Edition
41 October 15th November 15th
2011
in a city rich in shades, here is a COLOR that includes all...
Social Capital Analysis: Understanding the Human Asset
Q+A WITH
Kirk SYKES President Urban Strategies America Fund DifferentlyAbled by Mimi Gonzalez Wine in Vermont: The New Frontier
Words to Dress By by Jay Calderin
Helping individuals and organizations communicate with today’s emerging majorities. 401.274.0033 w globalviewcomm.com
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Contents
OCTOBER
2011
Feature
12 | Q&A
with Kirk Sykes, President of Urban Strategies America Fund
Entertainment
15 | Jazz singer/pianist Elaine Elias shows off amorous touch 16 | The Machine Gun Preacher discusses his life and movie 20 | RISDiversity: The preeminent art school does diversity
Lifestyle
18 | Wine in Vermont: The New Frontier 22 | Words to Dress By by Jay Calderin
— 01 — 02 — 03 — 04 — 05 — 06 — 07 — 08 — 09 — 10 — 11 — 12 — 13 — 14 — 15 — 16 — 17 — 18 — 19 — 20 — 21 — 22 — 23 — 24 —
Business
5 | The Three V’s of Cross Cultural Mentoring 6 | Social Capital Analysis: Understanding the Human Asset Benchmarks
8 | Profile: Linda Chin President ATASK Dialogues
10 | Differently-Abled by Mimi Gonzalez
www.colormagazineusa.com OCTOBER 2011
3
Welcome From the EDITOR
A
lthough he didn’t know it at the time, my
relationship with Kirk Sykes began when I was a senior at Northeastern University. He visited my economics class and shared his vision for the Crosstown Center (see p.14). Before me was a man who wanted to place a $150 million, hotel/office/retail/parking complex in the middle of a depressed neighborhood, and he wanted the surrounding communities to build it, invest in it and work in it. Eight years later, we are experiencing his vision; he has transformed a run down intersection and brought the neighborhood along with it. Two years ago we wrote about Asian Community Development Corporation. They discussed their plans to build on an underutilized strip of land in Chinatown called Parcel 24. Turns out, Kirk and the Urban Strategies America Fund are spearheading the development of a mixed-income, residential high-rise on the land. (On Oct. 17th the city and state will officially announce funding for the project; construction is scheduled to begin this Spring.) And when the dreamy architectural rendering (p. 12) is realized, you can be sure it won’t be a shiny beacon of gentrification built by wealthy outsiders for wealthy outsiders. Rather, it will be a symbol of true progress and development from within – the community has invested in it, they will build it and they will live in it. Now I have a chance highlight Kirk’s endeavors with a new audience, just as he did with my class of wide-eyed (at least that day) undergrads. Maybe someday you can look at the building at the corner of Hudson and Kneeland and tell someone you remember when that was just an empty, run down lot by the highway. Michael
CONTRIBUTING WRITERS
Joanne Choi is a freelance journalist who also regularly contributes to AsianBoston Magazine. Her passion is staying up-to-date on people and society. She is working on her first novel.
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Dr. Karen Stephenson is a corporate anthropologist and lauded as a pioneer in the growing field of social capital metrics. She received her Ph.D. in Anthropology at Harvard University, an M.A. in Anthropology at the University of Utah, and B.A. in Art & Chemistry at Austin College, TX.
MAGAZINE OCTOBER 2011
Anna Giraldo-Kerr founded Shades of Success, a career coaching firm, to help professionals of color proactively manage their careers. In 2006, Anna’s editorial commentary on immigration and education was awarded national recognition at the First National Ethnic Media Awards.
Mimi Gonzalez is a stand-up comedian actively touring since 1998. She’ll go anywhere to make people laugh, including Iraq and Afghanistan to entertain the U.S. military. She’s also a part-time blackwalnut farmer in between comedy shows and writing assignments.
Trond Arne Undheim is an entrepreneur, speaker and author. He lives between Boston and London, speaks six languages and has a Ph.D. in sociology. He writes frequently on wine and society.
Jay Calderin is the author of Form, Fit & Fashion,’ and Fashion Design Essentials. Jay is an instructor and the Director of Creative Marketing at the School of Fashion Design, as well as the Executive Director of Boston Fashion Week, which he founded in 1995.
In a city rich in shades here is a color that includes all… Color Magazine is the premier all-inclusive monthly magazine that highlights and promotes professionals of color. 4 Copley Place | Suite 120 Boston, MA 02116 (617) 266.6961 sales@colormagazineusa.com Publisher
Josefina Bonilla
josefina@colormagazineusa.com Editor
Michael Chin
michael@colormagazineusa.com Event Strategist
Desiree Arevalo Social Media and Public Relations Representative
Vivian Pereira Publisher
Color Media Group, LLC Distribution
GateHouse Media
Business
(L to R) Dr. Betty Crutcher, Dr. CaseyBuford, Raymond Yu and Phyllis Barajas at the Global Diversity Leadership Conference at Harvard
person that is doing it,” said Dr. Casey-Buford. Part of the vision, added Ms. Barajas, must include the mentor’s conviction that everyone, regardless of background, is “equally welcome at the table.”
Values
The Three V’s of Cross Cultural Mentoring Advice from the experts at the Global Diversity Leadership Conference at Harvard By Anna Giraldo-Kerr
C
ross cultural mentoring is often considered a crucial aspect of diversity awareness. The topic was one of several that were part of Global Diversity Leadership Conference at Harvard University. “Cross-cultural mentoring is at the center of any effective diversity leadership initiative,” according to Martha R. A. Fields, who founded the conference.
A panel of experts and practitioners led the discussion: Dr. Betty Crutcher, Founder and CEO of HOPE (Helping Others Prepare for Education); Phyllis Barajas, founder of Conexión, a leadership and mentoring program for midcareer Latinos; Dr. Sandra Casey-Buford, director of diversity and inclusion for Massport; and Raymond Yu, creative director of Pandamonium Design. The panel framed their
remarks around Vision, Values and Virtue Model of cross-cultural mentoring and their own personal and professional experiences.
