Showing posts with label cultural diversity. Show all posts
Showing posts with label cultural diversity. Show all posts

Thursday, October 25, 2012

Why ethics and diversity matter: The case of Trayvon Martin coverage | Poynter.



This is a good article on the problems faced by mostly white media -- it is dying through lack of diversity, as it should. No organization can remain un-diversified and survive. Business knows this, and the U.S. Supreme Court hears its message (something I find particularly interesting, coming from this conservative group). Any way...

Take a look, and then please share your comments.

Thanks,
Susan

Why ethics and diversity matter: The case of Trayvon Martin coverage | Poynter.

Thursday, July 12, 2012

Kellogg Named One of '40 Best Companies' for Diversity


PRESS RELEASE
July 11, 2012, 1:00 p.m. EDT

Kellogg Company Honored as One of "40 Best Companies for Diversity" in 2012 by Black Enterprise Magazine



BATTLE CREEK, Mich., July 11, 2012 /PRNewswire via COMTEX/ -- Kellogg Company has once again been named one of the "40 Best Companies for Diversity" in 2012 by Black Enterprise magazine. The recognition reflects the company's ongoing commitment to diversity and inclusion and marks the sixth time Kellogg has been named to the list.
"At Kellogg, we make a point to emphasize inclusion along with diversity," said President and Chief Executive Officer John Bryant. "Promoting diversity helps us to be more in tune with the diverse needs of our consumers. Emphasizing inclusion creates an environment where all feel welcomed and valued - and that's important not only at Kellogg, but in the communities where we live and work as well."
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Free Diversity eBook (through July 31)
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Featured in the publication's July issue, this year's Black Enterprise editorial accompanying its "40 Best Companies" list spotlights supplier diversity initiatives. Kellogg recently announced its 13th consecutive year of growth in its U.S. supplier diversity program, surpassing the $350 million mark, and has experienced a nearly 6-fold increase in spending in the last 10 years. The program also helps to support local communities by working with more than 200 companies owned by women, people of color and veterans with disabilities.
"We're working to build a stronger Kellogg by fostering an inclusive culture that leverages diversity as a competitive advantage," said Mark King, chief diversity officer for Kellogg Company. "Along with our supplier diversity initiatives, we've also made significant strides in reaching that objective by embedding diversity and inclusion throughout all levels of our organization. We're honored to be recognized by Black Enterprise once again for these efforts."
Black Enterprise first published its "Top 40" list in 2005. Companies named to the list are evaluated on a variety of diversity indicators and whether those elements extend throughout the company. More information may be found at www.blackenterprise.com .
About Kellogg Company Driven to enrich and delight the world through foods and brands that matter, Kellogg Company K -0.81% is the world's leading producer of cereal, second largest producer of cookies and crackers and - through the May 2012 acquisition of the iconic Pringles® business - the world's second largest savory snacks company. In addition, Kellogg is a leading producer of frozen foods. Every day, our well-loved brands - produced in 18 countries and marketed in more than 180 countries - nourish families so they can flourish and thrive. With 2011 sales of more than $13 billion, these brands include Cheez-It®, Coco Pops®, Corn Flakes®, Eggo®, Frosted Flakes®, Kashi®, Keebler®, Kellogg's®, Mini-Wheats®, Pop-Tarts®, Pringles®, Rice Krispies®, Special K®, and many more. To learn more about Kellogg Company, including our corporate responsibility initiatives and rich heritage, please visit www.kelloggcompany.com .


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Free Diversity eBook (through July 31)
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SOURCE Kellogg Company

Friday, August 5, 2011

Lets Hope The Help Is Not Just Another Gone With The Wind or Mississippi Burning Historical Failure of a Civil Rights Movie

Media Release
Contact Susan Klopfer
http://susanklopfer.com
Gallup, New Mexico 87301

Here's Hoping The Help Is Not Another Historical Failure of a Movie

By Susan Klopfer, civil rights and diversity author/speaker


Whore’s Lake, outside of Drew, Miss., where white KKK females reportedly threw bodies of their black murder victims, as late as the early 1960s. Drew is some 40 miles southeast of Greenwood, the set of a summer movie The Help that focuses on Mississippi’s civil rights past. (Photo by Susan Klopfer)

For many folks like my husband and me, summer means buttered popcorn and escape movies. The Help, currently in the Hollywood spotlight, opens Aug. 10, and so far, the California film machine is staying busy, pumping out media releases and news stories, some even pledging this Mississippi-based summertime movie is not another whitewash, like Mississippi Burning.

