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African American Biography Spotlight: Jan Ernst Matzeliger (1852 -1889)

April 30, 2013 / admin / No comments

Inventor who revolutionized the shoe industry

Jan Ernst Matzeliger: Inventer who revolutionized the shoe industry

Jan Ernst Matzeliger: Inventer who revolutionized the shoe industry

Jan Ernst Matzeliger was born in Paramaribo, Surinam (Dutch Guiana), South America. His father was a Dutch engineer who married a native Black Surinamese woman. At the age of ten, young Jan worked in the machine shops supervised by his father, where his talents and mechanical aptitude were nurtured. In 1871, at the age of 19, he sailed the world and settled in Philadelphia 2 years later.

Hearing about the rapid growth of the shoe industry in Massachusetts, Matzeliger went to Lynn in 1877 in search of a better job. He taught himself English and he eventually landed a job as an apprentice in a shoe factory operating various shoe making machinery during a time when most white people would look down on him because of his race. He was a devout Christian, teaching Sunday school at The North Congregational Church, one of the few churches in the area that would accept African-Americans.

In the early days of shoe making, shoes were made mainly by hand. For proper fit, the customer’s feet had to be duplicated in size and form by creating a stone or wooden mold called a “last” from which the shoes were sized and shaped. Since the greatest difficulty in shoe making was the actual assembly of the soles to the upper shoe, it required great skill to tack and sew the two components together. It was thought that such intricate work could only be done by skilled human hands. As a result, shoe-lasters held great power over the shoe industry. They would hold work stop-pages without regard for their fellow workers’ desires, resulting in long periods of unemployment for them.

Matzelinger set out to try to solve the problem of this stranglehold by developing an automatic method for lasting shoes. Over the course of ten years, facing much derision and sacrifice, he came up with a prototype for an automated shoe-laster. Matzeliger’s machine was able to turn out from 150 to 700 pairs of shoes a day compared to the 45 maximum limit completed by the expert hand lasters. By 1889 the demand of the shoe lasting machine was overwhelming. A company was formed, The Consolidated Lasting Machine Company, where Matzelinger was given huge blocks of stock for his invention. His machine had revolutionized the entire shoe industry in the U.S. and around the world.

Unfortunately, Jan Matzelinger didn’t live to see the fruits of his labor. Because he had sacrificed his health working exhausting hours on his invention and not eating over long periods of time, he caught a cold, which quickly developed into tuberculosis. He died at age 37 on August 24, 1887.

Jan Ernst Matzeliger’s invention was perhaps “the most important invention for New England because it increased shoemaking speed by 900%.” His invention was “the greatest forward step in the shoe industry,” according to the church bulletin of The First Church of Christ (the same church that took him as a member) as part of a commemoration held in 1967 in his honor. In 1992, the U.S. made a postage stamp in honor of Matzeliger.

Category: Biographies, Black History Month, Diversity / Tags: , , , , ,

How Major League Soccer (MLS) Fans Can Contribute to Healing after Boston Marathon

April 25, 2013 / Kari / No comments

When Tragedy Strikes

Boston is blessed with great sports teams and has built a sub-culture around the region’s teams and their fans. At the pinnacle of this sports mecca, is the annual 117-year-old Boston marathon. This international sporting event is held on a holiday that commemorates the start of the American Revolution, ‘Patriots Day.’  The marathon heralds the start of spring and it brings together people from around the world.  There is a feeling of excitement in the air as locals gather to cheer on elite athletes and friends that are running, as well as to take in the spectacle.  For one day it makes no difference what local sports team you support, everyone is a fan of the marathon.

The tragic bombing incident, followed by the dramatic chase and lockdown of Boston, will forever mark the marathon. We will always remember the images of tragedy and we will commemorate and mourn the lives cut short and the lives irreparably damaged. As a city, we will also remember the people who ran towards those that were injured without thought of themselves, those that opened their homes to strangers, who gave away their medals to those unable to finish the race and who gathered in the thousands to hold vigil for a little boy who wanted peace.

Personally, I was able to quickly ascertain that my loved ones were safe. But, my attention quickly turned to my other “family” of the New England Revolution, as I am an ardent fan of the team and knew that many of the players had gone to watch the marathon. I let out a sigh of relief when Rev’s midfielder Lee Nguyen tweeted that all were safe. It would only emerge hours later that two team members, Matt Reis and Chris Tierney, had loved ones that were gravely injured in the blasts and had narrowly escaped with their lives.

As a Revs fan I have been touched by the outpouring of support for Boston from other sports teams and cities including the Chicago Tribune when they used the front page of their sports section to show solidarity on the day after the bombing and the New York Red Bulls, who wore Boston armbands in support of their arch rivals in a game played just days after the tragedy. I was particularly moved by the march to the stadium on Saturday night that was the combination of the NY Red Bulls and New England Revolution supporters.

What Can I Do?

