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Inclusion Insights
A FREE resource on Issues of Diversity and Inclusion
Vol 3, Iss 6 - June 25, 2008
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Response and evaluations were great for the first boot camp, and now we have set dates for the second one. Register quickly!

Diversity & Inclusion 2.0: A 21st Century Approach
Train-the-Trainer Boot Camp
September 9-11, 2008
Grand Rapids, MI

After an overwhelmingly positive response to the first Diversity & Inclusion 2.0 boot camp in May, we have set the dates for the next one, September 9-11, 2008 in Grand Rapids, MI. This DO NOT MISS 3-day "train-the-trainer" boot camp will take your "diversity training" to the "next-level." Participants in the first boot camp, representing such organizations like Toyota, Honda, Boeing, NASA, and others raved about how the workshop helped them to better understand and reframe diversity and inclusion work for the 21st century in such a way that it engages everyone in the organization - without the bitter aftertaste. Everyone walked away with a renewed vigor for "doing diversity" and a powerful network of people they can call upon. Participation is limited to 30 people so register now.

Get more info at http://www.slrobbins.com/bootcampsep08.html.

Register by Friday, August 1, 2008 to get a 10% discount!

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JOIN the COMMUNITY!

What if? Network for Diversity and Inclusion - the premiere social network for
like-minded individuals working to make a more diverse and inclusive world!

Join now - it's FREE!

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In This Issue of Inclusion Insights
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1) Useful Quote
2) Teachable Moment: The Beggar and His Treasure
3) Learn About Yourself: Cognitive Dissonance and Open-mindedness
4) Events Calendar
5) Stats You Can Use: Americans with Disabilities Act, July 26
6) Web Sites of Interest
7) Books of Interest
8) Did You Know?: Overview of Hinduism
9) Unintentional Intolerance Workshops and Presentations
10) Recipe of the Week: Cuban Grilled Corn on the Cob with Queso Blanco and Lime

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1. Useful Quote
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"The price of the democratic way of life is a growing appreciation of people's differences, not merely as tolerable, but as the essence of a rich and rewarding human experience."

-- Jerome Nathanson

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2. Teachable Moment
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The Beggar and His Treasure (Eckhart Tolle)

A beggar had been sitting by the side of the road for thirty years.
One day a stranger walked by.

"Spare some change?" mumbled the beggar.

"I have nothing to give you," said the stranger. Then he asked: "What's that you're sitting on?"

"Nothing, " replied the beggar. "Just an old box. I've been sitting on it for as long as I can remember.

"Ever look inside?," asked the stranger.

"No," said the beggar. "What's the point, there's nothing in there."

"Have a look inside," insisted the stranger. The beggar, reluctantly, managed to pry open the lid. With astonishment, disbelief, and elation, he saw that the box was filled with gold.

Questions to Entertain
1) What does the "box" represent in this story?
2) Have you taken a critical look inside your box own lately? What did/might you find?
3) Who or what does the "stranger" represent in this story? How do we tend to treat strangers (as opposed to insiders)?
4) What can we learn from this story? What insights have you gained?

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3. Learn About Yourself
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Cognitive Dissonance and Open-mindedness

Cognitive dissonance is a psychological phenomenon that references the discomfort one feels when confronted with a discrepancy between one's existing knowledge and beliefs, and a new piece of information or interpretation.

Our human brain experiences cognitive dissonance (discomfort) when we are introduced to new information that does not fit into our existing pool of information on which we use to base beliefs and perceptions. That is, we tend not like it when there are two incongruent ideas trying to reside in our brains.

Many have experience cognitive dissonance multiple times dating back to their very early childhood days. Remember when you first found out that Santa Clause wasn't real? Or when the tooth fairy went from being a magical fairy, to your mother or father? Although some times trivial, these were the very first times that many of us were confronted with new information that was contrary to our existing beliefs.

