Danny Redfearn's father quotes, "Life is what happens when you make other plans." "Life" happened with a thud to Danny when he was 24 years old, sitting in a hot pool with friends out in the Wyoming wilderness, 10 miles from the highway.

As he tells it, "What happened was pure stupidity." He climbed over a retaining wall, dove from the edge into an empty swimming pool, and landed head first, breaking two cervical vertebra. In a few seconds, Danny Redfearn went from being "aggressively able-bodied," an avid skier, ranch hand, and part time logger, to permanent placement in a wheelchair.

He also went from having been an indifferent student in high school to a college student at the University of Arizona, where he first earned a bachelor's degree in biochemistry.

"I looked around for a more favorable climate for someone in a wheelchair, found the UA was one of the more accessible, and started school one year after my accident."

He has a secondary school teaching certificate in chemistry. "I fell into a job for IBM creating a large database of secondary school assessments in biology, physics, and chemistry."

Now Danny is on his way to earning a doctorate in educational psychology because his IBM experience led to a long-term, perhaps lifetime, interest in testing. He also is a member of the College of Agriculture Diversity Committee.

Danny handles the inevitable frustrations of being confined to a wheelchair with his customary independence and stubbornness. "Anymore, the serious frustrations are really very few.

"I have a streak of independence so wide, it causes me problems. I want to be able to say that I did it (college) the same as everyone else. So when I'm done, I will have qualified for my degree the same way as everyone else."

Diversity Day Celebration

The College of Agriculture Spring Faculty/Staff Meeting on March 27 will have a new focus. The Student Union Arizona Ballroom will have a fair-like atmosphere to explain and celebrate the College's diversity.

Multi-language greetings and music will greet guests. Booths will feature our diverse geography, ethnicity, international programs, and debates on diversity issues. The Third Street Kids, a musical and drama group of physically challenged young people, will perform.

"There will also be native storytelling, videos, ethnic foods and recipes, and a computer display of the Diversity's Committee home page," says Shirley O'Brien, head of the Committee. "We are trying to emphasize not only ethnic diversity, but also the great diversity of ideas, responsibilities and programs in our College."

Dr. Shirley O'Brien, associate director of the University of Arizona Cooperative Extension, (520) 621-7145.

Cherish Puerto Rico

Every person has a story that deserves to be told, and every story needs someone to listen. In the still separate worlds we live in, too many stories are not spoken; too many lives remain unheard. The unfortunate results are invisibility and ignorance, diseases that eat away to both the story subjects and their still-born audiences.

In the case of Puerto Ricans, many people have formed their images, if any, based on West Side Story and the media's occasional hurricane report. Ana Luisa Cardona tells the story of her favorite uncle, Eliseo Cardona, "a Puerto Rican Fulton Fish Market craftsman extraordinaire."

"I give brief words to one man's simple life."

A hardworking and devoted father and husband, Eliseo visited his extended family every Sunday. Before sharing his latest family gossip, he would demand a shot of his favorite Puerto Rican rum. The planning of countless gatherings included carefully orchestrated plans for getting through the happy event without a Tio Eliseo incident.

"The spice in an otherwise staid family, Eliseo was nonetheless well-loved for his blunt humor and cheer." He was the glue of a family whose 14 brothers and sisters spanned out across the island into the mainland. In death from a surprise heart attack, Eliseo's connective power was manifest again as first, second and third generations flew in tribute.

"Just a common story of a family and a man with whom you can perhaps connect. I believe we need to tell and hear many more simple human stories if we are to ever cross the great divides of ignorance which keep us thinking white men can't jump, all blacks can dance and Puerto Ricans are West Side Story.

Ana Luisa Cardona, Lansing State Journal, 1/14

Enemy Within: Racism

Two recent books paint a bleak picture of life in America's 21st century. Columnist/commentator Carl T. Rowan predicts a major race war. International affairs Georgie Anne Geyer says our common thread of citizenship is nearing the breaking point.

They offer cogent arguments why we should be concerned about the volatile state of race relations and immigration. And they should open the door for debate of these highly controversial but deeply critical subjects by all of us who live with these realities every day.

In "The Coming Race War in America" Rowan says racism has not been as rampant since the Civil War and soon could reach incendiary proportions. He lists examples: Black church burnings; Economic inequality; Assaults on affirmative action and welfare; Emergence of white and black supremacists; Radio talk-show hosts who incite whites against minorities; A criminal justice system that minorities believe works against them.

All in all, Rowan says, a recipe for chaos unless we change course.

Geyer's book "Americans No More" doesn't foresee a race war. Geyer says the nation's increased sensitivity to ethnic and cultural diversity is driving Americans apart. Many immigrants no longer seem to aspire to the ideal of American citizenship. Instead, they remain in ethnic enclaves, speaking their native language and enjoying the rights of citizenship without a sense of unity with the responsibilities that go with it.

Despite the authors bleak outlooks, they found signs of hope in the last elections.

Five black incumbents were reelected in deep South majority-white districts redrawn after Supreme Court decisions against grotesquely drawn districts to assure black majorities.

Voters in overwhelmingly white Washington state elected their first Asian-American governor, Gary Locke.

