Thanks for the Memories...

Dear Class,
I just want to say I really enjoyed teaching/facilitating the Diversity class and appreciate your willingness to "get out of your box" and share your thoughts, experiences, concerns, etc. with your classmates and me.  I think the class blog was a huge success (although scary for all of us at the beginning) and plan to use it again in the future.  Thank you Mike Sansone for making the blog possible.  Also, a special thanks to all the guest speakers who were willing to be so open and answer our questions on sensitive issues dealing with diversity.

Please keep in touch at delaney.kirk@drake.edu with any questions or successes!  I wish you all the best.

Delaney J. Kirk, Ph.D., SPHR, Professor of Management, Drake University

Check Out These Articles On Diversity

"No matter who you are, you're going to have to work with people who are different from you. You're going to have to sell to people who are different from you, and buy from people who are different from you, and manage people who are different from you"... J.T. "Ted" Childs Jr., IBM's vice president of global workforce diversity. 

"The United States of 2016 will find itself in the throes of demographic shifts that will upend our political, economic, and technological priorities and redefine our markets. From our age distribution to the color of our skin, we will look dramatically different."  fastcompany.com

"Cellphone company Helio LLC has an intriguing new approach: developing new products and services for mainstream customers by working with a minority client base.  Helio doesn't just market its products and services to a Korean American customer base (the traditional marketing play), it mobilizes them to develop new products and services that can then be marketed to a more mainstream American clientele. And its making more traditional service providers like T-Mobile worry."  blog.fastcompany.com

Class on Monday, June 26

NOTE:  The following blogpost is from Jen (She has set up our speaker for Monday as an additional assignment).  Please answer her question after class on Monday.
Throughout Class, we have talked about "split second" decisions and the power of first impressions.  As stated in the book, "Blink" and research done with the Race IAT, our brains make a mental picture/impression of someone in a little over 2 seconds.  We have also discussed how someone's diversity status is most powerful when it is appearance based. How does this apply to religious diversity?  In class on Monday, June 26, Rabbi Jacobson, owner of MacCabees Glatt Kosher Deli Grocery and a well respected orthodox Rabbi, will come to class and speak about the Jewish Faith. He will also discuss being a business owner and how he deals with his very diverse clientel.  Judaism has three main interpretations of the religious doctrine: Reform, Conservative and Orthodox. The Orthodox sect follows the religious doctrine as it was written and has their own interpretation of both written and oral traditions. Orthdoxy is then further broken down into sub-sects that have their own interpretations of the religious doctrine.

I have known Rabbi Jacobson since I was very young; while going through the Hebrew School system in Des Moines,  I was his pupil.  Rabbi Jacobson is an extremely passionate man about his faith and other diversities.  He is well respected and admired in the Jewish Community.

My question to the class is : what do you instantly think of when someone uses the terms : "Jew," or "Jewish."  Did these stereotypes/biases change after meeting the Rabbi?  Share your reactions.

"Now I Get It. They're Not Wrong, They're Just Different"

As noted by Dennis Archer (the 1st black to be elected president of the American Bar Association), “Comfort with diversity is one of the most critical skills today’s college graduates can possess.”   One way to do that is to hear and understand each other's stories.  Think back over the various speakers, videos, activities, and discussions had in the last six weeks.  What would you say are your top three "Aha" moments in this class?  Share your thoughts.

A List of Videos To Use As Training Tools

Tonight in class Preston Daniels told us about his run for office and having to campaign without disclosing his race.   As he said, he did not want people to vote for him because he was black OR to vote against him because he was black--he wanted to run on his own merit.  Hearing the stories of our guest speakers as well as each other's stories this summer has helped us understand what it means to be perceived as "different."  Last week during the class presentations (Research project #2), Regan made the comment that, "watching this video helps you see just how ignorant racism is."

I would like to develop a list of videos dealing with race, gender, and culture that could be used in diversity training.  List one movie you would recommend to others in a diversity class/training workshop (other than those already used in class).  Include 1-2 paragraphs about the video and what it is about and then discuss how it could be used in the workplace.

Class on Wednesday, June 21

Our guest speaker on June 21 is former Des Moines mayor, Preston Daniels.  His ability to build cooperation and consensus on an innovative strategic plan for the capital city resulted in $1.5 billion in new investments. Today the Mayor’s record of distinguished public service continues with his involvement as board member of the Iowa Council for International Understanding, the Brown/Black Forum, the Education Committee for the Male Responsibility Project, the Iowa Asian Alliance, and as Co-Chair of the 2004 Jr. AAU in Des Moines.

Preston Daniels’ professional career includes over 20 years experience managing innovative human service programs. As a Diversity Consultant for Employee & Family Resources, Daniels is an accomplished organizational consultant and a sought-after facilitator and keynote speaker to local, national, and international groups. He is a graduate of Harvard’s Kennedy School of Government and is certified by Diversity Training University International. Daniels provides comprehensive cultural competency programs to leading employers. His work as a Certified Diversity Consultant includes:

• assisting organizations in the diagnosis of barriers to inclusion;
• identifying cultural competency gaps;
• developing strategic plans to increase inclusion and productivity;
• designing & conducting diversity training; and
• facilitating organizational change.

Preston has recently been appointed by the Iowa Department of Cultural Affairs to a three-year term on its Cultural and Entertainment District Advisory Committee.

