Diversity Exchange

How High Must Women Jump?

The ski jump is scored on distance and style.

On distance, women have come a long way.  Ski jumping is the single remaining Winter Olympics sport closed to women.

On style, women will severely fall short.  No female competitor will bring home Olympic gold in 2010 from a ski jump event. 

In November 2006, the Executive Board of the International Olympics Committee (IOC) rejected the establishment of a women's ski jumping event in the 2010 Olympics on the grounds of a technicality involving the number of "qualified" women ski jumpers and the number of countries representing the sport.  The point of contention lies in the exception made for men's ski jumping. 

According to the International Ski Federation:
Number of registered male ski jumpers = 58% of the required universality under Rule 47 of the Olympic Charter.
Number of registered female ski jumpers = 52% of the required universality under Rule 47 of the Olympic Charter.

Both do not meet the minimum participation requirements, but men's ski jumping is "grandfathered" as part of the Olympic games, having been admitted prior to 1949. 

Consider 1949, when women were widely excluded from competing in many Olympic sports due to gender-biased beliefs and descriptives such as "inappropriate" and "at risk."

Fast forward fifty years to 2009.

15 female ski jumpers from five different countries brought their case to the Supreme Court of British Columbia, citing gender discrimination.

The decision by British Columbia Supreme Court Justice Lauri Ann Fenlon denied a challenge to the Vancouver Organizing Committee's ability to reverse the decision of the IOC.  In her ruling, she expressed that "the plaintiffs will be denied this opportunity for no reason other than their sex," but that the IOC was subject to neither the jurisdiction of the British Columbia Supreme Court nor the Canadian Charter of Rights and Freedoms.

There are questions of civil rights and discrimination issues taking place around the world on a daily basis.  This particular case has received a great deal of attention due to the nearness of the 2010 Olympics and the documented progress of International Women's Ski Jumping since 1994.  This is bigger than the sport, however.  This and every cause brought to light will allow future generations of men and women of all backgrounds to compete on equal platforms of distance and style.  And when they jump, they shouldn’t have to ask, “how high?” 

As of the writing of this entry:
Women will not be allowed to compete in the category of ski jump in the 2010 Olympics.
The plaintiffs have not declared whether they will seek to appeal the court ruling.
10,953 people signed the petition to "Let Women Ski Jump in 2010"

References & Links of Interest

Judge Fenlon's 42-pg ruling:
http://www.vancouver2010.com/dl/00/69/78/-/69784/prop=data/1y2401t/69784.pdf

To sign the petition:
http://www.thepetitionsite.com/2/let-women-ski-jump-in-2010

To support and fund the U.S. Women Ski Jumpers:
http://www.womensskijumpingusa.com/

The IOC's response to the BC Supreme Court ruling:
http://www.olympic.org/uk/news/olympic_news/full_story_uk.asp?id=3064

Amenda-Ming Chen
Aon Consulting
WIN- Los Angeles

Imagine what we miss.....

While some of American Idol's top rated moments come from the obvious ridicule of individuals with an appearance outside of what the general public considers "Hollywood Material", imagine what wonderful talent we miss when talented individuals who see this ridicule forgo opportunities out of shame and fear.

Recently, Susan Boyle blew audiences and judges away on Britain's Got Talent. See her performance here: Susan Boyle Performs song from Les Miserables. Similar to a previous contestant, Paul Potts, whose rendition of Nessun Dorma brought one judge to tears. The obvious skepticism and ridicule apparent in the audience was no deterrent for these two who had a gift they wanted to share. However, they are the exception.

We make so many assumptions in life...at work and at home. How often do our negative assumptions based on gender, race, sexual orientation or physical appearance deter individuals from expressing themselves and sharing their gifts? Conversely, how many opportunities do we miss to see, hear or experience something new and beautiful because of these biases?

It's so funny that a phrase we so commonly use, "Never judge a book by its cover", is so rarely followed.

