Feb 14, 2018 | Publisher: edocr | Category: Education |  | Collection: Tidbits | Views: 22 | Likes: 2

2017 DiversityInc DiversityInc MEETING IN A BOX ISTOCL/COPYRIGHT: STOCKYIMAGES And as CEOs and company leaders address these issues in the workplace, it is crucial not only for managers to understand how to handle the current racial climate but for all of your employees to have a better understanding of Black history, how far they have come and what hurdles still remain. For this reason, we are providing you with additional content in this Meeting in a Box. We are providing a Timeline, highlighting events pertaining to Blacks throughout our nation's history and all the way up to the present; our Facts and Figures, giving information on Blacks in corporate America, education statistics and financial figures; and our Things NOT to Say segment focused on Blacks in the workplace. We are also providing discussion questions that can be facilitated by your managers or employee resource groups, as well as proven helpful strategies real leaders have used to address racial tensions. This information should be distributed to your entire workforce and also should be used by your Black employee resource group and your diversity council all year round. PA GE 1 Black History Month For All Employees This Meeting in a Box tool is designed for distribution to all employees. You may use portions of it or all of it. Each section is available as a separate PDF; you can forward the entire document or link to it on DiversityInc Best Practices, or you can print it out for employees who do not have Internet access. A s racial tensions remain on the rise across the country, Black History Month is of even greater importance. ? ? ? 2017 DiversityInc PAGE 2 1 TIMELINE We recommend you start your employees' cultural-competence lesson by using this Timeline. The unique history of Blacks in the United States is the clearest indication of evolving human-rights values and represents a moral and economic battle that split this nation. The remarkable progress of African Americans is a testament to the power of democracy, culminating in the nation's first Black President, Barack Obama. The timeline shown here illustrates significant dates in U.S. Black history and major historic figures. Discussion Questions for Employees Black History Month started in 1926. Is it still relevant to have a month-long celebration? Your guided discussion should focus on the many contributions Blacks have made to U.S. history and the continued debate about whether one month is sufficient. Point to examples of recent groundbreaking events, such as the election of our first Black president. History is made every year; discussions on new achievements, challenges and victories are always relevant. Why are "firsts" important to note? What other barrier breakers have you witnessed in your lifetime? This personal conversation will help employees note additional events that they may not have been aware of. The significance of these "firsts" can be explored in further detail after the Facts & Figures section below is discussed. How does understanding the past help us deal with the present? Why is it important to study history, particularly painful history? Does understanding what previous generations went through help us see their perspectives today? Can similarities be drawn between civil rights activism during the era of Rosa Parks and Dr. Martin Luther King Jr. and the goals of today's Black Lives Matter activists? 2017 DiversityInc PAGE 3 ? ? ? 2 FACTS & FIGURES Our Facts & Figures section highlights statistics on Blacks in corporate America, as well as disparities among races in educational attainment and income. Note where the disparities exist and where there may be an upward trend when compared to last year's data. Where applicable, national data are compared with DiversityInc Top 50 data to show what progress the leading companies are making. Discussion Questions for Employees What does it take to move into the senior-executive pipeline at your company? Do you think it's important for younger managers to have role models who look like them? Discuss the increase or lack thereof of Blacks in various management roles. Analyze the benefits of not only cross-cultural mentoring relationships but also the benefits of Black employees having managers and bosses who look like them. The Black community represents an increasing share of the consumer marketplace. Whether your company is B-to-B or B-to-C, what efforts are you undertaking to reach Black consumers or clients? As the population grows more diverse, so does your company's need to be able to serve people of all races, ethnicities and backgrounds. Discuss how critical it is to have client/customer-facing staff members who mirror the communities. How active are your resource groups in community, marketplace and client outreach? DiversityInc MEETING IN A BOX Black History Month For All Employees ? ? ? 