Cautionary Tale

On a cool Saturday morning in November of 1978, my dad and I embarked on what had become one of our cherished weekend rituals—our trip to Long Beach to visit Builder’s Emporium. As we cruised in his gleaming new truck, our conversations flowed as easily as the road beneath us, ranging from home projects to my growing anticipation for the upcoming Thanksgiving feast. At 13, my mind was alive with dreams of turkey, stuffing, and my mom’s signature white cake with pineapple chunks and coconut sprinkles.

In that blissful moment of anticipation and routine, I had no inkling of the seismic shift about to occur in our world. Upon returning home, the air was heavy with an unfamiliar tension. My mother, with a pained expression, revealed the tragic news she had received—Maria Parker, a dear family friend, had lost her mother and nephew in the Jonestown tragedy.

The Jonestown massacre, a name now infamous in history, was bewildering to my young mind. The television was not showing the Saturday morning cartoons I expected but instead a somber news report detailing a sorrow that stretched far beyond what any child should comprehend. Over 900 lives had been lost to the sinister whims of Jim Jones and his delusions veiled as “revolutionary suicide.”

This event became a poignant turning point in my childhood, a stark introduction to how devastatingly real the world can be, even beyond the bubble of safety created by family. The lesson imparted by my parents—to confront rather than shy away from harsh truths—remains with me as an indelible life lesson.

Recently, in conversation with my uncle Melvin, he recounted seeing Jim Jones at a Bay Area event. He noted Jones’s undeniable charisma, an attribute that initially hid his dark motives. This realization emphasized the enduring danger of blind allegiance to misguided figures masquerading as saviors.

The Cautionary Tale

Today, I find myself reflecting on that cold November morning, feeling the eerie familiarity of history threatening to repeat itself. Society seems entranced by individuals displaying harmful behaviors, convicted felons who hold sway over masses despite glaring faults. As I watch these troubling tendencies unfold again, I am haunted by the echoes of Jonestown—a community of well-meaning people lost to the allure of misguided zealotry.

Let this recollection serve as a cautionary tale. Blindly following someone—no matter how captivating their persona—can lead to devastating outcomes. It’s crucial to maintain a critical perspective, to question and challenge, to prevent history from repeating its darkest chapters. As I write this, I hope to spark vigilance against those who, with the guise of charisma, lead others down a path fraught with peril.

Watching blindly loyal masses in our present time is as sad and scary as that fateful Saturday when I first encountered the true darkness humans can follow. To those witnessing today’s unfolding stories, let us heed this warning and remember: the cost of ignoring history is far too great to bear again.

The Bridge is a section of the STM Daily News Blog meant for diversity, offering real news stories about bona fide community efforts to perpetuate a greater good. The purpose of The Bridge is to connect the divides that separate us, fostering understanding and empathy among different groups. By highlighting positive initiatives and inspirational actions, The Bridge aims to create a sense of unity and shared purpose. This section brings to light stories of individuals and organizations working tirelessly to promote inclusivity, equality, and mutual respect. Through these narratives, readers are encouraged to appreciate the richness of diverse perspectives and to participate actively in building stronger, more cohesive communities.

https://stmdailynews.com/the-bridge

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Read more about Jonestown here: https://en.wikipedia.org/wiki/Jonestown

Andrea Carter, Adler University

Diversity, equity and inclusion efforts have become increasingly visible in U.S. workplaces, especially over the past five years. However, DEI has recently come under attack, with companies scaling back their DEI plans.

As a professor of organizational psychology, I believe businesses should refine rather than abandon these efforts. Introducing a powerful concept, “belonging,” could hold the key.

Although people mistakenly use “belonging” and “inclusion” interchangeably, their differences matter a lot – and can have a significant impact on employee satisfaction and organizational success.

What DEI is and why it’s struggling

Diversity initiatives have a long history in American workplaces, but it’s only recently that “DEI” has become a buzzword. DEI refers to policies and initiatives implemented by organizations to ensure fair treatment of and full participation by all people.

Adoption of formal DEI programs has seen significant growth. In 2019, around 64% of organizations had some form of DEI initiative. By 2023, this rose to 89%, demonstrating a clear upward trend.

Research shows that companies with diverse teams are 70% more likely to capture new markets and are 87% better at making decisions. Additionally, 85% of CEOs report diverse workforces improving profitability. Despite this, a trend of businesses and schools significantly or completely eradicating their DEI initiatives has become prevalent in 2024.

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What happened? While external factors contributed to the backlash, including political pressure and a changed legal environment, research suggests that problems with how DEI is conceptualized and practiced also bear a fair share of the blame.

Misunderstanding DEI

While diversity and inclusion are often well-intentioned, many organizations that approached change initiatives solely through diversity metrics have failed. Effective DEI strategy focuses on learning and development, mentorship, and allyship, extending beyond race and gender. The challenge comes from narrow views of DEI, driving oversimplifications and zero-sum thinking.

For example, people have multiple intersecting identities, with complex traits that often depend on social context. But some DEI efforts ignore that complexity, reducing employees to a single category, such as gender, race, age or disability status. That leaves people, regardless of whether they feel included in “ingroups” or “outgroups,” feeling diminished.