LaShana Jackson

Director - Aon Diversity & Inclusion 

Aon's Womens International Network Celebrates Women's History Month

Each year in March, Aon's Womens International Network (WIN) honors the impact of women in history, with official international recognition taking place on March 8^th.

We applaud the achievements of women through the ages and take pride in our own personal milestones as part of the International Women's Day celebrations.  In honor of this month, Aon's WIN has put together a special tribute to the fine women that work at Aon, at all levels and across all geographies, by featuring brief video and written interviews of women at Aon.

View video interviews using the links below:

Nadine Moore, Managing Director with Aon Risk Services interviews Cynthia Beveridge, Executive Vice President with Aon Risk Services

Nadine Moore, Managing Director with Aon Risk Services interviews Kathryn Hayley, CEO of Aon Consulting

 

For more information on Aon's WIN, please visit www.aon.com

Chicago, America's most segregated big city - What does it really mean?

During a recent reading of the on-line Chicago Tribune, I noticed an article about Chicago and segregation: http://www.chicagotribune.com/news/local/chi-segregation-26-dec26,0,976255.story

 

(Left) Whites make up about 28 percent of Chicago's population and are largely located on the North Side. Slivers of the population live on the South Side. (Right) Blacks make up about 35 percent of the city's population and are largely concentrated on the South and West Sides. (Tribune photos by Chris Walker / December 10, 2008)

After some discussions with friends and colleagues, we decided that this article was not a surprise for individuals who actually live in Chicago. It was actually one of the most glaring differences I noticed about Chicago when I moved here from the east coast 6 years ago. I was blatantly told where I should and shouldn't live based on the majority population that lived in that part of the city.

However, the actual article wasn't what inspired me to write. It was the responses or posts to the article from random individuals that shocked and disheartened me:

 "As a white NW (north west) suburb homeowner, my family welcomed the diversity when a black family moved in next door. Unfortunately, the stereotype began to play out true. It wasn't long before the grass was left uncut, trash was left out on the lawn all week, snow is never shoveled, several junk cars are always left out. For several years the police were called to the house while the family's teenagers were growing up. People come and go all hours of the day and night - we suspect drug dealing. Worst of all the house looks like hell. No one will ever want to buy our house should we decide to sell. Too bad this particular family played right into our stereotypes. That's why we prefer to remain segregated. "

"If I pay to live in a certain area, why should I have to tolerate free loading section 8 ghetto trash in my neighborhood? "

 

"Majority rules, might or white is right so its hard to change things. One good thing about this is that on the southside since every one is a huddled up on the northside scared of the big bad blackman, parking is very good. "

 

"The blacks are the ones that discriminate. For example I flew from Orlando to Chicago Midway on Southwest and my bag was lost. I went to the lost baggage office and was the only white in there. It took 15 minutes before someone would even acknowledge me. They need to stop blaming the “white people”, speak English and get a job!"

 

These are just a small sampling of the over 1500 comments that were posted by individuals from across the country, but they are examples of the predominant anger and racial tension that was expressed by individuals from almost every race. Some blamed all whites while others blamed blacks, Hispanics, etc. There were many examples of sweeping generalizations and stereotypes; all whites are racist and the words ghetto and section 8 were frequently used as language substitutes for black or Hispanic.

It made me recall a time when I was in high school and a white student came up to me to say he hated blacks but that I was ok because I wasn't a normal black person. When we generalize and stereotype based on one experience or even a few experiences or what we see in the media, that bias can, and probably will, bleed into our everyday interactions with others. The responses to this article made me think of what these comments can lead to and how they play out at work or in social settings. If you are able to so freely generalize about a race, what will stop you from carrying that same bias into a room when you interview candidates for a job, select your doctor, or hire a contractor? How many of the individuals who posted biased comments go to work everyday and claim that they will hire or promote anyone regardless of race, gender, sexual preference or disability. To me, this is when segregation becomes dangerous....when lack of exposure or experience leads to uneducated assumptions that can then affect our actions. One of the positive aspects of living in a diverse community is the fact that it allows you to teach yourself to override the initial fear reaction that often occurs when we encounter something new.  You learn to understand and respect differences. It would then follow that if you live in a homogeneous community, it is more difficult to learn to do this effectively...it takes practice.