Cognitive dissonance theory is considered a motivational theory because human beings do not like to be in a state of dissonance. That is, when experience cognitive discomfort we are motivated to get out of such a state. We can move out of such a state in one of two primary ways, BLOCK (stop taking in and listening to dissonant information) or ENTERTAIN (listen and give the new information a chance). The former, when we do not give new information a chance, can be labeled "close-minded." The latter is what "open-minded" people tend to do well. Open-minded folks attempt to listen to another point of view with as little judgment as possible (at least initially).

The range of feelings, which to some degree are experienced negatively, in a state of cognitive dissonance can block people from hearing and seeing other points of view and other realities (e.g., "the world is flat"), prevent them (and organizations)from maximizing their creativity, and create hurdles for bringing people together to achieve goals.

With that in mind, here are a few questions you and your colleagues can entertain in order to learn more about your selves and your ability to be open-minded and entertain other-than-your-own perspectives. Remind your self that being open-minded does not mean you accept every new piece of information, belief or way of thinking. It does mean that you are able to listen in order to hear another point of view. As Aristotle put it, "The measure of a wise person is the ability to entertain new ideas - without necessarily having to accept them." How do you measure up when it comes to wisdom in a 21st century global society?

What if? Exercise Here is a picture of a wedding ceremony between two men.

Some interpretations of this picture are positive. Some are negative. Some see it as the epitome of what the United States says it stands for. Others react with utter disgust. Entertain the questions below, by yourself or with others to spark internal and external dialogue.

Questions to Entertain
1) What is your existing belief/perspective about the photo and what it might represent?
2) Can you entertain a perspective different than your own?
3) Are you willing to attempt to understand how another person might believe differently than you? Why might they see the picture differently than you? Who is right and why?
4) What information do you have that leads you to your present interpretation/perspective and where did you get that information? What information might you lack and where might you get it?

Practice open-mindedness and entertaining other perspectives by using these two powerful words, "What if?"

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4. Events Calendar
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* Diversity & Inclusion 2.0: A 21st Century Approach
Train-the-Trainer Boot Camp
September 9-11, 2008 - Grand Rapids, MI

~ Does your diversity and inclusion initiative need a little boost?
~ Want to learn how to link diversity & inclusion to creativity & innovation?
~ Do you need to take your training and workshops to the "next level?"
~ Want to get certified to train on the concept of "Unintentional Intolerance?"

If you answered yes to any of these questions, then you'll want to mark September 9-11, 2008 on your calendar for the Diversity and Inclusion 2.0: A 21st Century Approach Train-the-Trainer Boot Camp to be held in Grand Rapids, MI. Developed and taught by Dr. Steve L. Robbins, one of the most innovative thinkers and engaging presenters in the field, these three powerful days are designed to help you and your organization leap to the "next level"-a place where organizations truly take advantage of the diverse human talent that exists in our global society. The workshop reframes the work of diversity and inclusion from a "social justice" paradigm to a "cognitive toolbox" paradigm. If you do not understand what those two paradigms are all about, and you are having a hard time getting people to "buy in" you'll want to attend this workshop. This boot camp will prepare and certify participants to provide "Unintentional Intolerance" workshops within their respective organizations.

Don't miss this opportunity to move your mind, your training and your organization to the next level of the work of diversity and inclusion. Participation is limited to 30 people so register quickly.

Register by Friday, August 1, 2008 to get a 10% discount!

More info at: http://www.slrobbins.com/bootcampsep08.html

* "Bridging the Gap" - Building Community Through Diversity

The College at Brockport State University of New York presents the Eighth Annual Diversity Conference, Thursday, September 25, 2008

Bridging the Gap strives to be informative on issues of diversity while promoting open-mindedness, celebration of diversity, and acceptance of others on our college campuses and within our communities. The conference also serves as a forum in which to establish or enhance self-awareness in relation to community building endeavors.

