MANN & MANN PUBLISHING
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Celebrating Women.Celebrating Life......................
CELEBRATING WOMEN.CELEBRATING LIFE
Women of Color Magazine was established in October, 1995 as a print magazine, covering the states o Arizona, California, and Texas. The goal of the magazine was "simply to educate, provide awareness on issues related to women," and provide an outlet for writers to have their work published.
Women who share their life, their experiences, reflecting on the positive, and growing from the negative. Living life to the fullest, Educating oneself, Developing life skills, Nurturing our families.
Women of Color Magazine was established to give all women an opportunity to have their work published.
Written work such as poetry, short stories, novels and other written material which will inspire, educate and motivate other women is our foundation.
We are accepting written materials on fiction, poetry, short stories, health, please submit to: Carol A Mann, PO Box 24225, Phoenix, AZ 85074 or send an inquiry to my email @ womenofcolor@cox.net
Established October 1995 ................ Celebrating Ten Years and Counting
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WOMEN OF COLOR ADVOCACY CENTER
WOMEN OF COLOR ADVOCACY CENTER
P.O. Box 24225, Phoenix, AZ 85074
Email: carolamann@cox.net
Are you having a problem at work? Do you need a voice to speak on your behalf? Are you are being bombarded, cornered, directed toward being fired?
Advocacy - the act or process of advocating or supporting a cause or proposal.Liaison - communication for establishing and maintaining mutual understanding and cooperation.Example: A woman was fired, payroll told her that her final pay was mailed, the check did not come after a week and half, during this time she tried on her own, but was given the runaround. "Mary is out, Mary is in a meeting, Mary said she mailed it out on Tuesday, on Friday, and so she called on us to intervene and after several unsuccessful attempts to reach payroll administrator, we called on the General Manager who stuttered and attempted to cover why this woman had not received her check, he blamed it on firing this payroll administrator, tried to blame it on this woman (about her repetitive calling in regards to her check). The Financial Officer of this company called her early one morning to pick up her check, this woman rides the bus to the company and there is no check, and no one to speak to regarding this but, the receptionist. Why would the Financial Officer do this? The General Manager admitted that this had happened. (Real Life) Result: She called the Women of Color Advocacy Center and a check was cut within the hour and she received her check early that afternoon. |
PRINCIPLES OF SUCCESS FOR WOMEN OF COLOR PRINCIPLES OF SUCCESS FOR WOMEN OF COLOR
PRINCIPLES OF SUCCESS
FOR WOMEN OF COLOR
My goal is to be successful for all of my future
business and professional endeavors, I want to make a
lot of money for my family, I want to buy a home,
purchase a nice car, and I am a woman of color how do
I get there? Are the qualifications different for me
than for other women?
To be successful on the job as a woman of color, you
may have to work a little harder, and find ways to go
up and beyond your job description. How focused are
you on achieving your goals for the promotion?
1. Openly show esteem for your co-workers, show
support to your co-workers as they achieve
responsibilities, and expect them to support you.
Every day project an image of solidarity, be a
team-player and have a singleness of purpose in
fulfilling your goal.
2. Once you make a decision, implement it ¡V Prior to
making your decision research and reason out the
process. As a leader or a women on the move to taking
a leadership role make your decision after gathering
the appropriate information from your team and viable
sources. Once you make a decision ¡V implement it and
share ownership of this decision with your team, also
as a leader take responsibility for this decision.
3. Develop and Promote a win/win approach with your
fellow staff members, should there be a disagreement
at your place of employment, define the issue and not
the person, find and seek constructive ways to manage
the problem. Oftentimes fellow co-workers will become
defensive, angry, irate, but you as leader, or a
potential leader should not lose sight of the issue at
hand. People tend to look at a woman of color who is
in a management position with critical eyes, you have
to maintain that positive attitude and utilize the
win/win approach. Allow the other person to loose
gracefully, when confronted with a win/lose situation,
or you will have a lose/lose situation on hand and no
one wins. As a manager you will be considered
unprofessional and you will have an unsuccessful team
environment.
