Given it’s spooky season, I’ve been thinking about projects that “haunt” me. In the world of project management, every project undertaken is a unique journey, filled with its own set of challenges, successes, and lessons. While we often focus on the success stories, it's essential not to forget the valuable insights gained from projects that did not go as planned.  Given it’s spooky season, I’ve been thinking about projects that “haunt” me. In the world of project management, every project undertaken is a unique journey, filled with its own set of challenges, successes, and lessons. While we often focus on the success stories, it's essential not to forget the valuable insights gained from projects that did not go as planned. These "lessons learned," can be instrumental in preventing past mistakes from haunting you and your future projects. Let’s explore the importance of documenting and utilizing lessons learned as a powerful tool in improving project outcomes and ensuring that the ghosts of past projects do not return to haunt us. What are Lessons Learned? Lessons learned are the experiences and knowledge acquired throughout a project's lifecycle. They encompass both successes and failures and are valuable sources of information that can be used to guide future project endeavors. These lessons can be related to project management methodologies, technical processes, interpersonal dynamics, and any other aspects of a project. The key is to extract meaningful insights from both positive and negative experiences. This is often done by conducting an After Action Review (AAR). The Importance of Documenting Lessons Learned Preventing Repetition of Mistakes: The biggest benefit of documenting lessons learned is the ability to prevent the repetition of past mistakes. By recording what went wrong and why, project managers and team members can avoid making the same errors in future projects. Continuous Improvement: Lessons learned offer the opportunity for continuous improvement. They provide a basis for evaluating and enhancing project management processes, resulting in increased efficiency, effectiveness, and overall project success. Knowledge Transfer: Lessons learned help in preserving institutional knowledge. As team members come and go, documented experiences ensure that valuable insights are not lost but can be passed on to future generations of project managers and teams. Enhancing Risk Management: Understanding the challenges and pitfalls encountered in past projects allows for better risk identification and management in new initiatives. It empowers project managers to be proactive in mitigating potential issues. Boosting Confidence and Morale: Learning from past experiences and applying these lessons instills confidence in the project team. It demonstrates that the organization is committed to growth and learning, which can have a positive impact on team morale. The Process of Capturing and Using Lessons Learned Identification: To capture lessons learned, begin by identifying what worked well and what didn't in the project. This can be done through team discussions, surveys, and interviews with stakeholders. Documentation: Record lessons learned in a structured manner. Include details about the project, the context in which the lesson was learned, the specific issue or success, and any recommended actions for the future. Analysis: It's essential to analyze the lessons learned to extract actionable insights. This might involve identifying common trends or root causes of recurring issues. Sharing: Lessons learned should be shared within the organization. A knowledge repository or database can be a valuable resource for project managers and teams. Additionally, sharing lessons learned during project kick-off meetings can set the stage for success. Another great way to share lessons learned is by presenting them as part of a chapter meeting at PMI Rochester! Application: The ultimate goal of capturing lessons learned is to apply them to future projects. Ensure that these insights inform project planning, risk management, and decision-making. We all encounter projects that, at some point, feel like they're coming back to haunt us. However, the ghosts of the past can be laid to rest by leveraging lessons learned. By diligently documenting, analyzing, and applying the knowledge gained from previous projects, we can improve our project management processes, reduce risks, and increase our chances of success. Lessons learned are not just historical anecdotes; they are the building blocks for a better project future. So, embrace the wisdom gained from your past projects, and let it guide you towards a more successful, less haunted project landscape. And, if you’re interested in sharing your lessons learned with the Rochester Chapter, please contact us at communications@pmirochester.org and we'll share them in a future blog post. The key to a business's success is how it develops and executes its projects. HRDrive reported on a study that found that project management is one of the most sought-after skills when it comes to hiring workers, especially when it comes to roles in marketing and sales, business processes, opportunity assessment, and executive positions. The key to a business's success is how it develops and executes its projects. HRDrive reported on a study that found that project management is one of the most sought-after skills when it comes to hiring workers, especially when it comes to roles in marketing and sales, business processes, opportunity assessment, and executive positions. Project management is a skill that can be applied across diverse fields. In part, this is because project managers recognize how to handle people involved in the process. Along with understanding various strategies, programs, and techniques related to project management, it's important to learn how you can better relate to the different teams you're working with. Below are some tips on how you can be an effective project manager: Set realistic goals and adapt to changes Without specific targets, it’s difficult to manage roles or even measure the progress of a project. Having a defined scope of work can help your team set expectations and deliver appropriately. You can first start with the desired outcome, then work backward to determine deliverables and the timeline. Although, sometimes, things don’t go as planned and you will need to re-evaluate some milestones to accommodate any changes. As a manager, you will need to regularly assess your team’s capabilities and available resources, balancing these factors with your goals so you don’t overstretch your limits. Know your team’s strengths and weaknesses Many business projects involve a number of people, from conception to completion. Project managers should guide everyone to do their part appropriately, which requires you to know who the best person is for each assignment. Our blog post on “Hack Your Biased Brain!” shares three powerful hacks that Maureen Berkner Boyt gave in her five-minute talk to change our perspective when it comes to finding the right talent at work. Her third hack — “Investigate” — reminds us of the importance of taking a second look at assessing someone’s strengths and weaknesses, before delegating tasks. Getting to know people beyond their surface will show you what else they are truly capable of. Build your team’s trust It’s difficult to collaborate with someone you don’t believe in, and this often leads to micromanagement — which is stressful for everyone. When it comes to work requiring cooperation, trust is crucial in achieving good project outcomes. As insights on leadership from LHH highlight, earning trust and respect from your team has more staying power than constant monitoring. You can easily be a popular leader by making decisions solely so your coworkers like you, but you won’t necessarily earn anyone’s trust if they can’t count on you to make hard calls when necessary. Trust doesn’t grow overnight, so it's important to be consistent and accountable for your work. Setting an example for transparency not only encourages your team to be more honest themselves but also inspires confidence in one another. This way, a team can drive more value for the project. Communicate and engage With leadership comes a responsibility to maintain good communication with your team, as well as your clients and stakeholders. It’s much more preferable to over-communicate than remain disconnected, so you don't leave room for confusion. As the project manager, it’s essential for you to acknowledge everyone and develop a clear structure because not all people communicate in the same way. A feature on communication from Forbes shares how listening attentively, having an open mind to different perspectives, and providing constructive criticism can bring up innovative solutions to challenges. When you start communicating well with your team, they become more comfortable with executing projects without fear. Ultimately, there is no single best approach to improving team dynamics, workflow, and output in project management, as many of these values go hand-in-hand. Project managers should cultivate good character so they can lead the team and the business to success. Content intended only for the use of pmirochester.org Written by Alicia Marvin Project management is leading a team to complete specific objectives within a given timeframe and budget. Being able to lead a project is a highly in-demand skill as organizations that undervalue project management report that 67% of projects fail. These projects fall under the responsibility of a project manager, who oversees everything from start to finish. This means that if you want your projects to succeed, you're going to need the best project managers on board. Project management is leading a team to complete specific objectives within a given timeframe and budget. Being able to lead a project is a highly in-demand skill as organizations that undervalue project management report that 67% of projects fail. These projects fall under the responsibility of a project manager, who oversees everything from start to finish. This means that if you want your projects to succeed, you're going to need the best project managers on board.​ Below are 4 skills to look for from project managers that you plan to hire or assign to the position:​ Communication​ Project managers deal with a lot of people — this ranges from their own team members and company supervisors to stakeholders and sponsors. As such, one of many key skills to look for in a project manager is their ability to communicate effectively. Project managers need to make sure that everyone involved in the project understands their role and task.​​You should look for someone who is able to present plans and ideas in a clear and concise manner. This means that they can make you quickly understand the tasks included in the plan and have answers to any questions you may have.​ Time management​​ The many objectives that contribute to a project’s success need to be accomplished within a time frame. This is a tough job since projects need to meet certain deadlines to maximize their success and also avoid going over budget. In order to achieve this, project managers need to have good time management skills. They should be able to handle multiple tasks and deadlines at once. It also means that they will be at the right place at the right time since project managers tend to meet with different people throughout the project duration.​​Find someone who has a reputation for always completing their tasks on time. Additionally, your ideal project manager should know how to prioritize tasks.​ Leadership A project will usually involve many people from its inception to its completion. These people will need guidance so that they can do their part accordingly. In fact, a study found that leadership has a direct impact on a project’s success. This is due to leadership boosting a team’s work quality in terms of cohesion and coordination.​ ​With good leadership skills, project managers will be able to guide the different members involved in the project process through facilitating meetings, holding contributors accountable, and answering questions. Make sure that your project manager is reliable, meaning they have helped others with problems and people are comfortable depending on them. Also, look for someone who has been successful in motivating others either through words or guidance, especially during tough times.​ Adaptability​ In the process of completing a project, changes cannot be avoided. In fact, scope creep is one of the most common causes of project failure. A scope creep is when a project grows uncontrollably, spiraling over budget and time. These unexpected events can catch a team off guard, and easily derail a project.​​Therefore, project managers must be adaptable to unforeseen situations. They must be quick to think of responses to these changes in order to keep the project on track. Adaptability will allow them to become effective leaders that will lead a project to its success no matter the challenges encountered.​​When assigning someone to be a project manager, it’s best to ask them what unexpected work situations they were able to overcome. Their answer should include coming up with creative solutions or changing the way they view the problem.​​Project managers are the key to great project implementation. Through the skills they possess, they can lead projects — and your company — to success. According to Juneteenth.com Juneteenth is the oldest nationally celebrated commemoration of the ending of slavery in the United States.  Dating back to 1865, it was on June 19th that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. Note that this was two and a half years after President Lincoln’s Emancipation Proclamation - which had become official January 1, 1863. The Emancipation Proclamation had little impact on the Texans due to the minimal number of Union troops to enforce the new Executive Order. However, with the surrender of General Lee in April of 1865, and the arrival of General Granger’s regiment, the forces were finally strong enough to influence and overcome the resistance.   According to Juneteenth.com Juneteenth is the oldest nationally celebrated commemoration of the ending of slavery in the United States.  Dating back to 1865, it was on June 19th that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. Note that this was two and a half years after President Lincoln’s Emancipation Proclamation - which had become official January 1, 1863. The Emancipation Proclamation had little impact on the Texans due to the minimal number of Union troops to enforce the new Executive Order. However, with the surrender of General Lee in April of 1865, and the arrival of General Granger’s regiment, the forces were finally strong enough to influence and overcome the resistance. Later attempts to explain this two and a half year delay in the receipt of this important news have yielded several versions that have been handed down through the years. Often told is the story of a messenger who was murdered on his way to Texas with the news of freedom. Another is that the news was deliberately withheld by the enslavers to maintain the labor force on the plantations. And still another is that federal troops actually waited for the slave owners to reap the benefits of one last cotton harvest before going to Texas to enforce the Emancipation Proclamation. All of which, or none of these versions could be true. Certainly, for some, President Lincoln's authority over the rebellious states was in question.  Whatever the reasons, conditions in Texas remained status quo well beyond what was statutory. The PMI Diversity, Equity, and Inclusion Committee found this facebook site that advertises free educational and other events for Juneteenth. https://www.facebook.com/ROCJuneteenth/ Note: PMI is not affiliated with this Facebook group and is providing the link for information only. “If loving you is wrong, then I don’t want to be right.” Loving Day, celebrates the U.S. Supreme Court's landmark decision in 1967, in the case of Loving v. Virginia, which invalidated interracial marriage bans in 16 states. (Pictured are Mildred Jeter and Richard Loving) “If loving you is wrong, then I don’t want to be right.” Loving Day, celebrates the U.S. Supreme Court's landmark decision in 1967, in the case of Loving v. Virginia, which invalidated interracial marriage bans in 16 states. The couple at the center of the case, Richard and Mildred Loving, became national symbols of mixed-race marriages, and remained married, with 3 children, until Richard tragically passed away in a car accident in 1975. Their love story and the monumental case that followed was immortalized into a critically-acclaimed movie, Loving, which was released in 2016. As someone who has been in a long-term interracial relationship (my boyfriend is Puerto-Rican and Italian; I am Laotian-American), I have experienced firsthand the criticism and skepticism around how people from two different racial groups can form a long-lasting bond without racial differences ultimately getting in the way. The truth is, you can either choose to focus on what separates you or focus on what keeps you together. Love has no color. Choose love: http://www.lovingday.org/ June 5 is World Environment Day. Have you considered the impact of Climate Change on different communities, and the impact of climate justice? https://www.youtube.com/watch?v=Q5KjpYK12_cJune 5 is World Environment Day. Have you considered the impact of Climate Change on different communities, and the impact of climate justice? https://www.youtube.com/watch?v=Q5KjpYK12_c From the National Museum of African American History and Culture website: Created by President Jimmy Carter in 1979, this month celebrates the African American musical influences that comprise an essential part of our nation’s treasured cultural heritage. Formerly called National Black Music Month, this celebration of African American musical contributions is re-established annually by presidential proclamation. Though by no means exhaustive, we’ve prepared a primer that will guide you through some of the different genres that African Americans have created, inspired and fostered.  Read more for some great resources! From the National Museum of African American History and Culture website: Created by President Jimmy Carter in 1979, this month celebrates the African American musical influences that comprise an essential part of our nation’s treasured cultural heritage. Formerly called National Black Music Month, this celebration of African American musical contributions is re-established annually by presidential proclamation. Though by no means exhaustive, we’ve prepared a primer that will guide you through some of the different genres that African Americans have created, inspired and fostered. The museum outlines several music types for you to explore, and we have paired them with some video links for your education and listening pleasure: Sacred Music Spiritual Songs for Black History Month Playlist https://www.youtube.com/playlist?list=PLu7MwjC3NPc3H0wesgvlrMTf5GrXmatM1 Jazz Jazz Age in the South: An African American Perspective, DeKalb History Center https://www.youtube.com/watch?v=WqlftvlrPEk Folk Music African American Folk Music Playlist https://www.youtube.com/playlist?list=PLQ-mjOdps9nlKwZC2NGmM71bo92UTZ2pT The Blues Blues America, Part 1 of 2: Woke Up This Morning Documentary https://www.youtube.com/watch?v=9hZMHLGMpzc&list=RDQMDLNJRTeg9W0&index=1  Hip Hop The Birth of Hip Hop https://www.youtube.com/watch?v=10C-Q3NIlzU   Passed in 2005, this holiday recognizes the contributions of Caribbean people and their descendants in the history and culture of the United States. Passed in 2005, this holiday recognizes the contributions of Caribbean people and their descendants in the history and culture of the United States.  A few notable Caribbean immigrants who have made significant impacts on American history include but are definitely not limited to, the first Secretary of the U.S. Treasury, Alexander Hamilton (born in Nevis), the first female U.S. Surgeon General, Antonia Novello (born in Puerto Rico), and the first black U.S. Secretary of State, Colin Powell (parents born in Jamaica). As of the June 2018 Census, there are an estimated 13.2 million Caribbean-Americans living in the United States. When I think of the Caribbean, I think of the beautiful landscapes, rich cultural histories, delicious foods, vibrant music, and the unmatched energy of all its proud countries and islands. In honor of Caribbean-American Heritage Month, I encourage you to start a conversation, support a local Caribbean-American business, or read more about the cultures and experiences of its people.  This month is a reminder that America’s greatness lies in our diversity. To learn more, go to: https://caribbeanamericanmonth.com/ Today is World Day for Cultural Diversity for Dialogue and Development. Since December 2002, the United Nations General Assembly recognizes May 21st as the World Day for Cultural Diversity for Dialogue and Development. Originally created as a result of the destruction of Buddha statues of Bamiyan in Afghanistan in 2001, this holiday is meant to celebrate cultural richness and the importance of intercultural dialogue to promote peace, understanding, and inclusion. This day also recognizes how culture is vital to sustainable development and positive change. Today is World Day for Cultural Diversity for Dialogue and Development. Since December 2002, the United Nations General Assembly recognizes May 21st as the World Day for Cultural Diversity for Dialogue and Development. Originally created as a result of the destruction of Buddha statues of Bamiyan in Afghanistan in 2001, this holiday is meant to celebrate cultural richness and the importance of intercultural dialogue to promote peace, understanding, and inclusion. This day also recognizes how culture is vital to sustainable development and positive change. Here are a few suggestions on what you can do to celebrate: Explore music, movies, or food from another culture Visit an art exhibit or museum highlighting other cultures Exchange views with someone from another culture to help you understand more about cultural stereotypes or your own unconscious biases To learn more about this holiday, visit: https://www.un.org/en/observances/cultural-diversity-day The Day's commemoration began with an intercultural dialog, interreligious dialog, and culture and development. You can learn more here: https://www.un.org/en/observances/cultural-diversity-day/background.  In light of the COVID-19 pandemic and social distancing, many people have been feeling more isolated than ever and it has taken its toll on mental health. According to a survey in June 2020 conducted by the CDC, 40% of adults reported struggling with mental health or substance use. “Mental health conditions are disproportionately affecting specific populations, especially young adults, Hispanic persons, black persons, essential workers, unpaid caregivers for adults, and those receiving treatment for preexisting psychiatric conditions.” In light of the COVID-19 pandemic and social distancing, many people have been feeling more isolated than ever and it has taken its toll on mental health. According to a survey in June 2020 conducted by the CDC, 40% of adults reported struggling with mental health or substance use. “Mental health conditions are disproportionately affecting specific populations, especially young adults, Hispanic persons, black persons, essential workers, unpaid caregivers for adults, and those receiving treatment for preexisting psychiatric conditions.” Poor mental health can be caused by plethora of reasons such as trauma, abuse, neglect, or stress, among other reasons. To cope with stress, the CDC recommends taking breaks from social media, exercising regularly, getting plenty of sleep, and connecting with others. Whether you struggle with anxiety, depression, or other mental disorders, please know that your mental health matters and YOU ARE NOT ALONE. If you or know someone you know would like help, here are some useful resources: https://www.cdc.gov/coronavirus/2019-ncov/daily-life-coping/managing-stress-anxiety.html At PMI Rochester, our policies embrace diversity of all types, and that includes age. When many companies and organizations think about age, they often think about how to recruit and retain millennials. However, it is important for DEI programs to remember to be inclusive and equitable for older employees and members. This article by Ladders shows the problem of ageism and the "7 industries where ageism is the most rampant". https://www.theladders.com/career-advice/7-industries-where-ageism-is-the-most-rampant  At PMI Rochester, our policies embrace diversity of all types, and that includes age. When many companies and organizations think about age, they often think about how to recruit and retain millennials. However, it is important for DEI programs to remember to be inclusive and equitable for older employees and members. This article by Ladders shows the problem of ageism and the "7 industries where ageism is the most rampant". https://www.theladders.com/career-advice/7-industries-where-ageism-is-the-most-rampant  The Muslim holy month of Ramadan is nearing its end. Today is the holiest day in not only Ramadan, but in the entire holy calendar.  