More info at: http://www.brockport.edu/divconf/2008

* Understanding Racism in Today's World
2-day Workshop
September 29-30, 2008 - Grand Rapids, MI
November 19-20, 2008 - Grand Rapids, MI

Racism is something that everyone abhors, but also something relatively few people understand well. It is often this lack of understanding on the part of all parties that fuels the side-taking that occurs when issues of race surface. If you and your organization would like to move forward positively with respect to issues of race, you will not want to miss this 2-day workshop. In a powerful and insightful two days, you will critically explore the overt and covert components of racism that will provide a new lens through which to see why there are so many perspectives on race and racism. In a setting free of blame, you and other attendees will delve into the lively history of race in the United States, examine the subtle and not so subtle aspects of power and privilege, discover how racism manifests itself in a world full of well meaning people. Everyone will leave with a better grasp of how racism plays itself out in our world today. Past attendees have called the workshop a perspective changing experience - one that can help them better address issues of race and racism as individuals and within their organizations.

Register by Friday, August 29, 2008 to get a 10% discount!

More info at www.slrobbins.com/understandingracismwksp.html

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5. Stats You Can Use
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Americans with Disabilities Act: July 26

On this day in 1990, President George H.W. Bush signed into law the Americans with
Disabilities Act (ADA), guaranteeing equal opportunity for people with disabilities in public accommodations, commercial facilities, employment, transportation, state and local government services, and telecommunications.

*Population Distribution
41.3 million
Number of people who have some level of disability. They represent 15 percent of the civilian non-institutionalized population 5 and older.

By age ?

* 6 percent of children 5 to 15 have disabilities.
* 12 percent of people 16 to 64 have disabilities.
* 41 percent of adults 65 and older have disabilities.

16%
Percentage of females with a disability, compared with 14 percent of males.

10.7 million
Number of disabled people 6 and older who need personal assistance with one or more activities of daily living (such as taking a bath or shower) or instrumental activities of daily living (such as using the telephone). This group amounts to 4 percent of people in this age category.

2.7 million
Number of people 15 and older who use a wheelchair. Another 9.1 million use an ambulatory aid such as a cane, crutches or walker.

*Specific Disabilities
1.8 million
Number of people 15 and older who report being unable to see.

1 million
Number of people 15 and older who report being unable to hear.

2.6 million
Number of people 15 and older who have some difficulty having their speech understood by others. Of this number, 610,000 were unable to have their speech understood at all.

14.3 million
Number of people with limitations in cognitive functioning, or who have a mental or emotional illness that interferes with daily activities, including those with Alzheimers disease and mental retardation. This group comprises 6 percent of the population 15 and older.

*On the Job
11.8 million
Number of 16- to 64-year-olds who reported a medical condition that makes it difficult to find a job or remain employed. They comprise 6 percent of the population this age.

56%
Percentage of people 21 to 64 having some type of disability who were employed in the past year. The rate ranged from 82 percent of those with a non-severe disability to 43 percent with a severe disability. For those without a disability, the employment rate is 88 percent for the same period.

44%
Percentage of people with a non-severe disability who work full time, year-round. This compares with 53 percent without a disability and 13 percent with a severe disability.

*Perceived Health Status
33%
Percentage of people 25 to 64 who have a non-severe disability and report their health as being ?very good? or ?excellent.? This compares with 13 percent of those with a severe disability and 73 percent of those without a disability

*Income and Poverty
$22,000
Median earnings for people with a non-severe disability. This compares with $25,000 for those with no disability and $12,800 for those with a severe disability.

18%
Percentage of people with a non-severe disability with household incomes of $80,000 or more. By comparison, 26 percent of people without a disability had household incomes of $80,000 or more, with the same being true of 9 percent of those with a severe one.

11%
The poverty rate for people 25 to 64 with a non-severe disability. This compares with 26 percent for those with a severe disability and 8 percent of those without a disability.

*Living Arrangements
60%
Percentage of people 25 to 64 with a non-severe disability who live in married-couple families. The corresponding rates are 68 percent for those without disabilities and 50 percent for people with severe disabilities.

23%
Percentage of people with a non-severe disability who live alone or with non relatives. This compares with 28 percent of those with a severe disability and 19 percent without a disability.