Vision Panelists unanimously agreed that mentors need to have a personal vision of their own life before they can inspire and motivate others. “Diversity and mentoring work starts with the
The beginning of a mentoring experience could present a delicate situation as each party brings their own principles and ideals to the mentoring relationship. Dr. Crutcher asked the panel to comment on the dynamics between mentee’s and mentor’s values. Mr. Yu used the Star Wars analogy to emphasize that the mentoring process is about “learning from each other” not expecting the mentor (Yoda) to impart wisdom on the mentee (Luke Skywalker). He discouraged the traditional model of mentoring where the mentee is considered an empty canvass that must be populated by the mentor’s ideas and philosophies.
Virtue. Dr. Casey-Buford captured the sentiment in the room when she said, ”Virtue is best displayed by mentor’s example.” The panel provided several examples about mentoring relationships that went sour due to disparate perceptions and interpretations about honesty and integrity. During the question and answer period, the audience shared their own stories as mentors and mentees. Although they all had different experiences, they all agreed on the value of a mentoring relationship based on mutual learning and respect. Several of those in attendance were starting their professional lives, and Dr. Crutcher asked a few to express their thoughts about mentoring. Aaron Wilkins, who recently started a job at Harvard University summed it up: “The opportunity of growth sided by a mentor is such an inspiring concept. Where one may go in life or accomplishments one has obtained in life – I learned – he or she should be accompanied by a mentor.”
Anna Giraldo-Kerr coaches, consults and writes about leadership and diversity. She can be reached at annagkerr@gmail.com
www.colormagazineusa.com OCTOBER 2011
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Business
Social Capital Analysis
Stay Tuned for SCA casestudies on how... l Curtiss-Wright used this approach to align a merger of two business units l International Paper used this approach to merge two acquisitions
The missing link in understanding the human asset
l National Institutes of Health picked a new director for one of its laboratories
By Karen Stephenson
l Shell Oil used this approach to reduce onboarding from 4 years to 6 months
W
hat if organizations possessed a tool to identify, quantify, and evalu-
ate the inner connections of trust?¶ Connectors, the key internal influencers, are not the usual suspects. The true connectors are often the unsung heroes who operate without the power of position but who use trusted relationships to influence others. They are the real movers and shakers because they fly below the radar to make things happen. By identifying these key individuals, organizations are better equipped to accomplish their goals quickly and effectively.
How do we identify them? Through Social Capital Analysis (SCA). SCA measures the networks of connections within an organization. The automated mathematical analysis of those connections produces a list of key connectors who likely have no idea they are connectors and are often missed or passed over by management, unsung. Who are these connectors and why are they hidden in plain sight? The answer lies in a be-
guiling duality – in every organization two parallel universes coexist: Authority – from which unfolds formal rules, bureaucratic procedures and transactional work processes – and trust relationships – where informal understandings facilitate how real work gets done. The former is characterized by hierarchical structure and the latter by networks. Managers understand and are trained on the former, but often miss out on the latter because they are
l Merrill Lynch used this approach to improve and leverage its global reach
schooled to ignore it. The prevailing wisdom is that the informality that characterizes these networks has no need of measurement. That misplaced assumption couldn’t be more wrong in today’s world of 24/7 connection. It is more important than ever to regularly map and measure these networks, just as you would get your annual check-up, because you will reap a gold mine of buried connections and connectors. There are three prevailing patterns that these connectors follow. The first connector pattern is to be central, like in a hub. Hubs are individuals who have many one-on-one relationships. They are typically team members who know everyone and have an uncanny sense of the “lay of the land,” that is, how things actually get done. They are often the best sources of local knowledge and serve as information clearinghouses.
Dr. Karen Stephenson is a corporate anthropologist and lauded as a pioneer in the growing field of social capital metrics. For more information visit www.netform.com or email Karen at karen.stephenson@netform.com.
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MAGAZINE OCTOBER 2011
The second connector pattern is the gatekeeper. Gatekeepers generally do not have as many one-on-one relationships. They “control” the access and flow of information by serving as bridges between individuals and groups. They embody the word “leverage.” The third connector pattern is the Pulsetaker. Pulsetakers are connected to the greatest number of people indirectly (e.g. “a friend of a friend is a friend” and “a friend of an enemy is an enemy” are two axiomatic phrases for “indirect connection”). As such, Pulsetakers have a broad and deep array of contacts extending beyond the limits of their immediate group. They are attuned to the “pulse” or heartbeat of the organization and possess an uncanny ability to distinguish “weak signals” from noise. The good news is that it is now possible to identify these connectors using seven easy-toanswer questions in a brief survey. The actual process takes only 30 days to administer, but it took 30 years of mathematical testing and research to create. In the same way doctors progressed their crude diagnoses from feeling the bumps on a man’s head (phrenology) to the sophisticated imaging of the human body in an MRI, we can now see with new eyes what really holds an organizational culture together. Human resources and organizational development professionals have been using SCA as a tool to help identify and map relationships inside their organizations so employees can be profitably aligned to corporate objectives: l Identifying potential leaders for succession planning l Preparing current and future leaders who are weak in social capital l Improving communications across silos l Building trust and improving employee engagement l Preemptively planning for mergers and acquisitions l Rapidly getting new recruits on board and improving retention rates l Creating an innovative culture or refocusing existing culture Social capital has been the missing link in a performance equation that only valued human capital (skills, talents and experience) as measured hierarchically. These more traditional human capital measures are not wrong, only half right. The critical missing link is the social capital component. By combining the social capital with the human capital metrics, the whole human intellectual asset can be asserted, assessed and quantified. At last, we can take the uncertainty out of managerial practice by making these intangible social capital assets tangible and the management of them a reality.
Others Talk.
We Lead. The Diversity Difference. There’s a difference between talking about diversity, and paving the way towards change. Join us at Massachusetts General Hospital and you’ll join an organization with energy, commitment and a richness of programs designed to create a hospital and a workplace that’s more vibrant than ever before. Our innovative initiatives include:
• The Association of Multicultural Members of Partners (AMMP) AMMP is an employee resource group committed to the advancement, retention, recruitment, and development of multicultural professionals into leadership roles at the Massachusetts General Hospital. Its membership consists of diverse professionals from across the Hospital.
• LGBT Employee Resource Group The MGH Lesbian, Gay, Bisexual, and Transgender (LGBT) Employee Resource Group serves to educate the Hospital community about LGBT health issues and to create an environment that is supportive of LGBT employees, patients, families, friends and allies.
