It is sad when the faculty of a major University doesn't "get it" -- that we live in a global world and diversity training is highly appropriate for their students.
If you asked any University of Missouri faculty to cite reasons for why they didn’t agree to require all students to take a diversity class, they could probably come up with a few. It is pretty obvious, however, that misinformation wasn’t one of them.
Some instructors have explained they simply don’t think a diversity requirement is necessary, according to Rubin, chairwoman of the MU Faculty Council, who told this to a Missouri reporter, after the requirement was voted down. Others thought it was a knee-jerk reaction to racially charged incidents on campus.
Some saw the proposal as too broad; others thought it was too narrow and violated academic freedom, reports Janese Silvey of the Columbia Daily Tribune.
Rubin told faculty council members there were “other reasons I’d rather not discuss in public," Silvey reports."And those reasons, [according to Rubin], highlight the need to require a diversity course."
In May, MU instructors were asked to approve a plan that would have required all students to take a diversity class as part of general education requirements. Existing courses already teaching diversity issues could have been deemed as “diversity-intensive” courses to meet the requirement — much like MU’s existing writing-intensive program.
But as Silvey reports, the proposal failed with 232 members voting against it and 210 voting for it.
"At the time, Rubin blamed the Faculty Council for not communicating the plan well enough to faculty at large."
Blaming misinformation hasn’t gone over well with those who voted, Nicole Monnier, a professor of Russian, told the Tribune reporter. "Faculty members don’t like being told they voted “no” by mistake," she said. “They voted ‘no’ for a reason.”
All was quiet before the election, with only a small number of faculty members publicly voicing concerns about the proposal. According to Silvey, this was probably because they didn’t feel comfortable speaking out against a diversity plan. Silvey repeorts she was told this on the side by some faculty members.
Before the election, there was "nothing but positive feedback," one faculty member said. But later, "they expressed fear about speaking against a diversity class."“It’s easy to vote in isolation,” that faculty member told Silvey.
Others said they felt Faculty Council proponents of the plan weren’t open to other ideas.
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Special Announcement: As a special bonus to readers of this blog, I am offering a special discount on my new eBook, Cashing In On Diversity when they purchase it through Smashwords --
Promotional price: $2.99
Coupon Code: HC29F
Expires: July 10, 2011
To purchase your copy now, go to http://www.smashwords.com/books/view/63393 and use the Coupon Code, above, for your special discount.
Susan
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Will this diversity training proposal come back to faculty for a vote next school year? Already several council members have warned against "rushing to put it up for a vote too soon."
One engineering professor and incoming chairman of the council suggests faculty "better explain that students need to understand diversity before entering a global workforce," Silvey reports.
But an associate professor of agricultural economics, questioned what happens if faculty were to vote against a diversity course a second time. “Are we going to keep coming back?” he asked. “Are we hellbent on getting a diversity requirement at this university?
Friday, June 10, 2011
Special Announcement: 25 percent discount on new diversity eBook for blog readers
Readers of this blog will receive a special discount on my new eBook, Cashing In On Diversity when they purchase it through Smashwords --
Promotional price: $2.99
Coupon Code: HC29F
Expires: July 10, 2011
To purchase your copy now, go to http://www.smashwords.com/books/view/63393 and use the Coupon Code, above, for your special discount.
Susan
Promotional price: $2.99
Coupon Code: HC29F
Expires: July 10, 2011
To purchase your copy now, go to http://www.smashwords.com/books/view/63393 and use the Coupon Code, above, for your special discount.
Susan
Wednesday, June 8, 2011
Good Intentions Aren't Good Enough -- When It Comes to Diversity Management
Former U.S. President George W. Bush hit one nail on the head when he said, “Good intentions aren’t good enough!” Bush’s quote should be considered today by those organizations that strive for racially and ethnically diverse workplaces, but don’t necessarily meet their diversity goals.
As popular the topic, and with so much being written about valuing diversity and its management these days, many companies might recognize the value that diverse employees can bring, but as it turns out, few successfully exemplify those values.
In a recent study conducted by Commongood Careers and the Level Playing Field Institute, researchers found when it comes to promoting staff diversity there was little connection between intentions and actions of nonprofit organizations.
(Other studies show that private companies are having the same problem implementing diversity, as well. For instance, major European organizations display little diversity in the ranks of their top management according to an analysis by The Boston Consulting Group (BCG) of 40 randomly selected companies from the Euro Stoxx 50 index; on average, 93 percent of the executive directors were male; 86 percent were native Europeans; and 49 percent were between the ages of 51 and 60 years old. By contrast, the market demands on these same companies are far less homogeneous: the purchasing power of women is steadily increasing; the companies generate, on average, approximately 40 percent of their revenues outside of Europe; and their customers are growing older. "Diversity must be seen as a strategic response to major business trends such as globalization, demographic shifts, and the talent shortage," explained Dr. Rainer Strack, senior partner at BCG, HR expert, and an author of the report.)
