Winter Edition 2007

=DiversityWorks!
Urban League

M a g a z i n e
Volume 2 Issue 1

“Did You Hear What I Think I Said”:

The Impact of Nonverbal Communication on
Corporate Diversity

Building a Solid Family Foundation and

Successful Business
Remembering Our Legends
African American Quilting: A Legacy

An official publication of the

An Affiliate of the National Urban League = Urban League
San Diego County
Empowering Communities.
Changing Lives.
 contents
CREDITS
Publisher - Maurice D. Wilson
Editor-in-Chief - Pamela S. Perkins
Managing Editor - Sheri L. Williams
Assistant Editor - Paulette Bartley-Royster
Research & Development Manager - NJ Mitchell
Layout & Design - Graphics by Design
Photographer - Larry Morgan
Cover Design - Graphics by Design
Cover Design Concept - NJ Mitchell
Contributing Writers - P.S. Perkins, NJ Mitchell, Wil Cason 16. African American History -- Black Inventors
Walter Davis, S. L. Woods Colors of Inovation - Thomas L. Jennings,
born in 1791, is believed to have been...

Cover Story 20. History of the African American Quilt - The his-
tory of the quilt as it pertains to ...
Nonverbal Communication
within the corporate culture is 28. Building A Solid Family Foundation and
often overlooked and/or under-
valued in its impact upon the
Successful Business - As a husband, father and
health of the organization. business owner...
Communication Practitioners
often cite that Nonverbal 29. Freeing Our Families From Generational
Communication accounts for as Poverty - If your childhood was anything like
much as 93 percent of an indi-
mine, you grew up...
vidual's believability.

32. Black Families: A Need to Look at Our Past,

22. The Impact of Nonverbal Communication Present and Future - While traveling through
Europe, Africa and ...
4. Message from the Publisher
35. Black Business Association of San Diego Makes
4. Message from the President/CEO
its Professional Debut - The Urban League of
San Diego County welcomes the newly...
6. Editor-in-Chief -- Speak Your Legacy
36. Strategies For Cross-Generational Relationship
8. Remembering Our Legends - The final months of Building - Here we highlight what we think
2006, called on Americans to take...
are the best ways to push past generational...

10. NUL -- History of the National Urban League - The 38. Diversity Works! Employer Partners - As one of
National Urban League, which has played so... over 57000 employers in the region...

12. Black Inventions and Inventors - Biscuit Cutter, A.P.

Ashbourne; Super Soaker, Lonnie Johnson...

13. FYI -- how much do you know about your

history - How much do you know about your Black
History?...

14. Book Review - Los Angeles, CA) - Africans and

African Americans have been overlooked...

15. Black History Facts - How much do you know

DiversityWorks!
about African-Americans past and present?...
 How Are WE Doing?
Cecil Steppe, President
s I travel around I am often asked, “How is the League doing?” My response is, "Like all
A other non-profits we have our challenges, primarily fiscally in the area of fund raising." In
the face of ever-changing societal needs and concerns, new funding mandates and fluctuating
sponsor support, the Urban League finds itself where most service agencies are - in a state of
flux, a state of transition. We are transitioning from a 53-year-old social service organization try-
ing to do business, to a business that does social service work. This is wholly different from how
we operated and pursued funds in the past although our mission and purpose has not
changed. To put it succinctly, we are re-engineering the Urban League of San Diego County
from Good to Great!
We often suffer from a lack of historical understanding of who and what the Urban League is. Many challenge
our existence but are unaware of the many lives we have touched and helped. Please do not pass over the article in this
issue declaring the wonderful legacy of our national agency. Many believe that institutions such as ours have outlasted
their usefulness. I say, they do not understand the collective importance of our heritage and continual efforts to evolve.

This brings me to my message on Black History Month:

If our actions are based upon assumptions of others, then before we draw conclusions we should get to know the truth
first. And because many are not aware of factual American history, they operate on assumptions, biases, and unrealistic
perceptions. This causes a breakdown in our willingness to understand, show compassion and reason towards one anoth-
er. It also leads to indifference, fear and discrimination.
As with the existence of the Urban League, many are challenging the need for Black History Month. I say we need it now
more than ever because many are not only forgetting our past, but there are energies around us causing us to repeat our
past. Black Nationalist Marcus Garvey once stated, “A Man without a history is like a tree without roots.” Knowing about
the past accomplishments of African Americans overrides the belief that they and other Black and Brown Ethnic-Americans
made no contributions to the development of our nation.
On the contrary, if you take a little time to do some research, you will find that African Americans played a significant
role in making America the superpower she is today through the harshest of times. This month, take every opportunity
to learn more about them. I leave you with a quote from Hispanic philosopher George Santayana, “Those who cannot
remember the past are doomed to repeat it.” Let's not forget our REAL American history. Learn the truth that “sets us ALL
free” and don't dwell negatively on the past.

Black History is American History!!!

Maurice Wilson, Publisher
e dedicate this issue of Diversity Works! Magazine to the history and contributions of of a people integral to estab-
W lishing the United States as the superpower she is today. Black History IS U.S. American History.
There are a plethora of Black History Month activities in the schools, churches,
organizations and associations of San Diego, but from a bird’s eye view, you might not know it. While this may be
cause for concern, I am not in a panic. Black History Month as an observance originated by Carter G. Woodson was
not an attempt to award “special recognition” to some and not to others, but a noble effort to remind all of us of the
significant contributions of a specific culture to the incredible fabric of American pluralism. We can not separate Black
History from American History or World History. It is the very circumstance of imperialistic domination and the
resulting enslavement of African people that placed America in the economic superpower status it enjoys today--the
result of 400 hundred years of free and cheap labor. Yes, the legacy continues.
We must teach our youth that although none of us are proud of the past, we are ready to move
forward with mutual respect and forgiveness - forgiveness of those who sold and bought us, as
well as the lingering effects of “self-enslavement.”
Our discussions of the past should not be relegated to one day, one week, or one month.
Our history helps us to live boldly in our present and move hopefully into our future. The
dialogue and healing between the many cultures that comprise the American experience is
long overdue.
Making Diversity Work is first understanding how events from the past shape our
future. Let us go forward in the spirit of conciliation and celebration in our common her-
itage of building this great nation and the contributions of Black Americans to that lega-
cy - past, present and future!

4 Black History Month


Speak Your
W W elcome to the winter edition of Diversity Works!
Magazine. It is an exciting time to witness the vast
contributions of African Americans and other Ethnic
Americans to the economic, political, religious and
social affairs of U.S. American history. In this issue we
celebrate the contributions of Blacks to technology,
innovation and invention. We celebrate a legacy of
resilience. There is a lot to be grateful for as well as mat-
ters to be concerned about. Not since Post-
Reconstruction have African Americans been able to
make the type of socio-political and economic gains of
the past three decades. With the recent win of
Democrats to the House and the Senate, we now sit in
some of the most important seats of decision-making in
the history of Black political achievement. We are expe-
riencing unprecedented contributions to the fields of
Biotechnology, Neuroscience, Aeronautics, Medicine,
Sports, City Planning, Waste Management,
Entertainment, Education and the list continues.
I encourage Black families to sit down with their chil-
dren and surf the net for the astounding contributions
we are making in every arena of American life; if we do
not, our children will continue to be fed what appears to
be an inexhaustible supply of negative images and
stereotypes of Black culture. I am purposefully not
including a list of our heroes and sheroes, because our
"people are destroyed for lack of knowledge"! Do your
homework and find out why we are the most resilient
people on the planet. If you do not know who you are
or whose you are, there are thousands of people lined
up to tell you who you are not! Which brings me to the
main point of my letter today…
Who are you? Who or what are you named after?
Does your name have a meaning? Are you aware that it
is a tradition of many Jewish families to name their
child after the 8th day of their lives so that they may
know the spirit of the child before they name them and
thus mark them for life with a word that will follow
them forever? Naming and Identity are incredibly com-
plex issues for people of African descent here in the
Americas due to the scourge of slavery and its identity
destroying legacy. How many young fathers and mothers
brand their children with exotic, ethnic sounding names
6 Black History Month
Editor-in-Chief
not possessing a clue as to what that name means IF it
has a meaning. What about nicknames like “Killer” or
“Monster?” Where are the names of our African
Ancestors or the African American forefathers and fore-
mothers? How are we keeping their legacies alive?
What about personal identity and the urban identifica-
tion with pimps, thugs, ho's and "bit@#*#? Have we so
quickly forgotten the very recent fallout of the "N" word
blast across the airwaves of media around the GLOBE
by a citizen of our own country - the one we built brick
by brick? But of course, he used the same word or a
derivative of the same word invoked by some Black
folks in every corner of the nation. What's the problem?
The problem is the POWER of naming and identifica-
tion. What you name, you claim! We hear this preached
from many a pulpit on any given day of the week, but
we pour forth into the streets spewing toxic garbage
from our mouths continuing the defeatist legacy that
many of our children are adopting. "He who owns the
words, owns everything!" Do you own any words?
What words do you use to define yourself and those
within your community? Could there be a connection
between our naming and the destructive conditions that
exist within our communities? Until we recognize our
God-given source of power- the WORD - and its impact
on our community health, we will continue to bury a
legacy of hope, endurance, brilliance, sacrifice, love and
courage under a pile of self-hate so high we could not
dig out of it if we wanted to. Do you
want to claim your rightful her-
itage? Do you want our communi-
ty to be "transformed by renewing
its mind"? Celebrate Black
History Month by reclaiming
your incredible legacy! Speak
the word of healing today and
claim it for yourself and your
people. Otherwise, there's
always the "N" word -
NOBODY, NOTHING,
NADA!
Pamela S. Perkins
Legacy!
Diversity Works 7
 Say It Loud….
I'm Black and I'm Proud
Remembering Our Legends
TT
NJ Mitchell, Research & Development Manager, Diversity Works! Magazine

he final months of 2006, called on Americans to take a moment and reflect on the legacy of two great public figures. As I ponder the lega-
cy they leave behind, I remember their immortal words that have left an indelible mark on my psyche. 38th President Gerald Ford called
for "A Time of Healing" during the Watergate scandal, a time when the nation felt deeply shocked and betrayed. The other soul that
danced into our lives sliding across our hearts was the Godfather of Soul, James Brown. I will never ever forget, his call to "Say it Loud; I'm
Black and I'm Proud!" It changed my world. As I began to think about their legacy and recall the numbers that have transitioned over the past
two years within the African American community, during this celebration of Black History Month I thought it time to remember and pay hom-
age to a legacy that speaks volumes about a people of faith, resilience and PRIDE! The origins of Black History Month can be traced to 1926,
when Harvard-educated Black historian Carter G. Woodson founded Negro History Week to celebrate the history, contributions and culture
of African-Americans. Woodson chose the second week in February for the new festival to link the celebrations to the birth dates of Black
activist Frederick Douglass (February 7, 1817) and President Abraham Lincoln (February 12, 1809). Fifty years later, as part of the American bi-
centennial celebrations in 1976, the week was expanded to become National Black History month. Happy Black History Month!