With all of this said, my real question is: Is segregation wrong? By nature, we are attracted to others like ourselves. If people decide where to live not because of who they don't want to live around but rather who they prefer to live around, should we be concerned?  Or does the negative impact that segregation can have force us to view segregation itself as a negative.  Are we too comfortable in what many are calling a "post racial" environment where a black man can become President of the United States? Is there still work to be done to open the lines of communication and confront racial bias and heal the wounds that are obviously still present in America?

 

I welcome your thoughts.....

 

 

LaShana Jackson

Director - Diversity & Inclusion

Aon Corporation

YWCA Publishes Booklet to Help Parents Support Child Development

We all want to do the best we can to help our kids grow both intellectually and psychologically. If you have children between the ages of 5 and 10 you might be interested in this free information. The YWCA of Canada has published a booklet designed to support a parent’s efforts to build a child’s personal assets and promote reading at the same time. What makes this pamphlet so useful is that it links literacy to some key personal skills that children need to thrive.  These skills include: developing social support, finding empowerment, setting good boundaries and realistic expectations, encouraging the constructive use of time, increasing a commitment to learning, growing positive values, developing social competencies and fostering a positive identity. Each chapter in the pamphlet links certain books to the skill you are trying to instill. The Canadian YMCA has posted this pamphlet on their web site as a free download.
Here is the link:   http://www.ymca.ca/downloads/Eng-Raising-Kids-Who-Read.pdf   

Chet Taranowski Ph.D.
Coordinator Employee Assistance Program
Aon Services Corporation
Chicago, Illinois

The Netherlands - 'Talent to the Top' Event

On the 28th of May, TopBrainstorm organized the event ‘Talent to the Top’. During this event a large number of employers from profit and not-for-profit sector and the Dutch Government signed the Charter Talent to the Top. These organisations commited voluntarily to actively undertake steps to stimulate more female talent in topmanagement. The event took place in the presence of Her Royal Highness Princess Máxima of the Netherlands and several members of the Dutch Government and Corporations a.o. the CEO's of Heineken and KPN.

TopBrainstorm was set up in May 2007 to stimulate government, corporate business and women themselves to introduce more female talent at the top. On the 30th of October 2007 TopBrainstorm presented, in the presence of the Prime Minister and other members of the government, a number of proposals to engage and nurture this female talent. The Charter Talent to the Top and supplementary plans should lead to the intended increase of the number of women in (the run-up to) top positions.

Considering the sharp rise in the aging population, the shortage in the labor market, and especially the need for The Netherlands to distinguish itself in the area of innovation, TopBrainstorm headed by former Secretary of State Sybilla Dekker strongly believes that the use of all talent is essential for the future of Netherlands Inc..

TopBrainstorm has asked leading business women and politicians in the Netherlands to serve as role models for any future female talent. I have been honored to be asked to serve as one of these role models. Other role models included Alexandra Cook-Schaapveld of Royal Bank of Scotland, Joanne Kellerman of De Nederlandsche Bank and Former Secretary of State Annemarie Jorritsma (former Secretary of State).

The website launched for this initiative - www.talentnaardetop.nl - provides more information on the Charter and TopBrainstorm but also on recent developments in the Netherlands and other European countries as well as contains various case studies of large global companies such as Shell, DSM, Akzo Nobel, ING etc on Diversity.

Marguerite Soeteman-Reijnen
Managing Director/Head Broking Excellence
Aon EMEA
Amsterdam, The Netherlands

The WINning View - stereo ... type ...

