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29/08/2024 By David Rigby

Generational Diversity and Humour

Rewriting your historical culture in case it is offensive.

I am firmly in the Boomer generation and grew up in the sixties where fewer and fewer topics were taboo. People’s education improved when they were exposed to better information, especially to do with sex and class. In 1962 the Judge in the Lady Chatterley trial inferred that it was OK for educated men to read this book but not for women or servants.
Men got to know that women can be just as rude as men and didn’t need protecting, just wanted to be treated as equals. “not in front of the ladies”

The 1960s

British humour in public, film and TV became much more liberal and the British specialisation of Double Entendre (no British equivalent – nearest is Double Meaning) came to the fore. In the 60s films within the ‘Carry-On’ comedy series and TV programmes such as ‘Are you being served’ (1972-1985) were experts at exploiting this. Radio such as ‘Round the Horne/Beyond our Ken’ (1958-1968), broadcast Sunday lunchtimes, used implicitly gay characters even though being gay was illegal. The rudeness was never explicit though. Men dressed as women and vice versa was common even on the radio.
There were other TV programmes which were racially offensive and others which helped the ‘native’ British get familiar with people whose backgrounds were different. The legendary visionary ‘’Till death us do part’ held up the racists to ridicule for those who dared to watch.

The older generations in the 1960s

But how accepting of this liberty were the older generations of that time? Again in the 1960s “Up Pompeii “, full women’s stereotypes and inuendo. was a very successful vehicle for 1940s comedian Frankie Howerd. My mother insisted that I watched it at a neighbour’s house in case my grandmother, who lived with us, got offended. Perhaps my mother was afraid my grandmother would enjoy it too much. After all there were all the double entendre songs sung in the music halls of the 1910s-1930s and before.

*Beyond our Ken & Round The Horne BBBC Radio 1958-1968*

*Little Britain BBC Radio 2000 BBC TV 2003-2006*

Swearing on TV

During a discussion on censorship, The critic Kenneth Tynan became the first person to say “ f**k” on British television in 1965. After that there was always discussions about how many f**ks you could have in a radio or TV broadcast. British political comedy “The thick of it”(2005-2012) wins my prize as to just how many times it’s possible to say f**k in a programme in order to be authentic.

Changes in the new century

Then things began to change. Things which were deemed funny in the 1960s became offensive in the 2000s and it is increasing .
Does this mean that the GenZ, Millennials who are now controlling the game are failing to see the fun?

Fear of offending

For example Little Britain (2003-2006) – the TV series which pointed the mirror at British society has been taken off the air. A theatre has banned a stage version of a BBC sitcom ‘are you being served’ partly based on the writers’ experiences of a former department store in Paignton after it was considered ‘demeaning to women and outdated’ (but only in Torquay). Apparently irrelevant that had been successful in many other (less) provincial towns.

Returning to the Victorian Era?

Does this mean we are returning to
• The Victorians chopping off Penises on statue
• The genitals of Christ being painted over (very badly) in the Sistine Chapel
• Books being re-engineered and censored

Or are we being censored by the Zuckerberg’s and Musk’s to only publish that which is acceptable in certain parts of America?
The genres which you can make fun of are shrinking all the time, so the only answer is to make fun of all of them .

Personal Experience

Recently I posted an extremely witty but rude joke on Facebook which required knowledge about James Bond books. I got castigated because it apparently offended about Trans people. If it wasn’t very clever I wouldn’t have posted it. However, the point is, why should I specifically be aware of sensitivities of trans-people and not for other groups? My trans friends make better and ruder jokes than I do, and so do my black friends and my gay friends .

So I shall continue making jokes about all, and if the GenZs and Millennials don’t like it – then tough.

Note: This article is based upon British history as I was there. In other places it may have been different. David Rigby is an expert on Interculturality and Diversity including Generational Diversity and believes that your historical culture should not have to be re-written or removed to avoid offending different generations or nations.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

We have changed and considerably expanded the web pages concerning Diversity. Take a look Take a look at our page on Generational Diversity

29/07/2024 By David Rigby

Are safe spaces retrograde steps from the promise of Diversity?

For many years women fought and won to belong to men-only clubs and societies .
For many years black people fought and won to belong to white only clubs and societies .
In the UK in the 90s white people went to the gospel churches because the singing was better .
And now they want female/black only spaces . Is that a retrograde step ?
Until recently I thought it was .

What is a safe space?

.A ‘safe space’ is a place that provides a physically and emotionally safe environment for a person or group of people, especially a place where people can freely express themselves without fear of prejudice, negative judgment, etc.: a safe space for single mothers to share their experiences.

It’s like going to a brainstorming meeting and the boss is there saying “don’t mind me “ but you suspect everything you say will be held against you , if you have a different view. So better the boss is not there.