*Education
33%
The percentage of people 25 to 64 who had a non-severe disability and were college graduates. This compares with 43 percent with no disability and 22 percent with a severe disability.

2.2 million
The number of undergraduates with a disability, as of the 2003-04 school year. These students represented 11 percent of all undergrads.

*Plugged in to the Net ?
36% and 29%
Percentages of people 15 to 64 with a severe disability who use a computer and the Internet at home, respectively. The respective figures for those without a disability are 61 percent and 51 percent.

*Serving Our Nation
2.7 million
Number of veterans who received compensation totaling $26.6 billion for service-connected disabilities in 2006.

*Accommodations
96.5%
Percent of transit buses that were ADA lift- or ramp-equipped, as of 2005. This represents an increase from 61.7 percent in 1995.

(Source: http://www.census.gov)

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6. Web Sites of Interest
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* What If? Network for Diversity and inclusion
Join the What if? Network for Diversity & Inclusion. Leveraging the power of online
social networks, it is becoming the premier online network for those interested in issues of diversity and inclusion. This site features many of the things you would expect from a networking site like: feature videos, upcoming events, discussion forums, diversity blogs, and ongoing editorial topics that allow network members to share their thoughts on the most current issues. The What If? Network was designed to to bring like-minded people together to share ideas, information and resources, to leverage the power of the diversity of member experiences and to help members refresh and renew their energy for doing the often difficult work of diversity and inclusion. So what are youwaiting for - JOIN NOW. It's FREE!
Visit this site at http://whatifnetwork.ning.com

* Radio in Black and White: The most integrated hour of the week
The website of a weekly radio show in Grand Rapids, MI. the show offers a positive conversation about race, diversity and relationships. Guests and live callers discuss new models emerging in business and community life to develop new language and perspectives on diversity-related issues. This site also offers blogs on diversity-related issues including spiritual history.
Visit this site at: http://www.radioinblackandwhite.com

* Teachers Against Prejudice
TAP's mission is to increase awareness of prejudice and discrimination and examine its causes and roots; open dialogue with and between students and educators from elementary school through college; and promote understanding and respect for all through the critical exploration and analysis of films, television, and other media.
TAP works on all issues of discrimination whether based on race, religion, creed, ethnicity, gender, sexual orientation, or body image. TAP is a grass-roots organization created by and for educators, students, parents and concerned citizens. Find out what we're all about.
Visit this site at: http://www.teachersagainstprejudice.org

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7. Books of Interest
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TITLE: What if? Short Stories to Spark Diversity Dialogue
AUTHOR(s): Steve L. Robbins
PUB YEAR: 2008
DESC: Competitive advantage in business today is being defined by the winners and losers in the war for talent. Hiring and retaining the best and the brightest are what market leadership is all about. What If? delivers a highly creative and innovative new way to explore the issues that dominate today's multicultural, multiethnic workplace. To the 25 witty yet inspiring stories in this collection, Robbins has added tips and suggestions for putting these key learnings into action, and questions and an exercise at the end of each chapter to help readers further explore each topic. Combined, What If? offers a powerful lens into the human experience.

In the interest of full disclosure, yes this is my book. It's a revised edition of my "Teachable Moments" book. Order from Amazon.com and get a big discount.

CLICK TO PURCHASE:
http://www.amazon.com/What-If-Stories-DiversityDialogue/dp/0891062750/re...

TITLE: The Fruits of Inclusion
AUTHOR(s) Linda Jackson, Dr. Burrs
PUB YEAR: 2008
DESC: Have you ever wished you had an exceptional resource to help you with the setup and strategic development of a sustainable diversity and inclusion program?
Well your wish has come true! Based on the values and principles of Second
Generation Diversity Training™ (SGDT™) this book walks the reader through the process for designing a diversity and inclusion program that really can work for your organization. The four steps the reader explores are:
- Understanding if we are ready for diversity and inclusion and if not, how do we get ready?
- Being clear about how to design a strategy that works for your organization's unique culture?
- How to decide what type of training programs will support the strategy?
- Consider ways to make diversity and inclusion sustainable? Learn more.

