Tag Archives: diversity

Brown Bag with Jessica Heckert

Attended this session by Jessica Heckert, Graduate Student, Dual-degree program in Human Development and Family Studies and Demography on:

“Youth Transitions and Youth Migration: The Haitian Experience”

Glad to have the opportunity to talk to Jessica before her presentation. I always think that it is nice when a speaker is comfortable enough to talk in advance of the presentation. It shows me that they have a personal side and that they are not so wrapped in their content that they won’t make accommodations for their audience.

Jessica did a great job of accommodating for her audience. She made sure that she was clear that she wanted to make sure that her presentation fit the needs of her audience. She didn’t want to use a too technical approach and lose the interest and understanding of the audience.

A little more background about Jessica. She went to Haiti from 2003 to 2005. Then she went right across the boarder to the Dominican Republic for another two years as a part of the peace corps. I can identify with this type of volunteerism since my Mom and a couple of my aunts have done volunteer work for Brethren Volunteer Service (BVS). Personally, I wanted to do the same but was discouraged since it might have bitten into my student aid. Not sure how true that was, but I decided to pass on it.  Ultimately, I have engaged in volunteer activities through out my life. It’s nice to see someone who is taking the experience and now entering the realm of education to help understand trends.

In this study, Jessica is studying migration from the rural areas of Haiti to the more urban areas (Port-au-Prince, Jacmel) of Haiti by youth. As I listened to Jessica and asked questions, I couldn’t help but learn a little more about Haiti. There were a few towns that Jessica referred to (can’t remember the names). They looked so close on the map but were difficult to reach from one another because of the mountainous terrain. I also learned that parents had to pay to send their children to school (20% public schools/ 80% private). But most of the public schools say that they will pay their teachers but don’t. So teachers quit or only come in a few days a week. I was interested to know if they had a 1-1 laptop initiative idea there, but it appeared that the most technology used was the cell phone (<$6). The were charged by solar power and only needed to incur calls for outward placed calls. Much of what is learned in schools is based on influences from the French (dress and appearance) and theoretical v. technical training. If anyone wants technical training, they have to do it on their own at their own expense.

Migration has become important since families feel that this experience will allow for their kids to have a chance at success. The reality is that instead of money coming from the kids who have migrated to the urban setting that most of the money is going the other way (80% from rural to urban).

The methods that Jessica used to get data were interesting. She spoke with kids who had finished 6th grade in two waves, right around completing 6th grade and about a year out. Since many of the students would migrate between those dates, she made sure that she would get approval to talk to relatives that may point them to the kids. Most of what Jessica did to get the data relied on rapport that her assistance could garner with the kids and parents.

This presentation is just another reminder of how much we should appreciate the educational and fiscal opportunities that we have in the US.

Brown Bag with Brendaly Drayton Ph.D.

I attended this session, thinking this would be in an auditorium. It was in a small conference room within an office suite. My understanding is that they have slashed budgets for these types of events. The room was very packed.

It was interesting and sad to think about the experiences these men had as kids growing up that were obstacles to their success and how they viewed themselves. It was heartbreaking to learn that the program that they were attending lost its funding and closed during the collection of data for the research. Only 1 of the 6 is still in a program currently. It was also mentioned that most of these types of programs looks for individuals who will turn over quickly so that they can show how “successful” they were. This success leads to more funding. Because of this, there are many on the waiting list to get into these programs.

The stories were sad and revealing. It makes me thankful for my background and support. It also makes me wonder how we fail so many in our communities.

Generational Differences in the Workplace: An Interactive Workshop

This was my favorite part of the day. Meredith Monroe and Victor Kriger did an excellent session on different age ranges within the work place. In April of 2010 while at WCLD, I attended a session that focused on this. Here an entry with my thoughts: https://sites.psu.edu/rep129blog/2010/04/30/wisdom-of-the-ages-applying-generational-concepts-at-work/.

At the risk of comparing the two sessions, I have to say that I left this session feeling much better than the last event.