Remembering Our Legends
• James Brown (1933-2006), “The
Godfather of Soul,” before his transition
celebrated 50 years in Showbiz. SAY IT
LOUD, I'M BLACK AND I'M PROUD!
• Coretta Scott King (1927-2005), the wife
of Dr. Martin Luther King Jr. “First
Lady of the Civil Rights Movement”
• Richard Pryor (1940-2005), King of
Comedy/Actor Legend. In the 70's he
wrote comedy for Mel Brooks and Lily
Tomlin. His 1982 album "Live on the
Sunset Strip" is considered by many to
be his masterpiece. In 1988 he was the
first recipient of the Mark Twain Mark
Humor Award
• Rosa Parks (1913-2005), Mother of the
Civil Right Movement, she was 42 years
young on December 1, 1955. She was
not any more tired that day than any
other day, but in her own words "the
only tired I was, was tired of giving in",
on that day, she refused to give up her
seat to a white man
• John H. Johnson (1918-2005), Founder
& Chairman of Johnson Publishing
Company, Inc, "Failure is a word that I
don't accept", read his best selling auto-
biography Succeeding Against the Odds
• Luther Vandross (1951-2005) Lutha,
R&B Superstar, many famous songs
including: "Here and Now"
• Johnnie L.Cochran Jr.(1937-2005),
Famed Attorney and Law Legend, was
one of the most sought after lawyers in
the United States
• Wilson Pickett (1941-2006) R&B/Rock
& Roll and Soul Singer. Inducted into
the Rock & Roll Hall of Fame in 1991
• Octavia Butler (1947-2006), Science
Fiction Writer. She won both the Hugo
and Nebula Awards
• Gordon Parks (1912-2006), Famous
African American Photographer of the
20th Century
• Ed Bradley (1941-2006), Journalist CBS
News and 60 Minutes
• Ruth Brown (1928-2006), R&B Singer,
brought a popular music style to rhythm
and blues. She also won a Tony Award
for her Broadway performance in the
musical Black and Blue. The original
soundtrack won a Grammy Award
• George Stevens (1932-2006), San Diego
City Councilman, Deputy Mayor and
Baptist Preacher. Fourth District
Councilman from 1991-2002. Civil
Rights activist
• Gerald Levert, (1966 - 2006) American
R&B Singer and son of Eddie Levert Sr
of the Ojays Gerald blessed us with
many songs including his duet with his
father that scored as another number
one single "Baby Hold on to Me"
• Lou Rawls (1933-2006), Singer, Actor
and Voice-Overs He was blessed with a
four-octave vocal range. The incredible
Lou Rawls, 60-plus albums, three
Grammy wins, 13 Grammy nomina-
tions, one platinum album, five gold
albums and a gold single and a Star on
the Hollywood Hall of Fame
Remembering history is ours to do some-
thing with, to use as we make choices to
design our lives and move forward. Let us
remember! As we celebrate the legacy of
Black History Month we are reminded that
it is not just a celebration of a history of
Black peo-
ple, but
the histo-
ry of
America.
NJ Mitchell,
Research &
Development
Manager,
DW! Magazine

8 Black History Month

 =
= Urban League
San Diego County
History of the National Urban League
he National Urban League, which
T has played so pivotal a role in the
20th-Century Freedom Movement,
grew out of that spontaneous grassroots
movement for freedom and opportunity
that came to be called the Black
Migrations. When the U.S. Supreme Court
declared its approval of segregation in the
1896 Plessy v. Ferguson decision, the bru-
tal system of economic, social and political
oppression the White South quickly adopt-
ed rapidly transformed what had been a
trickle of African Americans northward
into a flood.
Those newcomers to the North soon dis-
covered they had not escaped racial dis-
crimination. Excluded from all but menial
jobs in the larger society, victimized by
poor housing and education, and inexperi-
enced in the ways of urban living, many
lived in terrible social and economic con-
ditions.
Still, in the degree of difference between
South and North lay opportunity, and that
African Americans clearly understood.
But to capitalize on that opportunity, to
successfully adapt to urban life and to
reduce the pervasive discrimination they
faced, they would need help. That was the
reason the Committee on Urban
Conditions Among Negroes was estab-
lished on September 29, 1910 in New York
City. Central to the organization's founding
were two remarkable people: Mrs. Ruth
Standish Baldwin and Dr. George Edmund
Haynes, who would become the
Committee's first executive secretary.
Mrs. Baldwin, the widow of a railroad
magnate and a member of one of America's
oldest families, had a remarkable social
conscience and was a stalwart champion of
the poor and disadvantaged. Dr. Haynes, a
graduate of Fisk University, Yale
10 Black History Month
Empowering Communities.
Changing Lives.
University, and Columbia University (he
was the first African American to receive a
doctorate from that institution), felt a com-
pelling need to use his training as a social
worker to serve his people.
A year later, the Committee merged
with the Committee for the Improvement
of Industrial Conditions Among Negroes
in New York (founded in New York in
1906), and the National League for the
Protection of Colored Women (founded in
1905) to form the National League on
Urban Conditions Among Negroes. In
1920, the name was later shortened to the
National Urban League.
The interracial character of the League's
board was set from its first days. Professor
Edwin R. A. Seligman of Columbia
University, one of the leaders in progres-
sive social service activities in New York
City, served as chairman from 1911 to
1913. Mrs. Baldwin took the post until
1915.
The fledgling organization counseled
black migrants from the South, helped
train black social workers, and worked in
various other ways to bring educational
and employment opportunities to blacks.
Its research into the problems blacks faced
in employment opportunities, recreation,
housing, health and sanitation, and educa-
tion spurred the League's quick growth. By
the end of World War I the organization
had 81 staff members working in 30 cities.
In 1918, Dr. Haynes was succeeded by
Eugene Kinckle Jones who would direct
the agency until his retirement in 1941.
Under his direction, the League signifi-
cantly expanded its multifaceted campaign
to crack the barriers to black employment,
spurred first by the boom years of the
1920s, and then, by the desperate years of
the Great Depression. Efforts at reasoned
persuasion were buttressed by boycotts
against firms that refused to employ
blacks, pressures on schools to expand
vocational opportunities for young people,
constant prodding of Washington officials
to include blacks in New Deal recovery
programs and a drive to get blacks into
previously segregated labor unions.
As World War II loomed, Lester
Granger, a seasoned League veteran and
crusading newspaper columnist, was
appointed Granger's successor.
Outspoken in his commitment to
advancing opportunity for African
Americans, Granger pushed tirelessly to
integrate the racist trade unions, and led
the League's effort to support A. Philip
Randolph's March on Washington
Movement to fight discrimination in
defense work and in the armed services.
Under Granger, the League, through its
own Industrial Relations Laboratory, had
notable success in cracking the color bar in
numerous defense plants. The nation's
demand for civilian labor during the war
also helped the organization press ahead
with greater urgency its programs to train
black youths for meaningful blue-collar
employment. After the war those efforts
expanded to persuading Fortune 500 com-
panies to hold career conferences on the
campuses of Negro Colleges and place
blacks in upper-echelon jobs.
Of equal importance to the League's
own future sources of support, Granger
avidly supported the organization of its
volunteer auxiliary, the National Urban
League Guild, which, under the leadership
of Mollie Moon, became an important
national force in its own right.
The explosion of the civil rights move-
ment provoked a change for the League,
one personified by its new leader, Whitney
M. Young, Jr., who became executive
director in 1961. A social worker like his
predecessors, he substantially expanded
the League's fund-raising ability-and, most
critically, made the League a full partner in
the civil rights movement. Indeed,
although the League's tax-exempt status
barred it from protest activities, it hosted at
its New York headquarters the planning
meetings of A. Philip Randolph, Martin
Luther King, Jr., and other civil rights lead-
ers for the 1963 March on Washington.
Young was also a forceful advocate for
greater government and private-sector
efforts to eradicate poverty. His call for a
domestic Marshall Plan, a ten-point pro-
gram designed to close the gap between
the huge social and economic gap between
black and white Americans, significantly
influenced the discussion of the Johnson
Administration's War on Poverty legisla-
tion.
Young's tragic death in 1971 in a drown-
ing incident off the coast of Lagos, Nigeria
brought another change in leadership.
Vernon E. Jordan, Jr., formerly Executive
Director of the United Negro College
Fund, took over as the League's fifth
Executive Director in 1972 (the title of the
office was changed to President in 1977).
For the next decade, until his resigna-
tion in December 1981, Jordan skillfully
guided the League to new heights of
achievement. He oversaw a major expan-
sion of its social-service efforts, as the
League became a significant conduit for
the federal government to establish pro-
grams and deliver services to aid urban
communities, and brokered fresh initia-
tives in such League programs as housing,
health, education and minority business
development. Jordan also instituted a citi-
zenship education program that helped
increase the black vote and brought new
programs to such areas as energy, the envi-
ronment, and non-traditional jobs for
women of color-and he developed The
State of Black America report.
In 1982, John E. Jacob, a former chief
executive officer of the Washington, D.C.
and San Diego affiliates who had served as
Executive Vice President, took the reins of
leadership, solidifying the League's inter-
nal structure and expanding its outreach
even further.
Jacob established the Permanent
Development Fund in order to increase the
organization's financial stamina. In honor
of Whitney Young, he established several
programs to aid the development of those
who work for and with the League: The
Whitney M. Young, Jr. Training Center, to
provide training and leadership develop-
ment opportunities for both staff and vol-
unteers; the Whitney M. Young, Jr. Race
Relations Program, which recognizes affil-
iates doing exemplary work in race rela-
tions; and the Whitney M. Young, Jr.
Commemoration Ceremony, which honors
and pays tribute to long term staff and vol-
unteers who have made extraordinary con-
tributions to the Urban League Movement.
Jacob established the League's
NULITES youth-development program
and spurred the League to put new empha-
sis on programs to reduce teenage preg-
nancy, help single female heads of house-
holds, combat crime in black communities,
and increase voter registration.
Hugh B. Price, appointed to the
League's top office in July 1994, took over
the reins at a critical moment for the
League, for Black America, and for the
nation as a whole. In the early 90's, the
fierce market-driven dynamic of "global-
ization," was sweeping the world, funda-
mentally altering the economic relations
among and within countries and reshaping
the link between the nation's citizenry and
its economy, fostering enormous uncer-
tainty among individuals and tensions
among ethnic and cultural groups.
This economic change and the efforts of
some to rollback the gains African
Americans fashioned since the 1960s,
made the League's efforts all the more nec-
essary. Price, a lawyer with extensive
experience in community development and
public policy issues, intensified the organi-
zation's work in three broad areas: in edu-
cation and youth development, individual
and community-wide economic empower-
ment, affirmative action and the promotion
of inclusion as a critical foundation for
securing America's future as a multi-ethnic
democracy.
Among Prices most notable achieve-
ments was establishing the League's
Institute of Opportunity and Equality in
Washington, DC, which conducted a
research and public policy analysis of
urban issues and the Campaign for African
American Achievement, a community
mobilization and advocacy initiative creat-
ed to raise awareness and promote the
importance of achievement through
through the formation of the National
Achievers Society, Doing the Right Thing
recognition in local communities and the
Nation Urban League's Scholarship
Program.
On May 15th, 2003 the board of
Trustees of the National Urban League
Voted overwhelmingly to appoint former
New Orleans Mayor Marc H. Morial as the
league's eighth President and Chief
Executive Officer. As New Orleans Chief
Executive, he was one of the most popular
and effective Mayors in the city's history,
leaving office with 70 percent approval
rating. After being elected as one of the
youngest Mayors in the city's history,
crime plummeted by 60 percent a corrupt
Police Department was reformed, new pro-
grams for youth were started, and stagnant
economy was reignited.
Since his appointment to the National
Urban League, Morial has worked to reen-
ergize the movement's diverse constituen-
cies by building on the strengths of the
NUL's 95 year old legacy and increasing
the organization's profile both locally and
nationally.
In his first year, Morial worked to
streamline the organizations' headquarters,
secured over $10 million dollars in new
funding to support affiliate programs, cre-
ated the first Legislative Policy
Conference "NUL on the Hill', revamped
the State of Black America report, created
profitability for the annual conference, and
secured a $127.5 million equity fund for
the minority businesses through the new
markets tax credit program. He introduced
and developed a stronger strategic direc-
tion of the organization with a "five point
empowerment agenda' that focuses on
closing the equality gaps which exist for
African Americans and other emerging
ethnic communities in education, econom-
ic empowerment, health and quality of life,
civic engagement, and civil rights and
racial justice.
Diversity Works 11
Black Inventions & Submitted by Walter Davis

