Diversity Matters Weblog

Race Awareness - Talking ABOUT, Not Around Racism with Al Vivian & Frank McCloskey

2007-05-25T10:37:00.000-05:00

Today's episode of Diversity Matters was our 27th show! As we come to the end of our second season we're at the point where we can bring back past guests to build on and enrich conversations that scratched the surface when time ran out. Al Vivian and Frank McCloskey are both good friends of Diversity Matters(TM) and made a command performance on today's show.

“Race is still the primary dividing point in the nation” according to Al Vivian who facilitates The Race Awareness Workshop, evaluated as the most effective race relations seminar in the country; and the first program to be the sole feature for two consecutive days on The Oprah Winfrey Show.

On this episode of Diversity Matters, Richard Friend and Judy Seidenstein discuss the edgy, hard hitting approach developed by Al’s father C.T. Vivian for dealing with racism. Frank McCloskey, Vice President of Georgia Power will weigh in on the conversation and share his individual and organizational experience with Vivian’s Race Awareness Workshop. While times have changed, we’ll explore why this workshop has essentially remained the same for over 33 years.

Is this methodology the ultimate approach for racial reconciliation and a deep honest dialogue about race?
Can racial understanding be achieved without being “in your face?”
How does this type of work forward our work on inclusion and diversity?

Listen to the episode and add your comments here.

Stay tuned!

Richard Friend, Ph.D.

Co-Founder & Co-Host

Diversity Matters is saddened by the great loss of Yolanda King

2007-05-17T11:29:00.000-05:00

At Diversity Matters™ we are deeply saddened by the passing of Yolanda King. Ms. King, eldest daughter of Dr. Martin Luther King and Coretta Scott King died on Tuesday from what appears to have been a heart problem.

Given our commitment to giving voice to the power of inclusion, we were honored to have Ms. King as our first guest on this season of Diversity Matters. On the show, Yolanda King said that “the best sermons are the ones that are lived.” Yolanda King dedicated her life to achieving “The Dream” by encouraging personal growth and positive social change through her work as an actor, speaker, producer and a model of possibility. We were graced by the opportunity to spend a brief amount of time with her and experience how she lived fully in her message of civil rights and social justice.

As an actress, activist and agent of social change, Yolanda King gave voice to her commitment to Educate, Empower and Entertain. She founded Higher Ground productions to inspire individuals to passionately create peace in their own lives thereby encouraging the same within their families, communities and across the globe. Yolanda King will be sorely missed.

Our deepest condolences go to the King Family and everyone at Higher Ground Productions.

Richard Friend
Co-Founder & Co-Host

The Debate Link: Diverse White Men

2007-05-16T07:04:00.000-05:00

The Debate Link: Diverse White Men

Inclusion: What every leader needs to know

2007-05-09T09:00:00.000-05:00

At Diversity Matters™ our definition of leadership is “the capacity to inspire and enlist others to want to work toward a set of shared aspirations.” Given this definition, we firmly believe that everyone, no matter what position they hold in their family, community, organization or in the world has the potential to lead. That said, with regard to promoting inclusion, individuals who are in positions of leadership have a particular responsibility when it comes to inclusion. Here are some of our basic leadership tips:

1. Inspire a shared vision of inclusion by knowing about others

Enlisting others to put in the energy and effort to work toward a common set of goals requires you as a leader to paint a clear picture of what inclusion looks like. The leader as narrator means you must describe what the pathway to inclusion looks, sounds and feels like with such clarity and conviction that others are compelled to take the journey with you. As a result of your words, there should be no doubt in anyone’s mind as to where you’re organization is heading, and what their role is in getting it there.

Dr. Martin Luther King’s “I Have a Dream” speech is probably the best example of a clearly articulated vision. His words left no doubt that the movement Dr. King was mobilizing was to create a world where his four little children are judged by the content of their character, not the color of their skin.

As a leader you must communicate your inclusiveness vision excessively and redundantly. The greater the distance required to travel toward inclusion, means that folks will need constant reminders, words of encouragement and guideposts along the way.

Inspiring others also means that as a leader you have to know your followers. Your vision for inclusion must align with the aspirations of the people you’re trying to enlist. Rather than answering “what’s in it for me?” inspiring a shared vision means you are able to answer “what’s in it for us” with regard to inclusion. Linking the organization’s values about diversity and inclusion with each person’s individual values means that as a leader you must know what those values are and what matters most to others.

2. Authenticity trumps skill deficit

People have very fine tuned B.S. detectors and want to know that as a leader you believe, truly believe in where we’re going and that the effort it will take to get there is worth it. You must align your actions with your rhetoric so that the inclusiveness vision does not appear to be simply good P.R., fluff or something nice if we have time after all of the other things that really matter are attended to. As a leader you must be willing to tell your story so that others know why inclusion matters to you. Authentically sharing what situation, event or relationship helped you to “get it” at a deeper level and serves as a source of your motivation for working hard on behalf of inclusion helps others to “get it” and ups the ante on their willingness to do the work necessary to get there.

As leaders, none of us are competent at everything. I’m not great at being succinct. Someone else may not be great at listening for subtleties, and others may not be great celebrators. Being honest about your strengths as well as your weaknesses improves your credibility as a leader. People are often very forgiving of certain skill deficits when coupled with your authentic recognition of this limitation and willingness to try anyway.

3. Care about people – celebrate them and their successes

Creating a climate of inclusion takes work. Celebrating people and their successes along the way builds momentum that sustains the process. Encouraging others authentically, means as a leader you have to care about the people you’re leading. If you don’t care about them and they don’t care about you, good luck. At best you’ll get a series of programs that may or may not be well attended, but a climate of inclusion that drives business results will be much harder to create and sustain.

Caring about others also requires that you know them as individuals. This means seeking out and listening to their ideas, stories and experiences. In hearing their voices, as a leader you learn new information that will help you fine tune and re-calibrate your strategy as well as inform creative ways to reward and acknowledge folks in a way that matters.

Celebration of others and their successes must be both personal and mission related. When traveling from point A (status quo) to point Z (inclusion), have a clear picture of what point B looks like and then C, D etc… This is a critical element of the planning and moving phases of change described in tip #1. Once people have moved from point A to point B, as leader it’s important that you acknowledge this success in getting the organization closer to Z. Celebrate the movement in a way that has meaning to people and then raise the bar. With success under their belt, and meaningful praise as nourishment, as their leader you can now expect even better results in moving to point C, and so on.

In many traditional top/down organizations, celebration and reward are given in the form of money or position (e.g. bonus, promotion, prime parking spot). These types of rewards however, often reinforce the status quo rather than inclusion and may not have the type of personal meaning that truly inspires others. Knowing what will have the impact of appreciation and linking this reward to the results desired with respect to inclusion, is a key leadership task. As you get to know people better, keep track of the kinds of things that you’re learning that could serve as a reward later. Maybe you discover someone on your team is a bee keeper, or someone else loves to cook Thai food. When it’s time to celebrate their extraordinary performance, a book on bee keeping or an assortment of seasoned cooking oils lets them know that their effort matters, and that you took the time to let them know that THEY matter.

4. Consciously choose to develop people who stretch you; then judge your success based on theirs

Effectively managing and developing human capital is a critical component of your job as a leader. Ensuring that your organization has the best people both today and into the future means that you have to actively work to enable others and yourself to continuously grow and develop.

With respect to diversity and inclusion, as an effective leader you must deliberately choose to develop and learn from people who are different from you. This may be through a formal reciprocal mentoring program which has benefits for both the mentor and the mentee; or more informally by building partnerships and relationships with people who differ from you along dimensions such as generation, race, ethnicity, sexual orientation, gender, professional field, social class, political ideology, gender identity/expression, etc…

Engage with others who are different and stretch yourself beyond your comfort zones with the purpose of increasing your understanding of yourself and others. In growing others, their success becomes a measure of your success. This is especially true with respect to inclusion when you develop people who are different from yourself.

5. Expect the best and hold people accountable

If you care about the people you work with and lead, you must expect them to demonstrate excellence. You must have the courage to step up to the plate and call them on it when they are not delivering their best otherwise you are selling out on the person, yourself and your organization. Caring about others allows you to build the kind of professional relationships where you can fully support others while holding them accountable to the highest standards of performance.

