October 2019
New in Expert Forum
Learn from leading experts in diversity and inclusion
“What looks like resistance is often a lack of clarity.” – Dan and Chip Heath, “Switch” “Very different than what I expected.” This is one of the most common kinds of feedback I get following a corporate workshop or presentation on diversity and inclusion. This feedback speaks to one of the biggest challenges facing this work and also one of our greatest opportunities. While we are increasingly gathering around conference room tables and talking about diversity and inclusion today, we are still not talking about the same thing.  Continue reading
Before you talk about hiring for culture fit, take the time, resources and energy to examine your culture as it is and then develop a vision for the future. Hire for the future culture you want and have a plan to achieve it. Research by Professor Lauren Rivera from Northwestern University’s Kellogg School of Management found that interviewers often look for potential friends rather than those with the best skills.  Continue reading
What do you think of these statements?
1.    “All Latinos are experts in Latino culture.”
2.    “All Gay men are artistic.”
3.    “All women are naturally nurturing.”
4.    “All Asians are good at math.”
5.    “All black men are athletic.”
I would love to have any of these qualities – most of us would. Because of that desire, it's tempting to look at statements like these as compliments anyone would enjoy. The unfortunate truth is that, because they are inflexible generalities as opposed to factual comments about the nature of one human being, each of these statements clearly reflects a bias (an ”inflexible belief about a particular category of people”).  Continue reading
This fundamental concept is one of the core principles of my work and integral to DTG’s approach to dealing with diversity issues in the workplace and marketplace. Diversity issues or employee relation issues (among people who are different) typically involve two people. The perpetrator or the initiator of the behavior is one party and the target or the receiver of the behavior is the second party.  Continue reading
Member News
WDN Regional Council Update
Our thanks to Coordinated Care Services, NCBI, and Harter, Secrest & Emery for hosting our May, June and August meetings!

At t he May meeting, the topic was an interactive exercise framed by a September 18, 2017 article in Medium by Helen Kim Ho, “8 Ways People of Color are Tokenized in Nonprofits”.

At June 's meetings, our conversation was based on the following exercise that examines a woman’s unique and surprising response to being tokenized in her organization.

The August meeting was on the history of segregation and racist policy in Rochester over fifty times at schools, universities, charities, businesses, and neighborhood meetings.

Professional Resources
Upcoming Events
Wednesday, November 6, 2019
PRIVILEGE, a full-day workshops

Tuesday, November 19, 2019
CONTROVERSIAL ISSUES: Skill sets for effective conflict resolution

Friday, December 6, 2019
WELCOMING DIVERSITY: Chaos or Community? The Choice is Ours

Thursday, January 23, 2020

2020 ATHENA Awards Dinner

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The Workforce Diversity Network is a leading national network of professionals and organizations. We are a catalyst to enhance professional development, understanding, promotion and management of diversity and inclusion as an essential part of organizational success.