Tuesday, October 21, 2014

Fostering Breakthrough Innovation With Good Diversity Leadership #2

2-Be informed about your employees but don’t micromanage.  Acknowledge the progress no matter how small, made by people on your team.  


 Research by Theresa M. Amabile and Steven  J. Kramer shows that employees are motivated when their managers are aware of and acknowledge even their small wins.

Be specific! Don't just say "Good job." That means nothing and is like a generic greeting card. Compliment them on what they did and the results they got. Encourage them to keep going by letting them know you have faith and trust in their abilities.

This applies to individuals and whole teams. Be aware that some people thrive on individual acknowledgement and others want the recognition to include the whole team. 

A good diversity leaders pays attention and is cognizant of these differences. Good diversity leaders know that everyone wants to feel included, and be successful, and that when that happens, they are more creative, willing to take risks, and think innovation.




Wednesday, October 15, 2014

10 Ways Good Diversity Management Can Foster Innovation #1

In this business era of speed, competition and globalization, innovation rules all.  You never know where the next great product, process or profit builder will originate.

Good Diversity Management and Culturally Intelligent Leadership can make the difference between repeatedly hearing mediocre ideas from the same people, or mining the hidden genius in your organization for breakthrough ideas.

Conversely, not knowing how to access that genius or motivate employees to be creative will eventually make you and your products commodities, competing for lower prices.

I've found ten key ways good diversity management can foster innovation. Here is number 1.

1-Be conscious of the way you communicate with employees.    Ask yourself, “Are they comfortable talking to me about their work, asking questions, and giving me suggestions?” If the answer if no, you need to find out why, and if yes, then keep getting better at it.

Innovation can often come from the lower levels, but if you don’t know how to communicate with everyone, they won’t share ideas, nor will they feel invested in the organization.

Make a habit of interacting with the people on your team whom you may not know well, or with whom you are least comfortable. Identify the reasons for your discomfort, so you can move through it.


Tuesday, September 30, 2014

My  book  "110 Ways to Champion Diversity and Build Inclusion," is now in paperback on Amazon
http://amzn.to/1vsuvN7

Practical no or low-cost ways to champion diversity and build inclusion every day in your organization

Check it out now!

Tuesday, September 23, 2014

Inequality, Racism, Homophobia Are Barriers To Success

Can we really claim to support diversity and inclusion and not talk about Ferguson, Missouri, racial disparities and economic exclusion? Someone told me that I shouldn't talk about it in my work because it's too political. If stopping the dehumanization and brutality against people of color, mentally ill and anyone else is too political, then I'm too political. Inclusion is not just for people running the organization, or just for people who think it's "nice.” It means change, transformation and willingness to value each human being who is not out to harm others.

Someone told me that they were getting sick of hearing about Ferguson and the death of Michael Brown.

I said that I was sick of hearing about the deaths of so many people of color at the hands of bad police, and people who want to be police. 

I’ve worked with some amazing police officers who go out, put their lives on the line everyday to protect everyone. I’ve worked with amazing police officers who see a large part of their job as developing relationships with the communities where they work.

I don’t think all police are bad, or racist or homophobic, but I think we need to do something about the ones that are. 

Everyone should  be able to go to the police if they need help. That’s what they are supposed to do,  keep us safe.  Law enforcement doesn’t work if LGBT and people of color are afraid to approach the people who are supposed to protect us, or if we have to get protection from them.

I’ve worked with many good police officers who are here to protect and serve everyone, but when other officers who out of fear, hatred or ignorance unnecessarily harm or take the lives of civilians particularly people of color, are not held accountable, don’t suffer any consequences, and continue to keep their jobs. It makes everyone else look bad. It creates resentment, fear and distrust of police in those communities.

I’m not saying that cops shouldn’t arrest people, or shoot people. I’m just saying that they should arrest and shoot the right people. Their credibility and ability to do their job right is at stake. 

I'm also calling for more education for police officers and anyone else in law enforcement. Breaking bias and eliminating fear of others can save lives of people in the community and police. 