Lee Cockerell, former Executive Vice President of Operations for the Walt Disney World ® Resort, talked about “manage like a mother” when he was a guest recently on Diversity Matters. Lee said, “mothers are tough and they’re sensitive. They straighten you out, on the spot - they don’t wait until your annual review and then they tell you they love you before you go to sleep. They do it for you, not for them… People aren’t going to get better unless we sit down and make them better.”

With the organization’s and the individual’s best interest at heart, give constructive feedback with candor and care. Hold people to the highest standard and issue tough love when needed.

6. Leadership development is ongoing and lifelong

By definition, development and learning at its best is never done. Preeminent Harvard leadership scholar John Kotter, reports that life long learning is a trait that distinguishes exemplary leaders from others. This means as an inclusiveness leader you must be willing to seek out new challenges and reflect honestly and candidly about both your successes and daring failures. Solicit the opinions and ideas of others, especially those who are different from you and demonstrate a propensity to listen fully and with an open mind.. These traits are the foundation of life long learning that promotes inclusive leadership.

If you practice the tips highlighted here, your success as a leader of inclusion will be enhanced. While effective leadership is a necessary component of creating an inclusive culture, it is not the only key ingredient. However, without it inclusiveness efforts will fail to come to fruition with speed or sustainability.

Stay tuned!

Richard Friend, Ph. D.

Co-Founder & Co-Host

Do’s and Don’ts of Recruiting and Retaining Diverse Talent

2007-05-01T08:17:00.000-05:00

Last week I was interviewed by a reporter who wanted to know about the “do’s and don’ts” of recruiting and retaining diverse talent. Recruitment and retention are chief concerns for all of our clients. Given this priority, I thought I’d share the six key “do’s and don’ts” I offered her for your thoughts, feedback and additions.

Tip 1: Do focus on inclusion – don’t focus on JUST the numbers. Given the journey from Affirmative Action to “representational diversity” to “inclusion” in the U.S., knowing the difference between “diversity” and “inclusion” is still an important distinction for many organizations. Talented people want to know how their unique skills and resources will be used to make a meaningful contribution to the business. If they feel that your recruitment efforts are designed to make the company’s gender numbers or ethnic diversity look good, they’re not likely to sign on or stay.

Talented people have options and they want to know that they are valued and that they are part of something that matters. This is especially true of the millennial generation, but it’s increasingly true of all employees. Employee engagement is grounded on the psychological connection people make when they feel ownership to the mission, purpose and culture of an organization. Once they’re truly engaged in important work and in an environment where they feel they matter, employees are much more willing to invest their discretionary energy in taking the business to the next level. Creating an inclusive climate that truly engages people means that talented people of all backgrounds are more likely to want to work for you and once there will be your best recruiting tool. Talented people know talented people. They will spread the word and diversity will flourish as a result.

Tip 2: Do have a strong, authentic leadership commitment – it’s necessary, but don’t stop at the top. Leaders who are in the position to set policy and direction that support inclusion are critical. By overseeing the organizational culture and systems, they ensure that the mission, values and operations align with the vision of embracing diversity through inclusion. It is this inclusive climate or tone, set by the leaders, that inspires talented people to WANT to join an organization in the first place. In a climate where they truly matter and make a difference, employees will commit, stay and work hard. Leaders are the barometer others use to determine if the organization is serious about inclusion or if efforts are simply a public relations tool. Executive commitment that is authentic and based on a heartfelt understanding of diversity is a necessary ingredient for inclusion, but it is not sufficient.

All people within the enterprise contribute to inclusion by the degree to which their interactions influence others. Employees who routinely step out of their comfort zone to consider an idea that seems “different,” partner with someone with whom they do not normally work, or approach a task in a new way shift the climate and engage others in the process. Yes, executives have a unique role, but the responsibility for building inclusion lies with everyone.

Tip 3: Don’t be short term and tactical, be long term and strategic. Rather than just thinking about diversity as a series of programs or events, inclusion must be integral to the organization’s vision, values and purpose. Every employee must easily understand how diversity and inclusion support the organization’s mission and what their responsibility is in promoting the mission’s success through their individual role with respect to inclusion. Diversity and inclusion need to be connected to the business drivers and not “add ons” that are nice to do if we have extra resources. It’s the role of leaders and managers to make it easy for everyone to articulate how inclusion is connected to the business strategy and what each person’s role is in this strategy.

Tip 4: Do benchmark against best practices with regard to policies, structures and programs, but don’t rely JUST on systemic factors. Building a culture of inclusion that recruits and retains the best and the brightest requires intrapersonal and interpersonal effectiveness as well as organizational commitment, skills and resources. Systemic factors include policies and practices that promote inclusion and demonstrate a commitment to diversity. Leaders must also enforce a system of accountability to these best practices and the organizational values that set inclusion as a priority for the enterprise. At the individual and interpersonal levels, all members of the organization must have the awareness, understanding, commitment and skills necessary to support inclusion as a key strategic resource for the organization.

If the policies and practices are in place at an organizational level, but individuals are not willing, able or expected to create a climate of inclusion, these systemic factors alone do not create the conditions necessary for diversity to thrive. If individuals have motivation, ability and collective will, but the organization and its leaders fail to provide the necessary policies, practices and systems of accountability, inclusion will fail to be become a sustainable component of the organizational culture.

Individual, interpersonal and systemic factors drive inclusion. Too often however, organizations focus more on the systemic because they’re required to by law and/or because it’s easier to measure and control. It’s very clear, however, that people don’t simply leave organizations. They leave their boss and/or their co-workers. Best in class policies and practices are the minimum requirements on which inclusiveness is built. If you want to really make a difference with regard to retention, integrate inclusion into the fabric of your organizational culture. A key factor here is holding everyone accountable to the intrapersonal and interpersonal competencies required to support inclusion.

Tip 5: Do use technology such as podcasting, web based learning and communication to reinforce and deliver key messages; but don’t replace or ignore the personal face-to-face story and human connection. Technology, training and communications are tactics and tools that support your inclusion efforts. Inclusion, however, is experienced at the personal level. Use technology to bring forward the voices, stories and narratives. Use a range of mediums to add momentum to your communications efforts. But there is no substitute for the face-to-face human connection. Whenever people describe the situation in which they “got it” or truly understood the value of inclusion and their role in it, there is always a face, a name and a story attached. Use technology to support these connections rather than replace them. Remember epiphany happens at a personal level.

Tip 6: Build long term strategic partnerships that provide opportunity and address social needs, rather than simply writing checks or sponsoring an event. Do write checks, host tables at dinners, and participate in college recruiting fairs. But also invest time, energy and resources in building long term partnerships with schools, not for profit organizations and community groups. Do support Historically Black Colleges and Universities and other special mission institutions such as Tribal Colleges, Gallaudet University, Brigham Young University, Brandeis University and the like. But have this support go beyond participating in recruiting fairs. As part of your corporate social responsibility, foster partnerships with organizations whose mission aligns with yours, and for whom such a relationship will strategically address a social need AND address a business need. Offer internships, develop mentorship programs, and provide training by offering educational activities that your employees are expected to design and deliver. Work just as hard to learn from these partnerships as you do gifting these organizations and their stakeholders with your expertise.

While there are no “magic pills” for addressing the challenges of recruiting and retaining exceptional talent, these six tips help to focus your thinking and strategizing about one of the most common workplace dilemmas today. This list is certainly not exhaustive nor necessarily “the answer.” Please offer your comments, thoughts and additional suggestions by commenting here on the blog or by sending an email (richard@diversitymatters.info).

Stay tuned!

Richard Friend, Ph.D.
Co-Founder & Co-Host

Hurt People, Hurt People

2007-04-20T11:58:00.000-05:00

Diversity Matters' Friends & Colleagues,

On last week’s show we briefly mentioned CBS’s firing of Don Imus in our discussion about the tension between social justice and the business imperative with respect to diversity and inclusion efforts. Last week Newsweek, Time and Oprah covered the Imus story and the ensuing national dialogue about racism, censorship, hip-hop culture and the like. Judy and I received lots of emails and comments from folks saying things like “the current Imus flap gives you guys good fodder for the show.” Then the headlines became overshadowed with another national tragedy, the shootings at Virginia Tech.

