| Welcome to HerndonDavis.com! Home of The Herndon Davis Diversity Reports Educational, Inspirational, Motivational |
| Game Show With A Rainbow Twist By: Herndon L. Davis |
| Human Resources Guru Speaks Out on Diversity By: Herndon L. Davis |
With so many corporations rapidly implementing cultural diversity
strategies and polices and even advertising this fact as part of their
corporate identity, it may lead some to wonder whether this
newfound commitment to diversity is really indeed genuine.
As an insider into the vast world of corporate diversity, Dr. Ian
Barrett of Cincinnati has spent nearly 20 years working in the
sometimes complicated maze of Human Resources. His background
spans several disciplines and industries but today he serves in the
capacity of Assoc. Vice President of Human Resources with
Cincinnati Children’s Hospital Medical Center.
So what does it really mean when a company proudly professes to
“embrace diversity?”
“I don’t use the term embracing diversity” cites Dr. Barrett. “I use
the term strategic diversity management as used to describe
workforce issues. Strategic diversity management is the leveraging
of similarities and differences to achieve organizational objectives.”
And with so many evolving differences and similarities, corporations
must now begin to manage with a much more culturally competent
barometer more now than ever. “In general, people want to be
engaged in their work, be treated fairly, receive equitable
compensation, have opportunity for advancement (however
advancement is defined), have some degree of flexibility in their
work schedule and time off from work, etc” Barrett explains.
Yet this hasn’t always been the case and today as the look, face,
age, and socioeconomic background of the workforce begins to
dramatically change, it is poised to clash against some pretty difficult
issues and complicated trends.
“[The] three trends that I see are more people transitioning [their]
gender (male to female or female to male) during the course of their
employment, anti Muslim views based on the threat of terrorism and
events in the Middle East, and a debate about workers from abroad”
Barrett explains.
With thee hot potatoes brewing in the mix and several more bound to
take center stage, is Corporate America truly able, willing and ready
to mange, implement, recruit, and exist in such culturally dynamic
times?
According to Barrett he’s pretty optimistic that companies are indeed
up for challenge reminding us that “Diversity work is both strategic
and tactical. The diversity strategy must be linked to the business
strategy. The tactics are the specific projects and programs. Often,
organizations want to go straight to tactics without a clearly defined
diversity strategy” but he adds that “organizations are ready to “do”
diversity.”
“Human Resources supports business strategies by leveraging
human capital. It means having the right people, in the right place, at
the right time” and for close to twenty years Dr. Barrett has done
just that.
A native of Jamaica, his family immigrated to the U.S. when he was
13. Earning a B.S. in Marketing and an MBA, Barrett fell into HR by
chance while working in operations for a security firm. He recalls
that “The Human Resources Specialist resigned and she and the
general manager asked me if I would be interested in the job. At
first, I said “no”, but later reconsidered my decision. I saw it as an
opportunity to learn something new.”
From that initial experience he began to throw himself more into the
Human Resources arena eventually earning his doctorate in order to
augment his skill level and commitment to his craft.
As an openly gay man, Dr. Barrett has had the distinct opportunity
of implementing as well as working under the diversity initiatives that
are inclusive of gay/lesbian employees.
Having lived and worked well over a decade in the black gay mecca
of Atlanta, he decided to step out of his comfort zone by accepting a
position in mostly white and more conservative Cincinnati.
Barrett comments on the cultural differences between the two cities
saying that
“I miss the shear number of Black gay men who are very similar to
me. What is scary but rewarding about being in Cincinnati is that
my partner and I are unique as a Black male couple, and we have the
opportunity to interact with people who are different from us.
We go to work-related and community events, and generally are two
of only a few Black people and gay people, and the only Black gay
couple. It is important that people see that we don’t have two heads
and are like them in many ways. In addition, I’ve learned to judge
people as individuals and that support and acceptance comes from
many different, and sometimes unexpected places.”
As a mentor for many up-and-coming HR professionals, Dr. Barrett
encourages the following: “First, persons should be prepared
through college degrees, HR certification and other training.
Second, they should obtain a variety of experiences in various facets
of HR, in different organizations and across industries. Third, they
should know how the business works.
For example, what affects revenues, expenses and margins? Who
are the customers? What are marketplace trends? Having
operations or line experience also is helpful because they will have
had “hands on” experience in the business. Finally, persons should
build networks and relationships with others in HR and the business
community. Oftentimes, career opportunities come along through
networks and relationships.”