3 THINGS NOT TO SAY TO BLACKS We've updated our Things NOT to Say series to address current events and legal issues that may very well become topics of conversation in the workplace, addressing everything from hairstyles to affirmative action. Discussion Questions for Employees What other condescending or offensive phrases have you heard addressed to Black employees? Discuss how these phrases and stereotypes impact office morale and productivity. What role do you think the company should play when offensive comments occur? Have employees talk about under what circumstances they would report offensive comments and what they believe the company should do. After today's lesson, what would you do if you overheard a colleague make such a comment? Continue the discussion with each employee and develop a plan of action on how to address offensive language. 2017 DiversityInc PAGE 4 DiversityInc MEETING IN A BOX Black History Month For All Employees ? ? ? 4 RACIAL DISCUSSIONS IN THE OFFICE Corporate leaders have had to learn how to address growing racial tensions and found that open and honest discussions were effective. We have provided some examples of what strategies have proven to be effective. Discussion Questions for Employees Are you acknowledging or ignoring racial tensions? Assess whether your company is addressing these issues or pretending they don't exist during the workday. If they are going ignored, talk about why transparency would be a better way to address the situations. How are your employee resource groups involved? Use the initiatives of resource groups and diversity councils cited in Frank Office Talk About RaceHow ERGs Can Help to set up focused discussions and educate your workforce. These groups are conduits to the general employee population. Are senior executives leading the discussion? Knowing the demographics of your area and your company and having your senior leaders at the forefront of addressing gaps and challenges as well as racial tensions helps employees understand their leadership commitment and appreciate their inclusive workplace. 2017 DiversityInc PAGE 5 Women's History Month for all employees NEXT MONTH DiversityInc MEETING IN A BOX Black History Month For All Employees PAGE 6 2017 DiversityInc 1619 Dutch ship brings 20 Africans to Jamestown, Va., the first enslaved Africans in the U.S. 1793 Eli Whitney's new cotton gin increases demand for slaves 1793 Congress passes Fugitive Slave Act, making it a federal crime to assist a slave trying to escape 1808 Congress bans importation of slaves 1820 Missouri Compromise bans slavery above the southern border of the state 1831 Nat Turner leads largest slave rebellion prior to Civil War 1849 Harriet Tubman escapes to Philadelphia and subsequently helps about 300 enslaved people to freedom via the Underground Railroad 1857 In Dred Scott v. Sanford, U.S. Supreme Court declares that Blacks are not citizens of the U.S. and that Congress cannot prohibit slavery 1859 John Brown leads raid of U.S. Armory and Arsenal at Harpers Ferry, W.Va. 1861 South secedes from Union and Civil War begins 1863 President Lincoln issues the Emancipation Proclamation, declaring "all persons held as slaves within any State or designated part of a State, the people whereof shall then be in rebellion against the United States, shall be then, thenceforward, and forever free" 1865 Civil War ends 1865 Thirteenth Amendment is ratified, prohibiting slavery 1868 Fourteenth Amendment is ratified, allowing Blacks to become citizens 1870 Fifteenth Amendment is ratified, guaranteeing that right to vote cannot be denied because of race, color or previous condition of servitude 1870 Hiram Revels becomes first Black member of Congress 1896 U.S. Supreme Court rules in Plessy v. Ferguson that segregation doesn't violate the 14th Amendment's equal- protection clause as long as conditions provided are "separate but equal" 1900 William H. Carney becomes first Black to be awarded Medal of Honor 1909 NAACP is founded 1926 Carter G. Woodson establishes "Negro History Week" 1940 Hattie McDaniel becomes first Black to win an Academy Award 1947 Jackie Robinson becomes first Black to play Major League Baseball 1950 Ralph J. Bunche becomes first Black to win the Nobel Peace Prize 1953 Willie Thrower becomes first Black to play quarterback in the National Football League 1954 In Brown v. the Board of Education of Topeka, U.S. Supreme Court rules that racial segregation in public schools violates the 14th Amendment 1955 An all-white jury acquits two white men who confessed to murdering a 14-year-old Black boy, Emmett Till, for allegedly whistling at a white woman 1793 1849 1950 Timeline DiversityInc MEETING IN A BOX Black History Month For All Employees 2017 DiversityInc PAGE 7 1955 Rosa Parks refuses to give up her seat on a bus to a white man in Montgomery, Ala., leading to the Montgomery Bus Boycott 1957 Little Rock Nine integrate Little Rock Central High School in Arkansas 1960 Four Black students stage famous sit- in at a whites-only Woolworth's lunch counter in Greensboro, N.C. 1961 Freedom rides begin from Washington, D.C. 1962 James Meredith becomes first Black student to enroll at the University of Mississippi. Violence prompts President Kennedy to send in 5,000 federal troops 1963 More than 200,000 people march on Washington, D.C., in the largest civil- rights demonstration in U.S. history; Dr. Martin Luther King Jr. gives his "I Have a Dream" speech 1963 Four young Black girls are killed in the bombing of a Birmingham, Ala., church 1964 President Johnson signs Civil Rights Act of 1964, giving government more power to protect citizens against race, religion, sex or national-origin discrimination 1965 Malcolm X, former minister in Nation of Islam and civil-rights activist, assassinated 1965 Thousands participate in three protest marches from Selma to Montgomery, Ala., for Black voting rights 1965 President Johnson signs Voting Rights Act of 1965 1968 Dr. King is assassinated 1968 President Johnson signs Civil Rights Act of 1968, which prohibits discrimination in the sale, rental and financing of housing 1972 Shirley Chisholm becomes first major party Black candidate to run for president 1983 Vanessa Williams becomes first Black Miss America 1984 Rev. Jesse Jackson becomes first Black to make serious bid for presidency 1986 First observation of Dr. King's birthday as a national holiday 1990 Douglas Wilder of Virginia becomes first Black to be elected governor 1991 President George H.W. Bush signs Civil Rights Act of 1991, which strengthens laws on employment discrimination 1993 Dr. Joycelyn Elders becomes first Black Surgeon General 2001 General Colin Powell becomes first Black Secretary of State 2009 Barack Obama becomes first Black president 2014 Hundreds gather in various protests across the country after grand juries decline to indict Michael Brown's and Eric Garner's killers 2015 Black Lives Matter gains momentum amid the shootings of unarmed Black citizens by white police officers 1965 1963 2014 2016 1967 In Loving v. Virginia ruling, Supreme Court declares law prohibiting interracial marriages to be unconstitutional 2016 Announcement that Lt. Gen. Stayce D. Harris, highest-ranking Black woman pilot in all U.S. armed forces, to be inducted into Women in Aviation International's Pioneer Hall of Fame in March 2017 1967 Thurgood Marshall becomes first Black U.S. Supreme Court justice DiversityInc MEETING IN A BOX Black History Month For All Employees PAGE 8 2017 DiversityInc BUSINESS FINANCES DEMOGRAPHICS $100,000 $80,000 $60,000 $40,000 $20,000 0 $36,544 $61,394 $55,775 $44,782 $77,368 $38,530 Blacks Whites Latinos Asians American Indians U.S. Median Household Income $500 trillion $1 trillion $500 billion 50% 40% 30% 20% 10% 0 23.4% $1.2 T$1.6 T$1.3 T$1.6 T$825 B$962 B$90.4 B$123 B$14.1 T$16.2 T32.1% 31.5% 29.2% 21.3% Blacks Latinos Asians American Indians Total Population Facts & Figures Black U.S. Population 42.4 million (13.2% of total population) 59.7 million* (14.3% of total population) *projected 2015 2060 8.2% 6.6% Blacks in Management DiversityInc Top 10 U.S. Source: EEOC Blacks in Senior Management (levels 1 and 2) 6.2% DiversityInc Top 10 U.S. 3.2% Source: EEOC 9.2% 7.4% Blacks on Boards of Directors DiversityInc Top 10 Fortune 500 Source: ABD DiversityInc