Leadership, Equity and Diversity for Transformation - Dr. Marilyn J

Dr. Condoleezza Rice advices young women leaders to break through the glass ceiling

noreply@blogger.com (Dr. Marilyn J.) — Fri, 10 Dec 2010 23:52:00 +0000

At The Women's Global Leadership Conference 2010, Dr Condoleezza Rice former US Secretary of State presented a keynote speech focusing on increasing levels of diversity in business and encouraging young women to break through the glass ceilings. This Google alert was so fitting for my presentation at a financial corporation in Toronto. I presented conversations and a workshop on "Diversity Leadership: A Critical Perspective of Women Climbing the Corporate Structure." Central to my conversations were issues of breaking the glass ceiling, concrete ceiling, concrete wall and getting through the Labyrinth.

I also used another Google alert that came to my e-mail box yesterday at the workshop. Again women's leadership was the focus, however this time women leaders in the city of Ottawa were the focus of the Government of Canada. This e-mail was also timely for my workshop because the Government announced the support for a project addressing the priority issues of advancing women's participation in leadership and decision-making roles.

The Importance of Voices: Another study to show why women and minorities are not in leadership

noreply@blogger.com (Dr. Marilyn J.) — Fri, 24 Sep 2010 04:10:00 +0000

A study coming out from University of Western Ontario by Alison Konrad and Ryerson University Margaret Yap says so much, although unwritten within the content of the article in the Business Section of the Toronto Star by Gloria Er-Chua. However, I ask the following questions: Are we to expect polices to be formulated from this research on barriers to get to the C-Suite, re gender and race? The research explicitly names gender and race as the bottleneck of promotion in middle management in Canadian companies. I agree that minority women face a double whammy for promotion like the authors, but what about women who are differently abled and are of diverse sexual orientation? Where are they located within the research results? I hope to read the full report soon.

Read more...

Dr. Marilynj

DiverseCity Counts Report Out and Race and Gender Remain Workplace Barriers

noreply@blogger.com (Dr. Marilyn J.) — Mon, 07 Jun 2010 17:32:00 +0000

As a Consultant and Researcher on Diversity and Equity Leadership, trained at the Department of Sociology and Equity Studies in Education at OISE, I am looking forward to hear surprises on Thursday, June 10 from the DiverseCity Counts Research findings at the Design Exchange Trading Floor, 234 Bay Street, Toronto.

However, also released is economist Sheila Block's report on Ontario's Growing Gap: The Role of Race and Gender for the Canadian Centre for Policy Alternative, based on 2006 Census data. Block's report shows that visible minorities in Ontario are far more likely to live in poverty, have trouble finding a job and earn less in the workplace. Simply put, visible minorities are more likely to be unemployed or underemployed in Ontario. Particularly for women from racialized backgrounds, they face real barriers to success. Block calls for the re-introduction of Canada Employment Equity Legislation, dropped in the mid 1990s.

Given the findings from Sheila Block's report for the Canadian Centre for Policy Alternative, what similar results are we to expect from DiverseCity Counts report? After all, the DiverseCity Counts last report speaks to the low percentage of minorities in leadership positions relative to the high and growing percentage of minorities in the population. So far, if this continues, Thursday's reading of the DiverseCity Counts report will not bring surprises.

Additionally, what will not be surprising is that Block's report justifies why there is a low percentage of minorities in leadership.

Dr. Marilyn J

Donna Brazile: Women and Leadership in the Age of Obama

noreply@blogger.com (Dr. Marilyn J.) — Thu, 03 Jun 2010 05:25:00 +0000

Women and Leadership in the Age of Obama

Donna Brazile speaks at Congress 2010, Montreal on women's leadership in the age of Obama. Several keys issues were spoken about which can be heard and seen on the video. Most importantly, Brazile speaks of the need for gender equity, diversity and women's leadership in this new era because it is ripe for possibilities.

