Welcome to Diversity Briefings: 10/28/2010
Volume 1, Issue 7
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Welcome to the seventh issue of this new online newsletter. I hope you are enjoying the stories and links. If you would like to subscribe to receive daily updates, the form is at the bottom of today's issue. Good reading!
Susan Klopfer
Today’s Topics: Corporate Diversity, Scholar Exlores Diversity, Mississippi School Fined, Federal Judge Pushes For Diversity, Latinos Facing More Discrimination, South Park Diversity Initiative; 10 + 10 Diversity Tips For Speakers and Managers
----- ----- ----- -----
Calvert Study: Corporate Diversity Still Coming Up Short for Women
"Examining the Cracks in the Ceiling: A Survey of Corporate Diversity Practices of the S&P 100" shows that out of the 100 CEOs represented in the survey, 92 were Caucasian males. Women make up approximately 18% of director positions within the S&P 100, and only 8.4% of the highest paid executive positions within the same group of companies.
Four key findings from the report are detailed --
http://www.prnewswire.com/news-releases/calvert-study-corporate-diversity-still-coming-up-short-for-women-106078313.html
/////
Feminist Bell Hooks explores the practice of diversity
Bell Hooks, feminist scholar and internationally recognized author of 35 books, said diversity in popular culture means getting and attracting the largest number of customers. Say's "white supremacy is killing us."
Click here to continue reading:
http://media.www.owutranscript.com/media/storage/paper1413/news/2010/10/28/News/Feminist.Bell.Hooks.Explores.The.Practice.Of.Diversity-3950623.shtml
/////
Constance McMillen Prom Update: Mississippi School District Must Pay $81,000 in Legal Fees
The Mississippi school district that canceled its senior prom rather than allow lesbian student Constance McMillen to bring her girlfriend will now have to pay her $81,000 for legal fees incurred when McMillen sued the Itawamba School District for violating her civil rights by canceling the prom.
Click here to continue
http://www.cbsnews.com/8301-504083_162-20020765-504083.html
/////
New York Judge Continues Unusual Push For Diversity
Federal judge Harold Baer Jr. received considerable attention last month when he ordered two plaintiffs firms, who were co-lead counsel in a securities-fraud suit, to “make every effort” to assign at least one minority and one woman to the case, repoorts Nathan Koppel in his Law Blog for the Wall Street Journal.
Click here to continue
http://blogs.wsj.com/law/2010/10/28/new-york-judge-continues-unusual-push-for-diversity/
/////
More U.S. Latinos say they face discrimination
Certain types of harassment rooted in sexual orientation or religious differences may be a federal civil rights violation, even though members of those groups are not specifically protected in federal law, according to new guidance released today by the U.S. Department of Education's office of civil rights.
To continue click here
http://www.washingtonpost.com/wp-dyn/content/article/2010/10/28/AR2010102803539.html
Still More Notes
South Park Takes Part In Diversity Initiative --
On Oct. 25, Matt Glowacki appeared at '64 Hall to talk about "Diversity According to South Park & Family Guy." Glowacki spoke on diversity in light of his own disability. Family Guy and South Park take part in the diversity initiative that Glowacki stresses. The purpose of these shows is to "take something crazy, make it crazier, and then make you laugh at it, which makes your gut question it . . . they provide us with learning moments of parody and satire that sneak up on you." .
To learn more continue here --
http://www.thecowl.com/news/south-park-family-guy-and-diversity-1.1732938
Diversity Management Tip of the Day
10 Factors That Make Your Recruiting Content More Authentic and Believable
From the city of Scottsdale Arizonia's Office of Diversity and Dialogue: "A simple change in mindset or attitude can make all the difference. Approach generational differences with interest, not fear or negativity. Take interest in the interests of others. You can learn fascinating things about other people if you choose to do so." The city's website offers 10 diversity tips for speakers and 10 diversity tips for managers."
Take a look at
http://www.scottsdaleaz.gov/HR/diversity/diversitytips.asp
///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Thursday, October 28, 2010
Wednesday, October 27, 2010
Diversity Briefings, Oct. 27, 2010
Welcome to Diversity Briefings: 10/27/2010
Volume 1, Issue 6
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Welcome to the sixth issue of this new online newsletter. I hope you are enjoying the stories and links. If you would like to subscribe to receive daily updates, the form is at the bottom of today's issue. Good reading!
Susan Klopfer
Today’s Topics: Fairness and equality in the classroom, Sikhs misunderstood -- becoming victims, Cooking for the Dalai Lama, Talent has no boundaries, New harassment guidelines
----- ----- ----- -----
Fairness in the Classroom
ONE of the key ways to ensure that the principles of fairness and equality of treatment are enshrined within our society is to address these issues within our education system, says JILL DONABIE of Muckle LLP.
To continue, click here
http://www.nebusiness.co.uk/business-news/archive/2010/10/27/fairness-in-the-classroom-51140-27552005/
/////
Investigating Anti-Sikh Discrimination in a Post 9/11 World
"Hindu.”, “Go back to your county.”, “Terrorist.” These are remarks heard around the Yuba City, California area by ordinary, hard-working, American citizens who happen to come from East India and happen to be Sikhs. Because Sikhs are misunderstood, they have become a second set of victims of 9/11, says Denise Leifker, a Sutter County Probation Officer
Click here to continue reading:
http://www.sikhspectrum.com/112006/denise.htm
/////
Cooking for the Dalai Lama
Acclaimed Chef Art Smith was invited by His Holiness The Dalai Lama to cook this past weekend in Toronto for his VIP guests at a luncheon hosted by The Canadian Tibetan Center.
Click here, to continue
http://www.chicagonow.com/blogs/candid-candace/2010/10/chef-art-smith-cooks-for-the-dali-lama.html
/////
Employment for disabled people opens up doors
October is National Disability Employment Awareness Month, themed "Talent has no boundaries: Workforce diversity includes people with disabilities." "Cashing your first paycheck can be exhilarating. Being a contributing member of the workforce gives us a sense of pride, independence and security, as well as consumer power to purchase goods and services," write Suellen Jackson-Boner. "For people with disabilities, obtaining employment brings them closer to being full, valued participants in our Indiana communities."
To continue, click here
http://www.tristate-media.com/warrick/opinion/editorials/article_504d2834-e1d9-11df-a34f-001cc4c03286.html
/////
Harassment violation of federal civil rights?
Certain types of harassment rooted in sexual orientation or religious differences may be a federal civil rights violation, even though members of those groups are not specifically protected in federal law, according to new guidance released today by the U.S. Department of Education's office of civil rights.
To continue, click here
http://www.huffingtonpost.com/2010/10/26/dept-of-ed-antigay-bullyi_n_774081.html
Still More Notes
Muslim civil rights group asks for IRS investigation
In a letter this week, the Council on American-Islamic Relations, a prominent Muslim civil rights and advocacy group, urged the IRS to look into the Investigative Project on Terrorism Foundation. The civil rights group alleges that IPTF's founder, Steven Emerson, listed by CAIR as one of the nation's leading Islamophobes, misused the company's tax-exempt status to conduct illegal transactions.
To learn more, continue here --
http://www.taxlawhome.com/Tax-News/800159481/Muslim-civil-rights-group-asks-for-IRS-investigation--
Diversity Management Tip of the Day
In a Global Market, Your Customers Expect Diversity; Are You Meeting Their Needs?
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 was guessing − 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.
Continue this article by Susan Klopfer --
http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-110545.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Volume 1, Issue 6
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Welcome to the sixth issue of this new online newsletter. I hope you are enjoying the stories and links. If you would like to subscribe to receive daily updates, the form is at the bottom of today's issue. Good reading!
Susan Klopfer
Today’s Topics: Fairness and equality in the classroom, Sikhs misunderstood -- becoming victims, Cooking for the Dalai Lama, Talent has no boundaries, New harassment guidelines
----- ----- ----- -----
Fairness in the Classroom
ONE of the key ways to ensure that the principles of fairness and equality of treatment are enshrined within our society is to address these issues within our education system, says JILL DONABIE of Muckle LLP.
To continue, click here
http://www.nebusiness.co.uk/business-news/archive/2010/10/27/fairness-in-the-classroom-51140-27552005/
/////
Investigating Anti-Sikh Discrimination in a Post 9/11 World
"Hindu.”, “Go back to your county.”, “Terrorist.” These are remarks heard around the Yuba City, California area by ordinary, hard-working, American citizens who happen to come from East India and happen to be Sikhs. Because Sikhs are misunderstood, they have become a second set of victims of 9/11, says Denise Leifker, a Sutter County Probation Officer
Click here to continue reading:
http://www.sikhspectrum.com/112006/denise.htm
/////
Cooking for the Dalai Lama
Acclaimed Chef Art Smith was invited by His Holiness The Dalai Lama to cook this past weekend in Toronto for his VIP guests at a luncheon hosted by The Canadian Tibetan Center.
Click here, to continue
http://www.chicagonow.com/blogs/candid-candace/2010/10/chef-art-smith-cooks-for-the-dali-lama.html
/////
Employment for disabled people opens up doors
October is National Disability Employment Awareness Month, themed "Talent has no boundaries: Workforce diversity includes people with disabilities." "Cashing your first paycheck can be exhilarating. Being a contributing member of the workforce gives us a sense of pride, independence and security, as well as consumer power to purchase goods and services," write Suellen Jackson-Boner. "For people with disabilities, obtaining employment brings them closer to being full, valued participants in our Indiana communities."
To continue, click here
http://www.tristate-media.com/warrick/opinion/editorials/article_504d2834-e1d9-11df-a34f-001cc4c03286.html
/////
Harassment violation of federal civil rights?
Certain types of harassment rooted in sexual orientation or religious differences may be a federal civil rights violation, even though members of those groups are not specifically protected in federal law, according to new guidance released today by the U.S. Department of Education's office of civil rights.
To continue, click here
http://www.huffingtonpost.com/2010/10/26/dept-of-ed-antigay-bullyi_n_774081.html
Still More Notes
Muslim civil rights group asks for IRS investigation
In a letter this week, the Council on American-Islamic Relations, a prominent Muslim civil rights and advocacy group, urged the IRS to look into the Investigative Project on Terrorism Foundation. The civil rights group alleges that IPTF's founder, Steven Emerson, listed by CAIR as one of the nation's leading Islamophobes, misused the company's tax-exempt status to conduct illegal transactions.