It would be easy to think, that the “Imus story” has lost its shelf life and now we’re on to the next “story.” But I don’t think these stories are only about Imus, or a troubled young man in Virginia. They are all connected. We are all connected.

At the 4th Annual Chief Diversity Officer’s Forum recently someone shared a quote that has stuck with me for weeks – “Hurt people, hurt people.” Think about this – “Hurt people, HURT people.” I don’t know enough about Cho Seung-Hui, the 23 year old man from South Korea, but I know he hurt people. Don Imus’s words hurt people. For some it was hurting a wound that has been there for a while. For others, the hurt is the pain and discomfort of not knowing what to do to heal the hurt and make a difference.

At Diversity Matters, we are committed to providing a vehicle to share stories, resources and tools so that individuals, communities and organizations can make a difference. Our mission is about giving voice - hearing from, learning from and understanding those ideas, perspectives and experiences that help us achieve our common goals. With his comments about the Scarlet Knights, Rutgers University’s women’s basketball team – shock jock Don Imus turned up the heat on a national dialogue regarding diversity and inclusion.

We believe this conversation is important – an interesting and challenging “meta-conversation” – can we discuss “the undiscussable?” If so, how? Are there certain things that just shouldn’t be said in the public sphere? On today’s episode of Diversity Matters, Judy and I brought forth the voices of past guests and offered our voices to this national conversation.

If we’re here to provide voice, “diversity,” by definition means that those voices won’t all sound alike, say the same things or even belong to people with whom we agree. If inclusion is about creating a climate where everybody truly feels like they matter, how do we do that in a way that allows us to hear from, learn from and dialogue with folks whose perspectives not only vastly differ from our own, but may even “cross the line” with respect to what’s “discussable?” These were some of the questions we navigate in our work at Diversity Matters and became the focus for this week’s radio show.

Ironically, Imus made his comments about the Scarlet Knights on April 4th, the 39th anniversary of the assassination of Dr. Martin Luther King. Earlier this year, we were honored to have Yolanda King, author, actor, speaker, producer and first born daughter of Martin Luther King and Coretta Scott King on Diversity Matters and hear her voice as she talked about the importance of believing in and living for “the dream.”

In order to achieve the dream, she talked about the importance of “reaching across the table” – the racial table, the religious table, the economic table and with grace discover our common ground and our common humanity. She spoke about the importance of disagreeing without being disagreeable in our families, in our communities and in our workplaces. Yolanda King’s voice reminds us that we have to stay at the table, reach across it, seek to understand that different voice and uncover our common ground, shared purpose and shared humanity.

I believe we HAVE TO create a climate where differences, especially vast differences can come together for a common purpose. This coming together fuels creativity, innovation and growth. But a key component of this is FOR A COMMON PURPOSE. In my opinion Imus’s tactic, like those of many shock jocks, overshadowed his purpose.

In my opinion this is toxic media and while I believe in the purpose of entertainment and media as a source of information, expression and the exchange of ideas, when the provocative or “shock” becomes THE PURPOSE, I think the content of the message or art is lost. Toxicity and mean-spiritedness in the guise of entertainment is not OK.

Newsweek described Imus as “The coolest bully on the playground, the outlaw kid others wanted to be seen with …Imus made his guest feel honored to be insulted by him.” Hurt people, hurt people. My values don’t support “supporting” the bully on the playground in this way. We must understand the bully, mentor the bully, and invite the bully to find other ways to inspire and lead rather than with fists, verbal or otherwise.

While I agree with NBC’s decision to fire Imus, I am not advocating censorship. While fired, he need not be silenced, nor will he remain silent. “The Bully” will always find a bully pulpit. Censoring costs the culture it’s artists, it’s greatest thinkers and while perhaps silencing those you disagree with, it will also silence you and me.

However, Imus’s platform was supported by millions of dollars in advertising revenue and many high profile politicians, authors and thought leaders came on the show as part of their platform. A voice I found interesting in the conversation this past week was that of editorial-page editor Cynthia Tucker of the Atlanta Journal Constitution. She argued that politicians and entertainment celebrities who appeared on Imus’s show were not offended enough by his racial stereotypes to turn down a little airtime. She said, “I think I know hos when I see them.”

In addressing this question of platform, Newsweek editor Jon Meacham, a regular on the Imus show who has now reconsidered this decision says of himself and other guests, “Are we being hypocritical… Perhaps; for too long too many of us looked the other way when it suited our purposes. To continue to do the wrong thing because we have done the wrong thing in the past, however, is senseless, and if being charged with hypocrisy is the price of ending up in the right place, then it is a price worth paying.”

Imus’s words have re-energized the conversation, now we have to keep the dialogue going, forge partnerships - even uncomfortable ones, and move from reaction to action. New York City Council for example took action by banning the “N” word. While largely symbolic, they took a stance on the power of language. While not necessarily what I would argue as the “best action” it is an interesting one. Dr. Johnnetta Cole recently said, we must be careful not to lose our “civility” as we engage in spirited debate and dialogue. At Diversity Matters, we believe rather than drawing lines in the sand (since diversity means we all draw lines in different places), we must have the ability to talk with both CANDOR and CARE.

As Yolanda King said, we must reach across the table and LISTEN to voices we don’t agree with so we can discover our common ground. We must also stand up, with courage and dignity like the women of Rutgers’ Scarlet Knights and give feedback, name our experience, and be heard. Part of the power of these young women came from their civility and grace in the face of Imus’s shock jock style. It was their deportment, especially compared to his that got the nation’s attention. Unless you’re willing to see these exceptional women as exceptions, Imus’s descriptors have to be understood as prejudicial stereotypes that disparage, hurt and function to elevate one class of people at the expense of another.

Finally, we all have a responsibility to know when our words are going to violate the ethic of care. We must get educated and stay informed by moving out of our comfort zones and staying “in the know.” Imus should have known better.

Together these commitments to live consciously, “in the know” and be skillful with the sort of connected conversation which at Diversity Matters we call “strategic discourse” are tools we can all learn and use to take action. These are the actions we should take at an individual level.At an organizational level, it also requires a type of leadership and organizational structure through policies, practices and values that support and reinforce a culture that values diversity and where inclusion thrives. None of this is easy, and it’s a process that’s never complete. Individual and organizational action takes a collective will to stay the course, as people, circumstances and organizations change. At my core I’m an optimist. I believe we can and will stay the course as we struggle together, learn together and laugh together so that we are transformed by each other’s experience to achieve our common purpose – inclusion.

Stay tuned,

Richard Friend, Ph.D.
Co-Founder & Co-Host

Diversity Matters' Partners Program: Strategic Corporate Social Responsibility

2007-04-13T20:00:00.000-05:00

Friends and Colleagues -

On today's episode of Diversity Matters we discussed the "tension" between diversity and inclusion efforts that operate out of a social justice paradigm and those that operate out of a competitive advantage paradigm; and grappled with the question of whether an organization has to choose between the investing in inclusion because "it's the right thing to do" or because "it's the smart thing to do."

While we're clearly of the opinion that the best answer is both/and rather than either/or, in our experience so often organizations speak about the ethical imperative of justice, but invest considerably more time, money and resources in the business imperative. While the pendulum may vary by industry and leader, creating a strategy that helps sustain the right balance between both/and is a tremendous service to society and the business. On the show we talked about strategic corporate responsibility as a deliberate approach to reconciling this tension and living in the intersection of BOTH an ethical stance to address an important social need AND simultaneously addressing a business need.

Microsoft for example has chosen to take a stance that supports digital literacy and prepares the next generation of critical thinkers who are capable of solving complex problems and fluent in the adaptable use of technology by sponsoring Philadelphia's School of the Future and it's partnership with the American Association of Community Colleges. This stance not only supports a societal need by helping young people in the United States develop the technology knowledge, skills and resilience with which young people throughout India and China are already infused, it also addresses Microsoft’s business need of a shortage of I.T. workers in the United States. As stated in a recent Harvard Business Review article (December 2006) on the link between competitive advantage and corporate social responsibility, “The most important thing a corporation can do for society, and for any community, is to contribute to a prosperous economy.”

At Diversity Matters™ we are in the process of developing a program to catalyze this relationship between business need and social need, by finding shared value propositions between our corporate clients and the not for profit and community based organizations which we serve. It’s called the Diversity Matters’™ Partners Program.