• Multicultural Affairs Office The MGH Multicultural Affairs Office (MAO) focus is to translate the growing number of students underrepresented in medicine (URM) into future faculty leaders, and to further develop the cultural competency of MGH physicians.
MGH offers career opportunities in all areas of patient care, research, administration and operations. To see a complete list of our current opportunities and learn more about our benefits, please visit our website.
www.mghfordiversity.org
By embracing diverse skills, perspectives and ideas, we choose to lead: EOE. www.colormagazineusa.com OCTOBER 2011
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benchmarks
JC: What is different about the needs of domestic violence survivors and their children now then 2002? LC: The Asian population has grown in Massachusetts and New England significantly since 2002. We’ve responded by increasing service capacity – now our direct service staff speaks over 12 Asian languages and dialects. We are also doing more work with children – direct services to children impacted by violence and outreach with our message, ‘Peaceful Homes Let Children Soar.’ JC: My understanding is that ATASK works solely with women and children. Have any men reached out to your organization either with their own concerns about committing potential violence or as victims themselves? LC: Our client population has included men. We do not directly provide batterer intervention services for men or women, but refer to other community agency partners that provide these services. We have wonderful programs for youth – teen dating violence and youth empowerment programs – where young men are participants and become peer leaders in promoting healthy relationships. (PHOTO: Matt Teuten)
Q+A
T
Linda Chin President of the Asian Task Force Against Domestic Violence By Joanne M. Choi
he Asian Task Force Against Domestic Violence (ATASK)
was established in 1992 and is the only organization in New England dedicated to preventing domestic violence in Asian families and communities. Along with a multilingual emergency shelter, ATASK provides and community services, outreach programs, education, life skill training, and legal advocacy, all free of charge.¶ ATASK came into existence to address the needs of Asian domestic violence victims who can fall through the cracks due to language and cultural barriers. For example, many Asian communities traditionally believe that what happens behind closed doors should stay private, and thus they can resist outside assistance.¶ Linda Chin, current president of ATASK, has an extensive background in healthcare and previously was senior vice president for planning, marketing and public relations at the Cambridge Health Alliance. She answered some questions from Color Magazine about her organization and the work they do on behalf of the Asian American community.
JC: How does ATASK assess those family situations that have not escalated to violence but are extremely problematic nonetheless? LC: Our education and outreach staff work in Boston, Lowell and throughout Massachusetts to raise awareness and offer access to our services. We encourage individuals to not be bystanders if they know of violence in their communities. We have a 24-hour multilingual helpline, and calls to our advocates are answered within 24 hours. Advocates are trained to do intake and assessment of a range of risk factors and situations. JC: What has been the most difficult decision you have had to make since you assumed the role of ATASK president in 2008? LC: We had to significantly trim our budget a few years ago because of reduced funding and it was very hard to lose employees. JC: Where do you see ATASK in ten years? LC: I wish I could say we’d be out of business because violence was no longer an issue. But realistically our vision is to build our quality and effectiveness as a local provider and to be a national model with global impact. And we’re on our way to doing so. In the past two years we’ve been selected as one of the eight organizations in the country by Robert Wood Johnson Foundation for our teen dating violence prevention programs and the only in Massachusetts to receive two Federal grants, for domestic violence services for culturally and linguistically accessible programs and transitional housing. We’re also building opportunities for the next generations, services for children and youth, to break the cycle of violence, and to be a training ground for professionals who are experienced and passionate about working on domestic violence in Asian populations.
Support ATASK by attending their annual Silk Road Gala fundraiser on October 22nd in Boston featuring celebrity chef Ming Tsai. For more information visit www.atask.org.
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MAGAZINE OCTOBER 2011
Image: colored scanning electron micrograph (SEM) of a lung cancer cell.
Our achievements change lives. Our people inspire cures. At Millennium: The Takeda Oncology Company located in Cambridge, MA, “We Aspire to Cure Cancer”. As a leading biopharmaceutical company focused on oncology, Millennium combines the agility, ideals and camaraderie of a start-up with the resources of Japan’s largest pharmaceutical company. The result is an entrepreneurial culture where the priorities are quality science and making a difference in patients’ lives and the communities we serve. Our people share a commitment to innovation in an environment where individual contributions are not just valued, but rewarded. Here you’ll enjoy outstanding benefits, a friendly, respectful atmosphere and a culture that promotes flexibility between your personal and professional life. Join Millennium and improve the lives of others while living yours to the fullest. To view our current career opportunities and apply online, visit: joinmillennium.com/21
Ocean Spray Cranberries, Inc. is proud to support the Men of Color Leadership Forum. For over 80 years, Ocean Spray Cranberries, Inc. has been the leader in creating nutritious juices and food products for the entire family. Most of our success is due to the diversity among our 2,000 employees worldwide. At Ocean Spray, we strive to create an inclusive culture in which individual perspectives are valued and differences leveraged for greater opportunities in today’s multicultural society.
To apply, visit www.oceanspray.jobs Ocean Spray Cranberries, Inc. believes diversity makes good business sense. We take pride in being an Equal Opportunity Employer. Candidates of all backgrounds are encouraged to apply.
©2011 Millennium Pharmaceuticals, Inc. All rights reserved.