Their promises are arriving daily through countless pre-movie stories, on and offline, yet it is starting to feel (at least a little, to me) like The Help probably does not do much to portray the truly violent history of what was going on around its characters at the time it takes place, the early 1960s in Greenwood, Mississippi.

I want The Help to leave audiences with some real education and do more than lightly dip into Greenwood’s notorious, racist history. Having lived in the Delta, writing extensively about its modern civil rights movement, I know this town was far more than a sleepy, little Southern berg, where black maids gossiped, white women attended social club meetings, and only white males were violent towards African Americans, who long after the Civil War were still struggling to survive in this country, especially behind the Magnolia Curtain.

If nothing else, if this movie does not correct this idea, do not come away believing that only white males committed atrocious violence, back in those days. There are small lakes and ponds scattered throughout the Delta, known to be the final resting placing of countless bodies, African American murder victims.

People still living near Whore’s Lake over in Drew, for example, will tell you that black women were killed by white women, and their bodies were thrown into these murky waters. The white women, apparently Klan members, were reacting to rumors that their husbands and boyfriends were sleeping with these black women. In today's town of Drew, children still play on segregated baseball fields.

There are so many stories I could share about Greenwood – violent accounts mostly kept out of today’s “history” books, especially those school books meeting Texas curriculum standards.

One of my favorite stories is how Greenwood activist, Aaron Henry, successfully kept Christmas profits away from white Greenwood when he took on the town’s white merchants in a highly successful strike. (See A Christmas Boycott That Worked.)

I wonder if Henry is even mentioned in The Help. I do not know how one could tell the story of Greenwood’s modern civil rights movement history without including this famous civil rights leader.

Apparently, this DreamWorks film attempts to present a complex tale of white women and their relationships with the black house cleaners who also care for their children. The script, based on Kathryn Stockett's 2009 novel, has one thing going for it: the book's popularity. Reviewers loved it, readers couldn't finish it fast enough, and it stayed atop bestseller lists for close to two years, according to Los Angeles Times reporter, Nicole Sperling.

Some early critics are detracted over a white author writing in a black dialect for a pair of maids who serve as two of the book's three narrators. “Others felt the white narrator — an idealistic college grad named Skeeter Phelan, who persuades the black maids of Jackson, Miss., to tell their stories to her and causes a sensation when she publishes their tales anonymously — was too much of a savior,” Sperling reports.

Actor Octavia Spencer, known for her small but powerful role in "Seven Pounds" starring Will Smith, plays Minny Jackson, a sharp-tongued maid with an abusive husband. So would a sharp-tongued maid have survived in Greenwood in the early 60s? More than likely, if she angered the town’s white power brokers, she would be beaten to death or at least raped and left to die.

Henry, so courageous and profound, was typically cautious and polite in his dealings with Greenwood’s white power base, and yet this remarkable leader often feared for his life. His Greenwood home and his pharmacy were bombed. His house remains in rubbles in a Greenwood neighborhood. Will these Aaron Henry sites appear in the background?

Oscar nominee Viola Davis ("Doubt") plays the role of servant Aibileen. Davis tells Sperling of seeing a “huge responsibility within the African-American community.” However, there have been “entire blogs committed to saying that I'm a sellout just for playing a maid," Davis adds.

One good thing going for The Help, is that it was filmed in the South, primarily in Greenwood, with a population 15,000, some 100 miles north of Jackson. History lurks around every corner and Mississippi's ghosts are still present — in the nearby Tallahatchie River where in 1955 the brutally beaten body of a 14-year-old chicago black boy, Emmett Till, was dumped. Killed for whistling at a white store-owner's wife, over in the cotton hamlet of Money.

Till’s slaying on Aug. 28 1955 helped mobilize the civil rights movement, since Rosa Parks of Montgomery, Ala., heard about the killing and how jurors found the two accused men innocent of killing Till who was visiting Delta relatives. She had already planned her act of civil disobedience, and decided the time had finally come to take action.

Mississippi’s first state leader of the NAACP, the talented Medgar Evers, was shot and killed in front of his Jackson home by Byron De La Beckwith, a Greenwood member of the white Citizen’s Councils, an organization headquartered in this Delta town. Councils members, termed by journalist Hodding Carter, Jr. as the “uptown Klan,” were not known for their civility to black citizens.

