Take Affirmative Action Today!
For decades people have pushed back against affirmative action laws. Those people rarely understood the letter or the spirit of affirmative action. I have been asked hundreds of times if affirmative action requires a quota, a set percentage of Black, indigenous, and other people of color or members of other underrepresented groups to be admitted to an academic institution. The answer is consistently ‘no’. Organizations of all kinds continue to complain that they cannot find
Fighting Words
Fighting Words I am a pacifist. I do not own a gun or any other weapons. I use words to combat to combat ignorance, hatred, and brutality and it is definitely time to fight. The increasingly dangerous assault on diversity, equity, inclusion, and access (DEIA) requires a coordinated and sustainable defense. As a small business owner, I usually avoid entering into political discussions, but the body politic is at the greatest risk of my entire
What Difference Does Difference Make? Is the Candidate Qualified?
What Difference Does Difference Make? I have been asking this question for decades: What difference does difference make? It came to me when I was confronted by very privileged individuals who could not even imagine what life would be like for those who are not white, Christian, educated, socioeconomically secure, heterosexual, without a major disability, born in the USA, and for the most part, male. I needed to find ways to get through the resistance
The Best Ways to Hold Companies Accountable for Increasing Representation of Black Senior Leaders
It is always affirming to be asked to provide an opinion on diversity matters as a diversity expert. Matthew Boyle a journalist with Bloomberg Business asked me: What have you learned about the best ways to hold companies accountable for increasing representation of Black senior leaders? Here is my long response to Matthew. (The referenced article is linked below.) Organization’s C-suites, Boards of Directors, and shareholders can hold each other and, most importantly, themselves accountable
Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency
Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency Help! During the past week my partner, Paula T. Edgar and I have received at least two dozen requests for help from potential clients. These requests have varied in terms of the specific type of help that they were seeking, but mostly people wanted help drafting their “Black Lives Matter” statements. Several people reached out asking if they could “pick our brains” (aka get free consulting), but
10 Inclusive Management Best Practices for Remote Teams
10 Inclusive Management Best Practices for Remote Teams March 12, 2020 The challenge of inclusive management is even more critical when teams must function remotely. Each year, more and more employees work remotely at least part of the time. Right now, many organizations across the globe are closing for two weeks or more to stem the spread of the COVID-19 virus. There are also many employees who are being quarantined during this time. The
Accountability Assures Organizational DEI Success
Who ‘owns’ diversity, equity, and inclusion (DEI) at your organization? Often, the responsibility for the success, or sadly, the primary accountability for the failure of an organization’s DEI initiatives belongs to the Chief Diversity Officer (CDO) or head of HR. In many organizations, these individuals do not report to the CEO or president, but to the Chief of Staff, Chief Administrative Officer, or the CFO (this last, for reasons that escape us). Successfully advancing DEI
My Women’s History – 1969
In the winter of 1969 I wore pants (sewn by my mother) to school for the 1st time. Mrs. Matossian, my 5th grade teacher sent me to Mrs. Sullivan’s (the Principal), office for coming to school dressed inappropriately. The next day, my mother sent me back to school in a new pair of ‘slacks’ with a note citing the School Dress Code for New York State allowing girls to wear pants. This was the
Announcing Inclusion Strategy Solutions LLC!
January 14, 2019 Dear Friends and Colleagues, As we embark upon a new year, we wish you and yours all things wonderful! 2018 was an incredible year! Most exciting was the formation of Inclusion Strategy Solutions LLC – our partnership! (Learn more about Paula and Wendy) We recognize that our skills and competencies are enhanced through our collaboration. Merging our organizations has provided our clients with a greater depth and range of services.
#METOO and What I Do About it: Part 2 – The Problem
Continued from #METOO and What I do About it: Part 1 It was another 7 years before I began working in the EEO (Equal Employment Opportunity) Office at the NYC Department of Transportation. In 1987 I became the Deputy Women’s Advisor for the agency (on top of my day job as Deputy Director of Administrative Services). I had been active in fighting for equity and justice in many different forms throughout my life and
