This time of the year, I take the opportunity to reflect on my work and meet with those whom I have worked with as clients and colleagues in various organizations, in particular those individuals who have given me sound business advice. I also invite new people to share their experience of our working relationship. It is like getting a 360 degree performance review. I see this as an important aspect of my continual professional development. The best business advice this week came from my friend Saeed El Darahali, President & CEO of #Simplycast. I left our meeting feeling thrilled, filled with renewed energy, a strong sense of purpose, positivty and determination. Special thanks to you Saeed. Our conversations was forthright and encouraging. There were so many precious gems shared by someone who is insightful and very successful.
Stay tuned with the Ashanti Leadership & PDS Blog
It is critically important for us as small business owners to know our worth, own who we are, recognize our competitive advantage and what is our unique selling proposition. Unless we have a sound knowledge of these key points no one else will acknowledge your true worth. It takes time to build your reputation, solidify your base and acknowledge who you are.
2014 seems so far away now when I left my government job. It was a good one with autonomy and influence across the province. People thought I had lost my mind, some questioned if I was eating, my close friends questioned my existence. There were so many doubts about how I would survive. Listening to those concerns, I even doubted myself during those long hard days. What I was selling, no-one wanted. Human Rights Education. People who I trusted, considered friends and colleagues in the business world turned me down. I had no business for ONE whole year. What I had were good people encouraging me to stay the course. My family were so patient with me. My children, even my son-in-law gave me money and kit-kat chocolate when the chips were down. Now that was tremendous to have such support. I recalled one person I was meeting for the first time took me aside and said there are days when there will be feast others will be famine but don't give up. I have always valued her wisdon and encouragement to this day.
Back then, I was the new kid on the block, struggling to get my name out there and trying to convince people that I can be trusted to go into their organizations and do the work that I had in my portfolio. It was not easy. Although I was known in my community and city, I was not known as a self-employed person. I had to build my reputation. After tones of rejections, I went back to the drawing board, found some advisors, listened, reflected on what I had to offer. Reviewed my qualifications and started again.
The terrain, in Nova Scotia is rough. And there are not too many people in the field doing the work I am doing. Buth never- the-less, the competition is great becaue there are so many well established people doing leadership development which is part of my portfolio.
I have had to push myself hard even when I did not want to. Demonstrate commitment and driven.I have done tones of work for free. I had to learn to be fearless, get a tough skin, accept no and closed doors Also, I had to learn to say no, even though it might be a lucrative the contract but if it comprimises my principles and values, I have to be bold and turn it down.
I am the face of my business and I have to promote myself continuously. Saying relevant and current in the market is critical to my survival. People would often say, I see you every where and that equates making tones of money. Nothing could be further from the truth. It is about working hard, building relationship, trust, understanding. It is also about being creative, innovative and open tonew ides. When I get turned down for a contract, I get disappointed like everyone else would but I try very hard not to think that because I am a woman of colour this is why it happened. I try to stay true to my values and integrity. I draw strength from my faith and belief that I would be provided for. Sometimes things get scarey but I try to remain positive.
I don't have time to waste and I am never bored. There is always so much exciting things to do. People to meet, new challenges and ideas to explore and boundaries to cross..
At this time of the year, I generally go back to my clients or seek to build new relationships. Two days ago, I sat down with a colleague, senior executive in one of the largest not-for-profit organizations in the province. During the course of our conversation, she told me that I was ahead of my time. The reason being, in 2015, I introduced Unconscious Bias training to organizations in our province. Now it has become popularized for a variety of reasons including the Starbucks Incident which led to all staff receiving implicit bias training in the US and Canada. But back in 2015, people gave me strange looks and asked me several times to repeat myself. It was like a learning a new language for all of us. I certainly did not see myself as being "ahead of my time" but I had to pause for a moment an allow what she said to wash over me. Thank you!