To learn more, continue here --
http://www.taxlawhome.com/Tax-News/800159481/Muslim-civil-rights-group-asks-for-IRS-investigation--
Diversity Management Tip of the Day
In a Global Market, Your Customers Expect Diversity; Are You Meeting Their Needs?
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 was guessing − 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.
Continue this article by Susan Klopfer --
http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-110545.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Tuesday, October 26, 2010
Diversity Briefings; October 26, 2010
Welcome to Diversity Briefings: 10/26/2010
Volume 1, Issue 5
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Welcome to the fifth issue of this new online Briefing. I hope you are enjoying the stories. If you would like to subscribe to receive daily updates, the form is at the bottom of today's issue. Good reading!
Susan Klopfer
Today’s Topics: generational diversity; rule for FMLA; intellectual diversity; an attitude towards intolerance; diversity and collaboration; opting out; older staff; good leaders
----- ----- ----- -----
Benefits of Bridging the Generational Gap
People are living and working longer, and the workplace is developing a “generational diversity.” So how do you get people who watched television in black and white to relate to people who watch television on their cell phones? And vice versa?
To continue, click here
http://www.jaxdailyrecord.com/showstory.php?Story_id=532009
/////
"Insights for Employers: Don’t retaliate against employees because they have taken FMLA leave. Not ever. Never."
Want to know why? Click here to get the answer:
http://www.fmlainsights.com/retaliation/scared-of-liability-for-fmla-retaliation-beware-of-bingo-workers/
/////
(diversity = liberal?)
Conservative and libertarian professors are becoming increasingly rare at colleges and universities, and this lack of intellectual diversity may be hampering the development of innovative solutions to the nation's problems.
To continue, click here
http://www.blogger.com/goog_986136544
/////
A 39-year-old Irish retired athlete, now a trainer, attributes his childhood in Scotland as a big factor in his attitude towards intolerance. "Being part of an immigrant family, in Glasgow, I was surrounded by intolerance all the time and it opened my eyes at an early age. I was brought up as anti-racist and anti-fascist, and have always wanted to get social justice for minority groups."
To continue, click here
http://www.blogger.com/goog_986136547
/////
The combination of diversity and collaboration can lead to a tremendous competitive advantage in business, a group of Orlando, Fla. college students and faculty were told Friday by Guillermo Novo, UCF alumnus and vice president of Dow Coating Materials.
To continue, click here
http://articles.orlandosentinel.com/2010-10-25/community/orl-ucf-dow-vp-speaks-at-ucf_1_diversity-cultures-ucf-s-college
/////
"Call it a glass ceiling, glass wall or a glass floor - there is still a barrier blocking senior women leaders in organizations. High-powered executive and professional women are increasingly opting out of, being bypassed, or otherwise disappearing from the highly professional workforce. While this exists, true diversity in organizations will not happen, at least in the U.S. and Canada."
To continue, click here
http://www.psychologytoday.com/blog/wired-success/201010/why-has-the-glass-ceiling-become-impenetrable
Still More Notes
Could a diversity of ages improve workplace motivation?
Interested in creating a workplace bristling with motivation and productivity? You may wish to hire a workforce with a wide age range, says Rachel Krys, campaign director for the Employers Forum on Age. Older staff can bring just as much fresh thinking to the table as younger people, asserts Kyrs as she reacts to a recent study by the Age and Employment Network which discovered that long-term unemployment rates for the over-50s are still high, despite a fall in the jobless total over the past quarter.
To learn more, continue here --
http://www.youatwork.com/128/section.aspx/581/Could-a-diversity-of-ages-improve-workplace-motivation
Diversity Management Tip of the Day
Effective Diversity Management Starts From Within; Self Awareness is Key
What makes an effective leader? Many diversity experts say that self-awareness is at the heart of strong leadership, and that good leaders stay ahead by working on improving themselves.
No matter how hard a person tries, we all have biases; we discriminate without even recognizing what we are doing. An important key is committing oneself to the lifelong practice of self-understanding such issues while comprehending the diverse world around us.
Continue this article by Susan Klopfer --
http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-124929.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Volume 1, Issue 5
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Welcome to the fifth issue of this new online Briefing. I hope you are enjoying the stories. If you would like to subscribe to receive daily updates, the form is at the bottom of today's issue. Good reading!
Susan Klopfer
Today’s Topics: generational diversity; rule for FMLA; intellectual diversity; an attitude towards intolerance; diversity and collaboration; opting out; older staff; good leaders
----- ----- ----- -----
Benefits of Bridging the Generational Gap
People are living and working longer, and the workplace is developing a “generational diversity.” So how do you get people who watched television in black and white to relate to people who watch television on their cell phones? And vice versa?
To continue, click here
http://www.jaxdailyrecord.com/showstory.php?Story_id=532009
/////
"Insights for Employers: Don’t retaliate against employees because they have taken FMLA leave. Not ever. Never."
Want to know why? Click here to get the answer:
http://www.fmlainsights.com/retaliation/scared-of-liability-for-fmla-retaliation-beware-of-bingo-workers/
/////
(diversity = liberal?)
Conservative and libertarian professors are becoming increasingly rare at colleges and universities, and this lack of intellectual diversity may be hampering the development of innovative solutions to the nation's problems.
To continue, click here
http://www.blogger.com/goog_986136544
/////
A 39-year-old Irish retired athlete, now a trainer, attributes his childhood in Scotland as a big factor in his attitude towards intolerance. "Being part of an immigrant family, in Glasgow, I was surrounded by intolerance all the time and it opened my eyes at an early age. I was brought up as anti-racist and anti-fascist, and have always wanted to get social justice for minority groups."
To continue, click here
http://www.blogger.com/goog_986136547
/////
The combination of diversity and collaboration can lead to a tremendous competitive advantage in business, a group of Orlando, Fla. college students and faculty were told Friday by Guillermo Novo, UCF alumnus and vice president of Dow Coating Materials.
To continue, click here
http://articles.orlandosentinel.com/2010-10-25/community/orl-ucf-dow-vp-speaks-at-ucf_1_diversity-cultures-ucf-s-college
/////
"Call it a glass ceiling, glass wall or a glass floor - there is still a barrier blocking senior women leaders in organizations. High-powered executive and professional women are increasingly opting out of, being bypassed, or otherwise disappearing from the highly professional workforce. While this exists, true diversity in organizations will not happen, at least in the U.S. and Canada."
To continue, click here
http://www.psychologytoday.com/blog/wired-success/201010/why-has-the-glass-ceiling-become-impenetrable
Still More Notes
Could a diversity of ages improve workplace motivation?
Interested in creating a workplace bristling with motivation and productivity? You may wish to hire a workforce with a wide age range, says Rachel Krys, campaign director for the Employers Forum on Age. Older staff can bring just as much fresh thinking to the table as younger people, asserts Kyrs as she reacts to a recent study by the Age and Employment Network which discovered that long-term unemployment rates for the over-50s are still high, despite a fall in the jobless total over the past quarter.
To learn more, continue here --
http://www.youatwork.com/128/section.aspx/581/Could-a-diversity-of-ages-improve-workplace-motivation
Diversity Management Tip of the Day
Effective Diversity Management Starts From Within; Self Awareness is Key
What makes an effective leader? Many diversity experts say that self-awareness is at the heart of strong leadership, and that good leaders stay ahead by working on improving themselves.
No matter how hard a person tries, we all have biases; we discriminate without even recognizing what we are doing. An important key is committing oneself to the lifelong practice of self-understanding such issues while comprehending the diverse world around us.
Continue this article by Susan Klopfer --
http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-124929.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Monday, October 25, 2010
Diversity Briefings: 10/25/2010
Welcome to Diversity Briefings: 10/25/2010
Volume 1, Issue 4
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Today’s Topics: constitutional issues in gay marriage; China moving closer to civil rights?; religious freedom of roomates; Juan Williams, Part II; Islam and peace, a conversation; too complicated for diversity?
----- ----- ----- -----
A federal law suit filed last year by two California same-sex couples (one gay; one lesbian) has raised constitutional issues in the gay marriage context and is unfolding in a momentous trial. In Massachusetts, another federal case tests whether a federal statutory provision that draws a sexual-preference distinction is constitutional; California sees advantages of immigrants
To continue, click here
http://healthnew.org/2010/10/same-sex-marriage-cases-go-constitutional/
/////
The world is watching China as its leadership works towards improving the human rights situation in the country and allows individual political and civil freedoms to flourish just as much as economic freedom, said a UN human rights official.
To continue, click here
Read more: http://www.shanghaidaily.com/article/?id=452604&type=Opinion
/////
A civil rights complaint has been filed against a woman in Grand Rapids, Mich., who posted an advertisement at her church last July seeking a Christian roommate. The ad "expresses an illegal preference for a Christian roommate, thus excluding people of other faiths, according to the complaint filed by the Fair Housing Center of West Michigan.
To continue, click here
http://theblogprof.blogspot.com/2010/10/civil-rights-complaint-filed-against-mi.html
/////
A public opinion poll from the Los Angeles Times and the University of Southern California shows that 48% of voters who will be going to the ballot box next November 2 believe immigration is advantageous for the state.
To continue, click here
http://en.mercopress.com/2010/10/25/california-voters-support-undocumented-immigrants-as-advantageous?utm_source=newsletter&utm_medium=email&utm_campaign=daily
/////
The uproar surrounding National Public Radio's decision to terminate Juan Williams' contract is partly a reflection of changing standards in journalism and an evolving understanding of the line between news analysis and commentary, according to one former media insider.
To continue, click here
http://www.blogger.com/goog_1080272004
/////
More Notes
Islam is a religion of peace, or it isn't? Imam Khalid Latif is a chaplain for New York University and Executive Director of NYU's Islamic Center. Last week, New York University hosted the Intelligence Squared Debates at its Skirball Center for the Performing Arts. Four panelists, two for and two against, presented arguments on the motion of "Islam Is a Religion of Peace."