agazine
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Dialogues
conditions which are not immediately recognized as an impairment. For example, one increasing disability claim being brought to litigation is obesity. Increasingly, more courts are willing to consider obesity as a disability which elevates the plaintiff to ADA status and the ability to file a claim. What then is a “disability?” According to the ADA, disability is defined as “a physical or mental impairment that substantially limits one or more of the major life activities of [an] individual.” Major life activities like “caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, working, sitting, standing, lifting, and mental and emotional processes such as thinking, concentrating, and interacting with others.” The major life requirements of thinking and concentration presents a challenge to many and because it’s not accompanied by a physical infirmity and is a mental health issue, it’s not readily recognized. Attention Deficit Disorder and Attention Deficit and Hyperactivity Disorder (ADD/ADHD) are psychological challenges whose diagnosis is coming to the rescue of many of its sufferers. Some of its symptoms include forgetting and losing things, blurting out inappropriate remarks, poor listening and organization, careless mistakes and failure to follow-through on tasks. A character composite of the most un-ideal employee traits an employer could list. As well, an accurate description of what it’s like to carry on a conversation with half of my friends ranging from 20 to 60 in age. I thought it was our overly stimulated, technologically available, driven-to-constant-distraction, By Mimi Gonzalez contemporary lifestyle that was the reason I have spent years being labeled an under-achiever. It’s ctober’s National Diversity Awareness Month is an outgrowth of Naa learning and understanding disorder that left tional Disability Awareness Day, traditionally acknowledged October the untreated, can be disabling. first. These commemorations stem from the Americans with Disabilities Dreamer, goof-off, slacker, troublemaker, etc. Act (“ADA”) of 1990. Spinning the term disability into the more palatable and – a lifetime of negative assessments made against larger umbrella term of diversity is a creative solution allowing for the multiple people who can’t sit still or keep their mouths shut. forms disability can take. Am I describing someone in your office or life? For me, a career path in stand-up comedy presents as the perfect venue for my alternative and alternating views of reality. There are options and treatment for this infirmity including limiting sugar, vigorous exercise and adequate sleep - all excellent Cutaway curbs, handicapped bathrooms, automatic doors and elevators prescriptions for everyone. But the ADD sufferer needs to be embraced as with instructions in Braille are readily recognized modifications aimed at an employee precisely because of the gifts of creativity and unconventional addressing specific needs. A greater awareness is forming around people perspective they offer the personal and professional landscape. whose disabilities aren’t as easily recognized by a wheelchair, cane or blue My early developmental years as a young adult were spent with radiparking pass hanging from their rearview mirrors. cal feminists who were capable of redefining their position in the world Pregnancy was once considered a disability whose condition was met through reclaiming language and self-determination. One of their primary with employment discrimination. Motherhood as disabling. I’m sure there tenets was inclusion and visibility for everyone who might show up to a are leagues of exhausted women who’d jokingly agree that not only were social or political gathering. In considering those who were wheelchair they differently-figured by childbirth, but their time management was bound or walked with braces or a cane, these women rewrote the label of crippled by their child’s needs for attention and focus. As a barren woman, “disabled” and transformed it to “differently-abled.” I’m also sure they’d never sacrifice their role as creators. But the reality of A simple shift of perspective, based on a healthy appreciation of diverpregnancy resulting in an employee absence was once enough to effectively sity and voila, acceptance begets access which creates contribution and a disable a woman’s earning power. greater sense of perspective. In a world of “able-bodied” or “differentlyThe ADA statute restricts employers from discriminating against qualiabled” people, the offering is of everyone’s skills. Rock soup anybody? fied individuals with disabilities. Sounds almost obvious. Except for those
“Differently-Abled”
O
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MAGAZINE OCTOBER 2011
The Department of African American Studies at Northeastern University Presents
Coltran e’s Ashé III
Committed to excellence, community and developing leaders.
Legacy Spirit
Blue Cross Blue Shield of Massachusetts is a proud sponsor of the Men of Color Leadership Forum.
Life
Saturda y, October 22, 201 1
The 34 th
ohn Co
To learn about career opportunities at Blue Cross Blue Shield of Massachusetts, visit www.bluecrossma.com/careers
Memor
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Our commitment to building a diverse workplace is without question. We are an Equal Opportunity Employer.
CBS_#8053_mag.indd 1
ltrane
cert
Featuring 9/27/11 2:48 PM
We are proud to sponsor the Men of Color Leadership Forum To learn more about State Street, please visit www.statestreet.com.
The John Coltrane Memorial Ensemble: Carl Atkins, Leonard Brown, Jeff Galindo, Tim Ingles, John Lockwood, Ricardo Monzon, David Neves, Jason Palmer, Bill Pierce, Ron Savage, Syd Smart, Joel Larue Smith, Stan Strickland, and Gary Valente. For more information log onto www.jcmc.neu.edu, or call 617-373-8700.
Honoring José Massó The John Coltrane Memorial Concert & the Department of African American Studies at Northeastern recognize José Massó for his outstanding contributions, accomplishments and achievements.
Showtime: 7:30 Tickets: $25 general admission; discounts available for groups; NU students $20, NU staff and faculty, non-NU students, seniors and WGBH members $22.50. Discounts available for groups. (All tickets will have a $2 University surcharge.) For tickets and information: 617-373-4700 (TTY 617-373-2184), http://tickets.neu.edu.
©2011 State Street Corporation 11-07189-0911
Location: Northeastern University, Blackman Theatre, Ell Hall, 360 Huntington Ave., Boston www.colormagazineusa.com OCTOBER 2011
11
Q+A WITH
Kirk SYKES President Urban Strategies Fund America
U
rban Strategies America (USA) Fund is a Boston
real-estate investment firm that emphasizes returns for the community as much as returns for investors. One of their most visible and influential projects is the Crosstown Center (at the intersection of Massachusetts Ave., Melnea Cass Blvd. and Southampton St.) – a $150 million venture that took an urban renewal site and turned it into a successful hotel, office, retail and parking destination. Their next project is called Parcel 24, which will transform an underutilized strip of land in Chinatown into an environmentally friendly residential high-rise, which will set the standard for affordable and market-rate housing integration.¶ Their triple-bottom line approach – or the three P’s of profit, people, planet – is an excellent ideal, but is extremely difficult to put into practice. Enter Kirk Sykes, president of USA Fund, whose business savvy, community sensibility and pragmatic approach allow the Fund to deliver bona fide returns.
A photo rendering of the Parcel 24 project (ADD Inc.)
