Posts tagged with Gender

Diversity Equals …

Posted on January 28, 2017 by Leave a comment

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Diversity Equals …

The first time that I saw a billboard with the message, “Diversity = White Genocide” I was honestly a bit confused.  After all, what most people call diversity (the inclusion of diverse people), is the opposite of genocide. Groups subjected to genocide historically include: Armenians, Jews, Cambodians, Rwandans, and Bosnians. Yesterday was Holocaust Remembrance Day. This matters because once we forget what happens when we exclude any group of people, we are destined to repeat the horrors of the holocaust and other shameful episodes of human history. “Genocide” is a combination of the Greek word génos (“race, people”) and the Latin suffix -cide (“act of killing”). The United Nations Genocide Convention defines genocide as “acts committed with intent to destroy, in whole or in part, a national, ethnic, racial or religious group”. Genocide conjures up the most horrific images and acts that humans perpetrate against ‘others,’ members of groups other than their own idea of their specific sub-set, whether race, religion, or tribe.

I have since learned that there is an entire movement, a growing movement, of people who claim that Anti-Racists are ‘Anti-White’.  Yes, that is an oxymoronic concept. In my blog post “What’s in a Word,” (December, 2013), http://www.inclusionstrategy.com/blog/?p=11 I wrote about the importance of vocabulary, the power of words to harm and to exclude. I will continue to posit that words and how they are used is a critical element of advancing equity and social justice. I must continue to use words to try to persuade those who are threatened by diversity and inclusion that we are really not so bad, those of us who work to bring humanity together, to find our common ‘touch points’ and share some love. Words are actions and our words can be loud and clear and true.

Truth

I must also continue to use words to state the truth. Racism, anti-Semitism, sexism, and Islamophobia all rely on distortions of the truth. Racists have embraced the false premise that they, based on a concept of what race is, are superior to others, hence the term ‘White-Supremacists’. Obviously, there is no single group or sub-set of human beings that is superior to any other sub-set, yet all we need to do is look at a chronological list of genocidal epochs to know that the lie of superiority over, or the fear of, others has resulted in the murder, rape, mutilation, imprisonment, and ‘bans on’ or exclusion of people for millennia. How do you ban an entire group of people? This is not only a violation of the Civil Rights Act of 1964 and the Charter of the United Nations, it violates several U.S. treaties, most notably the Treaty of Tripoli ratified unanimously in 1797 by the US Senate:

“As the Government of the United States of America is not, in any sense, founded on the Christian religion; as it has in itself no character of enmity against the laws, religion, or tranquility, of Mussulmen (Muslims); and as the said States never entered into any war or act of hostility against any Mahometan (Mohammedan) nation, it is declared by the parties that no pretext arising from religious opinions shall ever produce an interruption of the harmony existing between the two countries.” (Art. 11.)

The truth can be distorted, ignored, and hidden. If it is raining, my saying that it is not raining is meaningless, as the apparent and obvious evidence of the falling rain dismisses my statement.  So, if someone or some group states that ‘diversity equals white genocide’, the absurdity of that statement is blatantly obvious. However, the groups promoting this concept are growing and the current President of the United States has re-tweeted messages by these groups. A search on the Southern Poverty Law Center’s (SPLC) website for ‘white genocide’ brought up 179 results. There have been many billboards since the first one appeared in Harrison, Arkansas in 2014.  These signs are not limited to the American south, but have also been put up in numerous locations from Washington State to Great Britain. People have come to Black Lives Matter rallies with ‘white genocide’ banners and they continue to appear at various events across the country.

Hate

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The Hate Index created by City University of New York Graduate School of Journalism‘s NYCity News Service has documented 318 hate crimes in the United States since January 10, 2017.   https://hateindex.com/  January 10 was only 18 days ago! In other words, we are averaging 17.6 hate crimes per day in the United States. That number includes only crimes that can be confirmed as hate crimes, not those where hatred based on the victims’ protected class status (race, religion, sexual orientation, gender, or national origin, etc.), is the suspected motive for the act. The SPLC identifies 892 hate groups on its Hate Map: https://www.splcenter.org/hate-map. These numbers are staggering in comparison to 10 years ago.

