Welcome to: THE INTERCULTURALIST: A PERIODICAL OF SIETAR USA

By Elmer Dixon with Deanna Shoss for Executive Diversity Services

On International Women’s Day on March 8, 2021, President Biden announced the creation of the White House Gender Policy Council, to focus on uplifting the rights of women and girls in the United States and around the world. The council will coordinate federal efforts to combat gender-based discrimination, systemic biases, and structural barriers, among other issues. It comes nearly 100 years after woman began to fight for the Equal Rights Amendment (ERA) in 1923. And that was 75 years after the first Women’s Rights Convention in the US in 1848.

Women’s issues continue to be at the forefront in the news. However, the ERA continues to languish. It finally passed the House of Representatives and the Senate in 1971 and ‘72 respectively. It then went out for ratification by the states. It needed three quarters (38) states approval to be added as the 28th Amendment to the U.S. Constitution. 35 states ratified it within the original seven-year deadline. Then, after four decades of inactivity, Nevada unexpectedly voted to ratify in 2017, followed by Illinois in 2018. Virginia became the 38th State to pass it in January 2020, finally achieving the necessary three-quarter state approval. But it’s future is still not secured. The statute of limitations is long gone—the extension expired in 1982. Following Virginia’s passage, three state attorneys general sued to waive the previously set expiration date and enact the amendment. A federal judge ruled against the states, saying in early March of this year that it was “just too late.” And in the meantime, five states have rescinded their approval.

Over the years, however, many other laws have passed that aim to protect women’s (and other protected classes) rights under the law and in the workplace. Six to be specific:

The Equal Credit Opportunity Act, 1974; The Equal Pay Act of 1963 (yes, that’s been a law since 1963); The Fair Housing Act, 1968; The Pregnancy Discrimination Act of 1978, which amended Title VII of the 1964 Civil Rights Act, and Title IX of the Education Amendments of 1972.

SO, IT’S ALL FIXED, RIGHT? (IS THE EQUAL RIGHTS AMENDMENT STILL NEEDED?)

In terms of protection, until there is a national ERA, states still can interpret laws differently, which can lead to different outcomes for women depending on where they live.

As relates to women in the work force, according to Catalyst, a global nonprofit that helps organizations accelerate progress for women at work, in 2018, women made up 44.7 % of all employees at S&P500 companies. But they only accounted for 21.2% of board seats, 11% of highest earners and 5% of CEO’s. 29% of senior management roles were held by women in 2019, the highest number ever on record.

Many know the term “glass ceiling”, referring to an invisible barrier against promoting women to high positions in corporations. A newer term is the glass cliff. It’s the phenomenon of women in leadership roles being likelier than men to achieve those roles during periods of crisis or downturn, when the chance of failure is highest. Clearly there is more to understand and more work to do.

In the meantime, there’s plenty that individuals and companies can do to keep the momentum moving forward.

THREE IDEAS FOR PROMOTING EQUITY FOR WOMEN IN THE WORKPLACE
GO BEYOND THE LAW

Samantha Bee, host of the late-night show Full Frontal on TBS announced in January of 2020, 20 Weeks of Paid Leave for ‘Full Frontal’ Staff. And she challenged other late-night hosts to do the same. “Full Frontal is now offering our employees the best-paid family leave policy in all of late night,” Samantha said in a video posted to Twitter and Instagram. “This kind of policy isn’t mandated by the government, but it should be! Having a baby without going broke should be possible for all workers.”

Flexible schedules that value work completed, as opposed to specific hours at a desk, can also boost employee morale and expand your talent pool. And it’s not just for parents. In a global market, employees might use flexible schedules to drop off or pick-up children. Or they may use it to schedule a 9 p.m. call with the team in China, where it’s morning.

What policies can you adopt that recognize the value that your employees bring to your company while acknowledging and respecting their desire for work-life balance?

EXPAND REWARD BANDS

According to a 2005 study of the US workplace, perceptions of women’s leadership are influenced by common stereotypes held by both men AND women. This is despite analytical reviews of over 40 studies on gender differences which indicate there are more similarities than difference in women and men leaders in an organizational setting. According to the Catalyst study “Women ‘Take Care,’ Men ‘Take Charge:’ Stereotyping of U.S. Business Leaders Exposed,” women are associated with feminine, less-essential, skills such as supporting, rewarding, team building, and consulting, whereas men are associated with more masculine skills such as problem solving, influencing upward, and delegating.

Many company’s reward bands, how they reward employees with raises, bonuses or other recognition favor the “male-associated” skills. Studies, however, show that EQ, Emotional Intelligence which sounds a lot like the “less-essential” skills above, is exactly what is needed to for the most effective leaders (Korn Ferry, 2016). Rather than providing rewards only for output and task achievements, companies can be more inclusive by measuring things like how managers include mentoring and professional development in their management plans.

BE TRANSPARENT: KNOW YOUR COMPANY

Equal pay has been the law since 1963. And yet in 2019 woman made 79 cents for every dollar a man makes. Events like Equal Pay Day, started in 1996 (and coming up again on March 31) as well as state laws that add to the federal mandate, are making a difference. Note that Glassdoor cites that after applying statistical controls for worker and job characteristics to ensure an apples-to-apples comparison, the difference drops to 95 cents, or women earning 5% less for comparable jobs in the US (Glassdoor, 2019).

How is your company doing? Salary audits can reveal any unintended inequality in pay. It’s also important to do an audit of job titles. Different job titles, if they entail similar responsibilities, cannot be compensated at different levels.

WHEN EMPLOYEES FEEL VALUED, THEY CAN PERFORM AT THEIR FULLEST POTENTIAL AND HIGHEST PRODUCTIVITY.

The US workplace was designed by men, for men, in a different era. Today women account for more than 50% of the US population, and nearly that for the workforce. This is not about how to fit women into the mold as it exists. It’s about creating a new work model that engages and promotes men and women, on an equal playing field. For true change to happen it must start at the top, with the leadership team, and with a new vision and design of what a truly inclusive workplace can look like.

The Mentoring Committee has been hard at work creating a program that we think will beneficial to all those who choose to participate as either a mentor or mentee. The program was created from ground up with lots of checks and balances and so it’s taken a little bit longer than we anticipated to get the information out. However, by the time you receive this newsletter, you will have found an email from my professional development account profdevelopment@sietarusa.org with an attachment that includes the mentor or mentee application attached. Please fill out the application and send it back by March 26. The sooner we receive applications back, the sooner we can get the program started! If you have not found the application in your inbox, please check your spam mail and if you still don’t find it, feel free to email me, Cheryl Woehr, at profdevelopment@sietarusa.org.

A big thanks to the committee, Willette Neal, Ricardo Nunez and Katerina Salas! We are still looking for a few more people to be on the Mentoring Committee as well as someone to chair it. It’s a great way to meet new people and get more involved in SIETAR USA. If you’re interested, please contact me and I’ll be happy to talk to you about it.

The Ethics Committee has been meeting to review the current SIETAR USA Living Code to make it more inclusive and bring it up to date. Kurt Nemes chairs the committee and several new members have joined, Alan Richter, Bettina Byrd, Luby Ismail in addition to Sandy Fowler and Cheryl Woehr. Once the committee has reviewed the document and suggested changes, it will be brought to a review committee before being presented to SIETAR USA members for more input.

The Webinar Committee has done a fantastic job of recruiting presenters and have programs lined up for the entire year! A big thanks to Carolyn Ryffel, chair of the committee, and members Julie Gaspar-Bates and Sandy Fowler.

by Neal Goodman, Ph.D.

