| Some people work at their jobs because | | | | workplace ethics and corporate social |
| they have to make a living, and they get | | | | responsibility values the espouse. When |
| to express themselves after work. Some | | | | I re-entered the private sector it was |
| people have careers that they love, and | | | | as an executive with senior level |
| have a hard time not taking home their | | | | responsibility and salary. |
| work with them when they go home. And | | | | Deb says her passion for diversity only |
| then there are successful people in the | | | | continues to grow. She was a founding |
| diversity field. They have a passion for | | | | member of the Conference Board Workforce |
| diversity and they live their work. | | | | Council on Diversity 13 years ago . "I |
| Whether or not they take their work home | | | | have never been around anything else |
| with them, their work is always driven | | | | that keeps me stimulated 24 hours a day. |
| by the values they live every day, and | | | | I rarely read anything that is not in |
| their lives are driven by the values | | | | the field. I have a global vision and I |
| they promote at work. | | | | want to help create the kind of world |
| When organizations began to embrace | | | | that does not just tolerate differences, |
| diversity in the 1980s, many of them | | | | but one where people are truly |
| thought that diversity training was the | | | | respectful and inclusive of other s, the |
| answer. They thought that if every | | | | kind of world that is healthy for our |
| employee attended a diversity training | | | | children." |
| class, biases, complaints and lawsuits | | | | Edgar Quiroz is the Director of |
| would disappear and everyone would work | | | | Workforce Diversity at Kaiser |
| together in harmony forever. There were | | | | Permanente's National Diversity |
| two kinds of people engaged in diversity | | | | Department. He told me, "I really never |
| training, education and organizational | | | | sought to get involved with diversity |
| development. There were those who | | | | work, diversity work got involved with |
| thought of it as program or a trend. | | | | me." He grew up in San Francisco in a |
| These people read a few books, took a | | | | diverse neighborhood with |
| train-the-trainer class or bought one in | | | | African-Americans, Asians, Caucasians |
| the mail and called themselves experts. | | | | and Latinos like himself. While |
| The second group knew that it was a | | | | attending high school in the 1970s he |
| process, not a one day program and that | | | | was active in community student |
| in order to create change they needed to | | | | leadership. "I organized youth in under |
| live it, learn it and continually | | | | served communities city wide to help |
| develop their passion for it. They were | | | | them with jobs, careers, and educational |
| cognizant of the need to integrate | | | | enhancement. Not one of my past job |
| diversity into the business strategy of | | | | descriptions ever included diversity as |
| any organization and the rest of their | | | | a duty, but I always managed to weave |
| lives. They also knew there were no | | | | diversity work into my functions. As a |
| quick fixesthat it took patience, and | | | | boy, my father and I walked the picket |
| timebut change was possible. | | | | lines with Cesar Chavez in support of |
| The first group lost interest and went | | | | the UFW." He began working at SF General |
| on to something else but people in the | | | | Hospital as a youth outreach worker. "I |
| second group are still here helping to | | | | worked with young people who were |
| create change They're working to create | | | | homeless, drug and alcohol addicted, |
| inclusive environments where all people | | | | prostitutes, battered and abused. |
| can do their best work and have their | | | | Today Edgar says he is privileged to be |
| individual skills and talents, | | | | the Director of Workforce Diversity for |
| recognized, appreciated and utilized. | | | | Kaiser Permanente where he has worked |
| I wanted to know more about this passion | | | | for 20 years. During this time he was a |
| for diversity and where it came from. | | | | founding board member and past president |
| What drives some individuals to maintain | | | | of the Kaiser Permanente Latino |
| their personal mission, vision and | | | | Association. "I chose Kaiser Permanente |
| values despite resistance, challenges | | | | because their social mission on |
| and nay sayers. I interviewed four | | | | community wellnes, diversity and |
| people whose passion for diversity is so | | | | cultural competency are aligned with my |
| great it's like a magnetic force that | | | | own. My primary three areas of |
| continues to get stronger and attract | | | | involvement are: 1) Enhance the |
| everything in its path. These four | | | | diversity, cultural competence, skill |
| people are Terry Howard, Director of | | | | and performance of our workforce; 2) |
| Diversity for Texas Instruments; Michele | | | | Provide culturally competent medical |
| Atlas from Workforce Diversity Network; | | | | care and culturally appropriate service |
| Deb Dagit, Executive Diversity Director | | | | to improve the health and satisfaction |
| at Merck; and, Edgar Quiroz, Director of | | | | of our increasing diversity membership; |
| Strategic Initiatives and Innovation at | | | | 3) Grow our membership through effective |
| Kaiser Permanente. | | | | market segmentation approaches that |
| I asked all of them, Why did you get | | | | target specific populations which are |
| involved in diversity? Here are their | | | | the fastest growing segments of our |
| stories: | | | | society". |
| Terry Howard, Director of Diversity at | | | | Diversity impacts his personal life |
