Leadership, Equity and Diversity for Transformation - Dr. Marilyn J

Dr. Condoleezza Rice advices young women leaders to break through the glass ceiling

2010-12-10T15:52:00.000-08:00

At The Women's Global Leadership Conference 2010, Dr Condoleezza Rice former US Secretary of State presented a keynote speech focusing on increasing levels of diversity in business and encouraging young women to break through the glass ceilings. This Google alert was so fitting for my presentation at a financial corporation in Toronto. I presented conversations and a workshop on "Diversity Leadership: A Critical Perspective of Women Climbing the Corporate Structure." Central to my conversations were issues of breaking the glass ceiling, concrete ceiling, concrete wall and getting through the Labyrinth.

I also used another Google alert that came to my e-mail box yesterday at the workshop. Again women's leadership was the focus, however this time women leaders in the city of Ottawa were the focus of the Government of Canada. This e-mail was also timely for my workshop because the Government announced the support for a project addressing the priority issues of advancing women's participation in leadership and decision-making roles.

The Importance of Voices: Another study to show why women and minorities are not in leadership

2010-09-23T21:10:00.000-07:00

A study coming out from University of Western Ontario by Alison Konrad and Ryerson University Margaret Yap says so much, although unwritten within the content of the article in the Business Section of the Toronto Star by Gloria Er-Chua. However, I ask the following questions: Are we to expect polices to be formulated from this research on barriers to get to the C-Suite, re gender and race? The research explicitly names gender and race as the bottleneck of promotion in middle management in Canadian companies. I agree that minority women face a double whammy for promotion like the authors, but what about women who are differently abled and are of diverse sexual orientation? Where are they located within the research results? I hope to read the full report soon.

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Dr. Marilynj

DiverseCity Counts Report Out and Race and Gender Remain Workplace Barriers

2010-06-07T10:32:00.000-07:00

As a Consultant and Researcher on Diversity and Equity Leadership, trained at the Department of Sociology and Equity Studies in Education at OISE, I am looking forward to hear surprises on Thursday, June 10 from the DiverseCity Counts Research findings at the Design Exchange Trading Floor, 234 Bay Street, Toronto.

However, also released is economist Sheila Block's report on Ontario's Growing Gap: The Role of Race and Gender for the Canadian Centre for Policy Alternative, based on 2006 Census data. Block's report shows that visible minorities in Ontario are far more likely to live in poverty, have trouble finding a job and earn less in the workplace. Simply put, visible minorities are more likely to be unemployed or underemployed in Ontario. Particularly for women from racialized backgrounds, they face real barriers to success. Block calls for the re-introduction of Canada Employment Equity Legislation, dropped in the mid 1990s.

Given the findings from Sheila Block's report for the Canadian Centre for Policy Alternative, what similar results are we to expect from DiverseCity Counts report? After all, the DiverseCity Counts last report speaks to the low percentage of minorities in leadership positions relative to the high and growing percentage of minorities in the population. So far, if this continues, Thursday's reading of the DiverseCity Counts report will not bring surprises.

Additionally, what will not be surprising is that Block's report justifies why there is a low percentage of minorities in leadership.

Dr. Marilyn J

Donna Brazile: Women and Leadership in the Age of Obama

2010-06-02T22:25:00.000-07:00

Women and Leadership in the Age of Obama

Donna Brazile speaks at Congress 2010, Montreal on women's leadership in the age of Obama. Several keys issues were spoken about which can be heard and seen on the video. Most importantly, Brazile speaks of the need for gender equity, diversity and women's leadership in this new era because it is ripe for possibilities.

Dr. Marilyn J

Women in Regina Police Service Equity Plan

2010-04-23T12:31:00.000-07:00

There seems to be an underrepresenation of women in the Regina Police Service in spite of its initiatives since the 1992 Employment Equity Plan. Falling behind the marginal increase of women are Aboriginals, people with disabilities and visible minorities. In order to combat this continued problem, both the Treaty Four Citizens' Police Academy and a diversity mentorship program are working on strategies and proactive efforts to attain equity goals for recruiting.

