MIT's Conversation on Diversity Leadership Continues

Renowned MIT is aware that richly diverse America is with them and is not waiting for its arrival. Diversity is here and not in the future. In Canada, diversity also matters because our population comprises Aboriginals, Africans, people of color, women, persons with disabilities and people with different sexual orientations. We have to understand that diversity matters and it is much more than the management of difference. Recruting diverse talent is important for all organizations especially for the leveraging of human capital where it impacts the bottom line. Globalization is affecting who we see in leadership because this new global community should recognize diversity leadership and inclusion. We need to hold all organizations accountable for diversity leadership and inclusion to change the institutionalized culture and belief system. If MIT is accomplishing this, what can we say about organizations in Canada?

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I welcome your comments.

Dr. Marilyn J

Excellence in Diversity Leadership

66,000 employees of Siemens use their diverse minds to innovate together for changing the world. They are supported by Tony Affuso, the chairman and CEO of Siemens with his diversity leadership approach. He is the winner of the prestigious 2008 Diversity Best Practices CEO Diversity Leadership Award at the Diversity Best Practices (DBP) 15th annual Diversity and Inclusion Leadership Summit & Gala at the JW Marriott in Washington.

CEOs establish the corporate culture and the business agenda. They are the most visible embodiment of their companies' ethics and values. Their passion for diversity spreads throughout every level of their companies, easing the often difficult transition into a world of globalization and constant demographic changes.

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MIT Diversity Leadership Congress

"Our goal is to help give people a better understanding of what is possible in their leadership roles and to discuss how we can make those possibilities real at MIT" (Kochan).

Thomas A. Kochan is the George Maverick Bunker Professor of Management at MIT's Sloan School of Management and Co-Director of both the MIT Workplace Center and of the Institute for Work and Employment Research. He will moderate a panel discussion that will share successful diversity leadership stories at MIT's upcoming Diversity Leadership Congress.

MIT is taking the initiative to bring together 300 of its academics, administrative and student leaders at a Diversity Leadership Congress. This is a step in the right direction to make a serious and meaningful change on issues of diversity and inclusion. President Hockfield stands firm on this project because he will be welcoming all on 18th November, 2008 to the Diversity Leadership Congress. MIT has an effort of solving critical, difficult and appalling world problems, and has taken on a much needed challenge on issues of Diversity Leadership. This long awaited type of leadership need to be discussed openly and publicly. I commend MIT for its leading effort for an open forum and discussion on Diversity Leadership and inclusion.

Read more... on what Massachusetts Institute of Technology has to say about its upcomining Diversity Leadership Congress.

Dr. Marilyn J

drmarilynj.com

Managing Disabilities in the Workplace

There are unacceptable terms spoken to individuals with disabilities and we should be aware of them in the workplace. These words are not only culturally insensitive but also emotionally damaging to individuals with disabilities. Words such as handicapped, slow, retarded, cripple, midget, lame, wheel chair-bound, Mongolism, etc. should not be used. Even complimenting someone with a disability because (s)he accomplishes something successfully is insensitive. It is also important that you don't assume that a person with a disability wants or either requires your assistance.

Read what DiversityInc has to say about 7 things never to say to people with disabilities.

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I welcome your comments.

Dr. Marilyn J

Is it Important for Youth to talk about Diversity in Schools?

Youth leaders of Michigan believe that we should be talking about diversity in schools. They are supported by Robert Simmons III, an assistant professor of education at Eastern Michigan University who has studied race in schools.

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Dr. Marilyn J

Preparing Students for a Diverse World

As a university lecturer, I have to support Erik S. Farley of Denison University about preparing students for the diverse world of work. Once we look at who are the employees in the workforce, we should realize that they are reflective of the different geographic locations of the world having come out from our universities. Transnationalism, globalization and immigration patterns are causing a change in who we see in universities and the workforce. Our students reflect diversity and we have to prepare them for diversity in the workplace. Diversity is key to producing excellence.

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Dr. Marilyn J

Video: Dewey Ballantine and Vault present Diversity Leadership Day

Companies, firms and organizations have to be proactive on issues of inclusion of diversity, leadership and equity, especially with the changing culture of the workforce. They must value diversity as a business strategy because when diversity talent is managed well the opportunity to gain competitive advantage is maximized.

Video


Dewey Ballantine And Vault Present Diversity Leadership Day

I welcome comments.

Dr Marilyn J

Pepco Holdings, Inc., Cited for Leadership in Diversity

Here's a great example of how leadership, diversity and training help to develop electric service to more than 750,000 residential and commercial customers in Washington, D.C., and Montgomery and Prince George's counties in Maryland.

WASHINGTON--(BUSINESS WIRE)--Pepco Holdings, Inc., (NYSE:POM) has been recognized as one of Black Enterprise Magazine’s 40 Best Companies for Diversity in employee programs and business practices for the fourth consecutive year. This award, the second in two months from a major national publication, honors PHI as one of the industry’s premier leaders in diversity.

Black Enterprise Magazine believes top companies who demand diversity and inclusion create the programs, systems and tracking necessary to fully incorporate their business model.

