diversity in the workplace

D I V E R S I T Y

IN THE

WORKPLACE

Arizona Informant • Wednesday, August 12, 2009 • Section 2

Wednesday, August 12, 2009Diversity In The Workplace

Recently, I have beeninvolved in numerous dis-cussions regarding, affirma-tive action and diversity.Some people have the twoissues lumped into one sub-ject. Others believe thatdiversity has taken the placeof affirmative action. Thenthere are still those individu-als who believe neither con-cept is necessary or fair.

A couple of weeks agoconservative political

mouthpiece, Glen Beck,stated that he believedPresident Barack Obamawas a racist! Knowing howdesperate Mr. Beck andother Conservative punditsare, this really comes as nosurprise to me.

While President Obamaworks to try and improve themess he inherited, “Haters”like Beck and RushLimbaugh continue to con-sume gallons of “Haterade”and try their best to con-vince the public thatPresident Obama’s plansare wrong.

These “Haters” try theirbest to get Americans tobuy into their divisive tac-tics.

While assembling his cab-inet, President Obama hasput together the mostdiverse group ever! He hascalled upon some of thebrightest minds in our coun-try to put us back on track.

By utilizing the skills of themembers of his diverse cab-inet, President Obama hasafforded himself the oppor-tunity to be advised like no

other President before. When you have the

chance to receive advicefrom a person not only as anexpert in their field, but toalso receive that advice withan additional perspectivethat they have makes you amore informed decisionmaker.

Yes, diversity does have aplace and makes a differ-ence in the workplace.

Just imagine if PresidentObama had filled all his cab-inet posts with Black folks, Ican see Glen Beck andRush Limbaugh now. Sittingon Fox News every night“hating”!

Diversity is what our coun-try is made of. The idea ofbeing an American citizen isa dream that millions of peo-ple around the world have.The qualities that make usso unique are the samequalities that make usAmericans.

Be proud of your her-itage. Be ready to learnfrom others. Be ready toopen your heart and yourspirit to others.

CLOVES C. CAMPBELL, JR.

FROM THE PUBLISHERS

Diversity In The Workplace Makes A Difference Some of the

FACES OF DIVERSITYin this issue

Clarence Boykinspresident/CEOSouthern Ariz.

Black Chamber

- PAGE 3

Tim SeayValley Mason and

SRP Engineer

- PAGE 10

American Bar AssociatonDiversity Commission

- PAGE 6

Scottsdale calls forDiversity Championsnominations

- PAGE 11

By Danny L. White

The importance of diversitytraining and a multicultural edu-cation in today’s society and inregard to school reform is asimportant today as ever before.

While many school districtsand schools attempt to strayfrom this important subjectmatter, it is according to profes-sors Sonia Nieto and Patty Bode,authors of Affirming Diversity:The Sociopolitical Context ofMulticultural Education, at thevery core of a well rounded,thorough education.

Nieto, professor emeritus oflanguage, literacy and culture atthe University of Massachusetts,Amherst, has taught students atall levels from elementarythrough graduate school and shecontinues to speak and write onthe importance of multiculturaleducation. She is the author ofthree books.

Bode, is the director of arteducation for the TuftsUniversity in affiliation with theSchool of Museum and FineArts, Boston. Her research inter-ests include multicultural theoryand practice in teacher prepara-tion and the role of visual cul-ture in the expression of studentknowledge.

The authors note that in dis-cussing multicultural educationwith teachers and other educa-tors over many years, they haveheard all sorts of comments,remarks and misconceptionsconcerning multicultural educa-tion, for example: “I want toinclude multicultural educationin my curriculum, but there’sjust no time for it.” And, “Oh,yes, we have multicultural edu-cation here, we celebrate BlackHistory Month and there is anannual diversity dinner,” also“Multicultural education is justtherapy for Black students.”

And finally, “Multiculturaleducation became irrelevantafter 9/11. It is divisive becauseit focuses on differences, whenwe need to stress similarities.”

According to the authors andthose more cognizant of theimportance of a multiculturaleducation those statementscould not be farther from thetruth.

“If multicultural education islimited to the stated issues orsimilar limited perspectives, thepotential for a substantivechange in schools is severelydiminished.

“Moreover, those that calledfor an end to multicultural edu-cation after 9/11 underscored

the need to emphasize multicul-tural education more than ever.In fact, we believe that nothingis more divisive than a monocul-ture education, because such aneducation excludes so many peo-ple and perspectives fromschools curricula and pedagogy,”report Nieto and Bode.