It is a classic scenerio: I walk into a car dealership to inquire about trading in my car that is coming off lease for a new vehicle.  First, the salesman strolls over and gives the twinkle-in-the-eye grin which I can only interpret as him assuming I will be an easy sale. Why?  Because women are notorious for not knowing how to negotiate financial terms.  I straighten up and put on my serious face.  As we get to talking, he begins to s..l..o..w..    d…o…w…n     h…i…s…   s….p….e….e….c….h…. to explain to me that the bank (to where I have been paying each month’s bill) is the owner of my lease.   Of course, the bank owns the car… I k…n…o…w…   t…h…a…t…!    Later, when I relay the final trade numbers to a male colleague he asks, “what would be the residual on the car?”  My faux self-assured bubble popped.  I never asked the sales guy.  It didn’t even occur to me to ask!  I thought I knew what I was doing but how unsophisticated of me – a highly educated, successful business woman. 

The next day, driving up to a 4-way intersection, I came to a simultaneous stop with the car to the left of me.  I proceeded first, being the car on the right.  The man began shaking his head in disgust, believing that he had the right of way, and I could almost see the bubble above his head, “typical woman driver”.  His reaction caused me to pause.  I drove the rest of the way to my destination questioning whether I had remembered the protocol incorrectly.  I went so far as to ask a friend for a second opinion AND check the internet.  Had I done womankind a disservice by incorrectly remembering the rules of the road, thus feeding into the “bad woman driver” stereotype?  Because he assumed I was wrong, I immediately thought he might be correct.  (By the way, reader will note that it is the driver on the right who has the right of way.) 

Two different scenarios and outcomes but there is commonality in both - - as a woman we still enter certain situations at a deficit.  Our ability to overcome the bias that society has bred in most of us for years is a function of the split-second in time when our confidence level is put to the test.  I was humbled in the first experience and frustrated by the second one.  However, I came to realize that in both situations I too was making assumptions and type-casting.  I may have well entered both circumstances with a chip-on-my-shoulder, guarded and predisposed to thinking that these men were judging me, merely because I am a woman.  I really have no idea if the grin on the salesperson was one that he would have exactly mustered up for the middle-aged professional businessman or if the man shaking his head wouldn’t have done the same thing to a male driver.  I was guilty of counter-stereotyping and, worse, changing my behavior and my confidence level to compensate.  Clearly, our own perceptions about our efficacy being at stake because we wear a female label adds fuel to the fire and does not serve to p.r.o.m.o.t.e.  o.u.r.s.e.l.v.e.s. into positions of parity.   

Biologically speaking, innate gender roles stem from physical abilities, hormonal constitution and brain lateralization.  However, this argument assumes that humankind does not / has not evolved.  In fact, the constant inter-twining of nature and nurture inherently breeds evolution of any species and the very distinct lines between caveman and cavewoman have certainly been broken down through the ages.  Of course, we continue to undergo change, growth, advancement, development, set-backs, 2-steps forward/one-step back (hence the laundry list of best-sellers still analyzing gender differences). In the article, Girls Are... Boys Are…: Myths, Stereotypes and Gender Differences, the authors -Patricia B. Campbell, PhD and Jennifer N. Storo- point out that “girls as a group and boys as a group are more alike than they are different”, but the standard deviation within each gender from the average girl or average boy is quite significant.  Remember the times when men were thought (and still resonate today) to be more adept with electronics, eg. “stereos” and women as more competent behind the (old-fashioned) “type”..writer?  The problem with society is that we largely and deceivingly speak in averages.

What can you do about it?  In Overcoming Underearning Barbara Stanny discusses ways to overcome the barriers that we impose on ourselves.  She empowers women to read, learn, embrace, make mistakes, overcome prescribed fears, either set by societal norms or by our own insecurities, and create new habits – whether it is negotiating a raise, a contract for improvements and betterments at the home, an event sponsored in the name of a non-profit organization or a car lease.  Secondly, we remain on an evolutionary path that requires us to remain aware of dominant culture and stages of receptivity to women.  “Women leaders need to acknowledge and be aware of the climate in order to navigate it, progress within it, and ultimately shape it: says Kathryn Hayley in Why Women Leaders Can And Should be Authentic. 