Diversity Based on Gender Orientation

In tonight's class, our guest speaker Jonathan Wilson shared his personal story of telling his family, friends, and co-workers that he is gay.  An article in today's Chronicle of Higher Education titled, The Ins and Outs of the Closet, is by a college professor at a Catholic University who discusses the difficulty of telling his students that he is gay. 

Read the Chronicle article and then share your reactions to it and to tonight's speaker.  What could you do to make your workplace more inclusive, regardless of gender orientation?

Class on Monday, June 19

Our guest speaker on June 19 will be Jonathan Wilson, an attorney in private practice with a large law firm in Des Moines.  He was married for 25 years and has two grown children and one grandchild.  For many years, Mr. Wilson served as a member of the Des Moines School Board, several times as its president or vice president.  He also served for many years on the National School Boards Association Board of Directors and as the Chairperson of the national Council of Urban Boards of Education.

He came out publicly as a gay man on January 24, 1995, at 10:24 pm during a special school board meeting that was televised state-wide.  He was defeated in his bid for re-election in the fall of that year.  Two years ago, he was nominated by the Governor to serve on the State Board of Education, an appointment that requires Senate confirmation.  Of some 300 pending appointments, all were confirmed except Mr. Wilson's.

Afterwards we will be discussing how to build better relationships with your boss and co-workers who may be of different cultures, race, ethnicity, gender, and sexual orientation.

Impact of First Impressions and Stereotypes on E-mails

As we continue our discussion on stereotypes and first impressions, Carole has forwarded me a link to an interesting article titled,  “It's All About Me: Why E-Mails Are So Easily Misunderstood” with interesting implications for minorities and women.  According to researchers, there are three major problems with using email:

Email does not give us cues such as tone of voice, facial expressions, and body language.

The ability to instantly reply to email leads people to think and write quickly without thinking through what they're saying and how it might be perceived.

If you have not developed a personal rapport with the other person, communicating by email can create problems when you disagree or have conflict.

"According to one study, e-mail users have only a 50-50 chance of correctly interpreting the intended tone of an e-mail."  First impressions and stereotypes cause us to assign intent or assumptions that are not necessarily true.

How to avoid problems with email?  "Read it aloud in the opposite way you intend, whether serious or sarcastic.  If it makes sense either way, revise."   And if you are discussing sensitive issues or having a conflict with the other person, communicate in person or by phone.

When have you made a decision in the "Blink" of an eye?

While on vacation last week in Montana, I picked up a random book at our lodge entitled, “Blink” by author Malcolm Gladwell.  I really had no idea what it was about, but the title intrigued me.  Although it’s difficult to pinpoint one central theme, the book is basically about how people make judgments.  Gladwell explores the part of our mind he calls our “adaptive unconscious” which allows us to determine things in the blink of an eye.  These decisions are based on narrow “slices” of experiences we have had.  Specifically, Gladwell believes that these judgments can sometimes be as good as decisions we make cautiously and deliberately.  He goes on to say that we should step back from overly analytical decision making and trust our instincts and experience.  Instead, less input is better than more input (if we focus on the most relevant facts). 

One of the stories in “Blink” takes place at Cook County Hospital in Chicago.  Emergency room doctors were instructed to change the way they diagnose heart attacks.  They were actually told to gather less information on their patients, but to instead focus in on just a few pieces of relevant information (ex. Blood pressure, ECG).  They were also told to ignore everything else, such as the patient’s age, weight and medical history.  The doctors initially resisted this plan because they, like all of us, are told that more information is always better.  What was the result of the change?  Cook County is now one of the best places in the U.S. at diagnosing heart attacks.   

“Blink” also covers when our quick judgments go awry.  In fact, the author’s motivation for writing this book came a few years ago when he decided to grow his hair long.  Immediately his life changed.  He started getting speeding tickets all the time and getting pulled out of airport security lines for special attention.  Perhaps most notable for Gladwell was his experience one day while walking along 14th Street in Manhattan.  A police van pulled up and officers jumped out looking for a rapist – and the rapist had long hair.  Of course, the rapist looked nothing like Gladwell in all other respects.  The only similarity was the long, curly hair.  What struck Gladwell was the stereotyping.  There was something about the first impression of his hair that overshadowed every other consideration in the hunt for the rapist.  This got Gladwell thinking about the power of first impressions.

 

As Massey pointed out in his film, we all make judgments.  Think about when you meet someone for the first time.  Gladwell says your mind takes about 2 seconds to jump to a series of conclusions.  “Blink” is about those 2 seconds (or what Gladwell calls, “rapid cognition”).  Bottom line – Gladwell believes that these decisions are “not the proverbial light bulb, but rather a flickering candle.”  The key, he says, to using rapid cognition wisely is to focus on the on the most relevant facts.

The author includes the following puzzle that I’d like to open up to the class for discussion.  Please provide the first answer that comes to you.

“A man and his son are in a serious car accident.  The father is killed, and the son is rushed to the emergency room.  Upon arrival, the attending doctor looks at the child and gasps, ‘This is my son!’  Who is the doctor?”

Please respond to this blog with your answers.  Please also include an example of an instance where you made a snap judgment of something/someone within the “blink of an eye” – did this decision end up being good or bad?

Thanks, CaroleC

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