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Dr. Marilyn J

BWWAD DJ's for Haiti

2010-02-16T21:12:00.000-08:00

DJ's for Haiti is a fundraising event to support feminist organizations after the January 12 earthquake. As Black women and women of African descent, we came together to use resources to help other feminists in Haiti. To get a full description of the DJ line-up, please visit BWWAD.

Dr. Marilyn J

Haiti Shall Rise Again

2010-01-29T20:04:00.000-08:00

We Shall Rise Again is a collaboration of Caribbean artists for Haiti. After the devastating earthquake on 12 January, 2010 a number of artists came together to produce this song. It is only fitting that I mention it on my blog to show my support for Haiti. Historically, Haiti has been pleagued with political, social and economic struggles, however she will rise again.

Dr. Marilyn J

Cultural Competency Works With Diversity Leadership

2009-12-29T07:00:00.000-08:00

Harvard Business Review article informs us that diversity leadership encourages different cultural experiences in the workplace. However sensitivity strategies are important for the approach to work best.

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Dr. Marilyn J

Diversity Leadership Can Work

2009-12-17T20:39:00.000-08:00

Diversity leadership works, but it needs more than policies, practices and programs. So says Norma Tombari, director of global diversity at RBC. “You need the right leadership and you need to create the right atmosphere, an atmosphere of acceptance for everyone,” she says. “You also need a continuum. It starts with the search process for new workers then continues through the hiring, indoctrination, training and development.......

Read more......

Dr. Marilyn J

Diversity Leadership Is The Way To Go

2009-07-13T12:18:00.000-07:00

Diversity at its best with Sonia Sotomayor as nominee to the Supreme Court of America, the pick of Regina Benjamin for Surgeon General and Ursula Burns as CEO of Xerox.

Sonia Sotomayor is Hispanic with parents born in Puerto Rico. She was raised in the Bronx in a housing project.
Growing up in Alabama, Regina Benjamin never saw a black doctor.
Ursula Burns is the first black woman to head a Fortune 500 company. She grew up in Lower East Side New York Housing Project.

Dr. Marilyn J

Back Home Debate™ Is True Diversity

2009-06-10T09:36:00.000-07:00

I recently came across an article on BusinessWeek where it speaks truth to the practices of diversity in today's community, organization and workplace. For a long time I have not fully agreed with an author to such great extent like this article on "diversity's missing ingredient." The author agrees with using the competitive advantage of accepting loud arguments to support one's view-points on a team for decision-making. Individuals are allowed to passionately display their emotions to arrive at conclusions even though it may sound like a brawl where each may challenge the other on their intellectual biases and blind spots. Although mean-spirited attacks are unaccepted, building trust is important for each member of the functioning diverse team for this process to occur. As an educator, this sounds like a method for teaching diversity, equity and inclusion in education. Coming back to the content of the article, the author further argues that an outsider unfamiliar with what is in progress would not understand the concept taking place, that is, tapping into the competitive advantage of diversity, inclusion and creativity on a team. I therefore agree with the headline of the article, "diversity's missing ingredient". We have many monolithic teams in the community, organization and workplace that do not tap into the contributions and benefits of diversity.

Having said that, the author's discussion supports my findings from my research titled "Black Women's leadership: Indigenous Knowledges for Empowerment" where the back home debate™ method is important for truly diverse teams. One of the leadership participants I interviewed in my research clearly states that she allows confrontations, arguments and voicing of opinions when decisions are being considered on her team. She identifies the approach like debating back home. Back home is situated outside of Canada. My research refers to the process as back home debate™. Anna as I refer to her, does this so that whenever a decision is made, all members on the team feel true to their contribution where nobody should feel silenced. Therefore, when a decision is made all contributions are considered and no one leaves the discussion and continues with it at the water cooler. This is true diversity and inclusion, not just a slogan or a buzz word in today's working environment. Again, I have to thank the author, Pat Pencioni for agreeing with me on a process called back home debate™.