Councils came into being soon after Brown v. Topeka Board of Education as people in Mississippi reacted with fury over school integration. One month before Emmett Till came into Mississippi, a well-known minister, Rev. George Lee of Belzoni, was shot and killed in front of his business. Local officers would assert that Lee’s tooth fillings exploded in his head. Belzoni is about an hour southwest of Greenwood. (Voting Rights Act of 1965: Rev. George Lee Remembered)

Filming in the ghostly Mississippi Delta apparently had an impact on their performances, both women told Sperling. Spencer said she returned to Greenwood in May, after the film, and realized she “liked it a lot better.” But while the ensemble was working there, the actress remembered being unhappy.

“When you are shooting right around the corner from the Tallahatchie River and you know that ... Emmett Till's body was found in that river ... and you know (Michael) Schwerner, (Andrew) Goodman and (James) Chaney (the civil rights workers killed in 1964 about 100 miles east of Greenwood) and the history of that and the history of Medgar Evers, and the fact that those people look just like you, it's hard to relax,” she told the Times.

In nearby Baptist Town, where some of the exterior filming occurred, this all-black community today reports 85 percent unemployment and there has not been a single high school graduate in years.

So did the actors feel any extra sense of responsibility in playing these roles because of the history? Here is what they told Sperling:

“Spencer: There are a lot of people who don't like the idea of us playing maids without knowing anything about the story. Not knowing how proactive these women are in their community and how they are propagating change.

“Davis: They don't care. It's the fact that we are playing maids. It's the image and the message more so than the execution.”

Both women had to pause and really think about this history, before signing on – making certain The Help was not just another "Gone With the Wind."

I wonder if they read any books written by civil rights veterans (CRM-Vets) to prepare for their roles? This group is formally organized and many members have written countless, detailed histories of their experiences trying to bring Mississippi into the modern world.

I have not seen their research mentioned and my doubts are this film will not be much better than GWTW or Mississippi Burning – if so, a real disappointment. Bringing in consultants, like CRM-Vet and author Constance Curry, a civil rights activist and prize-winning author, would have given The Help far more credence.

Curry is loaded with credentials -- a fellow at the Institute for Women's Studies, Emory University, Atlanta, Georgia, Curry has a law degree from Woodrow Wilson College and did graduate work in political science at Columbia University before she was a Fulbright Scholar at the University of Bordeaux in France. She earned her B.A. degree in History, graduating Phi Beta Kappa and Summa Cum Laude from Agnes Scott College in Decatur, Georgia. She was a Fellow at the University of Virginia's Carter G. Woodson Institute, Center for Civil Rights, Charlottesville.1990-91.

She is the author of several well-known civil rights works, including her award winning book, Silver Rights (Algonquin Books of Chapel Hill, 1995; Paper back Harcourt Brace, 1996), which won the Lillian Smith Book Award for nonfiction in 1996; was a finalist for the 1996 Robert F. Kennedy Book Award; was recommended by the New York Times for summer reading in 1996; and was named the Outstanding Book on the subject of Human Rights in North America by the Gustavus Myers Center for the Study of Human Rights.



With an introduction by Marian Wright Edelman, Silver Rights tells the true story of Mrs. Mae Bertha Carter and her family's struggle for education in Drew, Miss., a tiny Sunflower County, cotton town, close to Greenwood. The Carters were Mississippi Delta sharecroppers living on a cotton plantation in the 1960s when they sent seven of their thirteen children to desegregate an all-white school system in 1965 after the passage of the Civil Rights Act of 1964.

Actually, the children took the lead, enrolling in the previously segregated white schools when their parents were out of town. Curry's book provides a wonderful look into the family's determination to obtain an education for their children.

Her most recent book is Mississippi Harmony with Ms. Winson Hudson, published fall 2002 by Palgrave/St, Martin's press. Mississippi Harmony tells the life story of Mrs. Winson a civil rights leader from Leake County, Miss.,who also challenged segregation in the 1960s.

Curry also collaborated in and edited Deep in Our Hearts: Nine White Women in the Freedom Movement (University of Georgia Press, 2000) and the book that began my person civil rights journey, Aaron Henry: the Fire Ever Burning (University Press of Mississippi, 2000). This book still makes me cry and is my personal favorite. It is the book I recommend for someone new to this history.