Keep reading at http://religion.blogs.cnn.com/2010/10/11/my-take-islam-is-a-religion-of-peace-or-it-isnt/?iref=allsearch
Diversity Management Tip of the Day
Aren't associated management problems such as resistance and conflict making diversity too difficult to adopt by most organizations? It's a good question to ask, and two popular diversity spokespeople state diversity is clearly possibile, as long as leaders are well educated in the requisite skills for managing it.
Consider the imaginary XYZ Company - a useful model for understanding diversity. During the last ten years XYZ has experienced at every level an increase in the number of women and people of color. One department, previously all male, transitioned to 35 percent female. Mid-management, formerly almost entirely comprised of white males, now includes 30 percent people of color - from African American to Latinos and members of the LGBT community…
Continue this article by Susan Klofer at
http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-122620.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Volume 1, Issue 4
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Today’s Topics: constitutional issues in gay marriage; China moving closer to civil rights?; religious freedom of roomates; Juan Williams, Part II; Islam and peace, a conversation; too complicated for diversity?
----- ----- ----- -----
A federal law suit filed last year by two California same-sex couples (one gay; one lesbian) has raised constitutional issues in the gay marriage context and is unfolding in a momentous trial. In Massachusetts, another federal case tests whether a federal statutory provision that draws a sexual-preference distinction is constitutional; California sees advantages of immigrants
To continue, click here
http://healthnew.org/2010/10/same-sex-marriage-cases-go-constitutional/
/////
The world is watching China as its leadership works towards improving the human rights situation in the country and allows individual political and civil freedoms to flourish just as much as economic freedom, said a UN human rights official.
To continue, click here
Read more: http://www.shanghaidaily.com/article/?id=452604&type=Opinion
/////
A civil rights complaint has been filed against a woman in Grand Rapids, Mich., who posted an advertisement at her church last July seeking a Christian roommate. The ad "expresses an illegal preference for a Christian roommate, thus excluding people of other faiths, according to the complaint filed by the Fair Housing Center of West Michigan.
To continue, click here
http://theblogprof.blogspot.com/2010/10/civil-rights-complaint-filed-against-mi.html
/////
A public opinion poll from the Los Angeles Times and the University of Southern California shows that 48% of voters who will be going to the ballot box next November 2 believe immigration is advantageous for the state.
To continue, click here
http://en.mercopress.com/2010/10/25/california-voters-support-undocumented-immigrants-as-advantageous?utm_source=newsletter&utm_medium=email&utm_campaign=daily
/////
The uproar surrounding National Public Radio's decision to terminate Juan Williams' contract is partly a reflection of changing standards in journalism and an evolving understanding of the line between news analysis and commentary, according to one former media insider.
To continue, click here
http://www.blogger.com/goog_1080272004
/////
More Notes
Islam is a religion of peace, or it isn't? Imam Khalid Latif is a chaplain for New York University and Executive Director of NYU's Islamic Center. Last week, New York University hosted the Intelligence Squared Debates at its Skirball Center for the Performing Arts. Four panelists, two for and two against, presented arguments on the motion of "Islam Is a Religion of Peace."
Keep reading at http://religion.blogs.cnn.com/2010/10/11/my-take-islam-is-a-religion-of-peace-or-it-isnt/?iref=allsearch
Diversity Management Tip of the Day
Aren't associated management problems such as resistance and conflict making diversity too difficult to adopt by most organizations? It's a good question to ask, and two popular diversity spokespeople state diversity is clearly possibile, as long as leaders are well educated in the requisite skills for managing it.
Consider the imaginary XYZ Company - a useful model for understanding diversity. During the last ten years XYZ has experienced at every level an increase in the number of women and people of color. One department, previously all male, transitioned to 35 percent female. Mid-management, formerly almost entirely comprised of white males, now includes 30 percent people of color - from African American to Latinos and members of the LGBT community…
Continue this article by Susan Klofer at
http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-122620.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Thursday, October 21, 2010
Diversity Briefings: 10/21/2010
Volume 1, Issue 3
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Today’s Topics: New research on personality and leadership, bullies as health threats, Mcdonalds loses sex discrimination lawsuit, white men hurt Canadian board rooms, USDA and Native American farmers settle, More Notes (Popular NPR Commentator Loses Job Over Muslim Remarks) and Tip of the Day (Spaghetti Wednesdays and Managing Diversity)
New research reveals “dark side” behaviors — such as those associated with narcissism, being overly dramatic, being critical of others and being extremely focused on complying with rules — can have a positive effect on leadership development over time.
To continue, click here
http://www.businessnewsdaily.com/the-pros-of-having-a-jerk-for-a-boss-0638/
/////
“It was a feeling that never left, that didn’t lift when I went home for the night or weekend. It was starting to color all of my experiences. And I had real suicidal thoughts for the first time since my junior year in college, 22 years earlier.”
Celebrate Freedom From Bullies in the Workplace Week…
To continue, click here
http://commonhealth.wbur.org/2010/10/workplace-bullies-as-health-threats-especially-in-health-care/
/////
McDonald’s will pay $50,000 to settle a sex discrimination suit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The EEOC charged that McDonald’s USA, LLC unlawfully subjected an employee to sexual harassment at one of its New Jersey restaurants.
According to the EEOC’s lawsuit filed September 29, 2009 in U.S. District Court for District of New Jersey, an assistant store manager made lewd comments to a teenaged crew member and touched, spanked and hugged him in a way that made him very uncomfortable. The crew member was only 16-17 years of age when these incidences took place.
To continue, click here
http://www.eeoc.gov/eeoc/newsroom/release/10-20-10d.cfm
/////
The top board tables at large Canadian companies are dominated by white men and do not reflect the country's diversity, a factor that may cost firms their competitive edge, a study found.
To continue, click here
http://www.blogger.com/goog_1223771344
/////
The USDA has settled a decade-old case brought by Native American farmers alleging discrimination. As with the Pigford litigation, the Native American class action – commonly known as Keepseagle – claims USDA employees caused loans to not be processed and/or checks to arrive so late that it negatively impacted farming operations.
To continue, click here
http://www.blogger.com/goog_1223771349
/////
MORE NOTES
NPR commentator Juan Williams (“Eyes on the Prize”) has lost his job over a Muslim remark. Quite a surprise, since Williams is a long time civil rights advocate and should have known better. More on this story at http://www.latimes.com/news/nationworld/nation/la-na-juan-williams-20101021,0,2593969.story?track=rss
DIVERSITY MANAGEMENT TIP OF THE DAY
Don’t Miss “Spaghetti Wednesday”! Managing Diversity Takes Companies to Their Cultural Roots…
If the idea of managing diversity has piqued your company's interest, here are several critical questions to consider: What basic assumptions drive your organization − what makes life tick at your place of business? What fundamental understandings do people quickly learn that help them fit in and work in acceptable ways, and how are these assumptions passed on to employees?
The assumptions that drive life in corporations are different from values and traditions, which are usually made clear in some way.
Once I applied to work as an intern for a company that celebrated "Spaghetti Wednesdays" in the corporate lunchroom. I was told about the tradition when interviewed for the job and I still believe to this day if a person would have revealed they didn't like spaghetti, they would not have been hired!
Continue – http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-119115.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Today’s Topics: New research on personality and leadership, bullies as health threats, Mcdonalds loses sex discrimination lawsuit, white men hurt Canadian board rooms, USDA and Native American farmers settle, More Notes (Popular NPR Commentator Loses Job Over Muslim Remarks) and Tip of the Day (Spaghetti Wednesdays and Managing Diversity)
----- ----- ----- -----
New research reveals “dark side” behaviors — such as those associated with narcissism, being overly dramatic, being critical of others and being extremely focused on complying with rules — can have a positive effect on leadership development over time.
To continue, click here
http://www.businessnewsdaily.com/the-pros-of-having-a-jerk-for-a-boss-0638/
/////
“It was a feeling that never left, that didn’t lift when I went home for the night or weekend. It was starting to color all of my experiences. And I had real suicidal thoughts for the first time since my junior year in college, 22 years earlier.”
Celebrate Freedom From Bullies in the Workplace Week…
To continue, click here
http://commonhealth.wbur.org/2010/10/workplace-bullies-as-health-threats-especially-in-health-care/
/////
McDonald’s will pay $50,000 to settle a sex discrimination suit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. The EEOC charged that McDonald’s USA, LLC unlawfully subjected an employee to sexual harassment at one of its New Jersey restaurants.
According to the EEOC’s lawsuit filed September 29, 2009 in U.S. District Court for District of New Jersey, an assistant store manager made lewd comments to a teenaged crew member and touched, spanked and hugged him in a way that made him very uncomfortable. The crew member was only 16-17 years of age when these incidences took place.
To continue, click here
http://www.eeoc.gov/eeoc/newsroom/release/10-20-10d.cfm
/////
The top board tables at large Canadian companies are dominated by white men and do not reflect the country's diversity, a factor that may cost firms their competitive edge, a study found.
To continue, click here
http://www.blogger.com/goog_1223771344
/////
The USDA has settled a decade-old case brought by Native American farmers alleging discrimination. As with the Pigford litigation, the Native American class action – commonly known as Keepseagle – claims USDA employees caused loans to not be processed and/or checks to arrive so late that it negatively impacted farming operations.
To continue, click here
http://www.blogger.com/goog_1223771349
/////
MORE NOTES
NPR commentator Juan Williams (“Eyes on the Prize”) has lost his job over a Muslim remark. Quite a surprise, since Williams is a long time civil rights advocate and should have known better. More on this story at http://www.latimes.com/news/nationworld/nation/la-na-juan-williams-20101021,0,2593969.story?track=rss
DIVERSITY MANAGEMENT TIP OF THE DAY
Don’t Miss “Spaghetti Wednesday”! Managing Diversity Takes Companies to Their Cultural Roots…
If the idea of managing diversity has piqued your company's interest, here are several critical questions to consider: What basic assumptions drive your organization − what makes life tick at your place of business? What fundamental understandings do people quickly learn that help them fit in and work in acceptable ways, and how are these assumptions passed on to employees?
