co-edited by
Julie O'Mara
&
Shawndra Cox-Diaz
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for Expert Panelists, Users, and Others Interested in
the GDIB and the DEI Futures Initiative
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*Please share this newsletter
and
the GDIB with others. Our goal is to increase its visibility, credibility, and usability.
Share
your
news with us for inclusion in a future newsletter!
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Sponsorship Opportunities
We hope you are able to join with us to meet our mission --
to
serve as a resource for research and education for individuals and organizations in their quest to improve diversity and inclusion practices around the world.
There are specific sponsorship opportunities such as research projects for the Global D&I Benchmarks especially as we prepare for the 2021 (our 4th update) edition; D&I research in general; our DEI Futures Initiative; development of user tools; translations; strengthening our website and its accessibility; conducting events all over the world; unrestricted funds; an expert directory and other ideas. We welcome your ideas as well.
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Special Request to GDIB Users
As you know the GDIB is free to users upon signing the permission agreement. We are getting ready to update the GDIB and seek sponsors for this update. The GDIB is free to use AND we ask that users in the past or current users make a special effort to become a sponsor. In exchange we will include your organization logo and/or name on the 2021 edition and the website. Funds are needed now and on an ongoing basis to support the research and publishing of the 2021 edition. It will continue to be available to all for free — that will not change. However, if at all possible and if you or your organization is benefiting from the free GDIB please
contact us
about sponsoring.
Thank you very much.
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Here's what you'll find in this month's newsletter:
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Editorial: Artificial "Stupidity" - Not Artificial Intelligence
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Book Review: 21 Lessons
for the 21st Century
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Study: Minority Workers Avoided by Biased Managers
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Let's End the Illusion of Communicating Pt. II
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GDIB Events in
Santiago, Chile
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Michael Wheeler DPF's Project and
Global Diversity Roundtable
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The Forum 2020
Call for Proposals
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Free Multicultural Calendar
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Public Courses/Webinars Offered
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PERHAPS IT'S ARTIFICIAL "STUPIDITY"
– NOT ARTIFICIAL INTELLIGENCE
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Recently, a colleague told me that in talking with tech engineers, scientists, and others involved with AI – Artificial Intelligence — that some don’t understand the issue of possible built-in bias. Bias related to diversity, equity, and inclusion can easily be built into the algorithms that guide AI by anyone who writes the code. If that person or group has a bias (conscious or unconscious) then there is a possibility that it will influence the AI algorithm and compound DEI disparities. The colleague, who is highly concerned that organizations aren’t paying attention to bias in AI, made this comment: “We might as well call it Artificial Stupidity for how some organizations (product developers for example) are approaching this!”
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21 LESSONS FOR THE 21ST CENTURY
by
Yuval Noah Harari
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Book Review by: Julie O’Mara, CEO and Board Chair,
The Centre for Global Inclusion
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We are running this book review again. I saw Harari interviewed and I have been talking with others about his thoughtful and insightful work. I am also reading his book again as well as watching videos posted on YouTube. It seems that every sentence is a nugget of wisdom for us – especially as we think about our DEI Futures Initiative. Just search the Internet for Yuval Noah Harari and you will see many videos, interviews and books.
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STORIES OF
D&I
BEST PRACTICES
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ANNOUNCING A GREAT OPPORTUNITY
A Prestigious Award
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A key value of The Centre for Global Inclusion is the free and generous sharing of ideas, benchmarks, and “how-to’s” with the goal of improving the quality of D&I work around the world.
The Expert Panelists and authors feel so strongly about sharing information and helping others, that it is embedded into the benchmarks. #11.4 – a Level 5 benchmark in Category 10 Community, Government Relations, and Social Responsibility says:
The organization is generous in supporting and assisting other organizations in their D&I initiatives and in promoting the advancement of D&I and social responsibility in the community.
There are many ways to achieve this benchmark. One way may seem unusual but it is to apply for diversity awards and then share what your organization did to receive the award.
Announcing a great opportunity
– a prestigious award.
The ATD (Association for Talent Development) Excellence in Practice Award. It is an international award with recipients being from many, many countries around the world. It is truly an international award.