Finally, we also must stop assuming that we are being judged according to gender stereotypes all the time, just because they exist, and altering our behavior to compensate. In both genders, there are both aggressive and submissive personalities, competitive and nurturing characteristics, good and bad negotiators, drivers, athletes, musicians and intellects.  As Campbell and Storo suggest, we can start by casting aside that women are not qualitative; that women don’t do math because of some hormone deficiency; and that men and women can’t be mentors and teachers to each other.  At the end of the day, stereotypes are part of society, but they are always subject to change and we can be part of the process by applying our authentic selves to situations and defining our moments with humble confidence.  We become stronger as individuals when we recognize -but do not fuel- the social “averages”.

Denise Berger
Managing Director, WIN Global Chair

Truth or Dare (An Africa Business Travel Story)

White starched tablecloths are on a perfectly set table with Italian cutlery. I chose a grilled calamari starter with a slightly tinged orange curry dressing. My main course was a perfect sirloin steak with a brandy and peppercorn sauce served with fresh vegetables. As it was a lunch meeting I stayed on the mineral water. The service was quick an efficient.

The financial director I am trying to recruit arrived in her 8 week old white ML 350 Yengeni. (Mercedes Benz).  We spoke about the stock market that appreciated by close on 300% during the last year, and most of the growth occurred in the last month.  As I leave the restaurant we pass a school where all children leave in disciplined manner and in full school uniform. The landscape and climate remind me of a time when, as a child, we visited the Kruger Park in South Africa.

This could be the perfect world, however….

In my pocket I have a $ 250 000 000 note, (R 7,50 or USD 1.00). The inflation rate today is approximately 330 000%, and in our board meeting earlier we devised strategies to cope with an anticipated 1 800 000% inflation rate in August.  Our HR head explains to me that the entire healthcare system collapsed. She is 36 weeks pregnant.

On the one hand, this place is beyond help. Absolutely hopeless. On the other hand, I decided that I need to put some money in this stock exchange.

We had rigged elections and there are huge confusion about a presidential run off election between Morgan Tsvangerai and Robert Mugabe. On the outskirts of the city ordinary citizens are being beaten and tortured. (There is complete brain failure in some areas as people are being tortured in areas where ZANU PF won the election.) There is no food around and fuel is an luxury. Those who do not have access to foreign exchange starve, and those who have foreign exchange eat calamari and sirloin in restaurants with no prices on the menu.

But I am hopeful for Zimbabwe for the first time is a very long time. What the international media is missing is that ZANU PF is now the opposition in parliament. The MDC has got 109 of 187 seats in parliament. Bob can no longer change the laws to suit his style and run the country as his if is his hunting farm. His children of the revolution are now beginning to apply their minds.

With dramatic growth in global demand for natural resources, fuelled by a huge Chinese appetite, Zimbabwe is a warehouse full of opportunities. The agriculture sector will take longer to recover, but all the potential is there for Zimbabwe to become Africa’s pantry again.

A friend of mine reminded me the other day that nobody will give an honest view on our surroundings or circumstances if it will impact on our social stranding or financial wellbeing. I am trying to prove her wrong. Here is my wish-list for Zimbabwe.

1. Robert Mugabe chokes on a chicken bone and meet his ancestors before Monday.
2. No run off presidential elections as it can only escalate the violence.
3. A  Kenya style cooperation between the MDC and ZANU PF that both parties will run the country for a period of two years. This will require a third person to become president for a limited period.
4. The stock market to keep on performing above the 1800 000 % pa  level.
5. My own house boat on Kariba

Anton Roux
CEO: Sub-Saharan Africa

Valuing Differences

I recently read an article by Randall Boe, the General Counsel for AOL, called “The Value of Inclusiveness.” He made the critical point that people, “who value diversity actively embrace differences.”

Embrace, not accept or tolerate or accommodate.