The Night of Power (Laylat-ul-Qadr) was the night when the first verses of the Qur’an were revealed to the Prophet Muhammad, by Angel Jibrail. This night falls within the last 10 days of Ramadan, and although the exact date is unknown, it is widely believed to be the 27th day of the Holy month. This is a night of great remembrance and worship to Allah and ranks higher than that of 1,000 months. The Muslim holy month of Ramadan is nearing its end. Today is the holiest day in not only Ramadan, but in the entire holy calendar.  The Night of Power (Laylat-ul-Qadr) was the night when the first verses of the Qur’an were revealed to the Prophet Muhammad, by Angel Jibrail. This night falls within the last 10 days of Ramadan, and although the exact date is unknown, it is widely believed to be the 27th day of the Holy month. This is a night of great remembrance and worship to Allah and ranks higher than that of 1,000 months. According to ing.org: Muslims commemorate the revelation of the Qur’an, and fast from food and drink during the sunlit hours as a means of drawing closer to God and cultivating self-control, gratitude, and compassion for those less fortunate. Ramadan is a month of intense spiritual rejuvenation with a heightened focus on devotion, during which Muslims spend extra time reading the Qur’an and performing special prayers. Those unable to fast, such as pregnant or nursing women, the sick, or elderly people and children, are exempt from fasting. You can learn more at https://ing.org/ramadan-information-sheet/. May marks Jewish-American Heritage Month. Want to know more about Judiasm in the United States and how US culture has shaped American Judiasm, listen to this audio: https://americanarchive.org/catalog/cpb-aacip_532-h41jh3fc4q. If you have only a few minutes to learn about the history of Judiasm in America, check out this interactive timeline: https://ajhs.org/timeline. May marks Jewish-American Heritage Month. Want to know more about Judiasm in the United States and how US culture has shaped American Judiasm, listen to this audio: https://americanarchive.org/catalog/cpb-aacip_532-h41jh3fc4q. If you have only a few minutes to learn about the history of Judiasm in America, check out this interactive timeline: https://ajhs.org/timeline. April 23 will mark the 2021 National Day of Silence, which was started in 1996. GLSEN says the "Day of Silence is a national student-led demonstration where LGBTQ students and allies  all around the country—and the world—take a vow of silence to protest the harmful effects of harassment and discrimination of LGBTQ people in schools." If you have co-ops or interns on your teams, consider asking them if they would like to participate in activities on the 23rd. Check out https://www.glsen.org/day-of-silence for more information.April 23 will mark the 2021 National Day of Silence, which was started in 1996. GLSEN says the "Day of Silence is a national student-led demonstration where LGBTQ students and allies  all around the country—and the world—take a vow of silence to protest the harmful effects of harassment and discrimination of LGBTQ people in schools." If you have co-ops or interns on your teams, consider asking them if they would like to participate in activities on the 23rd. Check out https://www.glsen.org/day-of-silence for more information. Based on the entry of the sun into the constellation Aries, the traditional new year for many South and Southeast Asian countries such as Cambodia, Thailand, Myanmar, Laos, and some parts of India and China, falls around mid-April. Every country celebrates differently but activities typically include prayers and cleansing rituals at local temples and lively festivals. Based on the entry of the sun into the constellation Aries, the traditional new year for many South and Southeast Asian countries such as Cambodia, Thailand, Myanmar, Laos, and some parts of India and China, falls around mid-April. Every country celebrates differently but activities typically include prayers and cleansing rituals at local temples and lively festivals. As a Laotian-American, Lao New Year, or Pii Mai as we call it, is a joyous and symbolic time for the community to set new intentions, spend time with loved ones, and party. The local community usually has a celebration with lots of traditional food such as papaya salad and beef salad, traditional dancing, music, and a beauty pageant. Back in Laos, there are festivals and even water fights in the street! Water symbolizes purification and is also used in Buddhist blessing ceremonies so a new year equals cleansing the past and spreading blessings for the new. To learn more, visit: https://asiasociety.org/celebrating-new-year-asia Marked on the 27th day of the Hebrew month of Nisan, Yom HaShoah is a national holiday in Israel but is memorialized by Jewish people worldwide. Shoah, means “catastrophe” or “utter destruction” in Hebrew, and this day commemorates the 6 million Jewish lives lost during the Holocaust tragedy and the heroism of its survivors and rescuers. Marked on the 27th day of the Hebrew month of Nisan, Yom HaShoah is a national holiday in Israel but is memorialized by Jewish people worldwide. Shoah, means “catastrophe” or “utter destruction” in Hebrew, and this day commemorates the 6 million Jewish lives lost during the Holocaust tragedy and the heroism of its survivors and rescuers. Jewish communities and synagogues light candles, as well as recite poems and prayers, and hear stories from survivors to honor all the lives that perished during the Shoah, but also celebrate the resilience and determination of the Jewish people. The United States Holocaust Memorial Museum is hosting a free, virtual 2021 Days of Remembrance Commemoration event on April 8, 2021. Register here: https://www.ushmm.org/online-calendar/event/NADOR0421 Today is the 14th Annual World Autism Awareness Day and the official kickoff to Autism Awareness Month. As a project manager in an increasingly diverse workforce, you might manage workers with autism. If your company employs team members with autism, you and your projects can benefit from a few tips. Today is the 14th Annual World Autism Awareness Day and the official kickoff to Autism Awareness Month. As a project manager in an increasingly diverse workforce, you might manage workers with autism. If your company employs team members with autism, you and your projects can benefit from a few tips.   According to thebalancecareers.com, "You can definitely benefit your company when you hire the most highly qualified employee, even when this will require making a few accommodations when managing an employee with autism." You can read their short article "Tips for Managing an Employee With Autism in the Workplace" here: https://www.thebalancecareers.com/managing-employees-with-autism-4154667.   Things the AustiMedium.com writer Ashlea McKay lists "7 things the autistic person in your workplace needs from you" in her blog post here:   https://medium.com/@AshleaMcKay/7-things-the-autistic-person-in-your-workplace-needs-from-you-d99d351b543f.   The 7 things are: 1. Accept and understand that no two autistic people are the same2. Ditch the assumptions and the stereotypes3. Ask how we would like to be referred to4. Be open to having a conversation to discuss our needs5. Give us the flexibility to customise our working environment6. Help us to maximise our strengths and don’t place limitations on us7. Provide us with opportunities to progress in our careers   In addition to these tips, remember to have empathy and patience - with the employees and yourself. Check out https://www.healthline.com/health/autism/dear-neurotypical-guide-to-autism#First,-lets-start-with-definitions for more details. March 31, 2021, will mark the 12th annual International Transgender Day of Visibility (TDoV). The day is dedicated to celebrating the accomplishments of transgender and gender nonconforming people while raising awareness of the work that still needs to be done to achieve trans justice.   March 31, 2021, will mark the 12th annual International Transgender Day of Visibility (TDoV). The event celebrates the resilience and success of transgender and gender nonconforming people and raises awareness of transgender rights. From Insight Into Diversity: TDoV was founded by activist Rachel Crandall in 2009. Crandall was inspired by the fact that there was no holiday in existence dedicated to honoring the achievements and contributions of transgender people. At the time, the only major transgender-centered commemoration was the Transgender Day of Remembrance, which mourns the victims of hate crimes and violence, according to Queerhombolt.org, an online resource for the LGBTQ community. Though the COVID-19 pandemic has limited in-person celebrations for TDoV 2021, some organizations and higher education institutions are working within the restrictions to shine a light on transgender rights. The University of California, Riverside, for example, is offering limited seating for an on-campus TDoV event featuring Ryan Cassata, transgender singer-songwriter and LGBTQ activist, as a guest speaker and performer. Alphonso David, president of the LGBTQ advocacy group The Human Rights Campaign, encouraged others to use TDoV as an opportunity to learn from the pride and resilience of the transgender community. “As we celebrate [TDoV], we must never forget those who still feel invisible even in their own communities and who may live every day with fear of discrimination or violence, and we must resolve to fight for a world where every transgender and non-binary person is respected and protected,” David said in a 2020 statement. "For over 400 years, more than 15 million men, women and children were the victims of the tragic transatlantic slave trade, one of the darkest chapters in human history. Every year on 25 March, the International Day of Remembrance of the Victims of Slavery and the Transatlantic Slave Trade offers the opportunity to honour and remember those who suffered and died at the hands of the brutal slavery system. The International Day also aims to raise awareness about the dangers of racism and prejudice today." -https://www.un.org/en/events/slaveryremembranceday/ "For over 400 years, more than 15 million men, women and children were the victims of the tragic transatlantic slave trade, one of the darkest chapters in human history. Every year on 25 March, the International Day of Remembrance of the Victims of Slavery and the Transatlantic Slave Trade offers the opportunity to honour and remember those who suffered and died at the hands of the brutal slavery system. The International Day also aims to raise awareness about the dangers of racism and prejudice today." The United Nations offers free programs to learn more and commemorate the lives of victims of slavery. Check out their list of events here: https://www.un.org/en/events/slaveryremembranceday/2021/events.shtml.   Today is International Women's Day. This year's theme is “Women in leadership: Achieving an equal future in a COVID-19 world”. The intent is to celebrate the efforts by women and girls around the world in shaping a more equal future and recovery from the COVID-19 pandemic. The United Nations' Women's website provides several resources including but not limited to articles about women and COVID-19! https://www.unwomen.org/en  The places women hold in an economy are critical to a country's success. As such, "Since 2006 the Global Gender Gap Index has been measuring the extent of gender-based gaps among four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment) and tracking progress towards closing these gaps over time. This year’s edition of the report benchmarks 153 countries and provides country rankings that allow for effective comparisons across and within regional peers. The methodology and quantitative analysis behind the rankings are intended to serve as a basis for designing effective measures for reducing gender gaps. The methodology of the index has remainedstable since its original conception in 2006, providing a basis for robust cross-country and time-series analysis." - Global Gender Gap Report 2020 (World Economic Forum, 2019). The places women hold in an economy are critical to a country's success. As such"Since 2006 the Global Gender Gap Index has been measuring the extent of gender-based gaps among four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment) and tracking progress towards closing these gaps over time. This year’s edition of the report benchmarks 153 countries and provides country rankings that allow for effective comparisons across and within regional peers. The methodology and quantitative analysis behind the rankings are intended to serve as a basis for designing effective measures for reducing gender gaps. The methodology of the index has remained stable since its original conception in 2006, providing a basis for robust cross-country and time-series analysis." - Global Gender Gap Report 2020 (World Economic Forum, 2019). Acoording to their Global Gender Gap Index 2020 Rankings, the United States ranks 54th in the world (see full report on page 9 here: http://www3.weforum.org/docs/WEF_GGGR_2020.pdf). You can see the details of the findings about the US on pages 352 and 353. The key findings of the report are (quoting the report): 1. Globally, the average (population-weighted) distance completed to parity is at 68.6%, which is a further improvement since last edition. 101 of the 149 countries covered both this year and last year have increased their scores.2. Across the four subindexes, on average, the largest gender disparity is—once again—the Political Empowerment gap. Only 24.7% of the global Political Empowerment gap has been closed in 2020. 3. With regard to the Political Empowerment subindex, 108 countries of the 149 covered in both current and last year’s editions have improved their overall scores, driven mainly by a significant increase in the number of women in parliaments compared to the last assessment.4. In parallel to improving representation of women among political leaders, the number of women in senior roles within the Economic Participation and Opportunity dimension has also increased. Globally, 36% of senior private sector’s managers and public sector’s officials are women (about 2% higher than the figure reported last year). 5. In contrast to the slow but positive progress in terms of leadership positions, women’s participation in the labour market is stalling and financial disparities are slightly larger (on average), explaining the step back registered by the Economic Participation and Opportunity subindex this year. On average, only 55% of adult women are in the labour market, versus 78% of men, while over 40%of the wage gap (the ratio of the wage of a woman to that of a man in a similar position) and over 50% of the income gap (the ratio of the total wage and non-wage income of women to that of men) are still to be bridged.6. Educational Attainment gaps are relatively small on average but there are still countries where investment in women’s talent is insufficient. 7. Projecting current trends into the future, the overall global gender gap will close in 99.5 years, on average, across the 107 countries covered continuously since the first edition of the report. 9. On average, the eight regions assessed by the report have closed between 60.5% (the average score in Middle East and North Africa) and 76.7% (the average score in Western Europe). North America is a few percentage points below Western Europe (72.9%).10. At the current pace, gender gaps can potentially be closed in 54 years in Western Europe, 59 years in Latin America and the Caribbean (thanks to accelerated speed registered across some countries in the region this year), 71 and a half years in South Asia, 95 years in SubSaharan Africa, 107 years in Eastern Europe and Central Asia, 140 years in the Middle East and North Africa, 151years in North America (reflecting lack of progress in the region this year), and 163 years in East Asia and the Pacific. 11. The top five most-improved countries in the overall index this year (Ethiopia, Spain, Mali, Albania, and Mexico) haveall closed their gaps by 3.4 percentage points or more, and they all share a substantial increase in women’s presence in political institutions.      Tomorrow, March 1, 2021, is On Zero Discrimination Day. UNAIDS, a leading the global effort to end AIDS as a public health threat by 2030, celebrates "the right of everyone to live a full and productive life—and live it with dignity. Zero Discrimination Day highlights how people can become informed about and promote inclusion, compassion, peace and, above all, a movement for change. Zero Discrimination Day is helping to create a global movement of solidarity to end all forms of discrimination." Tomorrow, March 1, 2021, is Zero Discrimination Day. UNAIDS, a leading the global effort to end AIDS as a public health threat by 2030, celebrates "the right of everyone to live a full and productive life—and live it with dignity. Zero Discrimination Day highlights how people can become informed about and promote inclusion, compassion, peace and, above all, a movement for change. Zero Discrimination Day is helping to create a global movement of solidarity to end all forms of discrimination."   Things to think about as a project/program manager on Zero Discrimination Day: Does my organization want our employees to feel valued, appreciated, and free to be who they are at work? Are our employee lifecycle processes designed to prevent discrimination against our people regardless of gender identity or expression, sexual orientation, religion, ethnicity, age, neurodiversity, disability status, citizenship, or any other aspect which makes them unique? Across the globe, have we created a variety of programs to embed our culture of inclusivity and work hard to ensure that all of our employees have an equal opportunity to contribute and feel that they are exactly where they belong? Today is World Day of Social Justice! Many of us want to know how to encourage social justice in our own sphere, in even small ways. The United Nations can be a resource. Read more here: https://www.un.org/en/observances/social-justice-day. February 17, 2021 marks Ash Wednesday in Christianity. For those who do not observe the holiday, it might seem early this year. In fact, each year Ash Wednesday marks the beginning of Lent and is always 46 days before Easter Sunday. Lent is marked by repentance, fasting, reflection, and ultimately celebration. The 40-day period represents Christ’s time of temptation in the wilderness, where he fasted and where Satan tempted him. Lent asks believers to set aside a time each year for similar fasting, marking an intentional season of focus on Christ’s life, ministry, sacrifice, and resurrection. February 17, 2021 marks Ash Wednesday in Christianity. For those who do not observe the holiday, it might seem early this year. In fact, each year Ash Wednesday marks the beginning of Lent and is always 46 days before Easter Sunday. Lent is marked by repentance, fasting, reflection, and ultimately celebration. The 40-day period represents Christ’s time of temptation in the wilderness, where he fasted and where Satan tempted him. Lent asks believers to set aside a time each year for similar fasting, marking an intentional season of focus on Christ’s life, ministry, sacrifice, and resurrection. Not all Christian's celebrate Ash Wednesday and Lent. But Christians throughout the world celebrate Easter each year. Unlike Christmas but like Ash Wednesday, Easter's date changes each year.  According to a Fourth Century ruling, the date of Easter is set for the first Sunday following the Paschal Full Moon, which is the first full Moon of Spring, occurring on or shortly after the Spring Equinox. March 22 is the earliest Easter can occur on any given year, and April 25 is the latest. If that first spring full Moon occurs on a Sunday, then Easter will be observed on the following Sunday.   View our presentation about some major Black American History milestones. The presentation focuses on political milestones. Watch for a presentation later this month on personal milestones. src="https://www.canva.com/design/DAEVkrQd3SA/view?embed"> Blue and Black Timeline Presentation by PMI Rochester With so much coming at us about Diversity, Equity & Inclusion, and Allyship, sometimes we must wonder what it all means? It's a very complex and wide topic and there is much to be learned. What if your organization hasn't embraced any kind of strategy or plan yet and you want to learn more? What if you want to get involved but you don't know enough yet to even know what your passion is or where you want to help? What if you are still very curious but don't know where to start to understand this space? Well, this article is a great place to start. It’s easy to say and hear the word diversity without actually ever knowing what it really means. But with only a general understanding of the word, it’s likely that there are some types of diversity being overlooked.  When you’re cultivating a diverse workplace, having adequate representation is important. A diverse workplace positively affects:  Work environment Financial returns Overall business strategy The opinions of people outside of your organization  There are four different types of diversity: internal, external, organizational, and worldview—and you should aim to represent them all. Keep reading to learn more about each one and how diversity affects the workplace...  Read more here: https://www.alliant.edu/blog/what-are-4-types-diversityNazareth College is hosting an online event, "I Dissent: RBG - The Rule of Law - Compromise in an Age of Polarization". It will be held February 11, 2021 6p-8p. The event is free and requires registration. To learn more and register, go to https://www2.naz.edu/events/sep/3378/i-dissent-rbg-the-rule-of-law-compromise-in-an-age-of-polarization/. Martin Luther King Jr.'s life will be commemorated on January 18 this year. Especially after the turmoil of last summer which boiled over after the death of George Floyd, this year's commemorations are especially powerful. Supporters of the continued efforts to support Dr. King's quest should use this day to reflect and rejuvinate, and volunteer if they can. Read more for resources and ideas! Martin Luther King Jr.'s life will be commemorated on January 18 this year. Especially after the turmoil of last summer which boiled over after the death of George Floyd, this year's commemorations are especially powerful. Supporters of the continued efforts to support Dr. King's quest should use this day to reflect and rejuvenate, and volunteer if they can. Read more for resources and ideas! What You Can Do Check out https://www.facebook.com/mlkday/ Find short term and long term and Covid-safe volunteer opportunities right where you live and work https://www.nationalservice.gov/serve/search?fbclid=IwAR2tD0ilVd8Dm8pYvj0xmELE4QtIStLnoW-QJ-pDfUF-dhLtxv1z0FDqx6w#q=MLK%20Day Read Dr. King's "Letter from Birmingham Jail" https://www.csuchico.edu/iege/_assets/documents/susi-letter-from-birmingham-jail.pdf or watch videos about it on YouTube Learn how to talk to your children about racism https://www.pbs.org/parents/talking-about-racism  Call a like-minded friend to discuss how you're feeling and what you'd like to do in 2021 to bring equity to your spheres of influence Read our previous blog posts! Volunteer to help PMI Rochester's DEI Committee or other initiatives that support social good in the Rochester area. Email diversity@pmirochester.org for details. It's December and we are all getting ready for the Holidays. We've all been bombarded with so much reading, virtual meetings, and actions but honestly, I'm struggling to stay focused, inspired, and excited.  