“PHI’s strategy for success begins with leadership’s commitment to diversity development programs that are aligned with our corporate business planning, best practices research, and proven business principles,” said Joy Dorsey, PHI’s Director of Diversity and Supplier Diversity.

PHI was also cited for providing domestic partner benefits for both same-sex and opposite-sex partners. In April, PHI was named one of DiversityInc Magazine’s Top Five Utility Companies for Diversity in employee programs and business practices.

Black Enterprise based its selection on four key areas: supplier diversity, board of directors, senior management, and employee base. Companies responded to over 200 survey questions which were evaluated by a 10-member panel of independent diversity experts.

Read more on what Pepco's Director of Diversity, Joy J. Dorsey also has to say.


About PHI:

Pepco Holdings, Inc., headquartered in Washington, D.C., delivers electricity and natural gas to about 1.9 million customers in Delaware, the District of Columbia, Maryland and New Jersey, through its subsidiaries Pepco, Delmarva Power and Atlantic City Electric. PHI also provides competitive wholesale generation services through Conectiv Energy and retail energy products and services through Pepco Energy Services.

Remember, I welcome comments.

Dr. Marilyn J.

Diversity and Equity with Executive Women

With the increase of women in the workplace including leadership positions, companies and organizations should be committed to the prevention of discrimination in all its forms. For example, all employees including women should work in an environment free of discriminatory language. DiversityInc gives us examples of things never to say to women executives. These examples also apply to all women in the workplace.

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I welcome your comments.

Dr. Marilyn J

Young Barack Obama

Diversity and leadership are clearly taking place with the US democratic presidential candidate Barack Obama. Here is a brilliant photo slide show of US next president with Michelle. Young Barack Obama with his mother, father and grandparents on both sides of his family.

View photo slide show...........

I welcome your comments.

Dr. Marilyn J

Blake

A great article about making a business case for Equity and Diversity


Blakes Bulletin on Equity and Diversity (PDF)

I welcome comments.

Dr. Marilyn J

10 Things NEVER to Say to a Black Coworker

I found these ten things of what not to say to a Black coworker from Diversityinc.com. They do not only apply to the working environment, but are useful all the time and in any context. Additionally, although they refer to an American audience, they are useful tips for Canadians because many times people make these mistakes and say things that offend African Canadians while totally oblivious, as some may say. This may be a learning moment for many.

From Diversityinc.com
May 06, 2008


10 Things NEVER to Say to a Black Coworker
By Eric Hinton

(1) You're so articulate

You're so … articulate? Smart? Different? Yes, the speaker may intend a compliment, but what may be meant as praise instead comes across as being condescending. It implies the person being complimented is an exception to the rule and is exhibiting behavior atypical of others of his or her ethnic background.

"I haven't had it said to me, maybe I'm not articulate enough, but I've heard a number of Blacks say they've had it said to them … you're so articulate or you're so smart or intelligent," says Berlinda Fontenot-Jamerson, former director of diversity at Disney ABC Television Group. In her many years in the diversity industry, Fontenot-Jamerson has seen and heard it all. Some of it still makes her cringe.

"I feel like education and awareness is my mission, so I try to be kind when I check people to help them understand what they just said," she says. "I might make a joke to help them understand that it was a faux pas, and hopefully I have good enough relationships with them to have further conversations with them."

(2) Is That Your Real Hair?
Danielle Robinson, director of diversity, talent and organizational design at Diageo, a wine, beer and spirits company, said she was amazed when she got this question from a colleague. But instead of getting angry, Robinson explained to her coworker why the question was inappropriate.

"There are a number of ways to respond. But I told the person they had no idea if they might be asking that question to someone suffering from a medical condition [such as] someone recovering from cancer treatment," she says. "I wound up giving this one woman a little lesson because you never know what the situation might be of the person you're asking a question."

(3) "You" people
"I've heard this one several times," says Fontenot-Jamerson. Who exactly are "You people," and how do they differ from regular people? Use this poorly chosen phrase at your own risk.

(4) Do you eat a lot of … (plug in the offending stereotype here)
Some stereotypes simply refuse to die. There's nothing wrong with natural curiosity about the ethnic eating habits of some of your coworkers. The problem lies in focusing on stereotypical Black fare such as fried chicken, watermelon, etc. It reveals the speaker has a very limited and narrow perception of Black culture and cuisine.

(5) Why are you so angry?
This one is more often directed at Black males, thanks in large part to the media, which often portrays Black men as being angry and/or criminals.

(6) Why are you acting white?
Consider this a relative of "You're so articulate." Why would exhibiting proper behavior, manners or dialect be categorized as acting white? If that's the case, what does it mean to act Black?

(7) You don't sound Black over the phone.
What does Black sound like?

(8) I don't think of you as Black.
DiversityInc Partner and Cofounder Luke Visconti received a letter from a reader who was presented with this particular compliment. He responded, "What you are experiencing is the first instance of a person accepting another person who is outside of their 'tribe.' Although the words and the sentiment are insulting, the person expressing them is (usually) not consciously trying to insult you. In their backward and ignorant way, they are actually trying to give you a compliment."