As I reflected on the future and what will come next, I have begun to talk about how we need to Re-imagine and Re-think Diversity and Inclusion, and how our workplaces will be transformed in the next 5- 10years, into the new age of the 4th Industrial Revolution. Currently, we talk about having five generations in the workplace and how that has impacted our relationships with the younger workforce. Now we will have to consider what kind of transformational change will take place and work environment. Now e will have to think about who else will have to accommodate or include at the decision-making table. At times we will not see the individuals, they will be in remote destinations, they may be overseas in a different country. How will we source talents? Particularly with the new wave of digital transformation taking place in some organizations. For example, we now have driverless machines, trucks as well as robots doing the jobs humans once held. Although some of this is not entirely new. For example, in the UK, have had driverless trains for almost two decade. The DockLand Light Railways liking the city to certain parts of East London.
New technologies are causing the shift to automation. Many of the jobs in the lower pay sectors will be lost. It is predicted that women and those from the lower educational background, in particular, will be among the biggest losers - recognizing that some jobs will disappear particularly those that can be done by machine and o not need humans to complete. Our new competitor will no longer the person in the next cubical but the technology in the cloud. This means that in order to be included and relevant, there has to be a shift in mindset and psychological thinking.
Do we re-think and re-imagine diversity, inclusion and digital transformation? Absolutely and fast.
I had the privilege of being asked to present at the Fusion Halifax Conference 2018.
Initially, I was in shock because I was not sure what I could say to a group of young, intelligent, ambitious, creative and innovative future leaders.
The topic of my presentation was Diversity, Inclusion and Transformational Change.
I was very surprised at the numbers present at my talk. The group was very diverse and predominantly males. I invited to Re-think, Re-imagine what diversity and inclusion look like the fact that diversity includes white males and it goes beyond potluck and something we do in the workplace. Diversity must also include the things we do in our communities because we are also leaders in our communities and we bring those attitudes, feelings biases and cultures in to the workplace, so they are not separate.
The energy in the room was electrifying, our young people did not hesitate to have open conversations about how they view the world and its impact on their lives.
I was very surprised at the diversity in the room - a multi-generational group who were excited to learn. Together we shared their individual stories. (my story, your story and our collective stories) People were engaging, and creative in our discussions.
We talk about what diversity and inclusion really mean to people. Receiving that they are other competitors as the world is changing. What skills are needed in the workplace given that it is ever-changing and digital technology is revolutionizing the workplace. Skills such as data analytics, machine learning, artificial intelligence, automation and so much more.
Diversity means we have to be more inclusive, look to see who is absent from the table and conversation, make every attempt to include them in all aspect of the decision-making process and valuing their contribution. Recognizing that our world is a much better place when all feel included.
All Starbucks coffee shops were closed today to take Unconscious Bias Training. this follwed the US training which occurred on May 29, when 8,000 stores were closed for 179,000 staff to be trained following the incident which occurred in Philadephia in April when two black men where arrested while waiting to meet another friend in the store. The police were called by the store manager. In this case, this was clearly racism becuasethe individual was very aware of what she was doing.
Unconscious Bas occurs when seemingly good people make decisions and are unaware that their behavious is discriminatory.
Unconscious Bias in the workplace is more than one day feels good factor training. It is about every person in the organization being willing to address their own biases and call each other out on a daily basis when people are being treated differently. Recognizing that everyone has bias and it impacts our decision making. We must learn to value each other and engage them at every point.
I am so glad to see that corporation have finally turned their attention to Unconscious Bias Training. In 2015, when I started this training in Halifax, NS, no one knew about it and looked rather bemused. Now everyone has gotten the message. Let's hope it makes a difference.
Where do biases come from?
“Unconscious Bias comes from social stereotypes, attitudes, opinions, and stigma we form about certain groups of people outside of our own conscious awareness.” Ross Cook
It is also know as the new form of discrimination and most dangerous because it is difficult to prove.
“We all carry with us lived experiences that shape who we are and what we believe, and those experiences help guide the decisions we make. But it is important that we also take time to better understand the world view of those who turn to us for relief, particularly when those individuals come from a background different than our own.” Chief Justice Michael MacDonald - June 9, 2018.
I was honoured and privileged to be the keynote speaker at the United Way Halifax Bhayana Family Foundation Awards. This was an incredible opportunity to meet seven volunteers who were recognized for their commitment and passion in service to their work and communities.
