Mixing It Up On Nonprofit Boards: Diversify or Fail | 3BL Media

I love Scott E. Page’s book, “The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies.” First of all, he is a kindred spirit, talking about joy, diversity, and Ben and Jerry’s New York Super Fudge Chunk (my favorite). He also opens his chapters with delightful and illuminating quotations from an eclectic array of historians, rock stars, writers, comedians, philosophers, and others. 

“What each of us has to offer, what we can contribute to the vibrancy of our world, depends on our being different in some way, in having combinations of perspectives, interpretations, heuristics, and predictive models that differ from those of others. These differences aggregate into a collective ability that exceeds what we possess individually,” shows Page, a professor of complex systems, political science, and economics.

I have seen this phenomenon with many dozens of nonprofit boards..

For continuation, see http://bit.ly/ddspP7

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Justice and the Environment March Hand in Hand | 3BL Media

Dr. Martin Luther King, Jr. Strove for Both

The Reverend Dr. Martin Luther King Jr. is remembered primarily as a great civil rights leader, in the footsteps of Moses and Gandhi, and rightfully so.

But he was also an environmental leader far ahead of his time as he strove to raise awareness about urban environmental issues and public health concerns that affect communities of color more than their white counterparts. Dr. King was a pioneer in what has come to be called environmental justice. It seems that environmental hazards and degradation do not fall equally on rich and poor, white, red, yellow, brown and black. If you live in a poor neighborhood or a community that is made up largely African-American, Hispanic, or indigenous people, you are more likely to be at risk from air, water, and soil contamination. Hazardous sites or polluting industries are more likely to be located in these areas than in the tony suburbs. Google “Gross Pointe Landfill” or Beverly Hills Mining” and you’ll see what I mean.

Environmental justice principles are that all members of a society have equal rights to clean air, water, and soil, and to enjoy communities where they can raise their families in healthy, natural environments. It affirms that no one possesses the right to degrade and destroy the environment, whether governments, private industry, or individual citizens. Further, environmental justice guarantees equal access to relief from hazards that occur and genuine community participation in the decisions of government and industry that impact the community.

The 13th annual Dr. Martin Luther King, Jr. Legacy of Environmental and Social Justice Program took place at the Yale Peabody Museum of Natural History on January 17th and 18th. As part and parcel of his civil rights work, Dr. King strove to raise awareness about health and urban environmental issues that disproportionately affect minority and low-income communities. The celebration included music, dance, a youth talent show, storytelling, poetry slams and a grand finale drum circle. It also included a Community Open Mic, where members of the community could honor the words and legacy of MLK by sharing original poetry and rap, and by speaking their minds on environmental and social justice issues.

Dr. King’s final journey was to Memphis to improve the working conditions of the garbage collection workers thee—the vast majority of whom were African American—and improve the terrible working conditions and environmental health issues that they endured. It was t here he gave his famous “Mountaintop” speech, the night before he was assassinated.

Dr. King’s legacy includes a waste to resources theme—that human beings are living treasures to be loved, nurtured and respected, not wasted; that the impact of the waste we produce should not fall more heavily on the poor than the rest of us, and that what affects any of us directly, affects us all indirectly.

In honor of Dr. King and all the future generations he fought and died for, we leave his own words from Memphis as the best closing tribute to his legacy.

Greenopolis.com is dedicated to our users. We focus our attention on changing the world through recycling, waste-to-energy and conservation. We reward our users for their sustainable behaviors on our website, through our Greenopolis Tracking Stations and with curbside recycling programs.

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CSR Minute: Veuve Cliquot’s Businesswoman Award; American Home Furnishings; Shelton Group

Corporate Social Responsibility News: Veuve Cliquot’s Businesswoman Award; American Home Furnishing Association’s Sustainabiity Summit + Shelton Group

Diversity and Inclusion Demonstrate Direct Business Benefit at McKesson | 3BL Media

McKesson’s commitment to diversity and inclusion reflects a deep-seated understanding that diversity is a business imperative. Building a strong culture of diversity and inclusion is key to helping McKesson attract the best and brightest employees. Fostering and embracing cultural competence also helps the company execute its business strategies, innovate and maintain its competitive edge.

Having a workforce that mirrors the diversity of society is more than just the right thing to do — it can be a critical factor in winning business. One example of how McKesson’s culture of diversity and inclusion contributed directly to business success appears in McKesson’s recently-released 2008-09 Corporate Citizenship Report.

After McKesson’s U.S. Pharmaceutical sales team began negotiations with the California Korean Pharmacist Association, the customer group requested that a Korean-speaking McKesson employee be included in future negotiations.

