, Iowa Farm Services Agency farm loan chief, according to farmers, was traveling throughout his region, providing guidance to USDA administrators on measures to expeditiously process foreclosure of farmers whose loan repayments are allegedly in arrears," said Burger, a retired U. S. Justice Department regional community relations specialist who also served as evaluation staff development officer in Washington, D.C.

Beyerhelm left his state job in April, achieving more power when he was named assistant deputy administrator of FSA’s farm loan programs, the state USDA office confirmed.

"I think what Beyerhelm has done is even worse than CIETC’s administrators, since the FSA was founded on the intent of serving small farmers, not destroying them," Burger said.

Burger was responding in part to a series of stories reported by the Des Moines Register involving the U.S. Department of Labor, which supplied the Central Iowa Employment and Training Consortium or CIETC with much of its funding that went to administrators salaries rather than help unemployed clients.

CIETC has come under federal investigation since a state audit released March 31 showed its three top executives collected $1.8 million in pay over a 30-month period. The events have triggered a federal audit of the nation's 600 local work force boards.

Burger is joined by Pete Hardin, publisher of a farming newsletter, Milkweed, that advocates for small farmers’ rights: "People’s jaws drop when they hear about FSA agents making bonuses for helping foreclose small farms. They have a hard time believing it," Hardin said. His own publication ran an article in January of 2006 regarding the bonus payments.

Since his retirement in 1990, Burger has spent a second career advocating for black small farm owners, a consulting job that has kept him busy when he is not working on civil rights projects. In 1965 the Iowan was named the first director to head the state’s first Civil Rights Commission.

Seven years ago, for instance, black farmers won a historic settlement from the USDA for discriminatory practices. But since then, an estimated 66,000 black farmers did not apply in time for the settlement funds and they’re still not getting treated fairly, according to Burger, who has assisted farmers in various organizations attempting to get their money.

"The notices for application were mostly printed in inner city newspapers and the publications that routinely publish in rural releases provided by USDA were not used by the federal agency."

In what has become a yearly occurrence, black farmers will make their way to Washington, D.C., April 26 to voice their displeasure with the way Pigford v. Johanns is being settled. But all farmers are being asked to support this rally, since many other issues deal with all farmers.

"The same thing happening to black farmers is also happening to others including Hispanics, Native Americans and women."

Burger also joins others who believe that a concerted effort to close down family farm operations has been in effect since 1972 when the USDA published the Young Executives Report in the June 21 Congressional Record, "a thirty-year strategic plan focused on reorganizing American agriculture to remove and replace family farms with corporate farming to supposedly make the United States more competitive."

At the time, the report was titled, "US Dept of Agriculture Young Executive Committee Plan to Abolish Farms Support Program; New Directions for U.S. Agricultural Policy."

Some have describe the plan as "Orwellian" giving as example "a most recent incarnation of one of their proposals to implant computer chip transponders in beef, pork, goat, dairy cows, turkey, chickens – all farm produced agricultural food livestock."

Even the adversarial New York attorney general Elliott Spitzer joined the fray, speaking before the National Farm Family Coalition on corporate farming strategy to promise he would keep a close eye on the trend toward ever-fewer market players.

"The notion that small farms have an inadequate voice in the industry is especially troubling … whether it be on the Wall Street trading floors or in the barns and farms of Upstate New York, fundamental fairness must be maintained in order for markets to operate efficiently," Spitzer said.

What is interesting to Burger, Hardin and some others is that small farmers of all color are being drawn together in the fight to keep their land and acquire the money they believe is due them. Even Amish farmers are being impacted and this speaks to freedom of religion issues, Hardin confirmed.

Meanwhile in Iowa, Federal investigators have launched an investigation into salaries paid at job-training programs nationwide as they respond to the financial scandal at the central Iowa publicly funded agency.

And Don Burger’s response?

"I hope the inquiry extends to their reports of bonus payments for FSA farm loan administrators, as well, where the issue is over payments of bonuses attributed to farm foreclosure activities."
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Bless the late Don Burger's soul for all of the hard work he put into helping the poorest of farmers. I know that he would have had a strong opinion on this and a voice and trying to resolve the mess. Shortly before he died this spring, Don was in Washington D.C. meeting with USDA officials who assured him they were going to settle the most difficult Pigford suits. But lurking in the shadows, was a high official who Don never trusted. Several days after Don died, one of the farmers called me to let me know the deal was already off. So much for Don's hard work.

This is a terribly complicated history -- but here is one thing for certain. The USDA is the oldest and most corrupt of all federal agencies. Trying to wade through the muck is nearly impossible.

Kellogg Holds to Multicultural Principles

Companies can make a difference by being truly multicultural. Kellogg is one example -- here's way: The W.K. Kellogg Foundation recently sponsored a poll of more than 2,000 teachers, childcare providers, healthcare workers, social workers and law enforcement officials.

Sixty percent of respondents said that white children have many opportunities to grow up in communities that support children, while only 43 percent of respondents agreed that that holds true for Latinos and African Americans. Compared to whites, minority kids have a much harder time when it comes to getting an education, obtaining healthcare and succeeding in the job market.

From the Southern Poverty Law Center Report:

Last May, the Kellogg Foundation launched the $75 million, five-year America Healing initiative. It’s designed in part to give grants to groups (like Southern Poverty Law Center) that bridge racial gaps in education, health care, juvenile justice, and other areas. This study is a way to help focus on those issues.

“These results are alarming because the inequities within a given community are so clearly visible to the people who work with children and families,” says the study’s director, Dr. Matthew Davis, an associate professor at the University of Michigan Medical School. “Their views are absolutely essential to improving opportunities for young children at the community level.”

Diversity, Multicuturalism Online Workshop Announced; Free Gift For Participants

I would like to invite followers of this blog to a free 30-minute online workshop on Five Costly Diversity Mistakes Companies Make -- And How to Avoid Them.

The workshop is set for Tuesday, July 27 at 2 p.m. All participants will receive a special bonus offer for attending, valued at $500. When you register, you will have the option of attending online or by telephone. I sincerely hope that you can make this workshop and to make use of the free offer if you have a business -- small or large.

To register, go to https://www1.gotomeeting.com/register/265131664.

Thanks -- Susan