I was particularly moved by the resume of each of the award recipients. it was evident that their time, commitment, the dedication was very much front and centre. We wish them every success as they continue to serve.
It was a very proud moment for me when I was appointed to the United Way Centraide Canada National board. Serving 83 United Way individual organizations across Canada and beyond. My appointment is for three years. I am honoured to accept the call serve in this capacity my community and as a citizen in this capacity.
More than good intentions and open minds: We all have a responsibility to end unconscious bias in the workplace
Unconscious bias is defined as “social stereotypes, attitudes, opinions and stigmas we form about certain groups of people outside of our own conscious awareness.”*
What is interesting to know is that virtually all bias is unconscious. For example, we learn to trust women to be nurturing and men to be powerful. We develop biases towards people and behaviours throughout our lives. We learn to align with people who act or look a particular way, preferably those who act and look most like ourselves.
I spent eight years at the Nova Scotia Human Rights Commission (NSHRC) as the Manager of Race Relations, Equity and Inclusion. This position gave me autonomy and the opportunity to work with diverse groups of people in all aspects of the private and public sectors. Being mandated to take human rights training from NSHRC was an absolute failure for some organizations. Some did not know that treating all people with respect and dignity was important for a healthy work environment, and for the growth and economic sustainability of our province. Diversity and inclusion continue to be major challenges, and many people remain consciously and unconsciously biased toward those who are different.
After leaving government, I started my own business with the intent of continuing human rights education. I discovered that human rights, and diversity and inclusion, appeared to be irrelevant in some workplaces. While many organizations displayed the obligatory posters of a woman or person of colour, the message I received was a lack of inclusiveness in the workplace.
I was curious to know how organizations could spend time and money on this topic but not see change. What was holding them back? There was little change in numbers of diverse people in business, government, and the private sectors. Many people from equity-seeking groups felt they were not being promoted to senior positions, were not valued for what they could bring to decision-making tables, and there was a continued lack of diversity on Boards.
My research led me to the work of Doctors Anthony Greenwald and Mahzarin Banaji. I immersed myself in the study of unconscious bias and immediately knew that I had embarked on an area that had not been recognized or addressed in Nova Scotia. It took me some time to help leaders realize they had a challenge, and in order to make a difference in their organizations and bring about real cultural change, they had to work to shift mindsets and begin to tackle unconscious bias in their workplaces.
My breakthrough came from a most unlikely source, and what can only be described as one of the toughest work environments: the Canadian Armed Forces. I delivered training in a predominantly male environment where participants were not afraid to ask difficult questions or respectfully challenge my thinking when they felt uncomfortable.
I applaud the leaders, including base commanders, diversity managers, and the Defence Visible Minority Groups for their vision and willingness to address the issues in the workplace. As a result of my work with the Forces, others began to ask questions, and my services have extended beyond the province of Nova Scotia.
Working with very hierarchical organizations, I quickly learned about my own strength of character and abilities, and that I too had a lot to learn as I challenged my own biases.
I assessed my own thoughts, actions, and perceptions of “the other”, accepting difference and my overall experiences with people. I had to check in on myself and give family and close friends permission to call me out on my behaviour.
Where do these biases come from? It is important to recognize that social conditioning, belief systems, stereotypes, and cultural upbringing all have influence on behaviours and decision-making. Over the years, television, newspaper, and other print media, as well as social media, has a profound impact on judgments about how we profile others.
I became aware that I could have good intentions, an open mind, and still walk into a room and make assumptions about a person’s colour, gender, or ethnicity. So unconsciously, my biases manifest themselves.
With this new self-awareness, I respectfully double-check my actions, attitudes, and behaviours that may lead to someone being denied an opportunity or continuing to experience discrimination when I have the power and level of accountability to make those decisions. And I accept the feedback from others close to me about my actions, attitudes, and behaviours.
The simple fact is “human beings are consistently, routinely, and profoundly biased”, and if our biases go unchecked they lead to poor decision-making. +
As our workplaces become increasingly diverse, unconscious bias is considered the new form of discrimination , impacting who gets hired, promoted, and has access to special favours or projects.