Dr. Marilyn J

Women in Regina Police Service Equity Plan

noreply@blogger.com (Dr. Marilyn J.) — Fri, 23 Apr 2010 19:31:00 +0000

There seems to be an underrepresenation of women in the Regina Police Service in spite of its initiatives since the 1992 Employment Equity Plan. Falling behind the marginal increase of women are Aboriginals, people with disabilities and visible minorities. In order to combat this continued problem, both the Treaty Four Citizens' Police Academy and a diversity mentorship program are working on strategies and proactive efforts to attain equity goals for recruiting.

Read more....

Dr. Marilyn J

BWWAD DJ's for Haiti

noreply@blogger.com (Dr. Marilyn J.) — Wed, 17 Feb 2010 05:12:00 +0000

DJ's for Haiti is a fundraising event to support feminist organizations after the January 12 earthquake. As Black women and women of African descent, we came together to use resources to help other feminists in Haiti. To get a full description of the DJ line-up, please visit BWWAD.

Dr. Marilyn J

Haiti Shall Rise Again

noreply@blogger.com (Dr. Marilyn J.) — Sat, 30 Jan 2010 04:04:00 +0000

We Shall Rise Again is a collaboration of Caribbean artists for Haiti. After the devastating earthquake on 12 January, 2010 a number of artists came together to produce this song. It is only fitting that I mention it on my blog to show my support for Haiti. Historically, Haiti has been pleagued with political, social and economic struggles, however she will rise again.

Dr. Marilyn J

Cultural Competency Works With Diversity Leadership

noreply@blogger.com (Dr. Marilyn J.) — Tue, 29 Dec 2009 15:00:00 +0000

Harvard Business Review article informs us that diversity leadership encourages different cultural experiences in the workplace. However sensitivity strategies are important for the approach to work best.

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Dr. Marilyn J

Diversity Leadership Can Work

noreply@blogger.com (Dr. Marilyn J.) — Fri, 18 Dec 2009 04:39:00 +0000

Diversity leadership works, but it needs more than policies, practices and programs. So says Norma Tombari, director of global diversity at RBC. “You need the right leadership and you need to create the right atmosphere, an atmosphere of acceptance for everyone,” she says. “You also need a continuum. It starts with the search process for new workers then continues through the hiring, indoctrination, training and development.......

Read more......

Dr. Marilyn J

Diversity Leadership Is The Way To Go

noreply@blogger.com (Dr. Marilyn J.) — Mon, 13 Jul 2009 19:18:00 +0000

Diversity at its best with Sonia Sotomayor as nominee to the Supreme Court of America, the pick of Regina Benjamin for Surgeon General and Ursula Burns as CEO of Xerox.

Sonia Sotomayor is Hispanic with parents born in Puerto Rico. She was raised in the Bronx in a housing project.
Growing up in Alabama, Regina Benjamin never saw a black doctor.
Ursula Burns is the first black woman to head a Fortune 500 company. She grew up in Lower East Side New York Housing Project.

Dr. Marilyn J

Back Home Debate™ Is True Diversity

noreply@blogger.com (Dr. Marilyn J.) — Wed, 10 Jun 2009 16:36:00 +0000

I recently came across an article on BusinessWeek where it speaks truth to the practices of diversity in today's community, organization and workplace. For a long time I have not fully agreed with an author to such great extent like this article on "diversity's missing ingredient." The author agrees with using the competitive advantage of accepting loud arguments to support one's view-points on a team for decision-making. Individuals are allowed to passionately display their emotions to arrive at conclusions even though it may sound like a brawl where each may challenge the other on their intellectual biases and blind spots. Although mean-spirited attacks are unaccepted, building trust is important for each member of the functioning diverse team for this process to occur. As an educator, this sounds like a method for teaching diversity, equity and inclusion in education. Coming back to the content of the article, the author further argues that an outsider unfamiliar with what is in progress would not understand the concept taking place, that is, tapping into the competitive advantage of diversity, inclusion and creativity on a team. I therefore agree with the headline of the article, "diversity's missing ingredient". We have many monolithic teams in the community, organization and workplace that do not tap into the contributions and benefits of diversity.

