Leah P. Hollis, Ed.D.
President Patricia Berkly LLC
Philadelphia, Pennsylvania, the home of brotherly love and sisterly affection, was the proud host of The Black Doctoral Network Inaugural National Conference October 3 through October 5 2013, at the Double Tree Hotel. This hallmark event was led by Dr. Maurice Green, Executive Director at the International Black Doctoral Network Association. The speakers throughout the conference were a literal Who’s who of the black intelligentsia focusing on the theme “scholarship, service and community.”
The opening session was introduced by Trabian Shorters of BMe.org. He asked for black scholars to choose a partner and look closely…. Then name everything wrong with the partner. The connection is this is how the world looks at African American men, seeking first what is wrong. His mission is to work with young African American men in the communities so society doesn’t perpetuate the loss of African American boys and men to the justice system. The task was assigned to conference delegates to preserve the black community and advance the progress of its most squandered resource, the African American male.
The opening ceremony on Thursday evening continued with a compelling speech by Dr. Cornell West, imminent scholar and professor at the Union Seminary in New York City. West urged the audience of black scholars and advocates to find their original voice. “Anyone can be a copy…” but one is always successful when he or she finds that authentic voice. West reflected on the work of WEB Dubois, Angela Davis and William Julius Wilson as examples of original thought that propelled the African American consciousness. He also commented on the spiritual center of our communities, or the erasure of such. Churches, mosques and synagogues are seldom found in the black community; young people find transcendence through music, expressing themselves over a rhyme.
Moved by his remarks, participants in the crowd asked questions about how black intellectuals should poise themselves in a supposedly “post racial” society. Other remarks included the reflection on the Historically Black College, and that the community college serves a great deal of African Americans.
The conference continued through October 4 and October 5 with key note speeches from Dr. William Julius Wilson and Dr. Julianne Malveaux. With over 350 scholars in attendance from institutions such as Cornell University, Morgan State, Duke University, the University of Pennsylvania, Howard University, University of Denver and Spelman, to name a few, the program was loaded with critical topics in academy. Presenters offered their primary research and perspective on research methods, entrepreneurship, the academic job talk, the publish/perish process, violence in the workplace and community, and urban education. The conference sessions were engaging, for African Americans, by African Americans.
Considered a solid success by conference organizers and participants, The Black Doctoral Network Inaugural National Conference had several sponsors including top university sponsors such as University of Pennsylvania, the University of Delaware, and the Massachusetts Institute of Technology. Sponsor partners also included John Jay College of Criminal Justice, AmeriHealth Carita, African Ancestry and Bme.org with the Knight Foundation serving as the title sponsor.
Leah P. Hollis, Ed.D. is president and founder of Patricia Berkly LLC in greater Philadelphia. She presented her original work at the conference reflecting on workplace bullying and its impact on African American staff in the academy.Read More
Imagine further, that after such dedicated service, GI Jane and another 26,000 of her fellow service women face sexual assault while serving in the military. Often such assault goes unreported and unpunished, leaving the question, is there justice for GI Jane?
While GI Jane was fictitious, the pervasive level of sexual assault in the service is not. Unfortunately as Face The Nation* reports, a culture of power in the military leads to the pervasive abuse of women serving our country.
In the current system, the commander oversees such complaints; yet this can lead to conflicts of interest or lax oversight, especially if the commander is party to the complaint.
In civilian workplaces, employees are protected from retaliation when they voice concerns for civil rights as outlined in Title VII legislation.
Also, in civilian workplaces, employees can access a third-party in the EEOC and the court system if they don’t find justice internally with Human Resources.
However, it appears that the power structures in the military jeopardize this very right for women. Senator Kirsten Gillibrand, a Democrat from New York, has proposed legislation that takes the adjudication process out of the hands of commanders and instead brings such cases to a military board outside the chain of command.
She also reminded the senate that countries like the United Kingdom and Israel have already taken such steps to protect their service women.
The military reports that 97% of its service men and women go through sexual harassment prevention training. Another 9 out of 10 state they would encourage women to report such abuse.
Then why do 26,000 women face sexual assault?
As with any organization which subscribes to power structures as part of its management structure, when power is abused, those at the bottom of the food chain are the ones to endure such abuse.