Meanwhile, in the Commongood study, of the 1,638 nonprofit professionals surveyed, 90 percent of employees said they believe their organization values diversity, but 70 percent of respondents also said their employer does not do enough to create a diverse and inclusive workplace. Commongood Careers focused on diversity as it pertains to race and ethnicity.
James Weinberg, Commongood’s founder, says the extent to which an organization embodies diversity not only affects its ability to remain competitive but it also plays a role in fulfilling its founding mission.
“In the nonprofit sector, most organizations are in the business of helping people,” says Weinberg. “You run into a particular set of challenges when you run an organization that is not representative of the community you’re serving, and that opens you up to being disconnected to the nature and challenges of those in the community.”
According to the survey results, 64 percent of the respondents who reported that they left an organization because they experienced a lack of diversity or inclusiveness were people of color. Additionally, the cost to organizations to recruit and fill a vacancy can range from 30 to 150 percent of an employee’s salary – a much bigger loss for the big picture, the report indicates.
“In our experience working with the organizations who prioritize diversity and have a fundamental understanding of the full benefits of diversity and the costs that they incur if they don’t, is what separates a successful organization from those that aren’t,” Weinberg says. “This is a mission critical core value that is vital to organizations and it’s that perception shift that we really need to encourage in the sector.”
Commongood gives several suggestions for how to build diverse and inclusive workplaces in the nonprofit sector.
--Have open conversations that lead to clarity, consensus, and commitment.Talking about race can be difficult, and yet a productive exchange of ideas and openness can take place when there is a thoughtful process involved. To get a conversation going, leaders can form a staff committee with the assignment to organize trainings, structure settings for staff conversations, and report on results.
--Communicate effectively about diversity commitments. Create and share an organizational diversity statement and plan that clearly tells how the organization defines diversity, what its goals are related to diversity, and what strategies it uses to meet those goals.
--Develop partnerships and networks that enable effective recruiting. Target community organizations that represent diversity, such as professional associations, educational institutions, alumni networks, cultural societies, etc. in order to expand the possibility of locating a more diverse candidate pool.
--Ensure hiring processes that are equitable and inclusive. Take steps to ensure that unintentional bias doesn’t affect hiring processes, and to conduct an audit around hiring-related policies for subtle cues that could be interpreted as biased, unfair, insensitive, or offensive. Weinberg suggests involving diverse individuals in the design and implementation of the hiring process. The organization should also make sure that it is clear on its messaging about diversity throughout the interview process.
--Embrace, develop, advance, and retain employees. Simply succeeding in hiring diverse employees is not enough to maintain a commitment to diversity and inclusion. To keep new people, organizations must focus on activities that promote diversity. Consider a well-designed mentoring or coaching program for new employees. There are many other ways for organizations to demonstrate a commitment to diversity throughout all the ranks, while making sure that diverse employees have opportunities to advance to senior leadership positions.
Susan
I look forward to your comments and reviews on my newest eBook, Cashing In On Diversity.
As popular the topic, and with so much being written about valuing diversity and its management these days, many companies might recognize the value that diverse employees can bring, but as it turns out, few successfully exemplify those values.
In a recent study conducted by Commongood Careers and the Level Playing Field Institute, researchers found when it comes to promoting staff diversity there was little connection between intentions and actions of nonprofit organizations.
(Other studies show that private companies are having the same problem implementing diversity, as well. For instance, major European organizations display little diversity in the ranks of their top management according to an analysis by The Boston Consulting Group (BCG) of 40 randomly selected companies from the Euro Stoxx 50 index; on average, 93 percent of the executive directors were male; 86 percent were native Europeans; and 49 percent were between the ages of 51 and 60 years old. By contrast, the market demands on these same companies are far less homogeneous: the purchasing power of women is steadily increasing; the companies generate, on average, approximately 40 percent of their revenues outside of Europe; and their customers are growing older. "Diversity must be seen as a strategic response to major business trends such as globalization, demographic shifts, and the talent shortage," explained Dr. Rainer Strack, senior partner at BCG, HR expert, and an author of the report.)
Meanwhile, in the Commongood study, of the 1,638 nonprofit professionals surveyed, 90 percent of employees said they believe their organization values diversity, but 70 percent of respondents also said their employer does not do enough to create a diverse and inclusive workplace. Commongood Careers focused on diversity as it pertains to race and ethnicity.
James Weinberg, Commongood’s founder, says the extent to which an organization embodies diversity not only affects its ability to remain competitive but it also plays a role in fulfilling its founding mission.