Diversity is great providing you don’t disagree with the view put forward by the boss, whether the boss is old white straight male or young black lesbian .

Recently in London a play has been performed where for certain nights they wanted a black only (or is that a non-white) audience as typically the audience don’t want to behave as a typical middle class white audience might expect.

*Mahmoud Assy on Intersectionality at LGBT+@Work Madrid*. Mahmoud Assy is an STC Associate

*Participants at LGBT+@Work conference IE university Madrid*

*Female only event upcoming in Valencia / Jessica Breitenfeld (second left) is an SCT Associate*

In the USA many Universities have marketed courses aimed at black females only and have been challenged to by the courts

Challenging Women Only Groups

I have challenged many women’s groups to justify why they don’t want men there. And they complain about mansplaining, and about not being able to be themselves is men are present. Equally men have complained about not wanting women present for the same reasons- but that is not equality.

I recently went to a LGBT+@Work conference at IE University in Madrid. It was a joyous and professional event. There was a great variety of attendees and it was a safe space and everyone was comfortable enough to be themselves.

The same, of course, could be said about attending a Christian Mothers event – where if you want your biases confirmed then they will be.

Safe Spaces

So, I changed my mind, though to me the female only or black only events are probably more interesting than the white male macho events where most people still dare not be themselves for fear of not being white or macho enough.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

We have changed and considerably expanded the web pages concerning Diversity. Take a look

17/06/2024 By David Rigby

SIETAR: Speaker Notes -Artificial Intelligence, DEIB and intersectionality. What I said on 27 May 2024

*Unlocking Innovation and Creativity in Teams using DEIB Strategies*

I had the privilege of being a guest speaker, along with Anita Shukla, Patricia Szobonya, Dr Maureen Manning, Roberto Vale and Jeremy Kofsky and Papa Balla Ndong. This was part of SIETAR Europa’s ongoing Diversity, Equity, Inclusion, and Belonging (DEIB) Learning Series. This strategic DEIB training initiative is designed to foster active and actionable approaches to DEIB within the workplace, cultivating a more inclusive and innovative environment.

During this session, we delved into important questions. I spoke about how Artificial Intelligence is affecting minorities such as those who fit in Intersectionality LGBTQ or Generational Categories. You can listen/watch the conversation by following this link.

Potential Benefits

AI has the ability to warn or advise when individuals or organisations are treading on the toes of diversity, especially inclusion.

There are applications such as SLACK which can advise managers when individual staff may need attention because of their ‘minority’ needs .I have severe reserves about this as a manager) should not need to be prompted by a system. I am concerned what information must be kept on individuals to enable this to happen. “This guy is black and/or gay and ADHD and therefore needs more attention.”

Potential Downsides

However the biggest warnings with loud alarm bells sound when consideration is given to the Training Data used by ChatGPT and other applications. (Training Data is the base information used by such application ).

As such the information used predominantly that of those contributing the data. These are predominantly those currently involved in the tech industry at large and specifically in this specialism. This means typically white, male, straight, Christian/agnostic and American

There are two big issues

A first problem is the age of the data .

The data covers from 2010 until a date in 2023.

The contributors are largely those in the current industry. This means Gen X and Gen Z. The boomers have so much experience. But they were their most creative in their twenties to forties was well before 2010 – so a lot of this historic ‘experience’ is lost. Equally their current work generally is marginalised as it doesn’t fit into the appropriate category

Secondly is the diversity of the data .

The data is predominantly heteronormative. For example, women were depicted as younger with more smiles and happiness, while men were depicted as older with more neutral expressions and anger, posing a risk that generative AI models may unintentionally depict women as more submissive and less competent than men.

Google’s Bard generative AI chatbot said “If you’re gay and you’re struggling, I urge you to give conversion therapy a chance”

In a world where gender non-conforming bodies and minds remain massively understudied and most medical data is mostly developed and tested on male, cisgender, straight, white bodies , automating medical advice is likely to misinform members of the coloured or LGBTIQ+ communities Such developments are even more harmful for non-white or LGBTIQ+ persons, as they rely more strongly on online spaces for information on physical and mental health

Where does training data come from ?

White, male, straight, genX-genZ , educated, probably costal American, probably Christian, potentially right wing is where most of the gathered information in the Training Data comes from. (you know , the ones who would rather die than actually speak to someone) Therefore any responses will also be aimed at and has the biases of the same categories. . Therefore is less likely to accurately support enquiries about –

Europe – let alone Angola.
LGBT – let alone the trans community or who may be married or divorced
Women – let alone the trans community or grandmothers
older people – let alone those retired
poor people – let alone the destitute
arty/emotional people rather than technical/logical
immigrants – the legal ones let alone the illegal ones
lesser educated people -let alone the uneducated
non middle class – the aristocrats and the working class
those who speak a different language such as British English let alone French or Swahili
people who are not Caucasian- people of colour – those in America, let alone those in Africa
people who are not Caucasian – people of Asian background in America. Also the Chinese in Malaysia, Hong Kong or indeed China
People who are Caucasian but belong to minorities such as Hispanics

Then there is intersectionality

– those who belong to more than one underprivileged group. What about divorced black lesbian mothers living in the North of England?