Diversity Matters’™ Partners Program
Our model of strategic corporate social responsibility is to reinforce corporate diversity and inclusion strategies by advancing social conditions. While corporate philanthropy and sponsorship of programs and events is important, we work with our for profit clients to build a coordinated approach which includes a strong corporate social responsibility component to their diversity and inclusion strategy. Our Partners Program is a key example of this strategic approach to corporate social responsibility

An Exchange Between Businesses and Communities
Diversity Matters™ is committed to building an exchange between businesses and communities to share resources, ideas and talent that promotes inclusion. Through our Partners Program, for-profit business clients are invited to invest a percentage of their contracted services to build a partnership with not for profit and/or community based organizations by funding education, training and consulting services that these organizations would otherwise not be able to afford. Our model of strategic corporate social responsibility works to foster the partnership between organizations whose missions align and for whom such a relationship will strategically address a social need AND address a business need.

This partnership not only supplies needed economic resources to not for profit and/or community based organizations, but provides a vehicle for the exchange of best practices. Community based organizations benefit from access to the lessons learned and best practices of the for-profit world, and corporate clients learn from the grass roots efforts of not for profit enterprises.

Developing the Next Generation of Diversity and Inclusion Practitioners
In addition, Diversity Matters’™ Partners Program matches students in the field of Diversity and Inclusion with seasoned practitioners in the facilitation of this exchange and the delivery of services. This element of the partnership provides experience to skilled and committed practitioners who are new to the field while meeting the needs of organizations that might not otherwise be in a position to afford these services. It also supports both the corporate social responsibility and competitive advantage of the sponsoring partner by both “giving back” and learning from the partnership exchange. The Diversity Matters™ Partners Program is a win-win-win-win. The community wins, the new practitioners win, the sponsoring business wins and Diversity Matters™ wins by providing this inclusiveness building conduit.

Everyone we’ve spoken with about this program – corporate partners, community based leaders etc… are very excited. We would love to hear your ideas as well as discuss the opportunity for you to participate in this program to inspire inclusive partnerships across organizations and communities.

Stay connected,

Richard Friend, Ph.D.
Co-Founder & Co-Host

The Business Imperative vs. The Ethical Imperative: Do Organizations Have to Choose?

2007-04-09T16:12:00.000-05:00

Dear Friends & Colleagues,

In many workplaces, inclusion efforts are fueled primarily by strategies to increase organizational effectiveness through being the organization of choice for the best talent, tapping new markets and leading the pack with respect to innovation. It’s often said, “Diversity is not just the right thing to do, it’s the smart thing to do.”

Given the primary focus on the “the business case” are leaders today simply paying lip service to social responsibility?
What is the difference between social justice and diversity programs?
How can organization’s truly embrace diversity through inclusion while promoting social justice AND maintaining success in the marketplace?

The core value that brought Co-hosts and Co-founders Richard Friend, Ph.D. and Judy Seidenstein to their work in the field of diversity is social justice. On this Friday’s episode of Diversity Matters, learn how they help leaders make the link between competitive advantage through inclusion and corporate social responsibility.

Joining Richard and Judy on this week’s show is Polly Weiss, the Director of Diversity & Equity Programs for Duke University’s Office for Institutional Equity. Polly consults with leaders across Duke University’s healthcare and campus organizations on management strategies related to workplace diversity. Join us as we discuss the challenge of balancing social justice with organizational effectiveness on Friday, April 13, 2007 at 10AM (eastern). Call in with your questions and comments at 866-472-5790. Listen to Diversity Matters live or on demand at http://www.diversitymatters.info/. At Diversity Matters™ we are committed to creating a world that works by giving voice to ideas and resources that support diversity, and leading efforts to inspire inclusiveness at work and in the world.

Tune in!

Richard Friend, Ph.D.
Co-founder and Co-host

Trust: The Cornerstone of Inclusion

2007-04-03T10:12:00.000-05:00

Friends and Colleagues -

At Diversity Matters we are committed to sharing tools that help create an inclusive climate where diversity thrives in the workplace and in the world. True inclusion does not occur unless people come to trust one another. If we can understand how trust works, we can figure out what behavioral choices we must make to build trust and therefore achieve inclusion in our workplaces, communities and families. If diversity drives innovation, then trust is a cornerstone of the inclusive climate that taps into diversity and leverages it for high performance.

Diversity Matters helps people to identify and give voice to factors that either promote trust or inhibit it within their organizations. However trust, like inclusion, is one of those concepts many people talk about but often fail to define, let alone measure. On this episode of Diversity Matters we identify the link between interpersonal and inter-group trust and diversity.

Our guest is consultant and colleague Dr. Delorese Ambrose, author of the new book, Making Peace with Your Work: An Invitation to Find Meaning in The Madness. Dr. Ambrose has been a student of the subject of trust for many years. In her work she explores how to restore trust in the aftermath of major changes and the role of inter-group and interpersonal trust in promoting diversity and achieving inclusiveness. Her newest tool - the Interpersonal Trust Profile assesses trustworthiness on the part of leaders and others.

Together we will explore:

What are the four dimensions of trust?
What is the relationship between trustworthiness and inclusion?
How can we build trusting relationships across our differences?
What can I do if my boss, co-workers or other important people in my life do not model trustworthiness or perceive me as trustworthy?
How do other dimensions of diversity impact the perception of trustworthiness?

Join us as we discuss these questions and give voice to promoting trust as a foundation of inclusion on Friday, April 6, 2007 at 10AM (eastern). Listen to Diversity Matters live or on demand at www.diversitymatters.info.

Stay Tuned!

Richard Friend, Ph.D.
Co-Host and Co-Founder

Voices From the 4th Annual CDO Forum

2007-03-29T10:56:00.000-05:00

Diversity Matters Community -

At Diversity Matters we are committed to giving voice to the power of inclusion in the workplace and in the world. As part of our role as the online broadcast partner of the Johnnetta B. Cole G lobal Diversity and Inclusion Institute (JBCI), last week the entire Diversity Matters team participated in the 4th Annual Chief Diversity Officers Forum sponsored by the JBCI at Bennett College for Women in Greensboro North Carolina. For three days we captured the voices and stories of CEO’s, CDO’s, participants as well as other national and international thought leaders and practitioners in the field of diversity and inclusion.

On tomorrow’s episode we bring you highlights from the CDO Forum and the voices of:

Dr. Johnnetta B. Cole, president of Bennett College for Women and Chair of the Board of the Johnnetta B. Cole Institute
Baroness Valerie Amos, Leader of the House of Lords, United Kingdom - Parliament
Brian Gallagher, CEO of the United Way of America
Rick Anicetti, President & CEO of Food Lion, LLC
Stephen Pemberton, Chief Diversity Officer, Monster.com
Dr. Julianne Malveaux, Economist, Author and incoming President of Bennett College for Women

Given our commitment to providing each and everyone a voice and a vehicle for participating in critical conversations about diversity and inclusion join Judy and Richard as they share their own highlights, lessons learned and thoughts about the conference’s themes of Innovation and Strengthening the Pipeline. Please add your voice to the conversation live by sharing your perspectives, insights and experiences about diversity and inclusion. Call 866-472-5790 this Friday, March 30, 2007 at 10AM (eastern). Listen to Diversity Matters live or on demand at ww.diversitymatters.info.

More about the CDO Forum:
While Judy (my co-host and co-founder) and Mary (one of our producers) had been to past CDO Forums, this was my first. It was truly a remarkable gathering of thought leaders, business leaders and a broad range of practitioners creating a movement to build inclusion in the workplace and as Dr. Cole says, throughout the worldplace.

Over the past year, Diversity Matters has teamed up with the JBCI to be their broadcasting partner and we inaugurated this relationship at the CDO Forum. Given our commitment to giving voice to the power of inclusion, we interviewed many of the CEO’s, CDO’s, presenters and participants, in order to capture their thoughts, concerns, struggles and celebrate their successes. Tomorrow’s episode of Diversity Matters will highlight some of these voices from the CDO Forum. We will also continue to bring additional voices inspired from the JBCI and the CDO Forum to future episodes of our show, in order to continue the conversations that this community of committed leaders and practitioners engaged in during last week’s conference.

