Tag Archives: discrimination

The Process, Part 1: Inclusive Recruitment Is NOT Affirmative Action!

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As it is early in the year, I thought it would be interesting to start delineating some inclusion strategies in chronological order, in terms of an employer’s relationship with an employee. Recruitment marks the beginning of every relationship between employer and employee, think of the first accidental glance across a room exchanged with someone who later becomes a friend. Employers are recruiting all of the time without being aware of it: manufacturers are recruiting every time they advertise their products; non-profits are recruiting when they ask people to donate or volunteer for their cause, and governments are recruiting when they send their employees out to serve the public. If people like what they see or hear or taste or use they may think about joining those who helped to create their positive experience.

Word of Mouth

Many employers give their employees a financial reward if they refer someone who is hired by the company. Employee referrals are highly valued, especially in the for-profit sector as the data is impressive in terms of employee retention rates for employee referral new hires. Governments have much lower turn-over rates than the private and non-profit sectors, but increasingly are modeling their management styles on the private sector, including paying bonuses to high performing employees and terminating those who do not meet the standards established for their function. This means that government employers are also paying more attention to recruiting high-potential employees. The greatest source of information about an organization is its employees. If they are unhappy, they let people outside of the organization know. There is a great website, glassdoor (www.glassdoor.com), which posts anonymous employee ratings of employers. Savvy job hunters go there before applying for jobs. People who have left companies telling their exit interviewer, “I have a better opportunity elsewhere,” tend to be more honest with their friends and on websites such as glassdoor. Employers would be well advised to visit this and other sites to find out what people are saying about them, and more importantly, to use that information to improve their employee relations.

Diversity Attracts Diversity

We, in the diversity field used to worry that employee referrals limited the diversity of new hires, but not anymore. Well, not if you already have some diversity. “Diverse” employees (people of color, LGBT employees, people with disabilities, etal) will refer employees like themselves, just as white, male, heterosexual employees will do. Sometimes, employees will refer candidates who are not from their affinity group, but people primarily refer candidates who are similar to themselves. So, the more diverse your employees are, the more diverse their candidate referrals will be. This will also have a positive impact on your employee retention rates as the ‘diverse’ new hires will have an easier time adapting to an organizational culture that is diverse not only in its representation, but also in its innovation. Employers that are intentionally inclusive get real bonuses as they get the attention of ‘high potential candidates’.

Inclusive Recruitment is NOT Affirmative Action!

Inclusive recruitment welcomes stellar employees – regardless of their affinity group affiliation. Talented people come in all races, nationalities, ethnic groups, orientations and abilities. So, if you want to hire ambitious, highly talented people, invite them intentionallyto contribute to your organization. There has been a great deal of buzz (not to be confused with buzz words) regarding “Saturday Night Live” (SNL) and the lack of diversity among the actors on the show. SNL’s management responded to a great deal of negative press regarding the stark absence of diversity at the season’s kick off by hiring Sasheer Zamata, an African-American woman. This process took about three months and is the first time in six years that there will be an African American woman on the SNL cast, which is interesting considering that Lorne Michaels, the top executive on the show said in an October interview with The Associated Press, “It’s not like it’s not a priority for us, it [hiring black women], will happen. I’m sure it will happen.” The announcement this week that Ms. Zamata was joining the cast has been met with a flurry of comments on both sides of the diversity debate. I have been thinking about how much pressure she will experience as those who are cynical of the process of creating an inclusive workforce think of her as an ‘affirmative action hire’. If she is not incredibly entertaining and hilarious during every single skit that she is in, she will be vilified by those skeptics. The writers of the skits, the director, the other actors, will not be subject to the same scrutiny. Ms. Zamata’s qualifications and expertise in her field will not be held up as evidence for hiring her. She will have to rise above the haters and their words and remember – just like all of the other cast members at SNL – she has managed to beat the odds and get selected to be on show. Many employers talk about how creating a diverse workforce is a priority, but few take intentional, strategic action to make it happen.

The Good News

The good news is that any organization, regardless of their history in terms of recruitment can become an inclusive recruiting organization! A great first step is conducting an anonymous employee survey. Many employers are reluctant to do this for two reasons: 1. They may not like what they hear (and this makes those in the legal department very nervous). 2. They may not feel ready to implement the changes that employees recommend. The executive team of your organization would be wise to honestly and openly discuss the possibility of improving your organizational inclusion by doing some real assessment of your current workforce. If you are satisfied with your employees’ performance and engagement and diversity and retention and development and succession – KUDOS! If not, isn’t it about time that you do make it a priority?

Onward!

~ Wendy

wendy@inclusionstrategy.com

www.inclusionstrategy.com

 

Wishing You a Year Filled with Diversity and Inclusion!

