Efforts to diversify the staff of the Center for Creative Leadership
Ulmer discusses efforts to diversify the professional staff of the Center for Creative Leadership during the late 1980s and early 1990s. Earlier in the interview, Ulmer stated that when he first became the president of the Center, all of the leadership positions were occupied by white men. Here, he focuses on efforts to bring more women and more African Americans into positions of leadership. Ulmer asserts his opposition to segregation and expresses his optimism that one day special measures to bring women and minorities into executive positions would not be necessary.
Citing this Excerpt
Oral History Interview with Walt Ulmer, November 20, 1998. Interview S-0034. Southern Oral History Program Collection (#4007) in the Southern Oral History Program Collection, Southern Historical Collection, Wilson Library, University of North Carolina at Chapel Hill.
Full Text of the Excerpt
- JOSEPH MOSNIER:
-
I just have a couple more questions. You mentioned the diversity issue
at the Center and I know that during your tenure the Center launched I
guess in '89 the program focused on executive women. And then
in '94, the program focused on African-Americans. Maybe just
a little bit more reflection from you on the sense of the
Center's engagement with those issues across your tenure. You
mentioned the particular challenge you faced in trying to find people to
recruit. If you could maybe just flesh that out a little more!
- WALT ULMER:
-
Well, I think people in the Center were sensitive to this before I got
there but I think I was able to help that particular focus and
to—it was just time for a faculty that looked a little bit
more diverse. We had been and continue—when we started up the
executive women's program, the question was and it still is
this is an unnatural environment where you have all women because in the
work place, you don't have all women. And furthermore, to
some extent, this is kind of an exclusive program. The Center has always
said we're sort of open to everyone, come on in. Well, now
all of a sudden we have a program for Blacks, we have a program for
women, whatever. And we thought about this quite a bit. And I would like
to think that in another 10 or 20 or 30 years we don't have
to have these but I'm convinced at this stage of the game,
particularly for women executives, that they do need an environment
where they feel comfortable to address those issues that they are
concerned in their own mind that no one but women executives understand.
And as long as that's that way, I think the Center needs to
have some of those programs. I'm ultimately against the idea
of segregating our society any more than it's already
segregated. And I hope we can stop some day talking about
African-Americans and European-Americans, Hispanic-Americans,
Asian-Americans and so forth. But again, it will be a while before we
get there. In the intermediate stage, we have to provide opportunities
to be sure that women and minorities have some comfortable place to go
that will, hopefully, help them in a number of ways.
- JOSEPH MOSNIER:
-
Right, right. Any specific recollections in a general sense about the
hiring efforts you made and the challenges you faced there to find staff
members to bring in who were women and minorities?
- WALT ULMER:
-
Well, we had to look around a lot. But obviously, the guy says we went
from zero to 60 in just a few years. They were sort of there, but it
wasn't easy. And you have this very
interesting—someone says we want to recruit minorities
without lowering standards. Of course, that's a dumb
statement. The presumption then is that minorities are going to
obviously lower your standards unless you're careful, which
is a very strange and interesting approach to the subject. On the other
hand, you don't want to either have token people or to hire
people because they are minorities who don't match with the
qualifications of the other members of the faculty. But most
institutions—I don't know how yours is doing, but
many universities now are continuing to have major problems recruiting
the kind of people that they want. So the Center needs to continue to
pay attention to it. There are some things once you get sort of a
critical mass then things kind of happen. I mean when you have none, the
first two or three are tough. When you have a dozen, then a combination
of them and your reputation and whatever just kind of takes over and
then it can pretty well go. Back in the Army when we had problems with
Black military policeman, the Black soldiers did not want to become
policeman. Part of their home tradition was the police were not
particularly good guys. So one of the things that we did in my division
in Germany was I said, "Okay, we're going to convert
some infantrymen and some other people into M.P.'s."
And we got finally permission from God or someone so that we could do
that out in the field. We decided we would recruit two at a time. So
when you took two buddies out of the squad, two Black soldiers and said
look, we need military policemen. We're going to put you
through some schools and so forth and you're going to be
M.P.s., that worked an awful lot better than trying to get one. And once
you built up at the beginning, I think, and at the Center, I think maybe
that was one of the things that has perpetuated. I think they have a
pretty good mix now of diversity.