• Biscuit Cutter • Lubricators • Ice cream Mold • Furniture Caster

A.P. Ashbourne Elijah McCoy A.L. Cralle David A. Fisher
• Super Soaker • Horse Bridle Bit • Baby Buggy • Stairclimbing
Lonnie Johnson L.F.Brown W.H. Richardson Wheelchair
• Folding Bed • Rocket Catapult • Blood Plasma Rufus J. Weaver
L.C. Bailey Hugh MacDonald Dr. Charles Drew • Guitar
• Bicycle Frame • Horse shoe • Sugar Refinement Robert Flemming ,Jr
Issac R. Johnson Oscar E. Brown N. Rillieux • Helicopter
• Coin Changer • Horse Riding Saddle Paul E. Williams
• Elevator
James A. Bauer Alexander Miles Wm. D. Davis • Golf Tee
• Space Shuttle Retrieval • Clothes Dryer George F. Grant
• Pacemaker
Arm Otis Boykin G.T. Sampson • Fire Escape Ladder
Wm. Harwell • Shoe J.B. Winters
• Gas Mask
• Rotary Engine Garrett Morgan W.A. Detiz • Motor
Andrew J. Beard • Celluar Phone J. Gregory
• Guide Missile
• Printing Press Otis Boykin Henry Sampson • Telephone Transmitter
W.A. Lavallette • Player Piano Joseph Granville T. Woods
• Traffic Signal
• Car Couple Garrett Morgan Dickinson • Lantern
Andrew J. Beard • Pressing Comb Micheal Harney
• Lawn Mower
• Envelope Seal John A. Burr Walter Sammons • Electric Cutoff Switch
F.W. Leslie • Arm for Recording Granville T. Woods
• Hair Brush
• Letter Box Lyda Newman Player • Thermo Hair Curlers
G.E. Becket Joseph Dickinson Soloman Harper
• Typewriter
• Laser Fuels Burridge & Marshman • Curtain Rod • Relay Instrument
Lester Lee S.R. Scottron Granville T. Woods
• Heating Furnace
• Stainless Steel Pads Alice H. Paker • Doorstop • Gas Burner
Alfred Benjamin O. Dorsey B.F. Jackson
• Train Alarm
• Pressure Cooker R.A. Butler • Lawn Sprinkler • Telephone System
Maurice W. Lee J.W. Smith Granville T. Woods
• Airship
• Torpedo Discharger J.F.Pickering • Doorknob • Kitchen Table
H. Bradberry O. Dorsey H.A. Jackson
• Radiation Detector
• Window Cleaner Geo. Carruthers • Automatic Gearshift • Galvanic Battery
A.L. Lewis R.B. Spikes Granville T. Woods
• Folding Chair
• Disposable Syringe Purdgy/Sadgwar • Photo Print Wash • Video Commander
Phil Brooks Clatonia J. Dorticus Joseph N. Jackson
• Peanut Butter
• Pencil Sharpener George W. Carver • Urinalysis Machine • Electric Raillway System
John L. Love Dewey Sanderson Granville T. Woods
• Hand Stamp
• Home Security System W.B. Purvis • Photo Embossing • Remote Controllers
Marie Brown Machine Joseph N. Jackson
• Paints & Satins
• Fire Extinguisher Clatonia J. Dorticus • Roller Coaster
George W. Carver
Tom J. Marshal • Hydraulic Shock Granville T. Woods
• Fountain Pen
• Corn Planter Absorber • Sani-Phone
W.B. Purvis
Henry Blair Ralph Sanderson Jerry Johnson
• Lotion & Soaps
• Lock • Postal Letter Box • Auto Air Brake
George W. Carver
W.A. Martin P.B. Dowing Granville T. Woods
• Dust Pan
• Cotton Planter • Refrigerator
L.P.Ray
Henry Blair J. Standard Resource: Little Africa.com
• Automatic Fishing Reel http://www.littleafrica.com/resou
• Shoe Lasting Machine • Toilet
George Cook rces/inventors.htm
Jan Matzeliger T. Elkins
• Insect Destroyer Gun
• Ironing Board • Mop
A.C. Richardson
Sarah Boone T.W. Stewart

12 Black History Month Inventors

 FYI
For Your Information
How much do you know about your Black History?

Black History 4. Which inventor's last name became the 8. Which inventor invented a railroad car

Quiz “real _____”?

A. John Lee Love
B. John Standard
C. John Christian
coupler nicknamed the jenny coupler?
A. George Grant
B. Frederick Jones
C. Andrew Jackson Beard
1. Which African American inventor pub- D. Elijah McCoy D. Ernest Everett Just
lished a Farmers' Almanac?
A. Otis Boykin 5. What was Black History Month origi- 9. Which of the following black inventors
B. Madame Walker nally called? is alive today?
C. Benjamin Banneker A. The African American Festival A. Philip Emeagwali
D. George Washington Carver B. Black History Celebration B. Otis Boykin
C. Black History Day C. Henry Blair
2. Who was the first African American D. Negro History Week D. Emmett W. Chappelle
woman to receive a patent?
A. Bessie Blount 6. Which millionaire black entrepreneur and 10. Which of the following black inventors
B. Madame Walker inventor started out by washing laundry? developed the blood bank?
C. Sarah Goode A. Madame C. J. Walker A. Mark Dean
D. Marjorie Stewart Joyner B. Granville T. Woods B. David Crosthwait
C. Sarah Boone C. John Lee Love
3. Who was the first African American D. Rufus Stokes D. Charles Richard Drew
heavyweight champion as well as an
inventor? 7. Which one of the following black inventors
A. Jack Johnson did not invent something related to food?
B. Lewis Howard Latimer A. Bessie Blount 6. A 7. B 8. C 9. A 10. D
C. Lonnie Johnson B. Lewis Howard Latimer 1. C 2. C 3. A 4. D 5. D
D. George Grant C. George Washington Carver
D. Lloyd Augustus Hall

Join Our Membership Campaign!

Yes, I want to join and support the Urban League. My Annual Pledge Contribution is checked below.
Personal Membership Presidents Circle
Name:
Benefactor $500 $5,000
Address:
Guild $100 $2,500
Young Professionals $75 $1,000
Regular $50 other
Email:
Youth (under 18) $15
Phone:
Total:
Method of Payment Bill Me Annually (Starting October 2005)
Visa
Credit Card#: exp. date: MasterCard
Signature: American Express

Mail to: San Diego Urban League Membership Campaign, 720 Gateway Center Drive, San Diego, CA 92102.

Diversity Works 13
Recognition Denied BOOK REVIEW
RECOGNITION DENIED
PAYS TRIBUTE TO BLACK
CONTRIBUTIONS IN AMERICA’S CIVIL
WAR AND BEYOND
Angeles, CA) - Africans and African Americans have been overlooked for their
(Los contributions to mankind in most arenas. From developing the original writ-
ing form to the science of trigonometry that was credited to Pythagoras the Greek, the
achievements of Blacks have been virtually ignored throughout history. Seeking to set the
record straight in at least one arena, author and artist, Kenneth E. Brown recently pro-
duced his latest book, Recognition Denied: A History of the Black Soldier in America's Civil War.
Thoroughly researching and supporting his contention that “…without the use of
Black soldiers in the war, the Union would not have won,” Brown documents the impor-
tant roles Blacks played in not only the American Civil War, but in the history of the
world as well. Brown supports his research with detailed summaries of battles, photo-
graphs, battle schematics, graphs, and geographic maps, accompanied by a CD with all
of the books contents, audio narration, hyper links to major Black Civil War websites and
a genealogical link to 200,000 Black soldiers who served in the Civil War.
“Not only has Western history significantly minimized Black achievements, some impor-
tant Black achievements have been completely ignored as to their Black origins, and some
others have been credited to other races,” Brown explained. “I am of the opinion that if
Blacks, as well as all people, knew the positive history of the Black race, a number of Black
children would take more pride in their heritage and therefore would have more options
that could affect their lives in a positive way. This could even result in fewer Black young-
sters in prison.”
Author of an historical novel, A View With Rage: Love and War in the Black South, 1850-
1900, Brown also created “The Black Heritage Collection,” a series of miniature sculp-
tures consisting of great Blacks up and through the American Civil War including Harriet
Tubman, Sojourner Truth, Phyllis Wheatley and Frederick Douglass, along with a Civil
War soldier, cavalryman and a gun tower commemorating Africans during the Middle
Passage. The collection is comprised of individual sculptures, business card holders and
a chess set.
Also co-creator of the limited edition, "African Legacy" chess set - named so because
chess was created in Africa - Brown modeled its pieces after the most famous West
African masks, which he cast in sterling silver, bronze and pewter.
A Braddock, PA native, Brown graduated with honors from California State University
at Los Angeles. A computer technician and graphics specialist by profession, Brown is
owner of Alphacad Design Solution.
A labor of love, Recognition Denied pays tribute to all of the brave Black soldiers who con-
tributed to winning America's Civil War. Recognition Denied is available in Los Angeles
at Eso Won Bookstore, 4331 Degnan Blvd. and at Amazon.com for African American
History Month. For additional information contact Brown at (310) 418-7599 or visit the
website at blackheritagesculptures.com.

Article by, Rae Jones, RAEDIANT Communications

(323) 294-5280 or raediantcommunications@hotmail.com.

14 Black History Month

 gation at an Orangeburg bowling alley. squadron served honorably in England and
ow much do you know Today in 1925, students staged strike at in other regions of the European continent

H about African-Americans
past and present?