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MAGAZINE OCTOBER 2011
Color Magazine: Can you discuss being a socially responsible business and a profitable business in today’s world? Kirk Sykes: In the post-recession environment, or the midst of the recession, it’s probably driven by the profit P more than anything. There’s been a de-risking of many investors and corporations where there is less of an appetite for a fund like this because there has been such a loss of value in the portfolios of investors. So, if anything, there has been a bit of a shift to the profit P. I think at the same time sustainability becomes an important buzz word. You see a lot of organizations hiring sustainability officers. There is a desire to have sustainable buildings because folks don’t know what the impact on
value will be in the future – you don’t want to be the person who didn’t do the sustainable office building when ten years from now everybody else is. I think the people component, the third P, is the tough one because in a 9.2 percent unemployment environment, that is the 800-pound gorilla. How do we get people back to work, how do we create jobs. And that’s a really hard one because America has changed. We’re a global economy. We’re a net importer not a net exporter, and many places in the world are the exact opposite. CM: The Crosstown Center is now seven years old. Has your vision been realized? KS: That was a very exciting project that took a lot of effort by a lot of people. It was a true public-private partnership. It was done at a time when bond yields were very high, so ironically, while the hotel has done better year over year – and is really actually doing quite well – some of the promised returns were much higher than one might expect from a project right now. And so we continue to kind of chase value creation there. But what I would say is that from an economic development perspective, from a job creation perspective, it’s done everything it intended to do as an empowerment zone project, which employed 98 percent people of color and about 60 percent people from the empowerment zone. The project has been a catalyst for change in the area. It’s certainly carried development across Mass. Ave. It’s proved you can do a $150 million project in a community of color. CM: What are the community factors you consider when doing a project? KS: Boston is a high-barrier entry community, where it’s impossible to get much done without community consensus. In that project there were really four different communities coming together. There was the yuppifying South End community, the African American and Latino community of West Roxbury, the African American community of Roxbury and the meat-packaging district of New Market [Square]. There we had a very extensive community processes, and what we found was some middle ground around job creation, traffic and access to transit. I think if you can find that middle ground you can find success in a diverse series of community interests. CM: Part of how you do that is by partnering with non-profits and other community organizations. What do you get out of these? KS: Well the most exciting one we have right now is with Asian Community Development Corporation in Chinatown. The first thing is, usually if there is a CDC involved there has been quite a few years of leg work done. In the case of Parcel 24, it sort of started when the highway was built through Chinatown and destroyed a block of houses, displacing a lot of
www.colormagazineusa.com OCTOBER 2011
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hard. I’d say, get that strong background to be able to evaluate the economics and marketing potential of something, then apply that filter to whatever your unique vision is. There’s a great saying in the world of entrepreneurship: Fail fast. People are afraid to stress test what it is they have, but stress test it, because the worst thing is to nurture something that has a fatal flaw you can’t see.
Crosstown Center
people. Then for 50 years people sort of stared at a highway ramp. When there was a chance to reclaim the land the community was very involved in the visioning of what should go on the site. They were also critical in establishing the amount of commitment to affordable housing, both in home ownership and rental. The result is a project with some of the highest affordability in a mixed-income project – 42 percent affordable, which is way above almost anything else and it’s onsite, rather than making it removed. So those values become part of the DNA of the project. They also help smooth the process. If you can have the community be your partner, that’s a great way to get to a win-win as opposed to contention. CM: What is the model that is going to make Parcel 24 viable once it’s built? KS: Part of it has to do with Boston. Prior to the recession, Boston was producing 5,000 units of multifamily rental housing a year. This year it will have produced 600 units. There is a pent up demand that has been created by a dearth of construction. At the same time, because Boston has the education and medical drivers, there is a fairly stable income base that can support the market rate component, and that drives rents up on the market rate aspect. What that has allowed us to do is create an internal subsidy between the market rate component and the affordable component. Affordable home ownership is subsidized by the 200 units of rental housing and also contributions from a partnership with the W Hotel. Then the affordable rentals are subsidized by tax credit equities from the state. And there’s Mass. Highway land where we got a favorable ground lease because of the amount of affordable housing. And there’s a park given back that helps mitigate the central artery wall. For me, it’s kind of the win-win and the national model for mixed-income development. CM: What do you see in locations, like the Crosstown Center and Parcel 24, 14
MAGAZINE OCTOBER 2011
that other real estate developers don’t see? KS: Sometimes people look for more conventional sites. When you look at Parcel 24, there’s a highway ramp going up one side, it’s an extremely narrow site, it’s got I-90 on the other end. But what it has going for it, which I see, is that it’s two blocks from south station. It’s on the end of the Greenway, Boston now has a younger, hipper population that is looking for the diversity of people and activities that happen on that site. They are less challenged by a more conventional developers assessment of what might be a negative, that we see as a positive. Dim sum at 2:30 a.m. is going to be a really neat thing for somebody, but it probably takes a certain Gen-X, Gen-Y mentality. CM: What was it like to come from a family of entrepreneurs and pioneers? KS: My great-grandfather owned the coal, ice and saloon businesses in Decatur, Alabama. When there was a desire to have a black mortician they gave that to the entrepreneurs, so my family ended up in the funeral business as well. My grandfather was a Pullman porter, he played in the Negro Leagues and pitched a no-hitter. He graduated from two universities, Moorehoouse and Howard University, and ultimately became a dentist. My father’s an artist and a professor. So I think there’s a propensity in my family to have a vision to think out of the box, to be committed to the community, to act rather than be complacent. Nobody ever preached that, but it was there as an example, and one that was hard to miss. CM: What advice would you give to the entrepreneur who wants to make money and make a difference? KS: I think it’s easier to begin with a business background and then layer on some of the softer disciplines. Though that may be the thing that gives you the entrepreneurial spark, if you don’t have the grounding to evaluate the sustainability from a financial perspective, it’s
CM: Isn’t that the opposite of how you started? You were an architect first and then added on the business dimension. KS: It is kind of the opposite, but I started with a bent that wasn’t so far to the soft side that I didn’t value the middle. I think I was always in architectural planning with a perspective toward community building. The pragmatism was that building community came first, and pretty pictures and lofty ideals came second. I realized – especially when we were doing the sustainable master plan for Roxbury – there had to be an economic development grounding in what we proposed, otherwise it would be one of those things that maybe got to happen someday. CM: What do you look back on that makes you feel like you made a tangible difference? KS: I think Crosstown had to be that experience for me. Prior to what we did on that site, it was an urban renewal site and the perception was that it really couldn’t be a destination, that it was a place for manufacturing or where you put boxes. We really set out to create a livework environment which sort of said the lights are on in a community that people didn’t value in the same way. The scale was important but also engaging people in a way that even the smallest person got an opportunity that they might not have gotten otherwise. We were rabid about having the most people of color and local residents that we could work on that project. We had some great people who took that spirit and made it their own. For example, getting people licenses, and if they didn’t have a license getting them to the DMV so they could drive the truck and get on the job. Many years later a guy came up to me on a different site – he was one of the guys who sells hot dogs and stuff out of the truck – and he said, ‘Do you know who I am?’ I didn’t and he said, ‘I wanted to thank you for getting me on that Crosstown project as the concession guy.’ If you have that big vision to create the most opportunity for the most people and you set your sights high, it’s amazing how it trickles down to affect even the smallest person. That was certainly the eureka project, not only the Boston Globe calling it a ‘love fest’ in terms of bringing people together, in terms of what were able to create – but it’s the little things – the person that comes up to you and says, ‘Thanks a lot,’ and you didn’t even know you had helped them.
