For those of us who are not bi-lingual or multi-lingual the headline reads "Diversity is everywhere, but inclusion is not". We only have to watch the constant Cable chatter to know that we are a LONG way from being an inclusive society. The nomination of Sonia Sotomayor for the Supreme Court this week has unleashed a veritable tirade of racist comments from some predicable and not so predictable sources.
It is the 21st Century; we are the most advanced and the most diverse society in the world and yet we are deluged daily by the espousal of divisive rhetoric in the interest of publicity and television ratings. Being inclusive does not always mean we have to agree with each other, but it should mean that we can come to the table in civilized and respectful dialog without the need for negative labels and name calling.
Sunday, June 7, 2009
Monday, March 23, 2009
Globalization and Globality
Do you know the difference between Globalization and Globality? Globality is the next stage after Globalization and is already upon us. Check out a new book from the Boston Consulting Group entitled "Globality" click here for more information Going global is no longer a choice - the train has left the station and globality is a must for survival. We only have to watch what is happening to the world economy to realize that we are indeed all inextricably connected. It brings new meaning to "six degrees of separation". What does all of this mean for your business?Are you as up to date on this concept as you need to be?
Truth from the Diversity Trenches
Truth from the Diversity Trenches
Why is it so difficult for us to discuss Race in America? Corporate America began working on Diversity & Inclusion in 1980, just after the publication of the Hudson Institute Report. That report told us that there would be a change in the demographics of the labor force, with more diversity and less white males. We stepped up to the plate and began the journey to understand our differences. Since 1980 we have implemented elegant strategies, imposed new laws, paid huge fines for indiscretions, trained countless numbers in diversity awareness, applied metrics where we could find them, won awards for our efforts, been listed as the Best Company to work for, named as the benchmark company to follow, and yet, we still seem nervous of having an authentic conversation about race.
Perhaps we can find the answer to this paradox embedded in our cultural tendency towards impatience. We are a nation of soundbites, early bird specials, happy hours and 30 second marketing slogans. We want things to happen fast and we lose patience when they drag on. We are always looking for the new leading edge of diversity. Race is an old topic, we did that in the 80's. We seek new and exciting topics to address, such as the Generational Gap, Globalization, and the Graying of America, and new topics will continue to emerge. Globality is creeping over the horizon, Nationality challenges are being addressed by Global companies who want to ensure that they use local talent at the top around the world, and we have not even begun to explore the impact of secular and non-secular differences in a global marketplace. On GLBT issues we are still tentatively exploring the G, with an occasional glance at the L and have our eyes diverted from the BT; so we certainly know there is more work to do there.
In this era of Alternative Energy and Sustainability, recycling is a good thing. Perhaps it is time for us to recycle back around and ask ourselves if our work on Race (and Gender) are really as "old hat" as we think they are. Are there conversations we could still have with each other; conversations that would not only enhance relationships but would accelerate our competitiveness as a Nation. After all, we are much more sophisticated in our communication across differences today than we were in 1980, so perhaps if we applied these new skills with a determination to stay in the dialog, then Corporate America could once again be the trendsetters in moving the national consciousness away from cowardice and towards courage, creativity and accelerated productivity.
R - Reach out across differences
A - Activate authentic dialog
C - Communicate for understanding
E - Engage in building stronger alliances across Racial lines
Perhaps we can find the answer to this paradox embedded in our cultural tendency towards impatience. We are a nation of soundbites, early bird specials, happy hours and 30 second marketing slogans. We want things to happen fast and we lose patience when they drag on. We are always looking for the new leading edge of diversity. Race is an old topic, we did that in the 80's. We seek new and exciting topics to address, such as the Generational Gap, Globalization, and the Graying of America, and new topics will continue to emerge. Globality is creeping over the horizon, Nationality challenges are being addressed by Global companies who want to ensure that they use local talent at the top around the world, and we have not even begun to explore the impact of secular and non-secular differences in a global marketplace. On GLBT issues we are still tentatively exploring the G, with an occasional glance at the L and have our eyes diverted from the BT; so we certainly know there is more work to do there.