Curry, who has countless more credentials, is the producer of a newly released documentary film entitled "The Intolerable Burden," (winner of the John O'Connor film award, Jan. 2004, from the American Historical Association) based on her book Silver Rights, but showing today's resegregation in public schools and the fast track to prison for youth of color.

Curry, like me, is white. She is a woman who is firm in her message, and is someone who would have had no trouble – no trouble, at all – making certain The Help tells the real story of the modern civil rights movement, and doesn’t end up as just another horribly inaccurate documentary of this most important time of American history.

For those who are looking to learn some new history about the modern civil rights movement, seeing The Help might be a good place to start. But only followed by reading books based on the true stories, books that are solidly researched, books telling readers what really happened some fifty to sixty years back in a time warp that hasn’t totally disappeared.

Good reading. You know that you can still pop some kernals before you sit down to your book, kindle, Nook or iPad.
* * * *

Susan Klopfer is the author of three civil rights books: Who Killed Emmett Till?, Where Rebels Roost; Mississippi Civil Rights Revisited, and The Emmett Till Book. She recently wrote Cash In On Diversity; How Getting Along With Others Pays Off.

Susan is a former award-winning journalist and was an acquisitions and development editor for Prentice Hall. Susan holds a degree in Communication from Hanover College and an M.B.A. from Indiana Wesleyan University. She lives in Gallup, New Mexico. She enjoys speaking on civil rights and diversity.

Tuesday, June 7, 2011

'Refuse to Serve' Signs a 'Stupid Way to Do Business,' Diversity eBook Author Warns

(Gallup, NM) -- Any retailer that posts a sign announcing they “reserve the right to do business with anyone for any reason," might consider some business advice given by the author of a new, multicultural business eBook:

"That's a pretty stupid way to get new customers!"

Susan Klopfer, author of Cash In On Diversity, says she "can’t believe what I am seeing when I walk into retail stores with signs like this.

"What is going through the head of any business owner that appears to say, ‘Hey, if I don’t like the color of your skin, or how you look or act, I can tell you to leave my store and I don’t have to be rational or even follow the law’.”

Klopfer, a communication specialist, moved to New Mexico in January and said she is surprised that in a state with such a diversity of population, business ‘refusal’ signs are still common in many communities.

“For many people – whether or not they fit into a ‘minority’ classification, such a statement harkens back to the days when non-white people were actively discriminated against by racist retailers. So, why would any business owner in their proper mind – someone who wants to make money by serving as many people as possible -- post a potentially offensive sign in their store in this day and age,” she asks.

Klopfer, who holds a graduate degree in business and operates a small business, gives a quick sociology lesson: almost half, nearly 40 percent, of the U.S. population doesn’t fit the white family stereotype that made marketing in the 60s so easy – the image of June Cleaver and her popular family.

“Leave it to Beaver days are over! The changing cultural landscape of the country is exciting and offers so much opportunity. This requires all of us in business to think about the best way to start an engaging conversation.

An offensive sign that brings back memories of our country’s worst behaviors, the days of water hoses and black children being hosed down, simply is not a way to start a good conversation with any customer.”

Klopfer says she still remembers the “horrible images from the 1950s” when watching television with her parents, and often asks store owners to explain their signs when she sees them.

“It can be an interesting encounter. Sometimes, the store owner is quite defensive, even when I quietly explain how I feel about their sign and why. But I do think they get the message, and I ask others to ‘run’ the same ‘social experiment’.

"This type of bigotry, whether or not it is purposefully intended, really harms all of business and can be so hurtful.

“One has to wonder. Who is the store owner targeting? Would they kick out a gay couple holding hands? Do they want poor people to stay away? Are they directly targeting Native Americans? Often, the store owner can’t even answer these questions, probably because they haven’t given their sign enough thought in the first place. Yet, I am sure they want to have a successful business and make money from lots of customers.”

Cash In On Diversity, published by Smashwords (distributor of eBooks to the
Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) blends practical experience with academic findings and provides do-able solutions for companies that are trying to grow their customer base, capturing a better representation of ethnicity and cultures.

The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (“from Abrahamic religions to xenophobia”).