The assumptions that drive life in corporations are different from values and traditions, which are usually made clear in some way.
Once I applied to work as an intern for a company that celebrated "Spaghetti Wednesdays" in the corporate lunchroom. I was told about the tradition when interviewed for the job and I still believe to this day if a person would have revealed they didn't like spaghetti, they would not have been hired!
Continue – http://www.submityourarticle.com/articles/Susan-Klopfer-7986/diversity-119115.php
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Wednesday, October 20, 2010
Keep Up With Diversity News: 10/20/2010
Welcome to Diversity Briefings: 10/20/2010
Volume 1, Issue 2
Group Klopfer Diversity Consulting
Group Klopfer Diversity Consulting
Susan Klopfer, editor and publisher
Today’s Topics: mental health and disability, effective leaders, ADA & anti-discrimination, citizenship & immigration, “BFOQ,” Credit histories and hiring, mandatory harassment prevention training, EEOC & credit history, Diversity Management Tip of the day
----- ----- ----- -----
***The Justice Department announced that it has entered into a comprehensive settlement agreement that will transform the state of Georgia’s mental health and developmental disability system and resolve a lawsuit the United States brought against the state.
The lawsuit alleged unlawful segregation of individuals with mental illness and developmental disabilities in the state’s psychiatric hospitals in violation of the Americans with Disabilities Act and the Supreme Court’s landmark decision in Olmstead v. L.C. Assistant Attorney General Tom Perez called the agreement "the most comprehensive settlement that the Department has ever reached in an Olmstead case."
To continue “Justice Department Obtains Comprehensive Agreement Regarding the State of Georgia’s Mental Health and Developmental Disability System,” click here.
http://www.justice.gov/opa/pr/2010/October/10-crt-1165.html
/////
***What makes an effective leader? Many diversity experts say that self-awareness is at the heart of strong leadership, and that good leaders stay ahead by working on improving themselves.
An important key is committing oneself to the lifelong practice of self-understanding and comprehending the diverse world around us. No matter how hard a person tries, we all have biases; we discriminate without even recognizing what we are doing.
William Sonnenschein, a noted diversity expert and author, suggests overcoming this tendency by "waking up tomorrow morning" and "try wondering what prejudice you will discover during the day, what assumption you will make that will be proven wrong, what bias will affect your day."
To continue "Effective Diversity Management Starts From Within - Self-Awareness Is Key" click here.
http://bit.ly/bTa2s9
/////
***ADA differs from most other anti-discrimination laws in a significant way: it mandates more than "equal" treatment to ensure equal employment opportunity for individuals with disabilities.
The term "discriminate" includes "not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business...."
To continue “The Benefits and Privileges of Reasonable Accommodation,” click here
http://shawvalenza.com/publications.php?id=283
/////
***As of October 15, 2010, U.S. Citizenship and Immigration Services (USCIS) has received only 42,800 of the 65,000 H-1B non-immigrant visa petitions needed to meet the H-1B regular cap, and just 15,700 of the 20,000 visa petitions needed to meet the U.S. master’s degree cap, according to updated information released by the agency on H-1B non-immigrant visa petitions for Fiscal Year 2011 (beginning October 1, 2010).
To continue “USCIS Releases Updated Information on Filed H-1B Petitions,” click here
http://www.jacksonlewis.com/resources.php?NewsID=3430
/////
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on sex and other criteria. But there are some defenses to discrimination. One of these is the "BFOQ" or bona fide occupational qualification.
To continue “Ninth Circuit Explains "BFOQ" Defense in Sex Discrimination Case”
Click here
http://shawvalenza.blogspot.com/2010/09/ninth-circuit-explains-bfoq-defense-in.html
/////
In 2011, most employers with California operations will have to retrain their supervisory employees on preventing unlawful harassment. California passed A.B. 1825 in 2004, requiring that employers provide harassment prevention training every two years.
To continue “How Legal Trends Will Impact Mandatory Harassment Training for 2011 in California,” click here
http://www.littler.com/PressPublications/Lists/Insights/DispInsights.aspx?id=160
/////
More Notes
EEOC looks into using credit histories in hiring
The federal Equal Employment Opportunity Commission will look into the practice of using credit histories to screen employees. The hearings will be held in Washington, D.C. today. Check the Federal Register announcement which provides a phone number for the hearing officer.
http://edocket.access.gpo.gov/2010/pdf/2010-25869.pdf
The House Financial Services Committee recently held hearings on H.R. 3149, the Equal Opportunity for All Act, which would amend the Fair Credit Reporting Act to outlaw reliance on consumer credit reports by employers in making employment decisions, including hiring.
http://www.dcemploymentlawupdate.com/2010/09/articles/discrimination-in-the-workplac/house-committee-holds-hearing-on-bill-limiting-employment-credit-checks/
Diversity Management Tip of the Day
"Say what?"
As soon as she left the graduation stage, diploma in hand, Jill received a whisper from her favorite professor, "Remember to be aware of the prevailing corporate culture, wherever you go."
Jill paused to wonder just what the professor was talking about, faintly recalling the word "culture" from her organizational sociology class.
Her professor was only concerned that her best student might have a tough time "fitting in" at any company in this rural, conservative state. Jill, an arty person, wears self-designed clothing, sports a tattoo and remains culturally close to her Louisiana Creole roots, reflected in her mixed language.
To continue “Managing and Valuing Diversity, The Top Talent Will Come To You” click here.
http://ezinearticles.com/?Value-and-Manage-Diversity---The-Top-Talent-Will-Come-To-You&id=5226960
///// ///// ///// /////
Feel Free to pass this Diversity Briefings Newsletter on to your co-workers and others. Thank you for visiting the Diversity Briefings website. Please note that the information located on our site is general and not intended to provide specific legal advice. You should consult with an attorney and not rely on any information contained herein regarding your specific situation.
You can subscribe to Diversity Briefings:
Tuesday, October 19, 2010
Diversity quotes:
Diversity is not about how we differ. Diversity is about embracing one another's uniqueness. ~
Ola Joseph
Ola Joseph
October 19, 2010 - Briefings
WASHINGTON - A federal jury in Scranton, Pa., has convicted Brandon Piekarsky and Derrick Donchak, both of Shenandoah, Pa., of a hate crime arising out of the fatal beating of Luis Ramirez. The jury found the defendants guilty of violating the criminal component of the federal Fair Housing Act, which makes it a crime to use a person’s race, national origin or ethnicity as a basis to interfere, with violence or threats of violence, with a person’s right to live where he chooses to live. In addition, the jury found that Donchak conspired to, and did in fact, obstruct justice.
Continues -- http://www.justice.gov/opa/pr/2010/October/10-crt-1154.html
* * *
ROCKFORD (WIFR) -- The US Department of Education has received nearly 7,000 complaints this fiscal year--an 11 percent increase over last year and the largest year to year increase in more than a decade.The source of the jump can be attributed to issues like the disciplinary rate between ethnic groups.
Continues -- http://www.wifr.com/news/headlines/National_Spike_in__105149979.html?ref=979
* * *
CLAYTON COUNTY, Ga-- About a dozen civil rights activists met in front of the Clayton County courthouse Sunday night singing and praying on the eve of the much anticipated trial of Troy Dale West, Jr. The 47-year-old auto body shop owner from Poulan, Georgia is accused of punching and kicking Army Reservist Tasha Hill outside a Cracker Barrel restaurant in Morrow last September.
The 35-year-old says as she and her 7-year-old daughter were leaving the restaurant she cautioned West to be careful after the door almost hit them. She said West went ballistic and started beating her and using racial slurs
Continues -- http://www.11alive.com/news/local/story.aspx?storyid=158751&catid=40
* * *
Two remarkable women served on the front lines of the Civil Rights Movement in Richardson ... Hands on the Freedom Plow: Personal Accounts by Women in SNCC, intense stories of 52 courageous women in this monumental struggle for social change.
Continues -- http://www.fenwaynews.org/announcement/women-in-the-civil-rights-movement/
* * *
US DOJ and LGBT Civil Rights -- Last week, Assistant Attorney General Tom Perez joined the Mayor of Cleveland, Frank Jackson, and U.S. Attorney Steve Dettelbach, to celebrate LGBT Heritage in Cleveland. During remarks delivered at the celebration and awards ceremony held in the City Hall Rotunda, Assistant Attorney General Perez said:
“From our nation’s founding, individuals have fought for their rights, facing dozens of defeats for each victory. Progress has so often been painfully incremental. But each victory, however small, was motivation enough to keep moving. And so it has gone with the fight for LGBT equal rights. For decades now you have stood up to challenge discrimination, misconception and sometimes hatred. And hard-fought victories have been won. But the people in this room know that we have not yet reached our goal.”
Continues -- http://blogs.usdoj.gov/blog/archives/1014
* * *
A woman wearing hijab enters the 7 train. She glances around and smiles, searching for a friendly face. Heads turn and eyes stare back. A strange silence envelopes the subway car. The woman walks towards an empty seat and sits down, selects a new song on her IPod, sips from her coffee and closes her blue eyes. She pretends she doesn't notice the stares, the tension and the energy in the air.
Continues -- http://www.huffingtonpost.com/kim-joseph/islam-convert-discrimination_b_765983.html
* * *
NEW YORK, N.Y. — This election will be the first since the 1990s without a measure to ban gay marriage on any state ballot, yet the divisive issue is roiling races across the U.S. during a time of tumult for the gay rights movement.
Continues -- http://www.google.com/hostednews/canadianpress/article/ALeqM5jeWJeyT1saY5BgJal2cra7I6Ddug?docId=4862715
* * *
On Wednesday, President Barack Obama signed into law the Veterans’ Benefits Act of 2010, which was passed in Congress prior to the election break. Through the new law, disabled veterans and their families can expect positive changes, as shared in a Navy Times feature by the two committee chairmen who were responsible for the passage of the bill.
Continues -- http://blog.usnavyseals.com/2010/10/changes-come-for-disabled-veterans-and-their-families-through-new-veterans%E2%80%99-bill.html
* * *
WASHINGTON — Military recruiters have been told that they must accept gay applicants, a Pentagon spokeswoman said Tuesday, following a federal court decision striking down the ban on gays serving openly in the military.
