It'S Time For Congress To Open Its Doors To More Diversity
Mr. Speaker, I rise today to enter into the Congressional Record a column in the Stirring the Pot segment of the June 20, 2006 edition of the Rollcall periodical newspaper and an article from the June 2006 edition of DiversityInc. The…
Mr. Speaker, I rise today to enter into the Congressional Record a column in the Stirring the Pot segment of the June 20, 2006 edition of the Rollcall periodical newspaper and an article from the June 2006 edition of DiversityInc.
The column, entitled ``It's Time for Congress To Open Its Doors to More Diversity'' is authored by Donna Brazile, political strategist, former congressional chief-of-staff, and Chair of the Democratic National Committee's Voting Rights Institute (VRI). The article, entitled, ``Who Is Worst for Diversity? The United States Senate'', is authored by C. Stone Brown and Mark Lowery.
Donna Brazile captures your attention by stating that ``one of the hottest and most illuminating stories to hit the newsstands last week discussed the lack of diversity in the Senate.'' She goes on to address the content of that news story written by C. Stone Brown and Mark Lowery of DiversityInc. Brown and Lowery reported that equal opportunity is sorely missing in action in the Senate.
The articles point out that there is one black, three Hispanic, two Asian Americans and fourteen women Senators. This membership does not represent a good cross-section of the Country.
While Ms. Brazile's article encourages the Senate to establish a process to open doors to qualified candidates of colors and women it does not exclude the House of Representatives. Take a look at the number of minority chiefs-of-staff and legislative directors for members outside of the Congressional Black Caucus or the Congressional Hispanic Caucus.
Brown, Lowery and Brazile reveal thought provoking data and information that relates to the issue of diversity in staffing in the Senate and the House. They cleverly summarize the issue by quoting a leading diversity consultant who states if change is to come to diversity in placement of key Congressional positions . . . ``It has to start at the top, with the CEO (Senator), and be made a priority with some accountability.''
Mr. Speaker, I enter this article with the hope that it will impress upon the legislative body the need for sensitivity in including people of color and women in the ``pool'' from which future personnel is chosen.
[From the Rollcall, June 20, 2006]
It's Time for Congress To Open Its Doors to More Diversity
(By Donna Brazile)
One of the hottest and most illuminating stories to hit the
newsstands last week discussed the lack of diversity in the
Senate. In their cover story, DiversityInc writers C. Stone
Brown and Mark Lowery discovered that when it comes to
``equal opportunity,'' the Senate is sorely missing in
action.
With only one black, three Hispanic, two Asian Americans
and 14 women Senators, the chamber's membership isn't exactly
a good cross-section of the Nation. And furthering that
problem, the reporters write, their review of ``people of
color'' serving in Senate offices and committees found that
senior positions such as chief of staff, legislative
director, counsel and even communications director are
``practically reserves for white men and women.''
As a former chief of staff and press secretary for Del.
Eleanor Holmes Norton (D-D.C.), I believe it's time the
Senate makes diversity in its ranks a major priority.
This investigative report is worth reading because it takes
on both major political parties for their lack of significant
progress in bringing more diversity to one of the most
powerful institutions in America. According to Diversitylnc's
investigation, of the 1,000 senior-level staffers, about
``7.6 percent are people of color.'' The report then breaks
that down even further: ``2.9 percent are Black, 2.8 percent
are Asian American and 1.9 percent are Latino.'' Given the
multitude of issues and concerns the Senate addresses each
year, it's time every Member take a look inside his or her
own office to see if any changes should be made and to figure
out a process to open the doors to qualified candidates.
(And the House of Representatives should do so, as well.
How many minorities are chiefs of staff or legislative
directors for Members outside of the Congressional Black
Caucus or the Congressional Hispanic Caucus?)
When the reporters tried to obtain this important data from
some Senate offices, they were greeted with no responses.
(The report indicated that repeated calls were made to the
Sen. John McCain (R-Ariz.), Majority Leader Bill Frist (R-
Tenn.) and even Sen.
Hillary Rodham Clinton (D-N.Y.), but to no avail.) Since most
Senators refuse to acknowledge or even discuss this matter, I
am sure out of embarrassment, let me do what any former
Congressional staffer would do and offer some useful advice
in correcting this problem and perception.
First, I would take Paul Thornell's advice to urge Senators
to ``widen their networks.'' Thornell, a one-time colleague
from my days working with Al Gore and a former Senate
staffer, said he believes Senators ``can start by committing
to interview at least one qualified minority candidate
anytime there is an opening at mid and senior level.'' He
stated that ``this is the same approach used by the National
Football League to hiring head coaches. If they aren't
interviewing qualified minority candidates, that guarantees
they won't hire them.''
Bottom line, as a leading diversity consultant who works
with Fortune 500 companies explained to me: It has to start
at the top, with the CEO (Senator), and be made a priority
with some accountability.
Thornell also suggests that the Senate should hire a
diversity consultant to advise them on how best to remedy
this problem. When Texaco, Coca Cola, Wal-Mart, Denny's or
any of the countless other companies that have had problems
with diversity issues tried to solve them, did their CEOs
just call their peers and ask what to do? No, they hired
someone with expertise to give them counsel based on their
experience to help them improve on issues surrounding
diversity.
When I first came to Capitol Hill right out of college, I
started as an intern in the office of the late Rep. Gillis
Long (D-La.). I so enjoyed being on the Hill and didn't mind
sitting at the front desk or running errands (delivering
``Dear Colleague'' letters, etc.) for months because I knew
once I was in the door, I could move up the ladder. Today,
there is such a gap in the Senate between entry-level
positions and senior-level slots (legislative assistant up to
chief of staff) that even a strong and competent person who
starts as a staff assistant realistically is not going to be
considered for a LA position for years and rarely, if ever,
for chief of staff.
Such evidence suggests that promoting internships as the
sole solution is not going to attack the problem. The
difference in the House is you can begin as a staff assistant
right out of college, the offices are smaller and there are
more opportunities in the House. So, you can get on a track
that accelerates your career path. Some Senate offices will
tell their entry-level staff right away that they won't get
promoted to LA from the position of staff assistant.
Senators, it's time for some introspection and a deep look
at the picture you're sending to others you tell to ``clean
up their act.'' It's time for a little bit of humility and
some sensitivity to make sure that people of color and women
are included in the ``pool'' from which future personnel are
chosen. Just remember: We, too, are Americans. We bring a
different, and often unique, perspective to the debate,
whether it's on privatizing Social Security or predatory
lending practices and their impact on communities of color.
And many of us would like to have a seat--or even a folding
chair--at the table when policies that impact our
communities, as well as our Nation, are being brought up on
the floor.
Just remember, like that of former President Bill Clinton,
President Bush's Cabinet looks like America. Why should
Senate offices look or behave differently?