Diversity Exchange

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 

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

White Men Can Jump

White men can jump … into the diversity fold, that is.  In fact, according to a recent Wall Street Journal article, the involvement of white men is critical to creating a diversity strategy that is both effective and sustainable.

Why?

First, over 80% of the top decision-makers in large organizations are men.  Unless they understand both the issues and the opportunities that a robust diversity strategy brings to their firm, they may not embrace a change imperative.

Second, having white males leading or co-leading diversity initiatives is a way to reach the toughest audiences – those employees who resist other diversity outreach efforts.  Leading?  Yes, in some cases, you’ll even find white men leading highly effective diversity strategies, Steve Bucherati at Coke is a prime example, as was Patrick McLaurin of Booz Allen, who recently passed away.  Both knew their firm and knew who to go to to get things done.

The third reason?  White men want diversity too.  Gen X’s want flexible careers, boomers want to phase into retirement, working fathers want part-time options, and great leaders want opportunities for their high potential talent.

So, the next time you launch a diversity council or an employee network, invite the white guy.  He just may be a diversity strategy’s best find.

Corbette Doyle
Chief Diversity Officer

A Global View of Diversity

I find it very interesting and almost strange how we all seem to experience diversity in similar ways but in varying degrees.  From my point of view, South Africans experience diversity in many ways.  Aon South Africa is trying to introduce discussions around a few of these such as: race, gender, language, cultural and religion, which are the most "topical" or relevant at the moment.  We are trying to embrace diversity and over the coming months we intend arranging formal diversity awareness campaigns in our offices in South Africa. 

We are currently looking at a specific programme which we may or may not be able to carry out in 2007 depending on our training budget. We are also discussing the viability of using our communication clip frames (like posters around the offices) to raise awareness.   Management have expressed the desire to have some conversations around this theme in small informal groups over a cup of coffee.

At Aon SA we are not claiming to be ahead of the game but we are aware that this is a focus area and intend dealing with this in 2007/2008.

In the remaining countries in Africa - the diversity issues are similar however with different priorities.  Many of the countries have different first languages to South Africa (English) and French / Portuguese is their first / business language for example.  We have not entered into formal discussions at this stage.  We are all Africans but are not all black and when we have discussions with American colleagues they automatically presume that we are talking about black people when we refer to Africans.  This makes the conversation somewhat confusing at times.

I am a very proud white, English, female African and I have a tremendous amount to learn about diversity.

Liza Kok
Brand Ambassador
Aon South Africa

Making the Dominant Culture “Excellence”

I enjoyed Larry Benjamin’s blog (Feb 7, 2007) about the concept of race. I sympathize with him about the state of style in young men’s clothing and overly loud music emanating from nearby vehicles. And I concur that both situations seem pervasive across many “lines,” whether skin color, class, cultural background or gender. I’m always tempted to find a lovely opera on the radio to play back at them. Looking back at the types and styles of clothing I wore as a teenager however (think tie-dyed, hip-hugger, extra wide bell-bottom jeans and scarves for tops), I’m just glad that there are few photos remaining. And I confess to still listening to the ear-grating music my parents hated then, much to the chagrin of my own teenager.

For many years, I have been involved in on-going and deep discussions about the issues that seem to divide us and how we, individually and corporately, can recognize, honor and move past them while strengthening both the complementary and common characteristics between people and cultures. I have come to believe that (at least in the Western European empires) skin color DOES matter still, as do gender, age, social/economic class, physical abilities and more. Perhaps not as much on an individual-by-individual case as even a decade or two ago, but institutionally, it is evident when one looks at large organizations, whether commercial or non-profit.

Just looking at photos and reading names of management and directors (admittedly not deep research) of various US organizations, the percentage of people who do not seem part of the “dominant culture” (i.e., white, male, Northern European background) is quite small. However, looking at the names, gender and skin color of most “workers,” I find great diversity. When I take public transportation, or park in public parking lots, I see and hear diversity. So what happens to these diverse people on the way to the boardroom? Presumably, organizations hire the best talent possible, provide the tools and training opportunities for personal and professional growth and then reward the top performers with additional remuneration and responsibility (i.e., promotions). Like others, I find it hard to believe that the only members of the dominant culture are top performers.