This is not commentary on how the military should run its leadership training or functions, but it is a reflection on how the misuse of power corrupts. Whether military or civilian leadership, whether it is about abuse, assault, bullying or other corruption of power, it is leadership at the helm that sets the tone, who serves as the architect of the organizational culture.
*SOURCE: CBS News Report
Despite her corporate dress and swank presence, when she walks to her new desk, she is interrupted along the way to “fetch coffee.” Her own secretary while kind, comments under her breath… “Guess they hire them younger and younger…”
Layla recognizes that while she has her stellar MBA diploma hung proudly behind her in the office, all too often, people assume she is sitting at her boss’s desk fixing a calendar, or that she is inappropriately at the wrong seat.
During her first division meeting, the vice president congratulates her with, “Gee Layla, you are awfully impressive in a meeting…” Layla thinks, of course she is impressive. That’s how she got the job. That’s what $100,000 of graduate school was for. Why is being impressive so noteworthy while for others it was just expected?
“Micro-inequities can be like little paper cuts.”
Is this bullying? Favoritism? Racism? Sexism? Such terms don’t exactly describe Layla’s experience, though her race and gender inform the slights she receives. She is not being attacked over time or facing escalating discrimination. She isn’t in a hostile environment, and even is promoted for her work and merit. Yet these little dings and slights challenge her resolve and focus at times. Layla is experiencing what is called “micro inequities.” She endures comments and behavior that at times make her want to disengage from her job. From time to time, Layla has a wandering eye on the job board in search of an environment that is more inclusive and supportive.
How can an organization be more sensitive? The Golden Rule is a good start. Make comments that you would like to receive and reflect on your own behaviors as a leader. If you have a great idea, do you want your supervisor distracted with text messaging when you talk? As a new hire, do you want someone commenting on your age, race, clothes or appearance is a less than flattering way How would you feel if people make inappropriate assumptions about your work duties based on age, race, gender etc?
Micro-inequities can be like little paper cuts on someone’s motivation. One or two might be overlooked; but even mild and non-verbal put downs over time can disengage even the best employee. Subtle put downs accumulated over time for employees can hurt staff productivity and compromise innovation.
Employers and coworkers can guard against micro inequities by reflecting on comments BEFORE such remarks are made audible. Remember, everyone doesn’t have the same sense of humor. Lastly, an authentic discussion and request for feedback can cut through misunderstandings and micro-inequities.
It’s that time of year for new beginnings.
Spring is upon us; commencement is around the corner; and it’s a time for a new lease on life. However, if you have a physical or learning disability or have a child with a physical or learning disability, this transition to life and college can be a daunting experience. In the alphabet soup of acronyms, anyone can get lost trying to navigate their way.
A recent, book, The Guide to Transition Students with Disabilities, outlines the regulations which support those with disabilities: The Individuals with Disabilities Education Act (IDEA), the American with Disabilities Act (ADA) and the Rehabilitations Act. Those who are “differently abled” should know that both employers and colleges are required by federal law to provide reasonable accommodation to those with physical and cognitive disabilities.
The goal of these laws is to end discrimination against those who have disabilities. Approximately 5.8 million children have a disability; further close to 2.3 million veterans are returning home from war with disabilities as well. Disabilities can include visual impairments, brain injuries, psychological impairments, medical disabilities (such as diabetes) and orthopedic impairment.
As Dr. Jeffrey Holmes states, “self-advocacy is key in these situations for students, parents and job seekers”. Knowing the rules empowers people to give schools and employers proper notice about a disability during the college or interview process.
Therefore, a keep in mind a few things when making transitions to college and life:
- Have a clear diagnosis of the disability. Learning disabilities are typically diagnosed by a psychologists. Even is a physical disability might be obvious (being wheel chair bound for example), it is still prudent to have medical records available.
- Alert colleges and employers about the disability at during the recruiting stage. Colleges are obligated to provide reasonable accommodation, but need that medical information or diagnosis to move forward with the accommodation. Employers are required to make accommodation even during phone interviews. Be clear about your needs and advocate for yourself BEFORE there is a problem.
