“Art urges voyages,” wrote poet Gwendolyn Brooks, “and it is easier to stay at home….”
Cuba and Beyond is a collection of four exhibits now at the Sangre de Cristo Arts and Conference Center in Pueblo, Colorado. Whether your personal voyage would be to explore cultural identities, to venture into the world of the transcultural – that complex merging and converging of cultures – or simply to travel the distance to Pueblo, Cuba and Beyond is worth your effort.
Someone with deep interest in diversity and inclusion, but who doesn’t work directly in the field, recently posed a question. He’d found this sentence in a brief history of equal employment opportunity, diversity and inclusion (D&I): “With each of [several historical] iterations, the concept of EEO moved from a reactive, exclusively legalistic model to a more proactive, business-driven paradigm.”
His question: “‘Proactive business-driven paradigm.’ That’s quite a statement. I wonder what it means?”
His comment reminded me once again how easy it is to fall into jargon. Those of us in the culture (in this case, of D&I) don’t even realize we’re in it till we’re out of it. It’s that fish in water thing.
Collusion is a strong word. As it relates to diversity and inclusion, collusion means, “cooperation with others, knowingly or unknowingly, to reinforce stereotypical attitudes, prevailing behavior and norms.”*
I recently got involved in a LinkedIn discussion about – you guessed it – diversity. Rob Jones, CEO of IngoodCompany in Pittsburgh, launched the conversation six or seven weeks ago in the Diversity-A World of Change group with an article by Kellye Whitney provocatively titled, “U.S. Leaders Rank Diversity Least Important Leadership Principle.” Rob posed the question, “Are we seeing the ‘diversity’ train reaching the end of the line?”
It was a conversation for which I’d been longing. The field of diversity and inclusion (D&I) has made progress and regress. The