“In the future, there will be no women leaders – there will just be leaders”
Last year for Women’s history month, we highlighted women’s contributions as employees, students, consumers, leaders of social causes, and family members. This year we focus on women’s resilience and continued growth as business leaders and entrepreneurs, with an emphasis on the tremendous contributions of Women of Color.
The celebration of Black History Month began in February 1976, as a tribute to two icons –Frederick Douglass and Abraham Lincoln – whose birthdays occur in February. The month was originally established as Negro History Week in 1926 by African American historian and scholar, Carter G. Woodson. Dr. Woodson was known as the “Father of Black History,” and was second to W.E.B Dubois in receiving a doctorate from Harvard. Dr. Woodson dedicated his career to African American history and authored the influential text “The Miseducation of the Negro.” 
In many work places, schools, universities, and other contexts, Black History is celebrated. For our monthly column, we call attention to historic figures who contributed to the legacy of African American leadership in the U.S.; many of these individuals are unknown. We also call attention to icons who have led by example.
Normalizing discussions of mental health in the workplace has increased over the last 10–15 years as the stigma of seeing a mental health practitioner has decreased. Although this statement cannot be generalized to all workplaces, employers in-general have concerns about employee productivity, absenteeism, demeanor, and overall participation as a contributor. A constellation of these behaviors may be a signal of mental health distress or other distractors from the employee’s personal life. Of course, behaviors that overall reduce productivity are financial costs to the organization.
TIME magazine recognized the Silence Breakers for their forthcoming statements about sexual harassment in their work settings. All entertainers and high-profile women have advocated by raising their collective voices for the benefit not only of themselves but of other women and girls. But more than 10 years ago, Tarana Burke, began the social movement with women of color in the South and other major cities. An African American woman, she knew at the time that she was not alone in her experiences of sexual harassment and began to reach out, particularly to other women of color. Today, she continues her advocacy at a grass roots level, engaging women often left in silence.
In the November AAG newsletter, we noted that, surveys report that roughly 25% of all women have experienced sexual harassment in the workplace . Perhaps the statistics of non-celebrities were buried in the article because colleagues asked me about how sexual harassment affected women of color and blue-collar women. So that these facts are not overlooked, we have decided to restate the data this month.
Normalizing discussions of mental health in the workplace has increased over the last 10–15 years as the stigma of seeing a mental health practitioner has also decreased. Although this statement cannot be generalized to all workplaces, employers in-general have concerns about employee productivity, absenteeism, demeanor, and overall participation as a contributor. A constellation of these behaviors may be a signal of mental health distress or other distractors from the employee’s personal life. Of course, behaviors that overall reduce productivity are financial costs to the organization.
During the last 20-25 years, we have witnessed attention to various methodologies to enhance workplace productivity and efficiency. Among strategies are workshops to enhance teamwork and communications, improvement in relationships informed by inclusive diversity expectations, and the promotion of wellness. Related to wellness are programs designed to integrate mind, body, and spirit for more intentional focus and output. Mindfulness is one such strategy.
“Hispanic” Heritage Month started out as Hispanic Heritage week with legislation signed by President Lyndon Johnson in 1968. Twenty years later, on August 17, 1988, President Ronald Reagan authorized PL-100-402, establishing the month-long celebration—September 15-October 15. The intent is to recognize and celebrate the contributions of persons of Latinx-heritage in the U.S.
Though the terms Hispanic and Latina/o are still used, in contemporary discourse, Latinx is the recommended term because it is a gender-neutral term conveying inclusivity. Latinx also affirms the socio-cultural and political awareness of the youth and young adults who represent the future of higher education and the workforce. A few facts highlight these Latinx realities.
There are many factors and practices that contribute to a welcoming and productive work environment. In our consultation to many work places, we have found different perceptions and experiences about the same place based on individuals’ roles, tenure, and personal dimensions of human diversity.
Interview with Dr. Margarita Benítez, Senior Consultant, Arredondo Advisory Group
The purpose of this interview is to gather perspectives on leadership from Dr. Benitez and to invite her to discuss her experiences as a leader. The story will start with a biographical sketch about Dr. Benítez.
The recognition of PRIDE month may seem like a fact of everyday life in U.S. society. However, most will know that this was not always the case. With this posting, we would like to highlight a few important historical leaders and events that have led to the strength of the LGBTQ+ movement and a more open recognition of gay and lesbian employees, students, and community leaders.