“In the nonprofit sector, most organizations are in the business of helping people,” says Weinberg. “You run into a particular set of challenges when you run an organization that is not representative of the community you’re serving, and that opens you up to being disconnected to the nature and challenges of those in the community.”
According to the survey results, 64 percent of the respondents who reported that they left an organization because they experienced a lack of diversity or inclusiveness were people of color. Additionally, the cost to organizations to recruit and fill a vacancy can range from 30 to 150 percent of an employee’s salary – a much bigger loss for the big picture, the report indicates.
“In our experience working with the organizations who prioritize diversity and have a fundamental understanding of the full benefits of diversity and the costs that they incur if they don’t, is what separates a successful organization from those that aren’t,” Weinberg says. “This is a mission critical core value that is vital to organizations and it’s that perception shift that we really need to encourage in the sector.”
Commongood gives several suggestions for how to build diverse and inclusive workplaces in the nonprofit sector.
--Have open conversations that lead to clarity, consensus, and commitment.Talking about race can be difficult, and yet a productive exchange of ideas and openness can take place when there is a thoughtful process involved. To get a conversation going, leaders can form a staff committee with the assignment to organize trainings, structure settings for staff conversations, and report on results.
--Communicate effectively about diversity commitments. Create and share an organizational diversity statement and plan that clearly tells how the organization defines diversity, what its goals are related to diversity, and what strategies it uses to meet those goals.
--Develop partnerships and networks that enable effective recruiting. Target community organizations that represent diversity, such as professional associations, educational institutions, alumni networks, cultural societies, etc. in order to expand the possibility of locating a more diverse candidate pool.
--Ensure hiring processes that are equitable and inclusive. Take steps to ensure that unintentional bias doesn’t affect hiring processes, and to conduct an audit around hiring-related policies for subtle cues that could be interpreted as biased, unfair, insensitive, or offensive. Weinberg suggests involving diverse individuals in the design and implementation of the hiring process. The organization should also make sure that it is clear on its messaging about diversity throughout the interview process.
--Embrace, develop, advance, and retain employees. Simply succeeding in hiring diverse employees is not enough to maintain a commitment to diversity and inclusion. To keep new people, organizations must focus on activities that promote diversity. Consider a well-designed mentoring or coaching program for new employees. There are many other ways for organizations to demonstrate a commitment to diversity throughout all the ranks, while making sure that diverse employees have opportunities to advance to senior leadership positions.
Susan
I look forward to your comments and reviews on my newest eBook, Cashing In On Diversity.
Tuesday, June 7, 2011
Why in the world would a business owner put up a 'right to refuse service' sign?? No diversity here!
Any retailer that posts a sign announcing they “reserve the right to do business with anyone for any reason," needs to at least recognize that's a pretty dumb way to attract new customers --
I really can't believe I still see these signs, but I do. What is going through the head of any business owner that appears to say, "hey, if I don’t like the color of your skin, or how you look or act, I can tell you to leave my store and I don’t have to even be rational or even follow the law.”
I moved to New Mexico in January and am really surprised that in a state with such a diversity of population, business ‘refusal’ signs are still common in many communities.
For many people – whether or not they fit into a ‘minority’ classification, such a statement harkens back to the days when non-white people were actively discriminated against by racist retailers. So, why would any business owner in their proper mind – someone who wants to make money by serving as many people as possible -- post a potentially offensive sign in their store in this day and age?
Well, here is a quick sociology lesson for anyone who would defend this practice: almost half, nearly 40 percent, of the U.S. population doesn’t fit the white family stereotype that made marketing in the 60s so easy – the image of June Cleaver and her popular family.
Guess what! Leave it to Beaver days are over! The changing cultural landscape of the country is exciting and offers so much opportunity. This requires all of us in business to think about the best way to start an engaging conversation.
An offensive sign that brings back memories of our country’s worst behaviors, the days of water hoses and black children being hosed down, simply is not a way to start a good conversation with any customer.
I DO still remembers those horrible images from the 1950s when watching television with my parents, and I often ask store owners to explain their signs when I see these discriminatory signs in their stores.
It can be an interesting encounter. Sometimes, the store owner is quite defensive, even when I quietly explain how I feel about their sign and why. But I do think they get the message, and I ask others to ‘run’ the same ‘social experiment’.
This type of bigotry, whether or not it is purposefully intended, really harms all of business and can be so hurtful.
One has to wonder. Who is the store owner targeting? Would they kick out a gay couple holding hands? Do they want poor people to stay away? Are they directly targeting Native Americans? Often, the store owner can’t even answer these questions, probably because they haven’t given their sign enough thought in the first place. Yet, I am sure they want to have a successful business and make money from lots of customers.
My new eBook, Cash In On Diversity,is published by Smashwords (distributor of eBooks to the Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) and I've tried to blend practical experience with academic findings and provide do-able solutions for companies that are trying to grow their customer base, capturing a better representation of ethnicity and cultures.