When tragedies like this strike, many are often left wondering, “what can I do to help?”  While there may be little we can do to actually prevent an event such as what happened at the Boston Marathon, there is much that we can do to affect change at the individual level and help reinforce the idea that the positive outweighs the negative in our world.  If we all work together to affect change at the personal level, we can cumulatively make a big positive impact on our communities.

A practical example of this is the MLS “don’t cross the line” campaign against discrimination. The campaign advocates equality for all. Yet, we still see violence happening with our fans such as when a Portland Timbers fan was assaulted recently by visiting San Jose Earthquake fans in the parking lot of the stadium. We also see animosity between players resulting in anti-gay slurs being hurled by players at other players. So, what can we do as MLS fans to stop the violence and to make a difference in this time of tragedy?

  • Take the violent words like hate or kill out of our spoken and written language when we refer to other teams or players
  • Watch the language that we use on social media which spreads quickly and can be violent and profane
  • Treat other players and teams as we would want to be treated
  • Advocate that MLS teams decline sponsorships from companies that openly support a biased agenda that does not show respect for all players and fans.

Am I advocating that we stop being competitive? No, I am not. I believe that we can cheer on our beloved teams and enjoy the competition that comes with sports while still being respectful of individuals on those teams.  I can cheer long and loud for my Revs without turning to violence in my actions or words.

Making changes in the culture of MLS will not turn back the clock and reverse the tragedy that happened at the marathon.  But, if we take responsibility for the beautiful game that we love, we can help the healing process.  By making changes, we can help players, teams and fans feel that being a MLS fan or attending a game is something they can look forward to without fear. We can create an environment where an openly gay player can play on a team without fear of retribution and taunting and where fans do not fear supporters from other teams.  By taking these steps and respecting fans and players from all teams we can change at least our corner of the world for the better. Our actions create more respectful and tolerant communities that we all want to be a part of.  By emphasizing the positive we can refocus our attention to all of the good that exists in the world and in doing so, contribute to the healing process and to making us all #BostonStrong.

Kari Heistad is the CEO of Culture Coach International, an ardent New England Revolution fan and a photographer for New England Soccer Today and MLS-UK. She is part of the editorial board of MLS-Norway. 

Category: Diversity, Uncategorized /

What President Obama’s Re-election Teaches Corporate America About Diversity

April 9, 2013 / Kari / No comments

President Obama Focuses on Diversity to Win Re-Election

As a nation we reached a diversity tipping point in November 2012 when President Obama won re-election. The President and his staff actively targeted their outreach efforts to a selection of voters with the belief that the diversity in the US matters and that the issues important to women, immigrants, blacks, Hispanics, Asians, Gay and young voters were significant enough to win the President his re-election.  These efforts and beleifs paid off in Obama’s victory, but what does this victory teach corporate America about diversity?   

In the end President Obama garnered 93% of the black vote, 71% of the Hispanic vote, 73% of the Asian vote, 90% of gay voters, 41% of women voting and 60% of voters under the age of 30.  The numbers reflect what was necessary to win, a majority of the votes from minority groups in the United States.  Obama’s strategy allowed him to beat Romney, as Romney failed to understand the collective power of the diverse groups in the United States. Certainly Obama’s ability to attract a large number of diverse voters helped deliver him a second victory, but, what does the President’s re-election have to teach corporate America about diversity? That the diverse population of the US has grown to a critical mass and is now affecting major outcomes within the US. For corporate America, this means that the era of workplace diversity being a “nice to have program” has ended and the era of diversity programming being a “need to have program” has begun.  Companies must work to understand the values and needs of the growing diverse population in the United States, or they will lose their employees and customers.

The US is the Least Diverse We Will Ever Be

Right now, we the American people are the least diverse we will ever be.  The wave of diversity growth that is taking place in the US is a result of many factors that have combined to produce a gradual yet significant change in demographics.  Immigration for the past three decades has shifted from originating predominantly in Europe to originating from Latin America and Asia. During this same time period, white Americans have been having fewer children and are increasingly marrying across racial and ethnic groups.  Immigrants have higher birthrates than those people of childbearing age born in the US. With all of these factors combined, the US has reached the point where the majority of children born are now Hispanic, black, Asian or multi-racial.  The US stands at a turning point in history where the white population is declining and in the coming years the older less diverse generations will make way for the younger and more diverse generations.

But what is the significance of this diversity for corporations? One implication is that “business as usual” will not suffice and that employers will have to examine who they are and how they do business in order to ensure that they are attracting and retaining top talent.  Because the top talent is going to begin to look much different than it has in the past, employers can reasonably expect that these employees may have different values and needs than past or current employees.  In order to accommodate these differences, companies should look closely at their human capital needs and how their company culture might have to change in order to attract their future top performers.  Smart and forward thinking companies are already making changes that will result in more inclusive cultures. These cultures will be more appealing to young professional Americans.  For it is not only the racially and culturally diverse that are looking to work for inclusive and diverse companies, Gen Y as a whole has grown up with this culture and expects to see this mirrored in their workplace environment.  Those companies that are more conservative and slow to change may have a hard time retaining the diversity that they are able to attract, let alone attracting significant diversity to begin with.  Look to Romney’s campaign to see the implications of this route.