The Uniform Crime Reporting program (1930), the Hate Crimes Statistics Act (1990), and the Hate Crimes Prevention Act, 2009 require data be collected on all crimes motivated by hate based on race, age, religion, gender, sexual orientation, ethnicity, and physical and mental disabilities.  The total crimes classified as Hate Crimes in 2009 was 688.3 (including murder, rape, aggravated assault, robbery, and vehicle theft) or 1.88 crimes per day.

Words are actions and words that are hateful incite actions that are dangerous and deadly.  Words matter. It is also vitally important to remember that not only are those who are from certain countries, or members of certain religions being targeted by those who hate, those who appear to be foreign or gay or Muslim or Jewish or different are also being targeted.

Call to Action

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So, why am I sharing this negative information?  My intention is not to add to the already overwhelmingly negative news updates that seem to come at an amazingly rapid rate. Nor is it my intention to provide a political commentary. My arena is inclusion, the inclusion of diverse people in organizations, such as our entire civilization, the quintessential organization of people. When the daily news updates increasingly include decisions, actions, words, and thoughts that exclude, divide, defame, or discriminate against human beings, it is my business.  Literally.

Many people have reached out to me in recent weeks and asked what I plan to do to help people and organizations to cope with so much divisiveness. Yesterday, someone reminded me that I need to be blogging every week and sharing a call to action. So, I will continue to do what it is that I do: to facilitate conversations intended to bring people together across their differences of opinion, to remind people that we all have a responsibility to advance inclusion, that we all have a great deal to lose if we isolate from others, that we all have SO much to gain when we are part of a diverse group of people – people from all parts of the globe, of all faiths, of all races, of all tribes. Diversity does not result in any type of –cide!  Inclusive diversity results in creativity, intellectual growth, innovation, and better health. Lewis Mumford referred to cities as utopias because of their diversity which encourages curiosity! “Urban life in Greece began as an animated conversation and degenerated into a crude agon or physical struggle.” (1961)

So, let’s talk. Let’s talk about fears of the other. Let’s talk about anger resulting from conflicting views and opinions.  Let’s talk about fear of change. Let’s have an animated conversation about our diversity. When we stop talking we resort to our primal or lizard-brained selves. When we stop talking, we lose our sense of connection and belonging to a tribe. We all belong to one tribe – the human tribe. There are hundreds of sub-sets; how can we decide which is better or worse?  All that we can hope to do is learn and grow as a result of our connections. The concept of divide and rule (or conquer) goes back to the Roman invasion of Macedonia. We are not the masters of ourselves if we give in to hate. Hate does not participate or converse or receive or learn – hate blocks information about ‘the other’. Enemies are regularly de-humanized to enable their haters to kill, maim and attack them. Hatred cannot coexist with appreciation of another person’s beauty, brilliance, talent, or generosity. Hatred can only scream “NO”!

To me, you – my fellow human beings – are beautiful and complicated and brilliant and diverse, and that makes life, not death, possible and wonderful.

Onward!

~ Wendy

P.S. If you are in the greater NYC area, let’s meet for a conversation. If not, let’s Skype or talk on the telephone, or at least email.

P.P.S. Next week I will share some other positive steps that we can take to protect human rights and each other from hate.

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Comfortable Diversity

Posted on January 19, 2015 by Leave a comment

Comfortable Diversity

I was once asked (directed) by a boss of mine not to use the words “race” or “gender” while facilitating diversity and inclusion education for the organization’s employees. The main reasons I was given for this approach were:

1. There are all types of diversity:  job title, geographic location, marital status, parental status, we don’t have to focus on the obvious differences.

