These banned books are delightful!

So cool that Barnes & Noble even has a special display featuring “banned books”

I was most disturbed to read a recent article in one of the weekly magazines I subscribe to titled, “Battling over books – Conservative groups and Republican Officials are campaigning to ban books from schools and libraries.” The article showed the cover of a children’s book titled “My Two Dads and Me,” that was banned by a school district in Walton County, Florida.

And I have even seen this play out in my own city, Raleigh and Wake County, North Carolina. A few parents even filed a lawsuit demanding that such books as “Lawn Boy” by Jonathan Evison and “Gender Queer” by Maia Kobabe be removed from school libraries for being inappropriate pornography.

So I decided to order these three aforementioned books to read them for myself.

“My Two Dads and Me” written by Michael Joosten and illustrated by Izak Zenou is targeted for pre-school children to depict two fathers enjoying all kinds of activities with their kids. The diversity depicted in the book presents children with a beautiful diverse view of family configurations. The various illustrations include two white dads with a brown baby, a brown dad and a white dad with a white kid, a black dad and white dad with a brown kid, and two white dads with a white kid. And the diversity includes nerdy looking dads, dads with facial hair, bald dads and more.

Two of the banned books I ordered and read

The reality is that some kids have two moms or two dads, or maybe just one mom or one dad, and of course a mom and a dad. Trying to deny the existence of same gender couples with kids does a grave disservice to these parents, their children and society as a whole.

Then I read “Lawn Boy” by Jonathan Evison. This beautiful novel follows an Hispanic young man raised in poverty by a struggling single mother. The well meaning young protagonist Mike struggles with a rash of bad luck, much of it coming at the hands of opportunistic and selfish wealthy business owners who exploit their labor. In addition, Mike is trying to discover himself, including grappling with the possibility that he may be gay.

The complainers about this book described it as pornography. Yes, the book did include some cuss words, and it did reference a blow job, but there were no descriptive pornographic scenes in the book. In addition, the book was written for high school reading level and adults, and certainly there is nothing in this book that these readers have not already seen and heard. It is more likely that these close-minded bigots who protested about this book have never read it, and simply do not want anything dealing with sexual orientation, racism or class struggles to be made available.

In addition, the back of the book includes a discussion guide for small group discussions around topics such as impact of growing up in poverty on world view, differences in economic class, etc.

Next on my reading list is “Gender Queer” by Maia Kobabe, an autobiography dealing with identifying as nonbinary and asexual. Reading about the experiences of people different from myself will help me grow as a more inclusive and understanding human being.

Ten attributes and skills of successful DEI (Diversity, Equity and Inclusion) Leaders

On October 19, I participated in a “Diversity Officers Roundtable” as part of the two day virtual panel discussion as part of the Energy Diversity and Inclusion Council’s Energy Industry DEI Summit. Miracle Johnson did a superb job of moderating the panel that included myself and two outstanding Chief Diversity Officers, Kelli J. Scott of First Energy and Ray Stringer of Constellation Energy.

We kicked off the panel discussing the huge increase we have seen in company DEI efforts and the demand for having a Chief Diversity Officer (CDO.) Between the three of us on the panel, we came up with ten key skills or competencies we felt were need to be a successful CDO:


1) Understanding the business you are serving in. It is crucial to connect DEI to the overall business strategy and to understand the diversity dynamics of the industry in which you are working.

2) Consultative skills to be able to work with senior leaders across every function to actualize the impact of DEI on the overall business strategy and their own functional areas.

3) Having grit and courage. (See my recent blog about courage.) DEI work is not easy; there are many challenges and hard topics to address.

4) Perseverance, which goes along with grit. DEI work is a long never-ending journey; it is a marathon, not a sprint.

5) Operational savvy. In addition to driving DEI strategy, you need to be able to manage execution and operationalize DEI. This also includes being focused on the outcomes you are working to achieve.

6) Empathy. There are a wide range of issues in the world, in the country and in the workplace that have real impact on different diverse people and constituencies. It is important to understand how:
• working at home and managing kids may impact working women
• how the frequent murders of young black men impact black employees
• how the explosion of various state anti-LGTBQ+ laws impact your LGBTQ+ employees.

7) The ability to work with a wide range of increasingly diverse employee populations; e.g. cultural intelligence. Working effectively with a wide range of people is what diversity is all about!

I am one of the facilitators for NDC’s certification program, one way of building key CDO knowledge and skills

8) Enrollment. Being able to get people at all levels, from the individual contributors to managers to executives engaged and bought into DEI efforts.

9) Being open minded, creative and innovative.

10) Investing in the needed education and skills building for a career in a fast-changing field. This can include college curriculum, conferences, and certification programs like the National Diversity Council’s DiversityFIRST™ Certification Program.


If you aspire to be a DEI leader in the workplace, or a CDO, perhaps evaluate yourself across these ten skills and consider enrolling in the NDC’s DiversityFIRST™ Certification Program.