Africa is a Country…and other Misconceptions

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zebraI just got back from a fabulous safari in Africa!” said my friend. “Really? Which country?” said I. She looked at me with a very puzzled expression, and repeated more loudly this time, “Africa!” I guess saying it louder was supposed to help me understand more clearly. I then said, “Many countries in Africa offer safaris. I was just wondering which one you experienced.” Then she said, “Oh!” and she told me the name of the reserve. I tried one more time. “Okay, so you were in Kenya, right?” “Yep, and it was unbelievable.”

If you have ever spoken to anyone who has visited the continent of Africa, I bet you had a similar exchange. Most people from North America refer to Africa as though it is one big country, instead of a continent with many countries. Now, please understand, I do not make an issue of this with everyone who makes this mistake, but I do attempt to make the point with friends and colleagues who mean no disrespect.

You may be wondering, what is the big deal? Many tourists and business people from other countries say they came to America, when technically landscapesome believe they should say the United States. I lived in Michigan, and now live in North Carolina. When someone says Michigan State, when they were really referring to The University of Michigan, or when anyone confuses Duke University with the University of North Carolina, you would think they were fighting words. North Carolinians are quick to correct people who mistakenly confuse this state with South Carolina.

My point is this; most people have strong feelings, usually filled with pride, about their homeland. Africans all over the continent are no different. I know. I asked them. Unlike saying “America”, Africa is in no way a country. I have been fortunate to have had the opportunity to visit several African countries in the western, eastern and southern sections of the continent. I wanted to know if I was the only person who was bothered when people referred to the continent as though it was a country, so I asked South Africans, Nigerians, Namibians, Kenyans and others whenever the occasion presented itself. I was very willing to drop my pet peeve, if they were not annoyed by this habit. I discovered however that many people are offended.

Now, no one loses sleep over this, there are certainly much more important issues in the world. Nonetheless, this little detail is like a pesky nat that won’t fly away. Each time Africa is uttered instead of the intended country, we give evidence to the perception that Americans do not know geography, pyramidand don’t really care. Some would argue that an unconscious bias exists. After all, people say Egypt when they have visited the pyramids, they don’t just say, they went to Africa. They say Italy, not Europe (unless they went to several European countries). Think about it.

Because you have read this far, I know you do care. My readers, and audience participants regularly say, “Um, I never thought about it that way,” regarding this and many other diversity dilemmas that I surface. That is my motivation- to help us all consider diverse perspectives, and then decide the what is best for each of us.

speakersI believe language does matter, if you agree, perhaps you too will help others use the correct names for the lands they visit. Each of us can contribute to a world of inclusion, one person at a time. Let me know what you think by commenting here.

…But it is Impossible?

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I heard the words “but it is impossible here” from a Muslim woman, an angry graduate student, an Ethiopian job placement counselor and an Orthodox Jew, each in different meetings in the span of six days. My trip to Israel a few weeks ago revealed resistance, persistence and hope among the diverse groups with whom I spoke.

As a guest of the US State Department and the American Embassy in Israel I was invited to speak to corporate executives, NGO leaders, government officials in the Prime Minister’s office, religious leaders and educators about diversity and inclusion. In a state where their lives and their livelihood depend on their ability to find real solutions to the complex issues of diversity, I did not need to spend time on the “business case” for diversity.  They all wanted to know the “how to’s.”

At the EEOC conference I shared the platform with the Chair of the Board of Directors of Strauss Group (one of the largest multinational Israeli-based businesses), the CEO of Google Israel, The Minister of Industry Trade and Labor, and the HR Manager- Intel Israel. In addition to addressing the workplace challenges and successes of women, people with disabilities, ethnic minorities, religious minorities and other under- represented groups, every speaker addressed the urgent need to find real solutions to the challenges of Israel’s diverse population. Some explained why it is morally the right thing to do, while most stated in a very matter of fact way that the success of Israel as a nation depends on it.

As I spoke to groups in Jerusalem,  Haifa, and Tel Aviv, I was heartened by the willingness of people to speak candidly, the warm hospitality and the eagerness with which most wanted to learn from the mistakes and best practices of US organizations as they journey toward inclusion and equity.