In 1983, upon my return from the East West Center, I began to participate in meetings with corporate representative and consultants about Global Leadership Development. I soon realized that the ideas I was sharing with the group were being appropriated by the consultants, repackaged and sold to the corporations. This convinced me that there may be an opportunity to promote intercultural understanding as a consultant to the corporate world. My wife, who was an International Student Advisor at the University of Hawaii, while I was at the East West Center, was going to return to counseling once we got back to NJ. Together we decided to create a consulting company. I came up with the modest name Global Dynamics Inc. We gave this endeavor 1.5 years to succeed or we were going to close up and my wife was going back to Counseling. During this time, I resumed my position as a Professor of Sociology and Intercultural Studies and started a minor in Intercultural Relations.

I stayed active in SIETAR and joined ATD and SHRM to learn more about corporate training. We had given ourselves until the end of December 1984 to make a profit at GDI or close the business. It was November 1984, and we had no clients, despite trying to make a go of it. I was concerned since the adviser from the Small Business Retired Executive Corp. reviewed our proposed consultancy and declared it “dead on arrival”. He warned me that no company would pay for cultural training. It was clear that in 1984 no organization was interested in learning how to work with China, Russia, Brazil, Japan or any other country. If things did not work out, all we lost was some time and the cost of a computer- we were one of the first small companies with a PC in 1984.

At the end of November 1984, just one month before closing down GDI, I gave a presentation to the NJ chapter of ASTD and realized that this was my last attempt at starting a business. The first week of December, I received a call from someone at AT&T who was at my presentation and wanted to know if I was interested in reviewing an early version of their cross-cultural program and with recommendations for creating a new program. I agreed immediately and we went to work 16 hours a day on the proposal. We cancelled our winter vacation to work on the proposal. I handed in my proposed new course in January, and AT&T liked it and offered to pay me 1/3 of my faculty salary for it. There was only one problem, AT&T wanted to buy my program and have someone else teach it. As far as I was concerned, it was the training that would be the most fun, result in the biggest financial reward, and I wanted to retain ownership of my intellectual property. I offered to deliver one workshop at no cost to see if AT&T would consider me as an instructor and I would retain the rights to the materials, and they would have unlimited use of the materials.

On the day of my first (and possibly last) day of training, AT&T invited several senior executives plus the Head of the AT&T School of Business to evaluate the course and my instruction style. At the end of the day, the Head of the AT&T School of Business reported that they unanimously liked the material. They would allow me to retain ownership of the materials and they would let me teach some of the offerings while other offerings would be taught by someone related to a senior AT&T Executive. Over time, I learned the AT&T preferred style of instruction and I became the sole facilitator and would offer a 2-day program every week all over the country while still committed to my Professorship at St. Peters. I would teach on Monday, go right to Newark Airport and fly where they needed me to train on Tuesday and Wednesday, and return home to teach at the college again on Thursday. We would assemble the manuals at home and carry them on to the plane. There was no TSA.

I was very fortunate that the College administration allowed me to have a 2-day teaching schedule until 2004 when I retired. The administration recognized the value of having one of their professors teaching at AT&T and my ability to bring real-world cases into my classes. For those of you familiar with Barnga, I was proud to use St. Peter’s College playing cards all over the country and eventually the world.

In 1985, AT&T was the most valuable company in the United States, and it had the prestige of owning Bell Labs, the top technology lab in the world. AT&T could not operate outside the United States since it had a U.S. monopoly. That changed just before I started training. We eventually trained close to 100,000 AT&T employees.

The prestige of AT&T greatly benefited Global Dynamics. Suddenly other organizations would reach out to us for Cross Cultural Training as globalization was taking hold. A good example of this was a call I received on the Wednesday before Thanksgiving from a California start-up called Sun Microsystems. They wanted GDI to deliver cross-cultural sales skills in scores of locations around the globe. They asked me to come meet with them in Silicon Valley and I told them that due to my teaching schedule, I would not be available until Dec. 17. They said this was way too late and suggested that I fly out that Friday night and meet with them on Saturday morning and fly back east on Saturday afternoon. They would arrange all the travel for me and asked me how much I would charge them to make a sales call. They had no qualms about meeting my request. When I arrived at the San Francisco airport, I was picked up, taken to a hotel and picked up the next morning. I was dressed in my best NJ business suit and tie, which I would wear at AT&T and J&J. Those picking me up at the hotel, were stunned by my attire, they were wearing shorts, t-shirts and sandals. They asked me to lose the tie and jacket before I entered the Sun campus. I met with 6 Sun representatives for 2 hours over bagels and coffee. I left Sun with one of the biggest contracts we had ever received. When I asked the person who invited me, who referred GDI to them, he said he really did not know but he was told to call me.

Sun Microsystems as a GDI example of how we operated. Sun wanted GDI to teach a 6-hour seminar in multiple locations in Asia, Europe, Latin America and the US. To do this, I solicited the help of several trainers I met over the years. One was a former executive at J&J who had hired me a few years earlier. He was a former Peace Corp member who served in Brazil and later worked for J&J in Brazil and all of Latin America. One was a Harvard grad in Asian studies, who IBM hired to open their first office in Japan and then China, that I met at a meeting where I was the speaker, and he came over to introduce himself. For Europe, I brought on an expert in European cultures, technology and trade shows who I also met through a conference. I had several other trainers to cover the US.

One thing I need to mention is that GDI has always been a Global Virtual organization. We always operated out of a home-office, with a staff of 2-3, and in one year we delivered 376 days of training with a staff of 2, including me. We have been blessed with an exceptional VP for programs. We never had a business plan, never took a business course and never had a business development person. Our clients were and are our sales force.

There was no secret sauce - hard work, persistence, good fortune, an emphasis on relationships and trust over all else, a philosophy to listen carefully before preparing a proposal and a keen eye for opportunities kept us going. A good example of this was in the late 80’s while I was delivering a program with my European expert on Working With the Dutch for AT&T. Being a naturally inquisitive sociologist, I asked the person requesting the program, why this was so urgent. He told me that AT&T just bought a division of Philips (a Dutch company) and Philips wanted to tell AT&T how to run the huge exhibit they would share at World Telecom in Geneva. This is the “super bowl” of trade shows. Working together with my European expert, I proposed a “scientific” objective analysis of the exhibit in comparison to their competitors at the show. We would evaluate, the sales skills and biases of their salesforce by sending around secret shoppers who varied by skin tone, languages spoken, nationality, age and gender. We also evaluated the exhibits, theater productions, giveaways and private client events. This landed me two rows behind Kofi Anan, the Secretary General of the UN, at a global fundraising concert staring Sting and scores more.

The plan for our Trades Show Analysis was simple. I and my team would go to Geneva, we would get special passes that allowed us unlimited access to the floor, and we would start our analysis from 8 a.m.-10 p.m. each day. When visiting an exhibit, I would very openly be writing things down on my clipboard. I anticipated that I would be noticed by the staff and be asked what I was doing at their exhibit. I told them that one of their competitors was having us evaluate their exhibit and four others for a comprehensive comparative report on best practices in trades show exhibits. I would then be taken to the exhibit manager who almost always asked if they could retain us, on the spot, to analyze their exhibit in comparison to 4-8 of their competitors. By the late 90’s we had 41 of the leading telecom companies as clients. In fact, NEC, by following some of our recommendations from a prior report, moved up from 6th place to 2nd and wanted to fly me to Japan to present them with a plaque honoring their 2nd place accomplishment.