• February 1 -
Today in 1926, what is now known as
Black History Month was first celebrated
on this date as Negro History Week. It
became a month-long celebration in 1976.
• February 2 -
Today in 1914, artist William Ellisworth is
born in Washington, North Carolina.
Educated at Syracuse University, he was a
student of Florida artist Augusta Savage.
His works were exhibited at Atlanta
University, the Whitney Museum, the Two
Centuries of Black American Art exhibit,
Fisk University, Hampton University, the
North Carolina Museum of Art and private
collectors.
• February 3 -
Today in 1956, Autherine J. Lucy becomes
the first black student to attend the
University of Alabama. She was expelled
three days later “for her own safety” in
response to threats from a mob. In 1992
Autherine Lucy Foster graduated from the
University with a master's degree in educa-
tion. The same day, her daughter, Grazia
Foster, graduated with a bachelor's degree
in corporate finance.
• February 4 -
Today in 1986, a stamp of Sojourner Truth
is issued by the U.S. Postal Service.
• February 5 -
Today in 1990, Columbia University gradu-
ate and Harvard University law student
Barack Obabma became the first African
American named president of the Harvard
Law Review.
• February 6 -
Today in 1898, Melvin B. Tolson, author,
educator, poet, was born. Today in 1961,
Jail-in movement started in Rock Hill, S.C.,
when students refused to pay fines and
requested jail sentences. Students
Nonviolent Coordinating Committee urged
south-wide “Jail, No Bail” campaign.
Fisk University to protest policies of white
administration.
• February 9 -
Today in 1960, 100 Johnson C. Smith
University students staged sit-ins at down-
town Charlotte lunch counters.
• February 10 -
Today in 1854, founder and first president
of Livingstone College, Joseph Charles
Price was born
• February 11 -
Today in 1996, Penn's Baccalaureate Speaker
was the Right Reverend Barbara Clementine
Harris, a Philadelphian who was the first
woman ever to become a bishop in the
Anglican Communion.
• February 12 -
Today in 1900, for a Lincoln birthday cele-
bration, James Weldon Johnson writes the
lyrics for “Lift Every Voice and Sing”. With
music by his brother, J. Rosamond, the
song is first sung by 500 children in
Jacksonville, Fla. It will become known as
the “Negro National Anthem.”
• February 13 -
Today in 1635, America's first public
school, the Boston Latin School, opened in
Boston. Black students were excluded from
attending.
• February 14 -
Today in 1867, Morehouse College organ-
ized in Augusta, Georgia. The institution
was later moved to Atlanta.
• February 15 -
Today in 1848, Sarah Roberts barred from
white school in Boston. Her father,
Benjamin Roberts, filed the first school inte-
gration suit on her behalf.
• February 16 -
Today in 1857, Frederick Douglass elected
President of Freedman Bank and Trust.
• February 17 -
Today in 1870, Congress passed resolution
readmitting Mississippi on condition that it
would never change its constitution to dis-
enfranchise Blacks.
during World War II.
• February 20
Today in 1927, Sidney Poitier was born in
Miami, Florida.
Today in 1968, state troopers used tear gas
to stop demonstrations at Alcorn A&M
College.
• February 21
Today in 1987, African Americans in
Tampa, Florida rebelled after an African
American man was killed by a white police
officer while in custody.
• February 22
Today in 1911, activist and social reformer
Francis Ellen Watkins Harper died. Harper
founded the National Convention of
Colored Women in 1864 and was involved
in other projects for women's rights.
• February 23
Today in 1868, Dr. William Edward
Burghardt DuBois, educator and civil rights
advocate, was born.
• February 24
Today in 1864, Rebecca Lee Crumpler
becomes the first black woman to receive
an M.D. degree. She graduated from the
New England Female Medical College.
• February 25
Today in 1978, Pensacola native Daniel
“Chappie” James, first African American
four-star general, dies in Colorado Springs,
Colorado.
• February 26
Today in 1920, Dr. Carter G. Woodson
founded Associated Publishers.
• February 27
Today in 1872, Charlotte Ray graduates from
Howard Law School. She is the first African
American lawyer in the U.S.
• February 28
Today in 1704, Elias Neau, a Frenchman,
opened school for Blacks in New York City.

• February 7 -
Today in 1872, Alcorn A&M College
opened.
• February 8 -
Today in 1968, Thirty South Carolina State
students were shot, and three were killed by
police, in what was called the Orangeburg
Massacre. Students were protesting segre-
• February 18
Today in 1913, the Delta Sigma Theta
Sorority was incorporated at Howard
University.
• February 19
Today in 1942, the Army Air Corps' all
African American 100th Pursuit Squadron,
later designated a fighter squadron, was
activated at Tuskegee Institute. The

Diversity Works 15
African
American
History
Black
Inventors
homas L. Jennings, born in 1791, is
T believed to have been the first Black
person to receive a patent for an
invention. He was 30 years old when he was
granted a patent for a dry cleaning process.
Jennings was a free tradesman and operated a
dry cleaning business in New York City. His
income went mostly to his abolitionist activ-
ities. In 1831, he became assistant secretary
for the First Annual Convention of the
People of Color in Philadelphia, PA. Slaves
were prohibited from receiving patents on
their inventions. Although free Black inven-
tors were legally able to receive patents, most
did not. Some feared that recognition-and
most likely the prejudice that would come
with it-would destroy their livelihoods.
Rep. George Washington Murray was a
teacher, farmer, and U.S. Congressman from
South Carolina from 1893 to 1897. From his
seat in the House of representatives, Murray
was in a unique position to bring into focus
the achievements of a people recently eman-
cipated. Speaking on behalf of proposed leg-
islation for a Cotton States Exhibition to pub-
licize the South's technological process since
the Civil War, Murray urged that a separate
16 Black History Month
space be reserved to display some of the
achievements of southern Blacks. He
explained the reasons why Blacks should
participate in regional and national exposi-
tions saying:
"Mr. Speaker, the colored people of this
country want an opportunity to show that the
progress, that the civilization which is now
admired the world over, that the civilization
which is now leading the world, that the civ-
ilization which all nations of the world look
up to and imitate--the colored people, I say,
want an opportunity to show that they, too,
are part and parcel of that great civilization."
And he proceeded to read the names and
inventions of 92 Black inventors into the
Congressional Record.
Judy W. Reed may not have been able to
write her name, but she patented a hand-
operated machine for kneading and rolling
dough. She is probably the first African-
American woman to obtain a patent.
Sarah E. Goode is believed to have been
the second African-American woman to
receive a patent.
Henry Blair was the only person to be
identified in the Patent Office records as "a
colored man."
What we
know about
early African
American innovators comes mostly from the
work of Henry Baker. He was an assistant
patent examiner at the U.S. Patent Office
who was dedicated to uncovering and publi-
cizing the contributions of Black inventors.
Around 1900, the Patent Office conducted a
survey to gather information about Black
inventors and their inventions. Letters were
sent to patent attorneys, company presidents,
newspaper editors, and prominent African-
Americans. Baker recorded the replies and
followed-up on leads. Baker's research also
provided the information used to select Black
inventions exhibited at the Cotton Centennial
in New Orleans, the World's Fair in Chicago,
and the Southern Exposition in Atlanta. By
the time of his death, Baker had compiled
four massive volumes.
Lewis Howard Latimer was born in
Chelsea, Massachusetts in 1848. He enlisted
in the Union Navy at the age of 15 and upon
completion of his military service, returned
to Massachusetts and was employed by a
patent solicitor where he began the study of
drafting. His talent for drafting and his cre-
ative genius led him to invent a method of
making carbon filaments for the Maxim elec-
tric incandescent lamp. In 1881, he supervised
installation of electric light in New York,
Philadelphia, Montreal, and London. Latimer
was the original draftsman for Thomas Edison
and as such was the star witness in Edison's
infringement suits. Latimer had many inter-
ests. He was a draftsman, engineer, author,
poet, musician, and, at the same time, a devot-
ed family man and philanthropist.
Born in Columbus, Ohio, in 1856,
Granville T. Woods dedicated his life to
developing a variety of inventions relating to
the railroad industry. To some he was known
as the "Black Edison". Woods invented more
than a dozen devices to improve electric rail-
“Currently, Dean is vice president of performance for the RS/6000 Division. He was
named an IBM fellow in 1996 and in 1997, received the Black Engineer of the Year
President's Award. Dean holds more than 20 patents. He was inducted into the
National Inventors Hall of Fame in 1997.”
way cars and many more for controlling the
flow of electricity. His most noted invention
was a system for letting the engineer of a
train know how close his train was to others.
This device helped cut down accidents and
collisions between trains.
Alexander Graham Bell's company pur-
chased the rights to Woods' "telegraphony,"
enabling him to become a full-time inventor.
Among his other top inventions were a steam
boiler furnace and an automatic air brake
used to slow or stop trains. Wood's electric
car was powered by overhead wires. It was
the third rail system to keep cars running on
the right track.
Success led to law suits filed by Thomas
Edison. Woods eventually won, but Edison
didn't give up easily when he wanted some-
thing. Trying to win Woods over, and his
inventions, Edison offered Woods a promi-
nent position in the engineering department
of Edison Electric Light Company in New
York. Woods, preferring his independence,
declined.
Dr. Meridith Groudine was born in New
Jersey in 1929 and grew up in the streets of
Harlem and Brooklyn. He attended Cornell
University in Ithaca, New York, and received
a Ph.D. in Engineering Science from the
California Institute of Technology, Pasadena.
Gourdine built a multi-million dollar corpo-
ration that is based on his ideas in the field of
electrogasdynamics (EGD). Using the princi-
ples of EGD, Gourdine successfully convert-
ed natural gas to electricity for everyday use.
Applications of EGD include refrigeration,
desalination of sea water, and reducing the
pollutants in smoke. He holds more than 40
patents for various inventions. In 1964,
served on the President's Panel on Energy.
Mark Dean and his co-inventor Dennis
Moeller created a microcomputer system
with bus control means for peripheral pro-
cessing devices. Their invention paved the
way for the growth in the information tech-
nology industry. We can plug into our com-
puters peripherals like disk drives, video
gear, speakers, and scanners.
Dean was born in Jefferson City, Tennessee,
on March 2, 1957. He received his under-
graduate degree in electrical engineering
from the University of Tennessee, his MSEE
from Florida Atlantic University, and his
Ph.D. in electrical engineering from Stanford
University. Early in his career at IBM, Dean
was chief engineer working with IBM per-
sonal computers. The IBM PS/2 Models 70
and 80 and the Color Graphic Adapter are
among his early work. He holds three of
IBM's original nine PC patents.
Currently, Dean is vice president of per-
formance for the RS/6000 Division. He was
named an IBM fellow in 1996 and in 1997,
received the Black Engineer of the Year
President's Award. Dean holds more than 20
patents. He was inducted into the National
Inventors Hall of Fame in 1997.
When you can do the common things in life
in an uncommon way, you will command the
attention of the world. - George Washington
Carver.
"He could have added fortune to fame,
but, caring for neither, he found happiness
and honor in being helpful to the world."
George Washington Carver's epitaph sums up
a life-time of innovative discovery. Born into
slavery, freed as a child, curious throughout
life, Carver profoundly affected the lives of
people throughout the nation. He successful-
ly shifted Southern farming away from risky
cotton, which depletes soil of its nutrients, to
nitrate-producing crops such as peanuts,
peas, sweet potatoes, pecans, and soybeans.
Farmers began rotating crops of cotton one
year with peanuts the next.
Carver spent his early childhood with a
German couple who encouraged his educa-
tion and early interest in plants. He received
his early education in Missouri and Kansas.
He was accepted into Simpson College in
Indianola, Iowa, in 1877 and in 1891, trans-
ferred to Iowa Agricultural College (now
Iowa State University) where he earned a B.S.
in 1894 and an M.S. in 1897. Later that year
Booker T. Washington, founder of the
Tuskegee Institute, convinced Carver to serve
as the school's director of agriculture. From
his laboratory at Tuskegee, Carver developed
325 different uses for peanuts--until then con-
sidered lowly food fit for hogs--and 118 prod-
ucts from the sweet potato. Other Carver
innovations include synthetic marble from
sawdust, plastics from woodshavings, and
writing paper from wisteria vines.
Carver only patented three of his many
discoveries. "God gave them to me," he said,
"How can I sell them to someone else?"
Upon his death, Carver contributed his life
savings to establish a research institute at
Tuskegee. His birthplace was declared a
national monument in 1953, and he was
inducted into the National Inventors Hall of
Fame in 1990.
Charles Drew, a Washington, D.C. native,
excelled in academics and sports during his
graduate studies at Amherst College in
Massachusetts. He was also a honor student
at McGill University Medical School in
Montreal, where he specialized in physiolog-
ical anatomy.
It was during his work at Columbia
University in New York City where he made
his discoveries relating to the preservation of
blood. By separating the liquid red blood
cells from the near solid plasma and freezing
the two separately, he found that blood could
be preserved and reconstituted at a later date.
The British military used his process
extensively during World War II, establishing
mobile blood banks to aid in the treatment of
wounded soldiers at the front lines. After the
war, Drew was appointed the first director of
the American Red Cross Blood Bank. He
received the Spingarn Medal in 1944 for his
contributions. He died at the early age of 46
from injuries suffered in a car accident in
North Carolina.
Percy Lavon Julian synthesized
physostigmine for treatment of glaucoma and
cortisone for the treatment of rheumatoid
Diversity Works 17
arthritis. He is also noted for a fire-extin-
guishing foam for gasoline and oil fires. Born
in Montgomery, Alabama, Julian had little
schooling because Montgomery provided
limited public education for Blacks.
However, he entered DePauw University as a
"sub-freshman" and graduated in 1920 as
class valedictorian. He then taught chemistry
at Fisk University, and in 1923, earned a
master's degree from Harvard University. In
1931, Julian received his Ph.D. from the
University of Vienna.
He returned to DePauw University, where
his reputation was established in 1935 by
synthesizing physostigmine from the calabar
bean. Julian went on to become director of
Matzeliger died poor, but his stock in the machine was quite valuable. He left it to his
friends and to the First Church of Christ in Lynn, Masschusetts.
research at the Glidden Company, a paint and
varnish manufacturer. He developed a
process for isolating and preparing soy bean
protein, which could be used to coat and size
paper, to create cold water paints, and to size
textiles. During World War II, Julian used a
soy protein to produce AeroFoam, which suf-
focates gasoline and oil fires.
Julian was noted most for his synthesis of
cortisone from soy beans, used in treating
rheumatoid arthritis and other inflammatory
conditions. His synthesis reduced the price of
cortisone. Julian was inducted into the
National Inventors Hall of Fame in 1990.
So, you want the "real McCoy?" That
means you want the "real thing," what you
know to be of the highest quality, not an inferi-
or imitation. The saying may refer to a famous
African-American inventor named Elijah
McCoy. He earned more than 50 patents, but
the most famous one was for a metal or glass
cup that fed oil to bearings through a smallbore
tube. Machinists and engineers who wanted
genuine McCoy lubricators may have originat-
ed the term, "the real McCoy."
McCoy was born in Ontario, Canada, in
1843, the son of slaves who had fled
Kentucky. Educated in Scotland, he returned
to the United States to pursue a position in
his field of mechanical engineering. The only
job available to him was that of a locomotive
fireman/oilman for the Michigan Central
Railroad. Because of his training, he was
able to identify and solve the problems of
engine lubrication and overheating. Railroad
and shipping lines began using McCoy's new
lubricators, and Michigan Central promoted
him to an instructor in the use of his new
inventions.
Later, McCoy moved to Detroit where he
became a consultant to the railroad industry
on patent matters.Unfortunately, success
18 Black History Month
slipped away from McCoy, and he died in an
infirmary after suffering financial, mental,
and physical breakdown.
Jan Ernst Matzeliger was born in
Paramaribo, Dutch Guiana in 1852. He
immigrated to the United States at age 18 and
went to work in a shoe factory in
Philadelphia. Shoes then were hand made, a
slow tedious process. Matzeliger helped rev-
olutionize the shoe industry by developing a
shoe lasting machine that would attach the
sole to the shoe in one minute.
The shoe lasting machine adjusts the shoe
leather upper snugly over the mold, arranges
the leather under the sole and pins it in place
with nails while the sole is stitched to the
leather upper.
Matzeliger died poor, but his stock in the
machine was quite valuable. He left it to his
friends and to the First Church of Christ in
Lynn, Masschusetts.
Garrett Morgan was born in Paris,
Kentucky in 1877. As a self-educated man,
he went on to make an explosive entry into
the field of technology. He invented a gas
inhalator when he, his brother, and some vol-
unteers were rescuing a group of men caught
by an explosion in a smoke-filled tunnel
under Lake Erie. Although this rescue earned
Morgan a gold medal from the City of
Cleveland and the Second International
Exposition of Safety and Sanitation in New
York, he was unable to market his gas inhala-
tor because of racial prejudice. However, the
U.S. Army used his device as gas masks for
combat troops during World War I. Today,
fire fighters save lives because, by wearing a
similar breathing device, they are able to
enter burning buildings without harm from
smoke or fumes.
Morgan used his gas inhalator fame to sell
his patented traffic signal with a flag-type
signal to the General Electric Company for
use at street intersections to control the flow
of traffic.
Dr. Patricia E. Bath's passionate dedica-
tion to the treatment and prevention of blind-
ness led her to develop the Cataract
Laserphaco Probe. The probe, patented in
1988, is designed to use the power of a laser
to quickly and painlessly vaporize cataracts
from patients' eyes, replacing the more com-
mon method of using a grinding, drill-like
device to remove the afflictions. With anoth-
er invention, Bath was able to restore sight to
people who had been blind for over 30 years.
Bath also holds patents for her invention in
Japan, Canada, and Europe.
Bath graduated from the Howard
University School of Medicine in 1968 and
completed specialty training in ophthalmolo-
gy and corneal transplant at both New York
University and Columbia University. In
1975, Bath became the first African-
American woman surgeon at the UCLA
Medical Center and the first woman to be on
the faculty of the UCLA Jules Stein Eye
Institute. She is the founder and first presi-
dent of the American Institute for the
Prevention of Blindness. Bath was elected to
Hunter College Hall of Fame in 1988 and
elected as Howard University Pioneer in
Academic Medicine in 1993.
The aroma of sausage and scrapple cook-
ing in kitchens along the east coast of
American has made it a little easier for kids
to get up in the morning. With quickened
steps to the breakfast table, families enjoy the
fruits of the diligence and hard work of
Henry Green Parks, Jr. He started the Parks
Sausage Company in 1951 using distinctive,
tasty southern recipes he developed for
sausage and other products.
Parks registered several trademarks, but
the radio and television commercial featuring
a child's voice demanding "More Parks
Sausages, mom," is probably the most
famous. After consumer complaints about the
youngster's perceived disrespect, Parks
added the word "please" to his slogan.
The company, with meager beginnings in
an abandoned dairy plant in Baltimore,
Maryland, and two employees, grew into a
multi-million dollar operation with more
than 240 employees and annual sales exceed-
ing $14 million. Black Enterprise continually
cited H. G. Parks, Inc., as one of the top 100
black firms in the country.
Parks sold his interest in the company for
$1.58 million in 1977, but remained on the
board of directors until 1980. Parks also
served on the corporate boards of Magnovox,
First Penn Corp., Warner Lambert Co., and
W.R. Grace Co., and was a trustee of
Goucher College of Baltimore. He died on
April 14, 1989, at the age of 72.
Diversity Works 19
African American