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NYC July 4, 2012, C. Wark
In my last blog entry I asked, “What’s in a word?” I examined words used in hateful, specifically racist ways. Now, as we begin a new year, our thoughts tend to focus on how we want this year to be an improvement over last year. We wish each other good health, prosperity, happiness, and peace. Being in the diversity and inclusion business, I wish people greater diversity and inclusion. These two words do not come without their own baggage. The word diversity is rife with double entendres for those who resist inclusion and is sometimes misused as code for ‘workplace representation quotas’ or ‘political correctness.’
New York Botanical Garden
W. Wark, 2012
Diversity
Why am I wishing you a year filled with diversity? Well, first, I would think that without diversity your year might be pretty boring. In wishing you a diverse year, I am wishing you more diversity in terms of your experiences, thoughts, and relationships. This may seem incredibly simple and obvious; however, many people still cling to old, familiar ways out of habit and sometimes this means sustaining an ‘us and them’ culture. How many times, for example have you heard someone say something like, “If it were not for those people …?” People would likely find other things to cling to, in terms of their personal comfort and assigning blame if their engagement with diversity increased, but the more diverse people’s relationships are the more likely they are to accept different opinions, ideas and lifestyles. So I wish you an incredibly diverse year!
Inclusion
Why wish you inclusion? Well, being inclusive requires an action on your behalf. One cannot sit at home and expect inclusion to come to them. It may in very, very small ways, such as the person delivering the Thai food who is from Guatemala. But, we would not know where the person was from without asking them as they would not be likely to volunteer that information. So, we need to be proactive if we are to be inclusive. There is so much that we can learn, enjoy, and gain by extending invitations. I hope that you are reaching out and inviting inclusion into your life!
History
Throughout these blog entries I have carried a thread, or a theme. I am always wondering how to take this complicated and rather arduous subject of diversity and inclusion and break it down into digestible segments or bites, but more than sound bites, I am trying to nurture thoughts and discussion about sensitive and challenging subjects. I believe that we can only move forward if we explore and respond to our past. Reading history and checking a box or filing away the information without learning from it or applying what we have learned to the present is, in my humble opinion, worse than not learning at all. What if a doctor studied biology, but forgot most of what they learned? Would you want to be treated by that doctor? No! Similarly, we all live in a complex world with relationships made even more complicated by our history. This is why I take an educational approach to diversity and inclusion and have provided you with historic context through this blog.
School of Athens, Raphael
Fresco (1509-1510)
Rhetoric
I want to discuss one other word – rhetoric. Rhetoric or buzz words tend to dominate the sound bites about diversity and inclusion. When I think of the word rhetoric, I often think of the word bluster, which is really the opposite of the original meaning of rhetoric – which Aristotle taught us was the art of persuasion through the development of arguments based on logic. Bluster on the other hand, is loud, pushy, empty talk. Those who use bluster to distract us from the main argument and point of discourse or rhetoric are often successful, at least in the short term. Rhetoric has become commonly used to mean exaggeration, or hyperbole, using words that lack substantive meaning. I usually begin educational workshops by asking the participants to define diversity and inclusion. The results are often fascinating. These two simple words – diversity and inclusion – represent a wide range of things to people, sometimes emotionally charged things. So, as I have stated for years, words matter. Words are actions – actions that have meaning for us. We need to develop a common vocabulary where the meaning of words is understood by all parties; then we can begin to have constructive conversations about difference.
Organizations need to do more than recruit diverse candidates, such as create inclusion strategies if they are to experience organizational change that is reflective of our society as a whole. Our society as a whole, whether locally, regionally, nationally or globally, needs to take assertive action if diversity is to become recognized as the precious commodity that it is. The transition to an inclusive world begins with you and with me. This may sound like rhetoric, but having witnessed and benefited by the words of individuals such as Mahatma Gandhi, Martin Luther King, Jr., and Sojourner Truth, I know that my argument is sound.
So, I wish you all things wonderful in this New Year, especially diversity and inclusion!
Onward!
~ Wendy
Please let me know what you think of this entry.
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What’s In A Word?

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“Sticks and stones may break my bones, but words will never harm me.”
 
My mother, like many mothers of children who were ostracized and tormented for being different, used this expression to assuage us – to no avail. We still got into physical fights with the kids in our building who called us the S-word and other Hate Words because our father was Puerto Rican.
 
One hundred years earlier, in March of 1862 the phrase was cited in “The Christian Recorder” of the African Methodist Episcopal Church, (Which was first published in New York City in 1852).
 
“Remember the old adage, ‘Sticks and stones will break my bones, but words will never harm me’. True courage consists in doing what is right, despite the jeers and sneers of our companions.” [http://www.phrases.org.uk/]
 
There are too many commonly used Hate-Words: African Americans are called the N-word, Italian Americans, the W-word, Chinese Americans, the C-word, Vietnamese Americans, the G-word and many more than I care to list in this short blog entry. (If you need me to spell-out or explain any of the phrases listed above please email me.)
 
In the 1980s, when I first began to develop sexual harassment prevention education, I cautioned participants that words are actions and may lead to an escalation of inappropriate and illegal behavior from verbal to physical if not addressed by someone in authority. Bullying of any kind must be dealt with directly by teachers, supervisors and CEOs.
 