It takes a team. I have been blessed by getting to know some of the smartest people in the world through SIETAR. As the treasurer of SIETAR International, I went to every SIETAR International Conference. GDI success would not have happened without the many exceptional people I met through SIETAR and other professional organizations. For example, when I needed a Middle East specialist, George Renwick introduced me to his friend Jean AbiNader, who quickly became my friend as well. Not only did he do many programs on the Middle East with me, but he also worked with me on creating a customized (International) Negotiations Course for Chrysler. Within a year, we were delivering many of these programs at Chrysler when Daimler acquired Chrysler and said that they wanted to replace GDI’s Negotiations program with the highly respected Harvard Negotiations Program. The people at Chrysler asked the Daimler people to just sit in on one of our programs, which was customized based on days of interviews with Chrysler leaders and actual Chrysler negotiation cases. Not only did Daimler keep us at Chrysler, they started to bring us to Europe to deliver our program for Daimler.

Over the years I have worked closely with over 250 fellow interculturalists. I learned so much from them about their respective countries and perspectives. Knowing these people has enriched my life immeasurably. Many of these people have become very close friends for 30+ years. You know who you are. Due to their commitment to excellence and their willingness to be extra generous with sharing their knowledge, GDI grew organically.

Here are just a few highlights from the past 36 years:

The National Basketball Association (NBA) wanted to go global, they had no international players. They knew their merchandise was selling off the shelves in Asia but had no idea why. We designed a Global Mindset program for David Stern, the NBA Commissioner, and his senior team. The program was well-received and the rest is NBA history. I still cherish the silver Tiffany NBA pen David Stern gave me. Every time I watch an NBA game, I look for the international players and smile knowing that I may have played a very small part in the globalization of sports.

The American Hospital Association (AHA) honored GDI by being designated as their preferred vendor for cultural competency training in healthcare for all of its members. The AHA gave us prominent exposure at their conferences and asked me to write several articles for their publications. I showed my appreciation by offering to co-author an article in Diversity Executive Magazine with the President of the AHA Diversity Institute in Diversity, about our collaboration in promoting Cultural Diversity Competence in hospitals.

Samsung would regularly fly me and an associate to Korea to provide cultural training for their non-Korean executives. They did not think the Koreans needed it. I realized just how important the HQ is in the global success of organizations. I also learned a great deal about Korea and a deep appreciation of Korean culture that I would never have known without these opportunities.

During the financial crisis in 2008, banks were closing offices and Citi Bank asked us to create a 6-part webinar series on Managing a Virtual and Global Workforce that their trainers could teach. Over 60,000 of their employees attended one of these webinars. This led to a new specialization in leading and working virtually which we have been delivering since then.

I had 200 Bayer German executives hug each other in order to create oxytocin in the room. They hugged, laughed and applauded. The newly affiliated airlines of Air France, KLM, Delta and Air Italia asked GDI to conduct teambuilding for their entire sales group, providing many intercultural insights.

J&J, BMS, AT&T, Novartis, BD and others had GDI regularly deliver programs in their corporate universities and several of them required Working Globally and Working with Japanese for those supporting Japan and Working with American Partners for those working with the US. I was particularly anxious about our first offering of Working with The Japanese for AT&T since the company was losing a lot of money in Japan and invited the President of their Japanese organization to fly back to the US to attend. At the end of the 2-day program, a senior executive asked the president of the Japan unit, if the program would have helped them. I will never forget how I felt when he announced that “AT&T would have saved over 40 million dollars if they had taken the course earlier”.

My relationship with my clients is also very personal. We discuss our concerns, our children, our visions and our dreams. One client who we started working for at J&J, later invited us to work for her at Allied Signal, Novartis, Merck, BMS, Hilton Hotels and others. Between each of her executive assignments, I played an informal role as her career coach. I have co-presented and co-authored articles with my clients. I also have great respect for our competitors who are also good friends, and we learn a great deal from each other.

I have been doing anti-bias training since 1963 and still see this as a critical need. We are doing DEI training for some of the largest companies around the globe. GDI also moderates the Global Diversity Group on LinkedIn. I am particularly proud that we are delivering Unconscious Bias training in China, Japan, Malaysia, France, UAE, Saudi Arabia, Canada and the US.

In summary in 36 years, GDI provided Cross-cultural training for scores of industries including; High Tech, Pharmaceuticals, Airlines, Oil and Gas, Hospitals, Universities, Chemicals, Insurance, Manufacturing, Banking, Software, Hardware, Telecoms, Professional Sports, Hospitality, Professional Associations, Public Schools, Civil Rights Organizations, Municipalities, Federal Government Agencies, The National Academy of Science, Investment Groups, Agriculture, Retail Operations, Food and Beverage, Auction Houses, and many more. We have clients that are headquartered on four continents. How did 2-3 people with no business experience do this? I have no idea- it just happened, in large part due to our loyal Associates many of whom are SIETAR members. Many are friends I made while serving on the Executive Board of SIETAR International who are now like sisters and brothers. My wife Varda and I worked together for 36 years and going. We raised two daughters who we required to study overseas. They are now successful professionals and mothers of two each. Both daughters grew up attending scores of SIETAR retreats and conferences and listening to endless cross-cultural stories. I have travelled all over the globe and made friends and memories to last a lifetime. I have many stories to tell and look forward to writing them down. I look forward to creating a Master Mind Group, Podcasting and training a new generation of interculturalists and DEI specialists.

My journey continues… I hope my story will inspire some of you to stay dedicated to your life’s mission, you never know when the phone is going to ring.

Psychology of Cultural Humility – an emotion critical for the intercultural development

Andrej Juriga offers us an expanded view of intercultural skills development, taking us beyond the cognitive to the emotional level. Based on the ontological approach to psychology for making meaning of our emotional reactions, his session focuses specifically on the emotion of cultural humility and then explores if that’s sufficient for diverse settings. Also included are practical ways to use to cultural humility in our workshops and coaching. Andrej, founder and managing director of Cultural Bridge, a training company based in Slovakia, is a certified facilitator of Emotional Intelligence and Cultural Intelligence. His work spans the globe and includes a vast range of industries and businesses. He holds a master’s degree in German and South American cultures as well as in higher education, pedagogy and psychology. Andrej has lived in five different countries across Europe and Africa.

Click here to register for this event! 

March features a number of holidays including Peace Corps Day (March 1st), International Women’s Day (March 8th), Ides of March (March 15th), and St. Patrick’s Day (March 17th). In fact, March has also been recognized as Irish-American Heritage Month since 1991.

This heritage month began with the celebration of St. Patrick’s Day. The first St. Patrick’s Day in recorded U.S. history took place in 1762. It was held in New York City. The parade became an annual tradition, which was organized by military units and then Irish fraternal societies.

Congress first designated March as Irish-American Heritage Month in October 1990. The month of March was chosen to correspond with St. Patrick’s Day, which is both a Roman Catholic religious holiday and an Irish National Holiday. Starting in March 1991, U.S. Presidents have been issuing proclamations every year. Irish-American Heritage Month celebrates the achievements, accomplishments, and contributions that Irish-Americans have made to the United States. Prominent Irish-American figures include President John F. Kennedy, the first Irish-American Catholic U.S. President, and current President Joe Biden.

Many people think of St. Patrick’s Day as just a parade. But even the White House engages in some intercultural sharing to celebrate the holiday. Every year, the Taoiseach (the prime minister of the Republic of Ireland) visits the White House. In the morning, after the Taoiseach’s arrival, the occasion commences with the Shamrock Ceremony, which became a tradition in 1952. The tradition began when the Irish ambassador in Washington, John Hearne, sent a box of shamrock to President Truman. During the ceremony, the Taoiseach visits the President in the Oval Office and presents a gift of a crystal bowl containing a shamrock plant. Then, there is a luncheon and an evening reception attended by the Taoiseach, the President, the Vice President, the Speaker, and other U.S. officials.