In this era of Alternative Energy and Sustainability, recycling is a good thing. Perhaps it is time for us to recycle back around and ask ourselves if our work on Race (and Gender) are really as "old hat" as we think they are. Are there conversations we could still have with each other; conversations that would not only enhance relationships but would accelerate our competitiveness as a Nation. After all, we are much more sophisticated in our communication across differences today than we were in 1980, so perhaps if we applied these new skills with a determination to stay in the dialog, then Corporate America could once again be the trendsetters in moving the national consciousness away from cowardice and towards courage, creativity and accelerated productivity.
R - Reach out across differences
A - Activate authentic dialog
C - Communicate for understanding
E - Engage in building stronger alliances across Racial lines
Tuesday, February 3, 2009
THE RUBIK CUBE and the SISTERHOOD
Did you know that there are 43,252,003,274,489,856,000 possible variations to solving the rubik cube. That is 43 quitllion, 252 quadrillion, 3 trillion, 274 billion, 489 million+ variations. (source: www.metacafe.com) These numbers can only be calculated by a super computer, in n-dimensional hyperspace. In other words, the human mind cannot possibly comprehend or grasp the vastness of that challenge.
I believe the same is true of the complex challenges we face when trying to crack or remove the glass ceiling for diverse groups. There are just as many variables. One of the variables that is not given enough attention on our Diversity & Inclusion journey are the glass walls we raise within and between groups. We cannot focus our energy fully on the glass ceiling because we are too busy exercising our attitudes and beliefs towards people in other groups and people in our own group.
It is an open secret that when a woman gets promoted it is often other women who criticize her and question how she got there; perhaps going so far as to say "I don't like to report to a woman". It is perhaps not so well understood that that same phenomena, known as "internalized oppression" is alive and not well in all groups. African Americans, Latinos, Asians, and GLBT all have their own version of this exclusionary behavior. Whether the argument is about the color line or the use of derogatory self deprecating language within the group, all of these factors serve to keep us focused horizontally and not vertically. We are collectively, and albeit unconsciously, colluding in a process that prevents us making more progress. As Willie Lynch told the slave-owners 300 years ago "turn them against themselves and you will have control of them for years to come".
Human Facets consultants have expertise in addressing this complex phenomenon. If you are interested in discussing this further please contact me at the email address listed below. I believe passionately that this is the next frontier. Join me in overcoming it.
I believe the same is true of the complex challenges we face when trying to crack or remove the glass ceiling for diverse groups. There are just as many variables. One of the variables that is not given enough attention on our Diversity & Inclusion journey are the glass walls we raise within and between groups. We cannot focus our energy fully on the glass ceiling because we are too busy exercising our attitudes and beliefs towards people in other groups and people in our own group.
It is an open secret that when a woman gets promoted it is often other women who criticize her and question how she got there; perhaps going so far as to say "I don't like to report to a woman". It is perhaps not so well understood that that same phenomena, known as "internalized oppression" is alive and not well in all groups. African Americans, Latinos, Asians, and GLBT all have their own version of this exclusionary behavior. Whether the argument is about the color line or the use of derogatory self deprecating language within the group, all of these factors serve to keep us focused horizontally and not vertically. We are collectively, and albeit unconsciously, colluding in a process that prevents us making more progress. As Willie Lynch told the slave-owners 300 years ago "turn them against themselves and you will have control of them for years to come".
Human Facets consultants have expertise in addressing this complex phenomenon. If you are interested in discussing this further please contact me at the email address listed below. I believe passionately that this is the next frontier. Join me in overcoming it.
FORGET THE GLASS CEILING...at least for now
We have been working on the challenges of breaking the Glass Ceiling for many years and yet, I am sure you would agree, we are still a long way from having achieved our goals.
I want to suggest another frontier that I believe will offer an accelerated route to breaking through the glass ceiling. Remove the GLASS WALLS and the Glass Ceiling will crack faster. If you think about the architectural structure of a building you would normally build the walls first and then add the ceiling/roof. Conversely, if you were to dismantle that building you would take off the roof and then remove the walls. On the other hand, if you wanted faster progress, removing the walls first would certainly bring the ceiling tumbling down faster. Metaphor can only take us so far, but I am sure you catch my drift. We have work to do on the walls we have built between us both within diverse groups and across groups. Read my next blog ..."The Rubik Cube and the Sisterhood" for a roadmap on how to reframe this journey.