The R-Word
Cody Blackbird
This sign appeared this morning (12/08/13)
outside a Sonic Drive-In Restaurant in Belton, Missouri.
Read more at Indian Country Today
I have long been deeply perturbed by the usage of the derogatory R-word as the name of an American football team based in our nation’s capital. The team that was originally the Boston Braves when it was established in 1932, became the Boston Redskins a year later (1933–1936), then moved to Washington D.C. in 1937 where they still go by that same offensive name.
 
 
Perhaps not coincidental to the name is the fact that in 1962, Washington was the last American football team to integrate racially and they did so only after the federal government threatened to sue the owners as D.C. stadium, where they played at the time, was U.S. property and so segregation was illegal there.
 
I strongly urge everyone to stop using the R-word entirely.
 
 
The K-Word:
Etymonline.com provides the history of another insidious hate word:
 
“1790, from Arabic kafir “unbeliever, infidel, impious wretch,” with a literal sense of “one who does not admit the blessings of God,” from kafara “to cover up, conceal, deny, blot out.” Technically, “non-Muslim,” but in Ottoman times it came to be used almost exclusively for “Christian.” Early English missionaries used it as an equivalent of “heathen” to refer to Bantus in South Africa (1792), from which use it came generally to mean “South African black” regardless of ethnicity [African or Indian], and to be a term of abuse since at least 1934.”
 
How many times did Nelson Mandela hear the K-word used as a weapon against himself and others? How many times did he have to rise above unimaginable abuse to move from victim to victor, from one of many of the oppressed to a global symbol for freedom and human rights?
 

“If you talk to a man in a language he understands, that goes to his head. If you talk to him in his language, that goes to his heart.”
― Nelson Mandela

World Human Rights Day

The Universal Declaration of Human Rights was adopted by the UN General Assembly on 10 December 1948 as a result of the atrocities committed during the Second World War.The Commission on Human Rights was made up of 18 members from various political, cultural and religious backgrounds. Eleanor Roosevelt, widow of President Franklin D. Roosevelt, chaired the UDHR drafting committee.
 
Universal Values
The core principles of human rights first set out in the UDHR are universality, interdependence and indivisibility, equality and non-discrimination. The Declaration begins:
 
“Whereas recognition of the inherent dignity and of the equal and inalienable rights of all members of the human family is the foundation of freedom, justice and peace in the world,”
 
What’s In A Word?
Native American tribal leaders have been appealing to the owners of the football team with the racist and derogatory name in an attempt to get them to change the team’s name by offering alternative names. Their appeals continue to fall on deaf ears. What words do the owners need to hear to understand how the R-word is an assault not only on Native Americans, but on all of us who value people’s inherent dignity?
 
Nelson Mandela did not transform South Africa from a nation crippled by Apartheid to a democracy for all of its citizens alone. He did not employ violence to achieve this lofty goal. He used words and his incredible capacity to listen – to the oppressed as well as their oppressors. In order for Nelson Mandela to talk to others in their language he had to learn their language by listening. Once he mastered that language he was able to use it to effectively dismantle a hateful and criminal system.
 
To move from hatred to recognizing our shared humanity – to move from Hate-words to a humanitarian language – is a lofty goal. It is incredibly fortunate for all of us that we have had role models such as former President Nelson Mandela to remind us that, however lofty they may be, our goals are achievable if we are optimistic enough to believe in them. Words can be transformed from weapons to tools for learning about and loving one another. This fairly simple concept is at the core of the work to create and sustain inclusive environments, work places, communities, and nations.
 
It is critical that we engage in conversations that may initially be uncomfortable, but in the long term can help us to understand how we have much more in common with one another than we think. It is fitting that on World Human Rights Day tens of thousands of people, including leaders from around the world gathered to honor and celebrate the life of one of our greatest humanitarians, Nelson Mandela.
 
Onward,
 
~ Wendy
 
 

The Women’s Empowerment Principles: Equality Means Business

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I want to let you know about some of the great work that the UN is doing to advance women’s equity in the workplace and beyond, and about an amazing and dedicated woman who is helping to make our world a better place, one woman at a time!
Thanks to a recent U.N. initiative, businesses worldwide now have guidelines that spell out seven principles that create a gender equitable workplace environment. In just three years since its inception, 664 companies in 51 countries have signed “The 7 Women’s Empowerment Principles” (WEP). The WEP document offers standards about how to empower women in the workplace, marketplace and community.
In March of this year, 5 companies from around the world received the inaugural WEPs Leadership Awards at the annual “Equity Means Business” event in New York City. Nominations are now being reviewed for 2014. Before I list the principles and tell you about the amazing Turkish woman we are supporting for a WEP award, here’s a brief background of how the award originated.