Irish-American Heritage Month and St. Patrick’s Day are opportunities for Irish-Americans and the Irish Diaspora to celebrate their heritage, engage in cultural traditions, connect with their roots. Additionally, Irish-Americans are encouraged to build intercultural bridges and share their traditions and celebrations with people of all backgrounds and cultures. Sharing food and eating meals together is a common way to share cultural traditions. One of the most famous Irish recipes that many people around the world enjoy is corned beef brisket. Another tradition is to say the Irish Blessing at mealtime. The Irish Toast can be shared on any occasion, and it goes:

May joy surround you,

Good fortune find you,

And all your cares be left behind you.

May you live as long as you want,

And never want as long as you live.

And may the saddest day of your future

Be no worse than the happiest day of your past.

Cheers!

Written by: Emily Kawasaki

Works Cited

• Awareness Days. (2020, November 10). National Irish-American Heritage Month 2021. National Awareness Days Calendar 2021. https://www.awarenessdays.com/awareness-days-calendar/national-irish-american-heritage-month-2021/
• Claddagh Design. (2021, February 18). Claddagh Design. https://www.claddaghdesign.com/ireland/st-patricks-day-shamrock-ceremony/
• Holiday Insights. (n.d.). 2021 - 2022 Major Holidays by month and Day. Daily Calendar By Holiday Insights. Retrieved March 9, 2021, from http://www.holidayinsights.com/everyday.htm
• House, T. W. (2021, March 1). A Proclamation on Irish-American Heritage Month, 2021. The White House. https://www.whitehouse.gov/briefing-room/presidential-actions/2021/03/01/a-proclamation-on-irish-american-heritage-month-2021/
• Irish American Heritage Month. (2021, March 1). National Archives. https://www.archives.gov/news/topics/irish-american-heritage
• IrishCentral Staff. (2021, March 1). Joe Biden to launch Irish-American Heritage Month, March 2021. IrishCentral.Com. https://www.irishcentral.com/culture/joe-biden-irish-american-heritage-month-march-2021#:%7E:text=President%20of%20the%20United%20States,2021’s%20Irish%2DAmerican%20Heritage%20Month.&text=As%20Ireland%2C%20America%2C%20and%20the,Month%202021%2C%20this%20March%201
• Lynch, S. (2020, March 14). The decline of Irish America: ‘It is more and more distant.’ The Irish Times. https://www.irishtimes.com/life-and-style/abroad/the-decline-of-irish-america-it-is-more-and-more-distant-1.4201183
• The Library of Congress. (n.d.). Irish American Heritage Month | Law Library of Congress. Retrieved March 9, 2021, from https://www.loc.gov/law/help/commemorative-observations/irish-american.php
• With, I. P. (2021, March 9). The evolution of St. Patrick’s Day - why we celebrate. IrishCentral.Com. https://www.irishcentral.com/roots/st-patricks-day-why-we-celebrate

Submitted by: Emily Kawasaki

Serves: 4-6 (depending on size of brisket and number of vegetables)
Approx. cooking time: 4-6 hours (depending on size of corned beef and crock pot temperature)

Materials: large crock pot (If you don’t have a crock pot, this recipe can be cooked in large pot on the stove. However, this method requires more supervision for safety reasons.)

Required Ingredients: 1 uncured corned beef (brisket or round cut) with spice packet included, 4-6 potatoes (white or salt potatoes), 2 bay leaves, 2 bottles of beer

Optional Ingredients: ½ head of cabbage

Recommendation: Making the recipe in the morning ensures that the meat and vegetables will be cooked and ready for dinner. 

Directions:

1. Place the corned beef inside of the large crock pot. Consider cutting the corned beef into two large sections if the crock pot is more narrow or not very deep.
2. If using large white potatoes, cut them into chunks. If using salt potatoes, cut them in half.
3. Put the chunked/cut potatoes into the crock pot.
4. If desired, cut cabbage into wedges of four and put into the crock pot.
5. Add enough water so the meat and vegetables are nearly submerged.
6. Pour one bottle of beer into the crock pot.
7. Drink the second beer to reward your hard work.
8. Open the spice packet and pour into to the liquid mixture.
9. Add two bay leaves into the liquid mixture.
10. Turn the crock pot on high, put on the lid, and wait several hours. 
11. Stir the mixture periodically.
12. When the meat can be pulled apart with a fork easily, then it is ready to serve. 

In the United States, March is celebrated as Women’s History Month; it is important because it recognizes, honors, and celebrates the many achievements and accomplishments that women have made and are continuing to make. Looking back on the 112-year evolution of Women’s History Month, women have made incredible strides, and continue to break glass ceilings. While there is certainly more progress to be made, the activism of first-wave, second-wave, third-wave, and now fourth-wave feminists is what made all of this progress possible.

On February 28, 1909, the first International Women’s Day was organized by the Socialist Party of America and celebrated in NYC. The holiday remained predominantly celebrated in communist countries until 1967, when it was embraced by second-wave feminists. The holiday re-emerged as a day of activism in support of equal pay, equal economic opportunity, equal legal rights, reproductive rights, subsidized childcare, and the prevention of violence against women. In 1975, the United Nations began celebrating International Women’s Day. In 1980, President Jimmy Carter proclaimed March 8th as Women’s History Week. In 1987, the National Women’s History Project successfully petitioned Congress to have the month of March be designated as Women’s History Month. Since 1988, March has been proclaimed as such by all Presidents.

As we reflect on all of the challenges that women have faced, fought, and overcome since the first Women’s History Day, here are just some of the many women who are continuing to break down barriers and lead in “firsts”:

• Hon. Ruth Bader Ginsberg (1933-2020): second female and first Jewish female justice of the U.S. Supreme Court, first female tenured professor at Columbia University
• Mary Barra, chairman and CEO of the General Motors Company: first female CEO of GM, first woman to lead a major automaker
• Dr. Emmanuelle Charpentier & Dr. Jennifer A. Doudna, 2020 Nobel Prizewinners in Chemistry: first time in history that the prize has gone to two women, only the sixth and seventh women to win Nobel Prize in Chemistry
• Kamala Harris, Vice President of the United States (2021 –): first woman and the first person of color to hold the second-highest office in the United States, first South Asian American elected to the Senate, second Black women elected to the Senate, first woman and first Black person elected as Attorney General of California
• Her Excellency Tsai Ing-Wen, Prime Minister of Taiwan (2016 –): only Asian woman to lead a nation without being related to a former male political figure or head of state
• Katrin Jakobsdottir, prime minister of Iceland (2017 –): second female prime minister of Iceland
• Kathrin Jansen, head of vaccine research and development at Pfizer: helped to develop the first COVID-19 vaccine to receive emergency validation from WHO
• Nanaia Mahuta, Foreign Minister of New Zealand (2020 –): first indigenous woman appointed as Foreign Minister of New Zealand, first woman member of parliament to wear a moko kauae, or traditional Maori tattoo, on her chin
• Cynthia Marshall, CEO of the Dallas Mavericks: first Black woman to serve as the business leader of an NBA team
• Kate McKinnon, "Saturday Night Live" cast member (2012 –): first gay woman to be cast since Danitra Vance in the 1980s
• Ilhan Omar, representative for Minnesota's fifth congressional district (2019 –): first Somali American to serve in Congress, one of the first two Muslim women elected to Congress
• Alexandria Ocasio-Cortez, Representative for New York's 14th congressional district (2018 –): youngest woman ever elected to Congress, one of the two first female Democratic Socialists of America (DSA) members to serve in Congress
• Nancy Pelosi, 52nd Speaker of the U.S. House of Representatives (2019 –): first female Democratic leader of the House of Representatives, highest-ranking elected woman as Speaker of the House
• Ayanna Pressley, U.S. Representative for Massachusetts's 7th congressional district (2019 –): first Black woman elected to the Boston City Council, first Black woman elected to Congress from Massachusetts
• Sonia Sotomayor, United States Supreme Court justice (2009 –): first Latina woman to serve on the United States Supreme Court
• Rashida Tlaib, the U.S. Representative for Michigan's 13th congressional district (2019 –): one of the first two Muslim women elected to Congress, one of the two first female Democratic Socialists of America (DSA) members to serve in Congress
• Özlem Türeci, Chief Medical Officer of BioNTech (2008 –): Developed a COVID-19 vaccine, which is 95% effective, in 11 months; it beat the previous vaccine development record of four years
• Shemara Wikramanayake, CEO of Macquarie Group (2018 –): first Asian-Australian woman to head an ASX 200 listed company, one of only three CEOs named to the World Bank’s Global Commission on Adaptation