Top 50 CEOs (6% Black) 10 States With Most Black Buying Power Median Income Buying Power Projected Percent Change in Buying Power (20142019) Bernard Tyson, Kaiser Permanente (No. 1) Kenneth C. Frazier, Merck & Co. (No. 17) Roger Ferguson, TIAA (No. 33) Washington Oregon California Idaho Montana Nevada Utah Arizona Colorado Wyoming New Mexico Texas Oklahoma Kansas Nebraska South Dakota North Dakota Minnesota Wisconsin Illinois Missouri Arkansas Louisiana Missis- sippi Alabama North Carolina Virginia Michigan York New Pennsylvania Delaware New Hampshire Maine Tennessee Kentucky West Virginia Iowa South Carolina New Jersey Georgia Florida Indiana Ohio Maryland Connecticut Massa- chusetts Rhode Island Vermont New York $103.8 billion Texas $99.1 billion California $80.5 billion Georgia $78.6 billion Florida $78.5 billion Maryland $66.9 billion North Carolina $52.5 billion Illinois $48.1 billion Virginia $47.5 billion New Jersey $41.9 billion 2015201520152015201520182018201820182018Blacks Latinos Asians American Indians Total Population Source: U.S. Census Bureau's 2015 American Community Survey DiversityInc MEETING IN A BOX Black History Month For All Employees EDUCATION HEALTH DISPARITIES Life Expectancy Blacks Latinos Whites Total Population Source: CDC 75.1 years 81.9 years 78.9 years 78.8 years 90% 80% 70% 60% 50% 40% 30% 20% 10% Blacks Latinos Asians American Indians Whites Total Population Percentage of population age 25 and over who completed at least high school 100% 2005 2015 81.4%58.5%75.6%80.2%90.1%85.2%87.7%66.7%83.8%83.9%93.3%88.4%90% 80% 70% 60% 50% 40% 30% 20% 10% Blacks Latinos Asian American Indians Whites Total Population Percentage of population age 25 and over with at least a bachelor's degree 100% 2005 2015 17.6%12.0%49.3%14.5%30.6%27.7%22.9%15.5%52.9%19.8% 36.2%32.5% Source: National Center for Education Statistics 2017 DiversityInc PAGE 9 DiversityInc MEETING IN A BOX Black History Month For All Employees 2017 DiversityInc PAGE 10 DiversityInc MEETING IN A BOX Black History Month For All Employees COMMENTS 1"I have Black friends, and they don't care if I say the N-word." 2 The N-word and any derogatory language is never acceptable at work, especially if it's racially charged or in any way discriminatory. And to make an assumption that what one Black person says is okay is representative of all Black people implies that all Black people think and feel the same way an assumption you would never make about someone of your own race. And to imply that having "a Black friend" gives you a free pass to be offensive is a very outdated concept. Most people "know" a Black person this does not excuse inappropriate behavior or actions. 3"Why don't you wear your hair natural?" Hairstyle choice is a personal choice for women. And whether a Black woman chooses to wear her hair natural or relaxed does not represent "the acceptance or rejection of their Blackness," shares Carolynn Johnson, chief operating officer at DiversityInc. "There are other reasons: financial, medical or just personal choice." In fact, the topic of hair has become a legal issue. A U.S. Court of Appeals recently ruled in favor of a company that refused to hire a woman who had dreadlocks, sending the message that it's legal for companies to refuse employment based on hairstyles. 4"So, can I touch your hair?" "I'm so sick of affirmative action it's just reverse racism." To discuss affirmative action in a negative way with a Black employee particularly one you don't know very well will likely make them feel uncomfortable. The assertion is that you believe they only got their position due to the color of their skin, rather than their skills and experience. "Reverse racism" is a common, inaccurate synonym for "affirmative action." And statistics show that the complaints against affirmative action are in fact unfounded. Despite making up about 13 percent of the population, Blacks remain underrepresented in senior management roles across the country, representing just 3.18 percent of all senior executives. Black People Things NOT to Say to " You wouldn't go to a breast cancer rally and say, all cancers matter. " This question could very well make someone feel alienated or like an outsider for deviating what has long been considered "the norm" for professional hair. Curiosity can very easily cross the line in this situation. Lissiah Taylor Hundley, diversity and inclusion strategist for Cox