Klopfer’s interest in diversity comes through her business and civil rights background. She holds a master’s degree in business from Indiana Wesleyan University and an undergraduate degree in communication from Hanover College. The former Missouri journalist and Prentice Hall editor wrote three civil rights books on the Mississippi Delta and also wrote a Book of-the-Month alternate selection on personal computing, published by Prentice Hall. She has also written books on home-based businesses and how to use the Internet.

Klopfer recently moved to Gallup, a highly multicultural community, where she opened a vintage and southwestern gallery – “a quiet, little shop in a multicultural community where I can write, enjoy art and meet interesting people.”

Saturday, June 4, 2011

No Quick Fix to Diversification, eBook Author Says; ‘But Here Are Some Tips’

News Release
Contact Susan Klopfer
505-728-7924
sklopfer@gmail.com
http://susanklopfer.com

Dramatic, positive change is more possible for any business when leadership is truly diverse, says the author of a newly published business eBook, Cash In On Diversity.

Susan Klopfer, who writes and consults on how to capitalize on diversity – says that businesses and organizations with ”true diversity of leaders” typically perform better financially and in other ways, too.

And she offers hope for business leaders on how to get there.

“These organizations show an increased capacity to link with new global and domestic markets, as well as an expanded access to global and domestic talent pools,” Klopfer said, citing findings from “Diverse City,” a project of the Greater Toronto, Canada Leadership Project and from her own experiences and informal data gathering.

Heightened innovation and creativity are also more possible within diverse organizations, along with strengthened social unity or cohesion -- “People who learn to respect each other’s differences, and who learn to treat each other using the Platinum Standard are simply going to work better together and there will be more rewards when this occurs – socially and economically.”

But Klopfer warns that too many organizations still haven’t grasped the “platinum standard,” a diversity management term coined by diversity management guru R. Roosevelt Thomas, Jr.

“This means listening and learning from others as to how they wish to be treated and understood, and not assuming you have the answers, stemming from your own personal ideas and values.”

Greater employee productivity and organizational performance can also be expected when there is a commitment to diversity. Thinking out of the box has been attributed to work done by diverse teams, for example.

“The Toronto Project found that diverse leaders are able to respond better to Canada’s increasingly multicultural markets, and that diverse leadership is more likely to attract and retain a diverse workforce.”

So how can any organization ensure diversity of leadership? And can a turn-around happen fast?

“First, make diversity a strategic priority,” Klopfer suggests.

“There should be a public commitment to diversity in leadership that sets the tone and creates the right conditions for change.”

Another tip – “Break out of your comfort zone and realize diversity requires change. You will have to take some risks. Leaders must learn to consider new options and to try new things.”

Klopfer tells about one Canadian company that was able to move quickly into diversity by capitalizing on their networks to increase board diversity.

“They approached some 450 community-based organizations to reach out to prospective board members, in essence, asking everyone they knew for recommendations. Then they created a grid system to assess, track and monitor qualifications.”

Group mentoring is still another way to help bring diversity into an organization’s culture, Klopfer said. “Find senior ambassadors within the organization and help them network with non-executives by sharing personal stories about their careers, and by leading discussions regarding challenges and opportunities for people to succeed.”

Always establish goals and measure results, Klopfer said. “Become publicly accountable by posting this information to website and other venues such as news releases and internal newsletters.

While these tips for moving to diversity may sound simple enough, Klopfer warns there is no quick fix to diversification. “It is a journey that will never be over.”

But creating a culture of diversity “will help put measures in place within the organization and to address what are called unconscious biases that too often pose obstacles to hiring and upward mobility of diverse people.”

Cash In On Diversity published by Smashwords (distributor of eBooks to the Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) blends practical experience with academic findings and provides do-able solutions.

The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (“from Abrahamic religions to xenophobia”).

The Gallup, New Mexico writer holds a master’s degree in business from Indiana Wesleyan University and an undergraduate degree in communication from Hanover College. The former Missouri journalist and Prentice Hall editor wrote three civil rights books on the Mississippi Delta and also wrote a Book of-the-Month alternate selection on personal computing, published by Prentice Hall.
--END--

Wednesday, June 1, 2011

Sharper Focus on Diversity Could Pay Off For Business, Ebook Author States

News Release
Susan Klopfer
sklopfer@gmail.com
http://susanklopfer.com/

Diversity eBook nominated for Global Award.

(Gallup, New Mexico) -- Is the time ripe for another book on diversity? Author Susan Klopfer believes so, "...since the money part of the diversity message still hasn't hit home for most business leaders."