Continues -- http://www.msnbc.msn.com/id/39743668/ns/us_news-life/
* * *
According to new research from Canadian psychologists, people apologize about four times a week. But, on average, they offer up these apologies much more often to strangers (22% of the time) than to romantic partners (11%) or family members (7%). The only folks we apologize to more? Friends (46%).
Continues -- http://online.wsj.com/article/SB10001424052702304410504575560093884004442.html?mod=googlenews_wsj
* * *
Last month, roughly 350 participants came together for the 2010 World Diversity Leadership Summit at the Harvard Medical School in Boston. Attendees, who represented sectors ranging from technology to entertainment to government, came from as far west as Seattle and as far east as Austria. During the two-day event, everyone agreed on one thing: the traditional ways to address diversity in the workplace and marketplace are no longer effective. Three themes emerged from workshop discussions and keynotes inviting the audience to create a new version of diversity - a 2.0 of sorts - that fosters innovation, advocates for inclusion and promotes interdependence among constituencies.
Continues -- http://www.colormagazineusa.com/index.php?option=com_content&view=article&id=441
* * *
END
Continues -- http://www.justice.gov/opa/pr/2010/October/10-crt-1154.html
* * *
ROCKFORD (WIFR) -- The US Department of Education has received nearly 7,000 complaints this fiscal year--an 11 percent increase over last year and the largest year to year increase in more than a decade.The source of the jump can be attributed to issues like the disciplinary rate between ethnic groups.
Continues -- http://www.wifr.com/news/headlines/National_Spike_in__105149979.html?ref=979
* * *
CLAYTON COUNTY, Ga-- About a dozen civil rights activists met in front of the Clayton County courthouse Sunday night singing and praying on the eve of the much anticipated trial of Troy Dale West, Jr. The 47-year-old auto body shop owner from Poulan, Georgia is accused of punching and kicking Army Reservist Tasha Hill outside a Cracker Barrel restaurant in Morrow last September.
The 35-year-old says as she and her 7-year-old daughter were leaving the restaurant she cautioned West to be careful after the door almost hit them. She said West went ballistic and started beating her and using racial slurs
Continues -- http://www.11alive.com/news/local/story.aspx?storyid=158751&catid=40
* * *
Two remarkable women served on the front lines of the Civil Rights Movement in Richardson ... Hands on the Freedom Plow: Personal Accounts by Women in SNCC, intense stories of 52 courageous women in this monumental struggle for social change.
Continues -- http://www.fenwaynews.org/announcement/women-in-the-civil-rights-movement/
* * *
US DOJ and LGBT Civil Rights -- Last week, Assistant Attorney General Tom Perez joined the Mayor of Cleveland, Frank Jackson, and U.S. Attorney Steve Dettelbach, to celebrate LGBT Heritage in Cleveland. During remarks delivered at the celebration and awards ceremony held in the City Hall Rotunda, Assistant Attorney General Perez said:
“From our nation’s founding, individuals have fought for their rights, facing dozens of defeats for each victory. Progress has so often been painfully incremental. But each victory, however small, was motivation enough to keep moving. And so it has gone with the fight for LGBT equal rights. For decades now you have stood up to challenge discrimination, misconception and sometimes hatred. And hard-fought victories have been won. But the people in this room know that we have not yet reached our goal.”
Continues -- http://blogs.usdoj.gov/blog/archives/1014
* * *
A woman wearing hijab enters the 7 train. She glances around and smiles, searching for a friendly face. Heads turn and eyes stare back. A strange silence envelopes the subway car. The woman walks towards an empty seat and sits down, selects a new song on her IPod, sips from her coffee and closes her blue eyes. She pretends she doesn't notice the stares, the tension and the energy in the air.
Continues -- http://www.huffingtonpost.com/kim-joseph/islam-convert-discrimination_b_765983.html
* * *
NEW YORK, N.Y. — This election will be the first since the 1990s without a measure to ban gay marriage on any state ballot, yet the divisive issue is roiling races across the U.S. during a time of tumult for the gay rights movement.
Continues -- http://www.google.com/hostednews/canadianpress/article/ALeqM5jeWJeyT1saY5BgJal2cra7I6Ddug?docId=4862715
* * *
On Wednesday, President Barack Obama signed into law the Veterans’ Benefits Act of 2010, which was passed in Congress prior to the election break. Through the new law, disabled veterans and their families can expect positive changes, as shared in a Navy Times feature by the two committee chairmen who were responsible for the passage of the bill.
Continues -- http://blog.usnavyseals.com/2010/10/changes-come-for-disabled-veterans-and-their-families-through-new-veterans%E2%80%99-bill.html
* * *
WASHINGTON — Military recruiters have been told that they must accept gay applicants, a Pentagon spokeswoman said Tuesday, following a federal court decision striking down the ban on gays serving openly in the military.
Continues -- http://www.msnbc.msn.com/id/39743668/ns/us_news-life/
* * *
According to new research from Canadian psychologists, people apologize about four times a week. But, on average, they offer up these apologies much more often to strangers (22% of the time) than to romantic partners (11%) or family members (7%). The only folks we apologize to more? Friends (46%).
Continues -- http://online.wsj.com/article/SB10001424052702304410504575560093884004442.html?mod=googlenews_wsj
* * *
Last month, roughly 350 participants came together for the 2010 World Diversity Leadership Summit at the Harvard Medical School in Boston. Attendees, who represented sectors ranging from technology to entertainment to government, came from as far west as Seattle and as far east as Austria. During the two-day event, everyone agreed on one thing: the traditional ways to address diversity in the workplace and marketplace are no longer effective. Three themes emerged from workshop discussions and keynotes inviting the audience to create a new version of diversity - a 2.0 of sorts - that fosters innovation, advocates for inclusion and promotes interdependence among constituencies.
Continues -- http://www.colormagazineusa.com/index.php?option=com_content&view=article&id=441
* * *
END
Friday, October 15, 2010
Some of Today's Top Graphic Artists Sport a Tattoo; It Pays To Value Diversity When Hiring
"Say what?"
As soon as she left the graduation stage, diploma in hand, Jill received a whisper from her favorite professor, "Remember to be aware of the prevailing corporate culture, wherever you go."
Jill paused to wonder just what the professor was talking about, faintly recalling the word "culture" from her organizational sociology class.
Her professor was only concerned that her best student might have a tough time "fitting in" at any company in this rural, conservative state. Jill, an arty person, wears self-designed clothing, sports a tattoo and remains culturally close to her Louisiana Creole roots, reflected in her mixed language.
In any work environment, a dominant set of rules or customs arise over time that guide the way work is done, becoming what is called the organization's culture.
Researchers Deal and Kennedy popularized the idea of developing positive corporate cultures in their 1982 book Corporate Cultures. This idea became a central role in corporate strategy, with some organizations still clinging today to the idea of having a strong and tight corporate culture where all employees must "fit in" to be productive and happy.
In 1988 one sociologist defined four types of corporate cultures: the academy (exposing members to different jobs so they can move within the organization), the club (which is concerned with people fitting in), the baseball team (with its well-rewarded stars who leave for better opportunities) and the fortress (concerned primarily with survival).
Other models soon appeared, and it was thought that employees would work better and be happier if they were in the "right" corporate culture, one they naturally fit into. Not untypical were dictates like, "Managers should model the behavior they wish to encourage, and then reinforce the desired culture with visionary statements or slogans, celebrating employees' successes or promotions, distributing newsletters, hiring culture-compatible staff..."
Today's employees increasingly come from diverse social, cultural and ethnic backgrounds, with different personalities and experiences. So how does this idea of knowing and maintaining a fixed culture stack up with today's recognition of managing and valuing diversity, recognizing diversity's important role in increasing markets, and as a response to globalization?
Not well.
Today's managers, rather than finding the "right" job candidates to "fit" the existing culture or corporate mold are better served by paying attention to the management of cultural differences,concerning themselves more with valuing and managing diversity.
Writes R. Roosevelt Thomas, Jr., a diversity management expert: "Women, Hispanics, Asian Americans, African Americans Native Americans and others outside the mainstream of corporate America bring different, important and competitively relevant knowledge and perspectives about how to actually do work, how to design processes, reach goals, frame tasks, create effective teams, communicate ideas, and lead.
"When allowed to, members of these groups can help companies grow and improve by challenging basic assumptions about an organization's functions strategies, operations, practices, and procedures" - in others words, by challenging and diversifying the existing and "understood" corporate culture.
When companies start thinking about diversity holistically - providing fresh and meaningful approaches to work - "and stop assuming that diversity relates simply to how a person looks, where he or she comes from, how they will "fit in," they will be able to reap the full rewards [of diversity]."
As for Jill, she just might be better off in today's economy by setting up her own graphics shop.
Both she and her professor could be certain the corporate culture of this new business would support broad diversity, making Jill far more competitive with a host of larger businesses that still don't get it.
As soon as she left the graduation stage, diploma in hand, Jill received a whisper from her favorite professor, "Remember to be aware of the prevailing corporate culture, wherever you go."
Jill paused to wonder just what the professor was talking about, faintly recalling the word "culture" from her organizational sociology class.
Her professor was only concerned that her best student might have a tough time "fitting in" at any company in this rural, conservative state. Jill, an arty person, wears self-designed clothing, sports a tattoo and remains culturally close to her Louisiana Creole roots, reflected in her mixed language.
In any work environment, a dominant set of rules or customs arise over time that guide the way work is done, becoming what is called the organization's culture.
Researchers Deal and Kennedy popularized the idea of developing positive corporate cultures in their 1982 book Corporate Cultures. This idea became a central role in corporate strategy, with some organizations still clinging today to the idea of having a strong and tight corporate culture where all employees must "fit in" to be productive and happy.
In 1988 one sociologist defined four types of corporate cultures: the academy (exposing members to different jobs so they can move within the organization), the club (which is concerned with people fitting in), the baseball team (with its well-rewarded stars who leave for better opportunities) and the fortress (concerned primarily with survival).