Four Eras with notes

  • Traditionalists (’29-’46)
    • Use proper grammar with them
    • Tough times (WWII, Stock Market Crash)
    • Reuse everything
    • Pay in cash
    • Prefer face-to-face interaction
    • even when on time you are late
    • Believe in Chain of command
    • Stay with a company for the whole career
    • Believe in paying dues
    • 8-5
  • Baby Boomers (’49-’64)
    • Feminists arise
    • Vietnam
    • Went to the Moon
    • Live to work
    • Women to work
    • Boom in population
    • Men wanted to lead
    • JFK
    • Social reform
    • Buy now pay later
    • Very competitive
    • Materialistic
    • More divorce
    • Want to leave their mark
  • Generation X (’64-’84)
    • Cold War
    • War on drugs
    • Latch key kids
    • Self reliant
    • PC’s
    • Color TV
    • Work smarter
    • Work to live
    • Cautious
    • Conservative
    • Save
    • Training is the way to further
    • Independent
    • Desire freedom
    • Skeptical – want the data
  • Millenials (’84-’05)
    • War on terror
    • 911
    • Coddled – trophies for everything
    • Have fun
    • Need a boss that they relate to
    • Earn to spend
    • Multitaskers
    • Team-oriented

From this session, I realized more how much I have been molded by my circumstances. The last session, I was more focused on how the Boomers in the room took over the session. This was a much more balanced session, and the result was more learning and sharing.

As an example, I definitely work to live and desire the freedom of choice. I’m also pretty fiscally conservative. I believe in furthering myself by formal and informal training.

At the end of the training, we played jeopardy. The team that I was on won. Gaming was a big reason that this session was more enjoyable than the last. Although there was sharing in the last session, there was more natural and controlled sharing. We even got prizes. One of the prizes was a plane that my kids played with. Definitely a great experience.

Keynote Speaker: Ebony Harris

By chance, I sat at the table to eat with Ebony. She did a great job of inspiring the group. Ebony is a single Mom of two children, working at Target as an Executive Team Leader.

She had three pieces of advice for success.

  • Establish your personal brand
    • show your brand as
      • high quality
      • reliable
      • positive
      • In developing your brand think of the following questions
        • What is your value?
        • What are you most proud of?
  • Have a mentor
    • Qualities of the mentor
      • Coach
      • Teacher
      • She mentioned a 70/20/10 factor in learning a job
        • 70 – on the job
        • 20 – key relationship
        • 10 – personal training
  • Help someone else

Ebony had a succinct message that we could all take away with us.

Leveraging Diversity in Teams to Maximize Outcomes

The first session that I attended was presented by Latoria Farmer, National Director of Diversity and Corporate Responsibility, KPMG, LLP.

To begin the session, Tori asked the attendees what the diversity landscape was like here at Penn State. One of the attendees answered that although the campus is diverse, the outlying regions are not.

Reflection: As someone who grew up in Central PA, I would say that much of this area, especially the rural elements, are not diverse. To me this is one of the reasons that there is so much “brain drain” in PA. Many of the best minds in this area head to places where there is much more diversity.

Business Case for Diversity
Tori laid out a business case for promoting diversity.

Transformative Workforce

  • the population of the US is becoming more diverse
  • the workforce is older
  • the number of women is increasing

Supply Chain Effects

  • business who outsource work want to know what the team is like in terms of diversity before they agree to outsource

Evolving Value Proposition

  • diverse individuals are attracted by diverse workplaces

Reflection: This is one of the reasons why I left my job teaching. I was ready to move to a more diverse population. Penn State’s workplace has definitely not disappointed.

Global Vantage Points

  • Several European countries, including France, have made quotas for corporate boards to make companies more diverse.

Why have more diverse teams?

  • High performance teams are not homogenous
  • Inclusion is more attractive and rewarding
  • What’s good for the business is good for clients

How Should “You” Leverage Diversity?

  • Contribute to consensus building
  • Reciprocate inclusion
  • Develop strong relationships across multiple teams
  • Know your own biases
  • Be a situational leader
  • Appreciate diversity in personalities, perspectives, and culture
  • Discern environmental factors impacting behavior
  • Work in unfamiliar settings – broaden your network

Reflection: I especially apprieciated this last section since it provided some ideas that we could bring back to the workplace. I was glad to see that I already practice most of these naturally.

13th Annual S.T.A.R.T Conference

I attended the 13th Annual S.T.A.R.T. Conference at the Nittany Lion Inn on March 22, 2012. I was not sure what to expect since I had never attended. I was glad to see that this was a student-run event that highlighted the talents of the current students at Penn State.

Here are my notes and reflections for three separate sessions that I attended:

Leveraging Diversity in Teams to Maximize Outcomes
Keynote: Ebony Harris
Generational Differences in the Workplace: An Interactive Workshop

SAC – Black History Month Event and lunch 02/17/12

Today, I attended this event which included watching “The Help” and participating in a reflective discussion. Here is the trailer: This is an emotion-packed movie that talks about the 60’s in Jackson, MS. This movie is based on a true story about black maid who help a woman write a book about their experiences working for white families of privilege. Although this story highlights elements of prejudice because of color, it goes much deeper than that to a discussion of difference in wealth and class.