“When broadly conceptual-ized, multicultural educationcan lead to more understandingand empathy by students andeducators alike. It can also helpto address the four areas ofpotential conflict and inequity,racism, discrimination, structur-al conditions in schools that maylimit learning, the impact of cul-ture on learning and languagediversity,” report Nieto andBode.

In their presentation on theimportance of diversity trainingand multicultural education, theauthors are very aware that manywill attempt to create a kind ofpanacea for diversity and multi-cultural education/training.

“It is necessary to stress thatmulticultural education is not acure all for all educational ills.Because schools are a part ofcommunities, they reflect thestratification and social ine-quities of the larger society,” theauthors maintain.

“As long as this is the case, noschool program alone, no matterhow broadly conceptualized canchange things completely with-out addressing inequalities in thelarger society. It will not cureunderachievement, eliminateboring and irrelevant curriculumor stop vandalism.

“Multicultural education willnot automatically motivate fam-ilies to participate in schools,reinvigorate tired and dissatis-fied teachers or guarantee alower dropout rate. However,when multicultural education isconceptualized as broad basedschool reform, it can offer hopefor real change,” wrote Nietoand Bode.

“Multicultural education in asociopolitical context is both

richer and more complex thansimple lessons on getting alongor units on ethnic festivals.

“By focusing on major condi-tions contributing to under-achievement, a broadly concep-tualized multicultural educationpermits educators to explorealternatives to a system that pro-

motes failure for too many of itsstudents.

“Such an exploration can leadto the creation of a richer andmore productive school climateand deeper awareness of the roleof culture and language learning.Taken in this context, educa-tional success for all students is arealistic goal rather than animpossible ideal,” concludeNieto and Bode.

Affirming Diversity: Multicultural Education and School Reform

“When broadly conceptualized, multi-cultural education can lead to moreunderstanding and empathy by studentsand educators alike. It can also help toaddress the four areas of potential conflictand inequity, racism, discrimination,structural conditions in schools that maylimit learning, the impact of culture onlearning and language diversity.”

- Nieto and Bode

Diversity In The WorkplaceWednesday, August 12, 2009

The city of Glendale applaudsthe Arizona Informant for con-tinuing to showcase the positiveimpacts that various communi-ties (within the Greater Phoenixmetropolitan area) are experienc-ing as a result of their commit-ment to valuing diversity.Glendale prides itself as an inclu-sive community, and our citygovernment continues to pro-mote diversity as an integral partof its daily operations.

In Glendale, our diversity ini-tiative was formalized in the late1990s. We are a maturing organ-ization, one that continues to seedemographic growth in thecommunity and organization,and we view our commitment todiversity as crucial to Glendale’sfuture.

This commitment is led byour employee Diversity Com-mittee – a cross-section ofemployees from around theorganization tasked with leadingthe city’s diversity initiative.

The Diversity Committee hasbeen successful in hosting annu-al cultural celebrations thatinclude Martin Luther King, Jr.Unity Luncheon, Cesar ChavezBreakfast and Glendale HispanicNetwork Hispanic HeritageBreakfast celebrations.

In addition to cultural cele-brations, the committee hostedseveral public dialogues designed

to create forums where employ-ees can engage in civil dialoguefocusing on diversity topicswhere they learn about unfamil-iar or sensitive issues.

Furthermore, the committeecontributes to policy decisionsrelated to recruitments, procure-ment and performance manage-ment.

Last year, the organizationintroduced “diversity” as anadded core competency in theperformance management pro-cess. The significance of thischange is that executive levelstaff performance evaluationsnow include a discussion of howthat employee’s performancesupports the organization’sdiversity goal. Most recently, thiseffort was expanded to allemployees with supervisoryresponsibility. The next phasewill be an expansion to includediversity as a core competencyfor all of our employees.

In Glendale, our belief is thatan organization’s commitmentshould be reflected in our dailyactivities and be a topic of dis-cussion in an employee’s per-formance evaluation. We trulyvalue diversity, and we’re excitedthat everyone will be included inmeasuring our level of commit-ment as we seek ways to ensurethat diversity is integrated ineverything we do!

Glendale - An Organization That Values Diversity!

Story and photoBy Bobby Burns

TUCSON – The Tucson South-ern Arizona Black Chamber ofCommerce TSABCC will tellyou that money is a muscle inour society. It needs to be used,exercised – and the use of musclemust have a wage.

But the economy – the flowof money - has been in recession.Now it may be about to emergefrom the downturn. But if theeconomy is about to begin grow-ing again, it will be from a verylow level. The economy mayseem to be depressed even aftergrowth resumes.