Changing Demographics Requires Changing Corporate America

Given the demographic changes and the impact they will have upon corporations in the coming years, what then is the way forward? In order to create a workplace that effectively attracts and retains top talent, we need to create a workplace culture that is built upon the values that those workers are looking for from their employers. CCI stipulates that these include: the value of respecting differences; including new ideas and ways of doing business; a willingness to challenge the status quo in order to find a new competitive edge; and a flexible workplace that allows employees to tailor their workday in a way that maximizes their productivity.  Many of these values can be introduced and reinforced through a company’s D&I program.

However, in order to effect change at the level of an organization’s culture, diversity needs to be internally positioned not as an isolated training program, but rather as an Organizational Development initiative that is able to effect organization wide change.   If a company does not currently have a D&I initiative that is structured in this way, then taking some of the following steps will help your organization get started:

  • Ensure that the D&I work is closely is closely aligned with organizational goals
  • Seek and gain senior leadership support and active engagement throughout the entire process. Have them model their own personal engagement with the initiative.
  • Engage and support managers in the work. Provide them with the training and resources to become advocates for diversity and inclusion within their teams.
  • Provide regular communication to employees about the diversity work, its alignment to organizational goals and why diversity is important

With this switch diversity moves from being viewed as a feel good activity or program, to being recognized as a business imperative where the long-term organizational culture changes in a way that directly drives business results.  In this framework diversity becomes an organizational development process that takes place over the course of many years and provides thousands of opportunities for employees to interact with the messaging behind the culture change.  These interactions help employees to understand, accept and ultimately embrace the creation of a diverse and inclusive company culture.  Which is exactly what the increasingly diverse majority of Americans are looking for.

Diversity is a “Need to Have” Program

As we saw in the re-election of President Obama, the demographics of the US have shifted and will continue to change and evolve.  Practically speaking, these changes will impact how businesses operate because the majority of employees and customers will continue to look different and have different needs than they did just five years ago.  These changes should motivate companies to take a good long look at the culture of their workplace and the operations that drive their major business outcomes.  Companies should consider this important question: How is diversity affecting my business outcomes today and how will it affect these in five years?  Companies and politicians alike need to understand who it is that lives in their communities and works for their companies.  Ignoring this diversity will result in people voting with their feet as they seek workplaces that values their diverse points of view and the workplace culture they desire.  Diversity has the power to transform and it is the strength of our diversity if we learn to leverage it that will continue to make our country and economy the most diverse and innovative in the world.

Category: Diversity, Resources, Uncategorized /

Robbie Rogers’ Courageous Blog Post

February 18, 2013 / Kari / One comment

Sometimes the most courageous acts come from deep within. From acknowledging who you are. Such was the case on Friday Feb 15th when Robbie Rogers, a US Men’s National Team soccer player posted to his blog the following entry:

Robbie Rogers - MLS Soccer Player

Robbie Rogers – former Major League Soccer and US Men’s National Team Player

Secrets can cause so much internal damage. People love to preach about honesty, how honesty is so plain and simple.   Try explaining to your loved ones after 25 years you are gay. Try convincing yourself that your creator has the most wonderful purpose for you even though you were taught differently.   Full post here.

There are few openly gay soccer players, such as Robbie Rogers, for good reason.  In the intensely male world of men’s professional soccer, being gay has not been seen as a possibility if you wanted to be successful in your career.  In 2011, David Testo, a former soccer player with the Major League Soccer team, Montreal Impact, came out. He has not played since and is now retired.

There are signs that this may begin to change. I was surprised to watch the rapid response on Twitter from the soccer community to Robbie’s tweet, all of it overwhelmingly positive. From big names in the sport, from men he played with. While Robbie is living in London, the rights to him as a player, should he return to the MLS, was recently traded to the Chicago Fire. A supporters group of the Chicago Fire wrote an open letter to Robbie Rogers saying that they respected him and should he ever choose to return to the MLS they would welcome him to their team.  A former teammate and coach of Robbie’s are now with the MLS team the Seattle Sounders. The team made a quick video on Friday showing their support of Robbie.

See, Robbie both announced that he was gay and that he was “stepping away” from the game at the same time.  If his coming out was linked to his leaving the game, he did not say in his blog post, but one might suppose that there is a strong link.  While some might have hoped that he would follow Jackie Robinson in breaking a sports barrier by staying in the sport, he has still courageously set an example as the first male soccer player on the men’s national team to disclose that he is gay.