It's December and we are all getting ready for the Holidays. We've all been bombarded with so much reading, virtual meetings, and actions but honestly, I'm struggling to stay focused, inspired, and excited. I'm going on vacation in 1 day. Can I avoid checking out for the rest of the day? LOL! Then I watched this little 5 min video. I said to myself, "It's just 5 minutes. Just take a quick moment to watch this and get to know what hacking my biased brain might be about?" I am so glad I did! I laughed and I paid attention! Maureen Berkner Boyt has a gift for speaking and she has a good point! So, I promise if you take 5 minutes today and listen to this video you will laugh, be inspired, and excited. There are some real actions and changes that you can take here that will help hack your brain and be a better DEI leader. Happy Holidays to all! Hack Your Biased Brain Transgender Awareness Week is typically observed the second week of November, is a one-week celebration leading up to Transgender Day of Remembrance (TDOR), which memorializes victims of transphobic violence. At PMI Rochester we want to bring awareness to this week because each year between November 13 – 19, people and organizations around the country participate in Transgender Awareness Week to help raise the visibility about transgender people and address issues members of the community face. What is Transgender Awareness Week? Transgender Awareness Week is a week when transgender people and their allies take action to bring attention to the community by educating the public about who transgender people are, sharing stories and experiences, and advancing advocacy around the issues of prejudice, discrimination, and violence that affect the transgender community. What is Transgender Day of Remembrance? Transgender Day of Remembrance (TDOR) was founded by transgender advocate Gwendolyn Ann Smith as a vigil to honor her memory of Rita Hester, a transgender woman who was killed in 1998. The vigil commemorated all the transgender people lost to violence that year and began an important memorial that has become the annual Transgender Day of Remembrance. Participate in TDOR by attending or organizing a vigil on November 20 to honor all those whose lives were lost to anti-transgender violence that year.  Vigils are typically hosted by local transgender advocates or LGBTQ organizations and held at community centers, parks, places of worship and other venues. The vigil often involves reading a list of the names of those who died that year.  The following are tips that can be used as you move toward becoming a better ally to transgender people. Of course, this list is not exhaustive and cannot include all the "right" things to do or say because often there is no one "right" answer to every situation you might encounter. When you become an ally of transgender people, your actions will help change the culture, making society a better, safer place for transgender people and for all people (trans or not) who do not conform to conventional gender expectations. You can't tell if someone is transgender just by looking. Transgender people don't look any certain way or come from any one background. Many transgender people do not appear "visibly trans," meaning they are not perceived to be transgender by others. It is not possible to look around a room and "see" if there are any transgender people. (It would be like a person looking around the room to "see" if there are any gay people.) You should assume that there may be transgender people at any gathering or in any space. Don't make assumptions about a transgender person's sexual orientation. Gender identity is different than sexual orientation. Sexual orientation is about who we're attracted to. Gender identity is about our own personal sense of being a man or a woman or neither of those binary genders. Transgender people can be gay, lesbian, bisexual, or straight. If you don't know what pronouns to use, listen first. If you're unsure which pronoun a person uses, listen first to the pronoun other people use when referring to them. Someone who knows the person well will probably use the correct pronoun. If you must ask which pronoun the person uses, start with your own. For example, "Hi, I'm Alex and I use the pronouns he and him. What about you?" Then use that person's pronoun and encourage others to do so. If you accidentally use the wrong pronoun, apologize quickly and sincerely, then move on. The bigger deal you make out of the situation, the more uncomfortable it is for everyone. Don't ask a transgender person what their "real name" is. For some transgender people, being associated with their birth name is a tremendous source of anxiety, or it is simply a part of their life they wish to leave behind. Respect the name a transgender person is currently using. If you happen to know the name someone was given at birth but no longer uses, don't share it without the person's explicit permission. Similarly, don't share photos of someone from before their transition, unless you have their permission. Understand the differences between "coming out" as lesbian, gay, or bisexual and "coming out" as transgender. "Coming out" to other people as lesbian, gay, or bisexual is typically seen as revealing a truth that allows other people to know your authentic self. The LGB community places great importance and value on the idea of being "out" in order to be happy and whole. When a transgender person has transitioned and is living their life as their authentic self--that is their truth. The world now sees them as who they truly are. Unfortunately, it can often feel disempowering for a transgender person to disclose to other people that they are transgender. Sometimes when other people learn a person is trans, they no longer see the person as "real." Some people may choose to publicly discuss their gender history in an effort to raise awareness and make cultural change, but please don't assume that it's necessary for a transgender person to disclose that they are transgender in order to feel happy and whole. Be careful about confidentiality, disclosure, and "outing." Some transgender people feel comfortable disclosing their gender history, and some do not. A transgender person's gender history is personal information and it is up to them to share it with others. Do not casually share this information, speculate, or gossip about a person you know or think is transgender. Not only is this an invasion of privacy, but it also can have negative consequences in a world that is very intolerant of gender diversity. Transgender people can lose jobs, housing, friends, or even their lives when other people find out about their gender history. Respect the terminology a transgender person uses to describe their identity. Transgender people use many different terms to describe their experiences. Respect the term (transgender, transsexual, non-binary, genderqueer, etc.) a person uses to describe themselves. If a person is not sure of which identity label fits them best, give them the time to figure it out for themselves, and don't tell them which term you think they should use. You wouldn't like your identity to be defined by others, so please allow others to define themselves. Be patient with a person who is questioning or exploring their gender identity. A person who is questioning or exploring their gender identity may take some time to figure out what's true for them. They might, for example, use a name or pronoun, and then decide at a later time to change the name or pronoun again. Do your best to be respectful and use the name and pronoun requested. Understand there is no "right" or "wrong" way to transition, and that it is different for every person. Some transgender people access medical care like hormones and surgeries as part of their transition to align their bodies with their gender identity. Some transgender people want their authentic gender identity to be recognized without hormones or surgery. Some transgender people cannot access medical care, hormones, and/or surgeries due to a lack of financial resources or access to healthcare. A transgender person's identity is not dependent on medical procedures or their physicality. Accept that if someone tells you they are transgender, they are. Don't ask about a transgender person's genitals, surgical status, or sex life. It would be inappropriate to ask a non-transgender, or cisgender, person about the appearance or status of their genitals. It is equally inappropriate to ask a transgender person those questions. Don't ask if a transgender person has had "the surgery" or if they are "pre-op" or "post-op." If a transgender person wants to talk to you about such matters, they will bring it up. Similarly, it wouldn't be appropriate to ask a non-transgender person about how they have sex, so the same courtesy should be extended to transgender people. Avoid backhanded compliments and "helpful" tips. While you may intend to be supportive, comments like the following can be hurtful or even insulting: "I would have never known you were transgender. You look so pretty." "You look just like a real woman." "She's so gorgeous, I would have never guessed she was transgender." "He's so hot. I'd date him even though he's transgender." "You're so brave." "You'd pass so much better if you wore less/more make-up, had a better wig, etc." "Have you considered a voice coach?" Challenge anti-transgender remarks or jokes in public spaces, including LGB spaces. You may hear anti-transgender comments from anti-LGBTQ activists, but you may also hear them from LGB people. Someone may think that because they're gay, it's ok for them to use certain words or tell jokes about transgender people. It's important to challenge anti-transgender remarks or jokes whenever they're said and no matter who says them. Support all-gender public restrooms. Some transgender and gender non-conforming people may not feel like they match the signs on the restroom door. Encourage schools, businesses, and agencies to have single user, unisex, and/or all-gender restroom options. Make it clear that transgender and gender non-conforming people are welcome to use whichever restroom they feel comfortable using. Help make your company or group truly trans-inclusive. "LGBTQ" is now a commonplace term that joins lesbian, gay, bisexual, queer, and transgender people under the same acronym. If you are part of a company or group that says it's LGBTQ-inclusive, remember that transgender people face unique challenges and that being LGBTQ-inclusive means truly understanding the needs of the trans community and implementing policies address that them. At meetings and events, set an inclusive tone. In a group setting, identify people by articles of clothing instead of using gendered language. For example, the "person in the blue shirt," instead of the "woman in the front." Similarly, "Sir" and "Madam" are best avoided. If bathrooms in the space are not already all-gender, ask if it's possible to put an all-gender sign on them. In some circumstances, where not everyone is known, consider asking people to introduce themselves with their names and pronouns. For example, "Hi, I'm Nick and I use he/him pronouns." Start with yourself and use a serious tone that will discourage others from dismissing the activity with a joke. However, if you feel this practice will have the effect of singling out the trans people in the room or putting them on the spot, avoid it. Remember, it costs cisgender people nothing to share their pronouns, but for trans people, it can be a very serious decision. Listen to transgender people. The best way to be an ally is to listen with an open mind to transgender people speaking for themselves.   Follow thought leaders in the transgender community. Check out books, films, YouTube channels, and trans blogs to find out more about transgender people and the issues people within the community face. Learn that transgender people are not new. Transgender people have existed across cultures and throughout time and history. What is new is the heightened awareness of gender diversity and the transgender community because of increased media attention in the last few decades. However, much of these media stories have speculated and projected about the experiences of transgender people rather than aggregating from first-hand accounts. DISCLOSURE, a documentary film on Netflix directed by Sam Feder and executive produced by Laverne Cox, surveys the history of trans representation in TV and film using archival footage and interviews with 30 trans advocates and artists working in the entertainment industry--revealing how media has deeply influenced public perception, policy, and understanding of trans people. Watch the documentary to understand how TV and film have taught trans and cis people how to feel about this community. Know your own limits as an ally. Don't be afraid to admit when you don't know something. It is better to admit you don't know something than to make assumptions or say something that may be incorrect or hurtful. Seek out the appropriate resources that will help you learn more. Remember being an ally is a sustained and persistent pattern of action; not an idle or stable noun. (Updated November 2020 / Adapted from MIT's "Action Tips for Allies of Trans People.") Working remote, especially with the stresses of Covid-19, is difficult for most of our project teams. Some employees can struggle more due to family challenges, due to disabilities that make working remote harder, or a decrease in inclusivity, or a combination of these factors. Working remote, especially with the stresses of Covid-19, is difficult for most of our project teams. Some employees can struggle more due to family challenges, due to disabilities that make working remote harder, or a decrease in inclusivity, or a combination of these factors.  For a quick tip sheet on how you can improve DEI in your remote teams, go to https://www.canr.msu.edu/diversity/uploads/files/DEI_tipsheet_novelcoronavirus_PDF.pdf.Drew Saur, a white male executive who is gay, joined the Diversity Panel at the 2019 PDD. Here he reflects on his experience. https://theprogressivecio.com/are-you-an-invisibleist/ Drew Saur, a white male executive who is gay, joined the Diversity Panel at the 2019 PDD. Here he reflects on his experience. https://theprogressivecio.com/are-you-an-invisibleist/ The death of Ruth Bader Ginsburg has saddened the [people of the USA and others around the world, largely independent of political ideology. She died on September 18, 2020 - the first night of Rash Hashanah - at the age of 87. The death of Ruth Bader Ginsburg has saddened the [people of the USA and others around the world, largely independent of political ideology. She died on September 18, 2020 - the first night of Rash Hashanah - at the age of 87. Ginsburg served on the US Supreme Court for 27 years, through age and illness, and even worked from her hospital bed. She is known for her rulings on equality and was nicknamed The Notorious RBG. On September 25, 2020, Ginsburg will be the first woman ever to lie in state at the US Capitol. Read more about RBG at: https://www.history.com/topics/womens-history/ruth-bader-ginsburg https://www.biography.com/law-figure/ruth-bader-ginsburg https://www.nytimes.com/2020/09/20/style/rbg-style.html and for a little comedy with Justice Ginsburg: https://www.youtube.com/watch?v=0oBodJHX1Vg  September 18-20, 2020 marks Rosh Hashannah, the beginning of the Jewish New Year. This article from CNN not only explains more about the holiday for people who do not usually celebrate, but also provides ideas on how to take the opportunity to reflect on your life. https://www.cnn.com/2020/09/18/health/rosh-hashanah-pandemic-wellness/index.html September 18-20, 2020 marks Rosh Hashannah, the beginning of the Jewish New Year. This article from CNN not only explains more about the holiday for people who do not usually celebrate, but also provides ideas on how to take the opportunity to reflect on your life. https://www.cnn.com/2020/09/18/health/rosh-hashanah-pandemic-wellness/index.html This year marks the 100th year anniversary of the ratification of the 19th Amendment to the Consistution of the United States. The Amendment granted the right to vote to women after 72 years of protests, marches, and lobbying! You can celebrate virtually by participating in the Suffragist City Parade online.This year marks the 100th year anniversary of the ratification of the 19th Amendment to the Consistution of the United States. The Amendment granted the right to vote to women after 72 years of protests, marches, and lobbying! You can celebrate virtually by participating in the Suffragist City Parade online. Despite the current pandemic, the celebration of this momentus anniversary must go on! You can participate by watching online, and also join in as an indiviudal or as a team, submitting photos or short videos. Learn more here: https://susanb.org/suffragist-city-parade/As I read the news and my favorite blogs last week over my first cup of coffee for the morning, I recalled the importance of sonder. Defined as “the realization that each random passerby is living a life as vivid and complex and your down,” sonder is an emotion that always seeks to find the humble, vulnerable aspects of a person. As I read the news and my favorite blogs last week over my first cup of coffee for the morning, I recalled the importance of sonder. Defined as “the realization that each random passerby is living a life as vivid and complex and your down,” sonder is an emotion that always seeks to find the humble, vulnerable aspects of a person. A recent PMI Rochester Diversity, Equity, and Inclusion blog, featuring a short film following two men on a cross journey of racism and the human condition, was on my list of blogs to read that morning. I was not prepared to be as emotionally struck; the strong desire to continually better myself at understanding racism and standing up for inclusivity and equity resonated deeply.  Spoiler alert: if you have not already, give the article (“’Two Strangers Who Meet Five Times’ by Marcus Markou”) a read. If not, here’s the skinny — the two men meet when one of the men spews hate speech against the other. In each of the other 4 encounters, the men meet randomly and entirely by chance. For example, years after the hate speech encounter, the men meet again, but this time, the man who had spewed the hate speech is homeless and asking the other for support. The film follows various emotional scenarios until the men are old in age with one caring for the other in a nursing facility — again by complete chance. The story depicts heartache, conflicted support, and confusion regarding how to embrace those that may look different.  The immediate feeling I had following the video was sonder because of the pure understanding that we are all on a journey of understanding and obliterating racism, while knowing there are deep and engrossed policies and cultural norms that are not equitable or accessible to all people. I was also reminded that we all have power over our lives to react with grace and love. At the end of the day, we are all human — regardless of class, color, gender, orientation — and all people are inherently worthy and should be respected. At the end of our lives, we would have all endured the same emotions — anger, sadness, joy, elation, envy — and all people experience heartbreak, struggle, and the willingness to be accepted.  The video sends a powerful message that we have time now to educate ourselves and to become better than the former versions of ourselves. The challenge, in accepting our former versions of ourselves, is in how we move forward. If you’re in that same position as me — the wanting to make an impact, become educated, and challenge racist ideals and policies — here are a few resources: MK Ghandi Institute https://gandhiinstitute.org/ Educause’s Book Recommendations https://library.educause.edu/resources/2019/1/dei-book-recommendations Racial Equity & Justice Initiative https://www.sjncenter.org/REJI To see the original blog post with a link to the video, got to https://www.pmirochester.org/blog/two-strangers-who-meet-five-times-by-marcus-markou-4630. What did you think of the video? What impact did it have on your day? How are you working to advance your understanding of racism? What are some solutions to reacting to others with hatred? Share in the comments below!  