Personal Highlights:
For me personally, there were several highlights at the conference. First of all, I got even clearer that the purpose we stand for at Diversity Matters, to give voice to individual stories regarding diversity and inclusion is critical in moving people and organizations from thinking to action. The Forum’s themes were Innovation and Addressing the Diversity Pipeline. Repeatedly, the challenge of taking action – moving from understanding to sustainable change, was named. Like many of the participants at the conference, I was most moved to action through the conversations and personal stories shared with me by other participants, presenters and in particular by Jennifer Obakhume our Diversity Matters intern.

CEO Panel:
For example, on the CEO Panel, Rick Anicetti (President & CEO of Food Lion LLC), Daryl Brewster (CEO of Krispy Kreme), Brian Gallagher (CEO of United Way of America, and Richard “Dick” Macedonia, CEO of Sodexo all spoke from the heart about their personal challenges in leading diversity and inclusion efforts within their companies. When Dr. Johnnetta Cole asked the panel, “What keeps you up at night?” Rick Anicetti spoke about the importance of addressing inclusion from a social justice perspective. One thing he said he keeps him up at night is, “Talking about how bad it is (i.e. lack of social justice), is talking about how bad I am.” This statement helped me to see Rick as CEO in a very human and vulnerable way. It also reinforced that no matter where we are or who we are, that ultimately it comes back to “me” and I must first look inside before pointing out.

Dr. Cole acknowledged that while all of the men on this panel are engaged, and CEO engagement in building inclusion is necessary, it’s not sufficient. Building trust and respect on the executive team and throughout the organization is critical for people to take risks and to grow. Someone on the panel said, “Without trust and respect we clone the status quo.” The authentic voice and story of the CEO’s for me was a highlight. It also underscored the importance of candor, and self-awareness (including knowing what you don’t know) as key components of trustworthiness.

In fact, our next episode of Diversity Matters (April 1, 2007) addresses the role of trust in promoting inclusion. Our guest will be author, consultant and friend of Diversity Matters Dr. Delorese Ambrose whose newest tool is the Interpersonal Trust Profile which assesses trustworthiness the key ingredient in leadership, teamwork, and interpersonal effectiveness.

Women of Color Panel:
Diversity Matters’ own Noelle Richardson participated on a panel of women of color to address “Strengthening the Pipeline.” All of the panelists spoke about the importance of mentoring to ensure that the pipeline of talent grows and doesn’t get clogged or blocked. Noelle highlighted the important exchange that happens in effective mentoring relationships. She spoke particularly to the role that the “mentee” plays in developing the mentor as a way to strengthen the pipeline.

While I understand and have experienced the value of “reverse mentoring,” this week I also re-lived its power. On the Diversity Matters team is a young woman named Jennifer Obakhume. Jennifer is a freshman at Bennett College and a Diversity Matters intern. Last week was the first time all of us were face to face. Over meals and during our meetings we were able to all get to know each other through conversation at a deeper level than our phone meetings have allowed. During one of our team meetings, Jennifer said “I have no doubt that one of the purposes that drew me to Bennett College, 3000 miles from my home in Los Angeles was to be here right now with this group, on this team. What is your purpose? What is YOUR purpose in calling this forth?” The power of her question and the clarity with which she asked THE fundamental question for our team catalyzed a process to take our work to the next level.

At its best, mentoring is an exchange. At its best, narrative is also an exchange – an exchange between story teller and listener. It gives voice to the question or perhaps inspires an answer. Even if the answer is not entirely clear, knowing the question and living in the question may be exactly what’s necessary for taking action. Thank you Jennifer, for bringing voice to the question and inspiring us all to show up clearer and more purposeful.

I ask each of you, “Who are your mentees and what have they taught you?” Please add your thoughts, comments and experiences regarding the conference or the inclusion movement here on the blog. Let’s keep the conversation going.

Richard Friend, Ph.D.

Co-Founder and Co-Host

Inclusion – What Every Leader Needs to Know to Create “The Magic”

2007-03-22T20:14:00.000-05:00

Friends & Colleagues -

Is “the magic” of inclusion an illusion or can an effective leader truly build a culture that attracts, inspires and enlists others in the creation of a workplace where everyone’s unique talents and perspectives are tapped in service of organizational goals? What are the inherent challenges faced when leading change with respect to diversity?

Co-hosts and diversity experts, Richard Friend and Judy Seidenstein have over 40 years combined experience working with organizations in building a climate of inclusiveness and developing leadership capacity. Diversity leaders, no matter where they reside within an organization or a community are key to helping unleash the potential of others to work together across differences. On this episode of Diversity Matters, Judy and Richard discuss the most important things leaders must know to create, implement and leave a legacy of inclusion.

How does someone acquire the clear sense of purpose and authentic voice that inspires others to want to follow?

How does leading a vision of inclusion differ from leading other efforts?

Whose vision matters more, the diversity leader’s or the followers’?

What risks must one take to be an effective diversity leader?

Is it more important to be liked or respected when leading inclusion efforts?

Judy and Richard explore these and other questions about “the magic of inclusion” with Lee Cockerell, former Executive Vice President of Operations for the Walt Disney World ® Resort. As the Senior Operating Executive for nine years Lee lead a team of 40,000 Cast Members and was responsible for the operations of 20 resort hotels, 4 theme parks, 2 water parks, a shopping and entertainment village and a sports and recreation complex in addition to the ancillary operations which supported the number one vacation destination in the world. One of Lee’s major and lasting legacies was the creation of Disney Great Leader Strategies, including the “Ten Things Leaders Must Do to Promote Inclusion”, which continues on as the primary resource for developing the 7000 leaders at Walt Disney World.

Join us as we talk with Lee Cockerell about Inclusion – What Every Leader Needs to Know to Create “The Magic”. Join in on the conversation by calling in with your questions and comments at 866-472-5790 this Friday, March 23, 2007 at 10AM (eastern). Listen to Diversity Matters live or on demand at www.diversitymatters.info.

Please tune in!

Richard Friend, Ph.D.

Co-Host

March 21st – International Day for the Elimination of Racial Discrimination and Couch Surfing!

2007-03-17T09:11:00.000-05:00

Diversity Matters Community -

When I sat down to write this entry my intention was to discuss the United Nations 41st Annual International Day for the Elimination of Racial Discrimination. The General Assembly proclaimed the day in 1966 to call on the international community to redouble its efforts to eliminate all forms of racial discrimination. It is observed annually on March 21st to honor the 69 people killed by police when they engaged in a peaceful demonstration against the apartheid “pass laws” in Sharpeville, South Africa. The primary objectives for the day include: “Encourage interaction and cross-fertilization of cultures and civilizations through education and awareness –raising, with a view to promoting mutual respect, diversity and tolerance.”

As I sat on the plane heading to Greensboro North Carolina for the JBC Institute’s Chief Diversity Officers Form at Bennett College I thought, “well this will be a good place to be on March 21st and will be my contribution to the U.N.’s Day for the Elimination of Racial Discrimination.” Then I thought, “But Richard, you’d be doing this any way. What will you do to make a difference that’s extra-ordinary?” So I thought I’d throw out a challenge here to the Diversity Matters community, what is each of us doing in a personal way that we wouldn’t necessarily be doing otherwise to make a difference in the elimination of racial discrimination?

As I was preparing to land, my answer came from the American Airlines magazine “American Way” that was in the seat pocket in front of me. Couch surfing!! You gotta love the law of attraction. Couch surfing is a high tech, low cost version of intercultural exchange. Like Mi Casa, Su Casa where you agree to swap houses, apartments or flats with someone in another part of the world, CouchSurfing is where you sign up to either crash on someone’s couch in a world wide location that you want to visit, or to host a couch crasher. The host provides the couch (and if you’re lucky a futon or even a bed) and serves as your personal “concierge” suggesting places to visit that you might not find in a guide book and perhaps introducing you to their friends and sharing a meal and/or drink with you. You, as the gracious guest, agree to clean up after yourself, do your dishes and not eat all their food.

Now my initial thought was “I don’t like having people I know stay at my house more than a few nights, why the hell would I invite a stranger?!?!” And, when I travel my partner and friends will attest to the fact that I prefer comfort to coaches. Then I heard myself “I want to be comfortable!” It hit me, that’s the point. Eliminating racism, building inclusion, celebrating diversity requires leaning in to discomfort. That’s a central tenant to my work. This is a perfect way to make a personal difference - travel or host with the intention of crossing some cultural boundary, be it geographic, ethnic, racial, generational, regional or linguistic.