Being a minority owned busi-ness is no walk in the park in thecurrent business climate. TheTucson Southern Arizona BlackChamber is an extremely valu-able organization for minorityowned businesses to networkand share ideas in SouthernArizona.

It is estimated that black peo-ple have $300 billion in spend-ing power, yet, as soon as thedollar enters our community itexits almost immediately.

The dollar doesn’t circulate toa black bank to pay the mort-gage, or to a black-owned gro-

cery store to by food, or to ablack fashion designer or retailerto buy clothing. Some say themoney enters our community inthe form of a paycheck and exitsto a bank, a cleaners, a recordstore, and to all of those outsidethe community who providegoods and services to us.

The Tucson chamber and oth-ers like it are designed not onlyto support diversity, but to

encourage minorities to spendmoney supporting minorityowned businesses. It’s great forthe economy – it’s even betterfor your commmunty.

For more information call thechamber 520-623-0099 or emailwww.tsabcc.org

Tucson Southern Arizona Black Chamber ofCommerce Brings Diversity To The Workforce,

Supports Spending At Minority Businesses

Tucson City Manager Mike Letcher and TSABCC President and CEOClarence Boykins promote diversity - and spending in Tucson

Support Black Business

Diversity In The Workplace Wednesday, August 12, 2009

By Patricia Moore

A recent partnership betweenthe Maricopa CommunityColleges and Arizona StateUniversity is expanding theoptions for Mesa CommunityCollege students.

The Maricopa to ASU Path-ways Program (MAPP) providesspecialized advisement, guaran-teed acceptance to in-demandprograms such as psychology oraccounting, and offers meritbased scholarships and tuitionincentives for students who’vesuccessfully completed the gen-eral education requirements atMCC.

The program encourages andenables students to continuetheir education by streamliningthe transfer process to ASUwhere they can apply their MCCcredits towards a bachelordegree.

According to MCC vice pres-ident of Academic Affairs, JamesC. Mabry the partnership withASU is intended to provide stu-dents with a well-defined planfor obtaining a four-year degree.“The Maricopa ASU Pathwaysprogram will provide a seamlessand transparent transfer processfor MCC students. It will be eas-ier to plan a path to the highereducation goals of our students,”Mabry said.

The MAAP program includes

dedicated advisement by ASUtransfer advisors who hold officehours at MCC, priority or guar-anteed admission to ASU whena prescribed course sequence,called a MAPP, is followed, meritbased scholarships and tuitioncaps that limit tuition increasesto 5 percent for MAPP partici-pants.

Mabry said he believes a vari-ety of students will benefit fromthe program. “It will help stu-dents who come to MCC with-out a plan. They will be able toeasily see how obtainable a four-

year degree is when they look atthe clearly prescribed pathways.”He added that students with bigdreams and limited resourceswill likely benefit not only froman affordable MCC degree butalso from potential scholarshipsand other financial incentivesbuilt into the MAPP program.

The MAPP program repre-sents a mutually favorable rela-tionship between local educatorsthat will benefit the entire com-munity. “This will improveenrollment for MCC as morestudents see that they can get

from MCC to ASU on an easilydefinable route. It will helpASU's retention and graduationrates because MCC studentswho transfer to ASU persist andgraduate at very high rates,”Mabry said. “This should helpincrease the number of graduateswith a bachelor degree whichwill have a positive economicimpact on the community.”

Mesa Community Collegehas been serving the city of Mesasince 1965 by promoting educa-tion, community involvementand volunteerism.

In addition to offering morethan 200 Associate degrees andCertificates of Completion, thecollege also provides summeryouth programs for elementaryor high school students, a varietyof guest speakers and theatricalor musical events, as well as aninnovative service learning pro-gram that allows students to earncollege credit for volunteer work.

MCC was recently recognizedby Community College Weekmagazine as one of the nation’sTop 100 Associate Degree andCertificate Producers for 2009.The college placed 12th for two-year certificates in all disciplinesand in the Top 50 nationally forboth nursing and liberal arts andscience degrees.

To learn more about theMAPP Alliance visit: http://transfer.asu.edu/communitycol-lege/AZ/mesa.

MAPP Program Expands Options For Mesa Community College Students

MCC Students register and prepare for the 2009 Fall Semester beginning August 22.