PMI Rochester is teaming up with other Chapters to bring DEI initiatives and programs to a larger audience. With PMI New Jersey, we bring you "A Project Manager's Guide to Sharpening Their Diversity IQ" a two-hour remote session that earns you 2 PDUs!PMI Rochester is teaming up with other Chapters to bring DEI initiatives and programs to a larger audience. With PMI New Jersey, we bring you "A Project Manager's Guide to Sharpening Their Diversity IQ", a free two-hour remote session that earns you 2 PDUs! Abstract Organizational leaders, business owners, and internal project managers must sharpen their cultural competence to remain relevant forces within the project management industry. From leveraging the talent of the most diverse generation -- millennials, to enhancing project outcomes through an elevated understanding of cultural and communication norms. Project managers participating in this interactive session will leave with clarity about how they can apply their new found cultural competence in a practical way to positively impact their work. To learn more and register, go to https://www.pmirochester.org/calendar?eventId=5496.Summary of Webinar: "Your Brain is Good at Inclusion... Except When It’s Not." A talk by Dr. Steve L. Robbins. Today I attended the webinar "Your Brain is Good at Inclusion... Except When It’s Not", a talk by Dr. Steve L. Robbins. Dr. Robbin's focus as a neuroscientist is to understand the brain. In this webinar, he addressed not only the physiology behind unconscious bias, but it's impact on people and the hit to productivity in the workplace that happens when unconscious bias excludes a person. In the starting minutes of the talk, Dr. Robbins introduced himself. Speaking in a very heavy Asian accent, attendees had an immediate reaction. These reactions certainly ranged from "Sigh, this is going to be a long hour if it will be this hard to understand him" to "Asians make good scientists, so I'm sure he knows what he's talking about". Our first reactions can be positive or negative, but not always right. Dr. Robbins was born in Vietnam and is of Asian descent, but has no accent as he was raised in the USA. His accent was his best Mr. Miyagi impression! Dr. Robbins next explained that he sees the issues before us requiring a stronger focus on inclusion than diversity. His reasoning reminded me of when a panel speaker at the 2019 PDD said (in my paraphrasing), that diversity in the USA is here. It is how we deal with it that has impact. Dr. Robbins recommended that until an organization is inclusive, adding more diversity would simply mean more people feeling left out. In his opinion, we need to work on inclusion first. As anyone who has had unconscious bias training knows, our biases are built over the years, and we often don't recognize them. Most unconscious bias education helps us recognize that this is true. Dr. Robbins explained how the brain uses patterns and familiarity to take shortcuts for making decisions. Those shortcuts are based on years of experience and learning, much of which occurs in our childhood. Based on our family, TV shows, comedians, school mates, etc., our brain forms patterns to help us make quick decisions without lengthy analysis. For example, we might not jump to the conclusion that Dr. Robbins' family (he's Vietnamese) has owned a restaurant, laundromat, or nail salon, or that Dr. Robbins is excellent at math, but based on our experiences or learning from others, it would be unrealistic to think that we would be shocked by learning this. Note: Dr. Robbins is good at math; none of the rest apply. Most educators in the unconscious bias space will emphasize that your first thought based on your bias is not "your fault", but that your words and actions are your responsibilities. This is true -- you can't simply change years of brain patterns, but you can change how you act on them. In this talk, however, Dr. Robbins focused on the impact to the person receiving the impression of being an outsider. And isn't that what is it about? Our brain patterns tell us who to trust, who is an insider, and who we can't trust, or an outsider. In a study, researchers showed that the areas of the brain that feel physical pain react the same to social pain of being an outsider (excluded). Those who feel excluded are distracted in the same way that they are distracted by physical pain. During that time, people are 20-30% less efficient in their work. If for no other reason, companies will benefit from employees working at top capacity without this distraction. You might not be able to change your company, and if you could, it wouldn't be overnight. Dr. Robbins recommends being curious and open minded. Ask these questions when you have a strong opinion in opposition to someone else's: 1) What journey did that person walk? 2) What journey did I walk? 3) Why am I so certain about things that I cannot prove? Eleversity, an organization that provides next-level workforce education, is holding a Women of Color Summit starting later in July with early bird registration through July 10.Eleversity, an organization that provides next-level workforce education, is holding a Women of Color Summit starting later in July with early bird registration through July 10. According to their website, "Women of color continue to be influential and often hold key roles within their homes, communities and within companies and institutions. The realities of the Covid-19 pandemic and current racial tension present challenges and opportunities for communities of color. This session will focus on moving the equity conversation forward with strategies that address: communication, commitment, cooperation and collaboration with individuals, families, businesses, community stakeholders and allies." "The mission of the 2020 Women of Color Virtual Summit is to provide an uplifting environment for women of color that promotes equity, education and professional development. The summit focuses on and prioritizes the voices and experiences of women and college students who identify as women of color or indigenous. In addition, we welcome all who are supporters and champions of equity, diversity and inclusion. This summit will allow educators, civic and community leaders, medical and nonprofit and corporate professionals to work together to continue tearing down the walls of racism, sexism and other barriers that limit and hinder the success of women of color." To learn more and to register for one or more virtual events, go to https://eleversity.org/summit/.The history of pride parades and Pride Month in the USA originates from the anniversary of the Stonewall Uprising.The history of pride parades and Pride Month in the USA originates from the anniversary of the Stonewall Uprising. According to History.com "The Stonewall Riots, also called the Stonewall Uprising, began in the early hours of June 28, 1969 when New York City police raided the Stonewall Inn, a gay club located in Greenwich Village in New York City. The raid sparked a riot among bar patrons and neighborhood residents as police roughly hauled employees and patrons out of the bar, leading to six days of protests and violent clashes with law enforcement outside the bar on Christopher Street, in neighboring streets and in nearby Christopher Park. The Stonewall Riots served as a catalyst for the gay rights movement in the United States and around the world." To mark the first anniversary of the Uprising, major cities in the USA held marches and educational events. Such marches eventually grew into our present time Pride Parades, and Pride Month (June). To learn more about the Stonewall Uprising, watch this video: https://www.youtube.com/watch?v=MIbAVS-cDBs&feature=youtu.be or go to https://www.history.com/topics/gay-rights/the-stonewall-riots. The National Museum of African American History and Culture is the only national museum devoted exclusively to the documentation of African American life, history, and culture. The National Museum of African American History and Culture is the only national museum devoted exclusively to the documentation of African American life, history, and culture. It was established by Act of Congress in 2003, following decades of efforts to promote and highlight the contributions of African Americans. To date, the Museum has collected more than 36,000 artifacts and nearly 100,000 individuals have become members. The Museum opened to the public on September 24, 2016, as the 19th and newest museum of the Smithsonian Institution.   There are four pillars upon which the NMAAHC stands: It provides an opportunity for those who are interested in African American culture to explore and revel in this history through interactive exhibitions  It helps all Americans see how their stories, their histories, and their cultures are shaped and informed by global influences  It explores what it means to be an American and share how American values like resiliency, optimism, and spirituality are reflected in African American history and culture  It serves as a place of collaboration that reaches beyond Washington, D.C. to engage new audiences and to work with the myriad of museums and educational institutions that have explored and preserved this important history well before this museum was created. The NMAAHC is a public institution open to all, where anyone is welcome to participate, collaborate, and learn more about African American history and culture. In the words of Lonnie G. Bunch III, founding director of the Museum, “there are few things as powerful and as important as a people, as a nation that is steeped in its history.”     To learn more, go to https://nmaahc.si.edu/. "Two Strangers Who Meet Five Times" by Marcus Markou is a powerful story that addresses a number of issues related to diversity. You're invited to watch the video and then reflect on the questions listed in this post."Two Strangers Who Meet Five Times" by Marcus Markou is a powerful story that addresses a number of issues related to diversity. You're invited to watch the video and then reflect on the questions listed in this post. First, watch the video here: https://vimeo.com/272934760. Second, reflect on the questions listed below. If you would like, add a comment to the post so that we can have an open conversation. Questions to ask yourself: How did you feel throughout the video? Is there a villain in this story? Would you have felt inpatient at the cashpoint, and if so, how would you have behaved?  As a project manager, how would you feel seeing the cashpoint behavior in public? How would you feel if one of the characters was on your team? Would you say something to the team member or keep silent? If Alistair was on your team, how would you create a safe environment for the other team members, and even try to change Alistair's thinking on race, without shaming him? Do you agree with Samir for not offering Alistair the job? Was there another possible approach? How do you help someone like Alistair see that we support and promote inclusive (not divisive environments), and collaborations on teams?    Each year, June 19 signifies the celebration of the end of slavery in USA. Each year, June 19 signifies the celebration of the end of slavery in the USA. According to Juneteenth.com, "Juneteenth is the oldest nationally celebrated commemoration of the ending of slavery in the United States.  Dating back to 1865, it was on June 19th that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. Note that this was two and a half years after President Lincoln’s Emancipation Proclamation - which had become official January 1, 1863." Rochester holds annual events each year, some of which are cancelled this year due to the Coronavirus. The Roc Juneteenth 5K is run every year - this year done indivudally and to raise money for Rochester's first Civil Right Heritage site. Want to know more history about Juneteenth? Go to juneteenth.com or https://www.pbs.org/wnet/african-americans-many-rivers-to-cross/history/what-is-juneteenth/. The PMI Rochester Board of Directors sent an important message on racism today.The PMI Rochester Board of Directors sent an important message on racism today. Emailing it's members, the message reads as follows: Dear PMI Rochester Membership, Like many of you, we've read, watched, and listened in horror at the news of the murders of George Floyd, Breonna Taylor, Ahmaud Arbery, Tony McDade, Tamir Rice, and many more, knowing that their names join a long list of others throughout the deep-rooted history of racism in the United States and around the world. We are taking this opportunity to speak out. PMI Rochester condemns the murder of George Floyd and what this inhuman act represents. We stand in solidarity with the Black, Indigenous and People of Color (BIPOC) community and other minority groups for justice, equality, liberation and freedom. As project managers, we have a front row seat to the difficulties human beings face in keeping commitments. The power is within the commitment of each and every one of us to treat everyone else as they would want to be treated, and that takes active work. Through this commitment, human interactions will change, and systemic racism will have a chance to be acknowledged and destroyed. We invite you to join us in taking action with commitment in that active work: Get involved with PMI Rochester's Diversity, Equity and Inclusion (DEI) program that has been active since 2017. Our DEI program seeks out minority-based professional organizations to continue to form alliances and pathways that reflect our organization's commitment to inclusion; We are partnered with several organizations and programs including Catholic Family Services' Educating Youth in Project Management, Rochester-Monroe Anti-Poverty Initiative (RMAPI), The Chamber of Commerce and ROC 2025, M.K Gandhi Institute for Non-Violence (ROC The Project), and Volunteer Legal Services Project; Identifying and extracting any practices within our organization that do not support a culture of equality, justice and empowerment. Aligning our organization with PMI and our President & CEO, Sunil Prashara's message of One Team, One Song, One Dane: Standing for Equality, Justice and Inclusion. Read Sunil's letter here.  We call out to you to be engaged and champion justice for all. These events serve as a wake-up call to look within and determine how we can be a catalyst for change. Our organization will continue to bring discussions, training, articles and events to the membership to raise awareness and affect that change. Please read our DEI policy statement and blog here. Email Lori Gacioch at  president@pmirochester.org, or Wendy Ross, Director of Diversity, Equity & Inclusion at  diversity@pmirochester.org to learn more.   Very Truly Yours, The PMI Rochester Board of DirectorsJune is Pride month in the USA and what better time for the Supreme Court to rule in favor of LGBT employees!June is Pride month in the USA and what better time for the Supreme Court of the United States (SCOTUS) to rule in favor of LGBT employees! Today the SCOTUS ruled that Title VII of the Civil Rights Act of 1964 extends to cover sexual orientation discrimination. The Act prohibits employers to discrimnate based on a person's sex. Although it is unlikely that Congress was thinking about orientation when they passed the Act, the SCOTUS agreed it applies.  “An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex," Justice Neil Gorsuch wrote for the court. “Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids." Most states do not have laws protecting LGBT against workplace discrimination. Therefore this ruling impacts as many as 11.3 million people.  We know that the Diversity, Equity, and Inclusion blog has been rather silent in the last few months. As the Committee has worked through issues around Covid-19, the words have not been flowing.We know that the Diversity, Equity, and Inclusion blog has been rather silent in the last few months. As the Committee has worked through issues around Covid-19, the words have not been flowing. Please know that the PMI DEI program is active behind the scenes, reaching out to community leaders and organizations to help us find the right words for these troubling times, and ways we can help. Please stay tuned!Thank you to all of the Members and Volunteers who participated in our 2020 Diversity, Equity, & Inclusion survey! Your input is crucial for the Diversity, Equity, & Inclusion (DEI) Committee to help shape the way the Rochester Chapter serves you.Thank you to all of the Members and Volunteers who participated in our 2020 Diversity, Equity, & Inclusion survey! Your input is crucial for the Diversity, Equity, & Inclusion (DEI) Committee to help shape the way the Rochester Chapter serves you. WHY A SURVEY? Along with several initiatives determined by the DEI Committee, these survey results impact our planning. Using the survey, we gain demographic information which informs our understanding of the needs of our PMI Rochester community. We also learn your opinions on how we are doing as a Chapter. Thank you for participating! A FEW NOTES This survey is anonymous. Feel safe about providing answers. We received feedback from both Members and Volunteers. Members are defined as PMI Rochester members who do not currently volunteer for the organization. 78% of our responses were from Members. Volunteers are PMI Rochester members who volunteer on the Board, as Managers or Directors, as Committee members, or for specific timed initiatives. 21% of our responses were from Volunteers. RESULTS This section summarizes the results of the multiple choice/demography. EMPLOYMENT 96% of respondents are employed full time 4% of respondents are retired 0% of respondents are unemployed and looking for work. If you are in the market for a new job, check out our Career Corner at https://pmirochester.org/classifieds.php?type=job. Our Chapter is working with local companies and recruiters to list opportunities here. GENDER 66% of our respondents are Female, while 34% of respondents are Male. SEXUAL ORIENTATION 77% of respondents identified as heterosexual. 4% of respondents identified as gay or lesbian. 4% of respondents identified as bisexual. The remainder of respondents preferred not to say. For next year’s survey, the DEI Committee will review this question and our survey email to ensure that respondents know that their answers are confidential, and to include more options to better represent the range of LBGTQIA+ answers. RACE 85% of respondents identify as White, 4% as Black or African-American, 7% as Hispanic of Latinx, and 4% as Other. AGE Only 3% of respondents were 30-39 years old, 37% were 40-49 years old, and the majority of respondents were 50 and older. The well-being of any professional or organization is recruiting the next generation of people. The DEI Committee will support the other committees who already target the next generation. VETERANS 11% of respondents identify as Military Veterans. Did you know PMI Global offers programs and discounts for Military Veterans? Go to https://www.pmi.org/military to learn more. DIFFERENTLY ABLED MEMBERS The survey respondents answered that they did not require accommodations for disabilities, or preferred not to say. If you would like accommodations or have recommendations for how our website or events could be more accommodating, please contact the VP of Professional Development or the Director of DEI. MEMBER FEEDBACK ON PMI ROCHESTER In addition to demographics, the Chapter wanted to know how our members feel we are doing. RESPONSIVENESS TO MEMBER NEEDS The majority of Members rated the Chapter Leadership as responsive to Member needs. 3.7% rated the Leadership at Somewhat or Very Unresponsive. The Chapter will continue to work towards responding to Member needs and feedback. HOW CAN WE DO BETTER? Several respondents provided feedback to our request, “Please, tell us something that you think PMI Rochester could do better.” Here is a sampling of responses. We are actively considering all feedback. The DEI Committee is pleased to see that the respondents indicated that the Chapter is doing much better regarding diverse programs and speakers. Additionally, we learned that 60% of respondents are aware that we have a DEI program, up from 25% last year. More virtual meetings and virtual opportunities to volunteer. Offer meeting discounts to retirees. More case studies for benchmark project management. Join activities with other PMI chapters. Show culturally responsive meeting content and processes. More job opportunities on website.(Note: We are working hard to increase postings. Check them out at https://www.pmlocaljobs.com/?pmi=pmi-rochester.) Make it easier for new people to contact the leadership at the chapter to better understand the offerings and volunteer positions available. (Note: Our updated website design, released in February, makes it easier. From the home page choose Get Involved > Volunteer or go to https://www.pmirochester.org/volunteer.) I'm new around here. I've noticed a lack of diversity but I'm not sure if that's a "problem" or just a reflection of the people in PM roles in Rochester. Either way, I enjoy the D&I workshop and look forward to more. Please get back to the basics of having program offerings that teach project management fundamentals, in addition to the additional new offerings related to leadership and strategy. WHAT WE’RE DOING RIGHT Working with Ithaca and great emails. PDD attracts a diverse group of people and celebrates the profession of Project Management. Recognized diversity is important. Adding Equity to D & I Communication Engaging. Communicating! Love the annual PDD day. PDD is an excellent conference. I love that you are always mixing it up for chapter meeting locations. This is hard to do and takes time, but it demonstrates that you are making efforts to include everyone who wants to be included. Flexibility and adaptability--as well as changing meeting times/locations and topics. Communications via email has been very good. Good local events - thank you Great events, programs and offerings. The volunteer team shows their passion and enthusiasm. By the breadth of services available. Well worth the membership dollars. Great professional dev opportunities! Love the increased opportunities in the non-profit space with areas like the Day of Service and Volunteering for RMAPI. Please know, your feedback and collaboration is always welcome and we’d love to speak with our Members to gain more in-depth insights. If you would like to talk with us about these results, join our committee or discuss planning initiatives, please email us at diversity@pmirochester.org.  A Virtual Help Center is now available to community members who need legal information or have questions about court procedures in Monroe County.  Individuals can access the service via a mobile phone or any other device that connects to the internet by visiting www.vlsprochester.org and clicking on the “Connect to Live Help” chat box.  Legal advocates are available to answer questions and can provide information about how to file or respond to legal papers, find court forms, or notarize documents via videoconference.   The Volunteer Legal Services Project of Monroe County, Inc. (VLSP) provides “free legal help to low-income residents of Monroe County, New York who are facing non-criminal legal problems. VLSP's services are provided by 1,600 pro bono volunteers who donate their time and talent to ensure that low-income people have access to the justice system when faced with serious legal problems.”   From VLSP: A Virtual Help Center is now available to community members who need legal information or have questions about court procedures in Monroe County.  Individuals can access the service via a mobile phone or any other device that connects to the internet by visiting www.vlsprochester.org and clicking on the “Connect to Live Help” chat box.  Legal advocates are available to answer questions and can provide information about how to file or respond to legal papers, find court forms, or notarize documents via videoconference.     The Virtual Help Center is currently open: Monday 10:00 am - 12:00 pm, 2:00 pm - 4:00 pm Wednesday 10:00 am - 12:00 pm Friday 10:00 am - 12:00 pm, 2:00 pm - 4:00 pm Please be advised, the Virtual Help Center is prohibited from giving legal advice and only provides legal information.  If you need legal advice but cannot afford an attorney, you can apply for assistance online at www.legalhelprochester.com.         Editor's Note: On this last day of Women's History Month - and in these trying times when our when our relationships are most sacred -the Diversity, Equity, and Inclusion Committee asked Committee Member Amanda Schartau to share her thoughts on how her relationships have informed her values and her career. Her story brings us to know more about her, her Nana, and other women who have empowered her.   Editor's Note: On this last day of Women's History Month - and in these trying times when our when our relationships are most sacred -the Diversity, Equity, and Inclusion Committee asked Committee Member Amanda Schartau to share her thoughts on how her relationships have informed her values and her career. Her story brings us to know more about her, her Nana, and other women who have empowered her. Nana Schartau proudly served as a lunch lady at the school of her five children. When she was 31 years old, Nana Schartau finally saved enough of her own funds to buy a pair of red alligator heels.  I believe this may have been among the most life-defining moments for her: the sense of self-sufficiency among a strong patriarchal household. Her husband would have never bought them for her; too wasteful when they had a house to feed. At 94 years old today, with dementia and its forgetfulness ravishing her mind, I hear the story of her alligator heels at least 15 times when I visit for an hour or so. We have tea and talk slowly of different days. I am her ‘friend.’ She can barely place my face among our family line. Perhaps her story is not so foreign or long forgotten. I recall the same enthusiasm of my first purchase post-college, a pair of expensive red flats to pair with my favorite dresses. The feeling of knowing I could provide for myself, and to be able to extend beyond my most basic needs, elated me. I think we can all think of that moment – when we realized, by our own hard work, we no longer needed daily fear of not making ends meet and have the ability to dream beyond food, shelter, and safety. A life beyond survival mode. A life where we can freely dance in alligator heels ‘just because.’ Nana Schartau was one of the first strong female figures in my life. She kept a meticulous kitchen with old world recipes from her grandmother in Germany and delighted to have a home full of family and friends. She loved her gardens in the backyard and shared its bounty with all who crossed her path. She believed in the church and righteousness and doing good; but also believed in red lipstick, red wine, and red alligator heels. Nana Schartau was outspoken when needed, defending her children fiercely and her husband even more. She read, a lot, and journaled every day on the mundanity and extraordinariness of life. She had big dreams for the future generations of women. When I leased by first apartment, my own and just me, she was filled with joy and believed it was one small step in the right direction of sufficiency. My mother is strong, too, with her diligence to remain a stay-at-home mom to take care of me and the twins, six years my junior. She became devoted to the recipes from Nana Schartau. She taught me how to love, to speak up, and to never forget my empathetic ear. All I am is because of her. My mother often yearned for a career. She still speaks candidly of wanting to become an EMT or a nurse; of course, which I reply, now is the time to dedicate and live the life she’s always imagined. Her story was one that has always resonated with me – the realization that women are all equal; stay-at-home mom or corporate ladder climbing careerwoman. We all have an important role in the advancement of women and our histories. My mentors, too, have a tremendous role in my advancement and the lives of so many others. Joan Stevens, high school Health teacher, who lent an ear and a hug when I needed it through the throws of teenage ache. Tammy Wiley Wickson, college advisor, who coached, listened, and supported my every decision and became my champion. Colette Croop, Toastmasters mentor, who reminded me it’s okay if I haven’t found my voice just yet. Linda Marshall was my first mentor through PMI Rochester, and at the time of our meeting, I desperately needed direction. I was a month into my first full-time career post-college and I was terrified. Was I doing anything right? Why were all of my ideas being disregarded? How could I gain the trust of my constituents? She had tangible, actionable advice – and was there to check-in on progress and results of these actions. Lori Gacioch of PMI Rochester has also mentored me.. I am incredibly grateful for her weekly coaching, especially when work and life seemed challenging – and especially when I was succeeding and thriving as a result of her support. Although I know life is but lifelong learning, I know that I have been shaped by powerful women – mentioned in this article and not  – and I am so grateful for these opportunities to grow into a higher potential self. Although many of my mentors and inspirators have been women, it’s so important to understand the role all people – regardless of gender – play in advancement of ourselves. My dad has taught me more about personal finance than I care to know (and for my own good!). I have countless peers in my office, all men, who are my go-to sources for advising, coaching, and direction. I, myself, have yearned to mentor, too. My first mentee was a 7-year-old girl from the inner city in Rochester. I was 18 years old at the time and knew, being the oldest child, how much I’d wished for an older sister. We talked – a lot – and I learned to listen even more than I thought possible. I began to learn that the most beautiful aspect of mentoring is all that is learned from your mentee. Through the years, I’ve mentored three young, bright girls through Big Brothers Big Sisters of Greater Rochester. I have supported young women in the local immigrant and refugee communities by encouraging education and workforce opportunities. I encourage all young girls, and young adults, to work hard, balance with adventure, and to never forget to dream big for these are all lessons I’ve learned from Nana Schartau, from my mother, and from my various mentors throughout my life. Who has supported you throughout your journey? Pondering your own life, successes and failures, what have you learned? What are your dreams for the next generations of women? Share in the comments below! Last year, "in the spirit of International Day of Women and Girls in Science", Interesting Engineering compiled a list of important women scientists who have won Nobel Prizes. Last year, "in the spirit of International Day of Women and Girls in Science", Interesting Engineering compiled a list of important women scientists who have won Nobel Prizes. I had knowledge of only 2 of them - evidence that one often doesn't hear about diverse historical figures through public education. How many of these scientists have you heard of? https://interestingengineering.com/11-notable-woman-scientists-who-have-won-nobel-prizes-in-their-fields?fbclid=IwAR2faKlIxmYuSp_-o3McLmJIZ71uDsu0kQZpDyDSwIvpjCsSeflxIlYYdJ4 Want to do something locally for Women's History Month? Want to do something locally for Women's History Month? Visit Rochester's website lists some local sites and activities pertinent to Women's History Month. Read more at http://www.visitrochester.com/things-to-do/womens-heritage-rights/. Since 2015, Naomi Caietti has published her "annual women in project management blog for ProjectManager.com. Even after all that time, women in project management are still a hidden key to our global and economic sustainability." Since 2015, Naomi Caietti has published her "annual women in project management blog for ProjectManager.com. Even after all that time, women in project management are still a hidden key to our global and economic sustainability." In 2019, Caietti wrote about how the McKinsey report called “Women in the Workforce 2018". You can read her article at https://www.projectmanager.com/blog/celebrating-women-in-project-management. The founder of modern feminism is arguably Mary Wollstonecraft (1759 - 1797) of London. Wollstonecraft was way ahead of her time in her thoughts on education and work. She strongly advocated equal education. Wollstonecraft authored several books but her best known book (in print today) is A Vindication of the Rights of Women, published in 1792. Early USA suffragists said they were influenced by Wollstonecraft. Susan B Anthony serialized A Vindication of the Rights of Women in the suffrage newspaper she was involved with. Lucretia Mott is said to have kept a copy of A Vindication of the Rights of Women out on a table in her home. Wollstonecraft was also the mother of Mary Shelley, author of Frankenstein. Have you heard of Alice Paul (1885 - 1977)  and the online exhibition about her? Have you heard of Alice Paul (1885 - 1977)  and the online exhibition about her?   Alice Paul was born on January 11, 1885 at her family home, Paulsdale, in Mount Laurel, NJ.  She was one of the suffragists leading the last stages of the effort to get ratification of the 19th amendment that gave women the right to vote. Paul was one of the women who was jailed and force-fed in prison. A few years after the 19th amendment was passed Paul wrote the Equal Rights Amendment (section i: Equality of rights under the law shall not be denied or abridged by the United States or by any state on account of sex).   Today the Alice Paul Institute (API) is at Paulsdale (https://www.alicepaul.org). Check out the site for more info on Paul. They have a 2020 Suffrage Centennial On-Line Exhibition at https://www.alicepaul.org/2020-exhibition/.The exhibition includes items of Alice Paul and various monthly issues of The Suffragist, to mention a few.   A quote by Paul: "To me there is nothing complicated about ordinary equality." Diversity, Equity, and Inclusion is important in all arenas of work, school, and community. WXXI recently discussed the need in Sign Language Interpreting. Diversity, Equity, and Inclusion is important in all arenas of work, school, and community. WXXI recently discussed the need in Sign Language Interpreting. The author notes "Diversity is important when it comes to sign language interpreting, because the deaf community itself is diverse. Sometimes an interpreter will miss subtle cultural nuances if she or he is not from the same culture as the speaker." Read the article here to learn more: https://www.wxxinews.org/post/more-people-color-are-needed-sign-language-interpreters-ritntid-tries-help?fbclid=IwAR3vfv1pxbmuGzhIwk5WcJo0a6Kk4Dy6q7M2vRzOv033nSGERR39cwZH-3A   The theme for International Women’s Day (8 March) 2020 is, "I am Generation Equality: Realizing Women’s Rights." The theme is aligned with UN Women’s new multigenerational campaign, Generation Equality, which marks the 25th anniversary of the Beijing Declaration and Platform for Action. Adopted in 1995 at the Fourth World Conference on Women in Beijing, China, the Beijing Platform for Action is recognized as the most progressive roadmap for the empowerment of women and girls, everywhere. The theme for International Women’s Day (8 March) 2020 is, "I am Generation Equality: Realizing Women’s Rights." The theme is aligned with UN Women’s new multigenerational campaign, Generation Equality, which marks the 25th anniversary of the Beijing Declaration and Platform for Action. Adopted in 1995 at the Fourth World Conference on Women in Beijing, China, the Beijing Platform for Action is recognized as the most progressive roadmap for the empowerment of women and girls, everywhere. The year 2020 is a pivotal year for advancing gender equality worldwide, as the global community takes stock of progress made for women’s rights since the adoption of the Beijing Platform for Action. It will also mark several other galvanizing moments in the gender equality movement: a five-year milestone towards achieving the Sustainable Development Goals; the 20th anniversary of UN Security Council resolution 1325 on women, peace and security; and the 10th anniversary of UN Women’s establishment. The emerging global consensus is that despite some progress, real change has been agonizingly slow for the majority of women and girls in the world. Today, not a single country can claim to have achieved gender equality. Multiple obstacles remain unchanged in law and in culture. Women and girls continue to be undervalued; they work more and earn less and have fewer choices; and experience multiple forms of violence at home and in public spaces. Furthermore, there is a significant threat of rollback of hard-won feminist gains. "The year 2020 represents an unmissable opportunity to mobilize global action to achieve gender equality and human rights of all women and girls.” (From unwomen.org) IWD is a global day celebrating the social, economic, cultural and political achievements of women. The day also marks a call to action for accelerating gender parity. The first IWD was in 1911.    Purple is the color to wear on IWD.   The IWD 2020 campaign theme is #EachforEqual. The campaign runs all year long. “Equality is not a women's issue, it's a business issue. Gender equality is essential for economies and communities to thrive.  A gender equal world can be healthier, wealthier and more harmonious - so what's not great about that?The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth ... so let's make it happen. Let's be  #EachforEqual.“ (From https://www.internationalwomensday.com/Theme - also see this site to learn the pose for #EachforEqual.) What are you doing for IWD and/or the IWD campaign? Feel free to post your comments, links and photos.   March is Women’s History Month. “Women’s History Month honors and celebrates the struggles and achievements of American women throughout the history of the United States. American women have struggled throughout our history to gain rights not simply for themselves but for many other under represented and disenfranchised groups in America..."March is Women’s History Month. “Women’s History Month honors and celebrates the struggles and achievements of American women throughout the history of the United States. American women have struggled throughout our history to gain rights not simply for themselves but for many other under represented and disenfranchised groups in America..." In 1987 after being petitioned by the National Women’s History Project, Congress passed Pub. L. 100-9 which designated the month of March 1987 as “Women’s History Month.”  This law requested the President to issue a proclamation calling upon the people of the United States to observe this month with appropriate activities and ceremonies.  President Reagan then issued Presidential Proclamation 5619, proclaiming March 1987 as "Women’s History Month" and calling upon all Americans to mark the month with observances to honor the achievements of American women.  Between 1988 and 1994, Congress passed additional resolutions requesting and authorizing the President to proclaim March of each year as Women’s History Month.“ From Library of Congress website. The National Women’s History Alliance ( formerly The National Women’s History Project) selects and publishes the yearly theme. The 2020 Women’s History Month theme is “Valiant Women of the Vote.”  The theme honors "the brave women who fought to win suffrage rights for women, and for the women who continue to fight for the voting rights of others." (From National Women’s History Museum website.) For a list of some related federal exhibits see https://womenshistorymonth.gov/ PMI Rochester is excited to announce that our Diversity & Inclusion program is now renamed to Diversity, Equity, and Inclusion (DEI)! If you have followed the Committee's posts or attended our Diversity events, you might know that language and words have a significant impact on not only how people feel about something or someone, but the actual reality of something or someone. PMI Rochester is excited to announce that our Diversity & Inclusion program is now renamed to Diversity, Equity, and Inclusion (DEI)! If you have followed the Committee's posts or attended our Diversity events, you might know that language and words have a significant impact on not only how people feel about something or someone, but the actual reality of something or someone. As such, we've taken seriously the discussions about including Equity in our name. Why is this important? Wilson Lester of the Greensboro Community Development Fund says, “Equity kind of changes the dynamic where you create the opportunity for people from different backgrounds to be able to contribute at the same level, have power at the same level and be able to extract beneficial outcomes at the same level.” Not only is it important to PMI Rochester that we have a diverse and inclusive Chapter and project management community, but we want all our members to contribute on the same level. This has been a goal since our program was started in 2017 - now it's in the name, too. If you have questions or what to join our committee, please comment here or email diversity@pmirochester.org. Many people participated, in many ways, in the fight for women's voting rights. One such person was Marietta Holley (1836-1926) of Jefferson County, NY. Holley was an author who wrote in favor of women's rights. She was probably the first writer to use humor in the argument for women's rights. She was referred to as a female Mark Twain and was a best-selling author with over 20 books.Many people participated, in many ways, in the fight for women's voting rights. One such person was Marietta Holley (1836-1926) of Jefferson County, NY. Holley was an author who wrote in favor of women's rights. She was probably the first writer to use humor in the argument for women's rights. She was referred to as a female Mark Twain and was a best-selling author with over 20 books.   Holley's first book, My Opinions and Betsy Bobbet's. Designed as a Beacon Light, to Guide Women to Life Liberty and the Pursuit of Happiness, but Which may be read by the Sterner Sect, Without Injury to Themselves or the Book, was published in 1872. The book did not say "by Marietta Holley" but rather "by Josiah Allen's Wife". Holley writes from the viewpoint of Samantha, who is married to widower Josiah Allen. They live on a farm in upstate NY. Her books became known as "the Samantha books"; many of which were translated into foreign languages.    Susan B Anthony wrote at least one letter to Holley, thanking her for her contributions and telling her how much she enjoyed her latest book.   Near the end of her career Holley let it be known that she was Josiah Allen's wife. Many did not believe her saying that a woman could not be so funny!   The following is part of a conversation between Josiah and Samantha in My Opinions...: "    "If wimmin know when they are well off, they will let poles and 'lection boxes alone, it is too wearing for the fair sect."     "Josiah Allen," says I, "you think that for a woman to stand up straight on her feet, under a blazin' sun, and lift both her arms above her head, and pick seven bushels of hops, mingled with worms and spiders, into a gigantic box, day in, and day out, is awful healthy, so strengthenin' and stimulatin' to wimmin, but when it comes to droppin' a little piece of clean paper into a small seven by nine box, once a year in a shady room, you are afraid it is goin' to break down a woman's constitution to once.""  It has been one month since the Super Bowl Halftime Show raised a stink as large as the 2007 “wardrobe malfunction." The controversy is an excellent reason to discuss the intersectionality of race, culture, and gender in our society. It has been one month since the Super Bowl Halftime Show raised a stink as large as the 2007 “wardrobe malfunction". The controversy is an excellent reason to discuss the intersectionality of race, culture, and gender in our society. As a middle-class white woman raised in a religious household but who wears her open-mindedness on her sleeve, I watched this year’s Super Bowl Halftime Show with delight at the choreography and Shakira’s many instruments. Who is this pop star I’ve never heard of? And, was that particular camera angle necessary? Anyway, what a great show! And then I saw the flood of social media posts about how tasteless the show was. How it wasn’t “family friendly”. I imagined that the camera angle was the entire issue, but it wasn’t. I read the posts from religiously conservative friends, and having been raised that way, I understood their perspective, even if I disagreed. But what about the others – mostly middle-aged, white moms like me? They were outraged by the outfits, the use of a rope (did it represent sexual bondage?), and the “stripper” pole dancing. I wondered; did they see the same show I saw? I saw typical dance and cheerleading outfits. I saw a rope and wondered if there was a political significance like so much of the show. I saw an acrobat show like those Cirque de Soleil people who use poles and trapezes. I also thought friend of mine – a suburban breast cancer survivor with two small children – who used pole aerobics to get back into shape after her treatment. What is behind this different point of view? Could it be some form of implicit bias against Latin or African culture? Wanting a more informed perspective, I spoke with Teresa Lopez, a music teacher for 7 years in the in the Rochester City school district who has a mixed heritage of African American on her father's side, and Puerto Rican on her mother's side. Lopez hadn’t watched the Halftime show live, but had heard from a colleague that a lot of people were not happy with it. She watched it before speaking with me, and said of the show “It was amazing!”. Lopez wasn’t surprised by the negative press the show received – it was two Latin women representing their culture. Teresa said of Latin women “Many of us consider these things normal, appropriate, and part everyday life.” Speaking about awareness of other cultures, Teresa said she believes the outrage isn’t simply due to outright racism. Many people a lack information, sometimes out of lack of interest and sometimes because many people don’t want to know a culture outside of their own. But the anger over the show is also a result of “pervasive, systemic, racial issues”. Shakira and J.Lo demonstrated various cultures of their ancestors who were spread across the world through diaspora. They exhibited aspects of African dance, Afro-modern dance, and hip hop. Why did so many see sexual undertones while others saw strong, athletic, and extremely talented women? “It’s easy to apply the sexual tone because of the preconceived notion of what it means to be Latina”, said Lopez. For centuries, African and Latin women had been seen as objects and intended to reproduce, and this view remains in undertones in our society today. In 1980, President Jimmy Carter issued the first Presidential Proclamation declaring the Week of March 8th 1980 as National Women’s History Week. Since 1995, every US President has declared March to be Women's History Month. In 1980, President Jimmy Carter issued the first Presidential Proclamation declaring the Week of March 8th 1980 as National Women’s History Week. Since 1995, every US President has declared March to be Women's History Month. This year's Women's History Month theme is “Valiant Women of the Vote.”  The theme honors "the brave women who fought to win suffrage rights for women, and for the women who continue to fight for the voting rights of others." As the 100th year anniversary of women's right to vote in the US, you can be sure there will be many celebrations. You can learn more at https://womenshistorymonth.gov/ and https://www.womenshistory.org/womens-history/womens-history-month. Check back throughout the month for posts about the day! On February 25, 2020, I attended the program “Addressing Institutional Bias in Suburban Schools” put on by the Monroe County Bar Center for Education. The event was for lawyers, educators, parents, and others interested in the topic of what Monroe County’s suburban schools can do to address bias for the benefit of not only minority students, but their counterparts in the majority. (See Panelist Biographies below.) On February 25, 2020, I attended the program “Addressing Institutional Bias in Suburban Schools” put on by the Monroe County Bar Center for Education. The event was for lawyers, educators, parents, and others interested in the topic of what Monroe County’s suburban schools can do to address bias for the benefit of not only minority students, but their counterparts in the majority. (See Panelist Biographies below.) The panel of speakers – from education and educational law – discussed the importance of hiring teachers whose demographics match the minority population of students. For example, one school district has a 15% non-white student population, but the non-white faculty population is 4%. Why is this so important? It can be hard for minority students to envision themselves in leadership roles if they don’t see people like them in leadership at their school (see Panelist Anselme’s Story below). It is also detrimental for majority students to not see minority people in leadership while growing up (see Panelist Beckford’s Story below). Minority students also benefit by having faculty that they related to more than others, and with whom they are comfortable speaking. The Panelist all described a need for suburban schools to do better with hiring practices, discussing how most school districts hire teachers who were graduates of the same district. That cycle reinforces homogeneousness. Districts must actively recruit minority teachers, including explaining how they will impact the children in their schools for the better. Is there a lesson to be learned here for professional organizations like PMI? Panelist Anselme’s Story Anselme is the Assistence Superintendent for Rush-Henrietta. Early in her role, she visited one of the schools. On her way in, she saw a group of students of color, and said hello. The students asked if she was a school aide. They were surprised to see a woman of color in leadership in their school district. Panelist Beckford’s Story Beckford, who used to work in banking, once had a white subordinate who had never worked under a person of color (PoC). For the first few months, the employee’s behavior to Beckford range from disrespectful to WHATS THE WORD. Beckford queried the employee, who eventual said it was because having never seen a PoC in leadership in his life, he assumed Beckford was an unqualified token. The two eventually worked it out, with the employee apologizing. However, the impact of the employee’s educational experience on how he treated others is clear. Panelist Biographies Nerlande Anselme, Assistant Superintendent for Student and Family Services, Rush-Henrietta Central School District. Kevin S. Beckford, Senior Human Resources Director for Diversity, Equity & Inclusion at the University of Rochester, and council member for the Town of Pittsford. Jonathan Falk, Esq., Supervising Attorney of the Education Law Program at the Legal Aid Society of Rochester. Jonathan represents students in K-12 and their parents regarding their civil and due process rights in school, both in matters of general education and special education. Terrance McCarthy, Ed.D, Director of Humanities and the Equity and Diversity Co-facilitator, Webster Central School District. The Rochester area is full of opportunity to visit sites with abolishonist significance and to learn the local abolishionist history. The Rochester area is full of opportunity to visit sites with abolishonist significance and to learn the local abolishionist history. Spectrum News recently ran a story about the Harriet Tubman House in Auburn. Tubman was a brave woman who escaped slavery and helped others who escaped through the Underground Railroad. You can read and watch the Spectrum News peice here: https://spectrumlocalnews.com/nys/central-ny/Black-History-Month-2020/2020/01/31/tubman-house-preserves-legacy-of-abolitionist#.  