Comments for The Koi Group: Building Cultural Capital

Comment on Diversity & Cultural Training: A Luta Continua by Marc Brenman

Marc Brenman — Thu, 07 Feb 2013 14:30:18 +0000

I agree with this statement: “I question the actual impact being made through my [our] work.” In regard to this, “How do you evaluate our work and what do you see on the horizon that might improve it?” I’ve tried to move the field forward in a couple of ways, expressed in my papers on diversity metrics, and on evaluating humanitarian operations. The latter also applies to evaluation of programs generally. If anyone would like copies of one or both papers, send me an email, to mbrenman001@comcast.net (Posted on LinkedIn in response to the questions posed by E. Williams)

Comment on Diversity & Cultural Training: A Luta Continua by Myrtha Casanova

Myrtha Casanova — Sun, 27 Jan 2013 02:30:02 +0000

In the first place in my view diversity is the nature of the global environment. Therefore diversity and inclusion management is an imperative. Companies that do not promote a diversse workforce to anticipate the needs and priorities of highly diversse clients have a serious problem, lack efficiency and become obsolete. Diversity management is a business case which managers must identify as a main tool to lead sustainable organisations. Unitil the academic community includes diversity management policies in their curriculaa, managers will negate the critical importance of this policy, as they state that if they have not studied diversity as a management policy… it does not exist !!!!! only 9.7% of academia included diversity somehow in their programs… but they are far away from including it as a full course or research priority. – From the Barcelona, Spain area. This comment was transferred from my LinkedIn page. Thank you Ms. Casanova

Comment on Diversity & Cultural Training: A Luta Continua by Agnes

Agnes — Sat, 19 Jan 2013 01:12:01 +0000

Google has removed the controversial ‘Make Me Asian’ and ‘Make Me Indian’ apps from its Google Play store—and has deleted the developer’s profile and all her other apps. The action comes after 8,452 petitioners slammed the technology giant and urged it to remove the racist apps from the Google Play store and stay true to its “Don’t be evil” motto. Meanwhile, there is more ad-agency foolishness with American Airlines’ new commercial, featuring its new logo. The (only) woman is a waitress, the (only) Asian people are kitchen workers, the Latino kid is in a poor neighborhood, the Black guy is a football player (inexplicably standing on the field and daydreaming with his helmet off during a play!). But the wealthy homeowner with a pool and the businessperson….DOH?

http://www.youtube.com/watch?v=oZ1tMaI9XMc

Somebody is making a lot of money. It’s business, don’t take it personal. If the problem were solved a lot of people would be out of work. Someone has to keep the fire burning…and then again, that’s another way to make a living as well.

Comment on Diversity & Cultural Training: A Luta Continua by Tod Ewing

Tod Ewing — Thu, 03 Jan 2013 22:34:20 +0000

Emilio this is great stuff to consider. I have been going back to Albert Einstein and his comments about not being able to solve a problem from the same consciousness it was created. I think that is part of the problem though not all of it. I think we need to look and reflect deeply on the consciousness that created the problem and see if we are not trying to solve it from that same consciousness. I have some thoughts on that but that is for another reply. I definitely think this requires reflection. I also think what requires reflection is the assumptions we make about how those of us who do this work view the various aspects of diversity. I think this is related to the response of our participants. In other words I do not think we as diversity consultants talk honestly about our views about various diversity topics. We assume everyone is on the same page about everything and we expect our participants I think to be as well. So if I believe in race equality and gender equality there is an expectation about how I may view immigration issues or gay marriage or other issues. I may have nuanced thoughts about these issues and what equality/justice mean in the various diversity contexts. It is almost expected that people view everything the same and yet people are in different places with different issues but if they dare admit that they are put in a category of either bigots or those “who just don’t get it”…If their views are related to their religion/concept of spirituality, they are really assumed to be out to lunch. I think we need more honest discussion without judgement about these things within the diversity community and then with our participants. I think that is related to the impact we have and how we are received. People who conduct diversity are lumped into one “liberal” category and assumed to see things in one way. I think we to do more to make it clear that many people can see justice, equality etc in various ways and still be “on board.” Not sure if this is clear but I tried.

Comment on Diversity & Cultural Training: A Luta Continua by Gregory Woodson

Gregory Woodson — Wed, 02 Jan 2013 11:47:14 +0000

Great reflection and question. I agree and have also met awesome people. There will always be the small few that no one will reach. In my work I find that commitment from the top including the resource of time, leadership and dollars goes a long way. Problems don’t change overnight and it takes time to get people to understand that this is simply not the fix of the quarter or that we are trying to avoid getting sued. I will be interested in seeing what others have to say.