Having said that, the author's discussion supports my findings from my research titled "Black Women's leadership: Indigenous Knowledges for Empowerment" where the back home debate™ method is important for truly diverse teams. One of the leadership participants I interviewed in my research clearly states that she allows confrontations, arguments and voicing of opinions when decisions are being considered on her team. She identifies the approach like debating back home. Back home is situated outside of Canada. My research refers to the process as back home debate™. Anna as I refer to her, does this so that whenever a decision is made, all members on the team feel true to their contribution where nobody should feel silenced. Therefore, when a decision is made all contributions are considered and no one leaves the discussion and continues with it at the water cooler. This is true diversity and inclusion, not just a slogan or a buzz word in today's working environment. Again, I have to thank the author, Pat Pencioni for agreeing with me on a process called back home debate™.

Dr Marilyn J

The Importance of Empowerment

noreply@blogger.com (Dr. Marilyn J.) — Mon, 01 Jun 2009 23:55:00 +0000

Dr. Ben Carson was empowered as a child by his illiterate mother and later he became a world-renowned neurosurgeon.

Things Leaders do to Empower Others

Leaders Empower Others by Believing in Their Potential
Leaders Empower Others by Teaching Them the Skills Needed to Succeed
Leaders Empower Others by Prodding Them to Take Risks
Leaders Empower Others by Recognizing Their Successes

Diversity leaders are important in the community, organizations and workplaces to empower others to become leaders. We need the visibility of diversity leadership.

Read the article...

Dr. Marilyn J

No New Information: First Report on DiversityCity Counts

noreply@blogger.com (Dr. Marilyn J.) — Thu, 28 May 2009 03:07:00 +0000

DiverseCity Counts is a three-year project being conducted by Ryerson University’s Diversity Institute. This project is part of DiverseCity: The Greater Toronto Leadership Project, an
initiative of Maytree and the Toronto City Summit Alliance. This first report titled "DiverseCity Counts: A Snapshot of Diversity in Greater Toronto Area measures Diversity Leadership. A cursory glance at this report appears very similar to the results of several previous reports and research, which are not limited to those that came out from Katherine Giscombe & Laura Jenner (2009) "Career Advancement in Corporate Canada: A Focus on Visible Minority ~ Diversity & Inclusion Practices" Catalyst; The Conference Board of Canada (2008) "The Value of Diverse Leadership" and the United States findings from Meghan E. Irons (2009) "Workplace diversity grows, but not at the top, reports says" Bostom.com, May 19 and Cedric Herring (2009) "Does Diversity Pay?: Race, Gender, and the Business Case for Diversity". American Sociological Review. Vol. 74(2): 208-224. (Dr. Marilyn J)

See First Report...

Dr Marilyn J

Succession Planning and Diversity Leadership

noreply@blogger.com (Dr. Marilyn J.) — Fri, 22 May 2009 22:51:00 +0000

Succession planning is central to diversity leadership for top managerial positions in communities, organizations and the workplace. Historically, indigenous communities have always engaged in putting in place succession planning processes for their leadership. Let us learn from them and create succession plans for the leadership of diverse organizations and workplaces. In accomplishing this task and reflecting on the diversity of the workplace at the bottom as research has shown, let us seriously consider how to accomplish diversity leadership succession planning for top managerial positions.

Succession Planning

Succession planning involves replacement plans of a potential list of successors. When this is done in advance, rather than in an emergency, more care and thought are put into perspectives. Most importantly for succession planning to effectively work within diverse organizations and the workplace, recruitment of top managerial positions must occur from potential leaders that are from diverse groups, which include visible minorities and women. Research has shown that visible minorities and women are absent from top managerial positions. Diversity must be visible at the top of organizations and boardrooms, and not only at the bottom of organizations as shown from the findings from Stephen P. Crosby, dean of the McCormack Graduate School of Policy Studies, Boston. Additionally, statistics have shown that diversity pays. Professor Cedric Herring from the University of Illinois at Chicago demonstrated this in his research on "Does Diversity Pay?: Race, Gender, and the Business Case for Diversity. Organizations and the workplace need transparent recruitment programs to attract leaders from diverse cultures. These are the role models that others need to see how to emulate and learn empowerment. Simultaneously, diverse leaders should be encouraged and supported in their positions with mentors and specific programs. Succession planning for diverse leadership is critical to all organizations. At the same time, bear in mind that traditional leadership development approaches are flawed as I have shown in some of my previous blog discussions.