Spectrum News has a series of news peices this year about Black History Month. You can view them at https://spectrumlocalnews.com/nys/rochester/news/Black-History-Month. Your experiences, ideas, and opinions matter to us as we continue to embrace change. Please participate in our survey that should take you no more than 3 minutes, and we assure you that all responses are fully confidential, and that your specific answers remain anonymous. https://www.surveymonkey.com/survey-taken/?sm=S_2FYVxH6SP_2FHEYv3bUWYup8fvww87tEYr2eZ4XNSXHQ3snPJtv9tfs9zulohUOZH1rDzVUO3qTJ5Sx4KZyKQVjrQcp6yPfO4hC_2B_2BqTLf7AdE_3D PMI Rochester continues our commitment to Diversity, Equity, and Inclusion, and plan for more events and outreach in 2020. As we shift our focus from building the foundation of our program to expanding outreach, we again ask YOU to help us understand the PMI community we serve and its needs. Your experiences, ideas, and opinions matter to us as we continue to embrace change. Please participate in our survey that should take you no more than 3 minutes, and we assure you that all responses are fully confidential, and that your specific answers remain anonymous.   https://www.surveymonkey.com/survey-taken/?sm=S_2FYVxH6SP_2FHEYv3bUWYup8fvww87tEYr2eZ4XNSXHQ3snPJtv9tfs9zulohUOZH1rDzVUO3qTJ5Sx4KZyKQVjrQcp6yPfO4hC_2B_2BqTLf7AdE_3D As we mentioned in our February 3, 2020 post, Black History Month is celebrated in other countries, including the UK. As in the USA, the month - as well as Diversity, Equity, and Inclusion programs - continue to bring awareness in a struggle to make a real impact. And an impact these things have!  As we mentioned in our February 3, 2020 post, Black History Month is celebrated in other countries, including the UK. As in the USA, the month - as well as Diversity, Equity, and Inclusion programs - continue to bring awareness in a struggle to make a real impact. And an impact these things have!  Still, the recent experience of Meghan Markel, the Duchess of Sussex, highlights how so much work needs to be done in our world. According to writer Alexander Smith, less than two years since their marriage, the couple "quit as full-time royals. According to supporters, they were driven out by toxic coverage in the British media, which often veered into racist harassment and bullying."  In the article "Meghan Markle and British racism: What her saga says to black Britons", Smith quotes one student as saying "It reminded us that we shouldn't get too comfortable, and no matter how much we think we are accepted into society, we really aren't." To read this riveting article, go to https://www.nbcnews.com/news/world/meghan-markle-british-racism-what-her-saga-says-black-britons-n1132181?fbclid=IwAR3SbyhxKcUkwaMptHfMIWI5BUm6OlHJadXuCVBDATwvURLKEdIHNss8Ir8. If you read The New York Times Magazine's issue "1619 Project", which we posted about earlier this month, you read how experimentation on slaves, the desire for breed new slaves after importing slaves was outlawed, and the desire to justify oppression through science all impacted today's medical care for African Americans.   If you read The New York Times Magazine's issue "1619 Project", which we posted about earlier this month, you read how experimentation on slaves, the desire to breed new slaves after importing slaves was outlawed, and the desire to justify oppression through science all impacted today's medical care for African Americans.   If you haven't had time to read through the issue, you can learn more by viewing this 8-minute video on the topic. https://www.youtube.com/watch?v=IfYRzxeMdGs&feature=youtu.be   As a reminder, the link to the "1619 Project" is https://www.nytimes.com/interactive/2019/08/14/magazine/1619-america-slavery.html. Black History Month is a month-long celebration that allows African Americans to celebrate the numerous contributions to the development and progress of not only the United States but, the world. Black History Month is a month-long celebration that allows African Americans to celebrate the numerous contributions to the development and progress of not only the United States but, the world. There are so many stories and people to celebrate beyond Frederick Douglas, Rev. Dr. Martin Luther King, Jr. and Rosa Parks. There is diversity in the history of African Americans and even more diversity in the African history of the world. This month is not just for people of African descent, it is for everyone. In a world that decided long ago that the darker your skin the less value you hold to the human race, it is important to educate ourselves on how much the African and African American community has influenced the world. From ancient architecture, the medical field, education, business, arts and entertainment, to present day items that are used to make our lives easier. Take a moment to go beyond the textbook version of slavery and the experiences of African Americans. Learn about King Endubis, Warrior Queen Amina, Benjamin Banneker, Phyllis Wheatley, Mary Eliza Mahoney, Langston Hughes, or the importance of Historically Black Colleges and Universities (HBCU). Dare to not accept what you learned in school. You will be surprised at what you learn and how connected we are. Furthermore, you may even have a better appreciation of your friends, co-workers, community, and for some - your own family’s diversity. Black History is not just Black History, but a very intricate part of the diversity in World History. Diversity in all aspects of life only benefit all of us. Happy Black History Month. Editor's Note: Nicole Thompson-Williams, a Paralegal in Rochester, New York, is guest writer who is passionate about Black History Month. Anthony was one of the leading suffragists of her day and also was a young abolishionist.     Anthony was one of the leading suffragists of her day and also was a young abolishionist.   The 19th amendment (the right of citizens of the United States to vote shall not be denied or abridged by the United States or by any State on account of sex) has sometimes been referred to as “The Susan B Anthony Amendment”. Anthony was also involved with getting women admitted to the University of Rochester. At the end, when they were just short of the funding required by the U of R to admit women, Anthony signed over the cash value of her life insurance policy.   After the next time you vote please consider going to Mount Hope Cemetery and putting your “I voted” sticker on Anthony’s tombstone. (A recent Final Jeopardy Question was on this new Election Day ritual.)   The 1619 Project by The New York Times magazine is a powerful examination of how the history of slavery has impacted our culture through today.  The 1619 Project by The New York Times magazine is a powerful examination of how the history of slavery has impacted our culture through today.  The magazine issue - which was named for the year the first African slaves were brought to American soil - addresses several different aspects of slavery impacting US culture, including our: Form of capitalism Healthcare system Music Prison system Wealth Education The personal stories in the issue are both heartbreaking and inspiring. Readers are given unique stories that paint a picture of US history from a different perspective - a perspective that many argue has been improperly excluded from our history text books and cultural understanding.  There has been some controversy around the project. Scholars critical of the work believe that the authors were too informed by ideology rather than objective research. As an historian by education, I understand why new theories are critcally examined by peers. I have not researched myself in order to offer a proper assessment of my own. Critical thinking, leadership, research, and communication skills are needed to examine these topics and share findings, helping to inform how we understand topics and treat others in our communities. To read the issue, go to https://www.nytimes.com/interactive/2019/08/14/magazine/1619-america-slavery.html. To listen to the podcast, go to https://www.nytimes.com/column/1619-project. On February 3, 2020, the Greece School district hosted “The N-Word: Origins, Ownership and Impact of Language,” a community discussion at Greece Olympia High School. On February 3, 2020, the Greece School district hosted “The N-Word: Origins, Ownership and Impact of Language,” a community discussion at Greece Olympia High School. You can watch the video recording of the event here: https://www.youtube.com/watch?v=OvTAdE_FIww Recent articles about this discussion: http://minorityreporter.net/saying-no-in-greece-to-the-n-word/ https://www.wxxinews.org/post/greece-central-school-district-hosts-community-conversation-around-n-word https://13wham.com/news/local/crowd-turns-out-for-greece-central-discussion-on-race-language The Democrat and Chronicle recently published an article about how Rochester’s growing city and suburbs excluded black residents. We've covered this topic in previous blog posts. Here we provide a review of the article. The Democrat and Chronicle recently published an article about how Rochester’s growing city and suburbs excluded black residents. We've covered this topic in previous blog posts. Here we provide a review of the article. The article, How Rochester’s growing city and suburbs excluded black residents, is written by Justin Murphy. It opens with a story about Clarence Ingram who faced housing discrimination in 1953 when he first moved to Rochester. As the author points out, the issues went beyond personal racism: As tens of thousands of black people arrived in Rochester from the South in the 1950s and 1960s, they were met with a sophisticated, far-reaching, government-sponsored infrastructure dedicated solely to keeping them out of “respectable” white neighborhoods, both in the city and the suburbs. The Home Owners’ Loan Corporation (HOLC) and Federal Housing Administration, established in the 1930s, discouraged home loans to “adverse influences". Home purchasing and renting were both challenging as rentals were overpriced and poorly maintained for African Americans The houses surveyed were in large part damp, overcrowded and under-served with gas and electricity. Many people lacked furnaces and relied on their cooking stoves for heat. Damp earthen cellars, leaky roofs and communal toilets for a dozen people or more were common, particularly in the Seventh and Eighth wards. At the same time, the federal programs were helping whites with housing, resulting in a significant wealth gap that has not been overcome. A 2015 studied showed that black people were much more more likely to be denied a loan than white people at the same income level. In that same year, Five Star Bank settled a case that they had been redlining in the Rochester area. The result is that the majority of white Monroe County residents have an investment in the form of their home, while the majority of black Monroe County residents are paying a landlord rather than building equity to pass on to a future generation. To learn more, look for future articles from Justin Murphy. Subscribers can read the entire article discussed here, published on February 5, 2020, at https://www.democratandchronicle.com/in-depth/news/2020/02/05/rochester-ny-kept-black-residents-out-suburbs-decades/2750049001/. Black History Month is an annual observance of the accomplishments, achievements, and central role of blacks in United States history. Although the concept of celebrating black history was initiated by Carter G. Woodson in the year 1926, the United States has officially adopted black history month as an official holiday every February since 1976 under the presidency of Gerald Ford.  Black History Month is an annual observance of the accomplishments, achievements, and central role of blacks in United States history. Although the concept of celebrating black history was initiated by Carter G. Woodson in the year 1926, the United States has officially adopted black history month as an official holiday every February since 1976 under the presidency of Gerald Ford.  During the first national celebration of Black History Month, Ford requested the American population to “seize the opportunity to honor the too-often neglected accomplishments of black Americans in every area of endeavor throughout our history.” Have you ever wondered, why February? February was chosen as recognition month due to the date of Frederick Douglass’s birthday (February 14th) and the birthday of Abraham Lincoln (February 12th), because both were historic figures in the recognition of black rights and history. Every year since inception, Black History Month has a designated theme from the serving U.S. President. “African Americans and the Vote” is the selected theme for 2020, paying homage to the 100th anniversary of the women’s suffrage and the 150th anniversary of granting black men the right to vote. Initial adoption of Black History Month was most successful amongst college campuses. Today, Black History Month serves as a powerful national dedication and learning opportunity to remind ourselves of our past, present, and future of the black history, the human condition, and connection across communities. You may have recently seen #TheMostSearched commercial recently produced by Google. If you missed it, watch here: https://www.youtube.com/watch?v=Qyiautg41h8 The video shares the top Google-searched black moments in history through time. Influential and commanding individuals, from present day to the not-so-far past, are shown in a heartful tribute to black history. The online response has been overwhelming. The video serves as a reminder of all we have to celebrate during this month. There are many opportunities to celebrate, and honor, Black History Month locally: Event: Screening of ‘WAVES’ / The Black Cinema SeriesLocation: The Little TheatreDate/Time: Friday, February 7, 2020 – 6:30 p.m.Cost: $9 per ticketMore Info: https://thelittle.org/series/black-cinema-series Event: An Evening of Art & Jazz and Food TastingLocation: City Hill Link Gallery and Atrium (30 Church St.)Date/Time: Friday, February 7, 2020 – 5:30 – 7:00 p.m.Cost: FreeMore Info: https://www.cityofrochester.gov/bhm/ Event: Black History Month Celebration DayLocation: Memorial Art Gallery of University of RochesterDate/Time: Sunday, February 9, 2020 – 12:00 – 5:00 p.m.Cost: FREE – suggested donation $5More Info: https://mag.rochester.edu/events/familydays/ Event: Heritage Gospel ConcertLocation: First Genesis Baptist Church (292 Hudson Ave.)Date/Time: Saturday, February 15, 2020 – 6:00 – 8:00 p.m.Cost: FreeMore Info: https://www.cityofrochester.gov/bhm/ Event: Black History Month Lesson: Black InventorsLocation: Irondequoit Public LibraryDate/Time: Saturday, February 15, 2020 – 10:00 a.m. – 12:00 p.m.Cost: FREEMore Info: http://irondequoitlibrary.evanced.info/signup/calendar Event: Black History Didn’t Start with SlaveryLocation: 540WMain, Inc.Date/Time: Tuesday, February 18, 2020 – 4:30 – 6:00 p.m.Cost: $10 per ticketMore Info: https://540westmain.org/ Event: Black Heritage Month CelebrationLocation: Southwest YMCADate/Time: Friday, February 21, 2020 – 11:00 a.m. – 1:00 p.m.Cost: $10 per person, tickets required (open to the public)More Info: https://rochesterymca.org/southwest/blog/announcements/black-heritage-celebration/ Event: Black Heritage Committee and Garth Fagan Dance Community CelebrationLocation: The Hochstein School (50 N. Plymouth Ave.)Date/Time: Saturday, February 29, 2020 – 6:00 – 8:00 p.m.Cost: $25 per adult, children are free [purchase at City Hall]More Info: https://www.cityofrochester.gov/bhm/ Also, WXXI will be hosting a series of programing surrounding the theme of Black History Month. Find their full schedule of programs here: https://www.wxxi.org/bh What are your reflections this month? How has Black History Month impacted your life? What would be a great theme for 2021? Let us know, in the comments below, how you’re celebrating Black History Month! February is Black History Month, also known as National African-American History Month in the United States. It is celebrated also in Canada, United Kingdom, Germany, and the Netherlands. February is Black History Month, also known as National African-American History Month in the United States. It is celebrated also in Canada, United Kingdom, Germany, and the Netherlands. This year’s theme is “African Americans and the Vote,” is in honor of the sesquicentennial of the Fifteenth Amendment (1870) and centennial anniversary of the Nineteenth Amendment (1920). Fifteenth Amendment gave black men the right to vote. The Nineteenth Amendment granted women’s suffrage. According to the Library of Congress website, “National African American History Month had its origins in 1915 when historian and author Dr. Carter G. Woodson founded the Association for the Study of Negro Life and History. This organization is now known as the Association for the Study of African American Life and History (“ASALH”). Through this organization Dr. Woodson initiated the first Negro History Week in February 1926. Dr. Woodson selected the week in February that included the birthdays of Abraham Lincoln and Frederick Douglass, two key figures in the history of African Americans.” Jimmy Carter stated of the then called National Afro-American (Black) History Month in 1978 “This Month gives black Americans a wonderful opportunity to review their roots, their achievements and their projections; and it provides for all Americans a chance to rejoice and express pride in a heritage that adds so much to our way of life.” The first year that the Month was formally designated was 1986. The Library of Congress provides Legislative and Executive Branch documents about the month from 1975 to the present. To read the documents, go to https://www.loc.gov/law/help/commemorative-observations/african-american.php. In honor of Martin Luther King Jr. Day, we invite you to watch this video found online. It is titled "9 ways you can celebrate Martin Luther King Jr. Day meaningfully, from supporting racial justice organizations to getting creative." In honor of Martin Luther King Jr. Day, we invite you to watch this video found online. It is titled "9 ways you can celebrate Martin Luther King Jr. Day meaningfully, from supporting racial justice organizations to getting creative." https://www.wfsb.com/ways-you-can-celebrate-martin-luther-king-jr-day-meaningfully/video_4f911d65-6035-538d-a4ad-d0529801b6d8.html On a brisk winter evening, PMI Rochester hosted Will Wallace, founder of Braveheart Consultants, to help our community better understand unconscious bias. On a brisk winter evening, PMI Rochester hosted Will Wallace, founder of Braveheart Consultants, to help our community better understand unconscious bias. In the cozy special events room at Nox Cocktail Lounge, on December 5 attendees shared dinner and drinks together ahead of Will’s presentation. The room was buzzing with anticipation of further exploring diversity and inclusion, and Will delivered an exceptional expose of his own upbringing and struggles with unconscious bias. He recalled humanity, and experience, is a powerful driver in building biases. We all have biases – in fact, on average, an individual will have perceived you, biases and all, within a few seconds of your first encounter. However, we have important work to do in pausing and understanding our biases. Where do they come from? Why do we have them? How can we be accepting, and understanding that there isn’t an ‘other’ – but simply people who may seem different than ourselves on the surface? Will reminded attendees to be brave. When uncovering unconscious bias, we may sometimes feel uncomfortable, embarrassed, or unsure of ourselves. That’s okay. The ability to ask questions, voice concerns, and to consciously consider the perspective of one another is the first step. Will guided attendees through several exercises throughout the evening. One of the most poignant was an individual activity to identify the people we we consider trusted advisors. Next, we categorized the people according to age, race/ethnicity, sexual orientation, gender, education level, disability status, and so forth. My own findings were such that I realized the people in my inner circle is very similar to me and each other. Saabirah Khan, human capital recruiter at TEKSystems, stated after the event, “I loved Will’s presentation. There is a growing need for bias training across all professional fields. I enjoyed the exercises and activities as they created opportunities for self-reflection and created stimulating conversations.” Joyce Ellis, Special Projects Manager, said of the event, "Will Wallace was very thought-provoking and forced you to stop and think differently about your unconscious bias. He made you realize that although you can’t control your initial unconscious thoughts, you can control how you behave and respond." After pondering in self-reflection, I shared my findings with the peers at my table. When I realized I didn’t have anyone listed with a disability, a fellow attendee reminded me that many people may have invisible disabilities or secret struggles, such as mental illness. My perspective changed. Rather than to react by solely befriending people unlike the categorized list of trusted advisors, Will encouraged us all to think about ‘why’ our lists may have been homogenous. This evening honed in on understanding unconscious biases, its normalcy in our lives, and considering our own inner circles. Will is hosting part two of discovering our unconscious biases next month. Stay tuned for registration information! Reminder, last March we posted a tool by Harvard that you can use to test your unconscious bias:  https://implicit.harvard.edu/implicit/takeatest.html. The DEI committee is grateful to our members, guests at our events, and consulting partners who are making the PMI Rochester DEI journey a success. The DEI committee is grateful to our members, guests at our events, and consulting partners who are making the PMI Rochester DEI journey a success. The committee and direct consultants are: Director: Wendy RossCommittee Members: Breona (Wright) Holmes, Teresa M. Froncek, Amanda SchartauConsultants: Will Wallace We all invite you to read about which other countries celebrate Thanksgiving. Did you know there are only 10 countries/territories in the world that celebrate Thanksgiving? Learn more here: https://finance.yahoo.com/news/9-other-countries-celebrate-thanksgiving-110021067.html.  Hope to see you out at our upcoming event on December 5, 2019. Register now! https://pmirochester.org/meetinginfo.php?id=685&ts=1574800802!     Today, many in the USA celebrate Halloween, and many companies throw parties, too. Today, many in the USA celebrate Halloween, and many companies throw parties, too. How many of your coworkers are celebrating for the first time? For a brief description of the history of Halloween in the countries that celebrate Halloween, go to https://www.history.com/topics/halloween/halloween-around-the-world. If you are from a culture that doesn't celebrate, we'd love to hear your impressions of the day here in the USA! Comment here or email diversity@pmirochester.org. The 2017 book The Vanishing Middle Class: Prejudice and Power in a Dual Economy, by Peter Temin examines the how the middle class is vanishing while those in poverty struggle. The 2017 book The Vanishing Middle Class: Prejudice and Power in a Dual Economy, by Peter Temin examines the how the middle class is vanishing while those in poverty struggle. The book talks about the need for better education and other challenges facing those in poverty. For a quick review, read "Escaping Poverty Requires Almost 20 Years With Nearly Nothing Going Wrong" at https://www.theatlantic.com/business/archive/2017/04/economic-inequality/524610/?utm_campaign=the-atlantic&utm_content=5da38261594d1700014c439c_ta&utm_medium=social&utm_source=facebook&fbclid=IwAR3ZTeUrEmQhs9P7lvyaDh4kNazVDPR24tnNCXLMloUX-lEc-WmtSeqZ3QU.    