When I shared this idea with Judy (a frequent guest on my couch) and said I was going to suggest it on the blog, I hadn’t fully embraced doing it myself. I was still in the place of offering it as a suggestion that folks in the Diversity Matters community might want to consider. Oy!

I then thought back to a central theme of our conversation with guests on the Diversity Matters radio show, best summarized by the story Yolanda King told on our first episode of Season Two about the man in one of her workplace sessions who learned to be a better ally and champion of inclusion by attending the weddings, bar mitzvahs and celebrations of his co-workers. He leaned into his discomfort and learned to dance the electric slide, the Hora and salsa and built more personal relationships with his co-workers and learned new ways of engaging others. While I know we need to go beyond the surface layer of dances and foods, what a wonderful way to connect with co-workers in a way that matters.

Then I went to the CouchSurfing website and read their mission:

"CouchSurfing seeks to internationally network people and places, create educational exchanges, raise collective consciousness, spread tolerance, and facilitate cultural understanding."

As a community we strive to do our individual and collective parts to make the world a better place, and we believe that the surfing of couches is a means to accomplish this goal. CouchSurfing isn't about the furniture- it's not just about finding free accommodations around the world- it's about participating in creating a better world. We strive to make a better world by opening our homes, our hearts, and our lives. We open our minds and welcome the knowledge that cultural exchange makes available. We create deep and meaningful connections that cross oceans, continents and cultures. CouchSurfing wants to change not only the way we travel, but how we relate to the world!

Okay, I’m hooked. Here’s my challenge and invitation, what are YOU going to do, that you wouldn’t normally do to promote inclusion, make a difference in the world and honor the spirit of the United Nation’s challenge that it’s up to use to eliminate everyday racism? Share your intentions, your successes and lessons learned.

I’m off to buy my first pair of pajamas! I’ll keep you posted.

Happy St. Patrick’s Day!

Richard

Cultural Competence: Beyond the Buzz. Beyond Health Care.

2007-03-12T08:33:00.000-05:00

Friends and Colleagues -

As the lines between nationalities, religions, languages, races, generations and perspectives become more blurred in the workplace and world at large, the concept of “cultural competence” as a tool for promoting inclusion has gained popularity. Some believe that cultural competence is imperative as more and more people live and work in cross-cultural contexts.

Is cultural competence a required skill set for operating effectively in today’s global village or does it actually impede diversity and inclusion by putting people in boxes and reinforcing stereotypes that ignore within group diversity?

Does the term “cultural competence” create too narrow an image focusing people on culture and ethnicity rather than other dimensions of diversity which also matter?

Is cultural competence a tool for addressing disparities in health care, education and the workplace?

Join co-hosts Richard Friend and Judy Seidenstein this Friday, March 16, 2007 on Diversity Matters as they explore these and other questions regarding the growing field of cultural competence with their guest Howard Ross of Cook Ross Inc, a national leader in cultural competency training and consulting.

Given that both Mr. Ross’ roots as well as the origins of “cultural competence” are in health care, we examine specific tools that he has helped to create to support culturally competent health care delivery. We also examine the role of cultural competence in building equity and addressing disparities in other social systems such as education and the workplace.

Richard and Judy also discuss Howard’s use of “cultural competence” in helping organizations address “diversity emergencies.” Howard was hired by the Atlanta Braves to help them manage the aftermath of the infamous John Rocker incident, working directly with the Braves’ major and minor league players, training managers and coaches to be more diversity-sensitive, and culturally competent.

Join us as we talk with Howard Ross about Cultural Competence: Beyond the Buzz. Beyond Health Care. Tune in to Diversity Matters on Friday, March 16, 2007 at 10AM (eastern). Click here to listen live, or listen on demand at http://www.diversitymatters.info/.

Please tune in!

Richard Friend, Ph.D.
Co-Host

Yolanda King - Diversity Matter's First Guest of Season Two!

2007-02-27T23:03:00.000-05:00

Dear Friends and Colleagues,

Yolanda King, the first-born daughter of Coretta Scott King and Dr. Martin Luther King, Jr. is Divers i ty Matters’ first guest of season two. Given our intention to build on the important connections between the world of work and the world at large by celebrating and honoring the voices and efforts of people who truly live inclusiveness in their workplaces, communities and beyond, we couldn’t have asked for a more perfect guest to kick off our second season. Yolanda King’ is a living testament to the convergence of positive social, political and personal change. She is a woman who was born to inspire and lead.

On this episode of Diversity Matters, Ms. King tells her family story and how the legacy of her parents’ work has shaped her path as an actor, speaker and agent of social change. Ms. King also describes her vision of inclusion as it impacts the workplace and the world. She shares her current efforts to achieve The Dream by encouraging personal growth and positive social change through her work as an actor, speaker, producer and a model of possibility.

We believe that inclusiveness is achieved when everyone has a place at the table that matters - in their homes, communities, workplaces, and in their hearts. To us this is what it means to Achieve The Dream. Yolanda King’s work exemplifies efforts to build these connections between self, community and the world. Ms. King’s passion for peace and positive change prompted her to found Higher Ground Productions, an organization committed to celebrating diversity and embracing unity. Ms. King is a member of the Board of Directors of the Martin Luther King Jr. Center for Nonviolent Social Change, Inc. (the official national memorial to Dr. King) and was founding Director of the King Center's Cultural Affairs Program.

Her book, Embracing Your Power in 30 Days shares some of her deepest life moments in a way that inspires growth and change for everyone. Yolanda King has been acclaimed for her ability to transform people from all walks of life to reach higher ground; to motivate people to move forward, and to empower people to make a difference.

Join us as we talk with Yolanda King about Achieving the Dream. Please call in with your questions for Yolanda King at 866-472-5790. Click here to listen live.

This is one episode of Diversity Matters you will not want to miss.

Please tune in!

Richard Friend, Ph.D.
Co-host

Nigeria's Same Sex Marriage (Prohibition) Act

2007-03-10T14:47:00.000-05:00

Yesterday on Diversity Matters our conversation aired with Akeem Bello, New Democrats’ candidate for Vice President of Nigeria on the Odidi-Bello campaign ticket. As I mentioned early in the show, as we prepared for our conversation with Akeem both Judy and I became painfully aware of how little we knew about the political scene in Nigeria. As part of our preparation, Mary Nations one of our producers shared some timely and troubling information about anti-lesbian, gay, bisexual and transgender legislation that is about to be passed in Nigeria.

Last week, bloggers across the globe were following a developing story about Nigeria’s proposed "Same Sex Marriage (Prohibition) Act", which would imprison anyone who speaks out or forms a group supporting lesbian and gay people's rights, and would silence virtually any public discussion or visibility around lesbian and gay lives in Nigeria. For more details see afrol news.

Briefly, the resolution which had been introduced originally in January 2006 was dormant for months as Nigerian politicians were focusing on the nationwide elections in April. Human rights and LGBT activists in Nigeria were deliberately keeping a low profile about the bill since they believed it would garner little attention by law makers caught up in the personal and political conflicts of this year’s elections. The plan was to allow the bill to die on the vine without being considered or passed by Nigerian lawmakers.

The strategy appeared to be working until the silence was broken by British activist Peter Tatchell and his group OutRage! Tatchel began an international appeal to human rights groups worldwide "to take urgent action to press the Nigerian government to uphold international human rights law and to drop this draconian legislation." The bill that was all but dead now resurfaced and according to afrol news, “African gay rights groups were furious.” Tatchell was urged by several prominent activists to stay out of African LGBTI issues. According to certain African activists, afrol news reports that Tatchell’s “neo-colonial” behavior disrupted a domestic political strategy for LGBTI activists that was working. According to a letter sent to Tatchell, "You have proven that you have no respect for conveying the truth with regards to Africa or consulting African LGBTI leaders before carrying out campaigns that have severe consequences in our countries. You have betrayed our trust over and over again."

Given all of this, Judy and I were in a quandary. Should we raise the issue with Bello? If so, how do we do it in a way that promotes positive change in Nigeria and doesn’t simply seem to be opportunistic journalism? While we were fairly certain that Bello’s personal views would support LGBTI inclusion, if he publicly “came out” on this issue now, would it compromise his ability to be elected and make a larger and more positive impact on the social and political scene in Nigeria?