Given this, take a look at what DiverseCity The Greater Toronto Leadership Project is putting into place to create diverse leadership.

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Dr. Marilyn J

Diversity in the Workplace Grows: No Commitment to Diversity Leadership at the Top

noreply@blogger.com (Dr. Marilyn J.) — Tue, 19 May 2009 19:38:00 +0000

There are several arguments that support the benefits and increase of diversity and inclusion in the workplace. Both qualitatively and quantitatively research have shown the benefits to the workers and overall profits for organizations and businesses. However, there is no evidence to show that diversity is reaching leadership at the top. Given this, critics are skeptical about the effects of diversity on leadership because there is no increase of the representation of minorities and women in top leadership positions. Yes, there is no doubt that diversity is represented at the bottom of organizations or businesses where many minorities and women are located. However, their absence in top management certainly shows. The gap and absence of women and minorities in upper management are not being addressed. Again, reflecting on my last blog about solving the world economic crisis, women have shown how it should be done. Without them in leadership at the top, how can we get change? What about diverse ethnic minority groups? What are the obstacles also preventing them from climbing to top managerial positions of leadership in organizations and businesses? These must be addressed for any true change. Diversity should be represented throughout organizations and businesses, not only at the bottom. We need to have diversity in top managerial positions of leadership.

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"Stepping Up: Managing Diversity in Challenging Times," from above is the recently concluded study done by Commonwealth Compact created by Stephen P. Crosby, dean of the McCormack Graduate School of Policy Studies. The report shows that although there are initiatives aim to help reverse Boston's image as unfriendly to minorities and women in the workplace, 42% of organizations surveyed showed that they were not satisfied with diversity leadership. 11% surveyed have no minorities in their governing and leadership boards, unlike minority representation in clerical and technical positions. The report reinforces that having minorities and women in the workplace doesn't mean there will be diversity in the leadership ranks. One reason is that there is less a focus to bring in people to break the glass ceiling, and I would add also the concrete ceiling.

The Diversity Institute in Management and Technology, Ryerson University, Toronto and the Maytree Foundation are embarking on a similar leadership project to review the participation of visible minority men and women in leadership positions in the Greater Toronto Area within key areas of government, private and public sector organizations and not-for-profit institutions. Do you think that the findings would be different or similar to what came out of the Commonwealth Compact project in Boston? We can know definitely after 2011, when the project ends and the report written.

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Dr. Marilyn J

Women's Leadership will Drive the Bottom Line

noreply@blogger.com (Dr. Marilyn J.) — Mon, 18 May 2009 15:00:00 +0000

Reflecting on my last discussion and raising the question, who will save us from the world economic mess, the job has long been recognized and taken up by women. First, we have been hearing repeatedly about a "business case" for diversity. Although diversity extends beyond race and gender, they both prove conducive to productivity, and beneficial for raising the profitability of organizations, which affect the economic mess of the world. The organizational leadership of men has a lot to do with this present situation.

Without excluding race and particularly locating my discussion on gender, women have already begun using "The new work order" to improve the economic mess of the world. What is this new work order, as if we are unaware? This is using the cliché of "Work life balance". However, Time magazine calls it "make more money", a rather masculine and more appealing cliché.