 Written by: Emily Kawasaki

Works Cited

• Forbes, M., McGrath, M., Jones, N., & Burho, E. (2020, December 8). The World’s Most Powerful Women 2020. Forbes. https://www.scribbr.com/apa-citation-generator/new/webpage/
• Four Waves of Feminism. (2020, July 13). Pacific University. https://www.pacificu.edu/magazine/four-waves-feminism#:%7E:text=It%20is%20common%20to%20speak,before%20the%20late%20nineteenth%20century
• House, T. W. (2021, March 1). A Proclamation on Women’s History Month, 2021. The White House. https://www.whitehouse.gov/briefing-room/presidential-actions/2021/03/01/a-proclamation-on-womens-history-month-2021/
• The CEO Magazine. (2021, February 18). 16 most influential women in leadership for 2021. https://www.theceomagazine.com/business/management-leadership/women-in-leadership-2021/
• The CEO Magazine. (2021, March 2). 9 women in leadership to celebrate in 2021. https://www.theceomagazine.com/business/management-leadership/womens-leadership-awards-2021/
• The Library of Congress. (n.d.). Women’s History Month. Retrieved March 9, 2021, from https://womenshistorymonth.gov/
• National Women’s History Month — March. (n.d.). National Today. Retrieved March 9, 2021, from https://nationaltoday.com/national-womens-history-month/
• McDowell, E. (2020, February 24). 35 of the most powerful women in the world in 2020. Business Insider Nederland. https://www.businessinsider.nl/most-powerful-women-in-the-world-2020-2?international=true&r=US
• UN Women. (n.d.). Ten defining moments for women in 2020. Retrieved March 9, 2021, from https://www.unwomen.org/en/news/stories/2020/12/compilation-defining-moments-for-women-in-2020
• Wikipedia contributors. (2021a, March 9). Ayanna Pressley. Wikipedia. https://en.wikipedia.org/wiki/Ayanna_Pressley
• Wikipedia contributors. (n.d.). International Women’s Day. Wikipedia. Retrieved March 9, 2021, from https://en.wikipedia.org/wiki/International_Women%27s_Day#History
• Wikipedia contributors. (2021, March 9). Rashida Tlaib. Wikipedia. https://en.wikipedia.org/wiki/Rashida_Tlaib
• Wikipedia contributors. (n.d.). Women’s History Month. Wikipedia. Retrieved March 9, 2021, from https://en.wikipedia.org/wiki/Women’s_History_Month

COMING EVENTS

March 12-20, 2021 – SIETAR Ireland VIRTUAL CONGRESS: “2021 Congress: Bridging Our International Experiences and Identities”. Visit https://sietarireland.wixsite.com/sietarireland/2020-congress to register!

March 17, 2021 – SIETAR Europa WEBINAR: “Negotiating across cultures” with Bill Reed and Seiji Nakano. Visit https://www.sietareu.org/events/#!event-list to register!

March 17, 20201 – SIETAR USA WEBINAR: “Virtual Sparks! Interactive Intercultural Activities and Strategies for Online Teaching and Training” with Basma Ibrahim DeVries. Visit https://www.sietarusa.org/events to register!

April 5, 20201 – SIETAR España WEBINAR: “Competencias Interculturales en el Aula de Lenguas Extranjeras” (“Intercultural Competences in the Foreign Language Classroom”) with Angel Moronta. Visit https://www.sietareu.org/events/#!event-list to register!

April 14, 2021 – SIETAR USA WEBINAR: “Psychology of Cultural Humility: An Emotion Critical for Intercultural Development” with Andrej Juriga. Visit https://www.sietarusa.org/events to register!

March

March is Women’s History Month. Started in 1987, Women’s History Month recognizes all women for their valuable contributions to history and society.

March is also National Developmental Disabilities Awareness Month, which was established to increase awareness and understanding of issues affecting people with intellectual and developmental disabilities.

March is National Multiple Sclerosis Education and Awareness Month. It was established to raise public awareness of the autoimmune disease that affects the brain and spinal cord and assist those with multiple sclerosis in making informed decisions about their health care.

March is Irish-American Heritage Month. It was established in March 1991 to honor the achievements and contributions of Irish immigrants and their descendants living in the United States.

March 13-April 15: Deaf History Month. This observance celebrates key events in deaf history, including the founding of Gallaudet University and the American School for the Deaf.

March 17: St. Patrick’s Day, a holiday started in Ireland to recognize St. Patrick, the patron saint of Ireland who brought Christianity to the country in the early days of the faith.

March 19-20: Naw-Rúz, the Bahá’í New Year is a holiday celebrated on the vernal equinox. It is one of the nine Bahá’í holy days on which work is suspended.

March 20: Ostara, a celebration of the spring equinox commemorated by Pagans and Wiccans. It is observed as a time to mark the coming of spring and the fertility of the land.

March 20-21: Nowruz/Norooz, Persian New Year, a day of joy, celebration, and renewal. It is held annually on the spring equinox.

March 21: International Day for the Elimination of Racial Discrimination, observed annually in the wake of the 1960 killing of 69 people at a demonstration against apartheid pass laws in South Africa. The United Nations proclaimed the day in 1966 and called on the international community to redouble its efforts to eliminate all forms of racial discrimination.

March 25: International Day of Remembrance of the Victims of Slavery and the Transatlantic Slave Trade is a United Nations international observation that offers the opportunity to honor and remember those who suffered and died at the hands of the brutal slavery system. First observed in 2008, the international day also aims to raise awareness about the dangers of racism and prejudice today.

March 26: Khordad Sal (Birth of prophet Zoroaster), birth anniversary (or birthdate) of Zoroaster, a spiritual leader and ethical philosopher who taught a spiritual philosophy of self-realization and realization of the divine. Zoroastrians celebrate this day with prayer and feasting.

March 27-April 4: Passover, an eight-day Jewish holiday and festival in commemoration of the emancipation of the Israelites from slavery in ancient Egypt.

March 27: Lord’s Evening Meal, Jehovah’s Witnesses commemorate an event believed to have occurred on the first night of Passover in approximately 33 CE, the Last Supper, known as the Lord’s Evening Meal.

March 28: Palm Sunday, a Christian holiday commemorating the entry of Jesus into Jerusalem. It is the last Sunday of Lent and the beginning of the Holy Week.

March 28-29 (sundown to sundown): Holi, the annual Hindu and Sikh spring religious festival observed in India, Nepal, and Sri Lanka, along with other countries with large Hindu and Sikh populations. People celebrate Holi by throwing colored powder and water at each other. Bonfires are lit the day before in the memory of the miraculous escape that young Prahlada accomplished when demoness Holika carried him into the fire. It is often celebrated on the full moon (the Phalguna Purnima) before the beginning of the Vernal Equinox as based on the Hindu calendar.