As diversity continues to evolve in organizations, so does Barrett as
he predicts that in the next five to ten years that he will be “working
in HR in some capacity or functioning as an entrepreneur. I have
passion and interest in both areas.”
strategies and polices and even advertising this fact as part of their
corporate identity, it may lead some to wonder whether this
newfound commitment to diversity is really indeed genuine.
As an insider into the vast world of corporate diversity, Dr. Ian
Barrett of Cincinnati has spent nearly 20 years working in the
sometimes complicated maze of Human Resources. His background
spans several disciplines and industries but today he serves in the
capacity of Assoc. Vice President of Human Resources with
Cincinnati Children’s Hospital Medical Center.
So what does it really mean when a company proudly professes to
“embrace diversity?”
“I don’t use the term embracing diversity” cites Dr. Barrett. “I use
the term strategic diversity management as used to describe
workforce issues. Strategic diversity management is the leveraging
of similarities and differences to achieve organizational objectives.”
And with so many evolving differences and similarities, corporations
must now begin to manage with a much more culturally competent
barometer more now than ever. “In general, people want to be
engaged in their work, be treated fairly, receive equitable
compensation, have opportunity for advancement (however
advancement is defined), have some degree of flexibility in their
work schedule and time off from work, etc” Barrett explains.
Yet this hasn’t always been the case and today as the look, face,
age, and socioeconomic background of the workforce begins to
dramatically change, it is poised to clash against some pretty difficult
issues and complicated trends.
“[The] three trends that I see are more people transitioning [their]
gender (male to female or female to male) during the course of their
employment, anti Muslim views based on the threat of terrorism and
events in the Middle East, and a debate about workers from abroad”
Barrett explains.
With thee hot potatoes brewing in the mix and several more bound to
take center stage, is Corporate America truly able, willing and ready
to mange, implement, recruit, and exist in such culturally dynamic
times?
According to Barrett he’s pretty optimistic that companies are indeed
up for challenge reminding us that “Diversity work is both strategic
and tactical. The diversity strategy must be linked to the business
strategy. The tactics are the specific projects and programs. Often,
organizations want to go straight to tactics without a clearly defined
diversity strategy” but he adds that “organizations are ready to “do”
diversity.”
“Human Resources supports business strategies by leveraging
human capital. It means having the right people, in the right place, at
the right time” and for close to twenty years Dr. Barrett has done
just that.
A native of Jamaica, his family immigrated to the U.S. when he was
13. Earning a B.S. in Marketing and an MBA, Barrett fell into HR by
chance while working in operations for a security firm. He recalls
that “The Human Resources Specialist resigned and she and the
general manager asked me if I would be interested in the job. At
first, I said “no”, but later reconsidered my decision. I saw it as an
opportunity to learn something new.”
From that initial experience he began to throw himself more into the
Human Resources arena eventually earning his doctorate in order to
augment his skill level and commitment to his craft.
As an openly gay man, Dr. Barrett has had the distinct opportunity
of implementing as well as working under the diversity initiatives that
are inclusive of gay/lesbian employees.
Having lived and worked well over a decade in the black gay mecca
of Atlanta, he decided to step out of his comfort zone by accepting a
position in mostly white and more conservative Cincinnati.
Barrett comments on the cultural differences between the two cities
saying that
“I miss the shear number of Black gay men who are very similar to
me. What is scary but rewarding about being in Cincinnati is that
my partner and I are unique as a Black male couple, and we have the
opportunity to interact with people who are different from us.
We go to work-related and community events, and generally are two
of only a few Black people and gay people, and the only Black gay
couple. It is important that people see that we don’t have two heads
and are like them in many ways. In addition, I’ve learned to judge
people as individuals and that support and acceptance comes from
many different, and sometimes unexpected places.”
As a mentor for many up-and-coming HR professionals, Dr. Barrett
encourages the following: “First, persons should be prepared
through college degrees, HR certification and other training.
Second, they should obtain a variety of experiences in various facets
of HR, in different organizations and across industries. Third, they
should know how the business works.
For example, what affects revenues, expenses and margins? Who
are the customers? What are marketplace trends? Having
operations or line experience also is helpful because they will have
had “hands on” experience in the business. Finally, persons should
build networks and relationships with others in HR and the business
community. Oftentimes, career opportunities come along through
networks and relationships.”