epicted in the quilt are pictures of: together sewed several quilts which still exist.
D African American women first learned to sew and
A quilt made by Phyllis, a slave imported from quilt as slaves and they sewed for their owners
the Congo in 1818 when she was 12 or 13 years and themselves. Although men worked with tex-
old. She became the plantation cook and quilter. tiles in western African countries, slave owners
insisted women slaves do the sewing, weaving,
A rare picture of an African American woman and her and quilting.
quilt after emancipation, around 1890. The quilt
appears to be a treasured possession; however, few Women slaves dominated plantation textile pro-
slave quilts survived the heavy use and harsh laun- duction during the 18th and 19th centuries; how-
dering. ever, they did not own the quilts they made. Slaves
who became skilled quilters often enjoyed higher
Larger plantations in the antebellum South had status, better food, clothing, housing, and more
specially equipped buildings known as "sewing freedom of movement.
houses" or "loom rooms" in which all the sewing,
quilting, and weaving took place. Despite the hardships for slave women, they
chose to quilt for themselves after working long
Occasionally, slave women and plantation mis- days in their owner's fields or house and taking
tresses developed special relationships and coop- care of their own families. Quilting offered a
eratively quilted. Jane Arthur Bond and her mis- refuge from slavery, a creative outlet, and a
tress Rebecca Bond Routt became friends and chance to make something for themselves.
20 Black History Month
 by S.L. Woods

he history of the quilt as it pertains toTo date no evidence supporting any of these

T African-Americans during slavery is

weaved through stories passed down
from generation to generation. Children sit-
stories has been found. Other stories told
that slaves would take pieces of material
from a family member's clothing before they
ting in laps and at feet listening while “Big were sold or traded. They would take the
Mama” lovingly and majestically dramatiz- torn garment and sew it along with other
es events of the past as it was told to her. rags into quilts and use the quilts for
warmth. They took pride in taking some-
The story begins with the Underground thing that was old and worn and creating
Railroad. As rumor has it, run away slaves something of beauty and uniqueness.
traveled under the blanket of darkness to
destinations of opportunity and freedom. Although no evidence has been found sup-
While traveling they were in need of places porting the theory of the quilts, one has to
to go for restoration and refuge. They need- wonder where the stories originated and if
ed safe houses. As it is told, slave women there is some truth to the different varia-
would sew pieces of material, ranging from tions of this particular story. Be it fact or fic-
old garments to empty flour sacks together tion, the teller has weaved a believable
creating quilts. In the center of the quilt was story filled with love, compassion and
an image of a log cabin with a black circle for hope.
the chimney hole. This image symbolizing
safety was hung in the windows of the safe
houses. Run away slaves would spot the
quilts and know that this was a place of
refuge and safety.

In the minds of the listeners are visions of

black women sewing pieces of old garments
together to form these quilts, taking extra
measures to design the log cabin with a chim-
ney hole in the center of the quilt represent-
ing safety for those on their way to freedom.
We embrace the camaraderie experienced in
this endeavor as homes were opened to help
fellow men and women regardless of the
unforeseen consequence if they were found
out. We imagine humanity at its best.

Quilting: A Legacy Diversity Works 21

 “Did You Hear
What I think I Said?”
The Impact of Nonverbal Communication on Corporate Diversity
onverbal Communication
N within the corporate culture
is often overlooked and/or
undervalued in its impact upon the
health of the organization.
Communication Practitioners often
cite that Nonverbal Communication
accounts for as much as 93 percent of
an individual’s believability. This 93
percent can be broken down into 55
percent visual and 38 percent vocal
(not to be confused with verbal). In
other words, the old saying “actions
speak louder than words” is just as
true today as when it was coined cen-
turies ago. Let’s take a closer look at
the impact this area of communication
has on the organizational culture.
What is Nonverbal Communication?
As a Communication Practitioner, I
define nonverbal communication as
“the unspoken messages transmitted
and received that we are aware of and
those we are not aware of.” Yes, there
are times we intentionally transmit
messages such as when we dress for a
certain occasion and there are times
when we are not aware of messages
we send as when we exhibit a nerv-
ous body tic like fidgeting. Often
times when we think of Nonverbal
Communication (NVC), we immedi-
22 Black History Month
P.S. Perkins, Founder & CEO
Human Communication Institute, LLC
ately focus on body language or
facial expressions. And whereas
NVC does include these elements,
they are only small part of a vast
area of behavioral study. One of the
first things we must be aware of is
that NVC is culturally bound. This
means that as language symbols dif-
fer from culture to culture, so do non-
are
verbal symbols differ from culture to
just as
culture.
it does the
Our NVC language is often the
verbal patterns of the organization.
biggest cultural barrier. As a result,
Now let’s take a look at some of
even though the corporate environ-
the areas of NVC that affect the orga-
ment may include workers that
nizational communication environ-
attempt to speak the same verbal lan-
ment. The following NVC issues
guage, many are definitely not speak-
often create a substantial amount of
ing the same nonverbal language. As
miscommunication and misunder-
many diverse cultures attempt to
standing between cultures. NVC
assimilate to the Eurocentric lan-
includes arenas such as: silence,
guage patterns of the organization,
appearance, space, time, touching,
they still DO NOT assimilate to the
gestures, facial expressions, smell,
nonverbal language patterns of the
paralanguage and rituals. These are-
organization UNLESS advised or
nas of NVC communication greatly
forced to do so. Often this coercion
impact issues of negotiation, conflict,
takes place as a result of some
boss/worker expectation, deadlines,
infringement that can no longer be
promotion and EVERY area of orga-
tolerated by the dominant culture co-
nizational progress. So in other
workers. I bring up the dominant cul-
words, the culturally bound nonver-
ture here because it is the entity that
bal communication of each employee
determines what the acceptable pat-
terns of NVC within the organization
Continued on p. 26
Diversity Works 23
 The Urban League of San Diego County
presents
A Diversity Summit

Diversity & Inclusion: Ensuring Success in the

Global Market

=
Golden Hall Conference Center, Promenade
Thursday/Friday, October 11-12th, 2007

Invited Speaker's include:

• Elaine Chao - US Secretary of Labor

• Dr. Johnnetta B. Cole - President of Bennett College
• Lolita Chandler - Avon Products
• Carolyn Green - AXA
• Juan Williams - Journalist and NPR Senior Correspondent
and more…

Join the Urban League of San Diego County and the San Diego business
community for a day of discussion, training and sharing of best practices
from some of the brightest and highly regarded professionals in the field
of Diversity & Inclusion!

