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Guest Commentary The article below was written by Terry Howard, a free-lance writer, strategist and national speaker on inclusion. It was written for Martin Luther King, Jr. Day, but his message is applicable at any time of year.
Why I Sit Behind the Table I’ve said all along that when I grow up I want to “write like Leonard” - Leonard Pitts that is, Pulitzer Prize winning columnist with the Miami Herald. In a 2006 December column, “Not just a black thing,” he said this: “I know that some folks are touchy about anything seeming to equate the black civil rights movement with the gay one. And no, gay people were not kidnapped from Gay Land and sold into slavery, nor lynched by the thousands. On the other hand, they do know something about discrimination, they do know murder for the sin of existence, they do know the denial of civil rights.….It seems to me that if I abhor intolerance, discrimination and hatred when they affect people who look like me, I must also abhor them when they affect people who do not.“ Now while you’re scratching your head, nodding in agreement - or fuming - over Pitt’s point, here’s something else for you to chew on. Back to Pitts further down. Are you familiar with concept of diversity “fairs,” or “cultural celebrations?” Well the fact is that they’ve become commonplace in many organizations these days and usually take the form of tables, or booths, where “affinity groups” of women, Latinos, Asians, etc., display banners, literature, ornaments, various cultural artifacts, share ethnic food and play music. Actually they’re pretty nice and attract lots of attention and lively participation. I remember the very first one I attended years ago. Tables for each group were set up across the room horseshoe style. At the very end was one for the Gay and Lesbian group and mounted on the wall behind theirs was a large, colorful banner with the group’s name and logo. Before long people started pouring in, hundreds of them, and soon there were clusters around all of the tables…except one! Yep, you probably guessed it! I watched in amazement at how so many purposely steered clear of the “gay table” and, with amusement, how those who did stumble upon it slithered away quickly once they realized what “this one” was all about. Realizing that the room setup contributed to the alienation, I encouraged the meeting planners to mainstream the gay and lesbian table the next time around. They quickly agreed. The next year I, a straight guy, decided to sit behind the “gay table” - logo-bearing tee shirt and all - to gauge reactions; responses that ranged from nonchalance, to whispers, to looks of clear surprise. Interestingly, two people I knew stopped speaking to me afterwards and another sent me reading material drumbeating the sins of homosexuality. Now I say all that to say this: it seems to me that what’s missing in our willingness to build alliances and have rational conversations about sexual orientation is a framework, some parameters for honest dialogue. Well, I think I just may have an answer. Although not perfect, my approach has been to use the “4P” model for holding uneasy conversations about gay issues in the workplace. It’s anchored in the premise that this is really a matter of presence, policy, productivity and profitability. Here’s how to use it. First, stress that this is about PRESENCE; meaning that today’s workplace has talented people from all backgrounds, including different sexual orientations. Plus, research suggests that anywhere from 2 to 10% of the overall population is, in fact, gay, lesbian or bi sexual and similar percentages apply to the workplace. Second, align the issue with POLICY; meaning that organizations have policies that promote inclusion, respectful treatment and prohibits harassment and discrimination in any form! Third, emphasize that PRODUCTIVITY is what’s at stake here; meaning that it is in the organization’s best business interest to have everyone working at their best, operating on full throttle, fully engaged and optimally productive. Fourth, drive home the PROFITABLITY argument; meaning that when diverse talent is allowed to exist and produce at their best, the organization’s profitability is greatly enhanced. And further, when diverse talent feels that their environment is safe and supportive, they’re more likely to encourage people from their group to work for and buy products from that company. Now despite how well you use this model, there will, nevertheless, be people out there who won’t budge an inch on their strong “anti” feelings about this issue. At best all you can do is to stress that their beliefs are theirs alone, but such beliefs will not be allowed to translate into inappropriate or discriminatory behaviors, period! You then move on. My hope is that I’ve been able to add another dimension to Pitt’s perspective. Let’s circle back to him now and add on an interesting fact that should solidify his case for solidarity; gay folks were very active