Some Princes Don’t Care Much For Princesses – So What’s the Big Deal?

The queen was quite concerned that all the other princes in their region were married, but her son Prince Bertie was not.

The queen was quite concerned that all the other princes in their region were married, but her son Prince Bertie was not.

Please see the several links to additional blogs and resources at the bottom of this short blog.

In the May 15th Raleigh News and Observer, front page, was a story (link) about third grade teacher, Mr. Omar Currie, who got into hot water for reading the book “King and King” by Dutch authors Linda De Haan and Stern Nijland to his third grade class in rural Efland, North Carolina. Mr. Currie read this delightful book to his class after a boy was being bullied in his classroom and the word “gay” was used in a negative sense. (NOTE: follow up newspaper article on the subsequent public hearing.)

This book is a classic fairy tale about Prince Bertie, who is single despite his mother’s wish that he find a princess to marry. After the queen issues an invitation to the world’s princesses to come meet her eligible bachelor prince son and Bertie meets a very diverse set of princesses from all corners of the globe, he finally (and bravely) declares to his mother, “I’ve never cared much for princesses.” Luckily, Prince Bertie meets Price Lee, and they fall in love and get married.

Good news!  Prince Bertie finally meet Prince Lee, they fall in love, get married and live happily ever after.

Good news! Prince Bertie finally meet Prince Lee, they fall in love, get married and live happily ever after.


Now a local resident who does not even have a child enrolled in the school with a few other local parents are raising a fuss about the “inappropriateness” of the book. So I ask, what is so inappropriate about reading one single children’s book that features a same-gender couple? Here are 3 important short points:

1. Same gender (or gay) marriage is now a reality in 21st century USA and in many countries around the world including Europe and Latin America. A majority of US states now have same-gender marriage and more than likely it will be a nationwide reality after the US Supreme Court issues a final ruling on this matter in late June. And even Mr. Currie states that several students in his school have two moms or two dads. Shouldn’t those families be included in stories as well as all others?

2. Schools must address bullying and foster diversity. When a girl is bullied for being a “tomboy”, or a boy is bullied for being a little feminine, or a child is bullied for being multi-racial, or has a disability, or two mommies or two daddies, the school must address it. Children need to be taught early and often that bullying is always wrong and that all people should be respected and valued.

Third grade teacher Omar Currie acknowledges applause in response to his impassioned speech at a community hearing. Photo: Harry Lynch, hlynch@newsobserver.com

Third grade teacher Omar Currie acknowledges applause in response to his impassioned speech at a community hearing. Photo: Harry Lynch, [email protected]


3. Teaching about different ways of life does not diminish or detract from anyone! Mr. Currie estimates he reads 500 books in a typical school year to his class. So one book out of 500 features a same-gender couple. That in no way takes away from opposite gender couples or single parents families that may be portrayed in the other 499 books! People need to get over feeling threatened by people who are not exactly like them.

In closing, I would like to salute the enlightened teacher Mr. Omar Currie for doing the right thing in his class. Let’s all emulate Mr. Currie and support diversity of all kinds of families in our schools, business settings, churches and communities!

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Additional blogs and resources:

Blog about LGBT bullying and hate speech.

Blog about a leading anti-bullying non-profit, the Tyler Clementi Foundation.

Connection to GLSEN (Gay, Lesbian & Straight Education Network), resources for promoting equality and protection of all LGBT students in schools at all grade levels.

Blog with two scenarios of schoolyard bullying eventually impacting workplace harassment.

Blog about LGBT diversity and bullying in the sports world.

Website with resources on hate crimes.

Blog with link to an organization about being an ally to the LGBT community.

2015 Warning – A Talent Shortage! Focus on Growing and Retaining Your Talent – Part 2 of 2

Are your competitors luring your best employees away to "greener pastures?"

Are your competitors luring your best employees away to “greener pastures?”

The premise of this two part series is that there is a major issue now facing US companies as the economy continues to improve and the record number of people retiring exceeds the supply of new qualified talent entering the work place.

In Part 1 (link) I focused on three top sources of bringing in new talent. But once you obtain the best talent, how do you keep them engaged and growing? And to make the issue worse, as the economy continues to improve, you competitors are going to come after your best people to lure them away to greener pastures. You need to actively show your employees that the company cares about their career growth and that great future possibilities are available within your enterprise.

The importance of providing a skills and career growth value proposition is highlighted in the SHRM (Society of Human Resource Management) January/February 2015 “HR Magazine” in a feature story called “What’s in Store for HR in 2015.” In fact, a majority, 5 of the 9 predictions, supports this theme of the importance of talent development:
• Culture, diversity, engagement and retention will be front-burner issues.
• Corporate learning will be transformed and will take on more importance
• Talent mobility and career management strategies will become necessary to complete
• Leaders will invest in talent analytics and workforce planning
• HR teams will get a new design and focus on professional development

When your best talent leaves to go somewhere else (and let’s face it, it normally is your best who are recruited and lured away by competitors), the replacement cost in terms of recruiting, hiring and onboarding is huge! The cost per employee can often range from 1 to 1.5 times annual salary. Yet to invest in some robust career development tools to excite and retain your employees may even cost less than replacing one employee! Get proactive and grow your people instead of spending millions of dollars on “employee replacement costs.”

A good talent growth strategy will involve engaging employees in growing skills within their current position as well as giving them tools to plan meaningful longer range careers within your enterprise (see my past blog on short range and longer range development.) On the career growth side, I offer an innovative yet proven approach based on career mapping that is tailored to your enterprise and engages employees enthusiastically in longer range career planning.

Check out the Total Engagement Career Mapping offering as well as reading this ZipRecruiter article about my process. In addition, here is another article that demonstrates how to calculate a business case for investment in employee career development, ideal for securing the necessary budget from your CFO. And then contact me today to request my two page offering spec sheet and / or to set up an appointment to discuss how Total Engagement Career Mapping can work within your company.