March 28-29: Lailat al Bara’a, also known as Lailat Al Baraah, Barat, or popularly as Shab-e-Bara or Night of Forgiveness. It is an Islamic holiday during which practitioners of the faith seek forgiveness for sins. Muslims spend the night in special prayers. It is regarded as one of the most sacred nights on the Islamic calendar.

March 29-31: Hola Mohalla, a Sikh festival that takes place on the second day of the lunar month of Chet, a day after the Hindu spring festival Holi.

March 31: International Transgender Day of Visibility, celebrated to bring awareness to transgender people and their identities as well as recognize those who helped fight for rights for transgender people.

April

April is Celebrate Diversity Month, started in 2004 to recognize and honor the diversity surrounding us all. By celebrating differences and similarities during this month, organizers hope that people will get a deeper understanding of each other.

April is also Autism Awareness Month, established to raise awareness about the developmental disorder that affects children’s normal development of social and communication skills.

April 2: Good Friday, a day celebrated by Christians to commemorate the execution of Jesus by crucifixion. It is recognized on the Friday before Easter.

April 2: World Autism Awareness Day, created to raise awareness of the developmental disorder around the globe.

April 4: Easter, a holiday celebrated by Christians to recognize Jesus’ return from death after the Crucifixion.

April 7-8: Yom HaShoah, Israel’s day of remembrance for the approximately 6 million Jews who perished in the Holocaust.

April 12-May 11 (sundown to sundown): Ramadan, an Islamic holiday marked by fasting, praise, prayer, and devotion to Islam.

April 12: Hindu New Year or Vikram Samvat, the month of Chaitra (usually falls between the months of March and April) marks the new year or first month of the Hindu calendar. During the nine-day festival, the nine incarnations of Goddess Durga are worshipped.

April 13: Equal Pay Day, an attempt to raise awareness about the raw wage gap, the figure that shows that women, on average, earn about 80 cents for every dollar that men earn. The date moves earlier each year as the wage gap closes. Equal Pay Day began in 1996 by the National Committee on Pay Equity as a public awareness event to illustrate the gender pay gap.

April 14: Vaisakhi (also known as Baisakhi), the celebration of the founding of the Sikh community as the Khalsa (community of the initiated) and the birth of the Khalsa.

Holidays list courtesy of: https://www.diversitybestpractices.com/2021-diversity-holidays#march

Andy Reynolds was the 5th President of SIETAR USA. We have had three male Presidents and Andy was the first. He was also the first of three African Americans who have been President of SIETAR USA. Andy’s connection to both intercultural and diversity created a bridge that is significant within SIETAR USA. If you did not know Andy, this special issue of The Interculturalist: A Periodical of SIETAR USA will help you get to know what an unusual person he was, something about his contributions to our Society and to the world, and what he meant to people who knew him. We stand on the shoulders of those who came before us. His broad shoulders, equally broad smile, and his fierce support of diversity, equity, and inclusion provided a foundation within SIETAR USA for all of us to be the best we can be.

Sandra M. Fowler, Editor

ODE TO ANDY REYNOLDS 

Andy died on February 7th after a 14-month battle with blood cancer. During those 14 months, we were grateful for each day and each other. Few couples get the opportunity to say goodbye the way we did. People have described Andy as committed, loyal, smart, curious, warm, inclusive, encouraging of others, a great hugger, a great laugh, a great cook, and an outstanding photographer. Those things are true. But he was much more than those things.
In our 39 years together, he taught me that unconditional love was possible to both give and receive. Together, we traveled to over 40 countries and he connected with other people in every one of those countries, coming away with insights and blessings that I, in my introversion, would never have received on my own. Andy had an immeasurable love of life. He loved people, he loved learning, and he reveled in every new person he met. He cared deeply about both racism and virtually every other ism—he fully understood that if one person is not accepted, then none of us can be accepted, and he worked hard to create a world that demonstrated the value of inclusion. His work and membership in SIETAR were part of that commitment.
Andy accepted both his illness and his death with the same grace, patience, and humor with which he lived his life. Andy frequently said that he intended to live fully until he couldn’t anymore and that is exactly what he did. He talked, listened, and laughed with friends up to the day before he died. Thanks to each of you for your loving sustenance as we say goodbye to his physical presence. Andy will continue to live through each of us who carry on his commitment to social justice.
Donna Stringer, February 19, 2021

Andy and Donna

ANDREW BUCHANAN REYNOLDS
June 29, 1939 – February 7, 2021
Andrew (Andy) Reynolds passed away on Sunday, February 7, 2021 after a 14-month battle with cancer. Andy grew up in Winston-Salem, North Carolina as the only child of Florence and Andrew Reynolds, both deceased.
Following high school graduation, Andy went to college in Lincoln University, an HBCU in PA.  He returned to Winston-Salem to participate in the early Civil Rights Movement, being an observer at the first sit-ins in Greeneville, NC. After public involvement in the Civil Rights Movement and leadership in the Congress on Racial Equality, he was drafted into the U.S. Army and spent the next two years at Fort Lewis in Washington. His assignment was in the medical corps.
Following discharge from the Army, Andy returned to NC where he helped establish the Advancement School, a private school aimed at serving low-income youth of color. Shortly after beginning some experimental educational ideas, he was transferred to Philadelphia to work in education. In the early 1970s, Andy attended the first class of the Columbia Journalism School program designed to recruit people of color into journalism. His first assignment was in Philadelphia where KING5 TV recruited him to come to Seattle.
After leaving television, Andy worked for the Seattle Opportunity Industrialization Center, and Seattle Parks Department. In 1982, he joined his wife, Donna Stringer, Linda Taylor, and Elmer Dixon as business partners in Executive Diversity Services, a diversity consulting business where he worked until retiring in 2008.
In his four-plus decades in Seattle, Andy was dedicated to the community, serving on the boards of the UW EOP program, NW Aids Foundation, the Washington Lottery Commission, and the Seattle-Limbe Sister City Association. Andy was in the first class of Seattle’s Leadership Tomorrow and helped establish the LT newsletter. He served as President of the Mount Baker Community Center for three years and as President of the U.S. Society for Intercultural Education, Training, and Research for two years. He was the recipient of numerous leadership awards.
Andy is survived by Donna Stringer, his wife and partner of 39 years; and stepsons, Scott (Tomoko) Moore, Mark (Barbara) Moore, David Moore, and Sebastian Benbow. He leaves five grandchildren and eight grandchildren.
Memorial services will be scheduled for the spring or summer of 2021. The family requests that in lieu of flowers, donations can be given to commonpower.org, rainierscholars.org, or socialjusticefund.org.

FROM DIANNE HOFNER SAPHIERE
“Weaving Strength Through Differences”
Andy Reynolds is one of those rare people who is one in a generation. He dedicated his life to building social justice and was the embodiment of what he believed; he walked the talk, loved without prejudice or hesitation, and was always ready with a joke, a smile, and words of wisdom. A seat at his and Donna’s dinner table was a delight for the soul. He was a true Renaissance man as well as a fellow photographer–I greatly admired Andy's work. I will miss him greatly as a friend and colleague. I mourn his passing as I can imagine the hole it leaves in the life of my beloved friend, Donna. I know he is out of pain and centered in love and joy, both of which he left us with loads.
I enclose two photos. The first picture pains me deeply, as I am “last one standing” between Andy and Kyoung-Ah. The second picture was taken at Andy’s dinner table, of this incredible couple that I have been privileged to know and call friends.