Background

In 1995 I was privileged to travel to Beijing, China with representatives of 180 New York City-based women’s organizations. We were among 17,000 supporters of women’s rights who were in China for the United Nations’ Fourth World Conference on Women. I was the Acting Executive Director of the New York City Commission on the Status of Women (NYC CSW) at the time. The NYC CSW sponsored four workshops for the NGO Forum in Beijing on the subjects of outreach, education, domestic violence, and sexual harassment. The outcome of that conference was the “Beijing Declaration and Platform for Action,” a 132-page document detailing a commitment to women’s equity that was adopted by all 189 countries in attendance. One of the results of that declaration was the eventual establishment in 2010 of UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. http://www.un.org/womenwatch/daw/beijing/platform/

The 7 Women’s Empowerment Principles (WEP)

The Women’s Empowerment Principles (subtitled “Equality Means Business”) are the result of collaboration between the UN Women and the United Nations Global Compact. They are adapted from the Calvert Women’s Principles®. The development of the WEPs included an international multi-stakeholder consultation process, which began in March 2009 and culminated in their launch on International Women’s Day in March 2010. http://www.weprinciples.org/
1 Establish high-level corporate leadership for gender equality
2 Treat all women and men fairly at work –
respect and support human rights and nondiscrimination
3 Ensure the health, safety and well-being of all women and men workers
4 Promote education, training and professional development for women
5 Implement enterprise development, supply chain and marketing
practices that empower women
6 Promote equality through community initiatives and advocacy
7 Measure and publicly report on progress to achieve gender equality

WEP Leadership Awards

The WEP Leadership Awards salute business leaders for their exceptional championship of gender equality and support for the Women’s Empowerment Principles. Some weeks ago, my partners Tresa Eyres and Nebahat Nebahat Timur Tokgöz, and I were discussing the WEP Leadership Awards and one organization in particular came to mind: B-fit.
B-fit is Turkey’s first chain of women-only gyms. It was founded in 2006 by Ms. Bedriye Hülya. B-fit does more than promote physical health. It is a women-owned and operated business that implements WEP principles and raises gender equality by: (1) promoting women’s entrepreneurship, (2) increasing women’s employment, (3) improving the health of women through exercise and education, and (4) providing a safe and supportive environment that increases women’s self-esteem and social well-being.
B-fit’s 230 franchises and services are available to women of all ages and socio-economic levels in many geographic regions in Turkey. B-fit engages its franchisees and customers in developing social projects that benefit communities in the 48 cities, large and small, that it serves. We are incredibly impressed by B-fit’s mission and vision:
B-fit’s mission is

 

  • To enable women at every age group and income level to develop the habit of engaging in sports activities as a way of helping them increase their physical and mental powers
  • To increase the power of women in their economic lives by promoting women’s entrepreneurship and creating employment for women
  • To motivate and enable women to create and engage in social activities and community projects and to increase their awareness about their own lives and environment

 

B-fit’s vision is

 

  • To create a platform where women can freely use their power to create a better world for themselves, their families, and their communities
  • To grow by giving women the opportunity to exercise and to learn and practice business, entrepreneurship, and life skills
  • To create a platform where women can become more aware of their own lives and environments and use their power to be equal with men
Ms. Hülya’s passion for helping women and her commitment to advancing equity are contagious! Upon learning about the WEP Awards, she enthusiastically signed the WEP CEO Statement of Support – bringing the total number of Turkish Corporations to 16. [The total number of U.S. corporations that have signed is: 17.] One of the B-fit partners submitted the nomination of Ms. Hülya for a WEP award in the “Community Engagement” category.
We now eagerly await the judges’ decisions.
To learn more, please visit the WEP and B-fit websites!
Onward!
~ Wendy
 

A Brief History of U.S. Women’s Rights

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Some friends have asked me to provide a brief history of women’s rights in the United States. I am tempted to reminisce about my own involvement with the women’s movement, but that is not the assignment. This kind of exercise is always a good opportunity to review, remember and assess how far we have come while remaining mindful that we do not have full equity yet. As one trained as a historian, I really should not call this a ‘history’ or even a ‘brief history’ when it is more accurately a timeline. This is certainly not an exhaustive timeline, so I have included links to websites that provide more in-depth information. I am not going to editorialize or share my opinion or feelings about anything listed here – this blog post is strictly an informative entry. Should you learn something new, that would be great. If you have any questions about anything here, please let me know. OK, I think that I have covered all of the disclaimers and explanations, so let’s go!
1776 Abigail Adams writes to her husband, John Adams who represented the Colony of Massachusetts at the Continental Congress on March 31:

 

“I long to hear that you have declared an independency. And, by the way, in the new code of laws which I suppose it will be necessary for you to make, I desire you would remember the ladies and be more generous and favorable to them than your ancestors.” http://www.nwhm.org/education-resources/biography/biographies/abigail-smith-adams/

1776 United States Declaration of Independence is signed on July 4th. http://www.archives.gov/exhibits/charters/declaration_transcript.html