If American business has been talking the language of diversity for over 20 years, why do we still hear shocking complaints of ethnic mistreatment and cultural misunderstanding? Business author Klopfer asked this question after gathering diversity-related stories for her newest ebook, Cash In On Diversity; How Getting Along With Others Pays Off.

Klopfer's ebook is available through Smashwords, the Internet's largest ebook publisher and distributor to most major ebook retailers, including ibooks, Amazon, Barnes and Noble, Stanza and others.

A civil rights author, journalist and professional book editor, Klopfer is a storyteller and her ebook’s characters reveal unfortunate accounts of “what still goes on in far too many business environments, even when we’re told through corporate messages via countless blogs, seminars, speeches, books and videos that major diversity issues have long been settled.”

One of Klopfer’s stories, for instance, focuses on a young man who wears tasseled shoes to work and is fired by a major pharmaceutical company because he doesn’t “fit in”; another, of an Island woman who is expected to cook a special meal every year so her cohorts can experience “true” diversity; and, still another story tells about a new employee who is asked to “set up” a “real quick diversity program” (“maybe write a blog or put up a Facebook page”) so the company will look good to its African American customers. “Try win a diversity prize!” his boss commands.

Cash In On Diversity blends practical experience with academic findings and provides do-able solutions, along with a diversity and psychology FAQ contributed by a social and clinical psychologist.

Adding value to this easy-to-read 12-chapter ebook is a discussion of five common diversity mistakes companies frequently make, like seeking “one size fits all” training and solutions.

Readers also benefit from a specific tips for communicating with non-native speakers, as well as a unique diversity questionnaire, and an 11-Point Organizational Diversity Analysis.

Also featured is the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (from Abrahamic religions to xenophobia).

“When we have a better grasp of diversity terms, we can really understand current problems and then have a better chance of solving them,” Klopfer, a communication specialist, asserts.

In doing her informal research, the diversity author noticed that big businesses often do no better than small organizations when it comes to really understanding diversity, and making use of its benefits.

“Too often, culturally naive business managers, even in large, sophisticated organizations, lead their companies into losing millions of dollars in lost opportunities due to problems stemming from simple cultural misunderstandings, which can lead to the mismanagement of employees. Just look at the high volume of lawsuits.”

Miscommunication and a lack of cross-cultural understanding are two main barriers organizations face when it comes to working globally, Klopfer states. “In an increasingly aggressive global business environment, there’s no time for the misinterpretation and blunders that result from failing to recognize and understand each other’s values.”

Klopfer holds a Master’s Degree in Business Administration from Indiana Wesleyan University and an undergraduate degree in Communication from Hanover College. A former journalist and technical writer, she is the author of an alternate book selection for the Book of-the-Month Club (Abort! Retry! Fail!) and worked as a computer book development and acquisitions editor for Prentice Hall. Klopfer recently lived in the Mississippi Delta where she wrote two civil rights history books, including the story of Emmett Till. From this experience, she became interested in diversity management and chose to blend her journalism, business and civil rights experiences and knowledge.

Klopfer currently resides in Gallup, New Mexico where she recently opened a vintage and southwestern gallery.

* * * * *
"In a world where ethnic conflict seems emerging and re-emerging, Susan Klopfer has written a luminous book defending the value of ethnic intimacy and arguing the virtue and art of story as a powerful means of achieving that intimacy. Her book could not have come at a better time."

Robert Alpert, civil rights activist and teacher

* * * * *
Cash In On Diversity; How Getting Along With Others Pays Off ($3.99. Smashwords, 2011) is a practical guide written for business people, educators, health workers, lawyers, ministers, engineers, computer experts, students and all others who want to do a better job of relating to each other in their daily lives. Easy-to-read, storytelling approach. Includes a valuable glossary plus avaluable, free gift to readers.

# # #

Monday, October 11, 2010

Diversity Business Book Uses Storytelling and Personal Anecdotes; Targets Inexperienced Supervisors, Managers

Susan Klopfer, diversity author
News Release
Contact: Susan Klopfer
Group Klopfer~ Mount Pleasant, IA
Cell 505-728-7924 ~ sklopfer@gmail.com
Author Bio: www.susanklopfer.com

Diversity Business Book Uses Storytelling and Personal Anecdotes; Targets Inexperienced Supervisors, Managers

A new business book that gives advice on how to manage diversity targets inexperienced supervisors and managers. Profit From Diversity: Getting Along With Others, set for Nov. 15 publication, is geared to business leaders who have little or no training in diversity management, author Susan Klopfer said.