| Texas Instruments, has a long-standing | | | | every day. His family is bi-racial, and |
| and personal connection with diversity. | | | | it is important to him that they all |
| "As an African-American male, I've been | | | | know, embrace and celebrate both his |
| involved in and experienced diversity my | | | | Latino culture and the African-American |
| entire life. From a career standpoint, I | | | | culture. "My passion for diversity has |
| actually got involved in this work by | | | | increased to a point that far exceeded |
| 'default.' During the mid 1980s, I | | | | any of my expectations. It's only gotten |
| managed a group charged with delivering | | | | better and I maintain my lifetime |
| employment and EEO service for AT&T. Our | | | | relationships with mentors and |
| client base was very diverse and that | | | | colleagues. I love my work, and there is |
| itself heightened my interest in this | | | | a lot more work to do. As a country we |
| work. The challenge of fostering | | | | have to pay more attention to |
| awareness of that growing diversity and | | | | populations that have been ignored so |
| leveraging it was most intriguing to me. | | | | more people have access to quality |
| In 1986, I read the Hudson Institute | | | | health care. I remain optimistic and |
| report Workforce 2000. This ignited me | | | | hopeful. I am inspired by all others who |
| and I knew I wanted to help break new | | | | are also working for change." |
| ground." | | | | Michelle Atlas began her career in |
| Terry's passion and his involvement in | | | | Vocational Rehabilitation in Rochester, |
| diversity continue to grow. He now | | | | New York over 13 years ago. Seven years |
| supports 15 diversity affinity groups at | | | | ago, she was hired by the Rochester |
| Texas Instruments, as well as the many | | | | Business Alliance to create a new |
| business level diversity committees and | | | | program to provide employment services |
| their annual diversity conferences. "In | | | | to people with disabilities. After the |
| between, I write a monthly internal | | | | first year, she was asked to represent |
| diversity column and issue periodic | | | | the Rochester Business Alliance at the |
| diversity tips on the full range of | | | | Workforce Diversity Network, an |
| diversity topics, and I speak on | | | | organization whose mission is to create |
| diversity and inclusion at meetings and | | | | a nationwide learning network to support |
| retreats internally and externally ." | | | | organizations in learning more about the |
| Recently he founded the Diversity | | | | benefits of diversity in the workplace, |
| Connection Symposium for Texas Diversity | | | | and is expanding to other areas in the |
| Professionals, a group consisting of | | | | USA "I didn't know a lot about other |
| representatives from Shell Oil, Price | | | | areas of diversity beyond disability, |
| Waterhouse, First American, Intel, | | | | but as I began to learn about all the |
| Intuit, JC Penny, Delotte and others and | | | | other dimensions, diversity and |
| delivered talks in France and China. He | | | | inclusion became so important to me and |
| takes his passion for diversity and | | | | I kept learning and expanding my |
| inclusion to the community, having | | | | knowledge base about every component." |
| participated in a community march | | | | As a representative, Michele got to meet |
| against hate. "One of the things I'm | | | | diversity leadership in various kinds of |
| most proud of is my role in the | | | | organizations. She learned more about |
| successful integration of religion and | | | | diversity initiatives and issues that |
| faith in the workplace amid lots of | | | | organizations were dealing with. "I felt |
| skepticism." He said that people were | | | | a very strong affinity for this work. I |
| still talking about the standing room | | | | went from being a representative to the |
| only session "When Traditional Religion | | | | Diversity Workforce Network to serving |
| Meets Sexual Orientation". When asked | | | | on the board and becoming a part time |
| what drives him his reply was, "My | | | | staff member; working with the Executive |
| passion is driven by my curiosity about | | | | director, and coordinating membership |
| the far-reaching implications of | | | | and organizing our national conference. |
| diversity and getting organizations to | | | | I love the spirit of the other people |
| see that connection. It never stops." | | | | who do this kind of work. My passion |
| Deb Dagit, Executive Director of | | | | comes from being a part of something |
| Diversity for Merck, told me that she | | | | that is so good for the world at so many |
| had lived months at a time from when she | | | | levels. I'm excited by other cultures, |
| was 11 to 16 in the Shriners Hospital to | | | | and I am part of an incredible program |
| receive treatment for a bone condition | | | | called the Mosaic Partnership where |
| that resulted in fractures and bone | | | | leaders in our region are partnered with |
| deformities. She was there with other | | | | someone from a different race and |
| children who had bone and burn | | | | participate in group coaching sessions." |
| disabilities from all over the world. "I | | | | Michelle talked about how crucial it is |
| became close to kids from all over the | | | | for people in the health care field to |
| world who were also living in the | | | | be culturally competent. Besides her |
| hospital for months at a time, cut off | | | | part time work with WDN, she consults, |
| from families and "normal" life . I | | | | coaches and trains people who employ |
| learned what we had in common was more | | | | people with disabilities to be more |