In the midst of the Israeli-Palestinian conflict life goes on much like it does in any typical American city. Life goes on while subtle and overt discrimination takes place, regardless of the law.  Women are progressing in the work world but not as fast as they should; people with disabilities are discounted when it comes to seeing their abilities; it is presumed (incorrectly) that ultra-Orthodox Jews- men and women—would rather rely on government assistance then work; Ethiopians regardless of real skills tend to occupy the lower level jobs. In addition to the conflict over territory, what complicates the inclusion solution further is that the current system supports schools segregated based on religion, most neighborhoods tend to be segregated by ethnicity and religion, and elected officials hold their positions based on the religious sectors they represent rather than non-secular ideologies.

In the midst of circumstances that on the surface appear insurmountable, hope is alive. In the midst of impossibilities, possibilities exist. So when a few individuals said to me, “It (a solution of inclusion) is impossible here,” I simply said, “In my lifetime I never imagined that I would see the Berlin Wall come down; in my lifetime I never imagined there would be no Soviet Union; in my lifetime I never imagined there would be a whole month devoted to African American history; in my lifetime I never imagined I would witness the inauguration of an American president who is Black.” I know now that we must all dare to imagine a better world where individuals with all their differences will come together to learn ways to understand each other and thus include each other in building a monumental tossed salad of success and opportunity where people contribute BECAUSE of their difference, not in spite of their difference.

 

Billings-Harris Moderates Panel of Powerful Women Sharing Insightful and Practical Success Advice

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I had the privilege of moderating a panel of incredible women representing government, education, corporate and non-profit sectors. I  hope enjoy and learn from their wisdom. Let me know your thoughts by contributing to the comments below.  

 

Introduction of panelists

 

(Click image above to view panel introductions. You will have the option to view ALL or individual segments – by topic –  below the intro)

 

Commitment to Inclusion Success: The Leader’s Role

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He said, “I don’t want to be a n_ _ _ _ _ in the bushes about this but…”

February is a month that often causes me to pause and think about leaders of the past and present. What can and should leaders of today do and say to advance inclusion? What could they do to advance respect and dignity? What could they do to deepen their personal understanding of people different from themselves? What could they do to change their behavior with clear intention and sincerity in an effort to engage the tossed salad of diverse people in this country and globally? When will we all claim our own leadership role in advancing inclusion?

The quotation above is not a statement from the 60’s or 70’s. I directly heard it just three weeks ago. The leader who said it, days later apologized by saying he was sorry “if” he offended anyone. The people who heard this offensive statement during a conference call, were Black, White, American, Asian, and British. The “apology” was sent to everyone via email.

February is not just about attending a community event to celebrate African American history, or reading only the most noted books about Dr. Martin Luther King, Jr., Fredrick Douglas or Rosa Parks and then going back to our “normal” behavior. It is about deciding that now is the time to speak up and speak out in a way that fits our own authenticity and values. It is time to speak up and speak out when there are injustices or indignities forced upon others simply because of the color of their skin, their gender, sexual orientation place of birth, or other difference.

You do not have to be a political activist to speak up and speak out. You can make your voice heard in many ways. All of us are leaders:

If a woman or other under-represented person speaks in a meeting and the others ignore her, but then a man later shares the same idea, you can say, “John, I am thrilled you think Kenya’s idea is a good one too. Let’s explore this further”.

When hiring slates are presented for approval, but show no diversity do not accept the slate. Tell the recruiters to keep looking for qualified diverse candidates. Saying, “We just can’t find any” in 2013 is no longer acceptable. Look in different places; ask others for help.

Join or start a community discussion on diversity and inclusion issues and explore ways to collaborate.

When someone says something offensive, don’t wait for the person who is in the group that was denigrated to speak up, let the offender know you were offended. Assume positive intent. We all make mistakes, but start a dialogue so the person knows we are all in this village together.

Each of us is responsible for moving the diversity and inclusion needle forward. No major sustainable change will happen without each of our voices.

 

STOP Multicultural Mishaps Now

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Are your colleagues and other employees disengaged? Are some workers feeling disconnected to the team? My client research indicates that one of the biggest factors causing less than top team performance and innovation among co-workers is their inability to give feedback to each other quickly and without judgment regarding culturally sensitive behaviors—also known as micro-inequities. When you don’t know what to say, you often say nothing but the problem only deepens each time the “offender” says or does something that is unbearable.

Now let’s be clear, of course there are folks who look for ways to be offended, and there are some who take political correctness too far. I am not referring to either type individual regarding the technique I am about to suggest, since many of these folks are not open to change anyway.

