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Inclusion The Poverty of Knowledge

Inclusion The Poverty of Knowledge. Malcolm A. Kram, DVM Lums Pond Animal Hospital aacupoints@gmail.com September 22, 2011 Purdue University. Thank You For Being Here. You should take pride in attending You demonstrate a willingness to listen

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Inclusion The Poverty of Knowledge

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  1. InclusionThe Poverty of Knowledge Malcolm A. Kram, DVM Lums Pond Animal Hospital aacupoints@gmail.com September 22, 2011 Purdue University

  2. Thank You For Being Here • You should take pride in attending • You demonstrate a willingness to listen • You are part of the core that will move our profession forward with respect to enhancing our diversity and fostering inclusive work environments

  3. Under Represented Minorities (URM) • Three Types of URM Individuals • Visible • People whose outward physical characteristics clearly define their diversity status which is underrepresented in a defined population • Race, gender, ethnicity, physical disability • Invisible • People whose physical characteristics do not outwardly define their diversity status……. • Economics, religion, sexual orientation, education, physical disability • Complex • People who characterize themselves as a combination of visible and invisible

  4. Who Am I? • Old gray haired white male? • Gray haired male of interracial lineage? • Jewish man raised on a farm? • A Gay man with ultra-liberal beliefs? • A Jewish, Gay man who raised sheep ?

  5. Who Am I?

  6. Personal Beliefs • Diversity in the workforce is an issue but lack of inclusiveness is the problem • “Non-inclusive organizational practices sends a message that diversity isn’t truly valued by an organization”* • Sustainability of the workforce demands inclusiveness • Customer loyalty relates directly to their comfort level • Clients & staff share more information in a safe environment *Caroline Simard PhD

  7. Why Hide Your Identity • Fear for Safety • Family & Friend loss and/or rejection • Job discrimination • Hiring/ Firing • Lack of inclusion and/or growth opportunity

  8. Hate Crimes* All Data from FBI Uniform Crime Reports, 1991 - 2008

  9. Reported* Hate Crimes Over Time“Sexual Orientation” All Data from FBI Uniform Crime Reports, 1991 - 2008

  10. Employment Discrimination • Can an employee be fired for simply being gay? 29 States allow an employee to be fired for being gay

  11. State Employment Non-Discrimination Laws Gender Identity & Sexual Orientation12 states, District of Columbia Sexual Orientation8 states www.hrc.org/workplace

  12. Employment Discrimination • Fifteen states and the District of Columbia and, for the first time, more than 100 cities and counties now prohibit employment discrimination based on both gender identity and sexual orientation • Six additional states and 80 cities and counties prohibit discrimination based on sexual orientation alone. HRC State of The Workplace 2007-2008

  13. Inclusiveness in the Context of Diversity • Not excluding any particular groups of people* • Creating an environment that is welcoming, safe, comfortable, allows expression and dialogue • Enhances an individual’s work ethic • Fosters job satisfaction and retention * Dictionary.com

  14. Why Is It Good Business to Attract the LGBT Community • Strength of the human-animal bond • LGBT pet owners regard their pets as family members (Harris Interactive Survey 2007) • LGBT community has significant disposable income • Estimated to be over $700 billion in the US alone* • Business success • Employers who are known for progressive attitudes toward this demographic have a better chance of winning its loyalty and its business* • Potential to increase in new clients and visits • 901,997 same-sex couples live in the United States and they are represented in 99% of U.S. counties** • there are approximately 9 million LGBT Americans, a figure roughly equivalent to the population of New Jersey ** **Williams Institute -UCLA Law *HBR – July-Aug 2011 – S.A. Hewlett

  15. Business Case for an Inclusive Environment • 7 million LGBT employees in the US private sector • Closeted workers suffer anxiety about how colleagues and managers might judge them and expend enormous effort concealing their orientation, which leaves them less energy for actual work • Closeted LGBT workers feel more isolated than those out at work and are more likely to leave their jobs within 3 years than “out” members of the workforce* *HBR – July-Aug 2011 – S.A. Hewlett