Other models soon appeared, and it was thought that employees would work better and be happier if they were in the "right" corporate culture, one they naturally fit into. Not untypical were dictates like, "Managers should model the behavior they wish to encourage, and then reinforce the desired culture with visionary statements or slogans, celebrating employees' successes or promotions, distributing newsletters, hiring culture-compatible staff..."
Today's employees increasingly come from diverse social, cultural and ethnic backgrounds, with different personalities and experiences. So how does this idea of knowing and maintaining a fixed culture stack up with today's recognition of managing and valuing diversity, recognizing diversity's important role in increasing markets, and as a response to globalization?
Not well.
Today's managers, rather than finding the "right" job candidates to "fit" the existing culture or corporate mold are better served by paying attention to the management of cultural differences,concerning themselves more with valuing and managing diversity.
Writes R. Roosevelt Thomas, Jr., a diversity management expert: "Women, Hispanics, Asian Americans, African Americans Native Americans and others outside the mainstream of corporate America bring different, important and competitively relevant knowledge and perspectives about how to actually do work, how to design processes, reach goals, frame tasks, create effective teams, communicate ideas, and lead.
"When allowed to, members of these groups can help companies grow and improve by challenging basic assumptions about an organization's functions strategies, operations, practices, and procedures" - in others words, by challenging and diversifying the existing and "understood" corporate culture.
When companies start thinking about diversity holistically - providing fresh and meaningful approaches to work - "and stop assuming that diversity relates simply to how a person looks, where he or she comes from, how they will "fit in," they will be able to reap the full rewards [of diversity]."
As for Jill, she just might be better off in today's economy by setting up her own graphics shop.
Both she and her professor could be certain the corporate culture of this new business would support broad diversity, making Jill far more competitive with a host of larger businesses that still don't get it.
Strong, Effective Leaders Know Importance of Self-Awareness, Diversity
What makes an effective leader? Many diversity experts say that self-awareness is at the heart of strong leadership, and that good leaders stay ahead by working on improving themselves. An important key is committing oneself to the lifelong practice of self-understanding and comprehending the diverse world around us.
No matter how hard a person tries, we all have biases; we discriminate without even recognizing what we are doing. William Sonnenschein, a noted diversity expert and author, suggests overcoming this tendency by “waking up tomorrow morning” and “try wondering what prejudice you will discover during the day, what assumption you will make that will be proven wrong, and what bias will affect your day.”
By finding a daily bias, Sonnenschein explains a person will know they are continually working on self-awareness, show themselves they are self-aware enough to know they have biases, and are working at eliminating as many as possible.
As people work on self-awareness, they become aware of things that are happening around them and are able to intervene and taking on a leadership role.
What if a company leader who always views diversity in terms of numbers of employees, as Affirmative Action, attended a diversity workshop that included formation of problem-solving teams and observed that diverse teams actually did a better job solving problems than the vanilla teams? This experience could actually change the way this company leader sees diversity and what it could mean to his company. He may also recognize how his own blinders had held back his company’s progress.
This imaginary company leader might further recognize that change is needed at every level of the organization. As an initial step, he might create a diverse group to staff one of the company’s trouble areas – and if all goes well, the troubled area could turn around, showing a profit.
So how does one work on self-awareness, so as to be more aware of what is going on around them with respect to diversity? It starts by working on communication skills in relation to diversity. Sonnenschein has developed a diversity questionnaire to help increase self-awareness. Here are three sample questions:
• Do you recognize and challenge the perceptions, assumptions, and biases that affect your thinking?
If the answer is “almost always,” assign one point; “frequently,” 2 points; “sometimes,” 3 points; “seldom” 4 points and “almost never, “5 points.”
Use the same scoring system for the next two questions:
• Do you think about the impact of what you say or how you act before you speak or act?
• Do you do everything you can to prevent the reinforcement of prejudices, including avoiding using negative stereotypes when you speak?
Sonnenschein includes seven more questions in this diversity questionnaire, part of his Diversity Toolkit (Contemporary Books, 1997). The lower the score, the better his or her ability is to communicate in a diverse organization and the community at large.
Here are three more diversity leadership tips:
1. Know your cultural identity and understand what that identity brings to your communication. This helps in communicating with others of differing cultural identities.
2. Ask others about yourself and listen to their answers. This helps in increasing self-awareness.
3. Examine your order or grading of values. This helps in understanding how you behave and communicate.
Manager must be good leaders. They are responsible for creating a work environment in which the contributions of all people are recognize. For this to happen, managers must understand how to best use people’s differences so that their special attributes can be used to achieve company goals and objectives.
But it starts from within, from the manager’s self-awareness.
No matter how hard a person tries, we all have biases; we discriminate without even recognizing what we are doing. William Sonnenschein, a noted diversity expert and author, suggests overcoming this tendency by “waking up tomorrow morning” and “try wondering what prejudice you will discover during the day, what assumption you will make that will be proven wrong, and what bias will affect your day.”
By finding a daily bias, Sonnenschein explains a person will know they are continually working on self-awareness, show themselves they are self-aware enough to know they have biases, and are working at eliminating as many as possible.
As people work on self-awareness, they become aware of things that are happening around them and are able to intervene and taking on a leadership role.
What if a company leader who always views diversity in terms of numbers of employees, as Affirmative Action, attended a diversity workshop that included formation of problem-solving teams and observed that diverse teams actually did a better job solving problems than the vanilla teams? This experience could actually change the way this company leader sees diversity and what it could mean to his company. He may also recognize how his own blinders had held back his company’s progress.
This imaginary company leader might further recognize that change is needed at every level of the organization. As an initial step, he might create a diverse group to staff one of the company’s trouble areas – and if all goes well, the troubled area could turn around, showing a profit.
So how does one work on self-awareness, so as to be more aware of what is going on around them with respect to diversity? It starts by working on communication skills in relation to diversity. Sonnenschein has developed a diversity questionnaire to help increase self-awareness. Here are three sample questions:
• Do you recognize and challenge the perceptions, assumptions, and biases that affect your thinking?
If the answer is “almost always,” assign one point; “frequently,” 2 points; “sometimes,” 3 points; “seldom” 4 points and “almost never, “5 points.”
Use the same scoring system for the next two questions:
• Do you think about the impact of what you say or how you act before you speak or act?
• Do you do everything you can to prevent the reinforcement of prejudices, including avoiding using negative stereotypes when you speak?
Sonnenschein includes seven more questions in this diversity questionnaire, part of his Diversity Toolkit (Contemporary Books, 1997). The lower the score, the better his or her ability is to communicate in a diverse organization and the community at large.
Here are three more diversity leadership tips:
1. Know your cultural identity and understand what that identity brings to your communication. This helps in communicating with others of differing cultural identities.
2. Ask others about yourself and listen to their answers. This helps in increasing self-awareness.
3. Examine your order or grading of values. This helps in understanding how you behave and communicate.
Manager must be good leaders. They are responsible for creating a work environment in which the contributions of all people are recognize. For this to happen, managers must understand how to best use people’s differences so that their special attributes can be used to achieve company goals and objectives.
But it starts from within, from the manager’s self-awareness.
Wednesday, October 13, 2010
Sexual and Gender Diversity Enriching To All, Ordained Minister Says
Religious organizations and people frequently lead opposition to gay rights in the United States, said Debra W. Haffner:
In the August ruling which overturned California's Proposition 8 banning same-sex marriage, a witness asserted, "Religion is the chief obstacle for gay and lesbian political progress."
Why does religion play such a central role in debates about homosexuality?
Last week on this blog, I challenged clergy across the country:
What if ...all of us told them from our pulpits how heartbroken we are by Tyler Clementi's suicide and that we want to make sure that no young person in our community would ever feel such despair?
Haffner continues --
Lana Lawless: Transgender golfer files LPGA lawsuit
Jennifer Waite
Tucson Celebrity Headlines Examiner
Jennif Waite continues --
Tucson Celebrity Headlines Examiner
Lana Lawless became an internet celebrity the minute the words transgender, LPGA and lawsuit came into play, but even more interesting than the Lana Lawless lawsuit is Lana Lawless herself. Born male, Lawless had gender reassignment surgery back in 2005 to become a woman. Now a talented female golfer, Lana Lawless is challenging the LPGA with a lawsuit due to their rules about being born a female in order to compete in the league.
Jennif Waite continues --
Diversity Briefings; Med School Diversity Increase; Hispanic Enrollments Most Pronounced
Medical schools accepting greater diversity of students
By Mike Lillis - 10/13/10 01:08 PM ET
Article continued -- The Hill/HealthWatch
By Mike Lillis - 10/13/10 01:08 PM ET
More and more minority students are entering the nation's medical schools, the Association of American Medical Colleges (AAMC) reported Wednesday.
The increase was most pronounced among Hispanics, who saw first-year enrollment jump to 1,539 in 2010 — 9 percent above 2009 levels, AAMC found. For black students, the increase was 2.9 percent (to 1,350), while Asians saw enrollment rise 2.4 percent, to 4,214.
The number of first-year white students, meanwhile, was 12,094 in 2010 — up 0.4 percent from 2009, the group said.
Article continued -- The Hill/HealthWatch
Monday, October 11, 2010
LGBT Celebrate National Coming Out Day Oct. 11th
Popdecay News, Politics and Entertainment
Filed by Desiree Washington
Link --
Filed by Desiree Washington
Every year on October 11th, thousands of lesbian, gay, bisexual and transgender (LGBT) people and friends of the community join forces in celebration of National Coming Out Day, an internationally observed civil awareness day for coming out and discussing LGBT civil rights issues.
National Coming Out Day is said to have been founded by activists in celebration of the Second National March on Washington for Lesbian and Gay Rights, in which 500,000 people marched on Washington, DC, for equality.
Nationwide, events related to National Coming Out Day consist of workshops, speak-outs, rallies and other events geared to show the public that LGBT people are everywhere, near and dear to us all.
For a list of events in your area and additional resources, visit the Human Rights Campaign website at http://www.hrc.org/ncod/ On Twitter, search for #COUNTMEOUT and #LGBT for updates.
Link --
Tuesday, October 5, 2010
Respect, Tolerance, Sense of Humor All Required For Embracing Diversity
We talk about embracing diversity, but what does this really mean?