Contact: Maurice D. Wilson - 619-266-6244

e-mail: maurice@sdul.org

Please also visit our website at: www.sdul.org

Summit Chair, Sheron A. Maxwell

24 Black History Month

CDM is proud to support the
Urban League of San Diego County

5 ®

Aviation and Transportation • Design-Build-Operate • Drinking Water • Environmental Management

Facilities and Geotechnical Engineering • Information Management • Wastewater • Water Resources

A
1925 Palomar Oaks Way, Suite 300
®

Carlsbad, California 92008

Tel: 760 438-7755 Fax: 760 438-7411
www.cdm.com

4
Diversity Works 25
 The Impact of Nonverbal Communication on Corporate Diversity
“We are futuristic in our focus on time and consistently looking to
the future as a measurement of security and attainment. This drives
our economy and our global relationships.”
is added to the mix of all organizational
interaction. An individual may think
they are saying or transmitting one mes-
sage and the message is being received
by the listener in a totally different way.
Or they may not be trying to transmit
any specific message but their nonver-
bal manner is being interpreted in a cer-
tain way that impacts the co-worker
relationship and context. Just think
about how much miscommunication
exists between people of the same cul-
ture, then add to the mix differing world
views and NVC patterns of communi-
cating. Yes, it is a lot to absorb!
Let’s examine a few NV arenas in an
effort to understand just how great its
impact is on the organizational setting.
First, we will examine paralanguage.
Paralanguage can be defined as “how
you say what you say; the noise sur-
rounding your words.” It includes vari-
ables such as tone, pacing, accent,
dialect, emphasis, stress and so on.
These tend to be regional and ethnic
markers identifying where a person is
raised. However, many cultures have
transcended these basic areas of identity
to include measurements such as: class,
education, intelligence and viability.
Yes, we often “label” people by how
they sound. An example of this might be
how the Southern accent often labels a
person as “slow or dim witted.” We see
this in the television spoofs such as the
Dukes of Hazard, Hee Haw, and other
caricatures of Southern identity. We
never tend to hear southern accents on
National News Broadcasts. We general-
ly must tune into the BBC to hear any
accent other than the General American
accent. Understand how different this
must be for individuals that live in
much more globally aware countries.
Some individuals immediately distin-
guish between Black and White culture
26 Black History Month
vocal patterns when determining an indi-
vidual’s worth to the situation. I have an
acquaintance who is an African American
female professional that recently experi-
enced a very traumatic dismissal from a
post she held for well over eight years in
spite of glowing appraisals and awards
she received during her tenure. She
shared with me and others who were
surprised by her situation, that several
of her European American colleagues
stated that “she scared them” with what
they deemed abrasive communication
patterns. They particularly cited her vocal
aggression and excessive use of gestures
during communication altercations.
There were of course other variables used
to substantiate her dismissal but the
aforementioned factors were included in
the determination.
It is a substantiated fact that African
Americans tend to be more nonverbally
expressive in their paralanguage and
kinesics (body language). It is interesting
how this issue surfaces in many areas of
collective behavior such as sports and
politics. Just think of how many rules and
regulations are mandated by the NBA
and NFL in their attempt to curtail what
is often considered “inappropriate behav-
ior or apparel” based mainly on the cul-
tural contributions of African Americans.
Notice the attention given to political
activist Al Sharpton’s manner of speaking
and cultural hairstyle. Remember when
Howard Dean lost the Democratic presi-
dential nomination when he was caught
acting un-presidential while on the cam-
paign trail? This is only one variable of
NVC import impacting the workplace; just
think of the infusion of multiple variables.
We experience this same phenomenon
when distinguishing male and female
voices and the fact that male voices and
their speaking patterns are most often
equated with power and dominance. So
12
9 3
6
who is more likely to be promoted and
given positions of authority?
Time or chronemics is another NVC
arena that impacts the organizational
culture. Think about the vast amount of
attention paid to meetings, deadlines,
schedules, and other mandates of work-
er time and bottom-line results.
Remember that NVC is culturally
bound. U.S. American culture is
extremely time conscious. We are futur-
istic in our focus on time and consistent-
ly looking to the future as a
measurement of security and attain-
ment. This drives our economy and our
global relationships. We expect the
world to adhere to and follow our rush
towards technological and scientific
achievement. Everything and I mean
EVERYTHING is done according to a
schedule, the clock. We punish individu-
als who do not adhere to the perceived
prescription of time. When we travel and
do business, we often find it hard to deal
with the slow pace at which negotiations
take place or the lack of punctuality
exhibited by others not on our schedule.
We can look at structured time in two
ways: activity driven (monochronic)
and relationship driven (polychronic).
This is a very basic way to explain a His behavior was “unprofessional” and ly based on the Communication envi-
complex social behavior. The United he lacked “discipline.” Why? Well ronment and its ability to move the com-
States and most of the technologically according to the commentator, he just pany forward in its mission. And yes,
“developed” countries operate on could not seem to get to practice ON the mission should be the connecting
monochronic time. Everything is based TIME! It appeared his family obliga- factor of the organizational culture. But
on the importance of the activity. The tions kept getting in the way. Hmm… it is important to remember that we all
meeting starts promptly at ___. The What about the impact appearance bring ourselves to the table. Hopefully,
deadline is hard and fast. We live our has on the organizational dynamic? We this brief insight into the realm of
lives by the clock. As a result, we expe- have young workers in urban apparel. Nonverbal Communication will assist
rience a highly stressed culture. Many Devout Islamic women wearing head to you in determining the type of training
of our dis-eases are the result of stress floor coverings for modesty. We experi- tools you want to incorporate into your
bought on by mandates on our time. ence young women intermingling social Orientation, Professional Development
Cultures that are polychronic tend to and business wear. Many businesses and Educational Training Programs. We
base their lives on harmony of relation- establish dress codes to deal with the cul- can all learn how to get along, but first
ships and to nature as witnessed in tural variations, but this is not always we must acknowledge that our differ-
Native American cultures. We travel easy to adjust as in the case of cultur- ences exist and instead of mandating
south of the border or to Spain and al/religious mandates. Lastly, ponder that everyone become “yellow pencils”
experience a siesta in the middle of the the impact on space when adjusting to or assimilate, let’s move towards
“working” day. We visit the Caribbean accommodate the physically chal- Organizational Acculturation (reference
and are encouraged to slow down - no lenged worker. How about trying to fall 2006 article) and understand the
problem man. create ergonomically correct office behaviors that make us unique and sim-
I remember growing up and being space? ilar. I hope you understood what I think
aware of the cultural marker of CP Time It should be obvious the MAJOR role I said! Otherwise, there’s always the
- Colored People’s Time. As I became Nonverbal Communication plays in future of robotics, but you did see Will
knowledgeable about time as a NVC workplace dynamics. The organization- Smith in I, Robot didn’t you? Scary!
code, this cultural proclivity began to al culture thrives positively or negative-
make sense. After slavery, peo-
ple of African descent in the
U.S. became the victims of
negative caricatures and
stereotypes. One of these cari-
catures was “Step & Fetchit.”
These distortions were built on
the stereotype that Black peo-
ple were “slow and lazy.”
They required consistent over-
sight in order to get things
done in a timely and proficient
manner. Hmm… Could com-
ing from polychronic cultures
and being forced into mono-
chronic patterns have any-
thing to do with the clashing
between the two ideologies
concerning relationship to self,
others and nature? As cited
earlier, there are many cul-
tures that have a more poly-
chronic perception of time. I
will never forget listening to a
sportcaster’s commentary on
a talented young Dominican
athlete that had been recruited
to play minor league baseball
here in the U.S. He sang his
praises concerning his skills
and accolades while in the
Dominican Republic.
Unfortunately, the young
player could not seem to “cut
the mustard” here in the U.S.

