by Janine Nicole Dennis | Mar 17, 2015 | Advice, Ask Czarina, Politics, Society and HR, Women in Business
Image courtesy of Flickr.com
Series Introduction
Every year, I like to find a different way of celebrating my favorite day: my birthday. Since I am turning 32 next month (I know…awww…), I’ve decided to share 32 revelations I have had during the course of my life about everything from life in general to business. Think of it as daily inspiration for you and therapy for me. It is a challenge for me, because I don’t think I have ever published a post everyday in the entire existence of The Aristocracy of HR. Plus, I recognize that while I am fairly generous in sharing on social media and here, I have only just scraped the surface on sharing who I am when I’m not pontificating how HR and Business can do better. Let’s use the month of March to get to know one another better. I hope at the end of the month, you walk away with something you can use in your own life or business.
Day 12 of 31- What Checks and Balances?
I’m sure many of you have either been following or heard about the Hillary Clinton email debacle. According to a recent CNN Poll, the public seems to be divided on whether or not this is a serious issue or not. In my opinion, the public is right. On one hand, it isn’t terribly damaging at least as far as her run for presidency is concerned. Conversely, it is quite serious and not something that surprised me when I heard about it. I have often found our so- called “checks and balances” to be severely lacking. This email situation is evidence of our inability to dot our “i’s” and cross our “t’s”.
Having previously worked for a government contractor, I witnessed a system that was severely broken and quite antiquated. When I started working in this arena, it was made very clear what my responsibility was for safeguarding company information whether electronic or paper. For all of the red tape and safeguards they put in place there are twice as many bottlenecks and gaps in procedure. In the case of Hillary Clinton, you have to ask how it is that the Secretary of State of the United States of America could think that conducting business on private e-mail out of convenience was in the best interest of the country. Furthermore, when email wasn’t coming from a .gov e-mail no one else in the administration was alarmed enough to insist she had a secure email account?
According to the Global State of Information Security Survey 2015, the most frequent source of data breaches come from inside the organization. If our heads of state seem unconcerned about how information is being transmitted in a time when cyber incidents among employees are up 10% from the previous year- we have a problem. We have only perceived checks and balances. It appears that breaches and other government hot topics of the moment are only serious when they become a threat or media fodder that has to be dealt with.
I’m not vying for a position in government in this lifetime, but it does seem like our leaders could use better discretion, some focus and due diligence as they tend to safeguarding us and this country. If I made decisions based on convenience, I only impact my family and myself. When you are in a position of power, (such as Secretary of State) your “convenient” decisions have larger ramifications. Ultimately, the issue is bigger than Hillary Clinton, but for now let us all sip tea and watch her be berated for an ongoing government problem. I sincerely hope we do better going forward.
Czarina’s Lesson: The convenient option sometimes leads to an inconvenient result.
by Janine Nicole Dennis | Mar 5, 2015 | Ask Czarina, Business, Featured, Life, Society and HR, Women's Rights
Series Introduction
Every year, I like to find a different way of celebrating my favorite day: my birthday. Since I am turning 32 next month (I know…awww…), I’ve decided to share 32 revelations I have had during the course of my life about everything from life in general to business. Think of it as daily inspiration for you and therapy for me. It is a challenge for me, because I don’t think I have ever published a post everyday in the entire existence of The Aristocracy of HR. Plus, I recognize that while I am fairly generous in sharing on social media and here, I have only just scraped the surface on sharing who I am when I’m not pontificating how HR and Business can do better. Let’s use the month of March to get to know one another better. I hope at the end of the month, you walk away with something you can use in your own life or business.
Day 4 of 31- Silent Sentinel
March 3rd, 1913 a woman by the name of Alice Paul organized a woman’s suffrage parade of more than 5,000 women participants from every state in the union. This wasn’t just any day, it was President Wilson’s first inauguration. It wasn’t your typical parade, Paul and the participants were marching in the name of woman’s suffrage. Onlookers assaulted the marchers which very quickly escalated to a volatile situation.
Four years later, Alice Paul broke away from the National American Women’s Suffrage Association (NAWSA) to form a more radical delegation of women’s rights activists called the National Women’s Party (NWP). It was also during that time that she assembled the “Silent Sentinels” to protest President Wilson’s ongoing lack of support for women’s suffrage. As pictured above, these women asked the obvious questions: “how long must liberty wait and “what will you do for women’s suffrage”.
Why is this important?
This moment in history verifies what I have been saying in previous posts- when you choose awareness and action over ignorance and inaction- it is a problem. Alice Paul and her fellow suffragists were attacked while police officers pretended not to see the attacks and then they were arrested and put away for seven months. I note that when the NYPD and Ferguson had the center stage last year, I did not choose silence over what I knew, I spoke up and called them out – namely the administration for having a poor system and and even worse practices. As a wife to a detective and someone who grew up with the NYPD, I felt there was no one better to talk about the real issues that were causing the civil unrest than me. In return, I had several men chime in. One said that they hoped for my husband’s sake that I was “hot” and that I must be an “A-1 ball-buster at home”. Another exclaimed ” who is this chick that thinks she knows the NYPD and how to fix the issues- she hasn’t a clue.”