“The Maricopa ASUPathways program will pro-vide a seamless and trans-parent transfer process forMCC students. ... It willhelp students who come toMCC without a plan. Theywill be able to easily see howobtainable a four- yeardegree is when they look atthe clearly prescribed path-ways.” - James Mabry

It is a priority of theCity of Mesa to work withlocal vendors and businesson projects. To help facili-tate the process of becom-ing a business that workswith the City, the City isholding a vendor fair.“Doing Business with theCity of Mesa” will be heldThursday, Aug. 13 from 1p.m. to 4 p.m. at the MesaArts Center, 1 E. Main St.on the south end of theground floor lobby.

Sponsored by the Cityof Mesa PurchasingOffice, the vendor fair willprovide a great opportuni-ty for Mesa businesses toconduct business with theCity and understand itsdecentralized procurementprocess.

“We held a similar openhouse last December that

was very productive and Iam confident this one willbe even better,” MesaPurchasing AdministratorJim Ruiz said.

Representatives fromvarious City departments,will be present to discussthe goods and servicesthey need that may bebought from Mesa ven-dors. The Mesa Chamberof Commerce will alsohave representatives atten-ding the event.

Beverages will be pro-vided by The HumanBean and other refresh-ments will be provided bythe Food and NutritionDepartment of MesaPublic Schools.

For more information,contact Stacie Hopper,City of Mesa Purchasing,at 480-644-3168.


From their earliestyears, Arizona’s childrenare in a race for the bestjob opportunities andquality of life. Andalthough there are manysuccesses within educationto be celebrated, researchshows that our studentsare falling behind theirglobal peers in academicachievement, high schoolgraduation rates and post-secondary degree attain-ment. Unfortunately, thegap widens for manyHispanic, African-American and NativeAmerican students.

Expect More Arizona isa statewide effort to makeeducation Arizona’s toppriority and increase thesuccess of all students. Asa nonpartisan, nonpoliti-cal partnership, there is aplace for everyone withinthis important movement.More importantly, in lightof the eye-opening statis-tics, everyone needs to getinvolved to make Arizona’seducation system the bestit can be – from birththrough career.

The first step for everyArizonan is to understandthe issues affecting educa-tion today.

An easy way to stayinformed is to sign up onthe ExpectMoreArizona.org Web site.

Next, make a commit-ment to get involved inimproving education byvolunteering at schools,tutoring children, runningfor school board, donatingto academic programs orvoting for people who aresupportive of education.

Regardless of whetheror not you have children,it’s time to raise the barand expect more of our-selves, our students andeach other when it comesto what we are puttinginto education. After all,when our children suc-ceed, we all benefit.

Join the movement tostrengthen education, visitExpectMoreArizona.org.

When It Comes to Education inArizona, It’s Time to Learn More,

Do More and Expect More

Did You Know?

• Only 7 out of 10 Arizona9th graders earn a highschool diploma

• Fewer than 4 in 10enroll in college

• Of those who enroll incollege, fewer than 2 in 10finish college within 6years

To Advertise in the Arizona InformantCall 602.257-9300

Mesa To Host VendorFair Thursday, Aug. 13

The American BarAssociation is reinforcingits already strong commit-ment to a diverse legalprofession through a newDiversity Commission.

Newly installed ABAPresident Carolyn B.Lamm recently announcedthe formation of the com-mission to provide practi-cal resources and guidancethat will help womenlawyers, lawyers of color,disabled lawyers, lawyersof differing sexual prefer-ences and young or oldlawyers navigate the cul-tures and practices in lawfirms and corporations topierce the glass ceiling.

“Regardless of physicalattribute or age, lawyersshould be able to practiceand excel on the basis oftheir talent, work ethicand devotion to theirclients,” Lamm said.

According to Lamm,the initiative will sponsorregional programs that willemphasize building net-works in which lawyerswho already have over-

come barriers to advance-ment can share with aspir-ing lawyers the strategiesand understanding thatworked for them.

The commission alsowill review the findingsand recommendationsfrom a diversity summitorganized in June by pastPresident H. ThomasWells, Jr., to identify pro-grams and activities thatcan be implemented in the

coming bar year. The com-mission will work withother ABA entities focusedon diversity issues to carrythose recommendationsforward. Lamm appointed

Judge Ellen F. Rosenblumof the Oregon Court ofAppeals to chair the newDiversity Commission.

“Building a morediverse legal profession isnot a quick-fix, short-termgoal,” Lamm said. “It is anongoing campaign, one inwhich the ABA has beenengaged for decades, andwhich we are committedto continue as long as ittakes,” she stressed.

