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Insight into diversity & inclusion

  • 1.  Insight into diversity & inclusion

    Posted Jul 09, 2019 09:38 AM
    Dear CUESNetters:

    We recently launched a Diversity Insight column on cumanagement.com with the aim of bringing a good thought about diversity and inclusion to our members and readers each month. Two of these have been authored by CUES members:

    Diversity Insight: Not Intentionally Inclusive = Unintentionally Exclusive | CU Management by Dionne R. Jenkins
    Diversity Insight: Embracing the Human Difference | CU Management by Tammy Doles-Roberts

    Do you have a great story to tell or a big idea about diversity & inclusion? We'd love to have you write a future column. Please tell your story to the group and I'll follow up about writing.

    Thank you!

    Warm regards,
    Lisa

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    Lisa Hochgraf
    Senior Editor
    CUES
    lisa@cues.org
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  • 2.  RE: Insight into diversity & inclusion

    Posted Jul 09, 2019 11:22 AM
    Diversity should not be based on race, gender, sexual preference, religion, etc.  Diversity of thought is what's most important.

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    Hugh Rafferty
    Director
    CoastHills Credit Union
    Lompoc CA
    805.937.9334
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  • 3.  RE: Insight into diversity & inclusion

    Posted Jul 09, 2019 02:59 PM

    Hugh,

    Great point! What does your board do to promote diversity of thought?

     

    Warm regards,

    Lisa

     

    id:image001.png@01D2F3D9.3FEDAF40

    Lisa Hochgraf

    Senior Editor

    lisa@cues.org

    608.288.5317

    Twitter | LinkedIn

     

     

     

     






  • 4.  RE: Insight into diversity & inclusion

    Posted Jul 17, 2019 03:40 PM
    Hi Lisa

    Sorry I took so long, but here goes.

    I believe the interview process is the key.  No doubt there have been important issues in the past that your board has had to resolve.  Use these as 'case studies', and see how much the applicant's approach matches what your current board has done.  Ask a lot of open ended questions that require an insight as to their ability to work with others to solve problems.

    Also, solicit constructive criticism as to how your credit union currently serves its members.  We all develop a degree of comfort with the decisions we have made as a board, but maybe we need someone to take us to task on some of those decisions.  Perhaps we need a 'wild goose' among our board members.

    That said, there is no 'one size fits all' approach to placing candidates on the ballot, or appointing applicants to the board.  The interview is your only real opportunity to evaluate candidates, so don't rush it.  Give them a lot of time to express their ideas.  You may learn a lot.

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    Hugh Rafferty
    Director
    CoastHills Credit Union
    Lompoc CA
    805.937.9334
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