Some people who work at their jobs, because even earn a living, and get out after work to express. Some people have careers that they love and have a hard time not to take home their work with them when they go home. And then there's a man of success in diversity. They have a passion for diversity and they live their work. Regardless of the fact that their home work, take their work is always guided by the values they live every day, and his lifeare guided by the promotion of values at work.
When organizations began to embrace diversity in the 1980s that many thought that diversity training was the answer. They thought it would disappear if every employee has a class of diversity training, prejudice, complaints and grievances, and work together in harmony ever visited. There are two types of people in the diversity of education, training and organizational development. Some thought about howProgram or a trend. These people read a few books, took a train from expert-trainer class or bought at a post office and calling. The second group knew it was a process that needs a daily program and create a change to live, learn, and are continually being developed her passion for her. Were the need to integrate diversity into corporate strategy of a company and aware of all the rest of their lives. They also knew that there were no quick solutionsChange is patience and time, but it might.
The first group lost interest and went to something different people in the second group are still here contributing to change are at work to provide inclusive environments where all people can do their best and build their skills and individual create talent recognized, appreciated and used.
I wanted more of this passion for diversity and know where it comes from. What drives some people to maintain theirpersonal mission, vision and values, despite resistance, challenges, and yes Sager. I interviewed four people whose passion for diversity is so great, is like a magnetic force, the stronger and attract the entire journey. These four people are Terry Howard, director of Diversity for Texas Instruments, Michael Atlas of workforce Diversity Network; Deb Dagit, Executive Director of Diversity Merck, and Edgar Quiroz, Director of Strategic Initiatives and InnovationKaiser Permanente.
I asked everyone, why have you involved in diversity? Here are their stories:
Terry Howard, director of Diversity for Texas Instruments, has a long and personal connection with diversity. "As an American man, I experienced diversity my entire life involved. From a career point of view, I have to be in this job 'default." During 1980 half, I managed a group with the provision of employment and freedomEEO service for AT & T. Our clientele is very varied and that has strengthened my interest in this work. The challenge of promoting awareness of the growing diversity and the U.S. have been very interesting for me. In 1986, I read the Hudson Institute report Workforce 2000 This inflames me, and I knew he wanted to help, to open new ones. "
Terry passion and commitment to grow in diversity further. He now supports 15 different affinity groups at Texas Instruments, as well asMany businessmen diversity committees and their level of diversity annual conferences. "In between, I write a monthly internal diversity column and a regular series of tips on the full range of diversity issues, and I speak of diversity and inclusion in meetings and draws at home and abroad." He recently founded the Diversity Connection Symposium for the Texas Diversity Professionals, a group composed of representatives of Shell Oil, Price Waterhouse, First American, Intel,Intuit, JC Penny, Delotta and others, and lectured in France and China. He takes his passion for diversity and integration in the community, after a march of hatred against the community participated. "One of the things that I most proud of is my role in the successful integration of religion and faith to work, take a lot of skepticism." He said that people are still talking about the room Standing session only "when religion meets traditional sexual orientation". Asked whatdrives him his reply was: "My passion comes from my curiosity about the well-flow implications of diversity and organizations see this link driven. It never ends."
Deb Dagit, executive director of Diversity for Merck, told me he had lived for months at a time when he was 11-16 for the Shriners hospital treatment for a condition that caused bone fractures and bone deformities to obtain. She was there with other children, the bones and hadBurn disabilities from around the world. "I was in the vicinity of children from around the world, also lived in hospital for months at a time, cut off from their families and" normal "life." I have learned what we had in common was more significant than it was different, no matter our cultural differences. "
During his time in public school was not obliged to separate from the remainder of their school class for the integration of children with disabilities and therefore there iswere many restrictions on how they could participate. He had to sit beside the teacher's desk and could not go to lunch or with other children. In describing his experiences, said: "Since, as I have seen and treated me with the other children who also need special attention, as the teacher, in a context, both for behavioral problems or learning challenges. Issues of fairness, respect and Registration was very important to me, as I have seen, and took thelike them, have left the other members of the class are treated. "After completing his studies taught people Dagit emigrated from Vietnam after the war. You saw how he struggled to learn the language, culture, and to conform with other children.
He explained that there are a disproportionate number of people with disabilities who are veterans and minorities for a variety of reasons, and that issues of cultural diversity among people with disabilities who arediverse backgrounds, there are the issues of diversity of different types of disabilities. "Some disabilities are more stigmatized by others," he said.
Their experiences inspired a variety of animals. Traveled to Washington DC and spoke to legislators about the importance of passing the ADA and fought against weakening amendments. "During this time I was thinking of battles and victories, like Brown to the Board of Education and the Voting Rights Act and theImportance of civil rights for all peoples. This experience made them the importance of "reasonable accommodation" for all employees as a basis for what is now realized as a "working environment" initiatives. "
"In my first business in college I was very matter of fact he said that I would never have an 8 or $ 9 per job entry hours. After about 5-6 years I began to understand that in this low ceiling was serious, so l left the companyWorld for four years and I worked in the nonprofit sector, especially on issues of disability. To be comfortable and convincing as it was, with my "tribe" I knew what effect real systemic change in a broader sense. needs assessment from the inside out, a company created d for diversity and inclusion are important to the success of their business and in accordance with business ethics and corporate social responsibility to see to confess. When I returned to the private sector, was as a managerwith a high level of responsibility and salary.