Lamm noted the rangeof association diversityefforts, from a Center forRacial and Ethnic Diver-sity with projects toexpand the pipeline of

young persons aspiring tobe lawyers, to increaseopportunities for racialand ethnic minorities inall areas of legal practice,and to address racial andethnic issues in the legalsystem; to commissionsfocusing on issues ofwomen lawyers, lawyerswith disabilities andlawyers with varying sexu-al orientations.

Lamm also announcedcreation of a new commis-sion to review lawyerethics and regulation inlight of how technologyand globalization havetransformed the practiceof law, called theCommission on Ethics20/20, and a Commissionon the Impact of theEconomic Crisis on theProfession and LegalNeeds.

With more than400,000 members, theAmerican Bar Associationis the largest voluntaryprofessional membershiporganization in the world.

As the national voice ofthe legal profession, theABA works to improve theadministration of justice,promotes programs thatassist lawyers and judges intheir work, accredits lawschools, provides continu-ing legal education, andworks to build publicunderstanding around theworld of the importance ofthe rule of law.

American Bar Association Creates Diversity CommissionResource for minority lawyers to challenge “glass ceiling”

The Diversity Commission will provide practical

resources and guidance that will help women

lawyers, lawyers of color, disabled lawyers, lawyers of

differing sexual preferences and young or old lawyers

navigate the cultures and practices in law firms and

corporations to pierce the glass ceiling.


Story and photosBy Danny L. White

The Tucson NorthwestNeighborhood Center is amodel of diversity inaction. From the center’sstaff, to those that frequentand utilize the facility forits spacious gym, fitnesscenter, meeting, computerand game rooms, the cen-ter meets many needs.

One might argue theCenter, one of severalneighborhood centersunder the direction of the

City of Tucson Parks andRecreation Division,should be a diverse settingfor all. But that is notalways the case. Manysuch sites located inTucson, around the stateand the country oftenbecome isolated havensonly for those in theimmediate proximity.Territorial, social econom-ic, gender and even ethnic-ity come into play at manylocations.

Not so with the TucsonNorthwest Neighborhood

Center. Many people driveacross town to meet, playand frequent the site.

“I really believe peoplesee this center and my staffas being open and avail-able to assist them in theirrecreational, meeting plan-ning and or leisure needs,”said longtime CenterDirector Donna Liggins,whose staff includes: sen-iors, male and, female staffof various ethnic origins.

Liggins has risenthrough the ranks in acareer that spans close to

30 years. She has been aneye witness to the growthof the Center and itsdiverse setting.

“There are many serviceorganizations that arehoused here,” said Liggins,naming a few; WIC,Tucson Branch of theNAACP, senior programs,food share and other serv-ice oriented programs.

The Center is also usedby a number of organiza-tions across the city forweekly and monthly meet-ings, after school and sum-mer programs as well as

special events.“Wedding receptions,

special community meet-ings, recognition events,senior gatherings, youthevents, we are here foreveryone,” said Liggins.

A few years back, theNW Center underwent amulti-million dollar reno-vation in which an indoorgym, state of the art fitnesscenter, expanded receptionarea and more meetingrooms were added.

A Tucson landmark,and a NW Center trade-mark is the uniquely craft-

ed full length wall mon-tage that spans time fromthe great pyramids, to thetransatlantic slave trade,Lincoln’s signing theEmancipation Proclama-tion, the civil rights move-ment and many of its lead-ers on into the late stagesof the 1970s.

“This is a public facility,open to any and everyonethat wants to utilize it. Weexpect those that come into respect others, respectthemselves and respect thefacility. That is not askingtoo much,” said Liggins.

Tucson Northwest Neighborhood Center A Model Of Diversity

Tucson Northwest Neighborhood Center Director Donna Liggins joins two youthful visi-tors to the Center in a game of foosball, as another young man racks up a game of pool inthe background. The center has after school and summer programs for students.

Donna Liggins (left) stands at the reception desk with staff members Richard Sanders andPatsy Ambrowich.


WASHINGTON, D.C. –A recent study on AfricanAmericans on boards ofdirectors of Fortune 500companies commissionedby The Executive Leader-ship Council found thatthe number of board seatsheld by African Americanshas declined since its inau-gural board report releasedin 2004.

The percentage ofAfrican Americans on cor-porate boards decreasedfrom 8.1 in 2004 to 7.4percent in 2008, a 0.7 per-cent decline. Four yearsago, African Americansheld 449 corporate boardseats and today they hold413 or thirty-six fewer.