- Time management is key. Keep a folder of contacts and people you have talked to in advocating for yourself. Take your time and make time to engage in proper self-advocacy.
- Know the rules. While colleges and employers might be bound by ADA, IDEA and section 504, self-advocacy begins with know your rights.
To learn more about federal regulations affecting young people with disabilities and their families, check out, The Guide to Transition Students with Disabilities, by Dr. Jeffrey Holmes, which is available on amazon.com and Barnesandnobles.com
post originally appeared on JENNINGS WIRE.
You will spend more waking hours on the job than you will with family and friends.
In the unsettled economy of the last five years, the workplace has at times become a tense place for employers and employees. Discrimination and harassment cases remain at heightened levels, with close to 100,000 new complaints with the EEOC each of the last three years.
Various state legislators are striving to pass healthy workplace laws to protect people from harassment/bullying who are not afforded protections under the Title VII Civil Rights Act of 1964.
With all of this strife, how can we get back to loving the thing we do?
How do we create and maintain a healthy workplace as an individual? Dr. Leah Hollis of Patricia Berkly LLC offers a few strategies to help you fall in love again with the job.
- Know the employee manual. So often employees simply sign off on the employee manual without reading it. Each company has a different set of policies regarding sick time, lunch, harassment, retaliation or even payroll. Know the rules of your organization and follow them.
- Don’t be a bad actor. Even if you have a case of harassment, discrimination or bullying, the minute you stoop to the level of the bully or harasser you have become a “bad actor.” The bad actor is categorized as being a ‘hot head,’ unreliable, or simply a colleague who is not behaving in a manner that the organization can support. Just because someone else is acting out, it is not an invitation to drop the “f- bomb” as well. Bad actors seldom prosper.
- Do your job. The reason we are all on the job is to produce for the employer. Excessive undocumented time off, constant mistakes, fraud, favoritism and other performance issues can be grounds for action. If there is a group of similarly situated employees who have performance issues, and they are treated differently in response to the same infractions, there can be a legal issue for the employer. However, doing the job well and being an excellent performer strengthens anyone’s credibility.
- Know the structure of your organization. Be sure to make connections from the janitor all the way through to the vice president. People should know you and your strengths before there is a problem. And, you should know how to seek reliable information.
- Stay positive. No one wants to work with “Negative Nelly.” Stay positive without barking orders, acting out or demeaning people. Again likeability across the organization is key. Such positive energy can help you stay focused on your options and also bring you support in the midst of tough transitions. Grandma was right; you get more flies with honey than vinegar.
These strategies can help an individual employee protect themselves from unwitting mistakes or see changes that can make someone uneasy. Being a reliable strong performer with a good attitude can make the difference between being targeted at work and loving the job.
Interview on WUSA9 Workplace bullying in higher education
Interview on WUSA9 Workplace bullying in higher education
Interview on WUSA9 Workplace bullying in higher education
By Thomas James
Bullying among children and teens in schools receive extra attention these days, but experts say bullying takes place in other times in our lives.
In fact, workplace bullying is happening at an alarming rate. Especially in higher education. Leah P. Hollis, Ed.D., Author of the book “Bully In The Ivory Tower” says 62 percent of people who work in higher education have experienced bullying versus 45 percent of the general population.
Dr. Hollis says, “I surveyed 175 schools and what I found in the return was that a number of people, especially in the entry levels and the middle management were talking about how they were the target of bullying either from the boss or the organization in general.
9 News Now’s Anita Brikman interviews Dr. Hollis about her survey and why workplace bullying is more prevalent in higher education than in other professions:
Anita: “What’s going on? Why at college and universities?”
Dr. Hollis: “What’s interesting is at a college or university we are all trained to be experts in our field to go out and do this wonderful research and create excellent knowledge. It also is an isolating experience so now when you have to manage people or collaborate or have team building you’ve already been protected by tenure perhaps or at least in a culture that supports being isolated and also supports a pretty big ego. So that doesn’t always make for the best management skills.”
Anita: “So in these case studies, who was saying they are being bullied? Younger educators bullied by tenured folks?”
