News

How can companies better honor their Black Lives Matter pledges?

By Madhu Chamarty August 29, 2021

Opinions expressed by Entrepreneur contributors are their own.

Study after study has shown that when it comes to increasing diversity in the workforce, companies are making little progress. After the death of George Floyd and the nationwide protests against racism and police brutality that followed, corporate America pledged to do its part in raising up people of color and making more opportunities available to minority workers. Many businesses are stepping up and showing they not only talk the talk but also walk the walk. Yet, the efforts made by the majority of companies pale in comparison to what’s possible if we all do our part and take a bigger-picture look at how we can address this problem.

To read more, click HERE

The Diversity Workforce Coalition has made a statement regarding a pending New Hampshire State Legislature Bill, HB 544. The language from HB 544, no matter how framed, could restrict the free exchange of ideas critical to understanding, growth, change and acceptance in the workplace and beyond. 

Now more than ever, we need leaders in business and government to stand for civility over conflict and dialogue over division. While the DWC has not taken a position on such matters, we do encourage open, unrestricted, candid but respectful and civil discussions in the workplace and in the community.

Full Statement

Dear Honorable Senators:

The Diversity Workforce Coalition is a not-for-profit organization comprised of over 65 organizations representing private and public organizations of all types and sizes. Our purpose is to promote diversity in the workplace through education, training, enhanced networking opportunities and to identify and connect resources to our members and the public.

New Hampshire businesses have been challenged on many levels throughout the pandemic, but the resiliency, loyalty and creativity of our employees have been the critical factors in our ability to survive.   We believe that if enacted HB 544, An Act Relative to the propagation of divisive concepts, will have a negative impact on our workplaces and on the business climate in New Hampshire. We encourage, open and respectful discussions in the workplace and in the community.

We are a small state that is in constant competition with neighboring states to attract and retain the best talent. The success of New Hampshire businesses depends on the ability to attract diverse generational, gender and racial employee groups at all levels within our organizations and to do so must constantly work to create an environment that makes all our employees feel empowered in their role. 

The language from HB 544, no matter how framed, could restrict the free exchange of ideas critical to understanding, growth, change and acceptance in the workplace and beyond. HB 544 would not only harm the ability of New Hampshire businesses to be competitive, it would severely harm the state's image as business-friendly, since it stifles the ability of organizations who do business with the state to foster diverse workforces as they see fit.

HB 544 leaves employers vulnerable to being sued for employment discrimination. If an employer cannot train or counsel its managers and supervisors on recognizing patterns of unconscious bias and stereotyping, it leaves the employer vulnerable to being sued for employment discrimination and for not taking any action to avoid such discrimination. To be inclusive in a manner that fulfills the public policies underlying our discrimination laws and strengthens the fabric of our society, we must have these conversations so we can understand other people’s experiences beyond our own, and learn from them.  Employers, should not be constrained by the State in being able to design such trainings, especially when such trainings reflect their own corporate values and culture.

More than ever, we need leaders in business and government to stand for civility over conflict and dialogue over division.  The Diversity Workforce Coalition strongly urges you, our elected representatives, to protect the state, its people, and its businesses from this dangerous and damaging legislation by eliminating HV 544’s language from HB2.

Sincerely,

Tina M Sharby

Board Chair, Diversity Workforce Coalition

Bangor Savings Bank Claims Top Honors in Workplace Diversity, Equity, and Inclusion

The Diversity Workforce Coalition (DWC) announced that Bangor Savings Bank is the winner of the 2021 Workplace Diversity, Equity, and Inclusion (DEI) Award.  The other three finalists were BAE Systems, Mascoma Bank, and Port City Pretzels. The award was announced at DWC’s fifth annual DEI conference, Moving On and Moving Forward, held virtually March 9 – 11.

“All the finalists demonstrated their commitment to promoting DEI in the workplace and understand the importance of acquiring, developing, and retaining a diverse workforce,” said DWC Board President Tina Sharby.  “The Selection Committee felt Bangor Savings Bank was exemplary in how it exhibited strong leadership and commitment in advancing and advocating for DEI in its workplace and community.”

