A Remarkable Evening with the Prince William County Historical Commission

One of the highlights of the evening was an exceptional presentation by Emily Miller, an intern with the Commission. Emily was tasked with researching and documenting individuals from Prince William County who participated in the Revolutionary War. Despite having no prior experience in genealogy or historical analysis, her work was both thorough and professional.

Emily has been diligently compiling a comprehensive database of individuals from the county who served in the war, regardless of their race. Her roster currently includes 337 individuals, and she is far from finished. I was particularly impressed by the resources she utilized, many of which I recognized from my own research. Her work goes beyond merely listing names; she is also gathering information on the regiments in which these individuals served, the battles they fought, and what life was like for them during that tumultuous period.

Although Emily will be returning to school in about a month, I have no doubt that she will continue her work. Her vision for this project is impressive, and she approaches it with the insight and the passion of a true genealogist.

I want to give a special shout-out to Emily for her outstanding work. It is inspiring to see such a young, talented individual making significant contributions to our understanding of history. I wish her all the best in her future endeavors and hope she continues to pursue genealogy in some capacity.

Bravo Zulu, Emily, and thank you for your dedication and hard work!

Civil War Great Grandfather Survives

Kansas 1st Colored Infantry Regimental Flag

1st Kansas Colored Infantry Regimental Flag

It is amazing the things you discover when working on the family genealogy. Here is one of the latest finds.

CPL Robert Bland (2nd great grandfather) – 1st Regiment, Kansas Colored Infantry then renamed 79th USC Infantry Companies A & B. – 1862 to 1865 African American Civil War Memorial plaque number C-86. Enlisted on 05 August 1862 at Leavenworth, KS by Capt. Ward for a period of 3 years. Was promoted to Corporal on 13 Jan 1863. Promoted to Sgt on 31 Oct 1864. Has him at Pine Bluff, Ark Oct 1, 1865, where he was due $100.00 and drew $39.23. Wounded in action on 18 April 1864 at the Battle of Poison Spring, Arkansas.

The battle of Poison Spring is infamous for the Confederates' slaughter and mutilation of African American Union soldiers of the 1st Kansas Colored Infantry. Poison Springs Battleground State Park, which is part of the Camden Expedition Sites National Historic Landmark, preserves a portion of the site of the battle. The African American soldiers of the 1st Kansas (Colored) were "showed [..] no quarter". Many of the members of the Kansas regiment who fell into Confederate hands were killed and mutilated; some observers reported that Walker's Choctaws took scalps from dead Union soldiers. The 1st Kansas (Colored) lost 182 men out of 438 men who had participated in the battle. 117 of the 182 losses in the Kansas regiment were killed, which was an unusually high killed-to-wounded ratio. The site of the battlefield is preserved within Poison Springs Battleground State Park, which is part of the Camden Expedition Sites National Historic Landmark. The state park is located 12 miles (19 km) from Camden, Arkansas and includes 84 acres of the battlefield. The Camden Expedition Sites National Historic Landmark, which includes the Poison Spring battleground as well as other sites related to Steele's campaign, was listed on the National Register of Historic Places in 1994.

From History.com “The determined soldiers of the 1st Kansas stopped the first two Rebel attacks, but they were running low on ammunition. A third assault overwhelmed the Kansans, and the rout was on. Williams gathered the remnants of his force and retreated from the abandoned wagons. More than 300 Yankee troops were killed, wounded, or captured, while the Confederates lost just 13 killed and 81 wounded. Most shocking was the Rebel treatment of the black troops. No black troops were captured, and those left wounded on the battlefield were brutally killed, scalped, and stripped. The Washington Telegraph, the major Confederate newspaper in Arkansas, justified the atrocity by declaring "We cannot treat Negroes taken in arms as prisoners of war without a destruction of social system for which we contend." 

Is Diversity Training Good Enough On Its Own?

Diversity training, also known as diversity, equity, and inclusion (DEI) training, can be a valuable tool for organizations seeking to promote diversity and create more inclusive workplaces. However, whether it is "good enough" depends on several factors:

1. Content and Quality: The effectiveness of diversity training largely depends on the quality and content of the program. High-quality training should address a broad range of diversity-related topics, including unconscious bias, microaggressions, privilege, and systemic discrimination. It should also provide practical strategies for individuals and organizations to foster inclusivity.

2. Delivery Method: The delivery method matters. Interactive and engaging training methods tend to be more effective than passive, lecture-style sessions. Incorporating real-world examples and scenarios can make the training more relatable and actionable.

3. Ongoing Commitment: Diversity training is not a one-time event. It should be part of a broader, ongoing commitment to diversity and inclusion. Organizations need to continually assess their progress, adapt training as needed, and reinforce the principles of inclusivity through policies, practices, and leadership actions.

4. Leadership Buy-In: The support of senior leadership is critical for the success of diversity training initiatives. Leaders should not only endorse the training but also actively participate in it to set a positive example.

5. Measurement and Evaluation: Organizations should measure the impact of their diversity training programs. This can include assessing changes in employee attitudes, behaviors, and the overall diversity of the workforce. It's essential to gather feedback from participants to continuously improve the training.

6. Complementary Strategies: Diversity training alone may not be sufficient to create lasting change. Organizations should complement training with other strategies, such as diverse hiring practices, mentorship programs, and inclusive workplace policies.

7. Context and Culture: The effectiveness of diversity training can vary based on the context and culture of an organization. Different industries, regions, and organizational cultures may require tailored approaches.

8. Legal and Ethical Compliance: In some cases, diversity training may be mandated by law or regulatory requirements. Ensuring compliance with legal standards is necessary, but organizations should aim to go beyond mere compliance to create inclusive environments.

Diversity training can be a valuable tool for promoting diversity and inclusion, but it should be part of a broader, ongoing effort. Its effectiveness depends on the quality of the program, the commitment of leadership, and the organization's overall approach to diversity and inclusion. To achieve meaningful change, organizations should view diversity training as just one component of a multifaceted strategy.