On the one hand in the service of open dialogue and the desire to build shared understanding, we thought it was an important conversation that should not be censored. On the other hand, we knew that the larger goal of supporting a politician who has the potential to bring a unifying vision based on inclusion to a political environment which has been historically exclusive, sectarian and oppressive mattered more than addressing an issue that has already received a lot of attention in the press.

Also, as professionals in the field of diversity and inclusion, we know how important it is in building understanding and creating alliances to support a common vision, that individuals not assume they know what’s best for others. Using an oppression paradigm, this means the dominant group must recognize that given the “privilege” of certain types of power, assuming you know what’s best for the “other” often leads to unintended negative consequences – like those experienced by British activist Peter Tatchell.

So we decided to check in with our guests. Just before the interview, we asked Akeem about the situation and he said, “On this side of the Atlantic, there is nothing to be gained by having this discussion right now.” We decided to err in the direction of “less is more” and trust Akeem’s first hand understanding of the political scene in Nigeria – after all, that is his expertise, not ours.

To be honest, we continue to be ambivalent about our decision and wonder if there would have been a way to discuss the situation without compromising Akeem’s candidacy or “colonial-izing” the conversation. What do you think? Did we make the right choice? How might we have approached this differently? We’d love to hear your thoughts.

Stay Tuned,

Richard Friend, Ph.D.
Co-Host

Akeem Bello (VP Candidate of Nigeria) and Thelma Horton (Proj Mgr with Stop Hunger Now): Bringing Abundance, Prosperity and Peace to Nigeria

2007-03-07T08:56:00.000-05:00

Dear Friends and Colleagues -

Nigeria is a nation of great contradictions. It’s the 8th largest oil producing country in the world, yet almost 75% of its refineries are shut down. Nigerians are individuals who embody pride and courage, yet their nation has become characterized by corruption, ethnocentrism and sectarianism. Akeem Bello, however, has a vision for unifying Nigeria into one nation, with shared values and purpose, where merit comes first before privilege. On this episode of Diversity Matters, join co-hosts Richard Friend and Judy Seidenstein as Mr. Bello discusses how his vision for Nigeria is a model for inclusion from which businesses, organizations, communities and the rest of the world can learn.

Akeem shares how he was “called home” to Nigeria after living in the United States in order to “Bring Nigeria into a Newer Dawn.” Bello founded the Grace Medical Centre in 1990 which provides needed medical care to the poorest populations in Lagos. Now, as the New Democrats’ (ND) candidate for Vice President on the Odidi-Bello campaign ticket, Akeem Bello strives to unify Nigeria as a tool for promoting inclusion throughout the region, nation, continent and the world.

Judy and Richard also discuss the humanitarian efforts of Thelma Horton, who as Project Manager with Stop Hunger Now is mobilizing efforts to bring 100,000 meals to impoverished school children in Kanu Nigeria. By feeding the children during school, Stop Hunger Now creates an incentive for parents to send both boys and girls to school by guaranteeing them a hot, nourishing meal each day. In this way, both the inequity of hunger and education are addressed.

Given Diversity Matters’ commitment to building connections between the workplace and the world at large, Akeem Bellow and Thelma Horton share how their independent strategies for positive change in a nation with as many challenges as Nigeria can contribute to the quality of life for us all.

Join us as we talk with Akeem Bello and Thelma Horton about Bringing Abundance, Prosperity and Peace to Nigeria. Tune in to Diversity Matters on Friday, March 9, 2007 at 10AM (eastern) or listen on demand at http://www.diversitymatters.info/.

Please tune in!

Richard Friend, Ph.D.
Co-Host

Yolanda King, Inclusion in Nigeria, Lesbian and Gay People in the Military and the "N" Word!

2007-03-04T10:38:00.000-05:00

Dear Friends and Colleagues –

Yolanda King
A lot has been happening and there has been much in the news this week that matters. The feedback we’ve received about the first episode of season 2 with our guest Yolanda King (see February 27, 2007 blog entry) has been overwhelming. So many people have emailed us saying how much they appreciated the opportunity to personally connect with Ms. King. One listener wrote, “That was a brilliant show. Yolanda was very personable, and you really connected with her, with your questions and the style of interacting with her. I like the laughter... I particularly liked it when she talked about what is in her book, and the stuff she did (with her life coach) to overcome her demon's, live her full life, or recognize her inherent worth. It was touching and really helped me connect not only with her 'diversity' content, but with her as an individual.”

We encourage others to share their reactions and offer comments here on the blog. If you did not get a chance to listen to the show with Yolanda King live, please go to the Diversity Matters archive and click on episode one of season two (you can download it to your computer or mp3 player, or listen to it directly from the link).

We do apologize for the technical glitchs that caused about 45 seconds of “dead” time before the show started. The studio also messed up by playing our three different commercials back to back during each break rather than having one commercial per break. We plan on having that fixed for next week.

Diversity Matters explores Inclusion in Nigeria
Speaking of next week – we’re working on a very exciting show which I’ll tell you more about in my next blog entry. But here’s the teaser. Given our intention of drawing connections between diversity and inclusion in the world of work and the world at large, next week’s episode (March 9, 2007) will focus on efforts to bring Abundance, Prosperity and Peace to Nigeria. Our guests include Akeem Bello, who is the New Democrats’ (ND) candidate for Vice President on the Odidi-Bello campaign ticket. Mr. Bello strives to unify Nigeria as a tool for promoting inclusion throughout the region, nation, continent and the world.

Also joining us will be Thelma Horton whose humanitarian efforts as Project Manager with Stop Hunger Now is mobilizing efforts to bring 100,000 meals to impoverished school children in Kanu Nigeria. By feeding the children during school, Stop Hunger Now creates an incentive for parents to send both boys and girls to school by guaranteeing them a hot, nourishing meal each day. In this way, both the inequity of hunger and education are addressed. Stay tuned for more information about this show. In the mean time, share your questions or comments here on the blog or send them to us at richardandjudy@diversitymatters.info

Lesbian and Gay People in the Military
Sgt. Eric Alva, the first U.S. soldier to be injured in the Iraq war testified in favor of the Military Readiness Enhancement Act a bill to enhance the readiness of the Armed Forces by replacing the current policy concerning homosexuality in the Armed Forces, referred to as “Don't Ask, Don't Tell”, with a policy of nondiscrimination on the basis of sexual orientation. Sgt. Alva a proud gay marine was severely wounded March 21, 2003 when he stepped on a land mine in southern Iraq. Surgeons eventually amputated the marathon runner's right leg at the knee.

The "N" Word
New York City Council passed a resolution that would symbolically ban the “N-word.” The resolution encourages New Yorkers not to use the word and to become educated about its racist history. While I personally do not favour censorship, I believe hate speech is a weapon that cannot be ignored if we truly believe in inclusion. In fact, a group of individuals who describe themselves “as individuals who just got tired and fed up with the passive acceptance, code of silence, nonchalance, and the there’s-nothing-we-can-do-about-it attitude from way too many educators, professionals, entertainers, and just your average citizen about the constant use of the N-word. Has the overwhelming use of this word really empowered anyone or taken the power out of its oppressive origins for such complacency?” have formed an organization called Ban the N Word. Tell us what you think about efforts to legislate this sort of speech. Is it promoting inclusion or censorship?

Thanks again for all the continued support. Please send email, participate in the blog and listen to the show, because Diversity DOES Matter.

Stay tuned,
Richard Friend, Ph.D.
Co-Host

Collaboration with Johnnetta B. Cole Global Diversity and Inclusion Institute!

2007-02-21T20:08:00.000-05:00

Dear Friends and Colleagues –

As you know Diversity Matters has recently formed a collaboration with the Johnnetta B. Cole Global Diversity and Inclusion Institute (JBC Institute) and will be serving as a conduit for the voices of The JBC Institute beginning with the upcoming Chief Diversity Officers Forum (March 20 -22, 2007; Greensboro, North Carolina). This exciting collaboration expands and forwards our shared vision of a world that works, and broadens exposure to some of the Institutes’ key programs such as The Chief Diversity Officers Forum, The Power Girls Summer Leadership Institute, The Diversity Lecture Series, The Professor of Diversity In-Residence, and The O. Lavelle Bond Diversity Scholars Program.