1787 US Constitutional Convention places voting qualifications in the hands of the states. Women in all states except New Jersey lose the right to vote. http://www1.cuny.edu/portal_ur/content/voting_cal/the_constitution.html
1807 Women lose the right to vote in New Jersey, the last state to revoke the right.
1848 The acknowledged start of the FIRST WAVE of Feminism.
The first women’s rights convention takes place in Seneca Falls, New York. Participants sign a Declaration of Sentiments that call for equal treatment and voting rights for women. http://www.nps.gov/wori/historyculture/report-of-the-womans-rights-convention.htm
1851 Former slave Sojourner Truth: http://www.nps.gov/wori/historyculture/sojourner-truth.htm Delivers her speech, “Ain’t I A Woman?” At the Women’s Rights Convention in Akron, Ohio:
Well, children, where there is so much racket there must be something out of kilter. I think that ‘twixt the negroes of the South and the women at the North, all talking about rights, the white men will be in a fix pretty soon. But what’s all this here talking about?

 

That man over there says that women need to be helped into carriages, and lifted over ditches, and to have the best place everywhere. Nobody ever helps me into carriages, or over mud-puddles, or gives me any best place! And ain’t I a woman? Look at me! Look at my arm! I have ploughed and planted, and gathered into barns, and no man could head me! And ain’t I a woman? I could work as much and eat as much as a man – when I could get it – and bear the lash as well! And ain’t I a woman? I have borne thirteen children, and seen most all sold off to slavery, and when I cried out with my mother’s grief, none but Jesus heard me! And ain’t I a woman?

 

Then they talk about this thing in the head; what’s this they call it? [member of audience whispers, “intellect”] That’s it, honey. What’s that got to do with women’s rights or negroes’ rights? If my cup won’t hold but a pint, and yours holds a quart, wouldn’t you be mean not to let me have my little half measure full?

 

Then that little man in black there, he says women can’t have as much rights as men, ’cause Christ wasn’t a woman! Where did your Christ come from? Where did your Christ come from? From God and a woman! Man had nothing to do with Him.

 

If the first woman God ever made was strong enough to turn the world upside down all alone, these women together ought to be able to turn it back, and get it right side up again! And now they is asking to do it, the men better let them.

 

Obliged to you for hearing me, and now old Sojourner ain’t got nothing more to say.
1866 Congress passes the 14th Amendment, which grants all citizens the right to vote. It is the first time that “citizens” and “voters” are defined as “male” in the Constitution. http://www.archives.gov/exhibits/charters/constitution_amendments_11-27.html
1869 Susan B. Anthony and Elizabeth Cady Stanton form the National Woman Suffrage Association, while Lucy Stone and others form the American Woman Suffrage Association. http://www.nwhm.org/education-resources/biography/biographies/susan-brownell-anthony/
1896 The National Association of Colored Women is formed out of more than 100 black women’s clubs. http://www.nacwc.org/
1916 Margaret Sanger opens the first American birth control clinic in Brooklyn, NY. Within ten days, the clinic is shut down and Sanger is arrested. She eventually wins legal support and opens another clinic in 1923. http://en.wikipedia.org/wiki/Margaret_Sanger
1920 Congress passes the 19th Amendment, granting women suffrage. [Suffrage is the right to vote in a national election.] It passes in the Senate by only two votes. http://www.archives.gov/exhibits/charters/constitution_amendment_19.html
1942 The term “Rosie the Riveter” was first used in a song of the same name written by Redd Evans and John Jacob Loeb. http://www.nps.gov/pwro/collection/website/rosie.htm
1945 Millions of working women lose their jobs when servicemen return from World War II, although surveys show that 80 percent want to continue working.
1960 The acknowledged beginning of the SECOND WAVE of feminism.
1963 Betty Friedan writes The Feminine Mystique. http://en.wikipedia.org/wiki/Women%27s_suffrage_in_the_United_States
1964 Title VII of the Civil Rights Act prohibits employment discrimination on the basis of race and sex. http://www.eeoc.gov/laws/statutes/titlevii.cfm
The Equal Employment Opportunity Commission (EEOC) is established to investigate discrimination complaints. http://www.archives.gov/education/lessons/civil-rights-act/
1966 The National Organization for Women (NOW) is founded. http://www.now.org/
1968 The EEOC rules that sex-segregated help wanted ads are illegal, a ruling later upheld by the Supreme Court. http://www1.eeoc.gov//laws/practices/index.cfm?renderforprint=1
Shirley Chisholm is the first black woman elected to Congress. http://en.wikipedia.org/wiki/Shirley_Chisholm
The National Abortion Rights Action League (NARAL) is founded. http://www.naral.org/
1970 The Dialectic of Sex: The Case for Feminist Revolution is written by Shulamith Firestone http://en.wikipedia.org/wiki/The_Dialectic_of_Sex
Sisterhood is Powerful, edited by Robin Morgan http://en.wikipedia.org/wiki/Sisterhood_is_Powerful
Sexual Politics is written by Kate Millett http://en.wikipedia.org/wiki/Sexual_Politics
1972 The ERA is passed by Congress and sent to states for ratification. http://www.equalrightsamendment.org/congress.htm
Title IX bans sex discrimination in schools. http://www.justice.gov/crt/about/cor/coord/titleix.php
The Supreme Court rules that the right to privacy includes an unmarried person’s right to use contraceptives. http://en.wikipedia.org/wiki/Eisenstadt_v._Baird
Ms. Magazine is first published. http://www.msmagazine.com/
1973 In Roe v. Wade, the Supreme Court legalizes abortion and overturns anti-abortion laws in many states. http://en.wikipedia.org/wiki/Roe_v._Wade
1974 The Equal Credit Opportunity Act prohibits discrimination in consumer credits practices. http://www.justice.gov/crt/about/hce/housing_ecoa.php
1976 The first marital rape law passes in Nebraska, making it illegal for a husband to rape his wife.
1978 The Pregnancy Discrimination Act passes, banning employment discrimination against pregnant women. http://www.eeoc.gov/laws/statutes/pregnancy.cfm
The Female Eunuch is written by Germaine Greer http://en.wikipedia.org/wiki/The_Female_Eunuch
1981 Sandra Day O’Conner is the first woman ever appointed to the U.S. Supreme Court. Ruth Bader Ginsberg joins her in 1993.
1986 The Supreme Court rules that sexual harassment is a form of illegal job discrimination. http://www.law.cornell.edu/supct/html/historics/USSC_CR_0477_0057_ZO.html
1990 The acknowledged beginning of the THIRD WAVE of feminism.
1993 The Family and Medical Leave Act goes into effect, allowing women workers to take employment leave after giving birth. http://www.dol.gov/whd/fmla/
1994 The Violence Against Women act increases services for rape and domestic violence victims, as well as federal penalties for sex offenders. http://www.whitehouse.gov/sites/default/files/docs/vawa_factsheet.pdf
2009 Lily Ledbetter Fair Pay Act signed by President Obama eliminating the statute of limitations on claims of violations of the Civil Rights Act of 1964 pay equity clause. http://www.eeoc.gov/laws/statutes/epa_ledbetter.cfm
More Information:
National Women’s History Project http://www.nwhp.org/
New York Times Comparative Timeline US History / Women’s History http://www.nytimes.com/library/magazine/millennium/m2/wolf-timeline.html
National Parks Service, Women’s Suffrage History http://home.nps.gov/wori/historyculture/womens-suffrage-history-timeline.htm
Onward,
~ Wendy
 

