Category Archives: Editor & Advisors

Editor Deborah Levine and ADR Advisors

Holocaust Lessons at Memorial Auditorium – by Deborah Levine

(originally published in The Chattanooga Times Free Press)

When I heard that Holocaust Survivor Eva Schloss was speaking in Chattanooga, I seriously considered staying home. I know Holocaust stories all too well from my work in Holocaust education, the hand-typed memoirs of survivors sent to me, and my father’s World War II letters. Dad was a US military intelligence officer assigned to interrogate Nazi prisoners of war. His letters described their education into fascism and its authoritarian ultranationalism, dehumanizing minorities and suppressing opposition.

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She Said, He Yelled, We all Fall Down – by Deborah Levine

This opinion column was originally published in The Chattanooga Times Free Press
The Kavanuagh hearing featuring his accuser, Dr. Blasey Ford, was an emotional roller coaster for both “witnesses”, a term that implies a trial and jury although it was more of a job interview. Yet, this was an opportunity for the accuser of sexual violence to be heard and for the accused to rebut. The GOP senators chose a woman district attorney to question Dr. Ford, making it look like a trial where “innocent until proven guilty” applied. But this was a job interview, not a trial, and it focused on demeanor rather than legal jurisdiction.

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Policies, Faith, and Calendars – by Deborah Levine

When the Jewish New Year came in September this year, I got many questions about calendars and holy days 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).

What can you do to avoid a hostile and offensive workplace when so many conflicts over religion are begun unintentionally? The bias is labeled “unconscious” when people think it’s harmless, and even fun, to joke about Jews and money, Muslims and head scarves, Sikhs and turbans. They’re surprised when people feel harassed. Isn’t it a right to exercise of their freedom of expression?

Some respond to the dilemma by insisting that no religious expression be allowed at all. Others consider that approach hostile and offensive to people of faith. How do you begin to negotiate between such polar opposites? The first step is for organizations to develop written policies around religion if they haven’t already. Without a written policy, every incident is a matter of debate and personal preference. It doesn’t take long for the resulting distrust and dislike to damage team cohesiveness.

Timing is every thing. Well-meaning companies may find employees disengaged and distanced by ill-timed scheduling decisions. Don’t hold a conference or essential meetings on a major holy day. And if you must, don’t penalize those who can’t attend. What happens when religious calendars aren’t respected? If employees aren’t able to spend time with their families on major holy days, they may feel undervalued and leave. The organization’s talent pool is diminished and it incurs the expense of replenishing it.

Consider your partners and vendors, too. For example: Don’t have a job fair on a day when diverse vendors can’t set up booths. If vendors aren’t able to observe their holy days, they may disappear. In that case, the organization not only loses needed vendors, but the communities that these vendors represent may remove themselves as customers. The organization now has fewer marketing options.

Ready to upgrade your scheduling strategies? A vital element of your company policy should be a multi-faith calendar. Religious calendars vary with seasons, months, and days. Do not try to guess the dates of major holidays. Purchase a multi-cultural calendar or get an online version, many of which are free to users.

While we may not share the same holy days, and many of us aren’t religious, respect for sacred time makes good business sense. Avoid insensitive scheduling and build credibility with employees, vendors, and customers onsite and online. Sensitivity generates good will year round. The trustworthiness you establish helps offset unintended mistakes. So check your calendars and enjoy a few apples and honey!

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For more information on calendars and religious diversity CLICK Religious Diversity at Work

Pastor Paul McDaniel and the Interfaith South — by Deborah Levine

When I arrived at Chattanooga’s Second Missionary Baptist Church, A true Southern gentleman, The Rev. Paul McDaniel, met me personally met at the door.   Born in Rock Hill, South Carolina, Pastor McDaniel has been part of the Southern landscape and its African American community for most of his life. After attending Morehouse College in Atlanta, he received a Masters of Divinity degree from Colgate-Rochester Divinity School and a Masters of Arts degree from the University of Rochester in New York. A Chattanooga resident since 1966, Rev. McDaniel is stepping down from his post at the Second Missionary Baptist Church after almost 50 years of service.  A larger-than-life figure in the community, I share our conversation in his honor.

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Who You Callin’ Old? – by Deborah Levine

Originally published in The Chattanooga Times Free Press


Birthdays that end in zero are milestones to be celebrated, or completely ignored, depending on your point of view. I choose to celebrate my milestone by writing about the beauty and value of older women. Too often, the presence of older women can be used to delegitimize a good cause. There were several editorials about Women’s Marches calling them irrelevant because so many of the women involved were old, limping, and decrepit.

Maybe I should be used to this dismissive language, I’ve heard it often enough. I’m reminded of the time I gave a presentation at a national interfaith workshop in Huntsville. Wrapping up, I asked for comments from an audience of woman chaplains and pastors. The first question had everyone nodding their heads, “How do you get people to listen to you? Once I turned sixty nobody cared what I thought or said.”

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What Should an Aspiring Global Leader Know? — by Deborah Levine

Here’s what teenage global leaders-in-training had to say when asked what a young global leader should know. The words of wisdom come from high school and middle school students participating in the American Diversity Report Youth Global Leadership Class. Enjoy their  timeless advice and then read what leadership experts said about preparing the upcoming generation of leaders.

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The Challenge of Unconscious Bias – by Deborah Levine

Starbucks’ plan for an afternoon of unconscious bias training is admirable but may not be effective. The fuzzy, vague term of unconscious bias is often applied indiscriminately, but unconscious bias isn’t a one-size-fits-all term amenable to a one afternoon of training. Yes, it can refer to the incident where the police were called to arrest two African-Americans waiting for a meeting at Starbucks. But it can also mean only smiling at customers that look like you, rejecting resumes from diverse applicants, and promoting the employees who resemble the current leadership team. If we want to address unconscious bias effectively, we need to first be aware of how the senses, emotions, and brain interact to create unconscious bias. Second, we must go beyond awareness of our biases to sensitivity to their impact. Lastly, we need to develop a system that internalizes wise decision making with ongoing reinforcement of that competence.

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Tracking our Destructors Year by Year– by Deborah Levine

I used to write about terrorism in the U.S. every spring. My articles began with the domestic terrorism of the Oklahoma City bombing more than twenty years ago on April 19.  That’s when I became the community/media liaison for Oklahoma’s Tulsa Jewish Federation. It was shortly after the bombing destroyed the Murrah Building and so many lives were affected. I felt compelled to investigate what led to the deadliest bombing, prior to 9/11, on our native soil.  The violent hatred that I saw has not only continued, but has expanded globally, and now, it  encompasses the entire year.

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Unconscious Bias “R” Us – by Deborah Levine

NOTE: Article originally appeared in The Chattanooga Times Free Press

Who doesn’t know about the cops being called on two black men at Starbucks? Don’t we all know that Starbucks closed its stores around the country to do unconscious bias training? But what would you answer if asked for a description of “Unconscious Bias”? Most folks will ramble, hem and haw, or just say, “I have no idea.” When asked to describe training to prevent unconscious bias from becoming outright prejudice and discrimination, the response may be a profound, dumbfounded silence.

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Cruel and Unusual Punishment at the Border – Deborah Levine

NOTE: This article originally appeared in The Chattanooga Times Free Press

According to immigration lawyers, children as young as five will be in court going through the legal process. They’ll have to prove to a judge why they should not be deported. Separated from family and lacking legal counsel, the cruelty of their situation is magnified by anti-immigration comments: “They brought it on themselves” and “they had it coming”.

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