“African Americans lostground in the boardroomsof corporate America bet-ween 2004 and 2008,”said Dr. Ancella B. Livers,executive director of TheExecutive LeadershipCouncil’s Institute forLeadership Development& Research.

“The total number ofboard seats during theperiod declined as well,but not nearly as much asthe number of seats heldby African Americans. In

light of current economicconditions and boardreviews, there is an oppor-tunity for companies toincrease board diversityand reverse the downwardtrend.”

There were 5,556 direc-tor seats available in 2008,16 fewer than the 5,572available in 2004. Theimportance of diversity oncorporate boards is likelyto become more apparentas organizations recognizethat changing demograph-ics are altering the nation’sbusiness needs.

Many corporations real-ize the benefits they haveachieved from a diverseworkforce and are begin-ning to make inroads ontheir governing boards ofdirectors.

The study shows thatthe higher an organizationis on the Fortune 500 list,the more likely it is to haveAfrican Americans on itsboard of directors.

“It’s been proven againand again that companieswith board members whoreflect gender and ethnicdiversity also tend to havebetter returns on equityand sales,” said Carl

Brooks, president andCEO of The ExecutiveLeadership Council.

“Businesses understandthe economic benefits ofdiversity. They talk aboutit, but not all of them havea plan for achieving it. Weexpect this report to spurmeaningful progress inthis important area ofmanagement and gover-nance.”

Even as many Fortune500 organizations under-stand the importance ofhaving diverse boards,gains are sometimes diffi-cult to maintain.

Since the original reportin 2004, the mix ofFortune 500 companieshas changed with somecompanies moving off thelist and other, previouslysmaller organizations mov-

ing onto it. Companies are reevalu-

ating their governancestructure following theeconomic turmoil of thepast year and now have theopportunity to introducenew experience and think-ing on boards.

As a member of theAlliance for Board Diver-sity (ABD), The ExecutiveLeadership Council is a

strategic partner withCatalyst, the HispanicAssociation for CorporateResponsibility (HACR)and Leadership Educationfor Asian Pacifics (LEAP).

The Alliance uses abusiness focus to supportand advance the businessinterests of executivewomen and minorities inthe workplace, includingincreasing the diversity

pipeline in corporateAmerica and guaranteeingthe fair representation ofwomen and minorities oncorporate boards.

Corporate boards con-tinue to be overwhelming-ly white and male. ABDpartners are determined tomake the business case forinclusion on corporateboards through the beliefthat shareholder interestsare best served by promot-ing the diversification ofboardrooms within pub-licly traded U.S. compa-nies.

This is the third publi-cation of the Census ofAfrican Americans onBoards of Directors ofFortune 500 Companies.

This census is a listingof African American boardmembers of Fortune 500companies and is based ondata from fiscal year 2007.

In addition to present-ing a listing of African-American board membersof Fortune 500 compa-nies, the 2008 censusexamines firm and indus-try data of Fortune 500companies regarding theextent to which AfricanAmericans are represented

on corporate boards. It also examines geo-

graphical data of Fortune500 companies regardingthe extent to whichAfrican Americans are rep-resented on corporateboards.• Provides demographicprofiles of African Ameri-cans serving on corporateboards.• Presents data comparingfirms with “best diversitypractices” and board diver-sity.• Presents a trend analysisof African American boardrepresentation from theinaugural 2004 report.

In addition to the infor-mation here, the full cen-sus report provides a com-parison of AfricanAmerican directors ofFortune 500 companies toother underrepresentedgroups (i.e., women,Hispanics, Asians) servingon Fortune 500 boardsand analyzes committeemembership (e.g., nomi-nations, finance, etc.) ofAfrican American direc-tors serving on Fortune500 boards. The fullreport is available atwww.elcinfo.com.

African Americans Lose Ground On Fortune 500 BoardsBlacks remain seriously underrepresented

“It’s been proven again and again thatcompanies with board members who reflectgender and ethnic diversity also tend to havebetter returns on equity and sales. ...Businesses understand the economic benefitsof diversity. They talk about it, but not all ofthem have a plan for achieving it.”

- Carl Brooks, president/CEO The Executive Leadership Council.

Tim Seay Honored By King Solomon Lodge #14SRP engineer lauded for community involvement,

helping young people interested in engineering

King Solomon Lodge #14 recently honored Timothy Seay for his communityinvolvement as well as being named the Arizona Worshipful Master Mason of theyear. Timothy is a 32nd degree Mason and the Worshipful Master of King SolomonLodge #14. The Chicago native has been a resident of Phoenix for over eight years.