  16. Enhancing our Inclusiveness • Non-discrimination statements • Job postings • Employee contracts and policy manuals • Client handouts • Safe space programs • Visual clues with posters, magnets • Actively welcoming same-sex partners to all activities that include spouses, significant others and family • Providing educational programs at LGBT centers and events • Partner benefits

  17. AAHA Employee Handbook Recommendations • “Employee handbooks should include an equal employment opportunity statement. This statement is not required by federal law. However, when a charge of discrimination is filed against an employer, the Equal Employment Opportunity Commission (as well as similar state agencies) usually wants to know whether an employer’s handbook contains an equal employment opportunity statement. Failure to include one might lead the investigating agency to presume the employer is not in compliance with antidiscrimination laws.” AAHA Guide to Creating an Employee Handbook 3rd edition, Part 2,section 5

  18. The Guts of Non-Discrimination Clauses* • Specifics about prohibited behavior • A description of the penalties for violating the policy • A clear outline or grievance procedure for an employee who has experienced or witnessed discrimination • A declaration of the employer’s commitment to prompt investigation of complaints of discrimination • A promise of protection against retaliation • A commitment by the employer to be legally bound by its policy *Out at Work – Lambda Legal

  19. AAHA Suggested Policy AAHA Guide to Creating Employee Handbook, 3rd Edition

  20. Student AVMA Policy (Adopted by the SAVMA House of Delegates on July 17, 2011) SAVMA does not discriminate in any of its activities or membership on the basis of race, color, gender, gender identity, sexual orientation, religion, national origin, ancestry, age, marital or parental status, disability, or other status protected under state or federal law.

  21. Equal Employment Opportunity Statement “Hospital XX is an equal opportunity employer. We are committed to providing equal opportunity in all of our employment practices, including selection, hiring, promotion, transfer, and compensation, to all qualified applicants and employees without regard to race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy), familial status, marital status, domestic partnership or civil union status, religion, sexual or affectational preference, gender identity or expression, disability (physical or mental), or any other protected status or participation in protected activity in accordance with the requirements of all federal, state and local laws” Veterinary Business Advisors

  22. Sharing Experiences • EEOC – Equal Employment Opportunity Commission • 1964 – Established under the Civil Rights Act • Created sexual harassment regulations • Occasionally utilized to address LGBT issues

  23. Enhancing our Inclusiveness • What else can I do? • Check and see if your local and state VMA’s have non-discrimination policies that include sexual orientation and gender identity • If not make the case to local leaders • Letters to the Editor in JAVMA and other publications to start the ball rolling • Praise articles when they appear • Question when statements are non-inclusive • Continuing Education Requirements – Practice Acts • 1 hour every two years

  24. Who Are the Inclusion Leaders in Veterinary Medicine? • Corporate America • 2008 – 35% (176) of Fortune 500 companies have protections based on gender identity compared to 3 in 2000 • 2008 – top 100 Fortune ranked businesses , 61 include protections based on gender identity • 85% of Fortune 500 have protections based on sexual orientation compared to 51% in 2000. Of Fortune 100, 94 include sexual orientation protections • Colleges and schools of Veterinary Medicine • Non discrimination statements, partner benefits • Student organizations & affinity groups • LGVMA • Broad Spectrum • VOICE • National , state and local veterinary foundations but not organizations

  25. What’s Your Diagnosis ?

  26. Resources • The Williams Institute at UCLA Law • www.law.ucla.edu/williamsinstitute • Lambda Legal • www.lambdalegal.org • Human Rights Campaign Fund • www.hrc.org • LGVMA • www.lgvma.org • Consortium of Higher Education LGBT Resource Professionals • www.lgbtcampus.org/directory/ • AAVMC • www.aavmc.org • AVMA - Model Policy on Harassment and a Discrimination-Free Veterinary Workplace • www.avma.org • AAHA • www.aahanet.org

  27. Questions? Comments? Thank You !

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