As diversity continues to evolve in organizations, so does Barrett as
he predicts that in the next five to ten years that he will be “working
in HR in some capacity or functioning as an entrepreneur. I have
passion and interest in both areas.”
Copyrighted 2006
Herndon Davis is an author, lecturer, and TV/Radio Host of The
Herndon Davis Reports. He can be reached directly at
http://herndondavis.com
Herndon Davis is an author, lecturer, and TV/Radio Host of The
Herndon Davis Reports. He can be reached directly at
http://herndondavis.com
| Returning in Spring 2006 to: The Dish Network, Channel 223 Time Warner Cable "The Healthy Living Channel" PRIME TIME Every Thursday evening 10pm Eastern, 9pm Central, 8pm Mountain, 7pm Pacific Additional Cable Outlets: Comcast, Adelphia, Charter |
| Empowering The World's Diversity |
Copyrighted 2006
Herndon Davis is an author, lecturer, and TV/Radio Host of The
Herndon Davis Reports. He can be reached directly at
http://herndondavis.com
Herndon Davis is an author, lecturer, and TV/Radio Host of The
Herndon Davis Reports. He can be reached directly at
http://herndondavis.com
You can call it the secret love child of Jeopardy and Will & Grace,
conceived in creativity and birthed in sexual diversity. Debuting on
the Game Show Network on Monday, April 17, the updated version
of the popular 1950’s game show, “I’ve Got A Secret” will blast
before audiences with a whole new bag of tricks.
Dusted off and re-tooled, the show pays homage to one of the
longest running and popular American game shows, by taking
viewers back to an era of panel style gaming.
For an entire season an eclectic bunch of four feverishly work
against the clock to guess the secrets of its guests who range from
bored middle-American housewives to over-the-top celebrities.
The format is simple. The guest is introduced who then reveals their
secret to the host while it is simultaneously revealed onscreen to both
the studio audience and to viewers at home. Each panelist has 40
seconds to ask the right questions in order to guess the secrets of
their guests.
Most times the panelists use all five of their senses, but sometimes
they’re blindfolded and are comedically guided by yes/no/maybe
responses from the host, guest, and studio audience reaction.
Hosted by the sarcastically witty, Bil Dwyer, (Extreme Dodge, That
70’s Show) the game show panelists include silly former pro baseball
player, Billy Bean, chatty, Sirius Radio talk host, Frank DeCaro,
snappy, stand up comedienne, Suzanne Westenhoefer (“Late Show
with David Letterman”, “Politically Incorrect”) and quick tongued,
Broadway stage actor/dancer, Jermaine Taylor.
The result is a surprisingly smart and hilariously funny half-hour of
belly laughs filled with enough subtle gay puns to smooth out the
most conservative wrinkles of any red state across America.
Just in case you haven’t figured it out yet, all of the aforementioned
panelists with the exception of the host are openly gay but
intriguingly enough the show itself isn’t “gay” according to show
producer Burt Dubrow.
“It is not a gay anything….it’s not a heterosexual anything. This is
not something that we talk about or find overly significant. We felt
we’d turn the volume up a bit. It’s not an intrical part of the show.
It’s never even brought up. It’s there and it’s not there. Our feeling
is that there was no reason to put a label on it” Dubrow eagerly
explained during a telephone interview.
So if sexual orientation is a non-issue just as Dubrow stresses, then
what probably makes the panel of four click perhaps is the diversity
among the gays versus the fact that they’re all gay. You see on this
game show no two gays are alike.
First there’s Billy, the goofy but lovable out athletic jock. Remember
him? He’s the guy everyone in high school hated because he always
got the girl. Billy actually gives the show a hint of normalcy and a
smidgen of sanity which helps to counter balance the over-the-top
antics of his cohorts.
Next there’s Frank, the rotund radio announcer who gives life to our
color-deficient lives by wearing loud and wacky shirts and sports
coats occasionally accentuated with a corsage the size of San Diego
stapled to his lapel. Frank really keeps the show hopping and
skipping with his tongue-in-cheek, smarty-pants jokes and quips.
Next there’s the attractive but unusually blonde Suzanne who sports
a wet looking, Endora (Betwiched) hairdo which defies the laws of
gravity, staying perfectly in place like good hair follicles should. Her
stand-up comedic background gives the right punch and jab
alongside her male counterparts giving her a distinct on-air advantage.