With more than $6 billion in assets, Bangor Savings Bank offers retail banking to consumers as well as comprehensive commercial, corporate, payroll administration, merchant services, and small business banking services to businesses.

“Diversity is inherent to our culture and is one of our eight core values,” said Bangor Savings Bank SVP/Director of Talent, Diversity & Inclusion David Pease, who accepted the DEI Award on his company’s behalf.  “I’m proud of our ongoing, bank-wide conversations and programs; the efforts to support our communities through actions such as raising awareness of organizations dedicated to racial equity work; and the role DEI plays daily in our plans, policies, practices, and values.”

Given the significant events transpiring across the country, the Bank’s DEI efforts increased in 2020.  Notable accomplishments include a high level of employee engagement, multiple initiatives on race and equity, robust professional development programs, pay equity, and virtual DEI training programs in light of the pandemic.  The Bank has also created an employee DEI Council with 17 members from different backgrounds and departments across the organization.  The Council’s goal is to build upon Bangor Savings Bank’s experience-focused culture to reflect who employees are—and what they want to be—while creating an environment where all employees feel that they belong and can thrive.

Prior to the announcement of the DEI Award, the finalists participated on a panel with last year’s winner, Eastern Bank.  The session was moderated by Tina Sharby and panelists were David Pease, Eastern Bank’s Tye Graham, BAE Systems’ Leah Brokhoff, Mascoma Bank’s Melissa Carson, and Port City Pretzels’ Katherine Errecart.

The Diversity Workforce Coalition is comprised of employers and other community members whose purpose is to promote diversity, equity, and inclusion in the workplace through education, training, enhanced networking opportunities, and to identify and connect resources to its members and the public. To learn more, please visit diversityworkforce.org

The University of New Hampshire has posted a calendar of events honoring Black History Month. This year's theme, Radical Change: It's In Your Hands, features a variety of topics including (but not limited to):

• Rebecca Carroll "Surviving the White Gaze"
• Turning up the Volume on Black Voices
• Confronting the Racial Wealth Gap
• Race & Care of the Soul

Learn more HERE.

Our current model of social change isn’t working.

By David Brooks Opinion Columnist , New York Times,  Dec. 31, 2020, 5:00 a.m. ET

This is the year that broke the truth. This is the year when millions of Americans — and not just your political opponents — seemed impervious to evidence, willing to believe the most outlandish things if it suited their biases, and eager to develop fervid animosities based on crude stereotypes.

Worse, this was the year that called into question the very processes by which our society supposedly makes progress.

So many of our hopes are based on the idea that the key to change is education. We can teach each other to be more informed and make better decisions. We can study social injustices and change our behavior to fight them.

But this was the year that showed that our models for how we change minds or change behavior are deeply flawed.

It turns out that if you tell someone their facts are wrong, you don’t usually win them over; you just entrench false belief.

Read the entire column HERE.

Jenifer Berman Dec 14, 2020, 1:59 PM (Business Insider)

The social movements that have emerged in recent years are recalibrating how many organizations focus on and prioritize company culture.

For The Human Impact of Business Transformation, Insider's multi-year initiative to learn more about the effects of transformation in the workplace, we asked more than 50 executives what it takes to create a positive corporate culture.

Their response? Empowerment and inclusivity. 

Thomas Bartwick/Getty

Now more than ever, companies are prioritizing diversity, equity, and inclusion, or DEI. They're putting their people first, turning intent into action to create new opportunities for diverse talent, and committing to

Published by the American Management Association

BY MIKAELA KINER

Bringing in, engaging, and retaining diverse people in your organization requires awareness and preparation. Part of that shift means equipping managers with the right sensibilities and skills to navigate the complexity that leading a diverse team invites.