Similarly, research shows that people’s actions and opportunities are strongly influenced by their environment. But too often, DEI efforts place the responsibility for growth entirely on individuals. That actually reinforces people’s biases because group dynamics and social structures shape collective behaviors.

When models fail to distribute accountability and responsibility effectively, collective behavior will uphold toxic environments.

To be fair, not all organizations have fallen into these traps. Those with leaders that adopted a more contemporary understanding of power and bias have developed more effective strategies for employees to thrive.

My research suggests that for DEI initiatives to succeed, respect and fairness must be present. These requirements are rooted in the foundations of belonging.

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DEI’s evolution: Integrating belonging for lasting impact

While belonging is related to inclusion, research shows it’s much more than just a synonym.

Inclusion may focus on being seen, accepted and valued within a team or community. Belonging goes deeper, involving a genuine sense of connection and identity within a group.

To truly experience belonging, it’s not enough to feel included; my research shows that five critical indicators must also be present.

These elements ensure that individuals feel a deep, meaningful attachment to the group, which inclusion alone cannot fully achieve. This distinction underscores that belonging is a unique and essential experience, distinct from inclusion, and critical for fostering a truly cohesive and supportive environment.

So what are the five indicators of belonging? They are comfort, connection, contribution, psychological safety and well-being, and all of them can be measured.

When an environment is high in each of the five indicators, and the measured gap between the ingroup and outgroup is low, it suggests an environment where responsibility for creating opportunities to thrive are shared and balanced. Let’s unpack these concepts:

1. Comfort. When an organization is high in comfort, people feel seen for who they are. This requires them to accept that others have complex, sometimes contradictory identities, and to adopt a mindset of awareness. Perhaps counterintuitively, achieving comfort requires being a little uncomfortable, too. That’s because respectfully seeing and being seen means acknowledging other people’s discomfort.
2. Connection. Connection is the need to be known and trusted. For an organization to score high on connection, people will be aligned on values and goals. Connection creates a shared sense of responsibility and accountability. This shared responsibility is a foundation for empathy, since trust and fairness are born from understanding and empathizing with the social and emotional needs of others.
3. Contribution. An organization high in contribution values its members for the unique and diverse attributes they bring to the table. In belonging environments, an individual’s contribution is evaluated through curiosity and openness; ideas and perspectives are shared to influence and challenge the status quo, driving innovation and creativity. When someone is genuinely acknowledged for their contributions, both they and their team feel fulfilled.
4. Psychological safety. When a person is genuinely accepted into a group, making a mistake or even failing is seen as a chance to learn and grow, not an opportunity to shame, blame or exclude. This is the essence of psychological safety. In cases where people’s perspectives are dramatically different, psychological safety requires everyone to reflect and put themselves in the shoes of the other to respect their differences and be accountable for behavior.
5. Well-being. In an organization high in well-being, members’ experiences are considered and cared for. This requires everyone to share responsibility for caring for individuals, groups, teams and the organization as a whole, each with their authentic needs.

Belonging, based on my research, is not just a buzzword; it’s the bedrock of a thriving, innovative workplace. Leaders who understand this and take action can enhance individual well-being while unlocking the full potential of their teams.

By committing to building environments where the indicators of belonging are prioritized, leaders can ignite passion, loyalty and excellence in their workplaces.

Andrea Carter, Adjunct Faculty in Industrial and Organizational Psychology, Adler University

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This article is republished from The Conversation under a Creative Commons license. Read the original article.

The Bridge is a section of the STM Daily News Blog meant for diversity, offering real news stories about bona fide community efforts to perpetuate a greater good. The purpose of The Bridge is to connect the divides that separate us, fostering understanding and empathy among different groups. By highlighting positive initiatives and inspirational actions, The Bridge aims to create a sense of unity and shared purpose. This section brings to light stories of individuals and organizations working tirelessly to promote inclusivity, equality, and mutual respect. Through these narratives, readers are encouraged to appreciate the richness of diverse perspectives and to participate actively in building stronger, more cohesive communities.

https://stmdailynews.com/category/the-bridge

Following the second annual Ambition Accelerator Summit, 24-year-old changemaker Victoria Lamar receives $25,000 in funding to help excel her education-focused initiative.

IRVINE, Calif. /PRNewswire/ — Taco Bell Foundation and nonprofit partner Ashoka announced today the top changemaker in the second Ambition Accelerator Summit, hosted at Taco Bell’s headquarters in Irvine, Calif. Victoria Lamar pitched Securing Degrees, a national scholarship coaching platform that helps students alleviate the financial burden of higher education, winning the challenge and receiving a $25,000 social impact grant.

Changemaker Recognition

The prize funding will enable the Atlanta-based initiative to expand and provide additional resources to students aged 17 to 22, especially those from underrepresented communities. Since 2018, Securing Degrees has assisted over 4,000 families in securing $20 million in scholarships, ensuring debt-free education. Students on the platform are provided access to experienced coaches who help identify scholarships, craft compelling narratives, and meet application deadlines.

