Where You Sit Is Where You Probably Stand (on Crowley-gate)

Last night’s teachable moment was a bust for me. My grandiose expectations in the days leading up to what was supposed to be a conciliatory meeting were steadily deflated. The meeting, which some viewed as a grown-up way of dealing with a tense issue that was blown out of proportion, was trivialized by many others. Commentators referred to the gathering as a “beer fest”, the “beer summit” and asked foolish questions about the types of ale the men would be drinking. These dis-missives were only the beginning.

Was it just me or was the actual meeting anti-climactic? The only stirring action was learning that Sergeant Crowley appeared at the White House with his attorney and his union representative. After it was all over, I wondered if I was watching the same press conference as Chris Matthews, who seemed to think that Crowley walked on air after the press conference. Seeing a different story than my brethren in White media has been my experience throughout Crowley-gate.

Most likely, if you are White you sided with Crowley. Even if you believed that Crowley may have gone too far, you wanted to see him survive. The will to see Crowley vindicated was clearly drawn down racial lines in the press I followed—your New York Times’, MSNBCs, and CNNs. With the exception of Lawrence O’Donnell, every white commentator who admitted to empathizing with Professor Gates’ and acknowledged how race plays a significant part in the criminal justice system, couldn’t wait to deride the President for talking out of turn on such a local issue. Some even called for him to apologize. Many didn’t talk about how the 911 recording (which didn’t mention race) turned Crowley’s race-riddled police report into fiction. Let’s face it, no one wants to look bad, and that’s exactly what officer Crowley did for many liberal White Americans.

So, after Crowley closed the book on this ugly chapter of his life with a lackluster press conference, his supporters—many of whom shared his race—were eagerly awaiting with three cheers. He was a natural! He could be a spokesperson for Blue Moon Beer! He may even have a career in politics!

Meanwhile, many in the Black community wanted more out of last night. From the outset, many sided with Professor Gates based on their reality of encountering overzealous police officers. Many cheered Obama for saying that Sgt. Crowley acted stupidly. They wanted more public dialogues on race. Instead, last night they saw a white guy get over again. Many saw Crowley, a man who abused the power of his badge, get a pretty cool reward—a beer with President Obama.

The only teachable moment for me was that even in “post-racial,” America where you sit as a race is probably where you will stand on an issue. Crowley and Gates were not the only two to walk away from last night’s event agreeing to disagree. The rest of America, polarized by race, dug its heels into the positions and sides they took on this issue, and as usual, our communities will continue to agree to disagree.

Workplace Diversity: What Happens When White Men Don't Want It

Thomas Friedman probably did not intend to offer any insights about white-male bias in yesterday’s New York Times Op-ed “59 is the new 39,” but the diversity consultant in me could not ignore how his underlying theme explained why diversity is a dilemma in Corporate America and law firms: diversity efforts fail when white men don’t give a damn about their employees of color.

Yesterday, Friedman gushed about how he identified with a 59 year-old golfer and how this affinity engendered a personal stake in the golfer’s tournament, writing, “…if you are a baby boomer you could not help but look at him and say something you would never say about Tiger or Kobe: ‘He’s my age; he’s my build; he’s my height and he even had his hip replaced like me. If he can do that, maybe I can do something like that, too.”

To a certain extent, we are all guilty of identity-bias. Friedman and I share a healthy bias in wanting to see those who we identify with succeed. (I’ll admit that every time I see President Obama’s popularity poll numbers slip, I wince.) However, white men, who are still the majority of executives and partners in corporations and law firms, can kill a diversity initiative if their identity bias is only based on physical affinity.

Almost every professional of color I featured in my book, “Recruiting & Retaining a Diverse Workforce: New Rules for a New Generation,” watched their senior-level white supervisor champion the success of a lucky-to-be-white guy. Whether senior white male executives identify with junior-level white men because they are reminders of their more youthful days or reminders of their children, the result is the same. Junior-level white men are getting better access to informal and formal mentoring.

A few years ago when I was giving a diversity presentation to a group lawyers, an earnest white male partner asked why associates of color tend to leave law firms after a few years. A recent study by Catalyst, the non-profit that conducts research about race and gender issues in the workplace, released a study last week that put statistics to the partner’s retention quandary. According to the study, 86% of women attorneys of color leave their law firms by their seventh year. Even more startling, all of the firms that participated in the study have diversity and inclusion programs. Why aren’t these programs working? It’s simple. Until senior-level white men take a stake in the success of their employees of color, their organizations’ retention and promotion efforts will fail.

When white male executives sincerely ask how they can keep more of their Black, Asian and Latino talent, I ask, how much do they really want them? If senior-level white men siphoned some of their identity bias toward the Asian man or Black woman in the office, racial diversity wouldn’t be an issue. More white male executives have to want their employees of color to succeed. More white male executives need to stop by the offices of their employees of color to check in and see how they are doing; give unsolicited and invaluable advice about career tracks; or make it their business to assign the next high-profile matter to a person of color. White men are capable of this type of obsession with another’s success. If you don’t believe me, just ask Thomas Friedman.

Why America Needs the Rage of the Privileged Black Class

After gathering the pertinent facts surrounding last week’s arrest of distinguished Harvard Professor Henry Louis Gates—reading the police report, reviewing Massachusetts’ disorderly conduct statute, and watching the Cambridge police’s press conference—I’m confident in my assessment. Sergeant Crowley acted stupidly.

Leave it up to Professor Gates—noted scholar and documentarian—to unknowingly stoke the fires of a national conversation about race and our criminal justice system. As many of us looked at the pictures of Professor Gates being carried out of his house in handcuffs, regardless of race, many of us could relate to his sense of indignation. After all, our home is our castle. Sgt. Crowley practically admitted that Professor Gates was not a threat when he wrote in his police report, “While I was led to believe that Gates was lawfully in the residence, I was quite surprised and confused with the behavior he exhibited toward me." However, he still decided to charge Professor Gates with the same statute that applies to a “common night walker,” “brawlers,” and “persons guilty of indecent exposure.” The only threat Professor Gates presented was a threat to Sgt. Crowley’s ego.

America needed someone like Professor Gates to “overreact” to Sgt. Crowley. The pictures that captured Professor Gates with his mouth wide open and handcuffed, captured his rage as a member of a privileged intellectual class. In sharp contrast to the no-named men and women who have kowtowed to the police to avoid bogus arrest charges, Professor Gates got loud with his arresting officer. Professor Gates’ prestige and stature brought a spotlight to the uglier side of police culture.

We live in a country where some police officers have gone wild and act like adrenaline cowboys. For instance, earlier this year, we watched the video of a Dallas police officer detain a distressed NFL player in a hospital parking lot as he pled to see a dying family member. Two years ago, we felt for Melissa Langston as a Tampa police officer slammed her to the trunk of her car and arrested her as she tried to explain that she was speeding to see her father who had just suffered a heart attack. For anyone who has ever felt disrespected by a nasty cop, Professor Gates is giving you the national voice that you never had.

Our country also needed to hear President Obama’s visceral response to the Cambridge police department. While some believe that the President should not have gotten involved in such a local issue, the reality is that the Gates arrest was not a news story until President Obama entered the scene. Who else could get our media obsessed with the issues of race and our criminal justice system? Who else could make this a teachable moment? Over the next few weeks, we are bound to have more community forums about the police and their relationship with the communities that are supposed to protect and serve. Given the opportunity for improved police-community relations, it’s actually a good thing that Sgt. Crowley didn’t know who he was “messing” with.