Dr. Nwoye is the author of numerous books and articles in professional journals. He speaks at professional organizational conferences, including ATE, NAME, etc. Dr. Nwoye addresses the impact of cognitive theory in teaching and learning, accommodating culturally different students, and cooperative & collaborative learning. He has an impressive reputation in the area of culture and its implications for teaching, learning, working, and living in shrinking global village. Prior to creating Diversity Frontier Inc., Dr. Nwoye developed a culturally responsive workshop for faculty that focused on culturally responsive teaching.
Guide to critical factors that drive and sustain our structural inequity
As we enter 2020, I call on all people to rise, unite and fight against structural inequity and the factors that influence and perpetuate it. To that end, this piece explores two foundational factors that drive and sustain inequity in our society: uneven playing fields in education and economic. I believe that the only way to meaningfully bridge the inequity gap in all aspects of our society is through leveling the playing field, and that is the subject of this piece.
The Systemic Diversity and Inclusive group gladly presents the recent interview with Deborah Levine, The Editor-in-Chief at the American Diversity Report and a member of the group. The interview was moderated by one of our own, Pamela Teagarden, a leader in her own right, and one of our own who has continuously provided unparalleled leadership to the group. Deborah is well endowed with a wealth of diversity and corporate experience. She is an expert in deciphering the framework for meaningful diversity and inclusion and inventor of a cognitive technology for dealing with unconscious bias. While making the case for infusion of competing perspectives, she can guide us to find common ground that fosters effective diversity and inclusion while advocating for the planning of strategic business priorities with emotional intelligence and smart decision making. Without further delay, please watch this remarkable lady and how she shared her work on systemic diversity…
Diversity is increasingly becoming a powerful force in the determination of an organization’s success. Everyone has talents, some of which are recognized and used, and others never identified and thus never put into use. Organizations that engage diverse teams can draw on the synergy associate with it to innovate and subsequently achieve unprecedented success. It is evidenced in Harvard Business Review article, titled, “How diversity can drive innovation.” In that piece, (Hewlett, Marshall & Sherbin) assert, “Employees of firms with 2-D diversity are 45% likelier to report a growth in market share over the previous year and 70% likelier to report that the firm captured a new market.”
Considering various research showing the correlation between diversity and business success, many organizations are now, for good reasons, calling for greater diversity in the board room and significant areas of leadership in our global market place. There is clearly ubiquitous evidence demonstrating that diversity correlates with business success. McKinsey and company assert “New research makes it increasingly clear that companies with more diverse workforces perform better financially.” According to Deloitte, “Diversity and inclusion at the workplace are now CEO-level issues, but they continue to be frustrating and challenging for many companies.”
Gender inequity and prejudice usually stems from bias a person forms based on experience. Every so often, we hear, observe, or read about issues associated with gender prejudice, and the extent that it humiliates not only the victims, but also their beloved ones. The victims are tired and are articulating their frustration and sense of oppression in many ways. They are crying out loud and saying, “We are no longer able to tolerate inequity just because we are females.” Their demand for equality and social justice calls for public and private actions to finally address this perennial problem. To that, I offer two strategies – policies and training initiative that will reduce and ultimately eradicate gender inequality in our society.