Speaking the Customers’ Language
According to Stacey Williams, director, Diversity and Inclusion, “While many of our employees are Korean Americans, we couldn’t find anyone inside U.S. Pharmaceutical sales team who spoke the language fluently enough to participate in negotiations.”

Thankfully Pamela Yoon, managing editor with the McKesson Connect e-commerce site in U.S. Pharmaceuticals, spoke Korean fluently and she was invited to participate in upcoming negotiations.

Stacey says that Pamela’s presence made all the difference and became a critical factor in winning the business.

After forging the deal, the team realized that McKesson would need someone who speaks Korean on the customer support team. As a result, Stacey says, “We hired a full-time Korean-speaking customer service representative.”

With changing demographics affecting both McKesson’s customers and employee population, Stacey says, “It’s critical for us to think about diversity and inclusion in every interaction to see how cross-cultural implications might need to be considered.”

She adds, “We work in a diverse, rapidly changing global marketplace. While we offer an excellent array of products and services, ultimately, our competitive edge comes from within. The greater our diversity, the stronger we are as a company.” 

Greenpeace tells you The naked truth about the F-word and climate

Coca-Cola Enterprises Inc. Names Edward J. Lopez Chief Diversity Officer

Coca-Cola Enterprises (NYSE: CCE) today announced that Edward J. Lopez has been named Chief Diversity Officer, effective November 1. Mr. Lopez will oversee the company’s global diversity initiatives, and will report to Pam Kimmet, Senior Vice President, Human Resources. Previously, he served as Vice President of Public Affairs and Communications for the company.

“With more than 20 years of experience in the legal, public affairs and community relations arenas, Ed will build upon the work Coca-Cola Enterprises has done to ensure diversity remains an integral part of our culture, our approach with our customers, and our Corporate Responsibility and Sustainability commitments,” said John F. Brock, Chairman and Chief Executive Officer. “Through his leadership and expertise, Ed will drive our global diversity strategy to ensure CCE continues to attract, develop and retain a highly talented and diverse workforce that is representative of the communities we serve.”

“From talent acquisition efforts to engaging a wide range of customers, suppliers and community organizations, CCE continues to incorporate diversity and inclusion into our ongoing, daily business operations,” said Ms. Kimmet. “I look forward to the insights Ed will bring to the established infrastructure we have in place at CCE.”

Before joining CCE in 2007, Mr. Lopez served on the New Mexico Governor’s cabinet as Cabinet Secretary and Superintendent of Regulation and Licensing. From 2000 to 2004, he was President of the National Hispanic Cultural Center Foundation’s Board of Trustees. As President and a member of the board, Mr. Lopez led the foundation in identifying, preserving and enhancing Hispanic arts and humanities. He is also active in the community, currently serving on the board for the National Hispanic Child and Family Development Institute. Prior to these roles, he spent 15 years with the Bell Telephone System as corporate counsel and then vice president/general manager of operations in New Mexico.

“Our employees are the foundation of our business,” said Mr. Lopez. “To help us deliver on our vision of being the best beverage sales and customer service company, it is imperative that we provide our employees with a work environment that continues to allow them to achieve their full potential.”

Mr. Lopez received his Bachelor of Arts degree from Michigan State University in East Lansing, and his Juris Doctor from the University of New Mexico in Albuquerque.

Coca-Cola Enterprises is the world’s largest marketer, distributor, and producer of bottle and can liquid nonalcoholic refreshment. CCE sells approximately 80 percent of The Coca-Cola Company’s bottle and can volume in North America and is the sole licensed bottler for products of The Coca-Cola Company in Belgium, continental France, Great Britain, Luxembourg, Monaco, and the Netherlands. For more information about our Company, please visit our website at www.cokecce.com, and for more information about Corporate Responsibility and Sustainability at our Company, please visit http://crs.cokecce.com.

CSR Minute: October 15, 2009 – Philanthropy New York’s Diversity Report; ANA’s Carbon Policy

Corporate Social Responsible News: Philanthropy New York’s Diversity Report; ANA’s Carbon Policy

Mongolian Women: Undaunted by Adversity

By Paula Hirschoff

I recently traveled to Mongolia, drawn by legendary stories of Mongolian women’s strength and resilience developed through a nomadic lifestyle and harsh climatic conditions. Half the population of 2.7 million is still nomadic or semi nomadic, although many are now migrating to the outskirts of Ulaanbaatar, the nation’s capital, where they live in gers—traditional round, one-room dwellings.