Seay is an electrical engineering manager at SRP who spends a lot of his free timeworking in the community, educating young men interested in engineering.

He has a B.S. in electrical engineering/computer engineering from DePaulUniversity and a M.S. in electrical engineering from A.S.U. Seay became interestedin Masonry in 2004 and a Worshipful Master in 2006. The evening was a celebra-tion to honor and acknowledge his achievements in the community, with young peo-ple, as well as his involvement in Masonry.

There was an excellent turnout to honor him. A posting of the colors by the mem-bers of the Buffalo Soldiers began the event followed by a prayer from CharlesFanniel. The master of ceremonies for the evening was John Flowers, a past masterof the lodge.

Tim Seay (2nd left) with event emcee John Flowers (left) and lodge members

BOB MOTLEY, REPORTER/PHOTO

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It’s that time of year. We’re abuzzwith nominations for variousawards. Tony award nominees cele-brated their wins in May. TheAcademy of Television Arts andSciences recently divulged the namesof the actors and programs nominat-ed for Emmy Awards. In February2010 we’ll learn what theatricalreleases and performers will vie forthe illustrious Oscars.

And in the upcoming fewmonths, the City of Scottsdale alsowill be seeking and announcingnominees – for Diversity ChampionAwards. While these nominees likelywon’t grace the covers of infamousmagazines or capture an Oprahinterview, their performances arejust as worthy, if not more so, thanthose by the “Halles” and the“Benicios” and the “Meryls” of theworld.

Diversity Champions are peoplewho embody the spirit of Dr. MartinLuther King Jr. They’re people likeTina Brown and Lin Ling Lee – win-ners from last year:

Brown founded the non-profitSistas of AZ in 2002 and serves as itspresident. The group is the first inArizona that brings businesses andcommunity together to empowerand educate the African-Americancommunity regarding health carechoices and issues. She is currentlyemployed with Assured ImagingWomen's Wellness as an accountadvocate.

Brown has led outreach and mar-keting efforts for PlannedParenthood of Arizona with a focuson the African-American communi-ty.

Lee has been principal of CEFCChinese School for 15 years and hasalso served during the past two yearsas principal of the Arizona ChineseMandarin & Culture Academy. Shehas been involved in educational andcultural outreach around the Valley.She is the president of PhoenixChinese Week and an advisor to theOverseas Compatriot Affairs Com-mission of the Republic of China.

So put your nomination thinkingcap on – Halle, Benecio and Merylwould be proud!

Diversity Champion nomineesshould be individuals who haveenriched the community by empow-ering others. Those living, workingor volunteering in Scottsdale are eli-gible.

While the Diversity Championsmay not get national TV recogni-tion, they will be honored andapplauded at the Dr. Martin LutherKing Jr. Dinner Celebration onJanuary 7, 2010.

Please visit the City of Scottsdale’sWeb site, www.ScottsdaleAZ.gov, orcall the Office of Diversity andDialogue at 480-312-7772 in thenear future for nomination andevent information.

Award Nominees – It’s Not Just About Tony And OscarIn Scottsdale, It’s About Martin, Too

Last year’s Diversity Champions, Tina Brown and Lin Ling Lee, embody thespirit of Dr. Martin Luther King, Jr. Nominations are being accepted forScottsdale Diversity Champions to be honored January 7, 2010.

Robert Mosley Honored By M&I ForOutsdanding Community ServicePHOENIX - Marshall & Ilsley

Corporation (M&I) has hon-ored Robert Mosley with a2009 Wings Award, recogniz-ing his dedication to servingthe local community. “Wings”– which stands for WorthyIndividuals Noted for Gen-erous Service – is an annualprogram that honors M&Iemployees for their commit-ment and dedication as volunteers in the community.

Mosley is among ten M&I associates receiving this cor-porate honor. Each year M&I employees donate thou-sands of hours to the causes in which they believe. This isthe 13th year M&I has recognized its employees with theWings Awards.

Mosley, vice president, branch manager, M&I Bank,Phoenix, began teaching financial literacy five years agoto adults at the Keys Community Center. Since then, hehas expanded his programs to include youth, also mentor-ing young men. In addition, he helps plan the center’sannual backpack giveaway, which gave 3,000 childrenbackpacks and supplies they needed to succeed in schoolthe past year.

“The community that Keys serves is in need of thosewho have a heart to help – and I have been blessed withso much. To whom much is given, much is required,” saidMosley. As a Wings Award recipient M&I will donate $500to the Keys Community Center in Mosley’s name.

