Tapestry™
Thursday, October 30, 2008
Keeping a Diversity Scorecard
“The Diversity Scorecard” is designed to provide step-by-step instructions, worksheets and examples to help diversity executives and managers analyze and track the impact of their diversity initiatives to mobilize the organization for strategic culture change. Diversity is not a program; it is a systemic process of organizational change that requires measurement for organizational improvement and success.
Measuring the progress and results of diversity initiatives is a key strategic requirement to demonstrate its contribution to organizational performance. Diversity executives, professionals and managers know they must begin to show how diversity is linked to the bottom-line in hard numbers or they will have difficulty maintaining funds, gaining support, and obtaining resources to generate progress.
Many organizations collect some type of diversity-related data today, even if it focuses only on Affirmative Action statistics. "The Diversity Scorecard" The Diversity Scorecard: Evaluating the Impact of Diversity on Organizational Performance (Improving Human Performance)
focuses on tools and techniques to make sure diversity professionals are collecting and measuring the right type of data that will help ensure the organization’s success both now and in the future. This book helps the reader spend some time thinking about what they currently measure and adding new measures to a database to track progress towards their diversity vision. The basic premises of this book are that it is important to develop measures that focus on the past, present, and future; and that measures need to consider the needs of the organization’s diverse workforce, its work climate, diverse customers, the community, and shareholders.
“The Diversity Scorecard” is designed to provide step-by-step instructions, worksheets and examples to help diversity executives and managers analyze and track the impact of their diversity initiatives to mobilize the organization for strategic culture change. Diversity is not a program; it is a systemic process of organizational change that requires measurement for organizational improvement and success.
Measuring the progress and results of diversity initiatives is a key strategic requirement to demonstrate its contribution to organizational performance. Diversity executives, professionals and managers know they must begin to show how diversity is linked to the bottom-line in hard numbers or they will have difficulty maintaining funds, gaining support, and obtaining resources to generate progress.
Many organizations collect some type of diversity-related data today, even if it focuses only on Affirmative Action statistics. "The Diversity Scorecard" The Diversity Scorecard: Evaluating the Impact of Diversity on Organizational Performance (Improving Human Performance)
focuses on tools and techniques to make sure diversity professionals are collecting and measuring the right type of data that will help ensure the organization’s success both now and in the future. This book helps the reader spend some time thinking about what they currently measure and adding new measures to a database to track progress towards their diversity vision. The basic premises of this book are that it is important to develop measures that focus on the past, present, and future; and that measures need to consider the needs of the organization’s diverse workforce, its work climate, diverse customers, the community, and shareholders. Labels: Book, Business, Diversity
¶ 10/30/2008 0 Comments Links to this post
Sunday, October 26, 2008
Diversity reduces diseases
There are apparently health benefits in having a diverse group of fiends and employees. According to research at the University of Colorado appearing in Ecology Letters, a periodic journal, it was found that having diversity in a frog community reduced disease by 40%!
Although this is only one study and may not hold conclusive for humans, one must consider it as part of the mounting evidence pointing to diversity as beneficial.
Sunday, October 12, 2008
Columbus Voyage a Tribute to Diversity
Columbus Day marks the annual remembrance of Christopher Columbus’s voyage to open east-west trade routes. As the day is observed, the diversity behind the voyage’s success is often overlooked.
Arranging for the voyage was a long process for Columbus as he tried to find funding in Portugal, Italy, and Spain. The journey was planned by a committee in Lisbon, Portugal. Led by Joseph Diego Mendes Vezinho, a Jewish scientist that later converted to Christianity, a nautical plan was developed using newly created star charts and maps developed by Muslim navigators.
The diversity continued when it was time to fund the trip. Columbus sought finances from several sources eventually finding success with King Ferdinand and Queen Isabella of Spain. They did not agree to fund the trip until Luis de Santangel developed a successful plan. King Ferdinand had ordered all Jews and Muslims convert to Catholicism or leave Spanish soil. Santangel, a Jew, converted under this decree. He compiled the funds using an endowment, uncollected penalties owed by the City of Palos, and his own personal funds. The monarchy agreed as it involved little of their own money.
To read more, click here.
