Infusing Diversity Making Diversity a District Priority N-Train 2004.

Infusing Diversity

Making Diversity a District Priority

N-Train 2004

Objectives

• Identify the Different Facets of Diversity

• Understand the Impact of Personal Behavior on Others

• Understand the Value of Diversity to our Organization

• Infusing Diversity into the Fabric of Your District’s Program

What is Diversity?

• Diversity looks like….

• Diversity sounds like…..

• Diversity feels like….

• Diversity tastes like….

• Diversity smells like…..

Diversity Factors

Race

Gender

Age

EthnicHeritage

Ability &Disability

GeographicLocation

Religion

FamilyStatus

Income

WorkExperience

Education

PrimaryLanguage

EyeColor

Right orLeft Handed

MusicPreference

Personality

Primary Secondary

Sexual Orientation

RELIGIOUS DIVERSITY1995 to January 1999

RELIGION ACTUAL # % *Other Religions Include:

• Advent Christian 23 0.13% Not Specified: 69• Assembly of God 35 0.20% African Methodist Episcopal: 9• Atheist 8 0.05% Brethren: 12• Baptist 1795 10.15% - 4 Christian Missionary

Alliance: 2• Buddhism 16 0.09% Christian Methodist Episcopal: 12• Christian Science 24 0.14% Congregational: 1• Church of Christ 61 0.34% Eastern Orthodox: 9• Church of God 23 0.13% Evangelical: 9• Episcopal 129 0.73% Friends: 3• Hindu 5 0.03% Grace Fellowship: 2• Jehovah's Witness 6 0.03% Moravian Church: 3• Judaism 50 0.28% Nazarene: 12• Latter Day Saints 143 0.81% Reformed Churches: 6• Lutheran 424 2.40% Unitarian Universalist: 1• Methodist 616 3.48%• Muslim 21 0.12%• No Preference 1487 8.40% - 5• Non Religious 5596 31.63% - 1• Other Religions* 161 0.91%• Pentecostal 174 0.98%• Presbyterian 210 1.19%• Protestant 2376 13.43% - 3• Roman Catholic 4035 22.81% - 2• Seventh Day Adventist 34 0.19%•

Unknown 241 1.36%

Religious DifferencesEatingWhen to EatWhen not to EatWhat to EatWhat not to eat

Marriage PracticesSexual PracticesMay they marryWhom may they marryWho can’t they marryWhen, Where, How marriage will be done

Size of FamilyChild RearingChild EducationContraceptionAbortion

Customs of DeathCare of the DyingBurial of the DeadType of Remembrance of the Dead

Health CareMedical PracticesEnd of Life Decisions

Religious ObservancesRestrictions on WorkCelebratory DaysHow belief is practiced

Moral Code PunishmentPenaltiesForgiveness

Religious LeadershipTitles of Religious OfficialsName of Worship Place

Type of Sacred TextDefinition of Beliefs

AAP/Diversity/EEO

BUILDING A REPRESENTATIVE WORKFORCE

EEO

DIVERSITY

AAP

• Legally based

• Primarily for protected classes

• Mandated compliance

Discrimination

Sexual Harassment

Equal Opportunity

Exclusion

• Based on Choice

• Not legally required

• Includes everyone

• Awareness leads to behavioral change

Inclusion

What’s the Difference?Affirmative Action Attempts to atone for past discrimination against certain groups of people. Because it tries to even the playing field for these groups, it does not apply to all people equally.

Diversity All characteristics and experiences that define each of us as an individual.

Diversity Management The process of creating and maintaining a positive environment where the differences of all people are recognized, understood, and valued so that all can achieve their full potential. It includes everyone.

Awareness Recognizing the existence of similarities and differences within a group.

Valuing Being responsive to those unlike ourselves by understanding the strength of difference.

What’s the Difference?Affirmative Action Diversity

(Valuing Differences)Managing Diversity

Quantitative. Progress monitored by statistical reports & analyses. Quotas.

Qualitative. Progress monitored by surveys which focus on attitudes and perceptions.

Quantitative. Progress monitored by progress toward achieving goals and objectives.

Legally driven. EEO Laws and consent degrees.

Ethically driven. Moral and ethical imperatives.

Strategically driven. Behaviors & productivity tied to rewards & results.

Remedial. Specific target groups benefit as past wrongs are remedied.

Idealistic. Everyone benefits. Each person valued/accepted in an inclusive environment.

Pragmatic. Organization benefits. Morale, profits and productivity increase.

Opens doors. Efforts affect hiring & promotion decisions.

Opens attitudes, minds & the culture. Efforts affect attitudes.

Opens the system. Efforts affect managerial practices.

Resistance. Perceived limits to autonomy in decision making & fears of reverse discrimination.

Resistance. Fear of change. Discomfort with differences. Desire to return to the “good old days.”