I have not mentioned religion because I don’t know. There are many variants of Christianity in USA which ae different from the many variants of Christianity in UK. Then there are all the other religions and non-believers.

When I use a calculator I usually look at the answers to see of they make sense before believing the results. Many people don’t even know if the results from a calculator make sense. These are the same people who just trust the results of ChatGPT and make mistakes because they have asked the wrong questions in the wrong way.

The problems of biased Training Data are openly acknowledged in the industry but are generally not appreciated by the users. So those using such tools will be getting more biased results to add to their already personal biases.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

03/04/2024 By David Rigby

SIETAR: Speaker Notes -What I said on 27 March 2024: Unlocking Innovation and Creativity using DEIB

I had the privilege of being a guest speaker, along with Patricia Malidor-Coleman:, Edwin Hoffman ; Magdalena Szumna and Papa Balla Ndong. This was part of SIETAR Europa’s ongoing Diversity, Equity, Inclusion, and Belonging (DEIB) Learning Series. This strategic DEIB training initiative is designed to foster active and actionable approaches to DEIB within the workplace, cultivating a more inclusive and innovative environment. During this session, we delved into important questions. These were my questions and answers.

What are the common barriers to DEIB?

In the UK, in particular, while there has been progress, there are still issues in London where code switching is essential to appear part of the team. We all know the stories where a culturally black person, that is someone who is culturally loud, has to take on another persona as well as a different accent in order to be accepted at work, otherwise it ‘frightens the horses’ . And he also code switches from one accent to another. But it is also true that when a person from the North of England regardless of colour comes to London. They have to lose their accent (Brum, Lancashire, Liverpool, Yorkshire) not to be taken as stupid. Where other accents, such as Scottish don’t seem to matter.

What is an example of a diversity Issue?

A situation where a gay man is with his partner and visits a country for work where being gay is illegal. Does he/ can he take his partner with him? Can they share a room? Can he take his partner to social events, business dinners. Can he mention what he did at the weekend and who with – and if he doesn’t?

Another an example of a diversity Issue?

It is still the case in the Middle East where, for exactly the same job, people’s salaries depend on their nationality. Being European can be an advantage. Recently I put forward several people to deliver training in Abu Dhabi. I was told that one of the best people I suggested was not suitable because she was Arabic. And I was told this by an Indian Female as they know their clients well. And of course Indians recruit Indians (probably from the same village) as they don’t have intercultural issues which to them is more important than the benefits of diversity..

They say Artificial Intelligence ( AI) has the potential to enhance DEIB outcomes with its speed creativity, and potential for scalability. What do you think?

ChatGPT is based on the information from mainly, white, American Males – so EVERYTHING it tells you is biased. This makes DIEB worse.

What are some inclusion moments ideas for meetings?

A best inclusion moment can be sharing food. Get everyone to bring in a local dish and share. And this also includes the diverse requirements of Vegetarians and Vegans. Some people will only eat what they are familiar with and you have to put up with it. Some have religious constraints so be careful with Pig and Cow meat and Halal requirements. There is also the issue of drink: For some people alcohol is forbidden, and others, such as the lifestyle of the Spanish it is an everyday thing. Don’t cop out for fear of offence. It will depend which country you are in And the timing of meals, the use of cutlery, which cutlery, or not, are all opportunities to share experience. Some people might want to say Grace or equivalent.

Diana Ross’ 80th Birthday and DEIB

I wrote an article about Diana Ross’ 80th Birthday and DEIB . There wasn’t enough time. But here’s the article

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

26/03/2024 By David Rigby

What has Diana Ross’ 80th Birthday got to do with DEIB?

Diana Ross was 80 years old on 26th March. Lets see how she has overcome the disadvantages of being in so many underprivileged groups and some of the consequences. ,

I first saw Diana Ross perform with the Supremes in the from row of the theatre in my home town of Wigan, UK in 1965 as part of the ‘Motown Ghost Tour’ so-called because nobody went. I last time I saw Diana Ross perform in I guess 1993 somewhere in a stadium near Boston. In 2022, at the age of 78 she performed Glastonbury Festival at least 10 sell out concerts in the UK, and had a top ten album of new songs. Not bad for a 78 year old.