in the civil rights movement for African-Americans in this country from day one. Case in point; one of the most prominent was Bayard Ruskin, one of Dr. Martin Luther King’s chief lieutenants and movement strategists. And James Baldwin’s powerful book, “The Fire Next Time,” put a powerful literary stamp on the movement. And there were others, many others. As someone once wrote “no one has a monopoly on pain and suffering.” I can’t think of a better way to end this treatise on this day, January 15, 2007, the day we celebrate the birthday of Dr. King who said it best, “Injustice anywhere is a threat to justice everywhere.” So thanks Mr. Pitts for the wake up call. And thanks Dr. King, Mr. Ruskin, Mr. Baldwin and so many others. And thanks to my gay English teacher who saw the potential in yours truly and pushed him begrudgingly to one day, “write like Leonard.” This article was reprinted here with the author's permission - all rights reserved. This article is not to be copied, distributed or otherwise used without his permission. warnhowa@aol.com (972) 644-91077 February is Black History Month. This is the successor to Negro History Week, which was initiated on February 12, 1926 by Carter G. Woodson, a pre-eminent historian and founder of the Association for the Study of Negro Life and History. Woodson was concerned that the contributions of Black Americans were overlooked or misrepresented. Here are some profiles of prominent African-Americans and their accomplishments. Clarence (Skip) Ellis is the first African American to receive a Ph.D. in Computer Science (1969, University of Illinois). After his Ph.D., he continued his work on supercomputers at Bell Telephone Laboratories. Ellis has worked as a researcher and developer at IBM, Xerox, Microelectronics and Computer Technology Corporation, Los Alamos Scientific Labs, and Argonne National Lab. Currently, Dr. Ellis is a Professor of Computer Science, and Director of the Collaboration Technology Research Group at the University of Colorado at Boulder. Annie Easley was born on April 23, 1933 in Birmingham, Alabama. She developed and implemented computer code used in determining solar, wind, and energy projects for NASA. Her energy assignments have included studies to determine the life use of storage batteries, such as those used in electric utility vehicles. Her computer applications are used to identify energy conversion systems that offer the improvement over commercially available technologies. Mark Dean has been with IBM since 1980. Dean holds 3 of the original 9 patents on the computer that all PCs are based upon: Soon after joining IBM, Dean and a colleague, Dennis Moeller, developed the interior architecture (ISA systems bus) that enables multiple devices, like modem and printer, to be connected to personal computers. Dr. Dean was named an IBM Fellow in 1995, one of only 50 active fellows of IBM's 300,000 employees. Dean was the first African American to be honored with IBM Fellowship. W.E.B. DuBois (1868-1963) holds a firm place in African American history as a writer, editor, orator, and scholar. He sought to find the truth about race in America and the world. Though his writings came out of a turbulent period of history, his works continue to influence new readers. Mathematician and astronomer Benjamin Banneker, born free in Maryland, was largely self-taught. He constructed the first striking clock to be made in America, helped survey the boundaries for Washington, D.C., and published an almanac, which he compiled based on his own astronomical observations and calculations. Agricultural chemist George Washington Carver was born into slavery at the very end of the Civil War. He attended Iowa State College of Agriculture, where he received degrees in agricultural science. During his career as a researcher and educator, he advocated innovative agricultural methods and developed hundreds of applications for certain agricultural products, such as the peanut. A leader of the African-American community, Mary Bethune advised President Franklin D. Roosevelt on the problems of minority groups. In 1904, she founded Daytona Normal and Industrial Institute for Girls, at Daytona Beach, Florida. The institute merged with Cookman Institute for men, located in Jacksonville, in 1923 to form Bethune-Cookman College. In 1935 she founded the National Council of Negro Women. Sarah Breedlove McWilliams Walker, better known as Madame C.J. Walker or Madame Walker, and Marjore Joyner revolutionized the hair care and cosmetics industry early in the 20th century. During the 1890s, Sarah began to suffer from a scalp ailment that caused her to lose some of her hair. Embarrassed by her appearance, she experimented with a variety of home-made remedies and products made by another black woman entrepreneur, Annie Malone. She founded her own business and began selling Madam Walker's Wonderful Hair Grower, a scalp conditioning and healing formula. Eventually, Madame C.J. Walker's products formed the basis of a thriving national corporation