News

Here are just a sampling of developments with Judy and JKTC, as they influence the workplace and world around them.

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How should you react when someone says something you find offensive? Listen as Patricia Raskin interviews Judy and discusses ideas on how to honor our heritage while keeping an open mind and promoting diversity, and how we can effectively respond when someone says something offensive or prejudiced that makes us feel uncomfortable.



Judy and her husband were featured in a chapter of Equally Shared Parenting (by Marc and Amy Vachon, Perigree Books, 2010), a book about couples who make the conscious choice to fully share childrearing, career, and household responsibilities.




Driving Hate Out of the Workplace,
3/9/2010, by Pamela Babcock

From headline-grabbing stories of beatings, nooses and graffiti-scrawled lockers to subtle slights and social exclusion, situations involving discrimination, harassment and hate linked to religion, race, ethnicity, nationality, sexual orientation, gender identity or disability continue to occur in the workplace…

Taking Action
Diversity practitioner Judith Kaye, an attorney and president of Judith Kaye Training & Consulting in Providence, R.I., who has worked with LGBT groups at organizations, said that to identify subtle signs of hate, good managers should have “face time” with employees on a regular basis and ask open-ended questions about the workplace.

And they should listen for rumors about particular employees and watch for an increase in jokes or cartoons making the rounds on e-mail or bulletin boards. “Those are some of the things I’d use as a barometer,” Kaye said.

Kaye said companies should tie steps to combat hate in the workplace with existing policies of professionalism and fair treatment.

“Policies always should go further than the law,” she said. “You don’t have to have something rise to the level of discrimination or harassment to still nip it in the bud.”