Newly registered Hispanic-American voters provided critical votes in many elections.

Richard Benedetto, column in USA Today, 12/2

Workstyle Diversity

"Please, don't put Bill-the-perfectionist on this project." "Mary thinks she's everything should be her way." "Jim and Sue are so super-sensitive, they always take offense and get mad." "Tom only works alone; he won't cooperate."

The other diversity differences in values, workstyles and temperaments is often equated as "difficult and disruptive" rather than a source of greater creativity and productivity. Organizations are sincerely educating about cultural and racial diversity, while increasingly intolerant of individual values and styles.

Rumors about lay-offs, frustrating new technologies, assignment to cross-functional teams, or resistance to the latest reorganization plan cause stress. Interpersonal conflicts grow along with the ulcers.

Another trend is a general mood of disrespect and intolerance that characterizes modern life. Put-downs, name-calling, a bashing and trashing attitude exemplified on radio call-in shows, TV sit-coms, bumper stickers, T-shirts, and debates on the political trail. The attitudes are taken to the workplace.

To counter these trends, organizations need to cultivate an understanding and appreciation of different workstyles. For example, some people might write a report by scribbling down everything that comes to mind, editing later. Others begin with an outline, then write a first and final report. Some gather mountains of data before making a recommendation. Others go on intuition first, then collect the statistics and make a recommendation.

The problem is turning differences from minuses to pluses. It begins with the realization that "my way" is only one way. Most employees never have considered their values in an analytical style. Knowing where a coworker or team member is coming from leads to knowing better how to work together.

Tod White, Blessing/White, Princeton, NJ, 1-800-222-1349 in "Managing Diversity" 6/96

Diversity Practices Survey

In 1995 Microsoft initiated a survey, co-sponsored by other computer corporations, to compare diversity efforts. They found that no company had reached their desired levels of representation of either women or people of color, particularly at senior management levels. In fact, only seven of the 20 companies surveyed had been working on diversity issues for more than a few years; eight companies had no formal diversity programs.

Companies with sustained diversity efforts have a clearly identified "business" reason for supporting their programs. They want to gain a competitive edge, become the employer of choice while serving diverse customers and conducting a global business.

According to the survey, building a successful diversity effort requires commitment from three groups: senior management, employees and human resources staffs. No single set of best practices exists. "One-size-fits-all" does not work, either for members of a diverse workforce, or for different organizations.

Most diversity initiatives are still involved with recruiting the workforce, and pay less attention to retaining employees. Few companies have targeted development programs or formal mentoring programs. Turnover rates continue to be high, and promotion rates low, for "non-traditional" staff members.

Susan Adler Funk, president of The Diversity Difference, 206-745-1188, Mosaics 10/96

Resources

Five-State Multicultural Conference, co-sponsored by Kansas State University Cooperative Extension, on March 20-21, in Garden City, KS, to benefit professionals who work in multicultural settings in the public and private sectors. For more information, call Carol Young, 316-275-9154, e-mail: cyoung@oznet.ksu.edu or check website: http://www.gcnet.com/gccc/multicultural/

Conference on "Pedagogy of the Oppressed," on April 17-19, at the University of Nebraska in Omaha, with registration fee of $139. For more information, call Rita Shaughnessy, 402-595-2350, e-mail: pedagogy@unomaha.edu, website: http://www.unomaha.edu/~ccswww/ccs5g.html

Scholarships are being offered to Black, African-American female college students by the Tempe Alumnae Chapter Scholarships. They are available to graduating high school, undergraduate, and graduate students, with awards ranging from $200 to $500. March 1 is the postmarked deadline for applications, sent by regular mail. For more information, contact the UA Scholarship Office, 520- 621-2023.

Book entitled "Travelers Through Time and Space: Multicultural Activities for the Computer Classroom," by Gail Marshall, published by the International Society for Technology in Education. For information, contact Jean Hall, 503-346-0661, e-mail: HallJea@oregon.uoregon.edu.

"Catching the Wave of Workforce Diversity: Powerful New Skills for Managers," is a new book by Dr. Joy Bodzioch. Copies are available for $14.95 from BookPartners, Inc., Box 922, Wilsonville, OR 97070; call 503-682-9821.

Websites of interest: Scholarships, internships, grants, for predominantly graduate students: http://http.tamu.edu/~gac3280/.money_html/dollar.html

Also website: The African American Internet Desk Calendar, George Jenkins: http://home.earthlink.net/~ekistics10/

Quote of the Month: Betsy Hart

"A society that champions freedom-including a free marketplace-will provide the greatest opportunities for all of its members. The extraordinary gains women have made in just the last few decades is just one proof of this truth. But there will be different outcomes for individuals even when all are treated equally, and such differences should not instinctively be seen as the result of discrimination."

Betsy Hart, a former White House spokeswoman, for the Scripps Howard News Service

Vision: To affect positive change in the CALS community by valuing differences and building respect.

The University of Arizona is an equal opportunity, affirmative action institution. The University does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or sexual orientation in its programs and activities.

Content Questions/Comments: Billye Foster (billye@cals.arizona.edu) or Steven Crofts (scrofts@cals.arizona.edu)
Last Updated: 05/16/2005