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Upstate Class II, Fall 2004

Upstate Class II, Greenville, SC

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The P.O.M.B. Squad

The P.O.M.B. Squad focused on the participation of women and minorities on high-profile boards in Upstate South Carolina. Team members analyzed the representation of women and minorities on nine boards with significant social and economic impact and found that the representation of women and minorities on these nine boards was not an accurate representation of the demographic composition of the Upstate. Additionally, the P.O.M.B. Squad concluded that steps needed to be taken towards expanding the number of women and minorities represented on these boards.

Inclusion Infusion

The Inclusion Infusion team of the Riley Institute’s Upstate Diversity Leaders Initiative recognized a need to honor “organizations, programs, and individuals for their contributions in promoting international diversity in the Upstate.” To accomplish this mission, the Infusion Inclusion team organized the International Diversity Leadership Recognition Dinner, which was a “regional evening dinner event to recognize and celebrate good deeds and community service by Upstate individuals and organizations who are leaders in the field of promoting international diversity.”

Bridging Diversity GAPS in the UPSTATE

G.A.P.S. focused on the extension of effective emergency services to minority groups, specifically the growing Hispanic minority in the Upstate. G.A.P.S. noted that emergency services' ineffectiveness in responding to specific crises is often related to language barriers, as well as the general reluctance of the Hispanic minority to use emergency services for (1) fear of INS or deportation, (2) fear of losing U.S.-born children, or (3) prior negative experiences with authorities. G.A.P.S.

Diversity Docs

The Diversity Docs team studied the question of why more minorities did not participate naturally in the Greater Greenville Chamber of Commerce. The team conducted surveys and one-on-one interviews to study the Chamber's diversity policy and the low participation rate of minority businesses in the Chamber. They found a lack of awareness concerning the stated diversity policy of the Chamber as well as a reluctance of minorities to join the Chamber.

Project Kaleidoscope

Project Kaleidoscope recognized the struggles of non-profit organizations to recruit and maintain diverse boards. Project Kaleidoscope developed a questionnaire to study successfully-diverse non-profit boards in order to provide information on how they recruited and maintained diverse boards.

Zentrum City

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