Columbus Day marks the annual remembrance of Christopher Columbus’s voyage to open east-west trade routes. As the day is observed, the diversity behind the voyage’s success is often overlooked.Arranging for the voyage was a long process for Columbus as he tried to find funding in Portugal, Italy, and Spain. The journey was planned by a committee in Lisbon, Portugal. Led by Joseph Diego Mendes Vezinho, a Jewish scientist that later converted to Christianity, a nautical plan was developed using newly created star charts and maps developed by Muslim navigators.
The diversity continued when it was time to fund the trip. Columbus sought finances from several sources eventually finding success with King Ferdinand and Queen Isabella of Spain. They did not agree to fund the trip until Luis de Santangel developed a successful plan. King Ferdinand had ordered all Jews and Muslims convert to Catholicism or leave Spanish soil. Santangel, a Jew, converted under this decree. He compiled the funds using an endowment, uncollected penalties owed by the City of Palos, and his own personal funds. The monarchy agreed as it involved little of their own money.
To read more, click here.
Labels: Diversity, Globalization
¶ 10/12/2008 0 Comments Links to this post
Saturday, September 20, 2008
Top 10 US companies for workplace diversity
Hispanic Business Magazine has named their top 10 US companies for workforce diversity. Basing their ranking strictly on ethnic and gender diversity the magazine says the top 10 companies are:
Hispanic Business Magazine has named their top 10 US companies for workforce diversity. Basing their ranking strictly on ethnic and gender diversity the magazine says the top 10 companies are:- JPMorgan Chase
- McDonalds Corporation
- PNM Resources
- Comerica Inc.
- Southern California Edison
- United States Postal Service
- PepsiCo. Inc.
- Health Net Inc.
- Macy's Inc.
- American Express Company
The magazine ignores other aspects of diversity such as generational diversity.
¶ 9/20/2008 0 Comments
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Saturday, August 9, 2008
“New Directions in Diversity”
Have you imagined becoming a diversity reporter in your company or community? Here is book to help you do just that.
The book contains hundreds of professional tips about covering cultures, including national, religious, orientation, abilities, generational information.
This is also a great tool for educators teaching general or diversity classes.
To learn more about the book, click here. ¶ 8/09/2008 1 Comments Links to this post
Have you imagined becoming a diversity reporter in your company or community? Here is book to help you do just that.The book contains hundreds of professional tips about covering cultures, including national, religious, orientation, abilities, generational information.
This is also a great tool for educators teaching general or diversity classes.
To learn more about the book, click here. ¶ 8/09/2008 1 Comments Links to this post
Tuesday, August 5, 2008
Starbucks cannot compete in Australia
Starbucks has virtually left the land under saying they cannot compete due to the continent’s sophisticated coffee culture. They are closing all but 23 outlets after admitting defeat in their drive to hydrate thirsty Aussies.
The reason: Australia’s diverse population had already elevated the tastes of java lovers. Espressos and cappuccinos are common place in a land that has been brewing delicious blends since post-World War II migration upped the palates of the average Australian.
The sophistication of the Australian coffee aficionado is so strong they are turned off by one simple piece of the Starbucks formula – having teens prepare the cups. To an Australian it takes experience to be able to get the brew just right.
Starbucks has virtually left the land under saying they cannot compete due to the continent’s sophisticated coffee culture. They are closing all but 23 outlets after admitting defeat in their drive to hydrate thirsty Aussies.The reason: Australia’s diverse population had already elevated the tastes of java lovers. Espressos and cappuccinos are common place in a land that has been brewing delicious blends since post-World War II migration upped the palates of the average Australian.
The sophistication of the Australian coffee aficionado is so strong they are turned off by one simple piece of the Starbucks formula – having teens prepare the cups. To an Australian it takes experience to be able to get the brew just right.
The chain will now be limited to Sydney, Brisbane, and Melbourne in an attempt to continue to brag about the intercontinental affection for its products.
Labels: Business, Diversity, News
¶ 8/05/2008 0 Comments Links to this post
Tuesday, July 15, 2008
White Chocolate - a story of blended heritage
People love to categorize others based on race. But what if you are a blend of more than one race? Which race should you be categorized as?