The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (from Abrahamic religions to xenophobia).
So take a look -- follow the link -- and you can download 20 percent for free!
Monday, January 24, 2011
Serving the Underserved - Bringing Diversity to Your Customer Base
How would you like your business to profit from “doing good”?
It takes “starting small,” according to Ron Ashkenas, writing for The Harvard Business Review.
In the past two decades, many corporations have made strides in shedding their reputations as polluters, exploiters, and gluttons, Ashkenas states. But there is still a long way to go until doing good is an accepted norm for successful businesses. How can you help your company get there? Ashkenas advises trying these first steps to diversify your customer base:
“Ask people to think about the bottom of the pyramid. There are billions of underserved, poor consumers in the world. Encourage your people to learn more about these populations and think about ways your company can serve them.
“Educate your team. Send out articles and websites, invite speakers, and get the discussion going about how your company can contribute to and profit from social change.
“Do a sustainability audit. This one doesn't have to be company-wide. Focus on how your unit can reduce waste and increase sustainability. Can you cut back on your use of supplies or make travel more efficient?”
Read more on "To Profit from Doing Good, Start Small" by Ashkenas here --.
http://bit.ly/eGgkYA
----
I am taking this advice to heart as I build a Mary Kay business. How can I involve a diversity of customers and potential sales team members? Askenas advice is a good place to start.
It takes “starting small,” according to Ron Ashkenas, writing for The Harvard Business Review.
In the past two decades, many corporations have made strides in shedding their reputations as polluters, exploiters, and gluttons, Ashkenas states. But there is still a long way to go until doing good is an accepted norm for successful businesses. How can you help your company get there? Ashkenas advises trying these first steps to diversify your customer base:
“Ask people to think about the bottom of the pyramid. There are billions of underserved, poor consumers in the world. Encourage your people to learn more about these populations and think about ways your company can serve them.
“Educate your team. Send out articles and websites, invite speakers, and get the discussion going about how your company can contribute to and profit from social change.
“Do a sustainability audit. This one doesn't have to be company-wide. Focus on how your unit can reduce waste and increase sustainability. Can you cut back on your use of supplies or make travel more efficient?”
Read more on "To Profit from Doing Good, Start Small" by Ashkenas here --.
http://bit.ly/eGgkYA
----
I am taking this advice to heart as I build a Mary Kay business. How can I involve a diversity of customers and potential sales team members? Askenas advice is a good place to start.
Monday, January 17, 2011
Come join me in this new venture with Mary Kay Inc.
Hello,
I am so excited to invite you along on my business venture as a new independent Beauty Consultant selling Mary Kay, Inc. cosmetics. When I first decided to do this as an extra source of income, I also knew it would be even better if you join with me as I begin this journey.
After doing my own investigation, I learned that Mary Kay, Inc. promotes positivity, integrity and most of all, DIVERSITY, in their catalogs. On my soon to appear website, you will be able to find products for every skin type and complexion. Also, you will find fragrances and great gift ideas. I am very proud to report that Mary Kay, Inc. does not test on animals and proudly signed the PETA pledge.
You will soon be able to help me as I begin this journey. Here are 5 simple ways:
1. I'll let you know when my website is up and running. You can go there and register to receive emails about new products and spread offers and create your own signature look.
2. Ask me to share the Mary Kay opportunity with you.
3. Ask me about the benefits you can receive when you schedule a skin care class, collection preview or host your own web show.
4. Ask me how you can become a preferred customer.
5. Forward this blogpost to your friends and family. Word of mouth is very helpful.
So -- I am really looking forward to sharing my journey with you. Please be a part of it! Yes, it will be hard, but setting goals will pay off. It always does.
I have more to share with you --
Susan Klopfer
After doing my own investigation, I learned that Mary Kay, Inc. promotes positivity, integrity and most of all, DIVERSITY, in their catalogs. On my soon to appear website, you will be able to find products for every skin type and complexion. Also, you will find fragrances and great gift ideas. I am very proud to report that Mary Kay, Inc. does not test on animals and proudly signed the PETA pledge.
You will soon be able to help me as I begin this journey. Here are 5 simple ways:
1. I'll let you know when my website is up and running. You can go there and register to receive emails about new products and spread offers and create your own signature look.
2. Ask me to share the Mary Kay opportunity with you.
3. Ask me about the benefits you can receive when you schedule a skin care class, collection preview or host your own web show.
4. Ask me how you can become a preferred customer.
5. Forward this blogpost to your friends and family. Word of mouth is very helpful.
So -- I am really looking forward to sharing my journey with you. Please be a part of it! Yes, it will be hard, but setting goals will pay off. It always does.
I have more to share with you --
Susan Klopfer
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