Deb says her passion for diversity only grow further. He was a founding member of the Conference Board's Council on workforce diversity 13 years ago. "I've never been to something else that keeps me stimulated 24 hours a day. I have rarely read anything, not in the field. I have a global vision, and I want to contribute to the kind of world that not only tolerate differences, but where people are very respectful andincluding other's that kind of world that is healthy for our children. "
Edgar Quiroz is the Director of the National Workforce Diversity at Kaiser Permanente's Diversity Department. She said: "I've never tried to get in touch with the diversity of work, was the diversity of work with me." It 'grew up in San Francisco in a diverse environment, with African-Americans, Asians, Caucasians and Latin Americans like him. While attending high school in 1970 was active inStudent Leadership Community. "I organized underserved youth in urban communities to them with jobs, aid for career and better education. None of my past job descriptions, always included diversity as a duty, but I always managed to weave the diversity of jobs in my business. As a boy, my father and I walked picket lines with Cesar Chavez in support of the UFW. "He started to SF General Hospital as an employee awareness of young people. "I worked with young people who were homeless,Drug and alcohol workers, prostitutes, beaten and mistreated.
Today Edgar says he has the privilege of Director of Workforce Diversity for Kaiser Permanente, where he worked for 20 years. During this period he was a founding member and former board president of the Kaiser Permanente Latino Association. "I have Kaiser Permanente as their social responsibilities are at the municipal wellness, diversity and cultural competency are aligned with mine. My three primary areas of participation: 1)Increase enhance the diversity, cultural competence, capability and performance of our employees, 2) the provision of culturally competent medical care and culturally appropriate health services and satisfaction of our increasingly diverse membership, 3) increase our membership through effective market segmentation strategies for populations that are specific to the fastest growing segments in our society. "
The impact of the diversity of his personal life every day. His family is bi-racial, andimportant to him, who know it all, embrace and celebrate both his Latino culture and the Afro-American culture. "My passion for diversity is a point, by far exceeded my expectations for a rise. And 'only become better, and I stick to my life, relationships with mentors and colleagues. I love my job, and c 'is still much work to do. As a country we need more attention of the population, have been ignored, so that more people access to quality health care to pay. Iremain optimistic and hopeful. I am inspired by all the others who also work for change. "
Atlas Michelle began her career in Vocational Rehabilitation in Rochester, New York, more than 13 years. Seven years ago, was recruited by the Rochester Business Alliance, is a new work program for people with disabilities be better used. After the first year she was asked to represent the Rochester Business Alliance at the Workforce Diversity Network, an organization whoseThe goal is to learn from a national network of organizations that create most of the benefits of diversity in the workplace support, and spreads to other areas of the United States "did not know a lot of other areas of diversity in the field of disability, But as I began was to know all the other dimensions, diversity and inclusion so important to me and I kept learning and expanding my knowledge base about every component. "As a representative, Michele got to meet DiversityLeadership in different kinds of organizations. They learned more about diversity initiatives and issues that organizations have to do. "I felt a strong affinity for this work. I went to a representative of the diversity of the workforce of the network to be part of the board and a part-time employees, working with directors, the composition and coordinating and organizing our national conference. I like the spirit of other people who do this kind of work. MyThe passion comes from a part of something good for the world at so many levels. I am passionate about other cultures and are part of an incredible program called Mosaic Partnership where leaders in our region have a partnership with a person of another race or participate in group coaching sessions. "
Michelle talked about how important it is for people in a field culturally competent health care. In addition to his part-time work with WDN, please, coaches and trainsPeople to be culturally competent employment of disabled people. "People have been learning my points honestly evaluate my prejudices and therefore able to help others to judge them and feel safe. Getting to know my injury is very liberating and other with whom I work have said that for them is true. If we move from diversity to inclusion, we must identify our subtle distortions and work through them. I hope to never stop learning. "
AlthoughThese four individuals are from different industries and came to the variety of work experiences and diverse backgrounds who share certain qualities and experiences that make her passion for diversity. From Deb's voracious reading of books on different personal commitment Michele partnership with Mosaic, we see that these four people have maintained all lifestyles worthy of note that support their passion for diversity. They live and breathe in diversity, has comediverse backgrounds and experience the various interactions and experiences. All have adopted guidelines for learning, so that they continue to develop their cultural skills and help others to do the same. Moreover, as we saw with the work of Edgar, in the most deprived communities and Terry is with "religion meets traditional sexual orientation" in the workplace, the passion of the four leaders of many different 'Wizard C: courage, concern and commitment toThe diversity of initiatives. If the commitment to Terry for the organization to understand the effects of diversity, Deb overall objectives for a better world, Edgar has a view on what this country needs to better the health of its diverse population, or Michele focus on removal of barriers by helping people safely address their own prejudices, this is truly a visionary group of professionals. More importantly, its long-term vision, powerful and important for thoseThey constantly forward one day at a time. These are the kinds of leaders that we have the species diversity in RGANIZATION all.
Successfully used for the organization, the diversity of their organization to improve its performance at the three challenges contestants must be present. First, diversity must be part of your overall business strategy, and secondly, the company must move from representation and the number of enrollment at all levels. Ultimately, you are justsuccess if you bring in the diversity of managers who not only knowledge but the passion for diversity.
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