There is NOT an APP for that!

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What came first..?
A few weeks ago I received an email through LinkedIn asking me if I had a few minutes to chat with a fellow who is selling an app that would provide inclusion education for employees.  He claimed that at least one university was already using the alpha or beta version of this app.  He was asking for my input regarding his intention to expand his business into the public and private sectors.
My reply: “I believe that the computer and social media are incredible tools that can augment and enhance effective diversity and inclusion education, but are not sufficient on their own in this very sensitive area.”  He responded that they plan to offer blended education using a coach and online modules. I wonder how you can develop and test such an app before you check in with the subject matter experts. 

Effective Education

In 1990 I set out to develop sexual harassment prevention and EEO (equal employment opportunity) education that would make a difference.  I was working at an organization that had a very low percentage of women and the mandatory aspect of the sexual harassment prevention and EEO education did not go over very well with most employees. I needed to reach my audience within the first 5 minutes of the workshops or I would lose them entirely.  So, I designed interactive exercises that got people talking right away, instead of torturing them with a slow, painful recitation of EEO laws facilitated through death by Power Point.
Many people approached me at the end of the sessions and thanked me, often hugged me and told me that they – frequently the same employees who had approached me four hours earlier, saying that they did not have time to waste sitting in this class –thought the session could be longer. They had more questions and wanted to do more brain-storming with the other participants. That they had actually had FUN! 

Can you relate?

I am not sharing this with you because I need to brag about my accomplishments.  I am sharing this with you because it is important to understand how critical it is that education in this sensitive and dangerous – yes, dangerous – subject matter is facilitated by someone who really knows the subject and how to reach the participants. That means that effectiveEEO, diversity and inclusion education is interactive and considers the fact that everyone in the room has strong feelings about discrimination and has had a myriad of experiences that result in the development of personal lenses of filters.  Diversity and EEO education is not the same as training someone how to use their cell phone.  This education is about relationships and so, the participants need to practice relating. 

When I used the word organism in my article, “The Evolution of Inclusion,” I was not using it as a metaphor. Organizations are comprised of people, not widgets and so I recommend that we take a more human approach to educating members of organizations about preventing sexual harassment, the history and laws pertaining to discrimination and EEO, diversity theory, and the value of creating an inclusive environment.  This recommendation is not based on legal requisites or on the fact that discriminatory behavior is not nice, it is based on the fact that people need other people in order to do their jobs successfully. In other words, people – all people – are interdependent.