There is a world of opportunity in that simple notion—and it captures what I love most about my role as global chief diversity officer for Aon, namely the opportunity to explore new places, new cultures, new people, new ways of thinking and doing. Last month I had the opportunity of a lifetime to visit Sub-Sahara Africa for the semi-annual Country Managers meeting. I thank Anton Roux, our chief executive in Africa, for inviting me.

I expected—and looked forward to—seeing a world far different from the one I live in (Nashville) or work in (Chicago, primarily). I expected to see poverty amidst rapidly rising wealth in a continent filled with untapped natural resources. What I didn’t expect, and what I will remember more than the contrast of Mozambique’s poverty and Cape Town’s vineyards, is the unbelievable determination, courage, and humanity of my colleagues there.

In the land of plenty called America, we who have so much have found much about which to complain.

Like travel restrictions to save money.

Or lack of administrative support to make us more efficient.

And most common of all, IT problems—like getting kicked off line while working remotely.

In Africa, I listened to stories by Louis Veloso, head of Angola, who had T&D forms faxed to him, drove 30 minutes to a client to get signed, drove 30 minutes back, and faxed to corporate—because it was faster than emailing the document in a country where internet access can’t come close to keeping up with the country’s explosive growth.

And I heard Joe Onsando, head of Kenya, explain why his country’s political strife kept him from hosting the Country Managers meeting as was planned originally. Instead, he told us of the personal risk his employees took during the worst of times to come to work and keep the office up and running to serve our clients.

And I heard Susan Mutangadura, our newest country manager, talk of the issues she must deal with in Zimbabwe where the 1000% inflation rate means paychecks are worthless by the time our employees receive them, insufficient to buy gas to get to work or food to put on the table for their families.

To my colleagues in Africa, I salute you. Thank you for opening my eyes in a way that a life in the land of plenty never could.

Corbette Doyle
Chief Diversity Officer

WINk - April 15, 2008

William H. Frey II, a neuroscientist and biochemist who wrote the book, Crying: The Mystery of Tears, conducted a study which showed that men cry an average of 1.4 times a month and that women cry about 5.3 times a month.  Why are women prone to crying nearly 4 times that of men?  Research indicates that prolactin is the culprit.  Prolactin, a stress hormone released via tears, is found to be residing in women’s bodies at a higher concentration and also found to be involved in the synthesis of breast milk. 

The upside for women:  According to Nomi Kaim in the article, Tearful Serenity: Crying Away the Stress, “emotional tears” in both genders contain 25% more proteins than those tears we secrete on a regular basis that are blinked away or tears from an irritant in the eye.  These proteins are actually the prolactin hormones that have been built up to very high levels due to stress.  So, just as sweat is a secretion of stress due to an adrenaline surge, so are the “emotional tears” a healthy release of toxic stress levels. 

The downside for women:  In the workplace, a woman crying in front of a supervisor and/or colleagues can be perceived as a sign of weakness, even if performance suggests otherwise. 

What to do?  Elizabeth Pace, author of the forthcoming book, The X and Y of Buy: Why Gender Matters in Sales and Marketing, suggests the following exercises.  First, concentrate on breathing and particularly the exhale which is known to relieve stress and lower blood pressure.  If you have water near you, drink some.  Your body can not both drink and cry simultaneously. Tears are controlled by the parasympathetic nervous system and as Nomi Kaim points out, that system can only operate when there is nothing taking priority in the body.  If you don’t find yourself with a glass of water, Elizabeth suggests looking up and to the left, activating the left side of the brain, the hub for analytical thinking.  (Emotions are processed on the right side of the brain.)  Elizabeth goes on to point out that one of the best tactics for suppressing emotions is silence.  If you find yourself in a highly-charged situation, excuse yourself, recompose and think before you speak.  If it is not possible to leave, remain silent until you can discuss the situation without producing the “emotional tears” during the conversation.

For further inquiries about WIN, please contact:
Denise Berger
Managing Director, WIN Global Chair
310-606-4145
denise_berger@ars.aon.com