4. If you report to a Senior Manager be supportive, do
not gossip about your boss behind his/her back,
discuss issues in private, but have you information
and research done, never go to your Senior Manager
with no supporting documents Be on top of your game !
Be helpful to your boss, make him/her look good in
turn you will look good and find success. Upper
Management will notice your positive support of your Manager, there will be times when you will not agree
on certain issues, but discuss them in private, and
not amongst your team or co-workers. Keep that
attitude positive. Remember as a woman of color you
have to go up and beyond your duties and
responsibilities.
5. Delegate, delegate for success, and not failure.
As a leader, a true leader, your goal and focus should
be to make your team successful. Seek out those on
your team who want that new car or nice home,
encourage and motivate your team by delegating,
sharing responsibilities. As your team supports you,
do not keep them from moving on to their next level of
financial independence or success, this is one way you
will offer support and the word will get around the
company, that you are a good manager.
6. True leadership is Teaching and true leadership is
shown by Example.
As a leader do not demand, but ask, by demanding, you
lose the respect of your co-workers. Respect is
earned, admired and not demanded of, it must be given.
Statistics and Women of Color:
. Only 26% of women of color say that career development
is an important part of their company's diversity
program.
.Only 17% say their managers are held accountable for advancement of women of their own racial/ethnic group.
http://www.diversityhotwire.com/business/diversity_statistics.html#women_color
As a woman, as a woman of color, as a manager of team,
have knowledge of your role as a leader at work, know
that you are a role model for others, you are an
example, management is watching you, your team is
watching you, and all eyes are on you. This is just
the way it is at work for a woman of color.
You are being watched for successes and failures, but,
do not be afraid or fearful of your failures, know
your job, duties and responsibilities, always keep
supporting documents of your decisions and anything
else that may be pertinent. Find yourself a mentor at
your place of business or at another company.
A failure is just another avenue to achieving success,
great leaders have failed and they have gotten up,
again, and again.
"Failure is to never try again after having failed."
By Carol A. Mann
Dr. Mae C. Jemison First Black Female Astronaut
THREE, TWO, ONE, BLAST OFF - DR. MAE C. JEMISON went into space as the FIRST black woman of color we are proud to acknowledge. I had this big smile on my face," Jemison says, smiling at the memory. "I was so excited. This is what I had wanted to do for a very long time. With that successful launch SEPT. 12 1992, the Chicago-reared physician earned a place in the history books as the first African-American woman to travel into outer space. "It was the realization of many, many dreams of many people," Dr. Jemison says.
Trained as NASAs first mission specialist to operate shuttle and space laboratory hardware, Jemison performed experiments that monitored how living organisms react in space. She also designed an experiment that looked at the effects of the space environment on bone cells.
Jemison attended Stanford University and graduated with a Bachelor of Science degree in Chemical Engineering, and fulfilled the requirements for an A.B. in African and Afro-American studies. She completed her medical doctorate at Cornell University. Jemison was a General Practitioner in Los Angeles with the INA/Ross Loos Medical Group, and then spent 2 ½ years as Area Peace Corps medical officer for Sierra Leone and Liberia in West Africa.
Honors and awards include induction into the National Women's Hall of Fame; selection as one of the People magazines' 1993 "World's 50 Most Beautiful People"; Johnson Publications Black Achievement Trailblazers Award. This is Dr. Mae C. Jemison.
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Aid To Adoption of Special Kids
OUR FAMILY....
Take our Daughters and Sons to Work Day - Thursday, April 27, 2007
The Take Our Daughters And Sons To Work program encourages children throughout the country, between the ages of eight and 12-years-old, to explore the intricacies of achieving and maintaining fulfillment both on and off the job. Through guided educational activities, girls and boys will discuss work relationships, family relationships, the roles of money and status in their lives, and ultimately ask themselves, “Can I have a family and work here too?”
Nearly 14 million employed Americans participate in Take Our Daughters And Sons To Work Day each year at workplaces across the country.
