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This profile was last updated on 12/4/15  and contains information from public web pages and contributions from the ZoomInfo community.

Dr. Napoleon L. Peoples

Wrong Dr. Napoleon L. Peoples?

Associate Dean of Students, MCV C...

Phone: (804) ***-****  HQ Phone
Email: n***@***.edu
Virginia Commonwealth University
1001 East Broad Street PO Box 980471
Richmond , Virginia 23298
United States

Company Description: About VCU and the VCU Medical Center: Located on two downtown campuses in Richmond, Va., Virginia Commonwealth University is ranked nationally by the Carnegie...   more

Employment History


  • PhD
14 Total References
Web References
VCU group shares Ramadan customs -, 28 Nov 2001 [cached]
"There's been a lot of discussion since Sept. 11," said Dr. Napoleon Peoples, interim director of VCU's office of multicultural student affairs."Students have asked, 'Who is Osama bin Laden?' 'What is Ramadan about?' not only at VCU but everywhere you go."
Guest speaker Napoleon ..., 20 April 2007 [cached]
Guest speaker Napoleon Peoples, director of Virginia Ccommonwealth University's Office of Multicultural Student Affairs, said the key to moving on from such an event is faith."We are all human beings struggling to become all we are going to become," Peoples said."As we search for answers, we should pool together."Peoples said he was at Kentucky State University when four people were shot and killed in a similar event."No one thought an event like this could happen at our campus, but it did," Peoples said."I don't and won't have an answer."The only thing we can do, Peoples said, is learn from the Tech tragedy and create change where change is needed.
uvAggravator 2.0 Beta - The Virginia Political Blogosphere, 23 Feb 2010 [cached]
Napoleon Peoples, PhD, Associate Dean of Student Affairs, VCU
NASPA | NUFP Current Mentors, 18 Sept 2008 [cached]
Napoleon Peoples,
INSIDE BUSINESS, 3 Aug 2001 [cached]
Dr. Napoleon L. Peoples , coordinator of the multicultural training program at Virginia Commonwealth University , says most interracial work relationships are superficial.They know your name and hometown but don't know who you are , Peoples says.
On the surface it [ race relations ] looks somewhat better , Peoples says , but in the context of deep structure it may be worse....We have a long way to go in terms of changing the character of racism..
Racism can be a tender issue.People generally don't deal with it because it's an emotionally sensitive topic and it's due to a long history of racism in America that has affected both blacks and whites , Peoples says.
In his view , racial tension is on the increase as the marketplace becomes more competitive.Because of downsizing ... there is a drain on resources and as this drain becomes greater and people vie for those resources , racial issues have increased..
Most businesses avoid the issue altogether until it becomes a real problem.It's because of the long history which has set up the perception that [ race ] is a negative , explosive and emotional topic , he says.
At the same time , some employees are less likely to complain because they don't believe the underlying power structure is likely to change.
When people begin to understand culture as it relates to race and ethnicity , then they'll begin to move forward , Peoples says.If you have good interpersonal relationships it makes for a healthier work environment..
A positive work environment can be as important as a salary to many employees , he says.
And most employees are grateful for an opportunity to get race issues out in the open.In his experience working with groups on racial issues , Peoples has seen a great deal of eagerness and intensity.When I get whites and blacks in groups and give them an opportunity to talk about race , after 10 or 15 minutes it's very difficult to get them to stop....They are able to ask questions they are concerned about..
Diversity efforts must originate from management.
Many managers are well-intentioned and could benefit from the assistance of a consultant , Peoples says.
White males have been seen as the oppressor.They say they've tried to do their best and they feel blamed for the problems of race.These men are well-intentioned but don't know what to do , he says.
Changes in organizations are generally more reactive than proactive.Until we begin to become more proactive ... we're just giving lip service to it..
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