2. According to Dr. R. Roosevelt Thomas (the late diversity scholar and author of Beyond Race and Gender: Unleashing the Power of Your Total Work Force by Managing Diversity; AMACOM, NY, NY. 1991.), “Employees differ not just on the basis of race, gender, and ethnicity, but also on a variety of other dimensions such as age, functional and educational backgrounds, tenure with the organization, lifestyles, and geographic origins, just to name a few.”  Dr. Thomas was absolutely right, but that does not mean that any dimension of diversity should be avoided when trying to create an inclusive environment.

3.  If the training focuses on race and gender, it might make our people uncomfortable.

I was also told, in other terms, that we were living in a post-racial society and that there was no reason to dredge-up the past and make people feel guilty about things that they could not control.

Today, as we celebrate the birthday of Dr. Martin Luther King, Jr., and contemplate his legacy and the history of race in our nation, it is impossible for me to understand the claim that we live in a post-racial society when there are so many racially based challenges that we face every single day.

No Pain No Gain

Many people have begun the New Year by trying to live healthier lives. They have started to exercise, possibly after a long period without doing so. If this is the case, underused muscles will be aching in response to the pressure to participate in this healthy activity. If one is out of shape and overdoes it, then it can become too painful to continue and make progress toward better health. (I will confess that as I write these words, more than a few of my neglected muscles are groaning in response to my recent attempts to include all of my interdependent parts in goal oriented exercising.)

To continue with the exercise metaphor, much of the diversity training of a few decades ago was also a bit painful because of neglect, particularly when trainers would overdo it. So, the tendency might be to cringe at the thought of working out when lingering pain from the last effort reminds us how uncomfortable exercise can be. This certainly makes sense. That is why it is wise to begin a regimen of exercising carefully, mindful of old injuries, weaknesses, and risks. While there is going to be some inevitable discomfort, it does not need to be debilitating.

Beyond Trends and Fads

Just as with zumba, and other forms of exercising, fads and trends come and go, but three basic methods remain at the core of a healthy physiological program: reaching a targeted heart rate for your age and condition (cardio or aerobics), stretching, and strength. Similarly, effective methods for reaching sustainable inclusion goals require energy, stretching one’s ability to communicate and connect, and improving an organization’s cultural strength, or interdependence. These may initially cause participants some discomfort, but with time they will grow and expand their capacity to be truly inclusive. Just as anyone beginning an exercise regimen is advised to see their doctor to make sure that they are not causing themselves any harm and if they can afford it, they should hire a professional trainer to guide them. Likewise, it is recommended that your organization reach out to an experienced guide before embarking on an inclusion campaign.

One Step at a Time

Just as we are advised to begin an exercise plan by walking – simply walking before we start running – I recommend that we begin by talking. Conversations that have the goal of creating empathy in spite of diversity can help us to acknowledge our common history and distinct positions. In other words, let’s not be polite; let’s have genuine conversations that result in real relationships. Conversations that are grounded in mutual respect and the understanding that every one of us has a unique perspective – a unique set of experiences – can result in sustainably inclusive relationships. Conversations that are facilitated in a safe environment where respect is the primary requirement can be the first steps that move our homes, our schools, our workplaces, our cities, and our nation in a direction of healing and sustainable or manageable health.

Setting Realistic Goals

Just as exercising and dieting goals need to be realistic and practical, inclusion goals, if they are to be sustainable, must also reflect our current state and condition regarding diversity and inclusion. That requires an honest assessment and a well thought out plan. Dr. Martin Luther King, Jr. did not just show up in Selma, Alabama and expect racism or the denial of civil rights to end. He worked with others and developed a well-thought out plan and still met with incredible resistance before he and all of those who fought for our civil rights advanced that goal. That success enables and encourages all of us to continue to walk, to continue to strive to achieve our goals of inclusion, of equity, of humanity.

If you have not begun to advance your goals of inclusion, isn’t today a great time to begin?

Onward!

~ Wendy

Please let me know what you think!  wendy@inclusionstrategy.com

 

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