“Nomadic women have to do so much!” said B. Onon, program director for the Gender Center for Sustainable Development, one of three Global Fund for Women grantees that my friend Darlene Kunze and I visited in Ulaanbaatar.

We observed the typical woman’s workload. For our hostess Sarantuya, a day’s work comprised milking a herd of cows, producing a wide variety of dairy products, and handling the horses and goats, while holding down a job in the nearby capital. “She’s superwoman! Grandma too,” remarked her friend.

“Centuries ago Mongolian women had rights and privileges not accorded to most East Asian women,” Onon explained. “For example, they owned property and could divorce their husbands. Gender relations were more equal in Mongolia.” On the steppe, women rode horses, shot arrows, and according to a popular folktale about a princess, even wrestled. This legendary daughter of a king bested all male opponents, which allegedly led to the current requirement for wrestlers to wear open vests, thus proving they do not have female breasts.

The history of these powerful Mongol women is about to become better known with the publication of The Secret History of the Mongol Queens: How the Daughters of Genghis Khan Rescued His Empire, by anthropologist Jack Weatherford in February 2010.  Mongol men are famous for conquering most of the known world, but women ruled the empire during much of the thirteenth century. These daughters headed the kingdoms along the Silk Road and created the commercial networks that knitted Europe together with Asia, according to Weatherford, who also wrote Genghis Khan and the Making of the Modern World, about the rise and impact of the great conqueror. These Mongol women excelled in commerce, but some also put on the helmet of war and led their troops to victory in battle.

The spirit of these queens of the past still lives today on the Mongol steppe, Weatherford said. History forced Mongol women to be strong and to act independently—traits that they bring to the sometimes daunting challenges of the globalized society. “They may lack the material means and some of the tools of more technologically sophisticated societies, but they stand second to none in their strength, spirit, and determination,” said Weatherford, who lives in Mongolia for half of each year.

The two decades since Mongolia emerged from Russian dominance as a fledgling democracy have been good for women in some respects and not so good in others. As civil society has taken root, women’s rights have had more attention; the growing rate of poverty, however, typically has affected women more than men. Moreover, 70 percent of women employed in rural work are not paid and have limited control over assets. For example, women own only 16 percent of livestock and rural housing. Another discouraging statistic is the proportion of women in Parliament has fallen from 25 percent in 1990 to 6 percent in the last election. These statistics come from the Gender Center’s database of research and gender-based analysis on Mongolian women.

A Modern Struggle

Today Mongolian women are fighting to rebuild that historic equality by strengthening civil society, and GFW grantees are solid blocks in the foundation. The National Center Against Violence, for example, which runs five shelters for battered women and their children, has taken a lead role in advancing women’s rights. According to D. Enkhjargal, an attorney and its director for the past 12 years, domestic violence was kept secret — a private family matter — in the decades under the Russians. The Center is fighting to expose the problem, noting that one-tenth of Mongolian women suffer from domestic violence at some point in their lives.

Almost since its founding in 1995, the National Center has been building a legal basis for prosecuting cases of domestic violence and protecting its victims. Armed with thorough research of records from courts, law enforcement organizations and hospitals, the staff raised public awareness and advocated for a domestic violence law. Government officials were initially skeptical, protesting that domestic violence was not a problem in Mongolia, and claiming that the Center was trying to introduce “western culture” to the country. By 2003, however, the Center’s advocacy had paid off. The government officially acknowledged its support of the draft law against domestic violence and in 2004, Parliament passed the law unanimously.

The Center’s work extends beyond domestic violence. In July 2008, the government declared a state of emergency and cracked down on demonstrators who protested election irregularities. Some children and people with disabilities were jailed; a number of detainees were tortured and denied food and water. Women and children were held for days with adult men. All media, except the government television were shut down. Calls to the Center’s hotline demanded, “Why aren’t you doing something?! Aren’t you the national center against violence?”

“We decided we had to do something,” said Enkhjargal. Joining a coalition with some 20 other human rights groups, the Center’s staff and lawyers took a lead role in defending the victims of human rights violations and documenting the abuses that had taken place during mass arrests and detentions.

In the midst of work at the national level, The Center Against Violence continues its advocacy for battered women, as we learned when N. Pvrevjav, coordinator of the shelter house network program, took us to the Madeleine Albright shelter, first funded when the former U.S. Secretary of State visited Mongolia in 1998. The shelter had 18 beds for women and children, a private room dedicated to counseling victims, and a large sunny living room filled with books and toys for the children. In addition to running shelters, the Center Against Violence also trains police, counsels perpetrators, and leads annual national campaigns against violence.