It is sad that we live in a world where athletes feel that they need to live secret lives.  Given the response to Robbie Rogers’ post today, I would say that the MLS community is perhaps one league that might be ready to have an openly gay player. Would it be hard? Absolutely. Would there be issues publicly and privately that would need to be addressed? I am sure there would be. But, in my eternal optimism and hope for the future, I believe we can all work toward a time when gay athletes can stop leading secret “don’t ask, don’t tell lives.” In allowing all of our athletes to be who they are, we not only empower them to perform better on the pitch, but we also empower ourselves to be better human beings.

Slide show of Twitter reaction to Robbie’s announcement can be found on the Huffinton Post blog.

 

Category: Diversity /

The History of Black History Month

February 4, 2013 / admin / No comments

Black History Month is also commonly called African American History Month. The history of Black History Month comes from the need for a month that celebrates the achievements of African American women and men. Dr. Carter Woodson conceived of the idea for Black History Month.

Dr. Carter Woodson: Founder of Black History Month

Dr. Woodson was born in 1875, the son of former slaves, and he received a PhD from Harvard University in 1912. During his studies, he noted that there was a lack of information on and celebration of the role of African Americans in American history. Correcting this omission became a passion of his and in 1915 he founded the Association for the Study of Negro Life (later renamed the Association for the Study of African American Life and History). In 1926 he started the first Negro History Week (later renamed African American History Week). He chose the second week of February for the timing of this celebration, as it was the same month of the birth of both Abraham Lincoln and Frederick Douglas. Lincoln and Douglas were both instrumental figures involved in the fight to end slavery, and Dr. Woodson thought that this made it a fitting time period to host the celebration of African American history. Since 1928 each week, and now each month, has had a theme that has helped those people who are organizing Black History months focus on one main topic within the vast subject area of African American history.

In 1975 Black History Week gained national recognition when President Gerald Ford issued a proclamation about the observance of Black History Week. In 1976, the weeklong celebration was expanded into a month. The first celebration of the Black History Month was held at Kent State. President Ford recognized the month as time to “review with admiration the impressive contributions of Black Americans to our national life and culture”. Future Presidents would continue to recognize Black History Month, but it did not become an official month until 1986 when Congress passed the Public Law 99-244 (National Black (Afro-American) History Month). President Reagan explained the purpose of the celebration of African American/Black History Month: “the foremost purpose of Black History Month is to make all Americans aware of this struggle for freedom and equal opportunity… and it is to celebrate the many achievements of African Americans in every field from science and the arts to politics and religion.” Congress has passed additional legislation celebrating Black History Month and the accomplishment of African Americans in the United States.

Black History Month provides a significant opportunity for organizations to have conversations around the history and contributions of African Americans.  Please visit our Black History Month Page for more information about Black History Month as well as ways to engage your employees or volunteers.

Category: Black History Month, Diversity /

Countdown to Black History Month 2013: Events and Activities for Celebrating Black History Month

January 22, 2013 / Harmony / 2 comments

This post is part of our blog series, “Countdown to Black History Month 2013.”  Each blog post will cover one significant event or person in black history that we are highlighting as a lead in to Black History Month 2013: At the Crossroads of Freedom and Equality.  This year is a particularly significant Black History Month as it is both the 150th anniversary of Abraham Lincoln’s signing of the Emancipation Proclamation as well as the 50th anniversary of Martin Luther King’s famous ‘I Have a Dream’ speech.

January is a great month to begin planning for the events and activities that your organization is going to hold for Black History Month.  There are a wide variety of events and activities that your organization can host as a celebration of and way to focus on Black History Month.   Culture Coach International has worked with clients to developed meaningful Black History activities that engage and educate people in a variety of ways.  Below is a list of Black History Month activities and events, some created by CCI and some not, all are a great way to bring attention to this important month:

  1. Speakers: Organize speaker(s) to come to your organization and give topical addresses at the start and close of the month.  These people can be: professors from local colleges, experts from local libraries or museums as well as well-known professional speakers.
  2. Videos: Host weekly viewings of significant films related to Black History such as PBS’ Eyes on the Prize series.
  3. African American Timelines – Abridged Version: Post the African American Timeline in common spaces and send out emails informing people as to the purpose of the Timeline and highlighting some of the content on the Timeline.  This is a great activity that people can participate in at their leisure.
  4. African American Timeline – Full Version: Host a facilitated African American Timeline discussion(s) with the people at your organization.  This is a great event because it aims to provide an in-depth experience that every person can feel comfortable participating in.
  5. Famous African American Quotes: Send out weekly or twice weekly quotes via email or posted on internal company intranet.  We suggest using quotes that are in alignment with the Black History Month 2013 theme – At the Crossroads of Freedom and Equality.
  6. African American Scavenger Hunt: Use this activity for a networking event and also to teach participants about 30 African Americans who have made an impact upon our culture and history.