(9) You graduated from where?
This particular offense came to our attention directly from one of our readers, Beatriz Mallory, who wrote, "In a career of nearly 30 years, I've heard them all. I am both African American and Hispanic, so I get it from both sides, on top of being a female. In trying to recall the worst, I'd have to nominate this one. It is the unguarded question "YOU went to CORNELL? WOW!" The implication is that in their mind, someone like me isn't automatically worthy of such an accomplishment. I never express my annoyance."

(10) The N-word
The ultimate faux pas. Just because you've seen repeats of Dave Chapelle's show where the word is used liberally, that doesn't give you--or anyone--license to make conversational use of the word. To read more on the debate, read Double Standard: Can You Use the N-Word? in the Jan./Feb. 2008 issue of DiversityInc.

And don't fall into the trap of thinking substituting an "A" for the "er" makes the word acceptable. Fontenot-Jamerson believes it's a word used far too casually among youths, both white and Black.

"The new generation uses the N-word very loosely [and] the white kids do it too," she says. "I've been in the company where the youngsters have been using the word because they don't understand the history that comes with it."

Like Fontenot-Jamerson, Robinson looks at each misspoken phrase as an opportunity to teach and educate. "A lot of the questions are usually out of ignorance or genuine curiosity. So I always look at opportunities like these as a chance to educate," says Robinson. "Instead of getting angry, you don't want them to make this mistake with someone else. There are ways to ask a question more inquisitively that won't offend."

From Diversityinc.com
May 06, 2008

I welcome comments below. Thanks.

Dr Marilyn J

Corporate Social Responsibility

I found this great website promoting Corporate Social Responsibility and this is what they have to say...

With businesses focusing on generating profits, sustainability was not a popular concern among companies up until recently. Now, in an era of globalization, multinational corporations (those that conduct business in more than one country) and local businesses are no longer able to conduct destructive and unethical practices, such as polluting the environment, without attracting negative feedback from the general public.

With increased media attention, pressure from non-governmental organizations, and rapid global information sharing, there is a surging demand from civil society, consumers, governments, and others for corporations to conduct sustainable business practices. In addition, in order to attract and retain employees and customers, companies are beginning to realize the importance of being ethical while running their daily operations.

The corporate response has often meant an adoption of 'a new consciousness', and this has been known as Corporate Social Responsibility (CSR) since the 1970s.As stated by the department of Trade and Industry in the United Kingdom, CSR represents "the integrity with which a company governs itself, fulfills its mission, lives by its values, engages with its stakeholders, measures its impact and reports on its activities".

Although most people appreciate the recent advancement of CSR, some argue that corporations are still not doing enough or are only acting in self interest. These people say that multinational corporations are acting ethically in areas that are highly regulated, such as North America, but at the same time, they are acting in an opposite manner in other parts of the world (such as using cheap or child labour).

In addition, while corporations must have good CSR policies in order to maintain their reputation, they are also expected to maximize profits for stakeholders such as shareholders, employees, and customers.Therefore, people argue that businesses do not put in a sufficient amount of resources to achieve what they have promised in their CSR policies.

In any case, companies are now expected to perform well in non-financial areas such as human rights, business ethics, environmental policies, corporate contributions, community development, corporate governance, and workplace issues. Some examples of CSR are safe working conditions for employees, environmental stewardship, and contributions to community groups and charities.

The problem is that many companies that claim to be socially responsible often do not live up to such a standard. Because CSR is becoming more commonplace among corporations, there are concerns that some companies promote an image of CSR whether or not they have a true strategy in place and the results to show for. Accountability and transparency are key to conducting business in a responsible manner.

Let me know your thoughts in our comments section.
Thanks
Dr. Marilyn J

Congress 2008: University of British Columbia

On Saturday 7 May, 2008 I returned from the University of British Columbia where I participated in the Congress 2008 of the Humanities and Social Science Conference. I presented two papers, one on antiracism education and the other on Sani Baat and violence against women in Trinidad and Tobago. I met many people with similar interest. I also found Vancouver to be a very beautiful place, except it rained for the entire week while I was there. Despite of the weather, I was able to take in a bit of sight-seeing.

Dr. Marilyn J

Welcome to Dr. Marilyn J's Blog

Hi and welcome to by blog. I will be using this space to inform readers on great info I've found or have written on Equity and Diversity. So please RSS this feed for updates.

About me:

Dr. Marilyn J. is an educator, cultural critic and trainer who uses the area of critical race, gender and class analysis to suport issues of leadership, diversity and equity in education and the workplace. Most importantly, as an advocate for racial justice and equality, she is committed to social justice. Her expertise is in race and gender ethnic relations and cultural resistance of African Canadian Women’s Leadership. Born in Trinidad and Tobago, Dr. Marilyn J. most recent education was obtained in Canada. She has a Ph.D. from the Ontario Institute for Studies in Education of the University of Toronto in the Department of Sociology and Equity Studies in Education. Dr. Marilyn J. received her MA from the Department of Adult Education and Counselling Psychology, the Ontario Institute for Studies in Education, the University of Toronto, while her BA (Hons.) was obtained at York University.

Thanks
Dr. Marilyn J
www.drmarilynj.com