Africa is a Country…and other Misconceptions

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” versus “And” in a Politically Correct World

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.

 

What to Do in a Month of No Holidays

What does August mean to you? For most folks it is a month of no holidays, but not for Charles (my honey of 38 years) and me. We celebrate our wedding anniversary as well as both our birthdays in August!  We have no excuses for forgetting these three dates.

Although it is a month with no official USA holidays it is a month filled with endings and beginnings. August reminds us that summer will soon end. I know some of you are saying thank goodness, the heat this year has been unbearable. It is also a month of preparation for the activities of fall- school, work without vacation, planning for the next business year, etc.

August is a month filled with special recognitions and celebrations. I invite you to scan the special celebrations listed in this ezine and then choose two that you will personally celebrate, acknowledge or learn more about in some way .  I plan to learn more about one of the American Indian nations; buy a product or service from a Black vendor; send a card to an Air Force veteran;  have a night out with a girlfriend; do something related to women’s equality; and meditate about the abolition of slavery.

These actions enhance our appreciation of the impact of diversity and inclusion, as well as expand our multicultural competences. Most importantly by taking some action we expand our universe of inclusion as well as have fun in the process of learning.

What will your new beginnings be related to valuing the differences among us? Have fun with your plans and let me know about your discoveries. Together we can make a difference.

Click here to view celebrations

Lessons on Diversity and Inclusion from Nature’s Experience

I had the opportunity to drive to the mountains and then to the shores of North Carolina to work with clients late last month. Although I usually do not like long car rides, these two were spectacular. I was constantly reminded of the miracles of nature as I enjoyed the many hues of the changing foliage. The diversity of trees manage to co-exist and support each other while still maintaining their own unique identity. The fall season illustrates the beauty of this interdependence every year.

 

It seems that everything in nature has its particular purpose and talent; all working interdependently – changing, adapting, evolving – to create and maintain success. Nature’s diversity spectrum is infinite and there is input from everything on that spectrum.

Indeed nature is a great example of how employing and engaging diverse talent can deliver organizational excellence!

 

Each employee is like a tree, just waiting to show its brilliance. One way organizations can effectively develop and utilize their diverse talent is by determining where they are now, and then plan ways to benefit from the interdependence of their multicultural talent. Organization-wide diversity and inclusion audits inform leadership regarding their engagement efforts and how they impact all employees. One supporting statement captured by an employee was shared in Trailblazers :

 

My manager listens to ideas from everyone and encourages input individually and/or as a group. (Cultural Competency: demonstrating inclusion as a way to engage the full workforce.)

 

Contributions from each employee can only strengthen the bottom line.

 

As CEOs and others routinely engage with a spectrum of people who represent the more conventional attributes of diversity — such as gender, race, ethnicity, sexual orientation, disability and possibly veterans groups — they fully expect to learn about the contributions that each individual and group can bring to the organization; through their connections and knowledge of their own constituency groups.

 

So take a walk along a nature trail to appreciate the diversity and the interdependence that abounds.  You’ll be sure to find inspiration on how to leverage diversity to your business’ advantage.

 

 

 

 

Winning with the Best Talent!

Who doesn’t like to win?! Organizations are constantly in search of new ways to beat the competition.  Many have tapped into what continues to be a major competitive edge.

That competitive edge is diversity in talent. All companies want talented, competent and committed human capital – or as many organizations refer to them – the best and the brightest.

Companies that are blazing trails in diversity know that the “best and brightest” can come from every subculture imagined. That is – talent, brilliance and competence come from behind many different cultural doors.  So whichever door you choose, you win!

Indeed that’s what the Trailblazers are doing; they have discovered the diversity advantage and they are winning! The Trailblazers’ goals are to increase the odds of their organizations in winning the war for talent, enhancing a culture of inclusion to retain their top performers, and differentiate their organizations in the marketplace.

DiversityInc magazine selected our Trailblazer Sodexo as #1 for  2010’s Top 50 Companies for Diversity. American Indians, Asians, African Americans and Latinos are 50% of their workforce and 20% of senior management.1 During our interview with CDO Rohini Amand, she explained the foundation for their success. “Our global strategy is built around talent excellence, operational excellence and business excellence. It is built around clear goals that have to do with diversity in the pipeline, which includes recruiting, retaining, and engaging diverse populations. Across the globe we’ve focused on gender because it is the one thing that you can put metrics around. But it is more than just getting the bodies in those positions. Rather, we need to cast the net wide and hire the best qualified candidates, making sure we’re changing behaviors and cultures in the organization.”

source-Trailblazers

This year (2011), DiversityInc Magazine has recognized 7 of our Trailblazers among its prestigious Top 50 Companies for Diversity.  You may have heard of some of these companies: Sodexo, IBM Corp., Merck & Co., The Coca-Cola Co., Verizon Communications, Dell and Ford Motor Co.

Diversity in ideas, perception and approach can set your organization on an evolutionary and innovative journey with the rewards of revenue gains as well as recognition for corporate responsibility, cultural appreciation, respect.

Actions you can take right now:

1. Create a reward program for current employees who refer someone who you ultimately hire.  The reward could be provided at three intervals: at hire; after 3 months on the job; after 6 months on the job.

2. Develop an ongoing relationship with local colleges, universities, technical schools and community colleges where you can regularly sponsor events. Name recognition does matter.

3. Engage your Employee Resource Groups ( also call affinity groups) in the recruiting, development and retention process.

D&I anyone?

Be encouraged, become a trailblazer champion – start winning!

Related web articles on winning with diversity:

Change Behavior Promote Inclusion

Hiring Latinos to Increase your Customer Base

 

 

News Alert: Trustee Honored with Diversity Award

Greensboro Day School honored trustee Lenora Billings-Harris with the 2010 Dr. Judith R. Thompson Award.

The Thompson Award recognizes a student, group of students, parent, faculty or staff member who has enhanced human relations within the Greensboro Day School community. Billings-Harris is an internationally recognized speaker, multicultural diversity expert, and author.

Upon receiving this award, Billings-Harris said, “I am deeply honored and humbled to receive this prestigious award. I am also encouraged by Greensboro Day School’s continuing commitment to diversity, inclusion and equity.” Continue reading “News Alert: Trustee Honored with Diversity Award” »