Like Alice Paul, these men found my rhetoric and disposition to be “unladylike” and “radical”. In 2015, it is still the opinion of many men that a woman should know her place. I should be seen and not heard. Since I have an opinion, I must automatically drive my husband insane. If the latter is true, the only way the relationship could be worth it (according to these guys) is if I were “hot”. It is not only pathetic but sad, that I even have this as an anecdote to share.
Here’s the facts: I don’t bust balls for folly, but I certainly will-if warranted. I am allowed to have an opinion and feel empowered to speak up, if I choose. I am very much a lady and also radical when the spirit moves me. I don’t take kindly to anyone telling me when and how I should react. I am confident in my skin and operate on these premises, because my father (a man) constantly drilled me on the importance of being independent and strong. I’ve seen what hair twirling, flirting and “lady-like” behavior gets women in the boardroom. You get smirks, raised eyebrows and side-eye from the women witnessing a weak attempt of a fellow woman trying to be seen as worthy and viable. I simply wish that as women we could just show up unapologetically and be accepted for what we bring to the table.
In conclusion, the men that were spewing this stuff had never been schooled on social media 101 apparently. As such, it never occurred to them that the thread they were bashing me on would be seen by my dad. I can tell you that no matter how old a woman gets, no father takes kindly to people speaking ill of their daughter. My dad had a field day with one of them-to which this gentleman agreed he was in the wrong for making assumptions about who I was because he didn’t like my opinion. While I can’t be sure if these men were truly sorry or just sorry that the father of the conspirator caught them in the act, This situation and others ensure that I will continue to speak out in the future.
The time for women to be paid equitably, treated fairly , and regarded as the awesome human beings we are is now. Alice Paul was fighting this fight over 96 years ago, isn’t it time?
Czarina’s Lesson: When it comes to the fight for civil liberties, what is old is new and what is new is old. There’s no true liberty until everyone is afforded the same opportunities and rights.
by Janine Nicole Dennis | Dec 15, 2014 | Featured, Human Resources, Life, Society and HR, Talent Management
Disclaimer: This post was co-written by Steve Levy of the uber awesome, Recruiting Inferno blog and Janine Truitt, Chief Innovations Officer of Talent Think Innovations, LLC and Founder of The Aristocracy of HR.
If you haven’t recognized the surge of conversations and bickering about race lately you have either been ignoring it or have living under a rock. For most people, having a discussion about race relations is the equivalent to standing in a public place with twenty people where there is a remarkable stench, but no one wants to be the one to say aloud that the room stinks. Talking about race stinks, but it has to be done.
Despite the front-page awareness brought by the deaths of Michael Brown in Ferguson, MO and Eric Gardner in Staten Island, NY, there’s one place that has yet to directly embrace the discussion.
The workplace.
For all the sensitivity training mandated by corporate Human Resources with their PowerPoint decks and contrived “can’t we all just get along” group exercises, practically all diversity and inclusion sessions can be boiled down to lyrical statements such as these from the Diversity and Inclusion in the VA Workforce presentation from Department of Veterans Affairs:
Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations with which they interact
The “melting pot” theory of American society has evolved, instead consider a vegetable soup metaphor
Members of various cultural groups may not want to be assimilated, they want their tastes, looks and texture to remain whole.
These present a sanitized and easy-to-deliver message that diversity and inclusion can be learned by all employees in a few hours.
Yet they never mention the phrase, Race Relations.
In some instances, participants are even asked to shout out words and phrases that further marginalize the recipients, like:
Jews are great with money; Blacks are great at sports.
Feel better now? Great, now get back to work and make some money you silly goose…
The bigger question is where has all of our diversity and inclusion training gotten us? As HR people, have we had the truly difficult conversations surrounding race or have we just chosen to do what’s comfortable for everyone involved – the 50% solution?
I can comfortably say we have done the latter. We’d much rather have employees overhear the whispers in cubicles or the clandestine rumblings about race at the water cooler than to have an open and honest discussion in the context of our corporate mission and values.
When we speak about diversity and inclusion in the workplace, we usually give it the backdrop of tolerance. We can’t make people love one another but is tolerance of one another enough? Our sentiment is that just as parents teach their kids about racism so does a company “teach” its employees how to treat those from other races within the company.
However, you can’t have bigots “protectively” draped in the veil of Human Resources prancing around your organization. It doesn’t work to insulate racially insensitive behavior because as we are witnessing, racism always manages to rear its ugly head. Take Sony Pictures: None of those fools saw a hacking of their emails coming and so they happily cracked racial jokes about the President of the United States along with bashing other notable artists. Where was HR?
It will be interesting to see if and how their HR department deals with the racial joking in the context of any policies they have on the books. The likely scenario will be that the public will play the role of HR and “force” Amy Pascal to resign because the public remedy of chopping off the head of the stinking fish – at the expense of fixing the deeper reason for the stench – carries more weight to company “leadership” than addressing the issue as a violation of a company policy which of course is predicated on the presence of an actual company policy that deals with racially charged actions.