This is the basis for a fictional work based on the life’s lessons of Elizabeth Atkins, the daughter of an interracial couple.
She uses the setting of a mixed heritage television reporter going undercover to expose a violent white supremacist group. The storyline allows Atkins to share her own experiences as she draws the reader into an exciting and captivating drama.
It is an extremely fascinating story that will help the reader understand people of blended heritage as they are given insight into their own racial feelings.
Click here to learn more or to order this book. ¶ 7/15/2008 1 Comments Links to this post
People love to categorize others based on race. But what if you are a blend of more than one race? Which race should you be categorized as?This is the basis for a fictional work based on the life’s lessons of Elizabeth Atkins, the daughter of an interracial couple.
She uses the setting of a mixed heritage television reporter going undercover to expose a violent white supremacist group. The storyline allows Atkins to share her own experiences as she draws the reader into an exciting and captivating drama.
It is an extremely fascinating story that will help the reader understand people of blended heritage as they are given insight into their own racial feelings.
Click here to learn more or to order this book. ¶ 7/15/2008 1 Comments Links to this post
Monday, February 11, 2008
Diversity still lags in staffing management
A survey of staffing firms released by the Association of Executive Search Consultants shows 76% of global senior executives reported their company has none or only one minority represented among their top executives. As for women, only 44% of the respondents had at least one woman in top management.
Diversity policies are also lacking among today's global staffing firms. Only 54% of responding organizations have a current diversity policy. This is down from 59% just two years previous.
One must wonder how long it will take to achieve diversity at all levels of the corporate world if those involved in hiring do not personally practice diversity. ¶ 2/11/2008 0 Comments Links to this post
A survey of staffing firms released by the Association of Executive Search Consultants shows 76% of global senior executives reported their company has none or only one minority represented among their top executives. As for women, only 44% of the respondents had at least one woman in top management.Diversity policies are also lacking among today's global staffing firms. Only 54% of responding organizations have a current diversity policy. This is down from 59% just two years previous.
One must wonder how long it will take to achieve diversity at all levels of the corporate world if those involved in hiring do not personally practice diversity. ¶ 2/11/2008 0 Comments Links to this post
Monday, January 21, 2008
The content of one’s character
When we look back over the course of history there are several speeches that still ring with passion and spirit to invoke modern emotion. Kennedy’s “Ask Not” challenge, Lincoln’s Gettysburg address, and Martin Luther King's “Content of Character” speeches have stood the test of time.
When we recall the words of Dr. King we tend to gloss over the specific meaning of what he had to say. Most think that content of character simply means we should judge people for who they are beneath the pigmentation of their skin. Although this is true, if we are really to appreciate the content of character we must understand what creates one's character in the first place.
Character is nothing more than a group of cultures. It is what we have learned from our experiences based on our experiences in whatever religious, economic, geographical, recreational, vocational, physical inventory, gender, sexual orientation, and racial cultures. Character is the cultures taught to us by her parents, witnessed in our friends, impressed upon us by the media, and demonstrated by our heroes.
King's words prompt us to look into the soul of a person instead of pre-judging outward appearances.
Pre-judging is easy. It is often wrong and can cost us friendships, business opportunities, and growth experiences.
I remember a Franchise Expo we held in the early days of MBC Global. An older unshaven man in ragged clothes toured the display floor feeling no need to impress. The exhibitors ignored him, preferring to talk to the crisp, well pressed suits. When he did speak, he did so in what appeared to be uneducated English. Without being introduced to a single franchise opportunity he decided to exit. As he was leaving I spoke to him briefly. He said he wanted to come even though it was a weekend day normally dedicated to sleeping in and spending time with his family. The following Monday he sat behind his desk managing his empire of 84 gas stations.
Just as these franchise salespeople missed an opportunity, we all miss opportunities when we jump to erroneous conclusions simply because we don't get to know the contents of one's character.
Before passing judgment take the time to understand the cultures contained within a person's character. Only then will you be able to get beyond your prejudices.
