Did you know . . . .?
From 1990 to 2007, the buying power of whites increased by 124%, but Native Americans buying power increased 190% . The buying power of Native Americans was $19.7 billion in 1990, $39 billion in 2000, $57.1 billion in 2007 and is projected to be $77.4 billion by 2012. (Selig Center for Economic Growth)
The number of U. S. businesses increased 10% from 1997 to 2002. Native American-owned businesses increased by 67% during the same period. (Survey of Business Owners)
The largest traditionally underrepresented group in the nation is people with disabilities. Nearly 1 in 5 Americans, approximately 54 million people, have a disability. (U.S. Census Bureau, 2000 & The National Organization on Disability/Harris Interactive - Survey of Americans with Disabilities, 2004)
Chinese is the second most-widely spoken non-English language in the U.S.
Forty-four percent of male and female respondents reported that they "came out" between the ages of 18 and 24.
In 2006, three million Hispanics, ages 18 and over, had at least a bachelor’s degree, which reflects a 100% increased in just one decade.
How important is it to give specific discriminatory harassment training to supervisory personnel?
Supervisors, managers, and administrators serve as an extension of the company or agency. As such, the company can become directly responsible for unlawful actions or the mishandling of harassment complaints as a result of the actions or inactions of a supervisor. In fact, a supervisor may be sued directly for mishandling discriminatory harassment complaints.
Is there a difference between an Affirmative Action plan and a diversity initiative?
Yes. There are many differences between the two efforts. For example, a diversity initiative is a voluntary program while there are laws that mandate Affirmative Action activities. Also, an Affirmative Action plan targets the treatment of certain protected classes or groups, e.g., discrimination due to race, gender, sex, etc. A diversity initiative supports an agency or company’s effort to create an inclusion environment.
What if my company does not have the time or energy to devote toward another initiative?
A diversity initiative is not an activity divorced from your company’s strategic plans or goals. In fact, the diversity initiative should drive the company or agency’s strategic objectives. C R Smith & Associates (CRSA) aligns the diversity initiative goals with the institution’s strategic objectives. Because of the changing demographics of the United States and the realities of global economics, how can your company be successful without addressing inclusivity?
What is CRSA’s diversity plan for our agency?
We do not bring a stock diversity plan to your company. It is important that the diversity plan addresses the specific needs of your company or institution, in line with your strategic objectives. CRSA will conduct a diversity assessment or audit to determine the strengths and areas in need of improving. The assessment will use a variety of instruments (e.g., interviews, surveys, policy analysis, etc.) by which to construct an insightful picture of your company. The plan will reflect the present needs of the company based upon your future goals and objectives.
What is Cultural Competence?
Cultural competence refers to the ability to work effectively with people from differing backgrounds. This competence is rooted in an awareness of one’s own attitude about the world, coupled with a working knowledge, respect and empathy for cultural differences. CRSA will assist your agency in creating an inclusive workplace that enables everyone to make a contribution that reflects their individual abilities and gifts.