Imagine for following scenarios:

  • A co-worker or boss constantly calls you Chuck but you prefer Charles.
  • Others give you a nickname because they don’t seem to want to make the effort to say your birth name correctly.
  • As a female when you share an idea during a meeting, a male team leader often interrupts or discounts your contribution. Then later a male team member offers the same suggestion and it is heard.

My colleague and expert on change management, Chris Clarke-Epstein says, “Successful change requires a feeling of passion to get you through the tough parts.” To approach a colleague with a request to change a behavior they probably do not think is a problem takes passion and skill. After all, you still have to work with this person after the encounter, so most people decide not to do anything instead of risking a mistake and making the relationship worse. There is hope however. The following four step technique I call S.T.O.P. ™ can help you through those sensitive discussions and allow you to develop a good and sometimes even stronger relationship with the “offender” on the other side of the encounter.

State the specific behavior that caused a conflict or offense. Be sure it is a behavior (something said or done) not an attitude or belief.

Tell him/her how you feel. (Own your feelings. Don’t blame the offender for making you feel a certain way.)

Options, options, options. Offer options and suggestions to replace the unacceptable behavior. Educate the offender without showing additional disrespect.

Positive results – What is in it for the offender if behavior changes? How will the relationship become more positive?

There are three keys to success when using this technique.

1. Remember this is not intended to be a long discussion. State the action clearly, objectively and calmly. Then work the remaining steps.

2. Do not defend your feelings, and do not blame the other person for “making you feel” a certain way. They just acted. Your interpretation of the action made you feel offended or angry or hurt, or whatever the feeling was.

3. Own the situation. After you complete these steps say, “Are you willing to help me with this?” If they say no, there is a much bigger issue with your relationship than just the offensive behavior. When they say yes, be sure to acknowledge the changed behavior at the first opportunity you have. This will help them know how important it is to you.

This technique will not work to change the beliefs and attitudes of others, so do not bother testing it to change religious beliefs, political views or other deep convictions.

Try it. Let me know how it works is for you by commenting on this blog.

By the way, did the yellow STOP symbol at the top of this article strike you as odd? STOP signs in the USA have been yellow for over thirty years. People don’t change unconsciously. Real behavior change takes awareness, passion and skill.

(More details and examples of this technique are included in The Diversity Advantage: A Guide to Making Diversity Work, 3rd Ed.)

 

The Diversity Advantage 3rd Edition is Coming! Pre-Order NOW!!

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(Click image to BUY NOW!)


Finally a book about diversity with “why’s” and “how-to’s” that are immediately applicable to daily life.

Lenora Billings-Harris is writes in a thought provoking yet non-judgmental manner as she shares best practices of individuals and organizations from around the world in an effort to help us all work well and live well in this shrinking global village.

This book provides specific tools to…

• Implement actions that create a culturally competent workforce

• Reinforce multicultural competency workshops

• Implement the S.T.O.P technique when diversity collisions occur and remain able to effectively interact with co-workers

Use Diversity and Inclusion to Engage your Team

(Click Here)

Early Praise for the Third Edition

The Diversity Advantage: A Guide to Making Diversity Work

This easy to read book is filled with reality-based applications that will help you lead and work with today’s diverse teams, clients and customers.
-Harvey Mackay
Author of the New York Times #1 bestseller Swim With the Sharks Without Being Eaten Alive

Lenora’s STOP technique (detailed in this book) is a fast and simple way to give diversity-related feedback at home or in the workplace.  A great resource for workshops, and supervisory training.
-Craig E. Philip
CEO Ingram Barge Company

Ms. Billings-Harris has drawn from her vast experience to provide us with a valuable collection of perceptions and strategies that will enhance any diversity effort.  Keep this book at your fingertips for the unlimited insights it provides!

-Howard Ross, Cook Ross, Inc.
Author, ReInventing Diversity:  Transforming Organizational Community to Strengthen People, Purpose, and Performance

The Diversity Advantage is a MUST have for any HR or Learning Professional that needs a guide to building a robust Diversity & Inclusion culture in their organization. It is a step by step guide answers all the tough questions, and is chock full of real world action items.  Lenora’s vast experience comes through loud and clear.
- David Moff, SPHR
CEO, HRGroup, Inc.