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Dr. Marilyn J

Women's management style characterizes relationships and empowerment.

noreply@blogger.com (Dr. Marilyn J.) — Mon, 27 Apr 2009 21:21:00 +0000

With women's management style characterized as more relationship-based that aims to encourage and empower according to Alice Eagly, can they help clean up the world economic mess? This question was recently posed on the Calgary Herald newspaper. Particularly for Canadian Black women in, whom I interviewed for my research, they demonstrated that both self-empowerment and the empowerment of others are important in their leadership. My finding agrees with Alice Eagly's, Professor and Chair of Psychology at Northwestern University. Within my work, the research specifically shows that transnational Black women's leadership use African indigenous knowledge retained from Africa and the African Diaspora, inclusive of the Caribbean where many of my participants were born. Most importantly, the participants showed that Black women's leadership represent junctures of cultural resistance, transformation and empowerment through their agency where they set the stage to empower themselves and others as admired Black women and role models. I will now pose the question, can Canadian Black women in leadership help clean up the world economic mess, given my finding which agrees with Alice Eagly? You can read what other researchers have to say about women's leadership given the fact that men's leadership style is being questioned with the world present economic mess.

read more...

Dr. Marilyn J

Diversity Leadership and Inclusion in Academia

noreply@blogger.com (Dr. Marilyn J.) — Wed, 04 Mar 2009 18:34:00 +0000

I have been blogging extensively on issues of the importance of diversity leadership, inclusive of its need in law firms, boardrooms, workplaces, MIT conversations, etc. So far, I demonstrated with extensive examples the excellence in diversity and inclusion. My blog today discusses the importance of diversity leadership and inclusion in academia. Most importantly, diversity and inclusion in academia call for the recruitment of a diverse faculty of race, gender, disability, sexuality, ethnicity and language. However, diversity and inclusion mean more than the recruitment of under-represented minorities. With a diverse faculty, meritocracy should be central to hiring practices and certainly not nepotism. This particular report on diversity in academia that I comment on comes from Boston University informing us that minority groups of African American, Aboriginals (American Indians), Asians and Hispanics remain under-represented in academia. Although Boston University is working toward diversity and leadership in academia, the report did not evidence the diversity and leadership of contract teaching faculty, adjunct faculty and teaching assistants, three very important faculty groups in any university.

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Dr. Marilyn J

What it Means for Diversity in Law Firms

noreply@blogger.com (Dr. Marilyn J.) — Tue, 03 Feb 2009 22:33:00 +0000

Several issues play out with the use of diversity in law firms and other workplaces. These are presented through thinking beyond skin colour and the inclusion of women. True diversity encourages leadership, creativity, inclusivity and opportunities to be successful. When diversity is fully operationalized, it is reflective of clients and the community where it makes good business sense. Furthermore, diversity in the workplace concerns the inclusion of different ethnicity, class, gender, age, disability, national origin and sexual orientation. Finally and most importantly, diversity is the right thing to do.

Dr. Marilyn J

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Time for more Diversity Leadership in the Boardroom

noreply@blogger.com (Dr. Marilyn J.) — Wed, 21 Jan 2009 21:54:00 +0000

Both U.S. and Canada need to look at initiating more diversity leadership in the boardroom. This way of thinking comes about even more strongly after the inauguration of the 44th president of the U.S., given that he is an African American who calls for diversity and inclusion. However, as Beverly Behan reports in Businessweek, Boards of Fortune 100 in the U.S. have gone unchanged for the past four years and it is time for diversity in the boardroom.

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In the case of Canada, Jay Rosenzweig speaks about the "Obama effect trickles into the Boardroom." The absence of diversity in the boardroom stands the same in Canada through the Rosenzweig Report on Women at the Top Levels of Corporate Canada. Rosenzweig makes a further claim that President Barack Obama will have an effect on the appearance of board members in both U.S. and Canada, and we are to expect to see more women and visible minorities in the boardroom and corner offices than what we see today.

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Issues on diversity have been calling for equity and equality for a long time now through change and what is right. Like Behan and Rosenzweig, I do hope that we get that change, not only in the boardroom but every place and space necessary for the realization of diversity, equity and equality for all.