CCI Authored Black History Month Activities Expanded:

African American History Timeline – Abridged Version

The abridged version of timeline measures just 4.5 feet long and brings together key facts from both the timeline and the cards that are used in the larger timeline. This smaller timeline is great for posting as an educational tool that employees can read by themselves and it is also a great tool for smaller groups discussions. The smaller timeline comes with sample discussion questions and a brief facilitator’s guide. This version of the timeline is available in both vinyl and paper. The paper version is divided into three, paper panels, so it can be easily displayed vertically or horizontally for small office spaces. The vinyl version of this timeline is a horizontal, continuous 4.5 long timeline.

This timeline is great for posting as an educational tool that employees can read by themselves and it is also a great tool for smaller groups discussions.

African American History Timeline – Full Version

The African-American History timeline is 12 feet long and contains significant historical facts related to African-American history. Participants interact with the timeline by placing additional facts/events (printed on laminated playing cards) on it for the year they believe the event took place. The trainer then facilitates a discussion by reviewing all of the cards placed on the timeline. If a card is not at the correct year, it can be easily moved to the right year. For each card, the trainer encourages discussion and questions by providing additional information. Depending on the level of knowledge of a particular group, discussions can be either introductory or very in-depth.

Famous African American Quotes

This activity is an designed to offer a small, daily reminder of Black History Month 2013 to employees. This electronic list is a selection of 28 quotes, one for each day of Black History Month, from famous African American men and women. The quotes center around this year’s Black History Month Theme: At the Crossroads of Freedom and Equality. The quotes are given in an electronic format to be sent in daily email reminders to employees of the month’s theme through an inspiring quote.

Keep an eye out for upcoming blog posts that are a part of the “Countdown to Black History Month 2013” series. Black History Month provides a significant opportunity for organizations to have conversations around the history and contributions of African Americans.  Please visit our Black History Month Page for more information about Black History Month as well as ways to engage your employees or volunteers.

Category: Black History Month, Diversity, Resources / Tags: , , , , , , , , ,

What NCIS-LA Can Teach Us About Diversity

December 27, 2012 / Kari / No comments

There are a plethora of cop television shows and most follow the same basic formula. While I had watched the original NCIS show occasionally on my DVR, I did not watch it with any regularity. But, when the NCIS-LA show started I was drawn into this version of the show not because of the California location but because the creator of this show – the Australian Shane Brennan – has chosen to incorporate diversity in a way other shows in this genre have not.

The lead characters in NCIS-LA are diverse in the characters that they portray. The investigative team is lead by G. Callan (Chris O’Connell), a man with an unknown past and a childhood history of a long string of foster homes, leaving him with little room for commitments of any kind (even to having furniture), notoriously bad eating habits and a penchant for understating things. His partner, Sam Hannah (LL Cool J) is black, a fitness and health fanatic, married with kids and a former Special Forces operator who speaks Arabic and has a deep knowledge of the Middle East. The other investigative team is Kensie Blye (Daniela Ruah), a Navy brat who holds her own with the guys and who still aptly portrays the gender gap when the opportunity arises. Her partner is Marty Deeks (Eric Olsen) is a LAPD undercover cop who is also a trained lawyer, a bit of a womanizer and the show’s fall guy as he is often the set-up person for comments that add some interesting social commentary, that while not needed for the show’s plot, add depth.

In creating the characters, each has over the seasons been provided an opportunity to show a richness of background that is not normally revealed in a series like this where dialogue primarily focuses on the current case. Re-occurring themes within NCIS-LA such as Callan’s childhood in foster care and what this means to him personally, Sam’s concerns over being a good male role model and Kensie’s stories about growing up with a single Dad in the military contrast with Marty’s more idyllic childhood stories. The show’s writers have used these diversities of perspectives to provide richness to the show and also to add commentary on social issues. Marty’s character is often used to set up these situations such as when he tells Sam that he should be the one to search for a suspect in the dessert because he is from Africa. To which Sam coolly replies that he is from Brooklyn.

The team reports into Hetty Lang (Linda Hunt) who stands 4’9’’ tall and who as an undercover agent has traveled the world, can handle any weapon and yet has an obsession with drinking all kinds of tea and whom we learn is a political junkie. Hetty’s height is occasionally commented on verbally and nonverbally (using camera angles that show others sitting in her chair and using her computer) and she is shown as both using her height to her advantage as well as adapting so it is not interfering with her work.

The diversity of the characters themselves make this a much more interesting show to watch as you never know what component each character will contribute to finding the solution to the case. The show uses this diversity to its advantage to strengthen the final product, just as work teams can when they are working together. What the show illustrates on a weekly basis is that while the team members may disagree, and they all certainly bring their own unique style to the team, there is a real respect for each other as individuals. Even Marty who is the person most often making a comment or raising a question that might rile the others is accepted as being an important part of the team.

