“The Silence of Mammon”

In response to the widespread resentment over the last year and a half toward corporations, specifically investment banks, for their role in creating and exacerbating the disastrous economic conditions, the article sets forth a few good reasons to value businesses.

First, businesses are one of the primary impetus’ behind globalization. Over the past decades, companies have grown exponentially in their positive and negative impact to societies, cultures and the environment. Yet we need to point out the culture shifts that are, in fact and in part, helping the world develop; differing cultures are forced to work collectively for a common goal within a globalized market place. This level of cooperation differs from recent history when rapid cross-border communication and commerce did not always occur or was heavily influenced by each country’s political relations and political agendas. Economies are opened to new ways of developing; and students now have new ways of learning. For that, large businesses need to be recognized for their positive impact in this area.

Second, companies are, generally, trying to evolve beyond a “greed is good” mentality and create a multi-dimensional approach to value-add. Financial performance is sometimes the result of creating products that help people across the world. One result is the rise of standard of living in the global economy through cheaper medical and service products.

Third, corporations are some of the largest economies in the world and act as counterbalances to government power. Governments have been marred with corruption for quite some time. And although corporations have not been lily-white, there are different sets of accountability mechanisms that can help regulate behavior. One feedback mechanism for corporations is identifiable – consumers can refuse to buy products and services. It’s not perfect, but it’s a start.

In essence, the Economist article provides reasons to value corporations. Of course, as recent events show, these massive organizations can inflict great damage through poor choices on the well-being of a community. Yet, at the same time, corporations increase cultural cooperation, create better products, and act as checks against governments.

JBC works with large corporations to better accomplish these goals through increased diversity within the workplace, leading to innovation and skilled leadership.

-David Megathlin
Senior Director, Research, JBC

-Scott Nason
Associate, Research, JBC

Jennifer Brown Consulting is looking for a company to feature in an article to be published on a major business magazine’s website. The article gives several ways a company can grow without drastically expanding its budget. This is a great opportunity to see your company’s name in print as a innovative and growing business! If your company does the following, please contact JBC by Friday, Nov. 20:

1. Use virtual employees to keep overhead costs low
2. Engage cutting-edge technology to communicate and coordinate between geographically-separated employees
3. Invest in the skill of its current workforce through low-cost training websites
4. Turn the “third place” (i.e. cafes, coffee houses, etc) into the workplace

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* Use Twitter to deepen employee engagement
* Facilitate web-based meetings to decrease travel costs
* Use Facebook platforms to tap diverse talent internally

JBC partners with Diversity, Talent Management and Employee Resource Groups (ERGs) at all levels to help hone strategy, influence key stakeholders, and ultimately transform organizations for the future. We believe that diversity is the gateway to innovation. We can help you harness the power of your workforce in “web 2.0″ ways.

For example, JBC partnered with a major technology company’s Hispanic ERG by co-designing and convening their virtual annual strategic meeting. We significantly increased active virtual engagement in the session, enabling participants to virtually moderate break-out sessions, comment on speeches in real time, ask questions, and converse with each other in multiple online platforms – exponentially augmenting learnings from the meeting and ensuring contributions from a much broader audience.

Contact us now to schedule a free diversity + technology consultation

With the majority of employees already using social media tools, diversity and inclusion initiatives need to stay one step ahead by integrating them into the way they get things done. Contact us now to see how JBC can help you better integrate technology into your diversity solutions.

Diversity consultant Jennifer Brown, who works with firms to create strategies on hiring and engaging gay employees, says companies need to be aware that policies on the books, while a start, don’t always ensure that people feel safe working on the factory floor.

“[Companies] can’t guarantee that all people follow their rules,” Brown says, adding that employee resource groups need to watch out for homophobia and mistreatment at all levels—not just at corporate headquarters. “There are people regionally who have a lot of clout and impact how LGBT folks are treated.

Just a quick post to say thank you to everyone who is following us, RT-ing (re-tweeting) our tweets, and sending us messages on Twitter! Jennifer Brown Consulting is proud to be a leader in the corporate social media space and its thanks to all of our amazing followers that we’ve gained insights, shared value, and made some strategic connections on the web. If you haven’t already gotten on board, please sign up for a Twitter account today and add Jennifer Brown Consulting.

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Listen to the podcast here.

Here is an introduction from the Catch Your Limit web site:

“Turn up the volume, sit back and listen as this month’s CODcast (Creativity On Demand) features Jennifer Brown, CEO of Jennifer Brown Consulting.

Jennifer Brown, CEO of Jennifer Brown Consulting , One of the most sought-after experts in business and workplace dynamics. After many years of providing her services independently to Fortune 1000 clients and across a pantheon of vertical industries, she founded Jennifer Brown Consulting to help businesses everywhere achieve peak performance.

Ms. Brown is widely acclaimed for both her use of existing, proven models, metrics, and training and assessment tools as well as her work on the cutting edge of diversity training and talent management. Just a few of the industries that have benefited from her bold, energetic, savvy style include retail, nonprofits, media, finance, and industrial manufacturing.

Ms. Brown’s methods and thought- leadership are derived from rich real-world experience. She was Tommy Hilfiger´s first-ever Director of Training & Development, responsible for a wholesale invention of new mechanisms and processes for harnessing, advancing, and retaining the company´s talent. Her credentials also include various roles within Global Learning & Development at The Willis Group, fundamentally transforming the company´s perspective on sales and client service.”

You can subscribe to the CODcast feed by clicking here.  Don’t have speakers or a pair of headphones handy?  Click here to download a transcript of the interview now:  catchyourlimitinterview.

Feb 28th Jennifer Brown is proud to be a keynote speaker at the 2009 Greater New York Institute for Social Innovation Saturday, February 28, 2009.

Jennifer’s keynote titled, “Goal Setting – Why are you here?” begins at 10:30 am on February 28th at the 2009 Greater New York Institute for Social Innovation.  This is an Introduction to StartingBloc and Corporate Social Innovation with the Yale School of Management.

Through their renowned Institute for Social Innovation, continuing education programs and networking opportunities, StartingBloc brings the latest innovations in corporate social responsibility and social entrepreneurship to emerging leaders.

Access the agenda for this event by clicking here:  2009_startingbloc_agenda