When we look back over the course of history there are several speeches that still ring with passion and spirit to invoke modern emotion. Kennedy’s “Ask Not” challenge, Lincoln’s Gettysburg address, and Martin Luther King's “Content of Character” speeches have stood the test of time.When we recall the words of Dr. King we tend to gloss over the specific meaning of what he had to say. Most think that content of character simply means we should judge people for who they are beneath the pigmentation of their skin. Although this is true, if we are really to appreciate the content of character we must understand what creates one's character in the first place.
Character is nothing more than a group of cultures. It is what we have learned from our experiences based on our experiences in whatever religious, economic, geographical, recreational, vocational, physical inventory, gender, sexual orientation, and racial cultures. Character is the cultures taught to us by her parents, witnessed in our friends, impressed upon us by the media, and demonstrated by our heroes.
King's words prompt us to look into the soul of a person instead of pre-judging outward appearances.
Pre-judging is easy. It is often wrong and can cost us friendships, business opportunities, and growth experiences.
I remember a Franchise Expo we held in the early days of MBC Global. An older unshaven man in ragged clothes toured the display floor feeling no need to impress. The exhibitors ignored him, preferring to talk to the crisp, well pressed suits. When he did speak, he did so in what appeared to be uneducated English. Without being introduced to a single franchise opportunity he decided to exit. As he was leaving I spoke to him briefly. He said he wanted to come even though it was a weekend day normally dedicated to sleeping in and spending time with his family. The following Monday he sat behind his desk managing his empire of 84 gas stations.
Just as these franchise salespeople missed an opportunity, we all miss opportunities when we jump to erroneous conclusions simply because we don't get to know the contents of one's character.
Before passing judgment take the time to understand the cultures contained within a person's character. Only then will you be able to get beyond your prejudices.
Labels: Diversity, Leadership
¶ 1/21/2008 0 Comments Links to this post
Saturday, January 5, 2008
How diversity got Dorothy back to Kansas
Are you ready for something a little lighthearted? Looking at diversity topics is a serious matter as it is through diversity that we build relationships, productivity, and business. Yet the fantasy world often provides anecdotal comparisons to life.
I received a letter asking me who the real leader was in the “Wizard of Oz”. Certainly the story revolved around a diverse cast of characters. There was Dorothy, the human from the rural farm culture, the Good Witch from the elitist culture; the scarecrow, an admirer of the academic culture who decided to stop giving directions to others and take a journey for himself; the lion, a misfit in a warrior culture; the tin woodsman, a laborer that felt unloved; and the wizard, a circus performer out of his element.
Individually they were unable to fulfill their goals. Together they were able to draw on their knowledge and ideas to find their dreams. That is the way it is with diversity - different individuals coming together to do great things.
So who was the true leader in the story. For that you need to visit my article.
Are you ready for something a little lighthearted? Looking at diversity topics is a serious matter as it is through diversity that we build relationships, productivity, and business. Yet the fantasy world often provides anecdotal comparisons to life.I received a letter asking me who the real leader was in the “Wizard of Oz”. Certainly the story revolved around a diverse cast of characters. There was Dorothy, the human from the rural farm culture, the Good Witch from the elitist culture; the scarecrow, an admirer of the academic culture who decided to stop giving directions to others and take a journey for himself; the lion, a misfit in a warrior culture; the tin woodsman, a laborer that felt unloved; and the wizard, a circus performer out of his element.
Individually they were unable to fulfill their goals. Together they were able to draw on their knowledge and ideas to find their dreams. That is the way it is with diversity - different individuals coming together to do great things.
So who was the true leader in the story. For that you need to visit my article.
Labels: Diversity, Leadership
¶ 1/05/2008 0 Comments Links to this post
Saturday, December 29, 2007
Should governments fund culture?
Once hailed as a great connector between the east and west coasts of the United States, passenger railroads have had a tough time competing with the speed of air travel. The trend seems to be changing as Amtrak, the largest passenger rail system in America, is seeing increased ridership. New service between Illinois and California is allowing passengers a view of a beautiful American countryside.
The popularity of rural roads throughout the world has been lost in the rushed American culture. Although using rail for commuting attracts riders in busy metropolitan corridors, particularly between Washington and Boston, the long-haul routes have been more of an attraction to foreign visitors. They enjoy the opportunity to see more of Americana as a peer out the windows and stretch their legs at longer stops.