Dr. Marilyn J

MIT's Conversation on Diversity Leadership Continues

noreply@blogger.com (Dr. Marilyn J.) — Wed, 19 Nov 2008 22:23:00 +0000

Renowned MIT is aware that richly diverse America is with them and is not waiting for its arrival. Diversity is here and not in the future. In Canada, diversity also matters because our population comprises Aboriginals, Africans, people of color, women, persons with disabilities and people with different sexual orientations. We have to understand that diversity matters and it is much more than the management of difference. Recruting diverse talent is important for all organizations especially for the leveraging of human capital where it impacts the bottom line. Globalization is affecting who we see in leadership because this new global community should recognize diversity leadership and inclusion. We need to hold all organizations accountable for diversity leadership and inclusion to change the institutionalized culture and belief system. If MIT is accomplishing this, what can we say about organizations in Canada?

Read more.....

I welcome your comments.

Dr. Marilyn J

Excellence in Diversity Leadership

noreply@blogger.com (Dr. Marilyn J.) — Wed, 19 Nov 2008 03:29:00 +0000

66,000 employees of Siemens use their diverse minds to innovate together for changing the world. They are supported by Tony Affuso, the chairman and CEO of Siemens with his diversity leadership approach. He is the winner of the prestigious 2008 Diversity Best Practices CEO Diversity Leadership Award at the Diversity Best Practices (DBP) 15th annual Diversity and Inclusion Leadership Summit & Gala at the JW Marriott in Washington.

CEOs establish the corporate culture and the business agenda. They are the most visible embodiment of their companies' ethics and values. Their passion for diversity spreads throughout every level of their companies, easing the often difficult transition into a world of globalization and constant demographic changes.

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MIT Diversity Leadership Congress

noreply@blogger.com (Dr. Marilyn J.) — Thu, 30 Oct 2008 19:41:00 +0000

"Our goal is to help give people a better understanding of what is possible in their leadership roles and to discuss how we can make those possibilities real at MIT" (Kochan).

Thomas A. Kochan is the George Maverick Bunker Professor of Management at MIT's Sloan School of Management and Co-Director of both the MIT Workplace Center and of the Institute for Work and Employment Research. He will moderate a panel discussion that will share successful diversity leadership stories at MIT's upcoming Diversity Leadership Congress.

MIT is taking the initiative to bring together 300 of its academics, administrative and student leaders at a Diversity Leadership Congress. This is a step in the right direction to make a serious and meaningful change on issues of diversity and inclusion. President Hockfield stands firm on this project because he will be welcoming all on 18th November, 2008 to the Diversity Leadership Congress. MIT has an effort of solving critical, difficult and appalling world problems, and has taken on a much needed challenge on issues of Diversity Leadership. This long awaited type of leadership need to be discussed openly and publicly. I commend MIT for its leading effort for an open forum and discussion on Diversity Leadership and inclusion.

Read more... on what Massachusetts Institute of Technology has to say about its upcomining Diversity Leadership Congress.

Dr. Marilyn J

drmarilynj.com

Managing Disabilities in the Workplace

noreply@blogger.com (Dr. Marilyn J.) — Thu, 16 Oct 2008 15:42:00 +0000

There are unacceptable terms spoken to individuals with disabilities and we should be aware of them in the workplace. These words are not only culturally insensitive but also emotionally damaging to individuals with disabilities. Words such as handicapped, slow, retarded, cripple, midget, lame, wheel chair-bound, Mongolism, etc. should not be used. Even complimenting someone with a disability because (s)he accomplishes something successfully is insensitive. It is also important that you don't assume that a person with a disability wants or either requires your assistance.

Read what DiversityInc has to say about 7 things never to say to people with disabilities.

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I welcome your comments.

Dr. Marilyn J

Is it Important for Youth to talk about Diversity in Schools?

noreply@blogger.com (Dr. Marilyn J.) — Sun, 12 Oct 2008 21:16:00 +0000

Youth leaders of Michigan believe that we should be talking about diversity in schools. They are supported by Robert Simmons III, an assistant professor of education at Eastern Michigan University who has studied race in schools.

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Dr. Marilyn J