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There are several ATD awards to apply for. The one we are suggesting you consider applying for is the Excellence in Practice award, especially the category on: Diversity and Inclusion (including Cultural Competence) which are practices designed to address challenges and opportunities related to diversity, inclusion, and cultural competence. These interventions may be at the individual behavior level, team level, organizational level, or all three. Go here to learn more and see the application:
https://www.td.org/awards/atd-excellence-in-practice-awards
Applying for this award will help you achieve benchmark 11.4… and … if you receive the award, your story will be shared in the ATD journal and other places so that readers learn from you. And… you can also use the information to inform all in your organization, your customers and suppliers, and your community. That will help identify you as a leader in D&I.
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STUDY INDICATES THAT MINORITY WORKERS ARE AVOIDED BY BIASED MANAGERS – AND THAT LEADS TO PERFORMANCE ISSUES
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The following article is reprinted from Expert Panelist Sondra Thiederman’s May, 2019 newsletter.
Go here
to see her bio on The Centre website and then link to her site for additional information and to subscribe to her newsletter.
In her newsletter, the article is titled: “Aversive Bias: I Don’t Hate You, but You Sure Make me Uncomfortable.”
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How important, really, is it that vegetables be arranged by color, cereal boxes stacked perfectly on the shelves, or soft drinks arranged by size as opposed to brand? These elements might not seem particularly important to the rest of us, but ask someone in the food retail business if they matter and the answer will be a resounding “You bet they do!”

Why grocery stores? Because, unlike in the case of many other jobs, grocery employees routinely work with different managers on different days. This flexibility allowed researchers to track how a given worker performed under biased and unbiased supervision.
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Second Article of an Important Series
LET'S END THE ILLUSION OF COMMUNICATING
by Lorelei Carobolante,
The Centre Board of Directors and GDIB Expert Panelist, and President and CEO, G2nd Systems. Go
here for her bio
.
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Editor’s Note:
Please take the time to read this article which is the second in this series.
Go here to read Part I
. As you finish reading this we hope you will be even more convinced that the issues of communications are critically important.
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An anonymous Italian author once wrote— translated freely here, “
History is our recording. That recording is our memory. Memory constructs our culture. Culture influences our behavior. Not all the people on this planet have the same memories. For this reason, our main social problem is historical
.”
Language is integrated into culture due to history and memory, which creates cultural norms. The late Stanford Senior Lecturer and Italy expert, Annamaria Napolitano, often used to say in her language classes, “
language is culture and culture is language
”, which reflects the integration of language and culture due to historical norms.
The expansion of English among non-native English speakers does not include culture because they learn the language as a communication tool, not as a part of their culture or history. Cultural perspectives are developed over long periods of time and are demonstrated in how people interact—or fail to interact—with one another. They can determine whether people work together effectively or ineffectively as they strive to achieve objectives. This is why organizations need to address language issues.
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FROM
&
ABOUT EXPERT PANELISTS
&
ALLIANCES
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UPCOMING GDIB EVENTS
IN SANTIAGO, CHILE NOVEMBER, 2019
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Opportunities to attend and sponsor available now!
Our GDIB Alliance in Chile, Alejandra González - D&I consultant and Director of
Revoluciona Consultores
, and Claudia Pérez Müller Senior Consultant and Academic in D&I, are planning several events in Santiago. They are supported by a lead sponsor --
ACCIÓN Empresas
, an NGO dedicated to promoting sustainble development in more than 100 organizations in Chile.
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GDIB EP MICHAEL WHEELER LAUNCHES
THE DIVERSITY PERFORMANCE FACTORS (DPFs)™ PROJECT AND THE GLOBAL DIVERSITY ROUNDTABLE
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GDIB EP, Michael Wheeler, is launching The Diversity Performance Factors (DPFs)™ Project and The Global Diversity Roundtable. He is seeking to engage people and teams across industries, sectors, functions and roles in the application of an original framework and process that provides real-time benefits to the users. Participation is free. The Global Diversity Roundtable publication, also free and available now, includes issues on a wide-array of topics. There are special editions and a “Tools” series as well – all designed with fresh insights and performance enhancement and positive impact in mind. Copies are available now.