entertainment
Eliane Elias Jazz singer/pianist brings amorous touch to songs old and new on Light My Fire B y J o h n B l ack
O
ne of the joys of listening to jazz music is discovering what the performer can do with a song you already know, particularly if it’s from a different genre. Few are as good at is as pianist/singer/songwriter, Eliane Elias, as she proves on her new album, Light My Fire (Concord Picante, a division of Concord Music Group). Along with four original songs, written or co-written by Elias, the album features unique covers of songs as diverse as the title cut, played slow and sexy and completely different from the originally you remember as recorded by Jim Morrison and The Doors, and My Cherie Amour, the Motown pop hit from Stevie Wonder that Elias turns into her own sensual siren’s song.
“Some of the tunes [on the album] are cool and laid back, but others are quite rhythmic and joyful,” Elias said. “And they have some different grooves. I tend to gravitate toward romance and beautiful melodies, beautiful harmonies and rhythms with a great feel. But more than anything else, I’m singing about love on this record in its different aspects and dimensions.” Born in Sao Paulo, Elias showed an almost prodigy-like musical proficiency from an early age. She started studying piano at age seven, and by age twelve she was transcribing solos from the great jazz masters. At fifteen, she was teaching piano and improvisation at one of Brazil’s most prestigious schools of music. Her performing career began in Brazil at age seventeen, and in 1981, she headed for New York and in 1982 landed a spot in the acclaimed group Steps Ahead. And she’s never stopped playing and creat-
ing music that is uniquely her own. “I’ve made more than 20 records in my career,” she said. “I’m proud of all of them, but I’m especially excited about this one,” says Elias. “It feels like it has a life and an energy all its own. With very few exceptions, nearly all of the songs were first takes. Everybody in the studio was so focused, and it was such a fun record to make. The music was really flowing, and we all felt very relaxed. From the very first day, not a note was wasted by anyone. It was an amazing experience.” Along with a passion for entertaining, Elias uses her music to promote the history and culture of her native land to audiences around the world. To help celebrate the fiftieth an-
niversary of the birth of Bossa Nova in 2008, for example, Elias recorded Bossa Nova Stories, featuring some of the landmark songs of Brazil with American classic and pop standards, performed as only she can, with lush romantic vocals and exciting playing accompanied by a stellar rhythm section and strings. On Light My Fire, she recorded the stirring “Aquele Abraco,” written by Gilberto Gil and inspired by his political exile in the late ‘60s and early ‘70s. It is, she said, a song about being willing to send love out to everyone and everything despite challenging circumstances. “Gilberto was first put in jail for months, and then he was sent out of the country,” Elias said. “When he was leaving, he wrote this song, recalling Rio de Janeiro and those he left behind.” www.colormagazineusa.com OCTOBER 2011
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entertainment
Gerard Butler as Sam Childers in Machine Gun Preacher
Machine Gun Preacher Sam Childers’s discusses the Holloywood remake of his remarkable life story B y J o h n B l ack
S
am Childers would be the first to admit that if it wasn’t for two very
important decisions he made in his life, there’s a good chance he wouldn’t even be alive today, let alone sitting in a Boston hotel talking to the press about having big budget Hollywood movie made out of his life called Machine Gun Preacher.¶ The first decision came following a gun fight where he almost died. The second Sam Childers at came when he came across a dead body while his orphanage doing missionary work in Africa.¶ “The actual thing that turned the switch on for me to just walk away from drugs and alcohol was not in the movie,” Childers told Color magazine. “I was in bar fight that turned into a shoot out in Orlando Florida and almost got killed. I went home that night and told my wife, Lynn. “I’d had enough and we were moving. I don’t have a problem with dying, but I have a problem with what I’m going to die for. Nobody was just going to kill me in a bar fight for some stupid reason.”
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MAGAZINE OCTOBER 2011
Like a lot of people who survive a neardeath experience, Childers had what they call a “moment of clarity” in his life, a moment that lead him to a spiritual awakening. Unlike a lot of people, Childers doesn’t believe that God came into his life specifically to stop him from his abusive behavior. “I make sure people understand when I speak to them about sobriety that my journey didn’t start with religion. It begins in your head first for you to quit. You have to make up your own mind. God can’t make you quit. That’s up to you,” he said. “After I chose to walk away from that past life, later on down the road, I chose God to fulfill my life. Before you choose God, it’s still all up to you. You have to make that first step.” It was hearing an inspirational sermon from a missionary doing work in Africa that lead Childers to the next big decision in his life. He decided to join the missionary in Africa to put his skills as a builder to work for a better cause for a few weeks. One day during a break, he decided to explore the countryside, to see what Africa was like beyond the confines of the missionary camp. “I went into the bush to look around and found the body of a small child that had stepped on a landmine. Everything
from his waist down was gone, and he’d been lying there for quite a while. All I could think was, how could this happen to a child? I stood over his body and said God I’ll do anything I can do to help these people. “I didn’t realize He was listening, but he was,” Childers said with a smile, “because 15 years later I’m still there.” There is the village of Nimule on the Ugandan border. There is also an orphanage that Sam built in the village as a safe haven for children and their parents away from the Lord’s Resistance Army, a brutal rebel militia that had kidnapped 30,000 children, converting the ones who survived into child soldiers, and murdered hundreds of thousands of local people. (For the complete story, including some insight into how Sam earned the nickname, The Machine Gun Preacher, visit www.machinegunpreacher.org) Once Sam’s story got out, it wasn’t too long before Hollywood came calling with the idea of making a film about his life and his life’s work. With the movie set to open in theaters in October, starring Gerard Butler as himself, Sam soon found himself touring the US on a press tour, something he said he was more than happy to do because a) he likes the movie and b) it gives him a chance to talk to the press and get his message out to more people. “There are a couple things in the movie that aren’t exactly right, but they are small things. Some of the violence was a little over-the-top. Not in the first part of the movie before I changed my life. That’s not amped up at all; If anything, there was a lot left out. In the African part of the story, though, most of the action scenes amped up. That’s just Hollywood,” he said. “When you sell you life rights to Hollywood you can’t control it. And you have to remember that they are condensing 30 years of a life into a two-hour movie. It can’t tell everything, but overall they did a great job. I’m behind it 100 percent.” As for the message he wants people to take away from seeing the movie, Childers is clear that, although he certainly hopes people support his non-profit organization (www. angelsofeastafrica.org), it’s more important to him that people see the movie and just do something to make the world a better place. “The biggest thing I want people to do is get involved. Do some research on the internet and find a non-profit that you are comfortable with to support,” he said. “Do we need help? Absolutely. But I’m not going to use this tour or this movie to profit off of it for just myself. I don’t want to do that. There are people all over the world who seriously need help, especially the children of this world. All I’m asking is that you do something to help.”