One question that I have is: how has the diversity of background that each actor brings to the show in real life, impacted the show’s story lines? For the real life diversity of the actors themselves is certainly impressive. Within the core team you have someone who is a rapper and entrepreneur, a lesbian, someone raised mostly in Portugal and who was active in Portuguese Jewish community and a surfer who is interested in Japanese and a married man with 5 children. I would guess that these diverse backgrounds have provided innumerable stories that the writers could use as they touch upon diversity themes within the show.

I think what I enjoy most about this show is that it is showing the viewing public how the American workplace could exist if we were all willing to apply the required time and focus. Our work teams of the future can be much more diverse and interesting than they are now, bringing a diversity of thought, background and idea that in turn will help our teams to solve their current case of business issues. While TV may not provide us with many things we want to imitate in real life, this might be one of the exceptions to the rule.

Category: Diversity / Tags: , , ,

Latest Cultural Quick Tip Newsletter is Out Now – December 2012

November 29, 2012 / admin / No comments

Culture Coach International just finished releasing the Cultural Quick Tip Newsletter for December 2012. The theme of the month is Combining Old and New, which takes a metaphorical look at how diversity initiatives require both new and old resources in order to be effective.

This month’s holiday features Junkanoo in the Bahamas: This post Christmas Day celebration is believed to date back to the 17th century and is filled with colors, costumes and street carnivals.

We also included the international secular and religious holidays for the month of December, alongside some interesting proverbs and idioms from Hawaii, Russia and Korea.

For a complete look at the newsletter, click here. If you are interesting in signing up to receive the monthly tip in your inbox each month, sign up here.

Category: Cross-Cultural, Cultural Quick Tips, Diversity, Holidays / Tags: , , ,

Hispanic Electorate is Likely to Double by 2030

November 27, 2012 / admin / No comments

A recent report released by the Pew Hispanic Center examines the record turnout of Hispanic voters in the 2012 election and what this indicates about the future of the American voting-eligible population.  The report covers both past and projected voting demographics as well as the factors contributing to the growth of minority voting blocs such as naturalization trends.

The 2012 Presidential election brought with it renewed attention to the growing influence of minority voting blocs after exit polls showed Obama claimed the majority of votes from Latinos and Asian-Americans. This turn of events gave Obama an important edge over Republican candidate Mitt Romney, who won a majority of the white American vote.

 

Obama nabbed more than 70 percent of the votes among Latinos and Asian Americans. Just a few years ago, those two blocs were up for grabs in regard to party affiliation. For example, President George W. Bush took 40 percent of the Latino votes, compared to Romney’s 23 percent.

Looking to future elections, the Hispanic voting bloc is projected to account for 40% of the growth in the eligible electorate in the US between now and 2030.  In real numbers this means that in 2030, 40 million Hispanics will be eligible to vote, a substantial increase from the 23.7 million in 2012.  So as far as the growing power of minority voting blocs, Hispanics have the top position with the highest projected growth rate of any voting bloc.

In addition to all these factors influencing the size of minority voting blocs, there is the as-yet-unknowable size and impact of future immigration. About 24 million Hispanic immigrants have come to the U.S. in the past four decades.  This is the largest concentrated wave of arrivals among any ethnic or racial group in U.S. history. Some 45% arrived in the U.S. legally, and 55% arrived illegally. It is projected that immigrants who arrived after 2005, and their U.S.-born descendants, will account for 82% of the projected national population increase during the next 40 years. It is also projected that during this time frame, the Hispanic population will account for 60% of the nation’s population growth. If these trends are correct, the Hispanic population, along with other minority-voting blocs, may have significant influence on future elections.

 

For more information or to download this report, visit the Pew Hispanic Center webpage at: http://www.pewhispanic.org/

Category: Diversity / Tags: , , ,

Latest Cultural Quick Tip Newsletter is Out Now – November 2012

November 8, 2012 / Mariel / No comments

The skyline of Boston has many skyscrapers. Like skyscrapers, diversity initiatives require “blue prints,” or plans and benchmarks, to be implemented successfully. (Photo by Culture Coach CEO Kari Heistad)

Culture Coach International just finished releasing the Cultural Quick Tip Newsletter for November 2012. The theme of the month will be Creating a Blueprint, which takes a metaphorical look at how diversity initiatives require well-laid plans to be successful.

This month’s holiday features Guy Fawkes Day in the UK: a celebration of the failed Gunpowder Plot, an attempt to blow up Parliament on November 5, 1605; it is celebrated with a large fireworks show.

We also included the international secular and religious holidays for the month of November, alongside some interesting proverbs and idioms from Tajikistan, Nigeria, and the Czech Republic.

For a complete look at the newsletter, click here. If you are interesting in signing up to receive the monthly tip in your inbox each month, sign up here.