| significant than what was different, | | | | culturally competent. "My learning |
| regardless of our cultural differences." | | | | points have been to honestly assess my |
| During the time she spent in public | | | | own biases and to then be able to help |
| school she was separated from the rest | | | | other people assess their own and feel |
| of her class as schools were not | | | | safe. Learning about my own biases has |
| required to integrate children with | | | | been very liberating and other people I |
| disabilities and therefore there were | | | | work with have said that it is true for |
| many restrictions on how she was allowed | | | | them. If we want to move forward from |
| to attend. She had to sit right next to | | | | diversity to inclusion we have to |
| the teacher's desk and was not allowed | | | | identify our subtle biases and work |
| to go to recess or lunch with the other | | | | through them. I hope I never stop |
| kids. In describing her experiences she | | | | learning." |
| says, "Because of how I was treated, I | | | | Although these four individuals are from |
| related to other kids who were also seen | | | | different industries and came to |
| as needing extra attention from the | | | | diversity work from different |
| teacher, whether for behavioral issues | | | | experiences and backgrounds, they share |
| or learning challenges . Issues of | | | | certain qualities and experiences that |
| fairness, respect and inclusion became | | | | contribute to their passion for |
| very important to me as I observed who | | | | diversity. From Deb's voracious reading |
| was singled out and how this caused them | | | | of diversity books to Michele's personal |
| to be treated by other members of the | | | | involvement with the Mosaic Partnership, |
| class ." After graduation, Dagit tutored | | | | we see that these four remarkable |
| people who immigrated from Vietnam after | | | | individuals have all cultivated |
| the war. She saw how they struggled to | | | | lifestyles that support their passion |
| learn the language, culture, and to fit | | | | for diversity. They live and breathe |
| in with other kids. | | | | diversityboth coming from diverse |
| She explained that there is a | | | | backgrounds and seeking out diverse |
| disproportionate number of people with | | | | interactions and experiences. They have |
| disabilities who are veterans and who | | | | all adopted learning orientations so |
| are from minority backgrounds for a | | | | they can continue to develop their own |
| variety of reasons , and that along with | | | | cultural competence and help others to |
| diversity issues amongst people with | | | | do the same. Moreover, as we saw with |
| disabilities who come from different | | | | Edgar's work with underserved |
| backgrounds, there are diversity issues | | | | communities and Terry's work with |
| around different types of disabilities. | | | | "Traditional Religion Meets Sexual |
| "Some disabilities are more stigmatized | | | | Orientation" in the workplace, the |
| than others," she noted. | | | | passion of these four diversity leaders |
| Her experiences inspired her to become a | | | | is driven by a lot of 'Cs': courage, |
| diversity leader. She traveled to | | | | concern, and commitment to diversity |
| Washington DC and spoke to lawmakers | | | | initiatives. Be it Terry's commitment to |
| about the importance of passing the ADA | | | | helping organizations understand the |
| and fought against weakening amendments | | | | implications of diversity, Deb's global |
| . "During that time I thought about | | | | goals for a better world, Edgar's views |
| struggles and victories like Brown vs. | | | | on what this country needs to better |
| the Board of Education and the Voting | | | | meet the health needs of its diverse |
| Rights Act, and the importance of civil | | | | population, or Michele's emphasis on |
| rights for all people. This experience | | | | breaking down barriers through helping |
| also caused her to realize the | | | | people safely address their own biases, |
| importance of 'reasonable accommodation' | | | | this is truly a visionary group of |
| for all employees as a foundation for | | | | professionals. Most importantly, their |
| what are now called 'work environment' | | | | visions are long-term, powerful, and |
| initiatives." | | | | important ones that they consistently |
| "In my first corporate job out of | | | | move forward a day at a time. These are |
| college I was told very matter of factly | | | | the kinds of diversity leaders that we |
| that I would never get beyond an 8 or 9 | | | | need working in rganizations of all |
| dollar and hour entry level job. After | | | | kinds. |
| about 5-6 years I began to realize that | | | | For an organization to successfully |
| they were serious about this low | | | | leverage the diversity of its |
| ceiling, so l left the corporate world | | | | organization to improve its performance |
| for four years and I worked in the | | | | three concurrent imperatives must be in |
| non-profit sector primarily on | | | | place. First, diversity must be part of |
| disability issues . As comfortable and | | | | your overall business strategy and, |
| engaging as it was to be with my | | | | secondly, your organization must move |
| "tribe," I knew that to effect real | | | | from representation and numbers to |
| systemic changes more broadly. it needed | | | | inclusion at every level. Finally, you |
| to be from the inside out, companies nee | | | | will only be successful if you bring in |
| d to see diversity and inclusion as | | | | diversity leaders who not only have |
| important to the success of their | | | | knowledge of but a passion for |
| business and consistent with the | | | | diversity. |