Unfortunately, even though we have laws to address discrimination, unconscious bias is very difficult to prove in a court of law. Overcoming unconscious bias is very much dependent on individuals developing their emotional and cultural intelligence so they can recognize and value what each person has to offer in any situation. Only then will we create truly diverse and inclusive workplaces.
* Howard J. Ross. 2014. Everyday Bias: Identifying and Navigating Unconscious Judgements in Our Daily Lives.
Ann Divine, Founder & CEO, Ashanti Leadership
Ann Divine is founder and CEO of Ashanti Leadership and Development Services, and provides career and professional guidance in leadership development. Ann’s work is underpinned by her knowledge and expertise in human rights and people management. Her unique style combined with adult education principles has brought her recognition in the fields of leadership development, change management, coaching and mentoring, facilitation, diversity and inclusion, and more recently unconscious bias training.
Ann has lived on three continents and worked in diverse organizations and communities in senior management positions in London, UK, and Canada. She has a Sociology (Hon) Degree; a Diploma in Social Work; a master’s degree in Human Resource Management, Human Rights; and a Coaching Federation Certificate, Adult Education and Leadership Development. Ann is a popular public speaker on social justice, leadership development, and inclusivity. Recently, she provided her informed commentary on the issue of racial profiling at Starbucks in Philadelphia on April 12, 2018, to Thompson Reuters media. In November 2017, she received an award from My Halifax Experience as one of the Top 25 Immigrants in the Maritimes. In April 2018, Ann was nominated as one of RBC’s Top 25 Immigrants. For more information, visit ashantileadership.com.
About My Halifax Experience
My Halifax Experience is a multimedia publishing platform, celebrating the similarities and differences of people choosing the East Coast of Canada as their new home.
Photos Joseph Robichaud, Tanglewood Studio For our tenth issue, My Halifax Experience is proud to …
So proud to share this space with friends and women influencers as we attempt to make a difference in our province.
"To celebrate our 10th edition, we have chosen to highlight immigrant women of influence. "One of the keys to strengthen the economic and social fabric of this region is diversifying who gets a seat at the table. I am passionate about the role of women in the future of Halifax" IE"
I was interviewed this morning by Portia Clark, CBC Information Morning, along with Shakira Weatherdon regarding the unfortunate and hurtful comments made by Elizabeth Smith-McCrosssin, MLA me about Jamaicans in the House of Assembly two weeks ago.
Helping people understand their own biases
Nova Scotia Conservatives may be about to get some sensitivity training after the MLA for Cumberland made some head-turning comments earlier this month. The party's interim leader has suggested all the party's MLAs may get cultural sensitivity training. Shakira Weatherdon is an equity and inclusion consultant at the NSCC. Ann Divine is the CEO of Ashanti Leadership and Development Services.
Shared from cbc.ca/listen: Listen to CBC Radio's live streams and shows on demand.
Congratulations to Cynthia Dorrington who made history today by becoming the first person of African descent and African Nova Scotian to take the Oath of Office to become Chair of the Halifax Chamber of Commerce 2018 - 2019. This was a very proud moment for those of us who witnessed the Signing Ceremony. Cynthia Dorrington will now head the organization whose vision and mission is to make our city prosperous, vibrant and one of the best places to live and work in Canada. We wish you every success.
A great day for Women, Women of Colour, Girls.
I also loved Mayor Savage's gift. He took off his Diversity Pin and gave it to Cynthia Dorrington as a welcome gesture. Very touching!!
My commitment is to become a more active volunteer and ambassador.
The Halifax Chamber of Commerce is a best-practice, business advocacy organization that continuously strives to make Halifax an even more attractive city in which to live, work and play.
Together, the approximately 1,600 member businesses and their over 65,000 employees, act as a single powerful voice through the Chamber to promote local business interests. The volunteer board of directors and chamber staff undertake initiatives by request of, and on behalf of our diverse membership.
The Chamber is the first in North America.
Recently the term “Pay it Forward” is being used a lot in the workplace or coming up in conversations with people when discussing voluntary work. For example, when I say to people, “I am giving back to my community”, consciously or not some people feel obliged to rephrase my statement by saying “Pay it Forward.”
Others have asked me what does "Pay It Forward" means?