Finally, there’s the chocolate-chiseled Jermaine who in every episode
sports a gorgeous long sleeve shirt unbuttoned down to his navel,
displaying approximately 95% of his chest and midsection revealing
hills and valleys of muscle. His Boadway background and pearly
white teeth give him an over-the-top million dollar appearance.
When they all get together this eclectic bunch of characters
collectively are gayer than Liza Minelli’s ex-husband yet the show
still isn’t “gay” according to show producer, Burt Dubrow.
At any rate, if you want to call it a “gay” game show, a “non-gay”
game show, or a “non-gay” game show that has a lot of gays on it;
this new and improved “I”ve Got A Secret” works extremely well.
Panelist Suzanne Westenhoefer agrees as she predicts mainstream
success for the show. “I think the show will work for middle
America because it is funny. It's a fun, funny show and the gay
panelists just adds more to it....plus there ARE gay people in middle
American and they will watch too....and maybe...maybe it will bring
us all together and we can end this intolerance and peace will rule
throughout the entertainment land” Westenhoefer exclaims.
Her co-panelist, ball player, Billy Bean interjects that “Sarcasm is
flying everywhere, and since the panelists are not hiding anything
about ourselves. It’s truthful as well. That's why we can shoot it
live, without a script, or any knowledge of what we are going to see.”
Jermaine Taylor chimes in adding that “ the show brings back stars
of Hollywood past. It's always refreshing to see an act you once
enjoyed in times before. and, some of our acts are just insanely
intriguing to watch!”
Frank DeCaro summarizes the show as being “just a classic game
show that plays like the best cocktail party you've ever been invited
to. What's not to love about that?”
And as added bonus, the newly revamped show allows for one or
more of the “secrets” of its guests to be performed on air. To give
you a hint of what’s to come, there’s the guy who can break pencils
and rulers with his butt cheeks. Then there’s the woman who once
hula hooped 82 of those plastic things around her body.
Next there’s the guy who broke the world record for kicking himself
in the head, 42 times to be exact. Then there’s the world champion
baton twirler who now works a 9-5 job at an auto company. Finally
there’s the lizard trainer who teaches lizards how to sit in human
poses. And yes, all of these “secrets” are all performed live adding
yet another layered dimension of comedy and even amazement to the
show.
So what’s the motivation for someone revealing their secret on
national television and attempting to stump this sassy panel of four?
Well $1,000 and a dinner for two in Beverly Hills await the victorious
contestant, a far cry from 80 bucks guests received back in 1952.
The game show producers say they get their quirky guests from
scouring the internet, newspapers and through word of mouth. Or
you could contact the show yourself by going to www.gsn.com
This new take on an old concept is definitely worth watching not
only for the giggles and laughs to alleviate the pressures of the day,
but more importantly to support four vibrantly diverse and talented
individuals whose careers are about to soar into the entertainment
stratosphere.
conceived in creativity and birthed in sexual diversity. Debuting on
the Game Show Network on Monday, April 17, the updated version
of the popular 1950’s game show, “I’ve Got A Secret” will blast
before audiences with a whole new bag of tricks.
Dusted off and re-tooled, the show pays homage to one of the
longest running and popular American game shows, by taking
viewers back to an era of panel style gaming.
For an entire season an eclectic bunch of four feverishly work
against the clock to guess the secrets of its guests who range from
bored middle-American housewives to over-the-top celebrities.
The format is simple. The guest is introduced who then reveals their
secret to the host while it is simultaneously revealed onscreen to both
the studio audience and to viewers at home. Each panelist has 40
seconds to ask the right questions in order to guess the secrets of
their guests.
Most times the panelists use all five of their senses, but sometimes
they’re blindfolded and are comedically guided by yes/no/maybe
responses from the host, guest, and studio audience reaction.
Hosted by the sarcastically witty, Bil Dwyer, (Extreme Dodge, That
70’s Show) the game show panelists include silly former pro baseball
player, Billy Bean, chatty, Sirius Radio talk host, Frank DeCaro,
snappy, stand up comedienne, Suzanne Westenhoefer (“Late Show
with David Letterman”, “Politically Incorrect”) and quick tongued,
Broadway stage actor/dancer, Jermaine Taylor.
The result is a surprisingly smart and hilariously funny half-hour of
belly laughs filled with enough subtle gay puns to smooth out the
most conservative wrinkles of any red state across America.