What difference does difference make?
I know, I keep bringing up that word, interdependent, but it is the right word to use.  We are interdependent and if you have ever participated in team building sessions, you know that interdependence is at the core of those efforts.  I do not hear enough about this in discussions on diversity and inclusion.  We hear a great deal of discussion about ‘them’ and how ‘they’ are not doing whatever it is that we want them to do, (who ever ‘they’ are).  Well, let’s help people to discover their interdependence and then perhaps they will become independent from their fears of ‘them’! 

This can only be achieved through interactive exercises that help people to experience change.  Perhaps they will experience a change of heart, or a change of attitude or a change of opinion.  This is always my goal when I prepare educational sessions for clients.  How might I help the participants to learn how they see others?  How might I help the people in the room to understand that different is only different, not better or worse, necessarily? (For example, I like chocolate and cheese – both a bit too much.) My ultimate goal, however is to help people to understand that different is better. Being around difference is better for us.  It makes us smarter, more interesting and more creative.  Difference makes us more aware of ourselves, not in a self-conscious way, but in a self-celebratory way.  Difference is delicious and beautiful and fun!  And there is not an app for that!


Onward,

~ Wendy
 

Announcing the Inclusion Strategy Solutions LLC Partnership

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Nebahat Timur Tokgöz
I am thrilled to announce the addition of two partners to assist me in leading Inclusion Strategy Solutions LLC to greater heights of collaboration and success!
It is my honor to be associated with these dynamic, exceptional, and visionary women – Tresa Eyres and Nebahat Timur Tokgöz. Collectively they add a wealth of knowledge and experience, competency, and professionalism to Inclusion Strategy Solutions LLC. They each also bring something even more valuable to me:Passion with a purpose.
Inclusion Strategy Solutions LLC was founded on the principle that all people are valuable and hence, should be valued. Tresa and Nebahat have given tirelessly, through their careers and pro bono endeavors, to achieve that mission. Nebahat has also developed a rare gift of painting as a further means of expressing her passion for people and the creative process. Our diverse backgrounds and complementary skills and experiences will provide our clients with greater opportunity to strategically create success through inclusion!
Please join me in welcoming Tresa and Nebahat to Inclusion Strategy Solutions LLC!
Tresa Eyres, Partner Tresa

Tresa is a learning and development professional with more than 25 years helping clients improve their leadership and productivity. In the years 1994 through 2001, she was a key member of Bank of America Advisory Services, Inc., which provided on-site consulting to a number of financial institutions in Turkey.

 

Nebahat Timur Tokgöz, PartnerNebahat

Nebahat is a seasoned business professional with more than 30 years of demonstrated success. At a time in Turkey when few women held executive office, Nebahat was one of the first female Assistant General Managers of a financial institution and the first (non-family) female member of a Board of Directors.

 

16 September 2013
 

Commemorations

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Commemorations

This week commemorates two anniversaries: August 26, 1920 the day that the 19th Amendment to the U.S. Constitution was ratified granting women suffrage or the right to vote and August 28, 1963 when more than 200,000 people convened the March on Washington for Jobs and Freedom.
Commemoration is the act of co-remembering, to publicly share and memorialize some historic event. As a student of history, I love commemorations and the many ways that they influence the present and subsequently, our perceptions of the past.
 

(© 2003 D’Azi Productions)

“You cannot know where you are going, until you know where you have been.”

My mouse pad, a gift that a friend brought me from the National Civil Rights Museum in Memphis, has “History” (1962) written across the top and a photo depicting three doors. The first door has the word “Women” on it, the second door has the word “Men” on it and third door has the word “Colored” on it. Under the photo is the caption: “You cannot know where you are going, until you know where you have been.”
I love this mouse pad! Every day it reminds me why I do the work that I do. Every day it reminds me of Emma Lazarus’ words: “Until we are all free, we are none of us free.” Ms. Lazarus, the poet famous for “The New Colossus” which is etched at the base of the Statue of Liberty was born in New York City but was never able to vote because of her gender.

A Lifetime of Voting
My mother was born eight years after women earned the right to vote in the U.S. and brought me to the voting booth for as far back as I can remember. I remember being in the booth with her, fascinated as she clicked the levers and finally slid the metal bar across that registered her vote and opened the curtain. The Wizard of Oz had nothing on her! I remember entertaining myself while she volunteered at the polls. I remember registering to vote immediately after my eighteenth birthday and counting the months that I had to wait for the first election that I would vote in. It was the 1976 Presidential election and being the nation’s bicentennial made it all even more exciting.