If you want to implement diversity objectives in your organization, this book is a must read.  It establishes Lenora Billings-Harris as one of the foremost experts in diversity practice, and it offers practical and thought-provoking ways to implement diversity initiatives in an organization.  More importantly, this book advances the fact that diversity is an advantage — a critical fact as we deal with 21st century challenges and demographic shifts.
- Julianne Malveaux, Ph.D.
Economist and Author,  President Emerita, Bennett College for Women

Lenora Billings-Harris transforms a complex topic into easy to follow, solutions.  The Diversity Advantage is informative, comprehensive, and concise.  With scenarios, examples, and definitions, this book provides clarity to diversity in our times.
-Amy Kahn, PhD
Director of Diversity, University of the Rockies

Ms. Billings-Harris helps leaders go beyond diversity awareness. The Diversity Advantage illustrates how to develop the skills needed to be an engaged leader of all types of diverse teams here and abroad. This is a must have resource for executives, HR professionals and Learning Professionals.
-Sheila Robinson
Publisher, Diversity Woman Magazine

There is no greater time to appreciate the lessons of the Diversity Advantage. In this third edition, Lenora continues to capture the essence of the challenges we all face in better understanding each other in order to be more effective leaders, team members, teachers, and students.
-Lee Finkel
Vice President of Academic Administration, University of Phoenix

This book shows you how to incorporate inclusive practices as you lead, sell, provide service to or educate others. As you read this book, you will discover answers to the questions you always wanted to ask. You will find easy to understand practices that work across race, age, gender, sexual orientation, abilities, beliefs and life experiences and much more.

The Diversity Advantage’s results-producing approaches provides

• clear and compelling guidance to all those who are working to leverage diversity’s potential

• answers to frequently asked questions

• real life examples that make the tested approaches believable and easy to implement

 

Lenora Billings-Harris, CSP the co-author of TRAILBLAZERS: How Top Business Leaders are Accelerating Results through Inclusion and Diversity , consultant, educator and international speaker who helps organizations make diversity a competitive advantage. Lenora’s pioneering expertise and leadership is recognized by many others. She was included as one of the 100 Top Thought Leaders on Diversity by SHRM (Society of Human Resource Management). Diversity Woman magazine named her as one of twenty top influential diversity leaders, and she is a past president of the National Speakers Association. Lenora serves on the adjunct faculties of the business schools of Averett University and the University of North Carolina at Greensboro.

Click for more information about Lenora or to contact her directly.

BUY NOW

 

 

 

Why Care about Diversity? How Does It Affect the Job Day-to-Day?

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(Adapted from the soon to be released third edition of The Diversity Advantage)

Have you ever had a clash with one of your staff members? Have any of your staff avoided or complained about working with another team member?

Most of the clashes or diversity collisions that happen at work occur because the individuals involved are unable or un­willing to respect and value differences, thus unwilling to address the problem. The natural incli­nation is to judge differences. When a factual reason for the conflict cannot be readily identified, stereotypical beliefs or biases are often used to rationalize the cause. The judgment is if others do not think and act as you do, then they are wrong .Witness the unfortunate example in the Middle East right now.

I am constantly amazed at the behavior of otherwise rational adults when they decide to behave based on emotions. Frankly it is easier to lash out based on emotions, but rarely does it lead to a reasonable resolution of the conflict or misunderstanding. If we were rational during workplace conflicts each individual would develop a verbal contract with the other and come to an agreement on how best to work with each other in order to complete the work at hand. This does not mean you have to like the person, but respecting each person’s right to work productively is a must.

This type of positive conflict resolution rarely ever happens in the work­place. Everyone is already under stress due to a lack of re­sources, lack of time, and sometimes lack of skill in dealing with these types of issues. When we lack the skill to resolve diversity collisions we rely on stereotypical and biased beliefs instead. Stereotypes were just waiting in the brain’s background to be snatched up and applied to the first conflict situation. (My friend and colleague Howard Ross discussed just how this works in his new book, Reinventing Diversity )Stereotypes tend to surface when we are stressed, afraid, or otherwise emotionally distressed. For example, during diversity awareness sessions, I hear participants say things like, “Well, I don’t like working with (fill in the blank). You know, she is always so moody and pushy. Probably PMSing or going through menopause.”  This type statement comes from men and women. Of course, it is possible that they are right about a particular person, but more likely they never addressed the specific behavior that is offensive to them with the individual involved. It is easier to complain to others.

