Writing about inclusion

Sue Pelletier December 12th, 2007

The December cover story series of Association Meetings just hit the Internet, and I have to say they were the hardest articles I have ever written (they are called Bias? What Bias?, 17 Ways to Be More Inclusive, and Can’t We All Get Along?.

I did more thinking about my ways of doing things while writing this series than I can even begin to explain. I agonized over this series, because I knew that no matter what I did, it wasn’t going to satisfy everyone—I couldn’t be totally inclusive even in my writing. So how could you possibly manage it in your meetings? And a lot of what I heard from one person would be negated by another; what one found offensive, another did not; what one person thought would be inclusive, another found exclusionary. And there was a tendency to focus on race, when there are so many other ways in which we categorize ourselves. I talk about some of this in my editor’s note, which also involved a lot of soul-searching.

Anyway, I’d love to get your take on these articles, my editor’s note, or the topic in general. Please leave a comment below (you can register as anonymous if you prefer), or if you’d be more comfortable, feel free to drop me an e-mail. This is too big, and too important, of a topic to cover in the pages of a magazine. Let’s talk.

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Related Topics: Industry trends and forecasts, Professional development, Meetings and conventions

2 Comments to “Writing about inclusion”

1. Jim Louis Says:
   

   December 15th, 2007 at 11:46 am

   Sue Thank You for this wonderful article. Your editors note hits the nail on the head in dealing with diversity and culture. I see two vast different ways of dealing with different cultures, ok more than two but they are the main two, one is I treat people the same regardless of their culture, race, sexual orientation. The “I don’t see you as .” The second is one where you acknowledge them for who they are and where they are from. Our culture defines a lot of who we are, but how do you be inclusive of culture and not lose focus on your, in this case, meetings goals? In one of our meetings recently, a member of the board brought his partner along for the event. The biggest thing we did to make his partner feel part of the event, is talk to his partner. Yes just communicating with him and asking him about who he is, what he does, things you would ask any spouse of a board member.

   I remember I was attending a diversity train the trainers event in DC. This was a week long training event. The trainers use this event to create an environment that was not inclusive in the beginning, they did not disclose this until day four. On the third night a group of us got together and talked. I realized that the trainers were playing us. And I asked the group, “Why are you playing the part they wrote for you?” Most did not believe me, until the next day when there was an explosive cultural event, and they came clean about what they did. Well they did not really come clean, but they came close. They said that they really did not create the environment, but used it to demonstrate how it can effect people. Anyway one on the men from NYC came over to shake my hand, right as they announced it, because I had figured it out. The trainers could not believe that I could have figured out what they were doing, me being only an undergraduate student.

   So for meetings, you look at this as an opportunity to meet the needs of your attendees. A group I am working with for their education part of the meeting was looking at having a special min-track for entrepreneurs. This groups demographics has say 1/4 to 1/3 who are entrepreneurs. But the focus of the conference was computer programming, and would it meet the needs of the attendees to have more sessions on programming? They decided to have more programming sessions. But next year they are looking to have a pre-conference 1/2 session on entrepreneurial issues. And this group does what it calls “Birds of a Feather” Sessions. Where in the evenings people who have a common desire to talk about certain issues can. This example does not translate directly over to dealing with culture, but you need to understand the mission of your event and meeting the needs of your attendees in relation to the reason why they are attending. I have always been a proponent of a good program in a bad location will always out draw a bad program in a good location.

   In summary, don’t ignore your attendees, including that their needs may include (i.e. meal choices, break times, etc.)

2. Gary Tolbert Says:
   

   December 27th, 2007 at 7:18 pm

   I understand that a lot of work went into cutting this down to only 17 Ways, when to be really inclusive there would have to be thousands. You have used your admittedly liberal mindset to point out ways to address groups and ignore people. You have rationalized stereotyping people and ignored the results.
   Let’s examine way #2 Use Minority Contractors: Does this mean ignoring quality of work, price, experience, etc? You mention asking for contractors that aren’t members of the Chamber. What if the contractors compete with the organizer’s event? Should they still be given preference? What if the city has a majority of minorities, does this mean hiring only caucasian workers to be diverse? The statement “Use Minority Contractors” sounds nice but means nothing and could result in higher prices, reduced services and upset members, but not of that trumps the need for diversity!

   #3 Give minorities their own space: That sounds like it could be interpreted as segregation. Separate space but equal amenities. Of course more rooms will be required, more entertainers will be needed, more expense will result, but that doesn’t matter in the name of diversity. Of course, none of the different events can be scheduled for the same time in case an individual wants to be at more than one event. We don’t want them to feel excluded from any one group.

   #4 Provide scholarships: Don’t recognize accomplishment itself, point out how the unexpected success of a few minorities deserves more recognition than that of other members. Sounds like political correctness at it’s worst.

   #7 Offer Alternatives: Don’t stereotype, but pretend that you know what these “different ethnicities, races and cultures” will like. Surely they must be different and want different attractions. Wait, that sounds like stereotyping again, but no it can’t be because we are calling it diversity.

   #8 Look at the nondiscrimination policies: Price, service, location are not mentioned, but offering partner benefits to employees is important. Getting involved with the policies of the venue, hotels, and suppliers in the name of diversity is more important than providing the best possible event at reasonable cost to all the attendees.

   #15 Don forget women: Have child care for attendees, ignore the cost, remember it is in the name of diversity. Don’t worry about those bothersome liability issues when children are invited to an event, that’s what insurance is for, and again don’t worry about the cost of the insurance, remember it is in the name of diversity, and you can’t charge extra for the service because that would be discriminating against a group.

   I have not even tried to address every point, but almost everyone of them results in higher cost and segregating people based on stereotypes.

   In your next article, Can’t We All Get Along? you answer the question but not as intended. In the quotes from Joan Eisenstodt, “It’s about feeling accepted for who you are. It’s hearing people speak the language you speak.” and “I can talk to another black person about challenges I have because of my race. I don’t have to explain it-we can skip that step because we share that experience.” People want to be with people they see as similiar. It is a natural human feeling. People separate themselves and you are explaining that organizers should make it easier for groups to segragate themselves from each other in the name of diversity.

   I am surprised that the discussion isn’t how do we find common ground and work and learn together because this sounds nice also, but this too has little meaning. As a liberal if will be difficult to admit that people are different but they are all people. People are what is important, not groups. Inclusive means bringing in, not seperating out. Segregation whether it be separate schools for minorities or separate receptions for minorities is still segregation.

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