Diversity Works 27
Building a Solid Family Foundation
and Successful Business
s a husband, father and busi-
A ness owner, I know the value of
investing quality time with my
family. It was Wednesday morning and
my day to take my son, Galen, to pre-
school. As we walked inside his class-
room, I noticed seven other parents
standing around the classroom
engaged in a conversation. Three of
Galen’s classmates ran to greet him
with a hug and said, “Galen, are you
going on the fieldtrip?”
Galen grabbed my hand and said
“Daddy, will you go on the fieldtrip
with me?” I thought to myself, I forgot
about the fieldtrip and I have a few
work related tasks to complete. “Yes, I
said, let’s go and have some fun.” His
face beamed with excitement. That day,
we had an enjoyable time together.
Solid Family Foundation
While the growth of families
becoming business owners increase,
more families are discovering the
benefits of work-life-balance. As a
business owner, people often ask me,
“How do you do it with four children
five and under? Where do you have
the time to grow your personal
development company?” My answer,
“I enjoy doing what I do, I love being
with my family and building a suc-
cessful business - it is a balancing act.”
Your balancing act can work for you,
your family and your job if you:
1. Commit to focusing on your
family before the business.
Your first obligation is family.
Keep an awareness of the needs of
your family. Have each member
communicate their hopes,
dreams, and goals and post it up.
2. Create a family vision statement.
Plan family time to develop a
Family Vision Statement. Clearly
identify the image and future
accomplishments of your family.
3. Work toward balancing your
time.
28 Black History Month
When it is work time, dedicate
focusing on work related tasks.
For example, two hour blocks of
uninterrupted time. Schedule
thirty minutes for play time with
the kids. Create a balance by hav-
ing leisure and fun time. Simply
ask family members what they
enjoy doing and make it a point to
incorporate their fun time into
your day.
4. Reduce levels of stress daily.
Discover what you enjoy doing to
relax. To reduce stress, I take
walks, listen to music, and read
books.
5. Develop supportive relation-
ships with other families.
Connect with other families who
are committed to creating a solid
foundation and successful busi-
ness. Communicate and share suc-
cess stories and areas of challenge.
It may seem difficult at times, how-
ever; there is a tremendous joy when
you create a solid family and a suc-
cessful business simultaneously. The
frequent challenge is how to effective-
ly dedicate quality family time. My
wife Kimberly and I know that we are
modeling leadership skills that will
affect our children for a life time. Our
children are excited to join us as we
create a legacy of future entrepre-
neurs.
Successful Business Approach
Just as your family needs you to
thrive, your business does too. Taking
the necessary steps to expand your
business will keep you happy as well.
1. Commit to the vision.
A vision statement paints the pic-
ture of what direction the busi-
ness is going.
2. Surround yourself with people
that have an enormous vision of
life and business.
Create a network with other pro-
fessional business owners and
By, Wil Cason
leverage their strengths with
3.
yours.
Involve your family in the busi-
ness.
Family members are innovative
thinkers; incorporate some of their
ideas into your business. Your kids
enjoy just being in your presence
and they gain an appreciation for
your business. Our kids help dis-
tribute seminar flyers in the
evenings and weekends.
4. Awareness of business trends.
Keep alert of the conductions of
the market in your industry. Stay
ahead of the market trends by
being innovative and different. Be
the first to introduce a new prod-
uct or service to the market.
Expand your knowledge and be
open to learning new things.
The major element to building a
solid family foundation and successful
business is appreciating the values and
gifts each member contributes.
Furthermore, setting the pace of your
day with your family and work in
mind creates life-work-balance.
Nevertheless consider, at the end of
your day, tilting the balancing scales
more to the family side. The greatest
gift families can give each other is the
encouragement to go for their dreams.
Wil Cason is a speaker, author, and train-
er and resides in Northern California.
Email wil@wilcason.com
Freeing Our Families
from Generational Poverty
“The old ball and chain. Money doesn't grow on trees. I'm not made of
money. A paycheck away from poverty. From hand to mouth. We can't
afford that. When I win the lotto. I'm just waiting for my ship to come in.
Do I look like Rockefeller to you? Do I look like Santa Claus?”
I
f your childhood was anything like
mine, you grew up hearing the
same clichés about money day in
and day out. This is especially true if
you grew up in a family or community
where money was a consistent issue of
concern. Actually, I consider myself one
of the more fortunate individuals; at
least my mother and father tried to
discuss their financial hardships away
from the impressionable ears of us
kids, but we still were not spared the
burden they felt trying to “make ends
meet” or “robbing Peter to pay Paul.”
Take a moment to listen to those
around you. Listen to yourself and the
discussions you have concerning
money. Is your communication
concerning finances poverty driven?
Are you speaking yourself into finan-
cial wealth or financial death? True, we
are living in hard times, but when have
times not been hard for marginalized
groups or the working class poor of
America, the majority of the world for
that matter? However, even the rich
have bills and financial concerns. So the
issue becomes how do we break the
cycle of generational poverty plaguing
our community. This article seeks to
examine just one area, but an important
one concerning the question of the per-
petuation of poverty within our families.
According to the Current Population
Survey (CPS), 2006 Annual Social and
Economic Supplement (ASEC), the
source of official poverty estimates
cited by the U.S. Census Bureau, pover-
ty rates remained statistically
unchanged for Blacks (24.9 percent) and
Hispanics (21.8 percent) between 2004
and 2005. The poverty rate decreased
for non-Hispanic Whites (8.3 percent in
2005, down from 8.7 percent in 2004). In
single female-headed households, the
poverty rate was at 39.2 in 2005.
Obviously, race and class are contribut-
ing factors to these numbers. How do
we break the cycle?
We all understand that education is a
key factor in uplifting any individual
out of unemployment and underem-
ployment. We also understand that it is
vital to save and create nest eggs for our
retirement and children’s future. We’ve
heard the value of creating 401K’s, IRA’s,
Stock Portfolio’s and other financial plan-
ning safeguards. But how many of us are
really getting the urgency of financial
planning? And do we talk about these
issues at home with our children?
According to an article written by Tom
Abate entitled, “Americans Saving Less
than Nothing…”, “Kevin Lansing, an
economist with the Federal Reserve Bank
in San Francisco, tracks the personal sav-
ings rate -- the Commerce Department’s
measure of how much consumers have
left after spending is subtracted from
income. In November (2005) the savings
rate was a negative 0.2 percent.” (San
Francisco Chronicle, 1/8/2006) These
statistics reflect our nation as a whole. So
what’s the solution?
For those of us who were born into a
mentality of poverty, I want to suggest
that we start to SPEAK WEALTH! We
need to change our language concern-
ing money in our homes, in our church-
es, in our communities. We need a
NEW financial attitude! We need to
completely refrain, STOP talking about
what we do not have, what we are
never going to have, how broke we are!
We expend too much negative energy
on thinking and talking about money.
Many of us are acquainted with the
bible scripture which states, “As a man
thinketh, so is he.” Now, I am not try-
ing to preach “prosperity ministry.”
What I am speaking about is the under-
standing that you can not achieve what
you can not believe! It is a fact. Too
many of us speak poverty and expect
riches. Have you ever stopped to think
that your thoughts are energy?
Everything, I mean everything ever
created was first a thought that became
By, P.S. Perkins
a word which then became a thing!
Why do you think so many of the wise
sages and teachers of our past and
present placed so much emphasis on
teaching us to guard our mouths? “In
the beginning was the WORD.” This is
the creative power we ALL possess.
The universe DOES answer every deep
thought and desire. The “Law of
Attraction” is a real principle that
works like any other universal princi-
ple. I assert that the major factor per-
petuating poverty within our house-
holds is the absence of positive energy
towards thinking, communicating and
working towards wealth.
Think about it. How do you communi-
cate about money with your children?
What is your general attitude concern-
ing finances? I am sure if you take a
close look and start to monitor the way
you think and speak about money, you
may find that it is the mentality of lack
that is keeping you and your family
impoverished. Yes, it all begins in the
mind, even the effort it takes to
redesign your life. Finding work, going
back to school, finding a new job, build-
ing a dream - IT ALL TAKES POSTIVE
THOUGHT - FAITH! We need to break
the cycle of poverty in our homes which
will then ripple out into our communi-
ties and into the society-at-large. “Free
your mind and the rest will follow.” It
only takes a word - YOUR WORD!
Diversity Works
 Presents the
Multicultural Heritage
Awards ’07
To celebrate the multicultural spirit of
our region, the San Diego Business Journal’s
Multicultural Heritage Awards will honor
San Diego’s most prestigious firms, large
and small, for their commitment to diversity
in their company and community.
Companies can be nominated by
following the simple instructions below.
Award recipients will receive special
recognition at the event and in the Business
7 Journal. Nominees will also be recognized
in the newspaper.
2007 Keynote
March 29, 2007 Speaker
11:30 a.m. -2:00 p.m.
Marriott Hotel & Marina Ruben Barrales
333 W. Harbor Drive, San Diego, Ca. 92101 President & CEO
San Diego Regional
Co-Sponsored by: Chamber of
Commerce

NOMINATION CRITERIA
To nominate a deserving firm (yours included), briefly answer the
following questions on your company letterhead:
1. List nominee name, address, phone number, fax number, 5. What programs or other strategies are implemented within
e-mail address and number of employees. your own workplace to recognize or promote diversity?
2. What has your firm or organization done to develop a 6. List nominator name, address, phone number and e-mail
multicultural understanding and appreciation in your address.
community? 7. List two reference firms with contact information
3. What has your firm or organization done to develop a (such as law firm and accounting firm).
multicultural understanding and appreciation in the San 8. Mail or e-mail high resolution color logo and one or two
Diego region? company or staff photos to one of the addresses below.
4. How has your firm's commitment to diversity made a
difference within your profession or industry? Submission Deadline: Feb. 23, 2007

For more information contact Sara Wiese at 858-277-6359, Ext. 3143.

Fax nomination information to 858-277-2149, e-mail to swiese@sdbj.com or mail to
San Diego Business Journal Events Department • 4909 Murphy Canyon Road, Suite 200 • San Diego, CA 92123.

30 Black History Month

 A diversity of great technology and solutions
starts with a diversity of great people

At Raytheon, an inclusive culture is one of the things we believe gives us a competitive advantage. By recognizing
the uniqueness of individuals, empowering employees, and truly valuing their input, our company consistently performs
beyond all expectations. It’s a philosophy we’ll always embrace. It’s right for people, and it’s right for business.

We’re proud to feature Raytheon employees in

our ads. To join them in a rewarding career, visit
www.rayjobs.com

© 2006 Raytheon Company. All rights reserved. Raytheon is an equal opportunity, affirmative action employer and welcomes
a wide diversity of applicants. U.S. citizenship and security clearance may be required. “Customer Success Is Our Mission”
is a registered trademark of Raytheon Company.

Diversity Works 31
Black Families:
A Need to Look at Our Past,
W
hile traveling through
Europe, Africa and The
Middle East in the 1980's, I
was simply amazed at how the Greeks
built a temple over a Roman one,
which in turn had a Greek one on top
of it, which in turn had a Roman one
on top of it and so on up to 12 levels.
Photos of statues from the Middle
East and Africa had been mutilated as
the picture to the right to disguise
African features.
As I traveled the world and
studied different historical accounts
of people, I realized the powers in
charge of telling the history of multi-
ple cultures practiced covering up
and distorting history to benefit and
advance their personal world view.
Talk to people about the origin of the
word Europe. Have you ever heard of
Princess Europa? Neither had I until I
began to search more deeply into the his-
tory of Blacks throughout the world¹.
In wonderment, I have witnessed our
Black History Month celebrations whit-
tled down to a few hundred years of
Black contributions from American slav-
ery to the present. This is not enough to
honor the legacy of a people incredibly
significant to world history.
So, why focus on the past? Why is it
important?
Black people must understand who
they are in order to move forward.
“Hate kills the hater. Those who hate
us, never win, until we hate them, that
is when we destroy ourselves,” said
Richard Nixon during his impeach-
ment.
Some Black people are consumed
with hatred. It results in us killing our-
selves. It results in our families being
destroyed. It results in the proliferation
of shame. Shame is the driving emotion
behind an out of control chemical
addiction rate. A large portion of the
32 Black History Month
Black population
is incarcerated by
a judicial system
that treats the ill-
ness of addiction
as a penal issue
instead of a med-
ical one.
The civil
rights movement
was stopped by
the introduction
of drugs into our
neighborhoods.
Phoenician Woman, Dr. Karen Now, drug use
Carr, Associate Professor of
History, Portland State University has spread widely
to rural areas with
gang violence, the destruction of fami-
lies and prisons bursting at the seams
with people who should be in treat-
ment.
Many Black people do not know who
they are. Many do not realize that Blacks
and Whites have taken turns enslaving
each other. The latest period of Blacks
enslaving Whites was between the
seventh century and 1488 and it was not
the first time. This eclipses the 400 years
of Black slavery in America.² Many
believe that Whites have the patent on
slavery and they cannot bring their
hearts to forgive. This causes a synergy
of self-destructive behavior.
Black history goes back tens of thou-
sands of years, yet, the focus appears
limited. If many people were aware of
the pattern of slavery and cover up, the
pain, hatred and dysfunctional behav-
ior could be assuaged in the Black com-
munity.
In order for families to be successful
together, they must be able to talk, trust
and understand their rich legacy.
Hence, it is very important that Black
people take a good look at the past to
avoid future mistakes. A healthy assess-
ment of this past can reveal a rich her-
itage of pride and great contributions to
Present and Future
by Walter Davis
mankind.
Communication is intrinsic to this
effort. Blacks must learn to communi-
cate better with each other; this is not
unique to Blacks either. Humanity
needs to come to the unifying table of
Communication.
I watched in awe as people gathered
recently for the All People's Breakfast
in San Diego to honor Dr. King. Native
Americans, Asians, Blacks, Hispanics,
and Whites all came together to cele-
brate diversity.
American culture has come a long way.
We still have a long way to go to be
inclusive and tolerant.
Blacks, like many others, have the
challenge of forgiving, even in the face
of others transgressing upon them.
Without effective communications
skills - the POWER OF WORD - this is
a daunting task.
Communication workshops, chemi-
cal addiction workshops, technology
fairs, political activism, education and
reaching out to other cultures are imper-
ative to Black families realizing their full
potential.
Embracing the richness of the past
and grasping the opportunities of the
present, shall give way to a bright future
for Black people. There are many good
people within our ranks striving to
make a difference.
Jason Russell says it best “because the
people who are crazy enough to think
they can change the world, are the ones
who do.”
¹Windsor, Rudolph R. From Babylon to Timbuktu.
Atlanta: Windsor Golden Series, 1988.
² Lane-Poole, Stanley. The Story of the Moors in
Spain. 1886 ISBN: 0-933121-19-9
Walter Davis is Progressive Diversity and
The African American Front Editor for
San Diego County Times. 760-917-1251,
wdavis@walterdavisenterprises.com.
Diversity Works 33
 Join the Urban League