So, why should you care about Diversity? It affects you with each encounter with another person. You are a culture of one; there is no one else just like you, and no one just like them. Your differences or uniqueness can add to the strength of the organization if the environment is one that encourages recognition of differences and supports strategies and tech­niques to build on those differences in a harmonious way, as well as deal with conflicts rationally when they arise. Most importantly, you can relieve workplace stress, increase productivity, and have more fun when you are not constantly judging others based on biases.

I know this is easier said than done, so next month, I will share a four step process to use when attempting to resolve diversity collisions.  In the meantime, when you sense a diversity collision coming on, ask yourself, what is the actual behavior that is getting in the way of productive work outcomes? Stay tuned, and let me know what you think!

 

Author Lenora Billings-Harris, CSP explores diversity in the workplace with Israeli delegation in Greensboro Sept 13 as part of multicity U.S. fact-finding mission

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Author Lenora Billings-Harris, CSP explored diversity in the workplace with Israeli delegation in Greensboro September 13 as part of multicity U.S. fact-finding mission.

The 8-member State Department-invited delegation of business leaders, educators and government officials met with The HR Group to learn about diversity practices and lessons from a Quarterly Diversity Breakfast Forum, in conjunction with the Piedmont Triad Council for International Visitors

Background and Objectives

A three-week United States Department of State-sponsored mission to focus on strategies and policy that advance diversity within the workforce.

The Department of State outlined the following specific objectives for the project:

  • Gain a better understanding of policies on equal opportunity and civil rights in the U.S., and the various actors who influence and make policy at federal, state and local levels;
  • Examine strategies and policies that advance diversity within government, NGOs and private corporations;
  • Look at training programs and career development for minorities and vulnerable communities;
  • Acquaint participants with federal, state and local laws and programs intended to improve the rights of persons with disabilities, including the Americans with Disabilities Act (ADA);
  • Provide participants with opportunities to discuss how various organizations, associations, and NGOs influence policy and raise awareness of diversity in the workplace;
  • Explore best practices for integrating minorities and immigrants, and providing equal opportunity.

Billings-Harris discussed best practices and research from her book TRAILBLAZERS: How Top Business Leaders are Accelerating Results through Inclusion and Diversity by focusing primarily on the role of chief diversity officers and how diversity impacts the business bottom-line.

Contact: Ivan Saul Cutler, 336-288-1560

 

 

 

 

“But” versus “And” in a Politically Correct World

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Are you tired of political correctness and wonder why our language should become more sensitive?  My clients regularly ask me why this is such a big deal to some. Words do matter, and those who suggest others should just get over it, and stop being so picky are often not a member of the offended group. I am sure we can agree that there are people who are just looking for something to make them angry; there are those who call every questionable comment racist. This article is not for them. Nothing said here would make them change their attitude. I believe most people want to say the right thing, they just don’t know what the “right thing” is.

Certain words do not matter as much to those not in the group as it does to those in it. One person can never know all of the right words to use. So when a reference must be made, ask people who are members of that group which term they prefer. The an­swers will vary. People have individual preferences, but your interest in asking questions  will demonstrate your effort to show respect. Too often we assume, instead of asking, thus causing misunderstandings and conflicts. People are just looking for clues that show you think they matter. For example, saying police officer instead of policeman, or nurse (period) instead of male nurse shows you have given thought to demonstrating inclusivity.

Our politicians regularly trip over their words and have to come back later to say, “ To those I might have offended…” Even saying “I might have offended” is offensive to some. The argument is, if you had to apologize obviously you did offend, but saying ‘might’ indicates you still don’t get it, or are not contrite. Recently an elected official in Virginia had to restate what he meant (Pittsylvania board chairman: Statements not meant to offend ). As I read his recant I realized he still reflected what he actually believes while thinking he was explaining his positive values toward “foreign investment.” He repeatedly said but instead of and. Barber said, “You can embrace them [those from other cultures] but not give up your culture.”  Had he said, you can embrace them and not give up your culture, he would have reflected a truer willingness to welcome others to the community. He might have been more believable.

Inclusive language is an aspirational goal. There will always be better ways to express our thoughts without offending or excluding. I invite you to join me in developing new ways to say what we mean and state beliefs and values, while at the same time honoring the differences among us without judging others.

To those of you who are offended by the subject of this article, I sincerely apologize, and thank you for continuing to read this far anyway. By doing so, you are showing your willingness to seek understanding. It is my hope that you recognize this is just one person’s opinion, and I value your opinion too. Let me know what you think by commenting here.