Just in case you haven’t figured it out yet, all of the aforementioned
panelists with the exception of the host are openly gay but
intriguingly enough the show itself isn’t “gay” according to show
producer Burt Dubrow.
“It is not a gay anything….it’s not a heterosexual anything. This is
not something that we talk about or find overly significant. We felt
we’d turn the volume up a bit. It’s not an intrical part of the show.
It’s never even brought up. It’s there and it’s not there. Our feeling
is that there was no reason to put a label on it” Dubrow eagerly
explained during a telephone interview.
So if sexual orientation is a non-issue just as Dubrow stresses, then
what probably makes the panel of four click perhaps is the diversity
among the gays versus the fact that they’re all gay. You see on this
game show no two gays are alike.
First there’s Billy, the goofy but lovable out athletic jock. Remember
him? He’s the guy everyone in high school hated because he always
got the girl. Billy actually gives the show a hint of normalcy and a
smidgen of sanity which helps to counter balance the over-the-top
antics of his cohorts.
Next there’s Frank, the rotund radio announcer who gives life to our
color-deficient lives by wearing loud and wacky shirts and sports
coats occasionally accentuated with a corsage the size of San Diego
stapled to his lapel. Frank really keeps the show hopping and
skipping with his tongue-in-cheek, smarty-pants jokes and quips.
Next there’s the attractive but unusually blonde Suzanne who sports
a wet looking, Endora (Betwiched) hairdo which defies the laws of
gravity, staying perfectly in place like good hair follicles should. Her
stand-up comedic background gives the right punch and jab
alongside her male counterparts giving her a distinct on-air advantage.
Finally, there’s the chocolate-chiseled Jermaine who in every episode
sports a gorgeous long sleeve shirt unbuttoned down to his navel,
displaying approximately 95% of his chest and midsection revealing
hills and valleys of muscle. His Boadway background and pearly
white teeth give him an over-the-top million dollar appearance.
When they all get together this eclectic bunch of characters
collectively are gayer than Liza Minelli’s ex-husband yet the show
still isn’t “gay” according to show producer, Burt Dubrow.
At any rate, if you want to call it a “gay” game show, a “non-gay”
game show, or a “non-gay” game show that has a lot of gays on it;
this new and improved “I”ve Got A Secret” works extremely well.
Panelist Suzanne Westenhoefer agrees as she predicts mainstream
success for the show. “I think the show will work for middle
America because it is funny. It's a fun, funny show and the gay
panelists just adds more to it....plus there ARE gay people in middle
American and they will watch too....and maybe...maybe it will bring
us all together and we can end this intolerance and peace will rule
throughout the entertainment land” Westenhoefer exclaims.
Her co-panelist, ball player, Billy Bean interjects that “Sarcasm is
flying everywhere, and since the panelists are not hiding anything
about ourselves. It’s truthful as well. That's why we can shoot it
live, without a script, or any knowledge of what we are going to see.”
Jermaine Taylor chimes in adding that “ the show brings back stars
of Hollywood past. It's always refreshing to see an act you once
enjoyed in times before. and, some of our acts are just insanely
intriguing to watch!”
Frank DeCaro summarizes the show as being “just a classic game
show that plays like the best cocktail party you've ever been invited
to. What's not to love about that?”
And as added bonus, the newly revamped show allows for one or
more of the “secrets” of its guests to be performed on air. To give
you a hint of what’s to come, there’s the guy who can break pencils
and rulers with his butt cheeks. Then there’s the woman who once
hula hooped 82 of those plastic things around her body.
Next there’s the guy who broke the world record for kicking himself
in the head, 42 times to be exact. Then there’s the world champion
baton twirler who now works a 9-5 job at an auto company. Finally
there’s the lizard trainer who teaches lizards how to sit in human
poses. And yes, all of these “secrets” are all performed live adding
yet another layered dimension of comedy and even amazement to the
show.
So what’s the motivation for someone revealing their secret on
national television and attempting to stump this sassy panel of four?
Well $1,000 and a dinner for two in Beverly Hills await the victorious
contestant, a far cry from 80 bucks guests received back in 1952.
The game show producers say they get their quirky guests from
scouring the internet, newspapers and through word of mouth. Or
you could contact the show yourself by going to www.gsn.com
This new take on an old concept is definitely worth watching not
only for the giggles and laughs to alleviate the pressures of the day,
but more importantly to support four vibrantly diverse and talented
individuals whose careers are about to soar into the entertainment
stratosphere.