At Boston Medical Center, our diversity sets us apart. As a central component of the greater Boston area, our commitment to serving individuals with various cultural, ethnic and religious backgrounds is an essential part of who we are at Boston Medical Center. We know that by bringing together differences — a rich variety of traditions and viewpoints — we can remain truly engaged in providing the utmost service to our community. In fact, we offer our patient population on-site, person-to-person interpretation services in more than 30 languages, 24-hours-a-day. This same commitment to diversity encompasses our careers. Within our strong, all-inclusive workforce, you have the opportunity to discover the full potential of your own personal and professional strengths. You belong with the best. At Boston Medical Center (BMC), you can join a team of individuals who don’t simply strive for excellence – they set the standard for it. Visit our website to discover opportunities and enjoy an exceptional career at BMC – The Exceptional Choice: www.bmc.org/hr/taleo
True diversity knows no exceptions: EOE. www.colormagazineusa.com OCTOBER 2011
17
LIFESTYLE
Wine in Vermont
C
ommon sense would indicate
that you do not make wine in New England. Winters are coldish. Spring is latish. Summer is shortish. Fall is pretty but unpredictNew England is the new able. Yet, people do. Why?¶ Take frontier for wine pioneers Vermont for example. The Vermont Grape and Wine Council counts By Trond Arne Undheim thirty wineries and more tasting rooms. Some vineyards and grape varieties will survive down to minus 40 degrees, which is more than one can say for some humans. How did this happen?¶ Research is reason number one. For a while now, the search for more climate resistant and hardy plants and grapes has been successful. The oenology program at Cornell, the breeding program at the University of Minnesota which is 100 years old, and even private breeders are changing the playing field. Instead of the old French hybrids which some would say have a foxy taste, new more elegant tasting hybrid varietals like LaCrescent (2002), Frontenac (1996), and Frontenac Gris (2003) are starting to diffuse across the region and the entirely new breed of Frontenac Blanc is forthcoming in 2012!¶ Entrepreneurship is reason number two. Vintners who grow grapes in New England are pioneers. Determined, savvy,
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MAGAZINE OCTOBER 2011
and inventive folks like retired IBM’er Kenneth Albert, winemaker at shelburne Vineyard and Chris Granstrom at Lincoln Peak are experimenting, perfecting, and retooling. Shelburne’s annual production is now at 40,000 bottles. I asked Albert why he is doing this. “It was a passion
Wine in New England Cold Hardy Grapes (U Minnesota) www.grapes.umn.edu ECoast wines www.ecoastwines.com East Coast Wineries blog eastcoastwineries.blogspot.com Grapes and Wine at Cornell grapesandwine.cals.cornell.edu Lincoln Peak Vineyard www.lincolnpeakvineyard.com Shelburne Vineyard shelburnevineyard.com Vermont Grape and Wine Council vtgrapeandwinecouncil.com Vermont Wine www.vermontwine.com
Shelburne Vineyard
Snow Farm Vineyard
Trond’s Picks
Shelburne Marquette
(2010, $20, 88/100) Marquette, a grape developed by the University of Minnesota in 1989, sets a new standard of excellence for winter-hardy red wine grapes. The wine is typically complex with berry, cherry, black pepper and spice, and is more tannic than other northern reds. In this case, the tannins are soft and smooth, winning the wine a well deserved “Best in Show” award at the 2011 International Cold Climate Wine Competition.
going out of control.” he said, “So, I had to turn it into a business.” In the process, he was not afraid of importing knowhow and even grapes from elsewhere. In turn, vintners like Granstrom and Albert build local wine communities where best practice is shared. ¶ Fruit is reason number three. New England has the perfect climate for apples, raspberries, pears, blueberries, cranberries and rhubarb, all of which make delicious, if somewhat untraditional wine. These wines are seldom exported beyond the local market or indeed out of state, but those who buy wine directly from New England vintners are a quite enthusiastic bunch. ¶ Finally, there is ice wine. When the Fall turns into Winter early enough,
you have guaranteed conditions for great ice wine, a New England speciality that many wine regions, including in France, can only dream of some years. Vermont has several labels that produce excellent stuff. ¶ I single out Vermont because it is the craziest state for wine, indeed. Most people come here for skiing. In reality, New Hampshire, Massachusetts, Rhode Island, Connecticut and New York, even Maine, have wineries. As a matter of fact, wine is a great fit for New England’s farmland. As critical mass is reached in small clusters across even smaller states, the quality rises. Vermont wine is ready for prime time. That’s not why people grow it but it is why you will soon have it on your table, ice or no ice.
Snow Farm Estate Riesling
(2010, $19, 88/100) This popular bottling is quite dry and refreshing, with grapefruit aromas and hints of tropical fruit interspersed. A nice effort and a bit of a local crowd pleaser with all that this entails.