Dr Marilyn J

The Importance of Empowerment

2009-06-01T16:55:00.000-07:00

Dr. Ben Carson was empowered as a child by his illiterate mother and later he became a world-renowned neurosurgeon.

Things Leaders do to Empower Others

Leaders Empower Others by Believing in Their Potential
Leaders Empower Others by Teaching Them the Skills Needed to Succeed
Leaders Empower Others by Prodding Them to Take Risks
Leaders Empower Others by Recognizing Their Successes

Diversity leaders are important in the community, organizations and workplaces to empower others to become leaders. We need the visibility of diversity leadership.

Read the article...

Dr. Marilyn J

No New Information: First Report on DiversityCity Counts

2009-05-27T20:07:00.000-07:00

DiverseCity Counts is a three-year project being conducted by Ryerson University’s Diversity Institute. This project is part of DiverseCity: The Greater Toronto Leadership Project, an
initiative of Maytree and the Toronto City Summit Alliance. This first report titled "DiverseCity Counts: A Snapshot of Diversity in Greater Toronto Area measures Diversity Leadership. A cursory glance at this report appears very similar to the results of several previous reports and research, which are not limited to those that came out from Katherine Giscombe & Laura Jenner (2009) "Career Advancement in Corporate Canada: A Focus on Visible Minority ~ Diversity & Inclusion Practices" Catalyst; The Conference Board of Canada (2008) "The Value of Diverse Leadership" and the United States findings from Meghan E. Irons (2009) "Workplace diversity grows, but not at the top, reports says" Bostom.com, May 19 and Cedric Herring (2009) "Does Diversity Pay?: Race, Gender, and the Business Case for Diversity". American Sociological Review. Vol. 74(2): 208-224. (Dr. Marilyn J)

See First Report...

Dr Marilyn J

Succession Planning and Diversity Leadership

2009-05-22T15:51:00.000-07:00

Succession planning is central to diversity leadership for top managerial positions in communities, organizations and the workplace. Historically, indigenous communities have always engaged in putting in place succession planning processes for their leadership. Let us learn from them and create succession plans for the leadership of diverse organizations and workplaces. In accomplishing this task and reflecting on the diversity of the workplace at the bottom as research has shown, let us seriously consider how to accomplish diversity leadership succession planning for top managerial positions.

Succession Planning

Succession planning involves replacement plans of a potential list of successors. When this is done in advance, rather than in an emergency, more care and thought are put into perspectives. Most importantly for succession planning to effectively work within diverse organizations and the workplace, recruitment of top managerial positions must occur from potential leaders that are from diverse groups, which include visible minorities and women. Research has shown that visible minorities and women are absent from top managerial positions. Diversity must be visible at the top of organizations and boardrooms, and not only at the bottom of organizations as shown from the findings from Stephen P. Crosby, dean of the McCormack Graduate School of Policy Studies, Boston. Additionally, statistics have shown that diversity pays. Professor Cedric Herring from the University of Illinois at Chicago demonstrated this in his research on "Does Diversity Pay?: Race, Gender, and the Business Case for Diversity. Organizations and the workplace need transparent recruitment programs to attract leaders from diverse cultures. These are the role models that others need to see how to emulate and learn empowerment. Simultaneously, diverse leaders should be encouraged and supported in their positions with mentors and specific programs. Succession planning for diverse leadership is critical to all organizations. At the same time, bear in mind that traditional leadership development approaches are flawed as I have shown in some of my previous blog discussions.

Given this, take a look at what DiverseCity The Greater Toronto Leadership Project is putting into place to create diverse leadership.