It is the new language of choice for saying, “I am giving back to my community.”
So, what does this notion or idiom of “Pay it Forward” mean? In essence, if someone does a good deed for you, in turn, you will give back to someone else without expecting anything in return. Pay It Forward can be done anywhere but it must be done with the right mindset.
It must be altruistic, in honesty, with integrity and for the best intentions.
This concept started in 1851, when it was first referenced in a book by Robert A. Heinlein, “Between Planets” but became popular in the movie “Pay it Forward” in 2000, when Haley Joel Osment plays a young boy who develops the concept of “pay it forward” for his class assignment and started a chain of good deeds.
In essence “Pay It Forward” are selfless acts of good deeds you do because someone did it for you or simply because you believe it is the right thing to do.
Who Can “Pay It Forward”?
Anyone can Pay It Forward.
Organizations can collectively give support or funding to a community group.
Individuals can donate money but it can also be done anonymously.
Schools are great at Pay It Forward
Churches are often recipients but can also give.
What if I don’t have anything to give?
We all have something to give:
Just giving your time,
Sharing your knowledge, and expertise.
Giving someone guidance.
Helping someone shape their business ideas.
Mentoring a new member of staff.
Finding a young person to support.
Being a good citizen without expectations.
Giving up your seat for someone.
Letting the person go in front of you in the line.
Doing something in your community.
Do something for free.
Paying It Forward are simply acts of good deeds as a human being and citizen of the world.
I believe that every day I am the recipient of genuine, random or even conscious acts of kindness.
This can be in the form of a note from my family at home and abroad, friend or a former colleague.
Someone taking the time out of their busy schedule to send me a message – often from around the world.
Thanks to social media, people who may view my various platforms will send me comments, likes, congratulations and on occasions an invitation to speak or work inquiries.
Try “Pay It Forward” or give back to your community.
I am thrilled to be listed in the Nova Scotia Human Rights Commission's External Resources Training Roster. This is a major accomplishment to be recognized by my former employer and colleagues for my knowledge and expertise in the field. My passion continues to be ignited when I am working with people in organizations, institutions and diverse communities contributing to transformational and digital changes by empowering individuals in our workplaces to acquire new skills and remain relevant.
Thanks to ALL for this opportunity.
I continue to be inspired by my husband of almost 34 years. Today, at our Rotary Club Halifax Northwest, he returned and completed Part 2 of his talk "New Beginnings." One Club member commented that "it was the best talk he had heard in 20 years." And invited him to become a member. My take away "Major life decisions are not momentary incidents whose effects are like smoke disappearing after a while. The impact of such decisions flow throughout your life afterwards. Sometimes we are unaware but the impact influences our later conduct and thought." David Divine. I think this statement is so powerful. So proud of you honey.
Through timely innovation, strategic thinking and smart execution, the recipient of this award has built and managed one or more successful businesses over a period of 10 years. With a proven track record of growth, profitability, and industry leadership, this entrepreneur’s exploits have generated an uncommon degree of economic growth, and she has shown to possess the drive, managerial acumen and leadership traits that others aspire to have.
Thanks to the Centre for Women in Business (CWB), at the Mount Saint Vincent University for including me in their International Women's Day 2018, Breakfast Brochure. Sorry I missed the occasion because I was participating in another event.
I felt truly honoured and wish the Centre continued success in their efforts to be inclusive. I've always felt supported and valued by their team members. The CWB is truly a great place to learn about business.
Thanks Johanna for sharing this with me.
A great experience today. Meeting the Premier of Nova Scotia, The Honourable Stephen McNeil and Minister for the Status of Women, The Honourable Kelly Regan who were recognizing the work of women leaders in our community on the eve of International Women's Day, March 8, 2018.
Members of Diverse Voices for Change Halifax visited Province House today, March 7, to be recognized for their work to increase the number of women from diverse communities who are engaged in local government decision-making.