“This is why I emphasize story-telling and include a unique glossary – one with down-to-earth definitions of diversity-related key words,” said Klopfer, who also weaves in personal examples throughout the book’s glossary to “make points relevant” for readers.

“For instance, I share my own story about travelling to Germany and getting off the plane to hear a language I don’t speak, and how the sound of people talking seems amplified. I recount feeling frustrated and even dizzy while trying figure out how to use the phones at the airport. When I found it difficult to follow instructions, even though I was trying to use a German language tourist book and getting a lot of help from Germans, I became silently angry at myself and the situation.

"But then I took a few deep breaths, sat down for a couple of minutes, and recognized I was simply experiencing some ‘culture shock’ – an encounter that anthropologists and other social scientists have written about for many years. After a few minutes, I was okay and in a better mood to figure out the telephone system. Next came learning how to signal taxis!”

Whether a person enters a host culture as a short-time visitor or as an immigrant, culture shock can be a devastating response, Klopfer continues. “Studies show that from 30 percent to 60 percent of expatriates or people who make a permanent move outside of their own country suffer serious culture shock, manifesting as anxiety and stress. Business managers, supervisors and all employees need to understand this kind of information so that we can have empathy and understanding to work better with others in the growing global markets.”

Profit From Diversity: Getting Along With Others, was written for anyone in business who wants to learn more about using diversity successfully to grow their company, including personnel, marketing, management, supervision − but also has important messages for educators, ministers, health and mental health professionals, lawyers and students, as well as anyone else who is interested in the world around them, Klopfer states.

The first part of the Iowa author’s book revolves around stories of four different people who work in business organizations and are confronted with diversity issues involving ethnic differences, gender discrimination, empowerment and change management.

“I learned about what real people were going through, while interviewing them at their businesses, as part of my research. Through their true accounts, readers will learn more about what it feels like to be the ‘different’ person at work, for instance the person who comes to this country from an Island culture and goes to work in a small town where she is asked to prepare a ‘special dinner’ every year so her co-workers can learn more about her culture.”

The problem with this particular practice, Klopfer explains, is “while it seems like a friendly-enough gesture, everyone focuses on this employee’s ethnic differences, which actually keeps her at a distance, making it harder for her to become a part of the team and contribute her unique talents to the team.”

Managing diversity is tricky. A company executive might believe she is managing diversity simply because the company employs minorities, women or others who are not part of the majority culture, usually white males, Klopfer said.

“There is far more to be done to make and keep a company diverse, and to use this diversity to benefit the company’s bottom line. Real problems arise – and employees representing diversity may leave or do not contribute their unique talents, for many reasons – when diversity is not managed well. White males are sometimes shut out, for instance, and not allowed to make their unique contributions when diversity management is not the focus.”

Klopfer says her book cites important social research, but also has “plenty of interesting true stories and accounts.” It is written “at a high school level with the goal of making it easy to read and interesting for just about anyone."

Profit From Diversity: Getting Along With Others is set for publication by CreateSpace in both e-book and print book formats to coincide with American Education Week that is annually observed beginning in the third week of each November. Susan Klopfer is a Missouri award-winning journalist and author of three civil rights books. She is a former acquisitions and development editor for Prentice Hall.

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Diversity Briefs: Disabled Still Get Cool Reception in U.S. Workplace

Bloomberg Business Week
Executive Health
Kessler Foundation, News Release

FRIDAY, Oct. 8 (HealthDay News) -- While many American companies say that hiring people with disabilities is important, few of them actually hire these job seekers or take steps to provide a welcoming work environment, a new survey finds.

The national poll of 411 senior executives and human resource managers found that 70 percent of respondents' companies have diversity policies or programs in place, but only two-thirds of those with programs include disability as a component.

Only 18 percent of companies offer an education program designed to integrate people with disabilities into the workplace, and only 19 percent of companies have a specific person or department that oversees the hiring of people with disabilities, compared with 40 percent in 1995.