Here are six reflective items that we focused on after the movie. I’m going to use them to reflect on my experience watching the movie.

  1. The invisibility of people in our presence.
    • It was difficult to watch the white women in the story talk about blacks they way that they did. They were not only demeaning but also aggressive in the way that they expressed themselves. Growing up in the family that I did, father & mother from a lower class and not having much growing up, I find that I’m a bit more sensitive in how I treat others. How much effort does it take to say hello to someone or flash a smile? Usually this brings back as much as I gives.
    • In our society, we often find ourselves being around those who are helping us. It is worth a thought of how we come across to them. Are we thoughtful and kind? Or do we treat them less than human?
  2. We are all born of women, loved by loved ones, and buried by loved ones.” If this is ture and we all start off at the same spot, where does the spirit of superiority come from in the areas of gender, race, financial status, cast system, etc. that compels us to treat or mistreat one another?
    • This is a question that if we had a simple answer would have been implemented a long time ago. I think that this comes back to the fact that we all have choices that we make about how we operate with others. Many people have so much self-doubt that they need to drag others down to prop themselves up. Finding some way to differentiate oneself provides a reason for some of these people. I remember long ago my Mom telling me about how those who feel inferior treating others badly. Regardless of their reasons, it still hurts the recipient until they learn how to cope.
    • I think that labeling others and distancing oneself is how many fall into the trap of treating others as inferior. As we spend more time with those who are different than us, we learn that what we consider as different isn’t that much different.
  3. Living under constant scrutiny daily, how do we keep a strong sense of self, self-esteem, confidence, and courage to keep going forward?
    • Human beings and the human spirit is so much stronger and resilient than we realize. There are so many stories of people who seemingly have no chance of success, overcoming the odds to be great. In most cases, nothing great happens without opportunities to build character. Even with all of this, it is difficult to rise above fear and hatred. There is a price to be paid.
    • Many times scrutiny can come from within. I felt most of my younger life like others were looking at me like I was not good enough. Growing up in an almost all-white community with a father of a different skin color can do that. As I’ve mentioned before, I heard the “n” word more often than I would like to remember growing up from classmates and friends. In my mind, every time I heard it I resolved to prove how much better I was than them. Although this drove me, I can’t say that a life can constantly be lived with this type of motivation without a cost of health and/or happiness.
  4. What part did empathy and compassion play in the taking care of the little girl by the main character and working for the rejected lady by the supporting actress?
    • It’s crazy to think that those who are treated so poorly could turn around and treat others so well. It just points to the character of some people to return good for the evil. This is true goodness in my book.
  5. What part of the story caused you the greatest joy, discomfort, pain, anger, sadness, entertainment, and recognition of family beliefs, etc.?
    • Joy – I was so touched by the signing of the book by the congregation. It was so great to see the community acknowledge those ladies for their courage in revealing the truth.
    • Discomfort – When Skeeter was getting the story about how her mother had fired her former nanny. That was tough to take.
    • Pain – I cringed when seeing the part about Medgar Evers and his murder. It’s such a sad story to me.
    • Anger – The Hilly character and the way that she so aggressively pushed her ideas aroused anger in me. One thing that especially stuck with me revolved around her idea of goodness and justice. She viewed herself as a god who lived to teach others what was right. I see so much of this attitude in politics and the church.
    • Sadness – The idea that Abilene’s son was so flippantly killed like an animal was so sad to me.
  6. How is “fear of difference played out in the movie? In the way we treat people who are obviously different from us?
    • As I mentioned above, I think that perceived difference is a tool of those with an inferiority complex to justify why they treat others badly.

Understanding and Valuing Diversity 10/18/11

I received an invitation to this session via email. Since diversity is a topic that interests me, I decided to sign up. This had been scheduled for earlier in October, but it had been rescheduled. I had to leave a meeting early to get to this one. I was able to walk from the Wagner Building to the James M. Elliott Building. The weather was spectacular, so the 30-minute walk was welcome.

The presenter for the session was Annie Holmes.

At the beginning of the session, we were asked to say our names, where we worked, and why we had attended. According to what I’ve read on the srdp forms, it is required that employees take diversity training. I’m not sure if this is enforced. I’m guessing that there are some units who do enforce the idea of diversity training. Personally, having gone through discrimation as a kid, makes me super sensitive to being accepting of diversity. To me, I find it important to learn from those around me in the hopes that I can grow and learn. Along with the idea of accepting diversity, I think that it’s important to clarify the idea of acceptance versus promotion. We all have rights to believe as we choose in this society. Although I don’t always agree with the choices of those around me, I need to accept and appreciate alternative perspectives.