As Amtrak exceeds prior-year passenger counts for the 5th consecutive year, are we seeing a once vanishing culture being restored? The very existence of passenger route is due to government subsidies. Many museums, orchestras, and artist also survive due to government handouts. Critics claim this financial backing to be a waste of taxpayer dollars. However, if rail travel can become self-sustaining does it make a case for government funding of other cultures? ¶ 12/29/2007 0 Comments Links to this post
Once hailed as a great connector between the east and west coasts of the United States, passenger railroads have had a tough time competing with the speed of air travel. The trend seems to be changing as Amtrak, the largest passenger rail system in America, is seeing increased ridership. New service between Illinois and California is allowing passengers a view of a beautiful American countryside.The popularity of rural roads throughout the world has been lost in the rushed American culture. Although using rail for commuting attracts riders in busy metropolitan corridors, particularly between Washington and Boston, the long-haul routes have been more of an attraction to foreign visitors. They enjoy the opportunity to see more of Americana as a peer out the windows and stretch their legs at longer stops.
As Amtrak exceeds prior-year passenger counts for the 5th consecutive year, are we seeing a once vanishing culture being restored? The very existence of passenger route is due to government subsidies. Many museums, orchestras, and artist also survive due to government handouts. Critics claim this financial backing to be a waste of taxpayer dollars. However, if rail travel can become self-sustaining does it make a case for government funding of other cultures? ¶ 12/29/2007 0 Comments Links to this post
Tuesday, December 18, 2007
Defining culture
Before we go any further with this blog we should take a moment to define the word “culture”. It is the word providing the predominant aspect of “multicultural” and the basis for “diversity” programs. Many people give this word an extremely narrow designation, thinking of it as racial or religious. This is not the view of MBC Global.
To ensure MBC is using the term correctly, we need to look at the dictionary. According to the American Heritage Dictionary, Culture is “The totality of socially transmitted behavior patterns, arts, beliefs, institutions, and all other products of human work and thought.” The dictionary further explains “these patterns, traits, and products considered as the expression of a particular period, class, community, or population.”
With this thinking it is easy to understand there are many categories of culture. Let’s say your family is planning a summer weekend reunion by a wooded lake. Some will look forward to the weekend as they will be able to swim, ski, hike, relax, read, or engage in quiet conversation. There six items can be categorized as “recreational”. Upon further analysis, the first three are “active recreations” while the last three are “sedentary recreations”. Dig down further and you will find that each of the six activities can also be considered a culture. Swimmers, for example, may prefer pool, fresh, or salt water, still or gently tidal waters, and so forth. People who prefer pools think and act differently from people who are avid about swimming in the ocean. In fact, each level of these categories and subcategories give us more insight into a group of individuals, with the familiarity helping us to better relate to the culture’s members as customers or employees.
Before we go any further with this blog we should take a moment to define the word “culture”. It is the word providing the predominant aspect of “multicultural” and the basis for “diversity” programs. Many people give this word an extremely narrow designation, thinking of it as racial or religious. This is not the view of MBC Global.To ensure MBC is using the term correctly, we need to look at the dictionary. According to the American Heritage Dictionary, Culture is “The totality of socially transmitted behavior patterns, arts, beliefs, institutions, and all other products of human work and thought.” The dictionary further explains “these patterns, traits, and products considered as the expression of a particular period, class, community, or population.”
With this thinking it is easy to understand there are many categories of culture. Let’s say your family is planning a summer weekend reunion by a wooded lake. Some will look forward to the weekend as they will be able to swim, ski, hike, relax, read, or engage in quiet conversation. There six items can be categorized as “recreational”. Upon further analysis, the first three are “active recreations” while the last three are “sedentary recreations”. Dig down further and you will find that each of the six activities can also be considered a culture. Swimmers, for example, may prefer pool, fresh, or salt water, still or gently tidal waters, and so forth. People who prefer pools think and act differently from people who are avid about swimming in the ocean. In fact, each level of these categories and subcategories give us more insight into a group of individuals, with the familiarity helping us to better relate to the culture’s members as customers or employees.
Labels: Diversity, Recreational
¶ 12/18/2007 0 Comments Links to this post