CLICK TO PURCHASE:
http://www.amazon.com/Fruits-Inclusion-Business-Sustainable-Diversity/dp...

TITLE: Queer Inclusions, Continental Divisions: Public Recognition of Sexual
Diversity in Canada and the United States
AUTHOR: David Rayside
PUB YEAR: 2008
DESC: No area of public policy and law has seen more change than lesbian, gay, bi-sexual, and trans-gender rights, and none so greatly needs careful comparative analysis. Queer Inclusions, Continental Divisions explores the politics of sexual diversity in Canada and the United States by analyzing three contentious areas - relationship recognition, parenting, and schooling. It enters into long-standing debates over Canadian-American contrasts while paying close attention to regional differences. David Rayside's examination of change over time in the public recognition of sexual minorities is based on his long experience with the analysis of trends, as well as on a wide-ranging search of media, legal, and social science accounts of developments across Canada and the United States. Rayside points to a 'take off' pattern in Canadian policy change on relationship recognition and parenting, but not in schooling. At the same time, he explores the reasons for a 'pioneering' pattern in early gains by American LGBT activists, a surprising number of court wins by American lesbian and gay parents, and changes in American schooling that, while still modest, are more substantial than those instituted by the Canadian system. Queer Inclusions, Continental Divisions is a timely examination of controversial policy areas in North America and a reasoned judgment on the progress of lesbian and gay issues in our time. Learn more. Click below to purchase at Amazon.com.

CLICK TO PURCHASE:
http://www.amazon.com/Queer-Inclusions-Continental-Divisions-Recognition...

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8. Did You Know?
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Overview of Hinduism

About 80 percent of India's population regard themselves as Hindus and 30 million more Hindus live outside of India. There are a total of 900 million Hindus worldwide, making Hinduism the third largest religion (after Christianity and Islam).

The term "Hinduism" includes numerous traditions, which are closely related and share common themes but do not constitute a unified set of beliefs or practices.

Hinduism is thought to have gotten its name from the Persian word hindu, meaning "river," used by outsiders to describe the people of the Indus River Valley. Hindus themselves refer to their religion as sanatama dharma, "eternal religion," and varnasramadharma, a word emphasizing the fulfillment of duties (dharma) appropriate to one's class (varna) and stage of life (asrama).

Hinduism has no founder or date of origin. The authors and dates of most Hindu sacred texts are unknown. Scholars describe modern Hinduism as the product of religious development in India that spans nearly four thousand years, making it the oldest surviving world religion. Indeed, as seen above, Hindus regard their religion as eternal (sanatama).

Hinduism is not a homogeneous, organized system. Many Hindus are devoted followers of Shiva or Vishnu, whom they regard as the only true God, while others look inward to the divine Self (atman). But most recognize the existence of Brahman, the unifying principle and Supreme Reality behind all that is.

Most Hindus respect the authority of the Vedas (a collection of ancient sacred texts) and the Brahmans (the priestly class), but some reject one of both of these authorities. Hindu religious life might take the form of devotion to God or gods, the duties of family life, or concentrated meditation. Given all this diversity, it is important to take care when generalizing about "Hinduism" or "Hindu beliefs."

The first sacred writings of Hinduism, which date to about 1200 BC, were primarily concerned with the ritual sacrifices associated with numerous gods who represented forces of nature. A more philosophical focus began to develop around 700 BC, with the Upanishads and development of the Vedanta philosophy. Around 500 BC, several new belief systems sprouted from Hinduism, most significantly Buddhism and Jainism.

In the 20th century, Hinduism began to gain popularity in the West. Its different worldview and its tolerance for diversity in belief made it an attractive alternative to traditional Western religion. Although there are relatively few western converts to Hinduism, Hindu thought has influenced the West indirectly by way of religious movements like Hare Krishna and New Age, and even more so through the incorporation of Indian beliefs and practices (such as the chakra system and yoga) in books and seminars on health and spirituality.