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Dr. Marilyn J

Diversity in the Workplace Grows: No Commitment to Diversity Leadership at the Top

2009-05-19T12:38:00.000-07:00

There are several arguments that support the benefits and increase of diversity and inclusion in the workplace. Both qualitatively and quantitatively research have shown the benefits to the workers and overall profits for organizations and businesses. However, there is no evidence to show that diversity is reaching leadership at the top. Given this, critics are skeptical about the effects of diversity on leadership because there is no increase of the representation of minorities and women in top leadership positions. Yes, there is no doubt that diversity is represented at the bottom of organizations or businesses where many minorities and women are located. However, their absence in top management certainly shows. The gap and absence of women and minorities in upper management are not being addressed. Again, reflecting on my last blog about solving the world economic crisis, women have shown how it should be done. Without them in leadership at the top, how can we get change? What about diverse ethnic minority groups? What are the obstacles also preventing them from climbing to top managerial positions of leadership in organizations and businesses? These must be addressed for any true change. Diversity should be represented throughout organizations and businesses, not only at the bottom. We need to have diversity in top managerial positions of leadership.

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"Stepping Up: Managing Diversity in Challenging Times," from above is the recently concluded study done by Commonwealth Compact created by Stephen P. Crosby, dean of the McCormack Graduate School of Policy Studies. The report shows that although there are initiatives aim to help reverse Boston's image as unfriendly to minorities and women in the workplace, 42% of organizations surveyed showed that they were not satisfied with diversity leadership. 11% surveyed have no minorities in their governing and leadership boards, unlike minority representation in clerical and technical positions. The report reinforces that having minorities and women in the workplace doesn't mean there will be diversity in the leadership ranks. One reason is that there is less a focus to bring in people to break the glass ceiling, and I would add also the concrete ceiling.

The Diversity Institute in Management and Technology, Ryerson University, Toronto and the Maytree Foundation are embarking on a similar leadership project to review the participation of visible minority men and women in leadership positions in the Greater Toronto Area within key areas of government, private and public sector organizations and not-for-profit institutions. Do you think that the findings would be different or similar to what came out of the Commonwealth Compact project in Boston? We can know definitely after 2011, when the project ends and the report written.

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Dr. Marilyn J

Women's Leadership will Drive the Bottom Line

2009-05-18T08:00:00.000-07:00

Reflecting on my last discussion and raising the question, who will save us from the world economic mess, the job has long been recognized and taken up by women. First, we have been hearing repeatedly about a "business case" for diversity. Although diversity extends beyond race and gender, they both prove conducive to productivity, and beneficial for raising the profitability of organizations, which affect the economic mess of the world. The organizational leadership of men has a lot to do with this present situation.

Without excluding race and particularly locating my discussion on gender, women have already begun using "The new work order" to improve the economic mess of the world. What is this new work order, as if we are unaware? This is using the cliché of "Work life balance". However, Time magazine calls it "make more money", a rather masculine and more appealing cliché.

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Dr. Marilyn J

Women's management style characterizes relationships and empowerment.

2009-04-27T14:21:00.000-07:00

With women's management style characterized as more relationship-based that aims to encourage and empower according to Alice Eagly, can they help clean up the world economic mess? This question was recently posed on the Calgary Herald newspaper. Particularly for Canadian Black women in, whom I interviewed for my research, they demonstrated that both self-empowerment and the empowerment of others are important in their leadership. My finding agrees with Alice Eagly's, Professor and Chair of Psychology at Northwestern University. Within my work, the research specifically shows that transnational Black women's leadership use African indigenous knowledge retained from Africa and the African Diaspora, inclusive of the Caribbean where many of my participants were born. Most importantly, the participants showed that Black women's leadership represent junctures of cultural resistance, transformation and empowerment through their agency where they set the stage to empower themselves and others as admired Black women and role models. I will now pose the question, can Canadian Black women in leadership help clean up the world economic mess, given my finding which agrees with Alice Eagly? You can read what other researchers have to say about women's leadership given the fact that men's leadership style is being questioned with the world present economic mess.

read more...