Go here
for Michael’s bio and contact information.
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THE FORUM ON WORKPLACE INCLUSION
CALL FOR PROPOSALS TO PRESENT
Theme – Facing Forward
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KEY DATES
Helpful webinar to learn details of the proposing process: June 26, 2019
Proposal deadline: July 15, 2019
Conference: March 10 to 12, 2020 in Minneapolis Minnesota USA
We are encouraging all of you who believe you have diversity, equity, or inclusion learning to share with others – and we know many of you do – to submit a proposal to present. There are many options of the type of presentation. We believe that this is one of the best conferences around the world. Many Centre Expert Panelists and GDIB users have presented in past years and we have had and exhibit and suite party there. So it has been quite a big deal and excellent learning and networking.
- Go here to learn more about the 2020 Conference and how to submit the proposal.
- Go here to register for the informational webinar to learn more about the proposal process. You will be able to ask questions. You need to RSVP. It’s Jun 26, 2019 at 11:00am Central Daylight time.
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Free Multicultural Calendar
GDIB Expert Panelist, Barbara Deane offers a free monthly multicultural calendar via Diversity Central.
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DEI Futures Project,
Future Trend Cards
A collection of future trends is being curated and posted regularly by GDIB Expert Panelist Margaret Regan.
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FEATURED EXPERT PANELISTS
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Our GDIB Expert Panelists are the thinkers and contributors behind the GDIB. They have contributed to the development of our latest editions, guide us in preparing for the next update, and serve as strategic partners. This month we feature these four:
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UPCOMING CONFERENCES
WHERE THE GDIB IS INCLUDED
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Please send us information if you are presenting on the GDIB (or including it in a presentation – even a short mention) at a conference or workshop that is open to the public. See the User Tools section of the website for slides and handouts you can use. Please let us know if you are attending any of the conferences so we can make connections. And please spread the word about these sessions to your networks.
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79th Annual Meeting of the
Academy of Management
August 9-13, 2019
Boston, Massachusetts, USA
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Agility
&
Resilience
2019 OD Network Annual Conference
October 17-20, 2019
Las Vegas, Nevada, USA
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SIETAR USA Conference
October 30-November 2, 2019
Atlanta, Georgia, USA
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Forum on Workplace Inclusion
March 10-12, 2020
Minneapolis, Minnesota, USA
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PUBLIC COURSES/WEBINARS OFFERED
BY EXPERT PANELISTS
&
ALLIANCES
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Listed here are programs offered by GDIB Expert Panelists and Alliances. Many are offered numerous times on an ongoing basis. While these courses may not be specifically about the GDIB, the content will be helpful in achieving many of the GDIB benchmarks. If you are an Expert Panelist or Alliance and offer programs open to the public, please let us know and we will list here.
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Training & Education
courses including
by The Winters Group
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Recent Webinars
multiple topics
by Inclusion Allies Coalition
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Events & Webinars
multiple topics
by CCDI
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Unconscious Bias
courses including
by Cook Ross
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If you want to use the GDIB in conference presentations, blogs, articles, chapters and so forth, we will support by providing slides, handouts, and ideas. Go to our site and explore. We’ve put a lot of effort into providing these resources. Please help by adding to what we offer.
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Book Review:
Democracy in Chains
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GDIB French Translation
In Progress
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SEND US YOUR NEWS
SO THAT WE CAN FEATURE YOU
in upcoming editions of the GDIB Newsletter
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About the free GDIB:
The GDIB—
Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World
—helps organizations of all sizes, in a variety of sectors and industries, using a variety of approaches to D&I work to achieve high-quality D&I outcomes. First published in 2006, the 2017 edition is authored by Julie O’Mara, Alan Richter, Ph.D., and 95 Expert Panelists. It is presented by The Centre for Global Inclusion. The GDIB and its User Tools are free and may be downloaded at
The Centre site
.
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Please pass this newsletter along to anyone you think might be interested.
Thank you!
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Copyright 2018 © The Centre for Global Inclusion. All Rights Reserved.
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