 
Andy, Dianne, and Kyoung-Ah


Andy and Donna

FROM JANET BENNETT
Our intercultural community lost a pioneer this month when Andy Reynolds passed away. As a SIETAR member, leader, and educator, he brought wisdom to our mission; Andy has truly been around the block.
From the early days of the organization, he had a commitment that would not quit. His resume is long and complex, with a list of accomplishments that reflect the depth and breadth of the field.
But this note is not that list. Instead, this is an expression of gratitude to Andy for being Andy. It is not merely what you know that makes you an interculturalist, it is who you are. A friend—not in this field—viewed Andy’s photo, exclaiming “You can just tell, this man has integrity!” It is who he is. His partner in life, Donna Stringer, will continue their work, bringing her own integrity to their joint commitments.
And, Andy, thank you for all your hard-earned insights. We honor your ideas, risk-taking, and, especially, your authenticity.
With respect,
Janet Bennett, Ph.D.

Andy at Edmund Pettus Bridge in Selma, AL

FROM CHRIS CARTWRIGHT
Andy Reynolds was such an amazing educator, mentor, and soul; we are all so fortunate to have met and worked with him. I can vividly recall him rolling into the ICI Offices, the SIIC campus, or a SIETAR conference hotel and immediately knowing that we were all in for 'some good trouble.' Andy had the ability to make everyone feel welcome and respected; he could guide you to understanding complex issues and then feel the emotional impact of that learning deeply; he could take you and your fellow learners to some seriously high learning edges, hold you there long enough to fully digest the full context of the challenge, and assure you that you could and would step-off that edge and not only survive - but thrive. Finally, after being on the edge of your seat with anticipation and alertness - he'd throw you a look and a zinger and the tension would break - a massive bellow of laughter would erupt from within him and you. Learning from Andy was transformational... and a Hell of a lot of fun!
I have reflected often over the past 10 days over what I've observed over 20 years of knowing and working with Andy. We rarely have the opportunity to meet—let alone work and befriend a person with such drive and commitment to do the hard work of intercultural diversity, equity, and inclusion. At the same time, Andy had a great joy in the people he met, the beauty of nature, the foods he ate, the music he listened to and he freely shared all of this joy with everyone he met. He was and is the perfect example of the yin and yang of work and joy; tension and release; truth and love. For that, I say thank you.

FROM LEE GARDENSWARTZ AND ANITA ROWE
Andy was one of the most courageous people we know, and his life was a testimony to love, laughter and learning. He never hesitated to teach or make a point, but he was always loving and kind in the delivery. Ever the questioning journalist, he always asked probing questions, turned ideas on their heads, and took discussions to a deeper level.  Whenever we talked with him, we knew we’d leave enlightened and enhanced. He was a respected colleague, wonderful playmate, and powerful teacher. And he walked the talk, both in his love for Donna and his steadfast commitment to social justice and equity. We are among the many who will miss him greatly and who are at the same time immensely grateful for having known him. May his legacy inspire others to continue the work.

Donna, Andy, Lee, and Anita

FROM MIKI YAMASHITA
Dearest Andy and Donna,
Every year I looked forward to seeing Andy's smiling face at SIIC. I felt that SIIC started with Andy's smile. My impression of Andy was that of both a very fine person and a father figure. Since I was working as a staff member at SIIC, every year Andy would ask me for a rental car. He always chose a larger, luxurious car. Even now, I can picture Andy driving a nice, big car at SIIC in Forest Grove. I was happy to have the opportunity to talk to Andy by providing this help.
I am deeply saddened by Andy's passing. It must be very painful for Donna and the rest of their family. My father also passed away about 10 years ago, but I have continued to talk to him; and now, even though I can't see him, I always know that he is here for me. So, I believe that Andy will always be with Donna and their family. When I see a nice, big car, I will remember Andy riding in it with a smile on his face, parking on the beautiful green campus of Forest Grove.
And now that I am serving as an educator at a university in Japan, I would like to honor Andy's impact on American society and the field of intercultural communication.
Andy has also been an inspiration to many SIIC participants who have come from abroad to study at SIIC. As an educator, I would like to pass on what I have learned from Andy to my students.
My heart goes out to you.
With much love and hugs,
Miki Yamashita

FROM KAREN LOKKESMOE
As I reflect on memories of Andy Reynolds, most are tied to SIIC and his tenure as President of SIETAR USA. His scholarship, practice, and contributions to the field are legion, but I leave that to others to mention. I remember Andy as one of the most caring, welcoming people I have ever met. There was a warmth about him that always made the space around him feel safe.
One of my first memories was of him conducting Star Power at an evening session at SIIC. It was my first encounter with the simulation and there were over 100 people participating. He was brilliant, of course; and I was so impressed by the seeming ease with which he led us through the activity; he challenged us to engage, and caringly and wisely debriefed the session to crystalize the insights gained; he demonstrated how we too might use this tool to enhance intercultural competence in our students, trainees, colleagues, especially around how power and privilege are so insidious and always present. His passing is a loss of such magnitude and I extend my deepest sympathies to Donna and all his family. I feel fortunate to have known him and to have been able to count him as a colleague.

FROM ANN MARIE LEI
My favorite memories with Andy involve sharing meals together; in a hotel restaurant at a SIETAR USA conference; round the dining room table at my house with boxes of pizza, salads, and red wine; and the very best, around a tiny table in Chris Cartwright’s garden in Portland, Oregon, enjoying plates piled with fresh veggies and salmon, catching up on the past year since the last Summer Institute for Intercultural Communication. Sometimes we talked about work—a little—but mostly we shared stories about our families, health challenges, travels, and—most impressively—Andy’s commitment to his regular workout and weightlifting routines. I looked so forward to these opportunities and will miss being greeted by Andy’s big smile, hearty laugh, and huge heart.

Ann Marie and Andy

FROM KATHERINE KING

May he rest in peace knowing that his shoulders are big enough to stand on, and stand on them we will. He and Donna taught so many of us so much that we carry with us today in this important work.
I often introduce his key question: “Does the difference make a difference?” and think, “What would Andy & Donna do?” when I am challenged in the work.
He was a pioneer. The world lost a force for good and social justice on February 7th, but he will forever live in every training program we deliver, every coaching program we facilitate. He planted seeds that we must now attend so that they grow exponentially. 
Thank you, Andy and Donna, you two. Oh Donna, my deepest sympathies to you and all of his loved ones as you face the unimaginable. His legacy lives on in so many. May you find peace along this next part of the path. 
With love and gratitude, Katherine King

FROM RICHARD HARRIS
I find that it is impossible for me to think or write of Andy in the past tense, as for me and so many others he is and always will be a living presence. A man of such wisdom, generosity, humour, and empathy, he continues to inspire others with his example of someone dedicated, above all, to love and service. I think of the words of Rumi, written 800 years ago: “When for the last time you close your mouth, your words and soul will belong to the world of no place and no time.” Andy’s soul, his legacy, is immortal.

Andy reading White Fragility

FROM SUE SHINOMIYA
Andy, you will be missed. Your physical body may have left us, but our fond memories of you will always be a part of our lives. I will always think of Andy as I knew him at the Summer Institute of Intercultural Communication (SIIC), back at Pacific University, where in spite of his Senior Faculty status, you could often find him sitting comfortably on the sofa in the common area, welcoming all who came by like family - with the warmest hugs, most challenging questions, most wide-ranging true-life stories, and most spot-on words of wisdom.
Rest in Peace and Rest in Power, Andy. 