Dr. Marilyn J

Diversity Leadership and Inclusion in Academia

2009-03-04T10:34:00.000-08:00

I have been blogging extensively on issues of the importance of diversity leadership, inclusive of its need in law firms, boardrooms, workplaces, MIT conversations, etc. So far, I demonstrated with extensive examples the excellence in diversity and inclusion. My blog today discusses the importance of diversity leadership and inclusion in academia. Most importantly, diversity and inclusion in academia call for the recruitment of a diverse faculty of race, gender, disability, sexuality, ethnicity and language. However, diversity and inclusion mean more than the recruitment of under-represented minorities. With a diverse faculty, meritocracy should be central to hiring practices and certainly not nepotism. This particular report on diversity in academia that I comment on comes from Boston University informing us that minority groups of African American, Aboriginals (American Indians), Asians and Hispanics remain under-represented in academia. Although Boston University is working toward diversity and leadership in academia, the report did not evidence the diversity and leadership of contract teaching faculty, adjunct faculty and teaching assistants, three very important faculty groups in any university.

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Dr. Marilyn J

What it Means for Diversity in Law Firms

2009-02-03T14:33:00.000-08:00

Several issues play out with the use of diversity in law firms and other workplaces. These are presented through thinking beyond skin colour and the inclusion of women. True diversity encourages leadership, creativity, inclusivity and opportunities to be successful. When diversity is fully operationalized, it is reflective of clients and the community where it makes good business sense. Furthermore, diversity in the workplace concerns the inclusion of different ethnicity, class, gender, age, disability, national origin and sexual orientation. Finally and most importantly, diversity is the right thing to do.

Dr. Marilyn J

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And more...

Time for more Diversity Leadership in the Boardroom

2009-01-21T13:54:00.000-08:00

Both U.S. and Canada need to look at initiating more diversity leadership in the boardroom. This way of thinking comes about even more strongly after the inauguration of the 44th president of the U.S., given that he is an African American who calls for diversity and inclusion. However, as Beverly Behan reports in Businessweek, Boards of Fortune 100 in the U.S. have gone unchanged for the past four years and it is time for diversity in the boardroom.

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In the case of Canada, Jay Rosenzweig speaks about the "Obama effect trickles into the Boardroom." The absence of diversity in the boardroom stands the same in Canada through the Rosenzweig Report on Women at the Top Levels of Corporate Canada. Rosenzweig makes a further claim that President Barack Obama will have an effect on the appearance of board members in both U.S. and Canada, and we are to expect to see more women and visible minorities in the boardroom and corner offices than what we see today.

Read more...

Issues on diversity have been calling for equity and equality for a long time now through change and what is right. Like Behan and Rosenzweig, I do hope that we get that change, not only in the boardroom but every place and space necessary for the realization of diversity, equity and equality for all.

Dr. Marilyn J

MIT's Conversation on Diversity Leadership Continues

2008-11-19T14:23:00.000-08:00

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?

Read more.....

I welcome your comments.

Dr. Marilyn J

Excellence in Diversity Leadership

2008-11-18T19:29:00.000-08:00

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

2008-10-30T12:41:00.000-07:00

"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

2008-10-16T08:42:00.000-07:00

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.

More..

I welcome your comments.

Dr. Marilyn J

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

2008-10-12T14:16:00.000-07:00

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

2008-10-08T11:41:00.000-07:00

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

2008-08-03T14:01:00.000-07:00

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

2008-08-03T12:00:00.000-07:00

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

2008-07-24T06:25:00.000-07:00

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.

Read more......

I welcome your comments.

Dr. Marilyn J

Young Barack Obama

2008-07-20T10:47:00.000-07:00

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

2008-07-17T19:09:00.001-07:00

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

2008-07-17T11:28:00.000-07:00

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

2008-06-27T10:42:00.000-07:00

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

2008-06-09T18:26:00.000-07:00

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

2008-05-25T16:52:00.000-07:00

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