With local voting season around the corner and presidential voting starting early in 2020, remember that next year will be 100 years since the 19th amendment, giving women the right to vote in the USA, was ratified. The 2017 book The Vanishing Middle Class: Prejudice and Power in a Dual Economy, by Peter Temin examines the how the middle class is vanishing while those in poverty struggle. The National Woman’s History Alliance has a Gazette (that you can download) containing a variety of information, such as planned activities across the country next year to celebrate the centennial along with numerous links to the latest information. Events in New York State include: The Women’s Rights National Historical Park in Seneca Falls, https:// www.nps.gov/wori/2020.htm, will feature speakers, multimedia and musical events throughout 2019 and 2020, Also, rangerled programs, special exhibits, and new web content for the centennial. Events in both years include Convention Days, July 19-21, 2019 and “Equality Weekend” in August. The Elizabeth Cady Stanton Women’s Consortium, https://www. ecswc.org/, plans to unveil a statue of Elizabeth Cady Stanton in 2020 and host a symposium on March 28. with Kristen Visbal, of Fearless Girl Fame, as keynote speaker. The Staten Island Museum, which has a Women’s Suffrage exhibition opening in March 2020, has digitized two almost-full runs of the rare suffrage publications, The Suffragist and The Woman Voter, https://archive.org/details/ statenislandmuseum. New York’s suffrage centennial was in 2017 and it was widely celebrated. New York State Women’s Suffrage Commission, https://www.ny.gov/ programs/new-york-state-womenssuffrage-commission. Humanities New York, https:// humanitiesny.org/ny4suffrage/, produced five 2-minute educational videos, a centennial craft guide for making buttons, pins and pennants, and more. HistoryPin offers reflections on suffrage in NY, https://www.historypin. org/en/suffrage-stories-how-women-gotthe-vote/. New York City teacher and artist Mireille Miller continues to expand her groundbreaking art and storytelling project, Women Leading the Way, http:// www.suffragettes2020.com/. Refer to https://nationalwomenshistoryalliance.org/wp-content/uploads/2019_vote_gazette_fnl.pdf for more activities and history.   Most of us have seen in our various communities and through the news that Americans in general are increasingly positive about working and living with more diversity.  Most of us have seen in our various communities and through the news that Americans in general are increasingly positive about working and living with more diversity.  At the same time, we also recognize that there is some significant polarization in this regard. The CNN poll review written by CNN Polling DIrector Jennifer Agiesta examines the polling across the country regarding diversity. There are both positive and negative results in the survey, but a key finding is that "More than 8 in 10 Americans (81%) say the increasing number of people of many different races, ethnic groups and nationalities in the US is enriching American culture, p from 70% in 2016". To read more about the polling, go to https://www.cnn.com/2019/10/05/politics/cnn-poll-americans-diversity-culture-racial-discrimination/index.html. As with many things in our society, the understanding of what Diversity and Inclusion means, and how best to implement strategies to ensure companies and communities are more diverse and inclusive, has shifted over time. As with many things in our society, the understanding of what Diversity and Inclusion means, and how best to implement strategies to ensure companies and communities are more diverse and inclusive, has shifted over time. While some might find these shifts confusing, they are necessary and welcome as strategies are found to need improvements and as more people bring their ideas to programs. At PMI Rochester, we are learning and growing as more and more voices join our committee, offer to be consultants, or share their stories and ideas through surveys, emails, and meetings. In fact, you'll see a change to our website coming soon! One of the most famous arenas of change - or the most noticable - is Hollywood. In the article "Report outlines integrated strategy toward diversity and inclusion in Hollywood", author Jessica Wolf examines a recent Hollywood report determined that Hollywood has made changes since 2000, but that they aren't enough. The study and recommendations recognized that diversity and inclusion is a continuous and evolving effort. Areas of improvement include providing audiences with the diverse content that they crave as well as normalizing salaries, especially for entry level positions. To read the article, go to http://newsroom.ucla.edu/releases/strategy-for-diversity-and-inclusion-hollywood. What strategies has your organization or department deployed over the years and how have you learned from them? We'd love to hear fro you in our comments or email diversity@pmirochester.com. Kesha Carter, Chief Diversity Officer of Coordinated Care Services, wrote an eye opening article for the Rochester Business Journal, "Inclusive Leadership Can Inspire Minority Employees to Achieve", explaining why diversity matters in all levels of an organization. Kesha Carter, Chief Diversity Officer of Coordinated Care Services, wrote an eye opening article for the Rochester Business Journal, "Inclusive Leadership Can Inspire Minority Employees to Achieve", explaining why diversity matters in all levels of an organization. Many companies advertise how they are diverse and inclusive, yet Carter pointed out that when you look closely at demographics vs. roles for many companies, their diverse workers tend to be in one department or do not make it through the ranks of leadership. Why is this call out important and why does this happen? She states, "When a leadership team is homogenous, employees in the organization who feel they are different do not view the idea of working toward being a member of that team as an achievable goal". In other words, a company that does not have diverse leadership discourages others who differentiate themselves from going for those leadership roles.  If you are a leader, do you see this potentially causing a lack of diversity in the higher levels of your organization? What are some ways you can foster a more inclusive environment for your team and for your organization? For more information, click the go to https://www.linkedin.com/posts/kesha-carter-cdp-phr-661ab96a_diversity-at-all-levels-is-extremely-important-activity-6575029005567696896-b1Vn for the complete article or check out RBJ Volume 35, Number 22 Issue. The Diversity and Inclusion Director recently held an interview with PMI Rochester Vice President of Finance Debra Jacyszyn. Debra is a retired Manager of Global General Services & Solution Delivery. The Diversity and Inclusion Director recently held an interview with PMI Rochester Vice President of Finance Debra Jacyszyn. Debra is a retired Manager of Global General Services & Solution Delivery. Debra agreed to share her perspective of the intersectionality of gender and other minority statuses as they affected her career and that of her mother’s. Debra: Diversity bias and exclusion has existed for a very long time. I think of my Mother who graduated college in 1947 and started looking for a job as a teacher. She was married and Catholic. Therefore, potential employers declined her application because they thought she would quickly have children. Wendy: It is beneficial that job applicants no longer must answer questions about marital status, children, etc. Still, some employers continue to make assumptions about women’s dedication to their career. D: My Mother graduated second in her class. She had immigrant grandparents that raised her. Because of them, she developed a really strong belief in education as the way to exceed in life. She also taught me that life lessons and education are critically important, along with perseverance and striving to be the best.  D: In addition to my Mother’s marital status causing her issues getting a job, her name did too. A friend who interviewed for a teaching position was declined and mentioned the position to my Mother. My Mother previously applied and called shortly thereafter to schedule an interview.  The principal admitted that she hadn’t called my Mother because she didn’t know how to pronounce her name. Once she learned the pronunciation, my Mother did get the job, and she and the principal became lifelong friends. W: I have read studies that suggest that more American parents are choosing gender neutral names for their daughters to increase their daughters’ success later in life. I have also read articles that recommend that minorities choose more traditional English names for their children to increase their chances for being called in for interviews. I hadn’t thought about how this has been a problem for generations. W: Was the difficult-to-pronounce name and potential for having children the only things that affected your mom’s job search? D: With her last name, there was discrimination based on nationality and religion. She was a Polish/Italian/Married Catholic. W: How did your mother’s story and her interest in education affect you? D: Those things set the stage for me in the future. I’ve always thought hard work and education could help people grow and get ahead. W: Is education and hard work enough? Doesn’t conscious and unconscious bias still inhibit people today? D: Good point. I fortunately worked for a company that was balanced regarding employees and diversity. The company rewarded all employees for the challenges and extra work taken on. W: Tell more about your experiences at Xerox. D: I started working at Xerox in 1982. They paid for me to obtain a Master’s Degree at the University of Rochester. I experienced significant career advancement within Xerox and so did many others because of their approach to education and hard work. W: What was the culture like there during that time? D: We had both on-shore and off-shore cultures, such as Xerox of India, of Singapore and of Brazil. I emphasized a team focus, through both good and bad times. Xerox Information Management (XIM) was particularly known for being a balanced workforce. One thing we did with our partner EDS was to learn more about other cultures. EDS shared presentations about other cultures and I scheduled lunches together at various cultural restaurants. W: How do you think Xerox benefited from having employees from diverse backgrounds? D: The benefits came from how people approach projects. As a Project Manager, I would leverage the different perspectives. We were doing Agile before it was popular. Great lessons were that Project Managers should be open-minded to letting people explore their differences and perspectives, and Project Managers should exploit the benefits of those differences. With my teams, I emphasized successes and working together. My approach was that I did not believe in failure. By our working together, we would be successful. W: I worked in XIM for 12 months and was delighted to see many women - and specifically women of color – in high ranking positions. That isn’t the case in many companies. Can you tell me how that came about? D: Yes. Early on, Xerox concentrated on a Balanced Workforce to compete in a Global Economy.  Printing Systems Group went a step further and devoted a sponsor from the Senior Management Team to promote and recognize women in the workplace. Xerox continued to pay higher salaries for those who earned degrees, for both men and women alike. Xerox also had a mentoring program through which I had excellent male and female mentors to assist my career growth. W: When you were hired out of college, did Xerox pay the same for men and women? D: They focused on hiring single women and married men because they were considered the most stable employees. Hiring salaries were the same for men and women.  Later, I received two salary increases to lift my salary and it was never as high as the men I worked with. Also, several of us women felt that if we did not have an MBA degree, we would not have been promoted to Confidential Ranks. W: That really shows that even in diverse companies, there still isn’t an even playing field, or there is a perception that there isn’t. Which reminds me that you had told me an interesting story about your mother related to income. Would you share it? D: When my Mother went to get Social Security after retirement, she received less money than my father. She paid in more than my father. Why you ask? The annuity tables for calculating social security favor men.  My Mother wanted to know where she could sign up for the Equal Rights Amendment! W: I’m sure she did! What else do you want to tell me about your career? D: I once turned down a job because of work-family balance – my Mother was ill and my Father later had accident. Both men and women make those choices, but more often they choice falls onto women. I was fortunate that Xerox supported me and others working remotely a couple days per week or if weather was bad. W: What other advice can you offer Project Managers and employers going forward? D: I suggest embracing continuous education/learning, employing a balanced work force, employing onshore/offshore teams and having a diverse range of ages in employees, including recent college graduates. Also, it’s important that candidates not just be knowledgeable/capable, but be a good team member that are also enthusiastic, and willing to learn.  It really is all about teamwork and working together to accomplish projects. This week, we celebrate the 100th anniversary of the 19th Amendment to the US Constitution passing Congress. The following year the Amendment was ratified by 3/4 of the states. This week, we celebrate the 100th anniversary of the 19th Amendment to the US Constitution passing Congress. The following year the Amendment was ratified by 3/4 of the states. The 19th Amendment guaranteed voting rights for female citizens, but also had implications for the 15th Amendment. To read a little about the intersectionality of sex and race related to voting rights, see the article "How racism almost killed women’s right to vote" at https://www.washingtonpost.com/outlook/2019/06/04/how-racism-almost-killed-womens-right-vote/?noredirect=on&utm_term=.b305ff314bbd. You can also read "Black Women & The Suffrage Movement: 1848-1923" at https://www.wesleyan.edu/mlk/posters/suffrage.html# Do you have recommended reading? Please add in the comments or email us at diversity@pmirochester.org. In a previous post, "Crossing the Color Line", we linked to a videocast from one of Rochester's own on the history of government-promoted segregation in Rochester. In this article, NPR interviews Richard Rothstein on a similar topic, country-wide. In a previous post, "Crossing the Color Line", we linked to a videocast from one of Rochester's own on the history of government-promoted segregation in Rochester. In this article, NPR interviews Richard Rothstein on a similar topic, country-wide. You can read the interview and learn more about how government-funded loans led to segregation and discrimination here:https://www.npr.org/2017/05/03/526655831/a-forgotten-history-of-how-the-u-s-government-segregated-america  You can read our previous blog post here: https://pmirochester.starchapter.com/blog/ColorLine  One month ago, the Diversity and Inclusion Committee of PMI Rochester held its first event organized and sponsored by the committee: Collaborating Across Differences to Engage a Multicultural Workforce. This invaluable event was full of fun and learning! One month ago, the Diversity and Inclusion Committee of PMI Rochester held its first event organized and sponsored by the committee: Collaborating Across Differences to Engage a Multicultural Workforce. This invaluable event was full of fun and learning! Faciliator Valerie Davis-Howard led a group of PMI Members and Guests in an exploration of Diversity and Inclusion in the workplace, challeging participants to consider their own implicit biases and the challenges of workplaces to include a diverse workforce. Our facilitator: Valerie’s extensive career includes being an Owner and Vice President at one of the pioneering OD Firms in the country – The Kaleel Jamison Consulting Group, Inc. (KJCG). Prior to her work with KJCG, she was an Assistant Vice President in Organizational Development at Chase Manhattan Bank in New York City where she managed corporate diversity initiatives, work-life events, and change management programs.  As a Training Consultant for the State of Michigan, she managed competency development programs for staff and managers. Valerie is a highly-rated, frequent speaker at national conferences and has published articles on diversity and culture change. During her early consulting career, she was named one of the “New Guard” by the American Society for Training & Development (ATD formerly ASTD), an honor bestowed on a select group of professionals who exhibit a passion for making a difference and achievements that take the field of training and development in new directions.  Valerie earned her MBA from the University of Iowa and bachelor’s degree in Economics from Spelman College. She resides in the Rochester, NY area with her family. Our event: In addition to a delicious dinner and fantastic new friends, the group considered their own level of D&I understanding, the impacts of being a minority in the USA, and the every day challenges in the workplace. Pictured here are different groups describing their benefits and challenges in the workplace. If you have suggestions for speaker, facilitators, or events, please let us know at diversity@pmirochester.org! Facilitator Valerie Davis-Howard: Baby Boomers Group: Tenured Employees (5+ Years with an Employer): Born Outside of the USA: New-to-Employer (Less than 4 Years): Working Parents (Of Children under 11): PDD PANEL TOPIC: The value of Inclusive & Effective leadership in an increasingly diverse workplace and world PDD PANEL TOPIC: The value of Inclusive & Effective leadership in an increasingly diverse workplace and world Objective: Listen and learn from a panel of diverse experts in their field, talk about their experiences and observations on leadership and diversity of thought in this increasingly changing world. Our afternoon panel discussed the importance of inclusive leadership - as an integrated set of skills that are required to channel the power, and potential of a diverse workforce, for the benefit of the organization, teams, workgroups, individual employees, customers, suppliers, and communities we serve. PMI Rochester enthusiastically welcomed an amazingly talented and caring group of panelists for a diversity panel for its last event at PDD 2019. Dr. Rashid Muhammad moderated the panel, fielding prepared questions and a few from the attendees. Some takeaways: For an organization to truly embrace diversity and inclusion, leaders must be committed to it, and it must be embedded throughout the organization, particularly with HR, recruiting, and supervisors. To be leader in this area, you must have courage, be humble, have accountability, and have cultural intelligence. You must bring people together, role model good behavior, acknowledge good behavior and indict bad behavior, and meet people where they are. “Who defined what the perfect candidate or employee is?” 40%of USA residents are non-white. Because diversity is here, companies should embrace it and make Rochester workplaces safe and advantageous for minorities. Did you know that black workers are moving from Rochester at high rates because of a sense that the workplaces are not places where black workers can be a part of the community and share in opportunities for advancement? As a follow up to yesterday's blog post, note that there will be an Inclusivity Event on Racism on Thursday, May 2: Pittsford Central School District and the Town of Pittsford will host an inclusivity event on racism facilitated by Partners in Restorative Initiatives (PIRI). As a follow up to yesterday's blog post, note that there will be an Inclusivity Event on Racism on Thursday, May 2: Pittsford Central School District and the Town of Pittsford will host an inclusivity event on racism facilitated by Partners in Restorative Initiatives (PIRI). The event is from 6:30-8:30 pm at Calkins Road Middle School, in the Commons. You can learn more at https://13wham.com/news/local/some-pittsford-parents-concerned-over-racism-district-announces-special-meeting   Throughout the coming year, our Committee would like to explore white privilege in our society and what can be done to change things for the betterment of our whole population. Throughout the coming year, our Committee would like to explore white privilege in our society and what can be done to change things for the betterment of our whole population. "White privilege" is the societal privilege that in some countries benefits white people over non-white people. Note that the term does not suggest that all white people are wealthy or come from "easy" backgrounds, as some opponents of the term would say. Most scholars recognize that white privilege is much more impactful in education, employment, housing, government, and other institutions. But for all people that have a minority status - based on race, gender, religion, for example - the seemingly small things can lead to incredible daily inconvenience or pain that the majority often don't even see. This recent article from CBS News demonstrates one example of the joy that can be found when our society offers one seemingly small change. https://www.cbsnews.com/news/skin-tone-band-aid-dominique-apollon-bandage-skin-color-viral-2019-04-26/ Yesterday, we posted an article regarding racism and how white Pittsburghers can play a role.  Yesterday, we posted an article regarding racism and how white Pittsburghers can play a role.  Today, we would like to bring attention to a local issue in Pittsford. Specifically, white community members need to bring attention attention to racism and not gloss over the issue. We invite you to read the article https://www.democratandchronicle.com/story/news/education/2019/04/25/pittsford-ny-schools-racist-allegations-racism-urban-suburban/3564573002/ and share your thoughts. How can each of us combat racism straight-on when we see it? Do we have a responsibility to speak about this openly with the children in our lives? A recent first-person essay caught my attention on social media. In it, the author recounts how a Pittsburgh newspaper changed her letter to the editor about racism, and why racism is such a critical topic for all Pittsburghers. A recent first-person essay caught my attention on social media. In it, the author recounts how a Pittsburgh newspaper changed her letter to the editor about racism, and why racism is such a critical topic for all Pittsburghers. Not only is the article, entitled "When I said ‘white,’ I meant ‘white:’ Why white Pittsburghers should care about racism and what to do about it", informative about racism and how the media can change the meaning of stories to suit an agenda or to make something less uncomfortable for their readers, but includes links to other articles on racism and particularly about the role white Americans can play in combating racism. I encourage you to read them all! The original article is here: https://www.publicsource.org/when-i-said-white-i-meant-white-why-white-pittsburghers-should-care-about-racism-and-what-to-do-about-it/. The Diversity and Inclusion Director recently held an interview with PMI Rochester Member Hem Pandey. Hem is currently a Global IT Project Manager at Xerox, and is originally from India. The Diversity and Inclusion Director recently held an interview with PMI Rochester Member Hem Pandey. Hem is currently a Global IT Project Manager at Xerox, and is originally from India. The Diversity and Inclusion Director recently held an interview with PMI Rochester Member Hem Pandey. Hem is currently a Global IT Project Manager at Xerox, and is originally from India. Wendy: I see you earned several degrees in India, including a Master’s of Science. From what you've learned about USA colleges, can you tell me how your education differs from an education in the USA? Hem: India was ruled by the British for decades, therefore there are many similarities between India and USA/British culture. When I was in school high school in the 1990s, high school was grades 9 through 12, as in the USA. Students attended Junior High school before that. If it remains the same today, in the North, there are two sessions: grades 9 and 10 are called high school are focus on common students, and grades 11 and 12 are called intermediate and focus on the stream the student has chosen for undergraduate education. After grade 10, students can choose to take a break before intermediate school, or can change to a trade school. After graduation, students enter college for in the chosen undergraduate stream. Depending on the major, it takes 3 or 4 years to earn a bachelor’s degree.  