Among the other findings:

Only 7 percent of companies with disability programs offer a disability affinity group (a group promoting disability awareness).
Slightly more than half of respondents estimated what percentage of new hires in the past three years were people with disabilities, and on average the number they came up with was 2 percent.
The survey was released Tuesday by the Kessler Foundation and the National Organization on Disability (NOD). October is National Disability Employment Awareness Month.

Only 21 percent of people with disabilities ages 18 to 64 are working either full- or part-time, compared to 59 percent of people without disabilities, according to data released in July 2010 by the two groups. Those findings suggest little progress has been made since the Americans With Disabilities Act was implemented in 1990, the researchers said in a Kessler Foundation news release.

"America's success in the global economy depends on how well we put to use the productive capacity of every person's talent, skill and ability. This new survey reveals that most employers are not aware of the unique contribution that workers with disabilities can make and do little to recruit them," Carol Glazer, NOD president, said in the release.

"The shockingly high unemployment rate among people with disabilities suggests that employers seeking dependable workers have a rich and ready talent pool of workers from which to draw," she added.

More information

The U.S. Office of Disability Employment Policy offers work information for people with disabilities.

-- Robert Preidt

SOURCE: Kessler Foundation, news release, Oct. 5, 2010

Tuesday, October 5, 2010

Bullying Problem On The Increase, Says Diversity Expert

Did You Know?

Bullying among our youth is a significant problem--and it is steadily increasing. Many experts fear bullying has become so widespread and common, adults are blinded to its extensive harm. Here are the facts:

It is estimated that 160,000 children miss school every day due to fear of attack or intimidation by other students. Source: National Education Association.

A survey conducted by the American Association of University Women reported that 85% of girls and 76% of boys have been sexually harassed in some form and only 18% of those incidents were perpetrated by an adult.

Young bullies carry a one-in-four chance of having a criminal record by age 30. Study by Leonard Eron and Rowell Huesman.

American schools harbor approximately 2.1 million bullies and 2.7 million of their victims. Dan Olweus, National School Safety Center.

One in seven students is either a bully or victim.

56% of students have personally witnessed some type of bullying at school.
15% of all school absenteeism is directly related to fears of being bullied at school.

71% of students report incidents of bullying as a problem at their school.
One out of 20 students has seen a student with a gun at school.
Mean behavior among kids is a universal problem. In a poll of 232 kids in kindergarten through 8th grade at a Connecticut elementary school, every child claimed to have been the victim of at least one schoolmate's or sibling's meanness in the previous month.

Compiled by Diversity Expert, Dr. Maura J. Cullen

Thursday, September 30, 2010

Workplace Violence Ends in Suicide; University Slow to Respond

Workplace violence and bullying, like school violence and bullying, needs to be stopped. In this case, a major university was involved -- and apparently, did nothing to help this man who eventually committed suicide. What a shame.
Kevin Morrisey, the 52-year-old managing editor of the award-winning Virginia Quarterly Review, walked to a nearby area of the University of Virginia campus on July 30, 2010, and shot himself in the head. According to an ABC News report, 18 calls were made to appropriate officials to report that Morrisey was the target of workplace bullying and was seeking protection from his employer. The report alleges that the university may not have responded in a timely manner to the employee’s plea for help.

Morrisey’s suicide is only one of many workplace shootings that result from bullying. In fact, the growing epidemic of workplace bullying has been featured in a recent documentary entitled, Murder by Proxy, released in parts of the U.S. and Canada.

Workplace bullying expert Dr. Gary Namie, President of the Workplace Bullying Institute defines bullying as “repeated mistreatment: sabotage by others that prevent work from getting done, verbal abuse, threatening conduct, intimidation and humiliation.”
Read more on Workplace Bullying...Continued --

Thursday, September 9, 2010

Arizona's 'Tough Sheriff' Must Answer To Justice Department; Discrimination Against Hispanics

By AMANDA LEE MYERS, PAUL DAVENPORT
The Associated Press
PHOENIX — The Justice Department sued the nation's self-proclaimed "toughest sheriff" on Thursday, calling Joe Arpaio's defiance of an investigation into his office's alleged discrimination against Hispanics "unprecedented."

It's the first time in decades a lawman has refused to cooperate in one of the agency's probes, the department said.

The Arizona sheriff had been given until Aug. 17 to hand over documents the federal government first asked for 15 months ago, when it started investigating alleged discrimination, unconstitutional searches and seizures, and jail policies that discriminate against people with limited English skills.

From AP, continued