I want to suggest another frontier that I believe will offer an accelerated route to breaking through the glass ceiling. Remove the GLASS WALLS and the Glass Ceiling will crack faster. If you think about the architectural structure of a building you would normally build the walls first and then add the ceiling/roof. Conversely, if you were to dismantle that building you would take off the roof and then remove the walls. On the other hand, if you wanted faster progress, removing the walls first would certainly bring the ceiling tumbling down faster. Metaphor can only take us so far, but I am sure you catch my drift. We have work to do on the walls we have built between us both within diverse groups and across groups. Read my next blog ..."The Rubik Cube and the Sisterhood" for a roadmap on how to reframe this journey.
Friday, January 9, 2009
To bail out or not to bail out, that is the question?
With so many groups asking for a bail out, I am frequently being asked whether I think Corporations will bail out on their Diversity Initiatives?
One argument put forward in the conversation is that the economy is so bad that of course companies will be cutting back and diversity training will be the first to go.
The other argument is that with the Inauguration of Barack Obama, our first African American President, that the spotlight will intensify on diversity.
The Inauguration and the state of the economy notwithstanding, Global inclusion and diversity are not going away and in fact, the smart companies know that it will be more imperative than ever for them to manage their diverse workforce to maximize productivity and profits. Multi-cultural marketing is an essential part of business success today and recruiting the right people; appealing to a diverse employee and customer base is the bedrock of any successful business.
It is very tempting when funds are tight to cut the Training & Development budget and to take all of the "softer" management projects off the table, but Diversity & Inclusion should not be on your list of cuts.
Look at the challenges ahead of us - world demographics are shifting, with China and India becoming the growing economies, Europe is shrinking and while the USA demographic will increase in the next 20 years, it will not grow to the same extent as the Asia Pacific region. The fastest growing language in the world today is Mandarin, not Spanish
The need for us to understand the global economy in which we function, to pull together as a diverse nation and to work our way back to being the World economic leader is mission critical. In order to accomplish this we cannot take our eye off the Diversity & Inclusion ball and that is why smart companies will continue to support their diversity initiatives. Are you one of them?
One argument put forward in the conversation is that the economy is so bad that of course companies will be cutting back and diversity training will be the first to go.
The other argument is that with the Inauguration of Barack Obama, our first African American President, that the spotlight will intensify on diversity.
The Inauguration and the state of the economy notwithstanding, Global inclusion and diversity are not going away and in fact, the smart companies know that it will be more imperative than ever for them to manage their diverse workforce to maximize productivity and profits. Multi-cultural marketing is an essential part of business success today and recruiting the right people; appealing to a diverse employee and customer base is the bedrock of any successful business.
It is very tempting when funds are tight to cut the Training & Development budget and to take all of the "softer" management projects off the table, but Diversity & Inclusion should not be on your list of cuts.
Look at the challenges ahead of us - world demographics are shifting, with China and India becoming the growing economies, Europe is shrinking and while the USA demographic will increase in the next 20 years, it will not grow to the same extent as the Asia Pacific region. The fastest growing language in the world today is Mandarin, not Spanish
The need for us to understand the global economy in which we function, to pull together as a diverse nation and to work our way back to being the World economic leader is mission critical. In order to accomplish this we cannot take our eye off the Diversity & Inclusion ball and that is why smart companies will continue to support their diversity initiatives. Are you one of them?
Saturday, March 29, 2008
The illusion of moving beyond
Achieving global inclusion and understanding diversity is a journey and not an end point.
Nowhere was this more evident than in the recent USA Election Primary Season. Race, Gender, Age, Religion, Culture, Ethnicity were very much present in the day to day discussions between the candidates, the supporters and the media. Candidates have spent time and money persuading us to vote for them and while we want them to talk about issues, THE ISSUE, keeps tripping them up. Corporations have spent millions of dollars doing diversity work and yet the issues persist; resentments, prejudice, biases are alive and not well. Leakage will always occur when unresolved issues are living under the surface.
The answer is both simple and at the same time complex and challenging. What we resist persists. While we have done much to make progress with global inclusion and diversity, we have not done enough. We need to ensure that we are having real and authentic conversations about all of these difficult topics. Power Point slides, talking heads and training videos can only go so far. What we need is to be able to really talk to each other, and more importantly, hear each other by listening openly with non judgmental ears.
Human Facets uses an experiential design process that is uniquely designed to allow people to have authentic conversation and to walk away with multiple aha moments that they can use immediately.
Subscribe to:
Posts (Atom)