It is hard for those who are part of the dominant culture to realize their societal advantages over others. White privilege, heterosexism, ableism, ageism and a whole host of other –isms exist whether we choose to recognize them or not. Aon is working to become a truly open and affirming place for unmatched talent, but it takes more than Diversity Councils and Business Networking Groups. These organizations are a great start and I applaud and appreciate Mr. Case’s commitment to creating a positive environment for personal and professional growth. But it is up to each of us to recognize our own –isms and take true responsibility, individually and corporately to honor, cultivate and nurture the inherent worth of all of Aon’s “unmatched talent,” whether new hires or current employees, making the dominant culture one of excellence rather than something else. Only then will diversity be a core value, instead of window-dressing.

Beth Leehy, Relationship Specialist
ARS of Northern California
Aon Pride Western Region Co-Lead

What Does Race Really Mean?

Since attending the kick-off the Diversity and Inclusion Council for Aon staff in the Delaware Valley (PA), I’ve been thinking pretty much non-stop about diversity and inclusion and what it means.  That’s what led to the followings musings on the definition of race …

I marvel at today’s young men who seem unable to buy jeans that actually fit, never mind a belt to hold up the aforementioned ill-sized jeans.  As I look at these young men shuffling down the street, stopping every few feet to hike their too-big jeans up a fraction of an inch, I am struck by the fact that this unfortunate “look” cuts across both race and economic lines.  How often have I turned to glare at the driver next to me whose rap music is so blaringly loud it threatens to shake my fillings loose, only to be confronted by a face far paler than my own and light eyes, driving what can only be dad’s hand-me-down Mercedes.  The divisional line between the races seems to be, if not disappearing altogether, then certainly less firmly drawn than before.

I read somewhere that scientists have discovered that it is possible to be racially black, but “genetically white;” and vice versa.  What, I wonder, will that do to the future concept of race, indeed of self?  Will race become irrelevant?  My best friend, more sister than best friend actually, is a white divorced mother of two. On the surface we have nothing in common, yet we’re friends and have been for nearly a decade.  She insists my being black is no more noteworthy or relevant than hair or eye color.  I tend to agree, yet I remain intensely aware that I am often the only black person in a room.

Over dinner the other night, my partner (who is white) started relating a conversation he’d overhead on the train between two young men.  Perplexed, he mentioned a slang-term they used repeatedly.  I said, “Gee, I wish I knew what that (term) meant (it was a sports conversation so it’s entirely likely that had they not used slang, I still wouldn’t have understood).  “I know,” he said, sipping his wine.  “And it’s not like I know any black people I can ask.”

I stared at him.  “Oh, you know what I mean,” he said.  Indeed, I knew what he meant.  Still, I can’t help wondering: what exactly does it mean to be black in today’s society?  Is it solely skin color that makes you black?  Is it cultural?  And if race is no longer as easy to define as it once was, how do we define and measure diversity?

Larry Benjamin
Communication Consultant
Aon Consulting

What's In a Label?

What’s in a label? More than I thought, by far.

I grew up calling my childhood friends “the girls.” Still do, even at 50. Don’t let a man call a professional woman that, however, lest he wants his nose chopped off. And what about calling a person of color “black?” In South Africa, that’s as right as it is wrong in the states. In Miami, calling a Cuban a Latina borders on insulting, while in New York, it’s the name of a hip new magazine for professional women of Latin descent.

Then why walk this potential minefield? Isn’t the goal of inclusion to blur the lines between one group of people and the next? The problem (actually, there are many problems) is that we can’t fix the wrongs of the past or evaluate the progress we’re making, unless we can measure and compare one group to the next.

So we put people in categories and we put labels on the categories. And when we use the wrong labels, or the right label in the wrong context, we cause a setback when we wanted to take a giant step forward.

What’s the solution? I welcome comments. I only wish there were answers.

Corbette Doyle
Chief Diversity Officer