(Source: http://www.religionfacts.com)

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9. Unintentional Intolerance Workshops & Presentations
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A sought-after consultant and keynote speaker, Dr. Steve L. Robbins, coined the term "unintentional intolerance" several years ago, and has since developed wonderfully engaging presentations and workshops on the topic.

Research and experience tell us that we all have biases of which we are often unaware, or about which we think little. Yet, these biases guide our decision-making, behaviors and attributions on a daily basis. Could we be making "bad" decisions and engaging in exclusive behavior without knowing? The answer is, "Yes."

In his presentations and workshops, Dr. Robbins explores the "how's" and "why's" surrounding unintentional intolerance. His interactive, humorous and eye-opening presentations engage audiences in a non-threatening manner, encouraging them to re-think their understanding of the work of diversity and inclusion, and also how such work is powerfully linked to 1) creativity and innovation, 2) employee engagement and enthusiasm and 3) continuous learning and improvement.

If you want to take your organization to the "next level" of diversity and inclusion then you will want to experience Dr. Robbins' "Unintentional Intolerance" message. His approach engages all people by giving them a new lens on "diversity work" which is truly about open-mindedness and inclusion in a world of many different perspectives. Dr. Robbins can help you and your enterprise better frame diversity and inclusion for a 21st century world where traditional approaches to diversity can be very limiting.

For more information please contact him steve@slrobbins.com or 616-915-8424. You may also get more information at Dr. Robbins' Web site, www.SLRobbins.com.

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10. Recipe of the Week
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Cuban Grilled Corn on the Cob with Queso Blanco and Lime

Corn on the Cob goes south of the border when chili and cheese is added with a squirt of lime - full of delicious spicy flavor!

Ingredients:
➢ 4 ears corn in husks, silks removed
➢ 2 teaspoon chilipowder
➢ 1 teaspoon paprika
➢ 1 Tablespoon salt
➢ 6 Tablespoons butter
➢ ½ cup finely greated queso blanco
➢ 1 lime, cut into quarters

In a large saucepan filled with salted boiling water, cook corn in husks for 8 minutes.
Meanwhile, in a small bowl, combine chili powder, paprika and salt.

On a medium grill or in a broiler, grill corn just until char marks are visible on husks.
Remove and let cool. Pull back husks and rub corn with butter and sprinkle with cheese and paprika mixture. Serve with lime wedges.

Did you know that diverse cultures and traditions from all over the world (e.g., Spain, North America, Africa, China, France) have all contributed to Cuban cooking?

Enjoy! And let us know how

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Until Next Time!

Steve L. Robbins, Ph.D.
S.L. Robbins & Associates
25 S. Division Ave, #225
Grand Rapids, MI 49503

Office: 616-719-2923
Cell: 616-915-8424
Fax: 309-417-0515

Email: steve@SLRobbins.com
Web: http://www.SLRobbins.com

"Justice is the condition that requires those who suffer the least to speak up the most."
--Dr. Steve Long-Nguyen Robbins, 2000

"An open mind is a terrible thing to close."
--Dr. Steve Long-Nguyen Robbins, 2007

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"Inclusion Insights" is the premier eNewsletter for diversity and inclusion-related information, tips and resources. Developed for HR professionals, educators and others involved in diversity and inclusion-related activities and initiatives, "Inclusion Insights" gives you quick access to timely, important information and resources that will assist you in creating a more open-minded and inclusive organization.

We encourage you to share Inclusion Insights with family, friends and colleagues! They may subscribe at http://www.SLRobbins.com

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S.L. Robbins & Associates
25 S. Division, #225
Grand Rapids, MI 49503

Web: http://www.SLRobbins.com
Email: steve@slrobbins.com
Office: 616-719-2923
Fax: 309-417-0515
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S.L. Robbins & Associates | 25 S. Division Ave, #225 | Grand Rapids | MI | 49503