Diversity
updated 3/20
Here's a Herald-Mail online Editorial posted on Friday, January 29, 2016 11:45 pm. It also appears in the February 1 print edition.
Here's a Herald-Mail online Editorial posted on Friday, January 29, 2016 11:45 pm. It also appears in the February 1 print edition.
Diversity training seems long overdue
Posted: Friday, January 29, 2016 11:45 pm
When Washington County Commissioner Woody Spong shared on Facebook a meme featuring the “Our Gang” character Buckwheat, one thing he seemingly failed to appreciate is that he represents all residents of Washington County.
Perhaps those in his demographic — retired white males — with whom he rubs elbows, found the image to be hilarious. But how many of Washington County’s African-Americans believe that Spong is capable of representing their interests after he shared a post that is arguably racist — whether or not Spong genuinely felt it was just an innocent stab at humor?
Perhaps if all publicly elected officials were required to take a bit of diversity training, this mistake would not have been made. We applaud the Washington County Board of Education for including itself in an ongoing effort to teach diversity and make the school system a more welcoming place.
The move comes at the suggestion of board member Melissa Williams, liaison to the school system’s Diversity Recruitment Task Force.
The school system has for some time had little luck in recruiting minority teachers, not so much for lack of trying, but because Washington County has had little to recommend itself, to African-Americans in particular. Going back to our rude treatment of Willie Mays, we have sometimes failed to see how our actions might be taken by the world at large.
Diversity training and the accompanying sexual harassment education might seem elementary to some, but there are areas where many are honestly not aware that what we say or do is offensive. And until we walk a mile in others’ shoes, or take a course, we are liable to create offense where none is intended.
So we appreciate Williams’ suggestion and the remainder of the board’s understanding that such training is a good idea. We have seen too many cases where Washington County ends up on the nightly news because not every elected official understands that the rest of the world doesn’t always see things the way we do.
Here's the link to the H-M site for this editorial :
http://www.heraldmailmedia.com/opinion/editorials/diversity-training-seems-long-overdue/article_635802bf-d841-5b6d-8520-2bc8024dedac.html
Bringing cultural competency and diversity training to WCPS employees and our Board has been a personal goal of mine since I was elected. Of the three incumbents running for re-election, two of us will be participating in the full, face-to-face diversity training mentioned in the editorial. This training will be similar to the required training all WCPS employees will be receiving. One incumbent candidate has said he will take a different, online training instead.
I am a strong advocate for improving the diversity of our workforce. However, I opposed the Superintendent’s recent budget proposal to add a new central office position ($105,000+) for minority recruiting and retention. We have already charged professionals in the Office of Human Resources with those same duties and they have taken impressive first steps. We don’t need a new employee to take on this responsibility. We have responsible employees in our HR department who know the Board’s goal and, of course, the superintendent is ultimately accountable for achieving it.
Of the incumbents running for re-election, I was the only one to vote to remove the position from the Superintendent’s budget. The Board voted 4-3 to remove the position from the proposed budget. However, in a later meeting, one Board member reversed her previous stand and the position was restored to the budget.
http://www.heraldmailmedia.com/opinion/editorials/diversity-training-seems-long-overdue/article_635802bf-d841-5b6d-8520-2bc8024dedac.html
Bringing cultural competency and diversity training to WCPS employees and our Board has been a personal goal of mine since I was elected. Of the three incumbents running for re-election, two of us will be participating in the full, face-to-face diversity training mentioned in the editorial. This training will be similar to the required training all WCPS employees will be receiving. One incumbent candidate has said he will take a different, online training instead.
I am a strong advocate for improving the diversity of our workforce. However, I opposed the Superintendent’s recent budget proposal to add a new central office position ($105,000+) for minority recruiting and retention. We have already charged professionals in the Office of Human Resources with those same duties and they have taken impressive first steps. We don’t need a new employee to take on this responsibility. We have responsible employees in our HR department who know the Board’s goal and, of course, the superintendent is ultimately accountable for achieving it.
Of the incumbents running for re-election, I was the only one to vote to remove the position from the Superintendent’s budget. The Board voted 4-3 to remove the position from the proposed budget. However, in a later meeting, one Board member reversed her previous stand and the position was restored to the budget.
electMelissaWilliams.com
Committee to Elect Melissa Williams : David Williams, Treasurer
Committee to Elect Melissa Williams : David Williams, Treasurer