Say that you have employees and/or customers who speak English as a second language. Can you pronounce their names? Speak some common words or phrases in their native language? If the answer is yes, you are showing signs of embracing diversity.
For leaders, embracing diversity means they must do far more than merely accept the existence of diversity. To make diversity work, they must embrace it, and this starts by modeling good diversity skills, by showing respect and appreciation for the differences among the people they lead, and by helping others accept and value these differences.
Fundamentally, embracing diversity translates into showing respect for others and their differences. Tolerance for uncertainties (haziness) in language, styles and behavior, is at the top of a list created by William Sonnenschein, a diversity expert and author of “The Diversity Toolkit.”
So for the employer who has Latino customers and employees, as an example, it makes a significant difference when he or she is able to pronounce names and common words in Spanish. A friendly “Buenos Dias” makes a nice welcome in the morning as does “Buenos Tardes” in the afternoon and “Buenos Noches” in the evening. Using such phrases and pronouncing them correctly, represents a key step to embracing diversity. And besides, it’s fun to learn a new language!
Flexibility is another key factor. When situations are new, difficult or challenging, do you show flexibility? Do you give your employees and customers added time and assistance for adjusting to change?
Self-awareness represents another point on Sonnenschein’s diversity embracement list. A person must understand his or her own reactions and know what they bring to the diverse workplace. Maybe you enjoy dressing in expensive clothing; how do you feel about the employee who would rather dress comfortably than model your expensive image? What is important to you may not even be on the radar of your employee or customer. The whole world does not enjoy dressing formally – so are you being unfair in your evaluation of others who do not dress exactly like you do?
Empathy is another requirement. Are you capable of feeling what someone who is different from you might be feeling in new or strange surroundings? What about the new employee who comes to the XYZ Company from a country of extreme poverty. Will they truly feel welcome at a large cocktail party after their first day of work? Or overwhelmed? Or even frightened? Can you imagine how you would feel in their shoes?
How would a new mother returning to work after having a baby feel if she did not have an appropriate place to use a breast pump? Sound bizarre? Recently in Iowa, a company refused to allow a woman to use their “special” lactation room because she didn’t fill out a form that required three days notice to use such a facility.
The woman finally had to leave work (and quit) because of the physical pain she was in due to her employer's insensitivity.
Are you patient? Some cultures (actually most) do not consist of Type A racers, requiring a manager’s adjustment if the working relationship is going to be successful.
A sense of humor tops off this list that comes from Sonnenschein’s book, “The Diversity Toolkit.” When we lose our sense of humor, we lose our sense of humanity, as well as our perspective.
But humor is tricky. Having a sense of humor certainly does not mean poking fun at someone because they are “different.” It does not mean mimicking someone’s accent or laughing behind their back. It does mean enjoying others and keeping in mind the ability to laugh at oneself can dispel tension.
Remember – showing respect, tolerance, flexibility, self-awareness, empathy, patience and humor – means that you are well on your way to embracing diversity.
Say that you have employees and/or customers who speak English as a second language. Can you pronounce their names? Speak some common words or phrases in their native language? If the answer is yes, you are showing signs of embracing diversity.
For leaders, embracing diversity means they must do far more than merely accept the existence of diversity. To make diversity work, they must embrace it, and this starts by modeling good diversity skills, by showing respect and appreciation for the differences among the people they lead, and by helping others accept and value these differences.
Fundamentally, embracing diversity translates into showing respect for others and their differences. Tolerance for uncertainties (haziness) in language, styles and behavior, is at the top of a list created by William Sonnenschein, a diversity expert and author of “The Diversity Toolkit.”
So for the employer who has Latino customers and employees, as an example, it makes a significant difference when he or she is able to pronounce names and common words in Spanish. A friendly “Buenos Dias” makes a nice welcome in the morning as does “Buenos Tardes” in the afternoon and “Buenos Noches” in the evening. Using such phrases and pronouncing them correctly, represents a key step to embracing diversity. And besides, it’s fun to learn a new language!
Flexibility is another key factor. When situations are new, difficult or challenging, do you show flexibility? Do you give your employees and customers added time and assistance for adjusting to change?
Self-awareness represents another point on Sonnenschein’s diversity embracement list. A person must understand his or her own reactions and know what they bring to the diverse workplace. Maybe you enjoy dressing in expensive clothing; how do you feel about the employee who would rather dress comfortably than model your expensive image? What is important to you may not even be on the radar of your employee or customer. The whole world does not enjoy dressing formally – so are you being unfair in your evaluation of others who do not dress exactly like you do?
Empathy is another requirement. Are you capable of feeling what someone who is different from you might be feeling in new or strange surroundings? What about the new employee who comes to the XYZ Company from a country of extreme poverty. Will they truly feel welcome at a large cocktail party after their first day of work? Or overwhelmed? Or even frightened? Can you imagine how you would feel in their shoes?
How would a new mother returning to work after having a baby feel if she did not have an appropriate place to use a breast pump? Sound bizarre? Recently in Iowa, a company refused to allow a woman to use their “special” lactation room because she didn’t fill out a form that required three days notice to use such a facility.
The woman finally had to leave work (and quit) because of the physical pain she was in due to her employer's insensitivity.
Are you patient? Some cultures (actually most) do not consist of Type A racers, requiring a manager’s adjustment if the working relationship is going to be successful.
A sense of humor tops off this list that comes from Sonnenschein’s book, “The Diversity Toolkit.” When we lose our sense of humor, we lose our sense of humanity, as well as our perspective.
But humor is tricky. Having a sense of humor certainly does not mean poking fun at someone because they are “different.” It does not mean mimicking someone’s accent or laughing behind their back. It does mean enjoying others and keeping in mind the ability to laugh at oneself can dispel tension.
Remember – showing respect, tolerance, flexibility, self-awareness, empathy, patience and humor – means that you are well on your way to embracing diversity.
Diversity Management Attainable; Company Leaders Must Have Necessary Skills
Do associated management problems such as resistance and conflict make diversity too difficult to adopt by most organizations?
Two popular diversity spokespeople answer this question, stating diversity is clearly possibile, as long as leaders acquire the necessary skills for managing it.
Consider the imaginary XYZ Company -- a useful model for understanding diversity. During the last ten years XYZ has experienced at every level an increase in the number of women and people of color.
One department, previously all male, transitioned to 35 percent female. Mid-management, formerly almost entirely comprised of white males, now includes 30 percent people of color - from African American to Latinos and members of the LGBT community.
Imagine that diversity has also had an impact on XYZ's upper management. Perhaps a physically disabled woman, a financial expert, became its senior vice president of finance two years ago. Then an African American man was named head of marketing.
If XYZ was a real company, how would such diversity accomplishments affect the company?
Diversity expert, William Sonnenschein, author of "Diversity Toolkit," demonstrates such change would have its good points and bad. Some of the longer term employees, for instance, might feel "things aren't going as smoothly" as they used to. Some white males would be concerned about being passed over for promotions.
"Many people [might] worry about not having as much fun, what with sexual harassment laws and other problems created by diversity," Sonnenschein points out.
In the case of the imaginary XYZ Company, the president and CEO welcomes the challenge, seeing it as a chance for growth as a company. The CEO thinks the diversity has brought more innovation and a better understanding of the department stores' customers. The CEO says the transition has not been easy.
Yet he believes that with hard work, with properly trained management getting the most out of all the employees, XYZ will stay healthy well into the future.It is a scenario similar to what Sonnenschein imagines when writing about organizational diversity.
The demographics of the workplace are changing and will continue to change rapidly, Sonnenschein and other diversity experts, incuding R. Roosevelt Thomas, Jr., a consultant and the author of "World Class Diversity Management," point out.
Almost every organization in the United State looks different today, in terms of who is employed and the position they hold - compared to even ten years ago. Workforce diversity is not a matter for debate. It is a fact that presents one of the greatest challenges facing today's organizations and only through hard work and committed leadership, can the potential for benefit be realized.
But where will the leadership come from? How many leaders are needed? What skills do they need? To answer these questions requires first understanding the current definition of diversity - and most definitions tend to be quite broad.
Most diversity experts define diversity as significant difference among people, primarily focusing on race, culture, gender, sexual orientation, age, and physical abilities. Their definitions include differences in religion, class, ethnicity, nation of origin, and even learning and communication styles or simply where people come from and their occupations.
Most definitions tend to be broad. A group of white female engineers is a diverse group, as well as a group of white male engineers. All are individuals with differences and all of these differences can affect the workplace.
By understanding diversity well enough, today's manager can get the most out of any group by appreciating and using their differences and talents. Diversity has its best potential and its biggest challenge in deeper differences, Sonnenschein advises.
Deep differences in today's workforce can cause deeper differences in styles and in ways of looking at and doing things, causing some organizations "do more than they ever dreamed possible." Specific benefits might include offering of a wide range of views to be presented, including views that challenge the status quo.
Strenghthening core values can occur with more diversity as well as organizational change. Social, economic, intellectual and emotional growth often take place as diversity deepens. Diversity also helps organizations better understand their place in the global community.
More research is showing the value of organizational diversity, supporting both Sonnenschein and Thomas. For instance, one study by the Federal Glass Ceiling Commission demonstrated that companies successfully using a diverse workforce saved millions of dollars in turnover costs and earned twice the rate of return on investment as those which did not use diversity well.
Of course there are challenges - diversity's benefits do not automatically come. Challenges come as those employees holding racist, sexist, ageist and homophobic beliefs are disrupted, sometimes halting organizations from ever achieving their missions because of disruption and resistance.
Hence, leaders must be aware of the challenges of diversity in order to rise above them and reap diversity's benefits, Sonnenschein writes. Some specific organizational challenges might require more complexity of management - it is easier to manage a group of like-minded people that a group of people who are very different from each other and from their leaders.
Fairness can draw some challenges, as different cultures define fairness in different ways. Other challenges might focus on issues such as unanimity, identity and loyalty as these often vary among cultures.
There may be a need for more frequent redefining oneself and the values of others, for example. Yet it is possible to turn many of these challenges into benefits - finding new approaches to doing tasks leads to innovation, for instance.