“Because these individuals willingly give so much oftheir time and talent to their organizations, they greatlydeserve this honor. Their service is a reflection of theCorporation’s mission statement and our commitment tosupporting each community we serve,” said Mark Furlong,president and CEO, Marshall & Ilsley Corporation.

Marshall & Ilsley Corporation (NYSE: MI) is a diversifiedfinancial services corporation headquartered inMilwaukee, Wis., with $59.8 billion in assets.

The Arizona DreamBuilder Foundation, anonprofit organizationfounded in 2007 that rais-es funds to support thefuture leaders of Arizona,announced that applica-tions are currently beingaccepted for the 2009Dream Scholar Award.

Applicants must behigh school seniorsenrolled full-time in anArizona school, maintain agrade-point average of 2.5or higher, personallydemonstrate commitmentto school and communityleadership through theideals of Dr. MartinLuther King, Jr., and pro-vide two letters of supportdemonstrating their com-mitments to school andcommunity.

To apply, students mustsubmit a written applica-tion by Friday, September15. Applications can befound at www.azdream-builder.org.

“At The Arizona DreamBuilders Foundation westrongly believe in sup-porting Arizona youth

through higher-educationopportunities,” said Val-erie Churchwell, founderand president of theArizona Dream BuilderFoundation.

“As we continue to facetough economic times,supporting the futureleaders of Arizona throughscholarship, internshipand mentorship opportu-nities remains vital to theirgrowth and success.”

After the September 15deadline, the DreamScholar applications willbe reviewed by a panel ofjudges, and Arizona stu-dents that best meet thetenets of the foundationwill receive scholarships.

The Dream Scholarswill be announced andhonored at the Martin

Luther King, Jr. ArizonaDream Builder Dinner onNovember 14.

At that time, the DreamScholars will be awarded a$4,000 scholarship -

$1,000 each year for up tofour years - to attend anaccredited two- or four-year college or universityof their choice.

Last year, the ArizonaDream Builder Founda-tion awarded three DreamScholars with collegescholarships.

The Foundation islooking forward to review-ing this year’s applicationsand naming its next selec-tion of Dream Scholars.

For information visitwww.azdreambuilder.orgor call 480-557-4734.

The Arizona Dream Builder FoundationEncourages Students To Apply For ArizonaDream Builder Scholarship Opportunity

“... supporting the future leaders ofArizona through scholarship, intern-ship and mentorship opportunitiesremains vital to their growth andsuccess.”

- Valrie Churchwell, founder

By Hazel Trice Edney

The 52-year-old U. S.Commission on CivilRights, historically a lead-ing force for overturningracist policies and enactingcivil rights laws against JimCrow segregation, hasbecome obsolete and mustbe replaced, say civil rightsleaders who are moving tomake it happen.

Largely because of rightwing political dominationand appointees stacked bythe former Bush Admin-istration, rights leaders saythe eight-member Com-mission has done little forcivil rights progress latelyand over the past severalyears has done more toturn back the clock.

“There should be a newcommission. You need acommission because youneed a commission to dowhat it did when it wasdoing what it was sup-posed to do, which is lookat all these new problems –the old ones and the newones,” says constitutionallaw expert Mary Frances

Berry, a former member ofthe commission, whoserved 11 years as its chair.

“Discrimination com-plaints on the basis of racehave increased exponen-tially at the (Equal Employment OpportunityComm-ission). And mostof them are found to bevalid. This has just hap-pened over the past fewyears.”

Berry, who resignedfrom the Commission in2004, continues, “Peopleare still having problemson their jobs, we’ve stillgot police - communityissues and everything.People are getting shot,every kind of issue you canthink of.

“The fact that Obama ispresident doesn’t meanthat the issues just wentaway,” she said. “It doesn’tmatter who the presidentis. You need an independ-ent watch dog that willinvestigate and look atcivil and human rightsissues, try to build consen-sus and make recommen-dations, and work to try toget something done.”

In her new book, AndJustice for All, an extensive-ly researched history of theCommission and Ameri-ca’s “continuing strugglefor freedom”, Berry saysthe current commissionmust be replaced with aUnited Stated Commis-sion on Civil and HumanRights in order to renewits power against injustice.

Berry writes at the con-clusion her book. “A civiland human rights com-mission could also moni-tor U. S. compliance withthe international humanrights covenants to whichwe are a party and encour-age adoption of those wehave not approved.”

Rights Leaders: U. S. Commission OnCivil Rights Must Be Replaced

Conservative appointments dilute purpose

Mary Frances Berry

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