One of the concepts that we learned was the idea of The Four Layers of Diversity. Here is an image of layers that I found online:
Diversity Dimensions.jpg

It was interesting to reflect on how all of these factors influence individuals. I used this exercise to reflect on what makes me who I am. The three factors that I chose were Gender, Religion, and Work Content/ Field. I think that religion will always define me because of my parent’s marriage being a result of the missionary work that my Mom did that led here to meeting and marrying my Dad. From there, I think that my faith led me to want to help others and move toward education over business or other money-centric endeavors. Being in education, I have found that I’ve had to work in groups that included both men and women. These experiences have been invaluable. In my younger years, I mostly did and operated in male-dominated organizations (sports). I have found over time that having a balanced group in terms of perspectives is always the best way.

Personal Observation: I found myself operating with a chip on my shoulder. I’m still having a hard time getting past the environment in which I grew up. In my group, I heard people who have been able to get past their own experiences to focus on the next generation. I spend a lot of time playing with my kids when I’m at home. I feel like they are very well adjusted and hope that I can shake all of angst that I have to help them to deal well with life.

Great session! I would encourage anyone who has the opportunity to attend this session to do so.

Special Brown Bag lunch talk: Africa’s place at the global table: celebrating Africa’s cuisines – Fran Osseo-Asare

Not sure why, but I’m always confused about whether these types of functions are going to involve food. I had lunch, but it wasn’t necessary since Fran made traditional food for us. Fran is an American who married an African man from Ghana. Here is a link to her food site: http://betumiblog.blogspot.com/.

There was so much going on at the session that is hard for me to talk about just one thing with any clarity. The one thing that I know is that I had some food that was new and different. I feel like this experience really began in Summer of 2010 when I was in Madison, WI. One of my colleagues at World Campus, Penny Ralston-Berg encouraged us to try an Ethiopian restaurant. For as many cultural experiences that I’ve had, Ethiopian was something that I had never tried before. I found the food delicious, and it was also very healthy with a strong vegetarian influence.

Today during the talk by Fran, I got a greater sense of Africa and it’s complexities. It is such a large area that has been so under represented for so long that many, like me, have not taken the time and put in the effort to learn more.

Quote: Paraphased “[Refering to foreigners visiting Ghana] They have their eyes wide open and see nothing.”
Reflection: This is such a strong statement to me. And one that requires contemplation. This applies to much more than just Africa, but to those that are around us. How do we quiet our inner voice enough and shut off our own biases long enough to really see things as they are?”

Point made by Fran’s Ghanaian Husband: The reason that African food still remain less popular than many ethnic foods is the lack of a strong political presence there.
Reflection: I’m not sure when things will really start to change here. But if you look around the world you can see the strength of this statement. Fran used the example of Japan. For many years, no one was interested in Japan, and it’s culture. Once they began to have a stronger economy and show more global presence, many became more interested in the food and culture. I look forward to a world where Africa has a stronger presence.

Thoughts on the food to sample: My favorite part of the discussion is that we had the opportunity to try some African food. There was chicken, plantains, and some other foods that I’m not familiar with. There was even a punch that was very delicious. At the end of the meal, I sampled some coffee that included some spices, including cloves.

As I left this opportunity, I was thinking about incredible it is to work for Penn State where you never know the types of gatherings that you may have the chance to participate in. This was a great opportunity for me.

TED Talk: The Opportunity of Adversity

Here is a brief description of a TED Talk that I attended this month.  The video below is definitely worth a look.


What are the definitions and related terms that come to mind when you think about the word disabled?
 
How is our thinking about what people are (or are not) capable of doing
 shaped by the language that we use?

 
Aimee Mullins <http://www.ted.com/speakers/aimee_mullins.html>  is an athlete, model, actor, and activist born without fibular bones; she had both legs amputated below the knee as an infant, but later learned to use prosthetics to become a record-setting sprinter. Bringing her own accomplishments to bear, Aimee challenges our definitions of what it means to be disabled:
 
 

“Perhaps technology is revealing more clearly to us now what has always been a truth: that everyone has something rare and powerful to offer our society, and that the human ability to adapt is our greatest asset.” -Aimee Mullins
 


Join facilitators Anita Colyer Graham <https://our.outreach.psu.edu/content/751> , World Campus Manager of Access, and Michael Brooks <https://our.outreach.psu.edu/content/8248> , Educational Technology Consultant for World Campus, for October’s TED Talk.
 
 The discussion will continue after the event on our.outreach at this link:
 https://our.outreach.psu.edu/content/22662