Shelburne Eden Ice Cider
(2010, $25, 88/100) A great dessert wine made from a superb blend of Vermont apples like Macintosh, Empire and Russet. Concentrated, fairly complex, and relatively balanced. This wine is sold in Union Square Cafe in New York City (at $12 a glass and $48 a bottle).
www.colormagazineusa.com OCTOBER 2011
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entertainment
RISDiversity: Q+A A Community Narratives Project By Joanne M. Choi
S
ince its inception in 1877, the Rhode
Island School of Design in Providence – known to all as RISD – has educated art and design students for life as a modern creator. The school’s latest exhibit is called RISDiversity: A Community Narratives Project and will be on display starting Fall 2011.¶ Last year, photographer Adam Mastoon approached RISD with the idea of a narrative portrait project underscored by diversity. “As conversations continued we thought that, not only would the project be useful, it would provide a perfect opportunity to intersect artistic expression, diversity, and personal journey,” said Tony Johnson, director of multicultural affairs at RISD.¶ The first step was to reach out to every individual on campus, and the idea was well-received. “Each participant was enthused by the idea that his or her voice mattered,” Johnson explained. As a result, there are even more applicants who have volunteered for the next round of the project, which will be officially completed by the end of this year. We spoke to Johnson about the project and campus life at the distinguished art school.
JC: Why was Adam Mastoon a good choice for this project? TJ: Adam was the perfect photographer for the project because of his belief in the ability of photography to empower and his deep belief in the significance of each voice. He has done considerable work using photography as one way of giving voice to those who may experience marginalization. Most notably, Adam produced a series of work and a book showcasing the portraits and stories of lesbian, gay, and bisexual young people. In that work, it was clear that Adam had a sensitivity to each person’s reality and was earnestly thoughtful about how to artistically translate their experi20
MAGAZINE OCTOBER 2011
ences. Adam has partnered with my office on various diversity initiatives and has proven to be a great friend to RISD. It was fantastic to work with him based on our shared commitment of building community. JC: What has been the general reaction from students, faculty, and other members of the RISD community to this exhibit? TJ: Our community has responded to this exhibit with enthusiasm and appreciation. As you know, these portraits are displayed in major, high-traffic areas around campus. So, as people travel throughout the campus, they encounter different portraits. They are appreciating the opportunity of having their normal routines interrupted by reading the heartfelt reflections of a colleague, student, friend, or teacher. It provides observers with glimpses into the journeys of people they know, and some they don’t know, that otherwise would not be known by their appearance alone. JC: Of the 2000 plus students on campus, how many are minorities and/ or international students? TJ: In speaking exclusively about race and citizenship, 23 percent of our student community is self-identified as of color – what falls under an American context of racial minority – and 18 percent of our student population is foreign national. Those percentages break down into averages of 550 students of color and 450 foreign nationals. Currently, we have approximately 2,400 students.
“Each participant was enthused by the idea that his or her voice mattered,”
JC: John Maeda is the first Asian American presdient at RISD. What has been his impact on the school? TJ: Well, I think there are intangible and tangible impacts to President Maeda leading RISD. First, you note his racial identity. I think many have been impacted by the reality of the times in which we live. We are here at RISD at a time when an Asian American was selected to be president of the institution. Being founded by women, and having had female presidents, diverse leadership is not necessarily a new concept here; however, many are proud that RISD has a history of looking beyond appearances and tradition. It’s a history from which we strive to do even more. Related to the tangible impact of John’s presidency, we’ve seen several impacts such as the lowest tuition increases in 30 years, record fundraising for scholarships, and significant increases in student diversity – racial, economic and geographic. On the national front, he has championed the role of artists and designers as critical to the national, cultural, and economic landscape. His impact has spanned both the here and now of our campus and, I believe, future opportunities for creative professionals.
Nominations are Open for the Fourth Annual All-Inclusive Awards on Dec. 1st 2011. Help us recognize the people and organizations who are making a difference in the world of diversity and inclusion, in the following categories. Leadership Change Agent Supplier Diversity To nominate visit www.colormagazineusa.com
www.colormagazineusa.com OCTOBER 2011
21
LIFESTYLE
Words to Dress By
You need to be a believer
“You gotta have style. It helps you get up in the morning. It’s a way of life. Without it you’re nobody. And I’m not talking about a lot of clothes”
B y J ay C a l d e r i n
W
e spend so much time actively pointing out the many ways we are different, when the truth is that very few people tap into their true individuality, especially when it comes to how we dress. I’m the first to admit that I am guilty of, more often than not, relying on safe, comfortable uniforms to get me through my non-stop lifestyle. We try to convince ourselves that it just makes sense when so many other things demand our time and attention, but everyone has experienced at one time or another in their lives the exhilaration of knowing that you look good when an outfit truly makes you feel like who you think you are. When it works it really works.
And even when you are able to hit those high notes of personal style, it is not an easy thing for anyone to keep up. So we need the right words of wisdom and wit to encourage us to express ourselves. When in need of a little bolstering, classic quotes from two of the grande dames of fashion will do the trick. Iris Apfel is a cherished fashion icon and muse, and Diana Vreeland was a highly respected fashion editor and arbiter of style. Fashion was not only a profession for them, but more importantly a lifestyle. These two ladies are known for pushing the envelope when it comes to fashion. This doesn’t mean that everyone should be as flamboyant, but because they have lived it in such a big way they are well qualified to express some of the things you’ll need in order to be little more daring with your wardrobe choices. There is power in the words we use to motivate us. Quiet your inner critic by stocking up on well-turned phrases uttered by those who will inspire you to celebrate the unique diversity of your personal style! 22
MAGAZINE OCTOBER 2011
Diana Vreeland
- Diana Vreeland
You need courage
“I don’t care what people think… as long as I don’t go out of my way to offend anybody that I love… I’ll do my own thing. And if the public doesn’t like it, it’s their problem, not mine.” - Iris Apfel You need to take chances
Iris Apfel
(© Peabody Essex Museum)
You need to have a strategy
“I think dressing up or down should be a creative experience. Exciting. Fun. For me the key to personal style lies in accessories. I love objects from different worlds, different eras, combined my way. Never uptight, achieving – hopefully – a kind of throw away chic.” - Iris Apfel
“I’m a great believer in vulgarity - if it’s got vitality. A little bad taste is like a nice splash of paprika. We all need a splash of bad taste - it’s hearty, it’s healthy, it’s physical. I think we could use more of it. NO taste is what I’m against” - Diana Vreeland
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