The Center also has a group of lawyers who provide pro bono defense in cases that come to court. The work can be grueling and dangerous. Last November, the entire staff was deeply affected when one of the attorneys died under suspicious circumstances while working on a contentious case.

The Global Fund for Women remains the chief source of support for the Center’s operating costs, according to the director. Other donors give money for projects with specific goals usually designated by the donors themselves. The Global Fund, on the other hand, allows grantees to decide for themselves how to spend the funds.

The second GFW project we visited—the Gender Center for Sustainable Development—also challenges official policy.  In addition to its research function mentioned previously, a core mission is to provide access to education for the most vulnerable children. The Center documented a gap between government statistics and its own research regarding the number of children attending school in two neighborhoods. Of 800 families, the official statistics indicated that only two or three children between the ages of 7 and 17 were out of school. The Gender Center’s research, however, revealed the number was ten times higher.  Then the staff interviewed the families to learn why the children were out of school. Some of the boys had gone out to earn a living, while the girls were caring for younger siblings or relatives who were ill. Surprisingly, girls are more likely to attend school. More girls than boys are enrolled in high school, and nearly 60 percent of university students are women. This is partly because boys have more options for employment, including joining the army, herding the family’s livestock or driving vehicles.

The Gender Center’s follow-up actions followed a dual track—making educational policy recommendations to the government and offering informal education to the children. In addition to the headquarters in the capital, the Gender Center has a branch in a ger district located close to a major garbage dump. There the Center provides basic literacy and computer classes for children from very poor families, children with disabilities, and the children who scavenge at the dump.

Princesses—All of them

Some girls drop out of school because they become pregnant. These are the girls served by the third GFW grantee that we visited in Mongolia— The Princess Center for the Protection of Girls and Young Women’s Rights.

The name harks back to that legendary princess who won the wrestling contests.  Why do they call it the Princess Center? “Every girl should be brave, like a princess—without fear—like the daughter of a king,” C. Undrakh, the director, told us during our visit to her office.

Undrakh founded the Center in 2003, shortly after she earned a degree in social work (a new field in Mongolia). She noted that her mother, a lawyer and non-governmental organization (NGO) activist, influenced her to create an entity that would address urgent social problems. Her internship with the National Center Against Violence (see above) also shaped her choice of career path.

The center is the only NGO in the country focusing on single adolescent mothers. Counseling pregnant teens on reproductive and sexual health and providing them with vocational training are two of the Center’s major services. The Center runs a hairdressing salon where some of the girls find employment. It also has a project in which the girls decorate pullovers with beads and sequins and sell them. It operates a hotline that advises them on abortion, HIV/AIDS, and other reproductive health issues.  Mongolians tolerate the idea of abortion during the first trimester of pregnancy, she said, and AIDS is not yet a major problem in Mongolia, with a total of only 58 cases so far.

Each year, the Princess Center focuses its work on one of the nine districts of Ulaanbaatar (six in the central city area and three on the outskirts of town).  Much of the work is done through girls’ clubs run by volunteers who are university students majoring in social work. The clubs continue after the year of intensive services ends, and some 20 percent of the young mothers continue to contact the Princess Center for mentoring.

“We measure our success by attitude changes—whether the girls become more self-confident and acquire the skills that will prevent them from future risks such as additional unwanted pregnancies,” said Undrakh. The Mongolian birthrate is climbing, along with the rate of teen births, she added. The average Mongolian woman has 3.5 children.

At the Princess Center, as at the National Center Against Violence, the staff are grappling with social problems that disproportionately harm women. The Gender Center for Sustainable Development is providing the tools in the form of gender research, analysis, and policy recommendations. In the process, these organizations strengthen Mongolian women by building on a tradition of independence, leadership and power wielded by Mongol women of long ago.

Study finds women missing out on agricultural boards

ABC Rural

A new study suggests country women are the silent slaves in rural life.

A report by the Rural Research and Development Corporation has found while women do about half the work on farms and in rural communities, they are not represented on agricultural boards.

The President of Australian Women in Agriculture, Patricia Hamilton, says women are held back by their responsibilities.

“First of all women have a lot of personal constraints, they have their own life cycle and life cycle of the family and the farm,” she says.

“In the past, they’ve been told they can’t go onto boards because they haven’t got the skills and knowledge.”

But the Federal Agriculture Minister Tony Burke says the study doesn’t take into account the changes he’s made in the last 18 months.

He says he’s told the research and development boards that applicants shouldn’t need previous board experience.

“In the 18 months we’ve gone from around 20 per cent mark of female represenation, on the RDCs, Research and Development Corporations, to around 40 per cent women, by insisting on merit based selection.”

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