Achieving diversity requires well trained leaders who have excellent diversity skills and who are capable of finding new ways to make diversity work. Just watch any leading company - small or large - that is growing and thriving. Then take a look at its top leadership and you will most likely finds the signs of strong diversity management in place.
* * *
Susan Klopfer, M.B.A., is author of "Profit From Diversity: Getting Along With Others," set for publication in mid November, during National Education Week. Visit her and learn more about diversity at http://www.susanklopfer.com.
Two popular diversity spokespeople answer this question, stating diversity is clearly possibile, as long as leaders acquire the necessary skills for managing it.
Consider the imaginary XYZ Company -- a useful model for understanding diversity. During the last ten years XYZ has experienced at every level an increase in the number of women and people of color.
One department, previously all male, transitioned to 35 percent female. Mid-management, formerly almost entirely comprised of white males, now includes 30 percent people of color - from African American to Latinos and members of the LGBT community.
Imagine that diversity has also had an impact on XYZ's upper management. Perhaps a physically disabled woman, a financial expert, became its senior vice president of finance two years ago. Then an African American man was named head of marketing.
If XYZ was a real company, how would such diversity accomplishments affect the company?
Diversity expert, William Sonnenschein, author of "Diversity Toolkit," demonstrates such change would have its good points and bad. Some of the longer term employees, for instance, might feel "things aren't going as smoothly" as they used to. Some white males would be concerned about being passed over for promotions.
"Many people [might] worry about not having as much fun, what with sexual harassment laws and other problems created by diversity," Sonnenschein points out.
In the case of the imaginary XYZ Company, the president and CEO welcomes the challenge, seeing it as a chance for growth as a company. The CEO thinks the diversity has brought more innovation and a better understanding of the department stores' customers. The CEO says the transition has not been easy.
Yet he believes that with hard work, with properly trained management getting the most out of all the employees, XYZ will stay healthy well into the future.It is a scenario similar to what Sonnenschein imagines when writing about organizational diversity.
The demographics of the workplace are changing and will continue to change rapidly, Sonnenschein and other diversity experts, incuding R. Roosevelt Thomas, Jr., a consultant and the author of "World Class Diversity Management," point out.
Almost every organization in the United State looks different today, in terms of who is employed and the position they hold - compared to even ten years ago. Workforce diversity is not a matter for debate. It is a fact that presents one of the greatest challenges facing today's organizations and only through hard work and committed leadership, can the potential for benefit be realized.
But where will the leadership come from? How many leaders are needed? What skills do they need? To answer these questions requires first understanding the current definition of diversity - and most definitions tend to be quite broad.
Most diversity experts define diversity as significant difference among people, primarily focusing on race, culture, gender, sexual orientation, age, and physical abilities. Their definitions include differences in religion, class, ethnicity, nation of origin, and even learning and communication styles or simply where people come from and their occupations.
Most definitions tend to be broad. A group of white female engineers is a diverse group, as well as a group of white male engineers. All are individuals with differences and all of these differences can affect the workplace.
By understanding diversity well enough, today's manager can get the most out of any group by appreciating and using their differences and talents. Diversity has its best potential and its biggest challenge in deeper differences, Sonnenschein advises.
Deep differences in today's workforce can cause deeper differences in styles and in ways of looking at and doing things, causing some organizations "do more than they ever dreamed possible." Specific benefits might include offering of a wide range of views to be presented, including views that challenge the status quo.
Strenghthening core values can occur with more diversity as well as organizational change. Social, economic, intellectual and emotional growth often take place as diversity deepens. Diversity also helps organizations better understand their place in the global community.
More research is showing the value of organizational diversity, supporting both Sonnenschein and Thomas. For instance, one study by the Federal Glass Ceiling Commission demonstrated that companies successfully using a diverse workforce saved millions of dollars in turnover costs and earned twice the rate of return on investment as those which did not use diversity well.
Of course there are challenges - diversity's benefits do not automatically come. Challenges come as those employees holding racist, sexist, ageist and homophobic beliefs are disrupted, sometimes halting organizations from ever achieving their missions because of disruption and resistance.
Hence, leaders must be aware of the challenges of diversity in order to rise above them and reap diversity's benefits, Sonnenschein writes. Some specific organizational challenges might require more complexity of management - it is easier to manage a group of like-minded people that a group of people who are very different from each other and from their leaders.
Fairness can draw some challenges, as different cultures define fairness in different ways. Other challenges might focus on issues such as unanimity, identity and loyalty as these often vary among cultures.
There may be a need for more frequent redefining oneself and the values of others, for example. Yet it is possible to turn many of these challenges into benefits - finding new approaches to doing tasks leads to innovation, for instance.
Achieving diversity requires well trained leaders who have excellent diversity skills and who are capable of finding new ways to make diversity work. Just watch any leading company - small or large - that is growing and thriving. Then take a look at its top leadership and you will most likely finds the signs of strong diversity management in place.
* * *
Susan Klopfer, M.B.A., is author of "Profit From Diversity: Getting Along With Others," set for publication in mid November, during National Education Week. Visit her and learn more about diversity at http://www.susanklopfer.com.
Message to Heterosexuals: Take a Stand Because Your Silence is Killing Us
The Diversity Speaker Newsletter
Dr. Maura J. Cullen
(Sponsor, The Diversity Student Summit)
Oct. 2010 Issue
Dr. Maura J. Cullen
(Sponsor, The Diversity Student Summit)
Oct. 2010 Issue
A Message To Heterosexuals: Take a Stand Because Your Silence is Killing Us
An all out assault is taking aim at gays, lesbians, bisexuals and transgender people across this country. And with mid-term elections on the horizon you can be certain that the Republican Party will dispense the anti-gay/pro-family platform frequently.
GLBT students have experienced the bulk of the violence. Bullying, both new school (cyber-bullying) and old school techniques have proven to be deadly. Even politicians and musicians are taking their heterosexist and dangerous rhetoric to the public airwaves.
Here are some of the troubling events that have taken place this past month alone.
'Don't ask--Don't tell' policy permitting discrimination of LGBT military service personnel is upheld.
GLADD (Gay & Lesbian Alliance Against Defamation) reported that over the last month, four teenagers have taken their own lives after facing bullying incidents and another student that was not reported brings the total to five.
18-year-old Tyler Clementi, a freshman at the Rutgers University New Brunswick/Piscataway Campus, jumped off of the George Washington Bridge after a classmate secretly filmed him kissing another man and then posted it to the Internet.
13-year-old Asher Brown, a student at Hamilton Middle School in Cypress, Texas, shot himself in the head after enduring what his mother and stepfather say was constant anti-gay harassment.
13-year-old Seth Walsh, a student at Jacobsen Middle School in Tehachapi, Calif., hanged himself from a tree after classmates taunted him repeatedly for being gay. He initially survived the attempt, but he died after ten days on life support.
15-year-old Billy Lucas, a freshman at Greensburg High School in Greensburg, Ind., hanged himself the day his friends say he was suspended from school for fighting back against the bullies who abused him constantly. The harassment was often directed at what the aggressors presumed about his sexual orientation.
Raymond Storm Chase, a gay man from Johnson & Wales University (RI) hung himself in his residence hall room.
Michigan Assistant Attorney General Andrew Shirvell has waged a media war against Chris Armstrong, president of the University of Michigan student assembly who is gay. Through cyber-bullying and harassment as well as TV appearances, Shirvell is committing the very same acts of harassment he has vowed to protect people from. On his blog Shirvell called Armstrong "Nazi like," a recruiter for "the cult that is homosexuality," and a proponent of a "racist, anti-Christian agenda."
50 Cent tweeted an anti-gay message to his 3.3 million followers soon after Tyler Clementi's suicide. The rapper wrote: "If you a man and your over 25 and you don't eat pu**y just kill your self damn it. The world will be a better place. Lol."
All of this hate in only one month's time. Without question this is only the tip of the iceberg. October 11th is Inter-national Coming Out Day. In the United States, the Human Rights Campaign (HRC) manages the event under the National Coming Out Project, offering resources to LGBT individuals, couples, parents and children, as well as straight friends and relatives, to promote awareness of LGBT families living honest and open lives. It is time for our heterosexual allies, family and friends to become vocal in speaking out and standing with their GLBT family, friends and colleagues. It is no longer acceptable to simply know what the right thing is to do; we must find the courage to actually DO IT!
As heartbreaking as these stories are and for the many that have not been told, there is hope. There has been a loud outcry for change from politicians and educators. Hollywood and television personality's, Ellen, Anderson Cooper, Dr. Phil, the cast of Glee and Modern Family, etc... have taken a strong stand against anit-gay bullying.
Among other highlights reported by HRC:
Corporate America protects LGBT workers from discrimination and provides benefits in ways that the government doesn't. While only 29% of the U.S. population lives in states with statewide non-discrimination statutes that specify sexual orientation and gender identity, 99% of Corporate Equality Index-rated companies include sexual orientation and 76% include sexual orientation and gender identity in their non-discrimination policies. In 2002, only 5% of companies included gender identity among their non-discrimination policies.
In 2004, only 3% of Corporate Equality Index-rated companies addressed transgender health with limited benefit offerings. Today, 79% of rated companies provide this limited coverage and 85 companies specifically offer at least one health care plan option to all employees that covers many medically necessary transition-related treatment including hormone therapies and sexual affirmation surgeries.
In 2002, 70% of Corporate Equality Index-rated companies provided domestic partnership health-care benefits. Today, 95% of rated companies provide that coverage
See full article from DailyFinance: http://www.dailyfinance.com/story/company-news/target-best-buy-and-3m-lose-gay-rights-groups-top-rating/19660038/?icid=sphere_copyright
As educators we must be vigilant in creating a climate where our GLBT students feel safe. Acts of harassment and bullying must be taken seriously and dealt with in a timely manner. We have to confront language, even the very common saying of "that's so gay" or "fag". It's often the accumulation of what many think are harmless remarks and jokes that leave a lasting impact on the GLBT community or those perceived to be GLBT. Our allies have to be empowered with a skill set that allows them to confront their heterosexual peers and parents.
We must not back down from those who would seek to harm us---we must stand up--stand out--and stand together.
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