The CDO Forum’s central theme this year is “Innovation: Breakthrough Thinking for Diversity Management.” In addition to hearing from CEO’s of leading organizations such as Sodexho, AOL, Krispy Crème and United Way, speakers include:

Gilbert Casellas, Former EEOC Chair;
Ted Childs, former Chief Diversity Officer, IBM;
Maria Hinojosa, Journalist & Author;
Frans Johansson, Best Selling Author & Speaker;
Dr. Julianne Malveaux, Economist & Diversity Thought Leader;
Jennifer Lanier, Actress & Writer;
and Diversity Matters very own Noelle Richardson who was the first woman of color to anchor a national newscast in Canada

The Trailblazers in Diversity Awards Reception will honor Baroness Valerie Amos, Dr. William “Bill” Cosby, Mr. & Mrs. Leonard (Tobee) Kaplan, and Lt. Col. (retired) Consuelo Kickbusch.

According to Bea Perdue, President of the JBC Institute, “Since 2004 when the first Chief Diversity Officers Forum was launched, the primary goal was to provide an engaging environment for executives managing diversity to share their experiences and knowledge for the collective support of advancing diversity and inclusion in the workplace.” Given the theme of innovation, speakers and attendees will focus on the “pipeline” and “Chief Diversity Officers will be asked to combine their ideas and knowledge to create a strategic plan that can be considered for implementation across corporations, academic institutions and non-profit organizations to ensure a competent and diverse workforce for the future” says Ms. Perdue.

Diversity Matters will have an active presence at the conference by interviewing keynote speakers, honorees and presenters. These interviews will be aired on our radio show and made available via both the Diversity Matters and JBC Institute websites.

Our mission of engaging, celebrating and honoring the voices and efforts of people who work to build inclusiveness in their workplaces, communities and beyond will be served through a vehicle we call “Let Your Voice Be Heard.” During the conference we will be talking with attendees to get a pulse of a variety of points of view, feedback and questions.

If you have questions you’d like us to ask the CEO’s, CDO’s and other thought leaders during the conference, Let Your Voice Be Heard by sending us your questions in advance. We will do our best to pose your questions and then have responses broadcast on the Diversity Matters website and/or during one of our weekly segments.

We would love to see you in Greensboro North Carolina on March 20 – 22, 2007 as Diversity Matters covers the JBC Institute’s 4th annual Chief Diversity Officers Forum. If you are a leader or aspire to be a leader in your workplace or the world with respect to Diversity and Inclusion – this is one conference that you won’t want to miss. Attend the conference or tune in via Diversity Matters!

We are also thrilled to announce that Yolanda King, the first-born daughter of Coretta Scott King and Dr. Martin Luther King, Jr. will be our first guest of season two, airing on Friday March 2nd at 10AM (eastern). Yolanda King’ is a living testament to the convergence of positive social, political and personal change - woman who was born to inspire and lead.

Stay tuned,

Richard Friend

Co-host

Diversity Matters on PFLAG-Live

2007-02-14T13:28:00.000-05:00

Happy Valentine's Day!

In addition to planning for season two of Diversity Matters, we’ve been busy getting the word out about the show. Last month, I was a guest on the cable access television show PFLAG-Live here in Chicago. If you’re not familiar with Parents, Families and Friends of Lesbians and Gays (PFLAG), it’s a wonderful organization that promotes the health and well-being of gay, lesbian, bisexual and transgender persons, their families and friends through: support, education and advocacy. PFLAG provides opportunity for dialogue about sexual orientation and gender identity, and acts to create a society that is healthy and respectful of human diversity. PFLAG-Live is the organization’s first cable television chapter, and is hosted by Marc Wigler.

In addition to talking about a range of LGBT workplace issues we had a chance to discuss Diversity Matters. You can see a clip from the show here.

During my visit to PFLAG-Live, Marc and I discussed a range of topics including a question posed by Joe, a caller who asked “In a health care setting, when does one person’s rights end and another’s begin? If a person is a patient and they perceive a person may be lesbian, gay, bisexual or transgender, and they don’t want that person to take care of them, what should be done?” This is a great question because it addresses a classic leadership dilemma regarding opposing stakeholder groups – in this case the customer/patient vs. the employee. This is when having a clear and compelling set of values as your north star is important.

As I said to Joe, “If a patient’s request is contrary to the values of an organization with regard to respect, fairness and inclusion, and an employee is providing high quality professional care, and a patient is not comfortable with that care giver based on perceived sexual orientation, race, gender or some other dimension of diversity, it is the obligation of the institution to stand up on that employee’s behalf. Otherwise the espoused values about inclusiveness are simply rhetoric and that will ultimately undermine the effectiveness of the organization.” PFLAG-Live host, Marc Wigler and I then went on to discuss that this issues also speaks to why it’s so important for an organization to have non-discrimination policies that include sexual orientation, gender identity and gender expression PLUS the leadership and managerial courage to evoke the policies when needed.

Marc also ended the show with a very compelling question. He asked, “If you could change just one thing about the workplace, what would you change?” After pausing briefly to reflect, I said, “I would want to build more courage. A workplace where people are willing to stand up and speak with their passion and their heart and feel that they are supported in exercising that sort of courage. Whether that is managerial courage, or leadership courage, or the courage to challenge a boss. For example, one of the types of courage I see today that is fascinating is among transgender people who are transitioning at work and saying ‘I want to stay in my job ‘. Twenty years ago when I worked with transgender people who transitioned, they moved to another city, got a new job and started fresh. Though, when you do that, you lose your resume, you lose your connections. The kind of courage that it takes to say I want to transition, I’m going to transition and I want to keep my clients, I want to maintain my good relationship with my co-workers and continue to build my career on the foundation of excellence I’ve already demonstrated. That’s courage.”

PFLAG-Live is just one example of the opportunities we’ve had to bring the spirit of Diversity Matters to a broader audience. We will keep you posted about additional happenings with respect to Diversity Matters and we encourage you to contact us and post a comment here on the blog, because diversity DOES matter.

Stay Tuned,
Richard Friend, Ph.D.
Co-host

Welcome Back to the Diversity Matters Blog!

2007-02-13T11:44:00.000-05:00

Dear colleagues and friends –

Welcome back to the Diversity Matters blog! We are excited to announce that we will be back on the airwaves with the second season of Diversity Matters beginning on Friday March 2nd (10 AM eastern) on the VoiceAmerica Business Channel.

Season two will build on the important connections between the world of work and the world at large. We will celebrate and honor the voices and efforts of people who work to build inclusiveness by embracing diversity in their workplaces, communities and beyond. Our hope is that those involved in community work learn from the lessons of workplace diversity efforts and likewise workplace champions will be inspired with the tools, insights and lessons of change agents working at the grass roots community level. While season one had it’s primary focus on the workplace, in season two we are committed to building the connections between inclusiveness inside and outside the workplace – in communities, families, social networks and the like.

We set the benchmark high in season one with an incredible line up of guests and provocative topics and we will continue to bring you powerful voices of experience in the field and insightful topics. We are in the process of scheduling guests for season so if you have any suggestions for guests and/or topics that support inclusiveness at work and in the world, please let us know.

When we surveyed our listeners last fall, we heard a message loud and clear that we need to more actively integrate this blog into our vision of engaging people in dialogue about diversity. Given the birth of our podcast, we were somewhat lax last year in keeping up with our blog posting. This season we commit to utilizing the weblog more fully.

This blog provides a way for you to interact directly with us and with each other:

to comment about the shows that have already aired,- to offer questions and comments to guests if you’re not able to call in,
to pose questions to other listeners, and
to provide feedback and suggestions to Judy and I as we evolve in this process.

Judy and I are new to this medium, so along with many of you, we’re on a steep learning curve and exploring different ways technology can extend the conversations we would like to have about diversity at work. So please learn with us – share your thoughts about what we are doing and how we are going about it.

The Diversity Matters radio show can be heard two ways:- live each Friday at 10 am EST (starting March 2, 2007) via business.voiceamerica.com or on-demand from our website. All of season one is archived on our website (http://www.diversitymatters.info/). We typically take callers during the live broadcast, but not everyone can access the show at that time.

Thanks again for your continued enthusiasm and support.

Stay tuned,

Richard Friend, Ph.D.
Co-host