Working in HR, we have found out that policies stating that there is “Zero Tolerance” for discrimination and/or racist discussion in the workplace are bull. While most companies have them to cover their behinds, HR issues such as internal inequity run rampant with minorities making disproportionately less money than their white counterparts (want more? search for “do minorities earn less”). Zero Tolerance policies notwithstanding, employees in general are free to spew their racial epithets company-wide, because they can without any significant repercussions. Heck, kindergarten children who point “finger guns” at other classmates are suspended more frequently than employees sending around racially-insensitive emails!
We have a major issue in the US around race and it has been fermenting in business and the workforce for a long time. You can thank race relations for your EEO-1 reports, for your Affirmative Action Plans, and for all the data you have to collect to prove your applicant pools have adequate ethnic and racial representation.
The world is laughing at us.
As our colleague and friend, Ron Thomas recently said in his article “Breathe Deep” about the world’s view of business and HR: “Every race imaginable, every language imaginable and everyone is too busy with their lives to get caught up in this racial mindset. We are too busy doing business to get caught up in this US kind of thing.” His point-of-view is framed by his relationships with business leaders in Dubai where he currently lives and works.
Here’s a thought…
If it is explicit (meaning in policy and action) that racism and/or discrimination will not be the basis for any business decision in company “X”, employees have three choices, (1) they can resign and find a company where their bigoted ideas are supported; (2) they will act accordingly and ensure that all people are treated fairly; (3) or they will be fired. Zero Tolerance should really mean Zero Tolerance.
However, anti-racism policies alone are not sufficient to solve the core problem. The real issues are Action and Accountability. Given the events of gross police misconduct in Ferguson, MO and on Staten Island, NY, are HR and C-suite leadership any more encouraged to offer corporate solutions for addressing race relations in the workplace? It is important to throw both company leadership and HR out in front because it stands to reason that the current model of HR wouldn’t write a policy or create education that will change this racial trajectory if it isn’t supported by leadership.
Much of the undercurrent of annoyance and fury surrounding the recent killings of black men in the media are not just about the killings, but how it is rooted in a build up of injustices felt in every corner of society by every category of a workplace EEO-1 report. Monochromatic leadership with monochromatic workforce planning when combined with the fear or inability to discuss complex socio-economic issues has led to an uneven playing field when it comes to the differences of upward mobility and opportunity for both whites and blacks.
We’ve steered clear of the word minorities as it is an all-encompassing “safe word” that frankly allows us in HR to downplay the impact our policies, procedures and ideals have on specific groups of people. With Diversity and Inclusion training, task forces, affinity groups, and even people of color on Boards of Directors, it sure sounds like we’re being inclusive when in reality the sanitization and compartmentalization produces even further misunderstanding and pushes conversation farther back into the closet.
Both of us have very strong ties to law enforcement; we’re quite aware that the job is dangerous and we do worry about our friends and family coming home every evening. We also know how hard-working, conscientious, and fair most of them are. It’s a small percentage of police officers who cross the lines into racist action, much in the same way we suspect that a similar percentage of companies create a culture of racism with divisive C-level leadership and non-existent HR oversight.
While “leaders” have created the problem, within the workplace, HR should have the knowledge, influence, and ability to change the deeply ingrained culture that is responsible for enabling the racism. Our thesis is that racism in the workplace continues to undermine the very purpose for why we exist in organizations and in so many instances HR has taken the easy way out.
It is time for a change.
When the death of black men in Ferguson, MO, on Staten Island, and in stairwells takes place so easily, then it really does become time not for a national discussion of race in America but a national call to action and change of culture. Surely we’re not naive to believe that either discussion or action will eliminate bigotry but since we’re in a profession that purportedly cares about the workplace, it is time to mobilize a new Human Resources to create new deliverables about Race Relations.
The workplace is not a community that sits on an island cordoned off from society but is in fact a microcosm of society. HR has failed either by fear, ignorance, or some bizarre take on professionalism to address racism in the workplace. If employees are the heartbeat of the company, then for certain HR is the pacemaker – and it’s time for some serious surgery.
People are now marching on the streets across the country – and it’s calling attention to racism in America but it’s time for HR to march into boardrooms. It’s time for HR to lead the discussion on racism at work, not as means for attaining a certificate of completion for diversity training but with a goal of creating a culture and all the necessary elements to root out racism in the workplace. It’s time for HR to look its recruiting and retention practices to see if we’re “bringing” racism into the workplace with bad hiring and “promoting” racism with bad management.
If all this talk about racism makes you uncomfortable to think or speak about, think of your “valued” employees who endure these racially-charged emails, water cooler jokes, and I-know-why-you’re-here smirks because you failed to create a culture that supports the value they bring to your company. If your talent chooses to leave or you can’t attract the best and the brightest because your company’s HR policies, procedures, and people aren’t fair and supportive, do you know what that makes you?
Unemployed.