employing at one point over 3,000 people. Madame Walker's aggressive marketing strategy combined with relentless ambition led her to be labeled as the first known African-American woman to become a self-made millionaire. Dr. Mae Jemison PhD, MD, born in Decatur, Ala., and reared in Chicago, entered Stanford University at age 16 on a scholarship and graduated with a degree in chemical engineering. She earned her doctorate in medicine at Cornell University. After completing her internship at Los Angeles County Medical Center, she served 2 ˝ years in the Peace Corps as a medical officer in West Africa. She returned to the U.S. and was working as a general practitioner in Los Angeles when NASA selected her for the astronaut program. On Sept. 12, 1992, she blasted into orbit aboard the space shuttle Endeavour and became the first African American woman to go into space. She served as an astronaut for six years. Today, Dr. Jemison is a professor in environmental studies at Dartmouth College and the director of the Jemison Institute, which helps developing countries use advanced technology. Few of the millions of people who have followed Charlayne Hunter-Gault's career as a television reporter are aware that she was one of the pioneers who risked her life to desegregate the colleges and universities of the South. In January of 1961, Charlayne Hunter and Hamilton Holmes became the first two African-Americans to attend the University of Georgia, following two years of efforts by the state of Georgia to deny them admittance. She has been a regular correspondent for the PBS's NewsHour program. Sources:
Quotes from Famous African-Americans
"We should emphasize not Negro History, but the Negro in history. What we need is not a history of selected races or nations, but the history of the world void of national bias, race hate, and religious prejudice."
"I felt that one had better die fighting against injustice than to die like a dog or rat in a trap. I had already determined to sell my life as dearly as possible if attacked. I felt if I could take one lyncher with me, this would even up the score a little bit."
"Success is to be measured not so much by the position that one has reached in life as by the obstacles which he has overcome while trying to succeed."
"Sometimes you've got to let everything go—purge yourself . . . If you are unhappy with anything . . . whatever is bringing you down, get rid of it. Because you'll find that when you're free, your true creativity, your true self comes out."
"My father was a slave and my people died to build this country, and I'm going to stay right here and have a part of it, just like you. And no fascist-minded people like you will drive me from it. Is that clear?"
"The battles that count aren't the ones for gold medals. The struggles within yourself—the invisible, inevitable battles inside all of us—that's where it's at."
"If you send up a weather vane or put your thumb up in the air every time you want to do something different, to find out what people are going to think about it, you're going to limit yourself. That's a very strange way to live."
"Defining myself, as opposed to being defined by others, is one of the most difficult challenges I face."
"We, the people." It is a very eloquent beginning. But when that document [the Preamble to the US Constitution] was completed on the seventeenth of September in 1787 I was not included in that "We, the people." I felt somehow for many years that George Washington and Alexander Hamilton, just left me out by mistake. But through the process of amendment, interpretation and court decision I have finally been included in "We, the people."
"I can accept failure. Everyone fails at something. But I can't accept not trying."
"Nothing in all the world is more dangerous than sincere ignorance and conscientious stupidity."
"If we accept and acquiesce in the face of discrimination, we accept the responsibility ourselves and allow those responsible to salve their conscience by believing that they have our acceptance and concurrence. We should, therefore, protest openly everything . . . that smacks of discrimination or slander."
Source: http://www.infoplease.com/spot/bhmquotes1.html I would appreciate your input on what types of articles and information you would like to see in future issues of the Diversity Corner. Please take this quick one-minute survey! The Diversity Corner is designed to increase awareness and build competency around workplace diversity issues. The content of this newsletter is selected and edited by Dave Hughes. Feedback is always welcome. Copyright © 2007 by Dave Hughes. Permission is granted to publish articles within this newsletter on a not-for-profit basis, with the following byline: “By Dave Hughes (www.DiversityCorner.com)” Contact Dave Hughes | Subscribe to the Diversity Corner | Unsubscribe to the Diversity Corner Your email address will remain strictly confidential and will not be used for any other purpose. |
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