Monday, September 15, 2014

Diversity and Inclusion is Not Just Having an Open Mind

A participant in one of my Diversity and Cultural Intelligence 
programs this week said that it was just a matter of having an open mind. That's like using the word "respect." To many people having an open mind is being around people who are just like themselves. I don't even know what that means any more.

Most people think they have an open mind. Consider this- how open is your mind to people who are different or don't agree or have a really different perspective.

Becoming Culturally Intelligent is learned and conscious. It doesn't just happen. Getting rid of bias about others is learned and conscious.
In order to understand diversity you have to learn to understand yourself. In order to open your mind you have to be aware of where your mind is closed. Be conscious of your actions that you take based on a bias you have from what you've heard from others.

Do you look for ways to confirm a bias or an assumption or do you consider that you might be wrong?






Wednesday, August 27, 2014

Diversity and Inclusion Heroes and Zeroes - August 2014


Here are some of my diversity and inclusion heroes and zeros for August 2014- 
Feel free to send me your diversity and inclusion heroes and zeros.

Diversity and Inclusion Hero #1 is
The Chicago White Sox for sponsoring a night called  “LGBT Pride Night,  Out At the Sox,” on August 16, when they played against the Blue Jays.  So if you live in Chicago,  I hope you cancelled all other plans and bought a ticket. Remember we have to support the people who support us. I expect to see a bunch of selfies to prove you were at the game.

And corresponding Diversity Zeros- all the bigots drinking gallons of Haterade who posted hate bites like When is the Straight Pride night going to be? Duh! It’s everyday, but then again this person is waiting to attend doofus pride. You don’t need a night because you show your doofus pride every time you open your mouth.

An honorary diversity and Inclusion hero wrote back:
And to those "Where is straight pride night" people... come back to me when you can point out a time when straight people were persecuted and alienated because of their orientation. I'll give you a hint and save you time: IT'S NEVER HAPPENED. EVER.
You jerks are an absolute disgrace to humanity.

Go White Sox- my father was from Chicago and the White Sox was his team.

Diversity and Inclusion Hero #2 although a little late to the party but it’s actually never too late to come out for equality-
Target, who  announced their public support for marriage equality by signing an amicus brief before a Chicago federal appeals court.

And corresponding Diversity and Inclusion zero(we expected this,) the National Organization for Marriage who are planning a boycott.

President of this fringe group  Brian Brown said “I'm announcing a new boycott today, against Target, for insulting consumers like you and me. The brief they signed in court this week insinuates that people like you and me, who would vote to uphold traditional marriage, as akin to segregationists and racial bigots. Would you want to shop at a place that viewed you in that way?”

What did the used to say about protesting too much? And If the shoe fits…….

Really National Organization for Marriage- I don’t see Target suffering.  In fact, I know where I’m buying my new curtains and shower curtain-  T A R G E T.

And finally diversity and inclusion incarnation of Satanic foolishness,  talk show host Rick Wiles (who is he anyway)? who said on his show  It may be the great attitude adjustment that I believe is coming. Ebola could solve America’s problems with atheism, homosexuality, sexual promiscuity, pornography and abortion. If Ebola becomes a global plague, you better make sure the blood of Jesus is upon you, you better make sure you have been marked by the angels so that you are protected by God. If not, you may be a candidate to meet the Grim Reaper.”

What hatches some of these zeros, “Godzilla?”



Wednesday, June 25, 2014

in Honor of Gay Pride

In honor of Gay Pride-

Please promise to never use the term "sexual preference." It's culturally ignorant and you sound like you know nothing.

 When someone who should know better uses it, it's simply 
offensive. Please think about sexual orientation and gender identity. Being Transgender is not a sexual orientation.

A person can be Transgender and be straight  or lesbian, bisexual or gay.

This is a good time to learn, ask questions and be educated.

Read about the history of LGBT people, it will help you understand the present and where we need to go in the future.

If you believe in diversity and inclusion, then include LGBT. If you are LGBT and say you believe in diversity and inclusion, consider the fact that diversity and inclusion includes more than just LGBT people, and that every dimension of diversity is in the LGBT population. 

Don't only focus on differences, also look for commonalities and start a discussion.