34 Black History Month

of San Diego County
Black Business Association of
San Diego County
he Urban League of San Diego County wel-
T comes the newly formed Black Business
Association (BBA) of San Diego County. The
BBA held its Gala kick-off at the beautiful Solamar
Hotel in the San Diego Gas Lamp. It was a "Who's
Who" of San Diego "minority" owned business lead-
ers, civic leaders and patrons! The ceremony was
spearheaded by the Association's President, Gail M.
Spivey who moved from Miami, FL in December of
2005 and caught a vision - a vision to bring Black
Businesses together to "share in the economy of San
Diego through advocacy, networking, training and
other resources." Spivey states, "When I first started
my company, Gail M Spivey & Associates, public
relations & consulting firm, it was very difficult. I
was new in town and nobody knew me. Fortunately,
a couple of individuals provided valuable informa-
tion and I was on my way. I acquired my first client
and as I began assisting them other small businesses
wanted me to represent them in the same capacity. It
did not take me very long to realize that many of the
small businesses were suffering with similar con-
cerns. I envision many small start-up businesses
growing and having the capacity to provide goods
and services of every kind to the mainstream busi-
ness community."
The Gala event included keynote speaker Eugene
"Mitch" Mitchell, Vice President of External Affairs
for Sempra Energy. Mitchell encouraged Black busi-
ness owners to take advantage of the vast opportuni-
ties available for "minority" contractors and added
that the only barriers were the ones we place on our-
selves by not being proactive. Another highlight of
the evening was a presentation by the Honorary
Consul General of Japan in San Diego, Dr. Michael
Makes its Professional Debut!
by P.S. Perkins
Shigeru Inoue, who presented a congratulatory let-
ter to President Spivey. His remarks included the
common struggles of Japanese and African
Americans in their quest for equality and their vast
contributions to the fabric of American history.
Another unexpected delight for attendees was the
appearance of the San Diego Wildcats, a new semi-
pro basketball team. Team majority Owner Anthony
Lacey and several players were on hand for auto-
graphs and team mementoes.
When asked what the future looks like for the BBA,
President Spivey remarks, "The short term goal of
the BBA is to have 100 businesses join by the end of
2007 and increase existing businesses per capita by
15 percent. Our long term goal is to have 500 strong
association members assisting Black and other
minority businesses in acquiring billions of dollars
in procurement contracts." San Diego Black and
other Ethnic-American businesses are on the move,
and the BBA stands poised to help them get there!
Diversity Works! Magazine plans to update you fre-
quently on the achievements of the BBA. Please visit
their website at www.bbasandiego.com for a Calendar
of Events.
(l-r) Maurice Wilson, P.S. Perkins, Mitch Mitchell, Gail Spivey
Photo
by Lar
ry Mo
rgan
Diversity Works 35
Strategies for Cross-
Generational
ere we highlight what we think are the best ways to
H push past generational barriers and build strong
intergenerational relationships. We've divided the
strategies into mindset tips (how to approach cross-genera-
tional differences) and practical tips (the small things you can
do during a conversation to improve your communication).
Mindset Strategies:
Approach with Interest. Approach generational differences
with interest, not fear or negativity. Take interest in the inter-
ests of others. You can learn fascinating things about other
people if you choose to do so.
Take a Learning Orientation. The value of difference is that
you can learn from each other. If someone from another gen-
eration has specific skills that you don't (say, an appreciation
for looking at history and tradition, or the ability to use email
effectively), consider setting up a skill exchange. These type
of self-development opportunities translate into more oppor-
tunities for career advancement as well as more fulfilling and
successful workplace environments.
Be Mindful of how your assumptions are influencing your
interactions.
Narrow your categories. In your mind, how long do people
stay categorized by their generation: “one of the old guys” or
“part of that young group?” At what point do they become
individuals: Antoine, the man who likes motorcycles, fought
in World War II, and thinks Elvis is still the King; Janelle, the
woman who runs marathons, loves the city, and is allergic to
peanuts? Categorizing people is a natural process that allows
us to make sense of the world around us. You'd have a hard
time describing an apple without using categories like a type
of fruit, sweet or tangy, green or red, Granny Smith or
Braeburn. Life is richer and your observations and reflections
of people more accurate if you can move away from simple
classification and allow for individual variations.
Put yourself in their shoes. Do you know what their day-to-
day is like? Do you know what motivates them, excites them,
gets them down--or how they want to be treated? Empathize
with their situation, needs, and values. You can do this some-
times directly by asking questions and taking an interest in
their interests and indirectly by getting involved in some of the
traditions and pastimes of another generation. Watch a TV
Relationship Building
by Simma Lieberman & Kate Berardo
show geared for another generation. Look at a website that
focuses on the issues of other generations. Get familiar with
music that spans generations like jazz, blues, rock and roll, clas-
sic, hip hop, and world music from cultures you are not famil-
iar with. Understanding each others music can help build per-
spective.
Behavioral Strategies
• Be flexible as to the means of your communication (face-
to-face, email, etc.)
• Avoid generational jargon. Speak in plain terms and
avoid idioms that are not widely understood.
• Be attentive. Look for signs that you may be misunder-
standing each other, whether it is a confused look, an
unclear response, or an unintended reaction.
• Practice active listening. Turn up your listening dial
across generational differences. Listen for clear expres-
sions of different values or outlooks than you have. Seek
to understand the individual better by listening careful-
ly to what they say (or don't say).
• Show Respect. Most generations have felt they don't get
the respect they deserve. Using the strategies above, you
can show coworkers that you do respect them, their
background, and their outlook on life--and build power-
ful relationships as a result.
Simma Lieberman Associates generational programs help different
generations initiate dialogues and develop strategies for effective
collaboration. Simma is currently offering free half-hour consulta-
tions to people and organizations who are interested in exploring
the impact of generational differences in their workplace. Call
Simma directly at (510)-527-0700 to set up an appointment.
DiversityWorks! Partners
•
•
•
AIG Insurance - http://www.aig.com/gateway/
American Airlines - http://www.aacareers.com
Bank of America - http://www.bankofamerica.com/careers/
• Cardinal Health - http:// www.cardilan.com
• Citibank - http://www.citigroup.com
•
•
CIC Research - http://www.cicresearch.com/newhome2/
Cost Plus World Markets - http://www.worldmarkets.com
• Cox Communications - http://www.cox.com/CoxCareer/
• Cubic Corporation - http://www.cubic.com
• Curtis Moring Insurance Agency, Inc. - http://www.thinkcmi.com/
• Enterprise Rent-A-Car - http://www.erac.com/recruit/
• Federal Bureau of Investigations - http://www.fbijobs.com
• Genentech Inc. - http://www.gene.com/careers/
• Hawthorne Machinery - http://www.hawthorn.cat.com
• IBM - http://www-03.ibm.com/employment/
• Integrits - http://www.integrits.com
• Keith Goosby Inspirations & Motivations - http://kgim.blackportal.com
• Kaiser Permanente - http://www.kaiserpermanentejobs.org/
• Kyocera - www.kyocera.com/kai
• Lockheed-Martin, Maritime Systems & Sensors - www.lockheed-
martin.com
• Loews Coronado Bay Resort & SPA - http://www.loewshotels.com/
• Manpower of San Diego -
http://www.manpowerprofessional.com/sandiego/
• National University - http://www.nu.edu/
• Neighborhood National Bank - http:
www.neighborhoodnationalbank.com
• NorLab Business Solutions
• North Island Financial Credit Union - http://www.myisland.com/island/
• San Diego Padres - http://www.padres.com
• Qualcomm - at: https://jobs.qualcomm.com/
• Science Application International Corp. (SAIC) -
http://www.saic.com/career/find.html
• Scripps Research Institute - http://www.scripps.edu
• SDSU Research Foundation - http://www.foundation.sdsu.edu
• San Diego Business Journal - http://www.sdbj.com
• San Diego Gas & Electric - http://www.sdge.com/careers or
• San Diego Monitor News -http://www.sandiegomonitor.com
• San Diego National Bank - http://www.sdnb.com
• San Diego County Sheriff's Department - http://www.sdsheriff.net/jobs/
• SeaWorld San Diego - http://www.seaworld.org/career-resources/
• Sempra Utilities - http://www.sempra.com/careers.htm
• Solar Turbines - http://esolar.cat.com/solar/
• Sony Corporation - http://www.sonyjobs.com
• Southern California Edison - http://www.edison.com/careers/
• Starbucks Coffee Company - http://www.diversityconnections.com/
• Sycuan Casino - http://www.sycuan.com/sycuan_casino/human_resources.html
• The Hartford - http://www.thehartford.com/
• The San Diego Union Tribune - http://www.signonsandiego.com
• The Pacific Institute - http://www.pac-inst.com/
• Timmis J Moore
• UCSD - http://www.ucsdhcjobs.org/
• Union Bank of California - http://cce.uboc.com/
• United Way of San Diego - http://www.uwsd.org/about/jobs.asp
• UPS - https://ups.managehr.com/
• US Bank - http://www.usbank.com/cgi_w/cfm/careers/careers.cfm
• Viejas Casino - http://www.viejas.com/html/aboutus/employment.cfm
• Wal-Mart Stores, Inc. - http://www.walmartstores.com/careers/
• Wells Fargo Bank - https://www.wellsfargo.com/employment/
• Washington Mutual Bank - http://www.wamu.com/about/jobs/default.asp
Become a DW! Partner
s one of over 57000 employers in the region we are
A counting on your support to help make Diversity Work!
here in San Diego. For over 50 years, the Urban League of San
Diego County has assisted many of its citizens in preparing for
and finding meaningful employment. For most of that time,
you, our area employer, has been assisting us along the way.
And now more than ever, your help is needed to help us meet
our mission. That is why we are asking you to become a
Diversity Works! Partner.
According to research by the Hudson Institute, a nationally
recognized social trends think tank, within the next 10 to 15
years, demographic trends, technological advances, and eco-
nomic globalization will shape the workplace. The U.S. work-
force will continue to expand, although at a much slower rate.
However, its composition will shift to a more balanced distri-
bution by age, sex, and race/ethnicity.
Keeping pace with these changing workplace dynamics,
while implementing the mandate of our mission to assist
African Americans and other underserved people achieve social
and economic equality, the Urban League of San Diego County
has strategically positioned itself to better serve San Diego
through our Diversity Works! initiative.
Through Diversity Works! we help you find, and if neces-
sary, develop scarce diverse human resources. For example,
our Diversity Job Bank has attracted over 1000 jobseekers.
And the students who attend our workshops undergo behavior
modification training in conjunction with our award-winning
workreadiness and diversity training, producing outstanding
results. This combination produces employees who are truly
work-ready. Consequently, as our employer investor-partner,
you will benefit not only from finding highly qualified job
candidates in our job bank, but perspective employees who
attend our workshops are also prepared attitudinally to enter
the workplace.
We are asking you to invest $1,200 year. This is not a dona-
tion, but an investment and a smart business move. It will pro-
vide you with unlimited posting/reviews to our Diversity Job
Bank (www.ulsdcjobs.net), mention in our Diversity Works!
Magazine, featured employer on our website and discounts on
our next Career Fair scheduled for (27 April, 2006).
To facilitate answering your questions, we will conduct
monthly luncheon seminars to explain the benefits of this ini-
tiative here at the League’s corporate office; 720 Gateway
Center Drive, San Diego CA 92102. Please RSVP with
Barbara Webb, Deputy Director, at 619-266-6232 as space is
limited and for lunch ordering purposes.
Here’s to the continued success of our social venture part-
nership.
 Diversity Works!
=
Urban League
Online Diversity Network for
Diversity Works! Diversity Recruitment
Job Bank

Post your resume

on-line today!

www.ulsdcjobs.net