I chose the science stream. W: What if a student who went to trade school wants to switch to college? Does the student have options? H: Yes, a student can examine into a college stream. W: Receiving a degree in Project Management is becoming more prevalent in the USA, however many project managers are educated and worked in other fields, and later transitioned into Project Management. Would you tell me a little about how your education and first jobs prepared you for project management? H: I studied life sciences for my undergraduate degree, and then computer science for a Masters. My first job was at an IT company around 2005. After Y2K, IT was emerging and there was much demand in the USA. I started as a corporate trainer is VB and similar, and then worked as developer. So many others were doing project management, so I learned about it and put it all together. W: What made you so interested in project management? H: I found it exciting because I am interested in management and strategy. Over time, the company recognized my interest and talent and within 2 years I was a PM in software / implementation projects. At the time, PMI was just picking up in India. I got involved there and took PMI training and sat for the PMP. W: Like in the USA, is there an emerging education for project managers? H: 10 to 12 years ago, there was no PM education at universities, but that is evolving. Most private schools in India now have a PM stream. W: In 2009 you began a position in California. What made you decide to move to the USA? What were the biggest changes for you personally and professionally? H: My move to the USA was not because I had dreamed of coming here. I was working in a tech role and performing some PM tasks when I was picked up by Microsoft India. For that role, I was sent to Seattle many times. The company invested in me and I had global clients. Later I was picked up as Delivery Manager to spearhead eCommerce IT Transformation for couple large Mergers & Acquisitions, and asked to work in Bay area. W: Since then, how did you decide which positions to take and in which cities? H: In 2014 I was still working a permanent position. I saw contractors lead & manage themselves and get to travel more with flexibility to make exciting career choices. I decided to leave the permanent position and have been consulting for 5 years. My family also supported my decisions. Because especially urban India has adopted so much of the British culture, my moving to the USA was not so difficult to my family. When still in India, I worked for Italian and Germany companies, and was offered a position in Berlin. My family was not so supportive because of linguistic differences. W: Did you have to adapt your leadership and communication approach when you started working in the USA? Are there noticeable differences between how projects are run in the USA compared to in India? H: Actually, because of the influence of British and US culture in India, there are not many differences. W: You moved to Rochester, NY in 2018 and joined the Chapter soon after. How long have you been a PMI member? If you were active in Chapters in other cities, how does our Chapter differ? H: PMI in India was much different when I was there because it was emerging to become mainstream project management framework, but so much has changed over time. In addition to PMP certification, the UK and South Asia has PRINCE2 (PRojects IN Controlled Environments). It is a structured project management method and practitioner certification program that is more dominant than a PMP, and includes multiple levels and certifications. W: One of the main goals of the PMI Rochester Diversity and Inclusion program is to bring awareness to its members of how each of us can be more accepting and accommodating of differences in the workplace. What advice could you offer USA-born project managers to help embrace our colleagues from foreign countries and make transitions easier? H: Again, for me coming from a similar background, I don’t have specific recommendations other than remember that Americans can speak so fast, and for anyone who speaks English as a second language, you might consider slowing down a bit as needed. Most importantly, I think project management is more emotional than technical. PMs must have that emotional intelligence to get people work for you and in your favor. Most anyone can do the technical aspects of project management. How you can connect with people, when you work with teams of different ages, culture, or language, you have to deal with understanding. You can learn theory and science of project management.  Can you learn the art of leadership? W: Thank you for your time and willingness to help bring awareness on this topic. Thank you to all of the Members and Volunteers who participated in our 2019 Diversity & Inclusion survey! Your input is crucial for the Diversity & Inclusion (D&I) Committee to help shape the way the Rochester Chapter serves you. Thank you to all of the Members and Volunteers who participated in our 2019 Diversity & Inclusion survey! Your input is crucial for the Diversity & Inclusion (D&I) Committee to help shape the way the Rochester Chapter serves you. RESULTS In the following, you will find a summary of the results of our anonymous survey. Along with several initiatives determined by the Committee, these results impact our planning for the following year. DEMOGRAPHICS - MEMBERS Did you notice that when you initiated or renewed your PMI membership, no demographic data was collected? The Rochester Chapter wants to know more about the people we serve. This is why we sent out the survey. Definitions: Member: A PMI Rochester member who does not currently volunteer for the organization. 59 respondents. 7% response. Volunteer: A PMI Rochester member or non-member who volunteer (board members not included). 18 respondents, 25% response. Board Member: In this survey, Board Members might specifically be called out. Board Members are Volunteers who are elected. The contact information for each Board Member is listed here: https://pmirochester.org/board.php. 9 respondents, 100% response. From the survey we gathered that: EMPLOYMENT 78% of our Members are employed full time 22% of our Members are retired 0% of our Members are unemployed and looking for work. Note: 5% of our Volunteers are looking for work. If you are in the market for a new job, check out our Career Corner at https://pmirochester.org/classifieds.php?type=job. Our Chapter is working with local companies and recruiters to list opportunities here. GENDER 54% of our Members are female, while 46% of Members are Male. According to Ganttic.com, in 2008 only 30% of PMI members worldwide were women. The D&I Committee will try to determine if Rochester is different than PMI worldwide or if demographics have changed in general.   When posting content on the D&I webpage/blog, and helping with the choice of programs to bring to our Members, the D&I Committee will bring awareness of topics that are important to both men and women. RACE 81% of our Membership and Volunteers identify as White, 5% as Black or African-American, 3% as Hispanic of Latinx, and 6% as Asian or Asian-American. The Committee plans to research whether this is representative of the Project Management Community in Rochester and throughout the USA, and if not, find ways to engage or attract more diverse representation. AGE Only 3% of respondents were 21-29 years old. 17% were 30-39 years old, 28% were 40-49 years old, and the majority of respondents were 50 and older. The well-being of any professional or organization is recruiting the next generation of people. The Diversity & Inclusion Committee will support the other committees who already target the next generation. VETERANS, DIFFERENTLY ABLED MEMBERS Our survey showed that we do not have a significant number of Members who are Military Veterans. The survey respondents answered that they did not require accommodations for disabilities, or preferred not to say. If you would like accommodations or have recommendations for how our website or events could be more accommodating, please contact the VP of Professional Development or the Director of D&I. DEMOGRAPHICS – PMI ROCHESTER BOARD AND VOLUNTEERS Our Board members and Volunteers make up a more diverse group than our members in general, and we hope that they can help encourage membership and participation. EMPLOYMENT As previously mentioned, 5% of our Volunteer respondents compared to 0% of our Member respondents are unemployed and looking for work. GENDER 54% of our Members are female, while 64% of our Volunteers are female. The Committee will seek to understand the difference in Volunteers versus Members, and how we can best serve all Members. According to https://www.girlsguidetopm.com/men-women-the-pmp-infographic/, in 2018, 49% of PMP holders were female, making an average of 10% of their male counterparts. Again, the Committee will work to understand the membership differences between Rochester and our great global PMI community, and bring awareness to others of the topic. RACE 80% of our Membership identify as White. The Committee will assist in bringing awareness to the Board about continuing to pursue diversity of thought and action. For the Diversity & Inclusion Committee there is nothing more important than the goal of making our Members feel represented and included. We recognize that means recruiting Volunteers with the passion to support all Members. All are welcome to join us in this endeavor. MEMBER FEEDBACK ON PMI ROCHESTER In addition to demographics, the Chapter wanted to know how our members feel we are doing. RESPONSIVENESS TO MEMBER NEEDS The majority of Members rated the Chapter Leadership as responsive to Member needs. 2.5% rated the Leadership at Somewhat or Very Unresponsive. The Chapter will continue to work towards responding to Member needs and feedback. HOW CAN WE DO BETTER? Several respondents provided feedback to our request, “Please, tell us something that you think PMI Rochester could do better.” Here is a sampling of responses. We are actively considering all feedback. Reflect diversity & inclusion across its leadership, and membership base. Run more networking events. While not 100% relative to this topic the chapter could apply focus in presenting the strategic plan(s) to the members at large. Continue the variations on the monthly activities, adjust based on participation and continue to try new things. Bring more diverse presenters and topics at the conference and monthly meetings. Better Speakers on leadership and managing projects to included tips on software and reporting on project status. Ask the members what they want from speakers and use local talent and trainers. Local trainers know the audience. PMI Rochester is awesome! Better than awesome, they rock! Offer more in the way of early breakfast events or lunchtime events. Publish meeting slides and maintain web site meeting material. How to manage product development projects. Seems heavy on IT and capital projects. A few seminars on Women in PM. I have noticed that the opportunities for volunteering are only for individuals with a strong background in PM but there is almost none for individuals that are just starting in the field. Virtual participation for Ithaca branch members is very important and I know there has been a focus on this in the recent past, but more efforts to make registration and participation for Ithaca branch members easier would still be welcome. More welcoming environment. More fun! I think the board and volunteers do a wonderful job! Keep up the great work! Maybe team up with & learn from other diversity groups in the area, for example, programs offered by YWCA, UR, Xerox,... I would like to see more women and POC speakers at PDD. Please know, your feedback and collaboration is always welcome and we’d love to speak with our Members to gain more in-depth insights. If you would like to talk with us about these results, join our committee or discuss planning initiatives, please email us at diversity@pmirochester.org. The amazing first image of a black hole was all over social media yesterday! The amazing first image of a black hole was all over social media yesterday! Did you know that a 29-year-old female scientist helped develop the algorithm that created the first-ever image of a black hole? Learn more about Katie Bouman here: https://www.bbc.com/news/science-environment-47891902 Four PMI Rochester members attended Soulforce II – an M.K. Gandhi Institute for Nonviolence celebration and fundraiser – on April 4, 2019. The funds raised through the event support peacebuilding in Rochester. Protest novelist and nonviolence trainer, Rivera Sun, gave an inspiration speech. Four PMI Rochester members attended Soulforce II – an M.K. Gandhi Institute for Nonviolence celebration and fundraiser – on April 4, 2019. The funds raised through the event support peacebuilding in Rochester. Protest novelist and nonviolence trainer, Rivera Sun, gave an inspiration speech. Nonviolence is not only the absence of violent. It encompasses anything that is done instead of violence. Regarding making change in the community, examples include boycotts, protests, volunteering for anti-poverty initiatives. Rivera explained that for real change, only 3.5% of the population need to engage in resistance or boycott to be effective. In fact, 3.5% of a population engaged in nonviolent resistance can topple a dictator. 3.5% of the greater Rochester area is less than 8,000 people. Imagine what we can accomplish together! For more information about Rivera, go to http://www.riverasun.com/. For more information or to get involved with the M.K. Gandhi Institute for Nonviolence, go to https://gandhiinstitute.org/.       Pictured here, left to right: Lori Gacioch, President, PMI Rochester Stacie Maston, ROC the Project PM Charlie Colbert, ROC the Project Team Member Wendy Ross, Director of Diversity and Inclusion, PMI Rochester   We're happy to announce that the D&I Discussion section of the PMI Rochester Diversity and Inclusion website is now a blog!    We're happy to announce that the D&I Discussion section of the PMI Rochester Diversity and Inclusion website is now a blog!  We'll continue to post articles and resources and personal stories, and now you can log into your account and post comments! We'd love to hear from you.   PMI Rochester and the Diversity and Inclusion Committee take Diversity and Inclusion very seriously. But that doesn’t mean that serious subjects can’t be fun, and take queues from unexpected places. In this Women’s History Month, I am inspired by an actor on my favorite “fun” show, “The Walking Dead”. PMI Rochester and the Diversity and Inclusion Committee take Diversity and Inclusion very seriously. But that doesn’t mean that serious subjects can’t be fun, and take queues from unexpected places. In this Women’s History Month, I am inspired by an actor on my favorite “fun” show, “The Walking Dead”. If you don’t know the show, “The Walking Dead” is a drama that addresses how people function when society as we know it is destroyed, in this case because of a zombie apocalypse. Over its 10 seasons, the show has addressed domestic violence, the meaning of family, homosexuality, disabilities such as loss of limb, and most recently, deafness.  Starting with season 10, the show has a deaf character, Connie, who has survived because of her keen senses of vibration and smell, a notebook in which she writes notes, and a few friends who have learned American Sign Language (ASL).  In a recent episode, Connie insisted on helping one of the main characters (Daryl) in a quest to save another. Daryl is one of the toughest heroes in the show; quiet and closed-off, independent yet caring, and seemingly incapable of failing in anything he tries. In the most recent episode someone said in response to the comment that Connie will be OK because she is with Daryl, “Daryl is going to be OK, he’s with Connie”. In the talk show “The Talking Dead”, the actress who plays Connie, Lauren Ridloff, appeared with an interpreter. She was asked what she thought of that last line. She said, "I just love that because…I think that it is a good reminder for everyone who is watching that women, men, regardless of what your gender is - we all can lead in one way or another." Ridloff didn’t specifically address the issue of intersectionality, which is when a person encompasses more than one group that is underrepresented in our society. Ridloff is a woman, deaf, and Mexican/African-American. I don’t know much about her history, or how she became a Broadway and then a TV star, but to me, just that simple statement is exhilarating. Even in the worst circumstances, “women, men, regardless of what your gender is, we all can lead in one way or another.” Best regards, Wendy Ross, PMP Director, Diversity and Inclusion PMI Rochester Has a neighborhood ever made you uncomfortable? It is important to understand the history of why you may have these sentiments and how this has impacted the course of our development as a society.  Has a neighborhood ever made you uncomfortable? It is important to understand the history of why you may have these sentiments and how this has impacted the course of our development as a society.  Brennon Thompson works as a Cultural Competence and Health Literacy Operations Specialist at the Center for Human Services Education, a division of Heritage Christian Services. He holds a Bachelor's Degree in International Studies from American University. Brennon has a passion for bringing people together to share and learn about the unique identities and experiences of our local and global neighbors. Brennon also serves on the PMI Rochester Diversity & Inclusion program as a committee member. Check out the video at https://youtu.be/3UQUT4LMhAw! Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition - thoughts, and feelings outside of conscious awareness and control. Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition - thoughts, and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a “virtual laboratory” for collecting data on the Internet. The tests are designed to raise your awareness about your own implicit biases in the areas of age, disability, gender, weight, race and more. Browse to https://implicit.harvard.edu/implicit/takeatest.html to check out the different tests. Go on a journey within to find out more about what you really think. For many younger professionals, there is no memory of a time when Martin Luther King Jr.’s life wasn’t celebrated by a national holiday.  For many younger professionals, there is no memory of a time when Martin Luther King Jr.’s life wasn’t celebrated by a national holiday. The first legislation to commemorate King through a national holiday was introduced to Congress in 1968, and it was in 1983 that President Reagan signed the King Holiday Bill into law. Some states already commemorated King, but it took 15 years to create a national day to reflect on King and the civil rights movement. If you’d like a brief history of the making of the national holiday, go to http://content.time.com/time/nation/article/0,8599,1872501,00.html. Did you know that Martin Luther King Jr. Day is not just for reflection and celebration? For many, the day off of school and work is a Day of Service. In 1994, Congress designated the Martin Luther King Jr. Federal Holiday as a national day of service and charged the Corporation for National and Community Service (CNCS), the federal agency that leads service and volunteering, with leading this effort. Each year, on the third Monday in January, the MLK Day of Service is observed as a "day on, not a day off." MLK Day of Service is intended to empower individuals, strengthen communities, bridge barriers, create solutions to social problems, and move us closer to Dr. King's vision of a "Beloved Community." Plan ahead for next year – or all year long! You can find volunteer opportunities that fit your skills and schedule, in your area, at https://www.nationalservice.gov/serve/search Did you watch the Grammy’s this week? Nearly 20 million people did. And what they saw was a commitment to recognizing women in the awards. Furthermore, the Recording Academy is trying to expand opportunities for female producers and engineers. Did you watch the Grammy’s this week? Nearly 20 million people did. And what they saw was a commitment to recognizing women in the awards. Furthermore, the Recording Academy is trying to expand opportunities for female producers and engineers. Per their press release (https://www.grammy.com/press-releases/recording-academy%E2%84%A2-task-force-diversity-and-inclusion-announces-industry-wide), According to a 2018 USC Annenberg Inclusion Initiative study, only 2 percent of music producers and 3 percent of engineers/mixers across popular music are women. The Academy’s Diversity and Inclusion task force is one of the first steps to remedy the situation, and also address inclusion based on race and the LGBTQ+ community. As you can hear in this short news segment https://www.youtube.com/watch?v=npFccOMewLc), the intent of Diversity and Inclusion programs like ours and the Academy’s is not to limit freedom of choice when selecting employees, award recipients, speakers at events, etc. Instead, the intent to raise awareness of those in the selection process that there are worthy candidates who might be ignored due to implicit bias. Let us know how we’re doing with our program! We appreciate all of you who participated in our survey through which we gained some great information. Feel free to reach out to me anytime with ideas of things to post on our website, learning opportunities in our community, or stories you’d like to share about your own experiences with Diversity and Inclusion – at work, in PMI, or around the world. Happy International Women’s Day on March 8, 2019! NBC News had a short piece about the history and purpose of the day here. Did you watch the Grammy’s this week? Nearly 20 million people did. And what they saw was a commitment to recognizing women in the awards. Furthermore, the Recording Academy is trying to expand opportunities for female producers and engineers. You can also read in detail at https://www.internationalwomensday.com/. As the NBC article points out, the day is celebrated in different ways in different countries. Wendy Ross, Director of Diversity & Inclusion for the chapter went to China 1 week after International Women’s Day 2015. The day falls on a workday, women come to the office/factory and are paid for the day, but do not work. Instead, they are treated to flowers, special meals, chair massages, and other perks. Does your workplace offer a celebration? If so, we'd love to hear about it! Contact Wendy Ross, Director of Diversity & Inclusion at diversity@pmirochester.org As a chapter, we are celebrating IWD 2019 by posting pictures of our volunteers on social media with the hastag #BalanceforBetter. Look our for us on PMI Rochester's LinkedIn, FaceBook, Twitter and Instagram accounts! Intersectionality is defined as the interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage.   Intersectionality is defined as the interconnected nature of social categorizations such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage.   To learn a little more, check out a video on personal experience of Kay Ulanday Barrett at https://www.youtube.com/watch?v=CSHcKFn7zZw.