Chanae Parsons; Association of Black Social Workers
Huwaida Medani; HRM
Ann Divine; Black and Immigrant Women’s Network
Lorraine Whitman; Nova Scotia Native Women’s Association
Donna Standingready; First Nations woman of Dakota/Cree descent
Rana Zaman; Immigrant/ Migrant Women of Halifax
Minister Kelly Regan, Minister Responsible for Status of Women
Shelley Fashen; Department of Health and Wellness
African Canadian Women Doing Business - African Heritage Month 2018
This event was our third annual event in partnership with the Halifax Public Library and the Black and Immigrant Network Association to celebrate African Heritage Month. Many of our women would not normally have a platform to showcase themselves. Inviting women of colour to share their story and success in business has been empowering, enriching and rewarding.
Our speakers were Lezlie States, CEO, Maritime Elite Girls Basketball Academy, Amanda White, Quantity Surveyor and Crystal John, CEO for the Learning Centre in Mulgrave Park. Celebrating our success, sharing stories of triumphs, and failures has taught us that about the strength of our collective voices.
We were privileged to have prominent community leaders present including Ms Tracey Crawley from Crowning Glory Hair Salon. It was a opportunity ask questions, share answers and encourage the young business owners in the audience individuals like Jasmine Marsman.
The Black and Immigrant Network Association are hosting their 3rd Annual event, African Canadian Women Doing Business in Nova Scotia, celebrating African Heritage Month and honouring our Women Business Owner.
In collaboration with Ashanti Leadership and Professional Development Services, and the Halifax Central Library on February 22, 2018, 6:00 pm - 8:00 pm.
Meet our three guest speakers.
Crystal John, one of the few Executive Directors among us.
Amanda White, the first African Nova Scotian female Quantity Surveyor in the construction industry.
Lezlie Lezlie Carol States, founder, Maritime Elite Girls Basketball Academy.
They will be sharing their experiences and journey to success with us.
Join us for this exciting event. Please invite family and friends.
No registration necessary.
The Honourable Mélanie Joly,
Minister of Canadian Heritage,
is pleased to invite you, on behalf of the Government of Canada,
to a reception to celebrate Black History Month
on Monday, February 12, 2018, at 7:00 p.m.
(Doors will open at 6:00 p.m.).
This year's theme is "Black Canadian Women: Stories of Strength, Courage and Vision".
Refreshments and appetizers will be served.
A cash bar ($) will also be available.
Paid parking ($) will be available in the underground lot of the
Canadian Museum of History.
This invitation is valid for one guest only and is non-transferable.
Please note that ID will be required upon arrival.
Canadian Museum of History
RSVP before February 5, 2018
L’honorable Mélanie Joly,
ministre du Patrimoine canadien,
a le plaisir de vous inviter, au nom du gouvernement du Canada,
à une réception pour célébrer le Mois de l’histoire des Noirs
le lundi 12 février 2018, à 19 h
(les portes ouvriront à 18 h).
Le thème de cette année : "Femmes canadiennes noires : des histoires de force, de courage et de vision".
Des rafraîchissements et canapés seront servis.
Un bar payant ($) sera également disponible.
Des places de stationnement seront disponibles dans le
stationnement souterrain ($) du Musée canadien de l’histoire.
Cette invitation est valable pour un invité seulement et est non transférable.
SVP notez qu’une pièce d’identité est requise à votre arrivée.
Musée canadien de l’histoire
RSVP avant le 5 février 2018
Tenue de ville
I was honoured to join in the celebrations with friends and former colleagues at the Nova Scotia Human Rights Commission's 50th Anniversary. The NSHRC will always hold a special place in my heart and be credited for assinting in building and strengethening my professional career in strategic management and leadership development here in Nova Scotia, Canada.
As a woman of colour and immigrant it is often difficult to secure a position in management but the NSHRC recognized my talents (Micheal Noonan, Acting CEO and Krista Daley, CEO), by appointing me as Manager, Race Relations, Equity and Inclusion. This position enabled me to engage with staff, deputize for the CEO, report directly to the Minister of Justice , and train business owners and staff about human rights, change management and staff development through out the province. It enabled me to gain significant knowledge about organizational behaviour and design. Thanks to all those who contributed to my continued success.
Here is a great article from the National Post that highlights key points in the speech: http://nationalpost.com/pmn/news-pmn/canada-news-pmn/nova-scotias-past-wrongs-must-be-foundation-for-better-futurepremier