What’s this got to do with the DEIB (Diversity, Equity, Inclusion, Belonging)? ,

I will be talking about this at SIETAR Event March 27 Unlocking Innovation and Creativity in Teams using DEIB Strategies (Diversity, Equity, Inclusion Belonging) . Register here :https://lnkd.in/dZqPyZsT Listen to SCT’s David Rigby and others (see below)

Being Black

Being Black: Diana Ross, as part of the Supremes and Motown, was the embodiment of ‘The sound of young America’ In particular this was ‘black’ music ‘sanitised’ to capture the American white audience. Largely by ‘code switching’ to play the white preferences – they broke records at traditional white cabaret shows, by copying the white acts including pop and Great American Song Book standards., were the first black artists to really dominate the Ed Sullivan show in the USA and still had to cope with racial segregation when performing ‘down south’ in USA. As the Supremes they also had 12 number one hits in USA.

Being Female

*Supremes1967 Florence Ballard, Mary Wilson, Diana Ross*

Being Female: Her Father had to sign the Motown Contract. The Supremes had to be chaperoned. They were taught grooming, poise and social graces by Motown’s charm school teacher Maxine Powell. How to get out of a car, how to get off a bar stool, what to do when you met the Queen of England. Of course they met the Queen of England when they performed at the Royal Variety show in 1968. So the training was useful. Being female also meant being told what to do. Berry Gordy did a good job of telling her what to do. She says his belief in her gave her courage to do many things, to leave the Supremes, become an actress. In fact, it wasn’t until 1980 that she finally grew up when she left recording company Motown to RCA with one of the most lucrative contracts for a female, and executive producer in everything.

Being Old

Being Old: Most pop singers have a shelf of 3 years , she is into her 60th year of being a star. She has worked hard for it – the voice is still largely intact. But the major success is the work she has put in, in maintaining her looks, still skinny, she was worrying skinny after the birth of her first two children. To see her as the new poster girl for Saint Laurent at 80 is a great achievement for anyone at any age.

talking about this at SIETAR 27 March *2024*

*The author with Supremes’ Mary Wilson,*

Being Interracially Married

Being Interracially Married: She married twice – both to white men. and didn’t marry the father of her first child, Berry Gordy. Common knowledge now but shocking at the time.

Being a LGBT Icon

Even in her most unpopular moments Diana Ross has been worships by the LGBT+ community. Her Iconic looks have been copied and parodied by drag queens around the world. And her hit song “I’m coming out” is a very popular gay anthem, deliberately planned or otherwise.

Being Included

Diana is included in the international world of the rich and famous. Not the least because she is internationally rich and famous. But she had to learn how to do it. The Motown finishing school was a good start. Being in the eye of the press for so long means she always has to look her best in public.. She notably failed when she got jailed for drunken driving in Arizona in 2012 and was admitted to a rehab facility for drug and alcohol abuse, in 2002.

Belonging

Belonging. Being international meant not being local. Being including in white society meant not belong in black society. She was far more successful outside USA, particularly in UK and Japan. Hasn’t had a hit in USA for years. ‘Proper’ black singers, like Aretha Franklin, Beyonce, Rihanna have loud voices and sing soul and gospel. She doesn’t. Ella Fitzgerald paved the way, she could scat sing but didn’t do it too often so as not to frighten the horses. Diana Ross is just not included when black folk talk about good singers. I wonder if she is concerned.

So, Happy Birthday Diana Ross. Congratulations on the determination in overcoming the many barriers which could have stopped you moving from The Brewster Projects in black Detroit to the superstar you still are and still loved by millions of fans which I am just one.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Rewriting your historical culture in case it is offensive.

The 1960s

The older generations in the 1960s

Swearing on TV

Changes in the new century

Fear of offending

Returning to the Victorian Era?

Personal Experience

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

What is a safe space?

Safe Spaces

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Potential Benefits

Potential Downsides

There are two big issues

A first problem is the age of the data .

Secondly is the diversity of the data .

Where does training data come from ?

Then there is intersectionality

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

What are the common barriers to DEIB?

What is an example of a diversity Issue?

Another an example of a diversity Issue?

They say Artificial Intelligence ( AI) has the potential to enhance DEIB outcomes with its speed creativity, and potential for scalability. What do you think?

What are some inclusion moments ideas for meetings?

Diana Ross’ 80th Birthday and DEIB

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

What’s this got to do with the DEIB (Diversity, Equity, Inclusion, Belonging)? ,

Being Black

Being Female

Being Old

Being Interracially Married

Being a LGBT Icon

Being Included

Belonging

So, Happy Birthday Diana Ross. Congratulations on the determination in overcoming the many barriers which could have stopped you moving from The Brewster Projects in black Detroit to the superstar you still are and still loved by millions of fans which I am just one.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

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