“Participating in the Ambition Accelerator program has been a transformative experience,” said Victoria Lamar, the 2024 Ambition Accelerator grand prize recipient. “The support and resources provided are empowering me to drive meaningful change and will allow me to take Securing Degrees to the next level. I’m excited to see the positive impact Securing Degrees can make with the help of the Taco Bell Foundation and Ashoka.”

After receiving over 370 applications from young people across the country, the Taco Bell Foundation invited the top 50 changemakers, including Victoria, for an immersive experience at Taco Bell’s headquarters this week. These Summit Semi-Finalists were granted the opportunity to enhance their entrepreneurial skills by participating in workshops focused on storytelling, community building, networking, and more. Each Semi-Finalist received $1,000 in seed funding for their social ventures, and five finalists were invited to a pitch competition. The grand prize recipient of the pitch competition received $25,000 in addition to previous competition awards and a Taco Bell gift card, gifted by Taco Bell Corp. The other four finalists were awarded an additional $5,000 each to further develop their projects.

“We created Ambition Accelerator to elevate the voices of our future leaders,” said Julie Davis, Global Chief Legal Officer, Taco Bell & Executive Sponsor, Taco Bell Foundation. “By fostering a supportive network and providing essential tools over the past few days, we hope these bright, socially motivated individuals will feel empowered to continue their work and make a difference in their communities.”

In addition to Securing Degrees, the other projects selected to participate in the pitch competition included:

• Farms for Thought: Farms for Thought combats food deserts by deploying autonomous vertical farms in schools. Through partnerships and innovative technology, the program aims to improve access to healthy food, promote education, and empower communities.
• Elevate the Navajo Nation: Navajo youth face challenges such as substance abuse, poverty, domestic violence, hopelessness, and lack of guidance. To address these issues, multi-generational Navajo leaders have created Elevate Navajo, a program that provides mentorship to help youth navigate these challenges. The program aims to build long-term, life-changing relationships, equipping Navajo youth to thrive and contribute to their community.
• Every Kid Gets a Robot (EKGAR): Founded in 2019, The STEAM Connection is a 501(c)(3) charity led by youth and minorities, dedicated to democratizing technical education for Indigenous youth through robotics by providing free access to cutting-edge solutions. The STEAM Connection has created Every Kid Gets A Robot (EKGAR), an educational robotics kit that costs less than $20 to produce. It’s provided free of charge to K-12 students, boosting their technical skills by 70%. So far, EKGAR has reached 45,000 youth.
• SignAll: Less than 0.1% of the hearing population understands sign language. SignAll is an AI-based sign language translation app that provides real-time translations by leveraging a mobile device’s camera at the person signing, helping to break down barriers in communication.

To narrow down these breakthrough ideas and select the winner, Taco Bell Foundation invited a panel of judges to deliberate including:

• Kim Malek, Founder & CEO, Salt & Straw
• Stephen Green, Founder, PitchBlack
• Chris White, EVP of Brand Partnerships, The SpringHill Company
• Neil Borkan, Taco Bell Franchisee & Chairman, Taco Bell Foundation
• SG Ellison, Taco Bell Franchisee & President of Diversified Restaurant Group and A&C Ventures
• Tim Bergevin, Vice President of Entertainment & Community Marketing, Taco Bell

“Meeting the participants and witnessing the connections they have made over these past few days is incredible,” said Tia Johnston Brown, Executive Director of Ashoka’s Youth Venture. “The Ambition Accelerator Summit embodies Ashoka and the Taco Bell Foundation’s mission to empower individuals to pursue their passion. These young people are already changing the world.”

Funded by Yum! Brand’s $100 million Unlocking Opportunity Initiative, Ambition Accelerator is dedicated to creating pathways for a more equitable and inclusive society. The inaugural Ambition Accelerator India Summit will be taking place in September in Bengaluru.

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About Taco Bell Foundation 

Taco Bell Foundation, Inc. is a 501(c)(3) public charity that helps break down barriers to educate and inspire the next generation of America’s young leaders. Since 1992, the Taco Bell Foundation has reached more than 5 million young people across the country and has awarded more than $188 million in grants and scholarships, focused on education and career readiness. For more information about the Taco Bell Foundation, visit www.tacobellfoundation.org.

About Ashoka 

Ashoka is the largest global network of leading social entrepreneurs—individuals with new ideas to systemically address the world’s biggest challenges and the entrepreneurial skill to transform those ideas into national, regional and global social impact. For over 40 years, Ashoka has supported over 4,000 social entrepreneurs in 90 countries with solutions addressing society’s most pressing issues. Ashoka’s vision is a world in which Everyone is a Changemaker—a society that responds quickly and effectively to challenges, and where every individual has the freedom, confidence and societal support to address any social problem. For more information, visit ashoka.org.    

Katie Snyder – Edelman
katie.snyder@edelman.com 

Chad Hoffmann – Taco Bell Corp.
chad.hoffmann@yum.com 

Tia Johnston Brown – Ashoka
tjohnston@ashoka.org 

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SOURCE Taco Bell Corp.

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