The Women’s Suffrage movement was launched officially in 1848 at a convention in Seneca Falls, NY, where Frederick Douglass, the only African American to attend the event, gave an inspirational pro-vote speech. (There were many women present who were anti-suffrage.) In 1851 at the Women’s Convention in Akron, OH, Sojourner Truth, another former slave delivered her famous “Ain’t I a Woman?” speech which poignantly argues for women’s equality. The women’s suffrage movement had its up and downs over its 72 year span including some deplorably racist tenets held by Susan B. Anthony and others. One might argue that white women competing against African American men for the vote exemplified a successful campaign to ‘divide and conquer’, but it was not and is not that simple. There were some lighter moments as well such as when Alice Duer Miller turned the tables in 1915:
 
Why We Don’t Want Men to Vote
  • Because man’s place is in the army.
  • Because no really manly man wants to settle any question otherwise than by fighting about it.
  • Because if men should adopt peaceable methods women will no longer look up to them.
  • Because men will lose their charm if they step out of their natural sphere and interest themselves in other matters than feats of arms, uniforms, and drums.
  • Because men are too emotional to vote. Their conduct at baseball games and political conventions shows this, while their innate tendency to appeal to force renders them unfit for government.
 
 
March On!
Yesterday marked the 50th Anniversary of the Great March on Washington. In 1963 I watched the historic event on television, awe struck by the vast range of humanity out en masse. The words of hope and inspiration from one speaker and performer after another were incredible, even to a little 5 year old girl. I did not understand the significance of the event nor how it would impact our world, but the message – We all deserve to be free and to be able to make a decent living wage – made its way from the Lincoln Memorial to our living room and has been motivating me ever since.
 
 
What is your story?
History – our story – is comprised of people who make a difference every day by marching, walking, talking, sharing, teaching and remembering! How have these historic events affected you and those you love? What is your story? How may we commemorate it?
 
Onward!
 
~ Wendy
 

The Emperor’s New Clothes

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“The Emperor’s New Clothes,” Vilhelm Pedersen
The Emperor’s New Clothes

Hans Christian Anderson illustrated the vulnerability of leaders who are unable to self assess in his wonderful tale “The Emperor’s New Clothes.” Another important observation that Anderson made was that the Emperor’s ‘executive leadership team’ would not tell him the truth about his lack of coverage, or protection for fear of retribution. So, because of his vanity and inability to engender trust in others he paraded through the streets of Denmark in an invisible suit of clothes. The only one who pointed out the truth was a boy in the crowd. “Out of the mouths of babes..”

Nolo Contendere
Nolo Contendere is a Latin legal expression meaning that the accused neither accepts nor denies guilt. A recent example of this is Bob Filner, Mayor of San Diego, who has been accused of sexually harassing as many as 16 different women during his career. Mr. Filner claims that he has never been trained in sexual harassment prevention and so is not responsible for his own actions and that the City of San Diego should pay his legal bills pertaining to these accusations as a result of his lack of training.
Take it From the Top
As I was about to begin a training session for the executive leadership team of a former employer, the head of the organization approached me, put his arm around my shoulder and said, “Wendy, does this really need to take three and a half hours? You can make the session shorter, can’t you? Say, two hours?” He gazed at me very directly, you might say, with emphasis, to make sure that I understood the message. He was not really asking me to shorten the session. He was tellingme to do so. We had customized the session for this group, to assure that they understood their role and responsibility to prevent harassment and discrimination in the workplace. Now, after months of preparation, I was being told to cut the session almost in half. I was not happy, but I knew that I was not empowered to defy him. How could hebe exempt from this training that every employee in the organization was mandated to participate in? When organizations are committed to preventing harassment and discrimination, they hold everyoneaccountable to upholding the law, regardless of rank. Successful leaders understand that in order to be effective they must lead by example, by exhibiting impeccable behavior, not by establishing a double-standard.
On best behavior?
If a consultant had been retained to facilitate the training session that I describe above, the intimidation that I experienced would never have occurred. The head of the organization would have been on his best behavior. This may seem self-serving coming from a consultant who stands to benefit by those who take my advice, but I have spent many years as an ‘in-house’ subject matter expert who was hired because of my expertise and asked or told to bring in ‘experts’ to facilitate training after I was on board. I learned that outsiders could be more effective, not because they knew more about preventing sexual harassment than I did, but because they would be taken more seriously than I would by the organization’s leaders. My mission has remained the same regardless of whether my role is employee or outside consultant – to end discrimination and harassment in the workplace. Sometimes that has meant bringing in an outsider to effectively get the message across, rather than conveying it myself.
Learning is fun!
Most organizations provide mandatory sexual harassment prevention training although the quality of that training varies wildly. What matters most is not whether education is mandatory or not, but that the education provided is effective. [I intentionally use the word education instead of the word training here, as we are discussing changing one’s behavior and competencies, not how to operate one’s cell phone.] If the education provided is not interesting to the participants, they will not retain critical information. Adult learning theory is very clear: make learning fun if you want it to make a difference! This rule is applicable regardless of the subject matter. To be clear: I do not think that sexual harassment is fun, but the process of helping others to identify it and prevent it should be. Even serious topics can be made approachable. So, the opportunity for subject matter experts is to think about how people learn, why people need to know how to behave in the workplace and elsewhere, and how to capture the attention of everyone in every educational session. The opportunity for employers, regardless of sector or industry is to make sure that everyone in their organization is accountable, even the Emperor.