Those of you who follow my blog may have wondered at my rather conspicuous silence on the Mike Brown and Eric Garner verdicts. But in all honesty, I was struggling.
I felt quite hopeless, wondering what on earth it would take to stop the consistent, outright torture and killing of my black male brethren. What could I do to help, to make sustainable lasting change? I sat quietly at home for many hours wondering what contribution I might make, and I sank pretty low for a while.
But then, as the protests around the world grew in size and scope and creativity, I began to feel better. I realized I am doing something to help, whether it’s engaging you via this blog or simply living by example, being the change I want to see, as entrepreneur Kenny Burns said in a recent Instagram video. Continue reading “Be The Change You Want To See #race #diversity #EricGarner”
Popular news items offer a familiar and accessible way to connect people and initiate tough conversations about race using touch points that many people are familiar with and have an opinion about. Continue reading Diversity’s Teachable Moments #diversity #inclusion #training
Social media technologies are excellent tools to facilitate increased diversity in the workplace. The challenge is to prepare for and manage the challenges that may follow. Continue reading Does Your Social Media Have a Diversity Problem? #diversity #race #socialmedia
I found this video today and want to share it because I adore what Pharrell says about accountability. He brings it home that diversity issues and the problems with race in this country are not a zero sum game. Too many issues are lumped together in an effort to discount everything and assign blame. And, … Continue reading Progress With Race Problems May Begin With Accountability @Pharrell #diversity #race
I’ve talked to many diversity executives over the years, and almost all have confirmed that in order to create real traction for their initiatives, to even gain acceptance of their presence and value, they have to talk about diversity like a business. That means hard numbers, tangible connections to key stakeholders and strategic alignment to established business goals and needs. No soft stuff.
Emotion, historical baggage, discussions of right or wrong, or playing the blame game and pointing fingers, these things do not work, they say. In fact, these things actively work against the diversity executive, even in situations where there are acknowledged or apparent workforce diversity issues.
But according to some new research, numbers may not always work to sway hearts and minds and promote positive action. A study from Stanford University psychologists Jennifer L. Eberhardt and Rebecca C. Hetey revealed you can’t fight racial injustice with statistics either. Continue reading “Black Skin Means Bad News #diversity #race #discrimination”
I had no plans to blog about Mike Brown. I thought, this happens so often, as tragic and horrible as it is, what more can I say that I haven’t already? Two things changed my mind.
One, I saw an absolutely stunning photo of a silent protest at Howard University where hundreds of solemn black faces stood with their hands up. No words were needed. It was peaceful, it was powerful, and it was in direct opposition to the fear and violence that swept Ferguson, Missouri this week.
Then I read a beautifully written piece in Salon by Brittney Cooper: “In defense of black rage: Michael Brown, police and the American dream,” discussing the mentality behind racism, and I had to chime in.
Cooper says: “We live in a country that is so deeply emotionally dishonest about both race and racism. When will we be honest enough to acknowledge that the police have more power than the ordinary citizen? They are supposed to. And with more power comes more responsibility.”
That’s the bottom line.
Continue reading “Mike Brown: Today’s Hiroshima #diversity #racism #power”