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This is the sixth in a series of columns based on my research as a former fellow of the University of California National Center for Free Speech and Civic Engagement. In earlier columns I argued that our nation’s system of expression is far too complex to be encompassed by the simple, misleading couplet, “free speech.” In fact, over more than two centuries, our nation has developed a complex constitutionally-based system that combines robust legally-protected speech with selective legal limitations on speech.
Therefore, diversity advocates should not be drawn into the position of opposing free speech.They don’t need to, because it does not actually exist. Instead they should defend the basic societal value ofrobust speech, while also reframing the discussion by clarifying the tensions that inevitably arise when the valuable imperatives of diversity and speech intersect. Simultaneously they should function within the American historical tradition by proposing carefully focused additions to the current list of legal limitations.
When innovative thinking is at the helm, you can be sure that at its core is inspirational leaders. Real leaders have our back, and stand up for doing the right thing because it is the right thing to do. At a time when we are surrounded by the forces of darkness and authoritarian strong men, we owe to ourselves, our communities, our countries and the world to stand shoulder to shoulder in the fight to preserve the freedoms many of us have come to take for granted. Make your voices heard. Democracy dies in silence.
Innovative leaders shape positive behavior, communitarianism as well as business practices. Under this form of stewardship, optimism and gratitude prevail.
When an anniversary falls on Yom Kippur, the most solemn holy day of the Jewish calendar, thoughts of living and dying take on cosmic proportions. Fortunately, it’s rare for the two milestones to collide given the differences between the secular and Jewish calendars. Both are celebrations, but Yom Kippur which ends the New Year’s ten Days of Awe, is a sacred time when the celebration of life is combined with contemplation its finite nature. This year, I have a double dose of introspection and my mind sought the path separating living from dying and wandered from wonder and gratitude to mourning and humility.
When the Jewish New Year arrived, I got many questions about faith and calendars from Human Resource departments. They wanted to know why the holiday occurs on a different day each year according to our secular calendar. And they asked about food associated with the holiday. Offering the traditional apples and honey for a sweet New Year was the easy part. Explaining the timing was the real challenge.
What should I write about religion and religious calendars in these contentious times? I know that many organizations and companies would prefer that the issue of religious diversity would disappear. But every year, thousands of religion-based lawsuits claiming a “hostile or offensive work environment” are registered with the EEOC (Equal Employment Opportunity Commission).
October is National Disability Employment Awareness Month (NDEAM). The observance, which dates back to 1945, is sponsored annually by the U.S. Department of Labor, Office of Disability Employment Policy.
Did you know? The employment population ratio for people without disabilities (65.7%) was more than triple that of people with disabilities (18.7%) in 2017, according to the U.S. Bureau of Labor Statistics.
BREAKINGNEWS: Using slurs to make a point sparks debate on academic freedom. Emory University law professor Robert Saunooke said he tells his students before the start of his first class that there are words and phrases he’ll use that might be uncomfortable (Atlanta Journal-Constitution 9/19/19). And he delivered on that promise by uttering the “N-Word” a couple of times.
The Marine Corps’ purpose as stated on its webpage is to, “Defend the people of the United States at home and abroad. To do that, we make Marines who win our Nation’s battles and return as quality citizens.”To the casual reader, the first half of the purpose, which is to defend the United States, is stated in simple terms and easily understood.However, it is the latter half of the purpose that bears some investigating and begs the question, “What does make a better citizen mean?”To answer this question, I want to take you on a journey through the process of becoming a Marine, the transformation that occurs and the life-changing impact of being immersed into a sea of diversity creates.
Citizens from every walk of life you can imagine arrive by bus to one of three locations.Young men and women who have signed an enlistment contract arrive at Marine Corps Recruit Depot, Parris Island, South Carolina or Marine Corps Recruit Depot, San Diego.Officer candidates receive their initial training at the Officer Candidate School located in Quantico, Virginia.For the purposes of this journey, we will focus on the experience of the recruits who matriculate through one of the training Depots.
Overcoming obstacles to the integration of disabled people in the C-Suite should be at the top of every board agenda. Often, I hear about diversity, but diversity efforts alone do not deal with the challenges facing disabled senior executives or aspiring leaders. These challenges can be addressed, and leaders have a responsibility to turn around the stigma surrounding disability in the C-suite.
Bullying can be based on various things. A person, most likely, a school student, might find themselves bullied by others because of their race, gender, sexuality, appearance, academic or athletic performance, personality, and other aspects of their identity.
A solution to the problem as complex as this one must be equally comprehensive. Today, however, I would like to tackle but one element of this problem: religion-based bullying.
Roots of faith-based bullying
Religion-based bullying is a horrible trend that is still going strong in our schools. It happens both in the physical world and online and shows no signs of stopping. It would be preposterous for us to blame it exclusively on children, equally as preposterous as to turn a blind eye to it.
This fundamental concept is one of the core principles of my work and integral to DTG’s approach to dealing with diversity issues in the workplace and marketplace.Diversity issues or employee relation issues (among people who are different) typically involve two people.The perpetrator or the initiator of the behavior is one party and the target or the receiver of the behavior is the second party.
The diversity issue or incident (sometimes it is one “moment of truth”) is defined as a behavior, an action, or a series of behaviors (a pathology or trend) that one party (the target) feels or concludes based on the behavior(s) was wrong, inappropriate, disrespectful, discriminatory or illegal.
First – We Don’t Know the Intentions of Others
We all mean well.I never question the intent of any person’s actions.We actually don’t know the intentions of the other person but we assume their intentions based on the behavior we see, how we react (our feelings) or the kind of relationship we have with the perpetrator.This is the first mistake. We should look at the behavior(s) in question and only the behavior(s).Looking just at the face value of the behavior is a good start.
I tend to focus on the actual behavior and how that behavior might affect or influence other people.In other words, I focus on the impact said behavior(s) has on other people.The consequences of any action, how the behavior might be received or perceived or experienced is what I tend to scrutinize.
Second – “I didn’t Mean It”
I find too many people will get defensive when the target confronts the perpetrator about the behavior(s).The perpetrator typically responds with, “I didn’t mean it the way you took it.”Often, in my travels, people don’t want to be held accountable for their actions.Unfortunately, this does not take the “sting” out of the behavior(s).What matters is what you said, not what you meant.
What Is Appropriate
Don’t take it personally – apologize for your comment.Don’t try to avoid your responsibility – step up to the plate.Don’t focus on your intentions – no one knows your intentions.Try to put yourself in the target’s shoes and understand their feelings.Put your feelings aside.This is not about you – the perpetrator – this is about the target.Try to empathize with the target.Apologize and ask the target to always come and share with this person their feelings whenever they feel wronged.You want to be perceived as humble, approachable and “bigger” than any one incident.What you don’t want to do is seem defensive, stubborn, or stubborn.Reach out!This is a wake up call that you need to improve this relationship.Misunderstandings are more likely to arise among strangers or people who have strained or weak relationships.
Most Common Mistakes
“You people!What do your people think?You are so articulate for a (blank); I don’t see you as a (blank).Men/women, you can’t….” These are some of the most common mistakes people make. Stay away from these behaviors.Never see people as members of a group but rather focus on the person, the individual.If you do go here, apologize immediately and reach out and ask for help and coaching from the other person.
When the Jewish New Year arrived, I got many questions about faith and calendars from Human Resource departments. They wanted to know why the holiday occurs on a different day each year according to our secular calendar. And they asked about food associated with the holiday. Offering the traditional apples and honey for a sweet New Year was the easy part. Explaining the timing was the real challenge.