Enterprises (No. 18 on the DiversityInc 2016 Top 50 Companies for Diversity list), recalled a sometimes uncomfortable experience when she wore dreadlocks to work. "Fortunately for me, no one blatantly expressed their bias or issues with my hair; however, looks and questions can be just as impactful," she said. "I often received comments or questions from employees about my hair. The curiosity alone just floored me." And while curiosity may be natural, touching someone at work for any other reason would be considered invasive and inappropriate this situation is no different. While this comment could be well intended and meant to be inclusive, it sends the opposite message. Think of it this way: you wouldn't go to a rally for Susan G. Komen for the Cure, a non-profit organization that raises money for breast cancer, and say, "All cancers matter." Your Black colleague who may support Black Lives Matter also believes that all lives matter. This conversation is better left unsaid at work. 5"I think all lives matter." 2017 DiversityInc PAGE 11 DiversityInc MEETING IN A BOX Black History Month For All Employees Troubled Times: Silence is Not an 'Option' "Times like these are unfortunate reminders of why our focus on diversity and inclusion is so critical; and clearly there is still much more work to be done." This is an excerpt from an email sent to a host of Sodexo (No. 6 on the 2016 DiversityInc Top 50 Companies for Diversity list) employees working in a cross section of diversity functions written by Rohini Anand, the company's senior vice president of corporate responsibility and global chief diversity officer. Anand shared her concern and resolve in the aftermath of racial tensions that have led to death and despair for so many: "I am disheartened by the ongoing acts of violence, terrorism and destruction that continue to plague our communities around the world. It is more important than ever, during times like these, that we reaffirm our commitment to Diversity & Inclusion." The letter was sent out on July 11 to Sodexo's Employee Business Resource Group (EBRG) members, as well as INclusion commUNITY, Regional INclusion Ambassadors, Spirit of Mentoring Implementation Team and Diversity Learning Lab facilitators. The day after five Dallas police officers were shot in the aftermath of two videotaped killings of Black men by cops in Minnesota and Louisiana, Steve Howe, U.S. chairman and managing partner for EY Americas, took to Twitter and also sent an internal email to the entire EY workforce to address the issue. (EY is No. 3 on the Top 50 list.) design race relations communications/programming to include leadership messages, create a toolkit with resources, hold dialogue sessions and webinar series, sharpen its focus on this topic at an upcoming inclusion meeting in September that consists of EBRG and INclusion commUNITY national leaders and their executive sponsors. Why do all of this? Silence on this issue wasn't an option, Davidson stressed. "If we did not do something, people would be scratching their heads questioning why we were silent. If we truly want to fulfill our mission of quality of life, anything other than walking the talk is not an option." It is more important than ever, during times like these, that we reaffirm our commitment to Diversity & Inclusion. " " Sodexo intends to promote further discussion and understanding. Sodexo, said Jodi Davidson, the company's director, diversity & inclusion initiatives, has plans to: And PricewaterhouseCoopers (No. 5) held a discussion about the issue across the company. The call for these conversations which were held informally among colleagues was prompted by an email Tim Ryan, PwC's U.S. chairman, sent following the Dallas shootings to all 45,000 employees in the United States, acknowledging the violence happening around the country, said Nidhi Sinha, a spokeswoman for the company. It's all part of an effort to put these difficult discussions on the table as a way to foster change. Sinha said there was one employee who commented that "the silence was deafening" following the recent turmoil, because no one among her team would even address it. That apprehension, she added, is why Ryan wanted to initiate a dialogue. Companies are looking to use conversations as a springboard for possible actions to improve race relations and diversity.

Black History Month

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