Category: Cultural Quick Tips, Diversity, Resources /

The Business Case for Inclusion: Allowing Diversity to Work for You

October 25, 2012 / Eric / No comments

Woman in wheelchair with colleagues in front of office building

There are 54 million people living in the United States with a disability according to the Survey of Income and Program Participation Data (SIPP), which defines those with disabilities in a broader sense from the US Census to include various activities of daily living (ADLs). Representing the largest minority group in the country, this group of skilled Americans has historically been overlooked both for the contributions that they have to offer in the workplace and for the dollars that they have to spend in the marketplace. However, companies are quickly discovering that workers with disabilities are key to helping a company foster the diversity of ideas that flow from people with different perspectives. The creative and diverse ideas that these workers contribute can in turn improve the bottom line of a business both by opening up new markets and capitalizing on innovative ideas.

For employers seeking employees who are able to evolve their thinking to ever changing situations and scenarios, individuals with disabilities already possess the ability to readily adapt and are able to contribute viewpoints reflecting these experiences. Their ideas on how tasks are accomplished and how change and strategy should be implemented positively contribute to what a business needs in order to succeed.

As a customer base, Americans with disabilities account for more than 200 billion dollars in discretionary spending (estimate provided by the National Organization on Disability). This is a huge customer segment that needs to be better understood and marketed to. Once a business finds itself taking the steps to promote inclusion efforts from within, chances are these initiatives will lead to new ideas, products, and markets for places and people which were not accessible before.

Statistical Highlights of People with Disabilities (2010 US Census):

  • In 2010 of the US population aged 18 to 64 (general employable age), there were 19 million people with disabilities:
    • 9.8 million people (5.2%) had an ambulatory disability
    • 3.9 million people (2.1%) had a hearing disability
    • 3.2 million people (1.7%) had a vision disability
    • 7.9 million people (4.2%) had a cognitive disability
  • In 2010, of the 19 million people with disabilities aged 18 to 64 in the US, 6.4 million or 33.4% were employed.
    • 1.9 million people with a hearing disability were employed
    • 1.2 million people with a vision disability were employed
    • 1.9 million people with a cognitive disability were employed
    • 2.4 million people with an ambulatory disability were employed

Source: US Census Bureau

Category: Diversity / Tags: , , ,

The Evolution of National Disability Employment Awareness Month

October 12, 2012 / Eric / No comments

National Employ the Physically Handicapped Week came into law on August 11, 1945 under the House Joint Resolution 23, which established it as the first week in October. Since then, the week has gone through a few changes, including its name, as well as the relating committees attached to the month that furthers its objective. However, the same objective has remained the same through the years: equal and fair opportunities for people with disabilities.

1947: President Truman establishes the “President’s Committee on National Employ the Physically Handicapped Week” to coordinate events and publicity.

1949: Congress allows an appropriation for the newly created committee.

1954: Under the Amendments to the Vocational Rehabilitation Act, the Committee is asked to work with both local and state authorities in order to encourage job opportunities for those who are physically handicapped for the first time.

1955: The Committee becomes permanent, and is renamed “President’s Committee on Employment of the Physically Handicapped.”

1962: The Committee is again renamed to: “President’s Committee on Employment of the Handicapped,” dropping the term physically from the title in order to acknowledge all persons with varying types of disabilities. The role of the committee is expanded to actually create opportunities of employment for the disabled.

1970: Congress reacts to the 1962 name change and renames the week to “National Employ the Handicapped Week.”

1988: Under President Reagan, the Committee is once again reorganized and renamed as “President’s Committee on Employment of People with Disabilities.” Later that year, the week is extended to a month and changed to “National Disability Employment Awareness Month.”

2001: President Bill Clinton issues an Executive Order, renaming the Committee as “President’s Disability Employment Partnership Board.”

For more information on the history and evolution of National Disability Employment Awareness Month, including the legal documents associated with its creation, please click here.

Follow National Disability Employment Awareness Month and other activities on Twitter: #NDEAM

Category: Diversity / Tags: , , ,

October is National Disability Employment Awareness Month

October 10, 2012 / Eric / No comments

2012 Theme: A Strong Workforce is an Inclusive Workforce: What Can YOU Do?

As October gets underway, so does the start of the 67th year of National Disability Employment Awareness Month. This tradition began back in 1945 when it was first known as National Employ the Physically Handicapped Week. October of 1945 was just 4 months after the passing of Franklin Roosevelt, who is arguably one of the most famous Americans with a disability, as he was left with an ambulatory disability after a bout with polio.

During October, Americans are reminded of the contributions that their fellow citizens with disabilities make on a daily basis to the fabric of the country. The month also provides the opportunity for employers to reaffirm their commitment to ensure that all people, regardless of ability, have the right to equal employment opportunities.

Here at Culture Coach, we will be posting short biographies of influential Americans with disabilities, as well as the history behind the month long event and the many reasons why businesses should be looking to hire employees with disabilities in our business case section.

For more resources, check out the Department of Labor’s Page for ideas on diversity & inclusion, employment and awareness around NDEAM.