FROM THE INTERCULTURAL COMMUNICATIONS INSTITUTE (ICI)
All the related fields of intercultural, diversity/inclusion, race relations, training, and education, have strong ties in this organization. All have lost a grandfather with the passing of Andy Reynolds. He was a long time SIETAR leader, trainer, and the Intercultural Communication Institutes’ (ICI) Summer Institute for Intercultural Communication (SIIC) educator. He would always have an American hug for those he knew well (who also liked hugs) and a culturally-appropriate greeting, hand-shake, or bow for those he was just meeting. ICI and SIIC staff always loved having the SEATTLE Contingent arrive, as we would get wonderful greetings, often a food treat, and, even better, a first look at his amazing photo cards.
His professionalism, his kind spirit, and friendly words of advice and wisdom were all treasured by the staff. He will be greatly missed.
Sandra, Kent, Franki, Elsa, Lori, Steven, Antimo, Miki, Chris, Melissa, Mike, Jody, and many more

    

Thank you to ICI, Janet Bennett, and Sandy Garrison for the following photos of Andy at SIIC over the years.

FROM ROBERT HAYLES

A Great and Good Warrior King

Like a great and good warrior Andy battled skillfully for justice. He stood by others who sought justice and stood up for those less able to do so. Andy stood tall and strong as he sometimes led the charge and sometimes engaged side by side. In really tough situations, where we seemed to be outnumbered and surrounded, we could trust him to stand back-to-back with us. You could count on him. He was worthy. Like a great and good king, he was filled with compassion. He brought us joy. He pulled us together, especially when we were far apart. He ruled with strength and goodness seeking unity across many divides and differences. While he exuded healthy power, he was also filled with love…which he shared generously. As a great and good warrior king, may he rest in justice, unity, and love. Somehow resting in peace does not feel like Andy.

With Love, Respect, and Appreciation,

Robert Hayles

Andy and Peggy Pusch

FROM SANDY FOWLER

When Peggy Pusch said that she thought Andy Reynolds would make a good SIETAR USA President, she was right. We welcomed his experience, kind humor, and leadership qualities. At the end of Andy’s term of office, he gave each Board member one of his photo cards—a card with a photograph he had taken that he connected with the person. My photograph was a dock and it was spot on. My late husband liked to talk about “pushing off from the dock” which meant taking a chance, being prepared, and—when the time comes—moving forward. Andy’s photograph spoke to me of the many times this had happened in my life. Times when you aren’t sure exactly what will happen, but you decide it’s what you want or need to do—and you do it. Those of us with experiences in cultures other than our home culture know that feeling well. I am sure as a pioneer in Equal Opportunity (as we used to call it) Andy had many, many of those experiences. He learned from them and passed on that learning. I remember during a long-ago conversation with Andy when he asked me who should be the U.S. presidential nominee. When I said that I thought it should be Barack Obama. I was surprised that he was so surprised that I wasn’t supporting Hillary. It was a good aha! moment for each of us and led to an interesting exchange of ideas. Like so many others, I loved Andy for all that he was. Rest in peace, dear friend.

Hello again, and welcome to this edition of the SIETAR USA newsletter and my contribution to it as the President. My message in January changed because of events, and it has this month as well, because we have had the sad news of the passing of Andy Reynolds. He was someone who has had a great impact on this organization and many like it around the world, so I wanted to just reflect on Andy’s legacy a bit. As somebody who didn't really know Andy that well, I got to meet him a couple of times at different events, and of course the gravitas that surrounded this wonderful man was evident.

As somebody who is fairly new to SIETAR, I did not have the benefit of actually knowing Andy for all that long, and so what I have to rely on are the insights and the reflections of people who he impacted so much. I've been listening to a lot of those over the last number of days, to get a sense of Andy’s heart, his intentions and again his impact on this organization and others, and I think a couple of things stood out. Certainly, he was very passionate about what he did. He really thought deeply and knew that what he was doing was really important work and the gravitas that came along with that was evident.

The other thing is how he made other people feel—how he made them the focus of his attention when he was sitting with them and engaging with them, so that they knew that he was intensely listening. He really did invest himself into their wellbeing, which often times might have made it seem that he was being confrontational and rather direct, which was I believe, a great skill that I’ve seen many of the people who knew him and loved him reflect on. The other thing is that he was bold, and he did his work large and loud and he really didn't think too much about what other people were going to say about it in many ways. So, what I want to do is use Andy’s legacy, and build on that for my message here today.

In many ways, we are an organization of many various cultures, many varied backgrounds, and walks of life. This includes professional backgrounds as well. One comment that I did reflect on was the statement someone made that Andy really approached this work as a business and we are a professional organization at our heart, we are made up of professionals, this is the work we do. We do it with love and dedication, but it is the work we do as professionals. So, when I think of people who have asked me about the activities that I do, online and in other places, I’m often asked what drives me to do this. Even though I’m kind of an introvert (I have those tendencies) I believe what I do and the message I have has importance and can have an impact on and hopefully provide inspiration to others. So, for me that’s the reason I do what I do, that is my driving force.

However, that does not have to be the same for everybody. Everybody should have their own motivation, as to why they feel that the message inside them, those things that burn inside them that they need to pass on to other people. I want that to be validated in whatever form that you put yourself out there in the world.

So, that means that sitting here today as you're listening to (or reading) this—is there is there a pen that you can put to paper? Is there a video you can do like this? Is there a recording you can do on your telephone? Is there something that you can contribute to put your voice out there, knowing full well there are going to be people who will question your intentions and they may push back on the actual information you put out there? My encouragement would be to do it anyway. You can sit in a comfortable zone and not say anything and, believe me, people are still going to question your intent on that. So, if I can encourage anything for anybody, it is to do so, even if you want to use SIETAR USA as a portal, we are always hungry for content to put out there to the membership, because the membership needs to hear from you specifically. And it needs to have these open discussions, even when they are uncomfortable because—as I always say—the uncomfortable is the place that we all should be sitting in to help us grow. There's nothing wrong with being uncomfortable. In fact, I think it's the only place to be and it's worked for me, even though I’ve found it quite hard—but it has worked for me.

I'm just one person in a large organization of wonderful leaders and inspirational people like Andy who have come along and impacted the world in such a great way. I can only hope to dream to impact the world in the same way that the likes of Andy Reynolds did, and so I just wanted to offer that today as a little bit of a reflection.

As you as we go forward into this this new reality that we're working through at the moment with a worldwide pandemic and many, many issues like Black Lives Matter that are impacting and really forcing positive change in this society, let's reflect on what we can contribute to it. As Seth Godin says, it would be selfish to keep this work to yourself, the world needs to hear from you. We need to hear from you, and as President of SIETAR USA, I need to hear from you.

This is the inspiration that keeps me going, and I know it keeps many, many people going. In this organization we want to hear from people like you, the membership, and others outside the membership who are willing to put their hand up and say “I’ve got something to say and I’ve got something to say that's real and it's from my heart, and I believe in it wholeheartedly.” So, I offer that as my final thought.

I would like to extend our deepest sympathies and warmest regards to Donna and Andy’s family. May we see more like him, may we try to be like him, may we just live his legacy into the future. We must believe that that he didn't leave crumbs for us to pick up. It wasn't that at all. He actually left us the pieces of yeast that he baked bread with, then it is on us to take those and bake our own recipe; put it together and put it out there for the world to taste, knowing full well that not everybody's going to like it, but—you know—maybe they might just come around eventually.

So please keep safe keep well and, as always, I am only an email or a telephone call away. Please reach out anytime. I want to help and support anyone in the SIETAR USA organization, whether it be professionally or personally. I'm always honored to do so. Hope to hear from you, and we’ll see you next month.

Brett Parry
President, SIETAR USA