The stakes are high. When employees don’t feel included, when they don’t feel a sense of belonging, they’re less engaged. They’re less productive. They’re not happy and, eventually, they leave for greener pastures. That’s why, after decades of diversity programs, some leaders are concluding that what they’ve been doing isn’t working. This is a result of bringing people in but not supporting them as full participants in (or members of) the organization. This is where inclusion comes in.

Read more here.

NH Businesses for Social Responsibility urges employers, employees to participate
December 15, 2020  NHBR Staff

The NH Workplace Racial Equity Learning Challenge, a four-week series of virtual workshops to encourage and support Granite State employers and employees in creating more equitable workplaces and communities, is being launched in January by New Hampshire Businesses for Social Responsibility, in partnership with the Diversity Workforce Coalition.

The Learning Challenge series, which begins Monday, Jan. 18, will include:

• A discussion of how racism is manifested at the individual, interpersonal, organization and systemic levels
• Insights into New Hampshire history and current developments relating to racial equity
• A review of local resources and individuals working on issues related to race to help participants by supporting, amplifying and complementing the work of the Learning Challenge

The program will also feature weekly discussions among participants to allow them to reflect and consider how they can take action and invest resources in effective ways.  Read more here.

To learn more and register for free, visit nhbsr.org/equity.

Presented by New Hampshire Businesses for Social Responsibility with support from the Diversity Workforce Coalition

By Lenora Billings-Harris, CSP,CPAE

Diversity and inclusion Strategist & author

Think of a leader in your life who really motivated you to be the best you could be. What attributes or characteristics describe him or her? What habits did he or she have that worked for you? Over the past several years, I have asked hundreds of leaders that question. Here is a sampling of the most frequent answers. He or she:

- Was fair and respectful toward others.

- Had high personal standards.

- Believed in my abilities and potential.

- Helped me believe in myself.

- Encouraged and stretched me.

- Led by example.

- Mentored and coached.

- Asked for and appreciated different points of view.

- Listened to my ideas and others.

- Criticized objectively.

- Had integrity; was honorable.

- Helped me solve my own problems.

- Had a vision.

- Developed a trusting environment.

The specific word, diversity, was rarely used when people described their best, favorite, or most effective leader. However, fairness, respect, objectiveness, and listening recurred frequently.  Read the rest of the article here.

The Diversity Workforce Coalition (DWC) and the NH Health & Equity Partnership will soon accept applications for the Workplace Diversity, Equity, and Inclusion Award.  The award recognizes outstanding efforts of organizations that actively engage in promoting and implementing diversity, equity, and inclusion (DEI) in the workplace.  All organizations across the corporate, government, community, and not-for-profit sectors are eligible for nomination. 

“There is tremendous value to organizations that have created a workplace where everyone feels welcomed and accepted, and has the ability to share their thoughts and experiences,” said DWC Board President Tina Sharby. “Creating these connections can transform the employee experience—increasing engagement and retention.  With this award, we recognize and celebrate organizations that have excelled in their efforts toward these goals.”

The 2020 winner was Eastern Bank, which was recognized for its exemplary, longstanding reputation of being a social justice advocate and building inclusive environments both within and external to their organization. Finalists also named for their considerable achievements in DEI were Bangor Savings Bank, Five Guys, and Port City Pretzels.

Nominations for this year’s award program will be accepted from November 16, 2020 to February 1, 2021.  Candidates will be selected for a virtual interview and site visit, conducted by Selection Committee representatives, with the final winner announced March 11, 2021.   For more information, please visit: https://www.diversityworkforce.org/Award/Nominations

The Diversity Workforce Coalition is a membership organization comprised of employers and other community members to promote diversity, equity, and inclusion in the workplace through education, networking, and training of its members and community partners.

The New Hampshire Health & Equity Partnership is a public-private collaborative effort of philanthropic organizations, public health agencies, community based organizations, advocates and others concerned with health equity. 

Media contact:
Tina Sharby
603-621-3417
tsharby@eastersealsnh.org