Category: Diversity / Tags: , , , ,

MLS W.O.R.K.S. Aims to Stomp Out Discrimination With ‘Don’t Cross the Line’

September 21, 2012 / Eric / No comments

This week, the community outreach branch of Major League Soccer (MLS), known as MLS W.O.R.K.S., launched a new campaign entitled “Don’t Cross The Line”, asking players and fans alike to take a pledge to stomp out discrimination on the field and sidelines. American soccer superstars Kyle Beckermann and Landon Donovan, alongside Canadian Dwayne De Rosario, are featured in the latest campaign video where players draw a line on screen where supposedly bullying, racism, sexism, homophobia come to a halt and where their presence is not welcomed.

Traditionally in the soccer world, discrimination has always been viewed as an issue in European soccer given the more homogenous populations of those nations. Seldom does it cross the minds of fans that the diverse population and following of MLS supporters in the United States and Canada could foster such discrimination. However, with recent incidents by players and fans alike, the attention is needed for the organization to step up and speak out again discriminatory behavior. Just this past month during the Women’s Olympic soccer final again Japan, American fans went crazy over the team’s victory and took to social media upon defeating Japan in a rematch of the 2011 World Cup Final. However, the numerous comments relating to ‘revenge for Pearl Harbor’ and bigoted comments towards Asians in general, unfortunately overshadowed the moment for many. In March, Colin Clark of the Houston Dynamo was cited for calling a ball boy a homophobic slur for rolling the ball too him instead of throwing it. Finally, Miguel Montano of the Montreal Impact filed a complaint against the Montreal Metro (STM) for an attendant who refused to sell a ticket to him because he could not speak in French, even though STM staff are required to be bilingual in order to work for the system. Montano took to twitter to denounce the incident, but later had to backtrack and say that while he was upset, Montreal was not a racist city.

While these incidents have been few and far between, and larger instances almost unheard of in the history of American and MLS soccer, the bigger issue may be pointed towards the broader CONCACAF region as the MLS continues to expand its international scope with tournaments and leagues featuring club teams from many North and Central American nations competing against each other, similar to the Champions League format. For players and traveling fans visiting nations such as Mexico, El Salvador, Guatemala, and Honduras, encountering racist chanting or other displays of bigotry, such as fans making gorilla noises or throwing bananas on the field in reference to a black player, are far too common occurrences.

MLS is to be applauded for stepping up and letting fans and players know what is acceptable behavior. We hope that by acknowledging the issues that have arisen and using this campaign to call awareness to the problems at hand, that MLS will serve as an example for other leagues around the world to stop discriminatory behavior among fans and players.

To take the pledge, click here.

Category: Diversity / Tags: , , , ,

September 15 to October 15 is National Hispanic Heritage Month

September 17, 2012 / Eric / No comments

National Hispanic Heritage Month, September 15 – October 15, 2012

On September 15, the day before Mexican Independence day, the United States recognized the start of National Hispanic Heritage Month for the 24th time since Congress expanded the occasion to a month long event in 1988. Officially, the first National Hispanic Week was recognized as far back as 1968 when Congress authorized Lyndon B. Johnson’s proclamation. Each year since then the president of the United States has kicked off the month with an official proclamation, paying tribute to the traditions, heritage, and contributions of Hispanics to American society throughout this nation’s history.

Why is National Hispanic Heritage Month Important?

In the United States, according to the 2010 census, 50.5 million people were of Hispanic heritage comprising 16.3% of the total population of the country and representing the second largest racial group. Since the 2000 census, the number of people of Hispanic origin has grown by 15 million. This was the largest increase of any race by population and was seen primarily in areas where Hispanic culture has influenced the nation from as early as the 16th century such as in Florida, the West coast, and Southwest. The dates of the National Hispanic Heritage Month, interestingly enough, also coincide with the discovery of the new world by Christopher Columbus on October 12, 1492, and mark the independence dates for many of our Central American and some South American neighbors. For El Salvador, Guatemala, Costa Rica, Honduras, and Nicaragua, the start of the month coincides with their independence day: September 15. Additionally, Chile, Belize, and Mexico also celebrate their independence during this month.

With the growth of the Hispanic population in the United States, National Hispanic Heritage Month is a great way to address certain issues that might not normally be brought to light. Health disparities, immigration, and workplace inclusion are just some issues that disproportionately affect Hispanics in this country. As Hispanic culture increasingly influences politics, education, and the media, learning about it or participating in an event during the month can be a great way to celebrate diversity in the USA.

What can you do to participate?

During the month many institutions have plans to celebrate with scheduled events including the Smithsonian institutes in New York and Washington D.C.
Check your local library or town/city website for details.

In addition to those event dates, teachers can use the website to reference teaching materials and activities for their students.

For more information, please visit the U.S. Government’s National Hispanic Heritage Month Page.

Category: Diversity / Tags: , , , ,
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