Dr. Hollis: “Typically it was somebody at the entry level, your assistant director, it might have even been the director or just the manager of the department. Folks who are reporting up-line to Vice Presidents, Provosts, or even the Presidents. So bullying has to do with power and those with the least amount of power are the ones on the receiving end of bullying.”
To see the entire interview, including how workplace bullying in higher education affects students and how can we deal with workplace bullying across the board, click here.
Source: WUSA9.comRead More
We are entering that cherished time of they year…
Halloween moving through Thanksgiving, Christmas and New Years is a time where office parties and progressively bad behavior seem to be overlooked underneath the haze of holiday cheer. There is nothing like spiked apple cider, rum cake and that mysterious red punch at the party to make colleague and supervisor overlook their better senses.
Employees who are new to their career might find this to be an invitation to join in the “reindeer games,” without considering the consequences when they sober up the next day. Take a page from Lance, the new assistant director who got a bit comfortable with his boss at a party.
With the apple bob at lunch and spicy cider mixture that somehow got spiked, the office staff was at ease in an environment that was typically tense and rigid. Lance was thrilled with the holiday cheer as his first year under his boss, Artie, was less than something to celebrate. Lance noticed that the rest of the staff was at ease too, maybe this was the end to the yelling and manipulative behavior that had been the norm for his department. Maybe Lance could finally relax.
Artie and Lance had a chance to chat over the apple cider.
Artie had let his hair down, discussed his own insecurities with upper management and with a buzz, confided in Lance about fears of losing respect at the top. Lance felt comfortable and joined in, sharing his own insecurities with his low grade point average in college, feeling unaccomplished with his quest of grad school, and his lack luster relationship with on-again-off-again girlfriend. For about 90 minutes, though induced by alcohol, they were civil human beings for a change. As the office party came to an end, the staff took their last nibbles at cookies and caramel corn, then returned to a relatively productive afternoon on the job. All seemed well.
The next day, Lance reported to work to find that things were “back to normal.” No one made eye contact with each other. There was a muffled tirade coming from Artie’s office. As Lance settled in, his cube mate remarked, “ the ogre is back…!”
Artie quickly came around the corner and berated Lance for being 15 minutes late. He reminded Lance that “this is why he couldn’t make the cut in grad school…” and that “… no woman would stick with him given his tardiness..” Lance was demoralized. All the things he had shared over spiced cider was coming back to haunt him publically. He was powerless to respond, and saw no relief from the terror which returned to the office.
Lance was caught in what he saw as an impossible situation. Without other support, he couldn’t imagine his next steps, let alone how to get to the end of the day. Advice to all employees, don’t be afraid of self-advocacy in regard to office bullying, however be careful in your tactics.
1. Keep a diary with dates and clear examples of harassment and bullying. Keep this diary, supporting emails about your performance and performance appraisals at home. Know however, employees don’t have a right to harbor proprietary information about the job.
2. Find out about the history of bullying in the office. Had others complained? What was the result? Did HR support the target or the bully? This information will determine next steps.
3. Quietly look for another job. Keep in mind that announcing a job hunt is actionable and can motivate an organization to terminate you. Don’t trust anyone in a toxic environment about your own plans to leave.
4. If the evidence supports a complaint, take records to HR about specific instances of bullying. Consider ways to couch the problem as a “what’s in it for them.” Show HR how the bully is hurting the organization, which is their main concern. Is the bully boss coercing staff to break the rules, overlook policy, or engage in other behavior that can hurt the organization?
5. If the bullying is occurring within a Title VII protected class (target is bullied because of race, gender, religion, pregnancy, genetic information etc) this can be an EEO charge where retaliation from the employer for reporting is against the law.
A few things to remember…
If the boss was a bully before the office party, he or she will continue after the office party once everyone sobers up. Don’t let your guard down just because it is the holidays. Further, don’t be afraid to learn your rights and strategize on how to advocate for yourself. Studies show that people who maintain a spiritual grounding and locus of control for their futures can weather the storm of a bully.
To learn more about her upcoming book on workplace bullying, the costs of higher education and the solutions and recommendations to higher education leadership also revealed through this study, visit Dr. Leah Hollis and Patricia Berkly, LLC at www.diversitytrainingconsultants.com Bully in the Ivory Tower is available on Amazon.com.