Resistance. Denial of benefit of change & demographic realities. Difficulty learning new skills. Unwillingness to work in teams.

Assimilation model. Groups brought to existing organizational norms.

Diversity model. Groups retain characteristics as they shape & are shaped by the organization.

Synergy model. Diverse groups create new ways to work together effectively.

Smooth Sailing?

• Mexico City Mexico 12,900,000

• Cairo Egypt 12,500,000

• Shanghai China 11,900,000

• Sao Paulo Brazil 10,100,000

• Seoul S. Korea 9,600,000

• Beijing (Peking) China 9,300,000

• Moscow Russia 8,700,000

• Tokyo Japan 8,400,000

• Tinjin (Tientsin) China 7,800,000

• Jakarta Indonesia 7,600,000

• New York City USA 7,300,000

Most Expensive Cities(2-bedroom apartment)

• London Eaton Square 1,662 $2,047,000

• Tokyo Shibuya, Shoto 1,300 1,746,000

• Hong Kong The Peak 1,640 1,681,000

• Paris 6th and 7th arrondisement 2,150 1,668,000

• Sydney Circular Quay, City Harbourside 1,555 1,300,000

• New York Fifth Avenue 1,595 1,245,000

• Stockholm Strand-Vagen 2,222 1,146,000

• Zurich Zuerichberg 1,600 1,130,000

• Chicago Lake Shore 2,865 1,035,000

• San Francisco Pacific Heights, Russian Hill 1,500 1,000,000

City Area (ft2) Price

• 57 Asians

• 21 Europeans

• 14 from the Western Hemisphere (North & South)

• 8 Africans

• 52 female & 48 male

• 30 Christian & 70 non-Christian

• 89 heterosexual & 11 homosexual

• 59 % of the entire world’s wealth would be in the hands of only 6 people, and all 6 would be citizens of the United States

• 80 would live in substandard housing

• 70 would be unable to read

• 50 would suffer from malnutrition

• 1 would be near death & 1 would be near birth

• Only 1 would have a college education

• Only 1 would own a computer

The World As 100 People

The World As 100 People

Stereotyping

Assigning identical characteristics to any person in a group, regardless of the actual differences among members of the group.

How We Process Information

We place things or people into boxes or categories. That’s how people process information. We do this from birth as we try to figure out the way the worlds works.

• Categorizing is neither good nor bad

• There’s “me” and “not me”

• Potentially harmful

• Behavior recognition is key

How We Act Out Our Stereotypes

We tend to look for qualities and behaviors in others that validate our stereotypes, and disregard other behaviors that

don’t fit into the “box” we’ve created for that particular group of people. Sort of a self-fulfilling prophecy.

Remember… other people also put us into a box.

The Impact of Stereotyping

• Hurts others & creates shame

• Trivializes the worth of others

• Trivializes the accomplishments of others

• Causes us not to listen

• We tend to exclude others

• Wastes talent

How Do We Fight Stereotyping?

• Be a good communicator

• Challenge stereotypes

• Educate others, as well as yourself

• Help people discover their stereotypes

• Rise above negative comments

• Don’t be afraid to admit your mistakes

• Don’t diminish your heritage

U.S. Demographics

U.S. Demographics (Projected through 2050)

0

20

40

60

80

2000

2010

2020

2030

2040

2050

Year

Per

cen

t

White

Black

AmericanIndian

Asian/PacIslander

Hispanic

California's Changing Demographics(Projected Through 2040)

0

10

20

30

40

50

60

70

80

90

1970 1980 1990 1997 2040

%

Caucasian

Hispanic

BlackAsian/Pacific Islander

Assimilation & DiversityAssimilation

• Feeling like part of the team• Being comfortable

• Having similar thoughts & ideas• Sharing common heritage or backgrounds

Diversity

• Different ideas

• Different perspectives

• Different personalities• Different heritage or backgrounds

Assimilation & Diversity

• Is there value in having assimilation within an organization?

• Is there value in maintaining a Diverse workforce?

• Assimilation or Diversity - which should take precedence? Why?

• Given a choice, what type of workforce would you prefer?

The Value of Diversity

• Our population is changing drastically, and we must look at the entire population to recruit and retain the brightest and the best talent for our membership.

• Unresolved conflicts due to misunderstanding of differences, inability to recognize common interests, or exclusionary actions are costly to the organization in terms of litigation, diminished productivity or missed opportunities.

• Provides a wide variety of ideas and viewpoints. Creativity blossoms when people with different perspectives and styles of thought are able to contribute. Conversely, homogenous groups look alike, act alike, and have a limited understanding of groups that are “different.”

The Value of Diversity

•Increases public trust by representing the “marketplace” of those they serve.

•Provides an environment that ensures all members feel respected, regardless of their differences or similarities.

•Broadens the perspective of all members, which increases their creativity, understanding of issues, and productivity.

•Provides an environment that ensures all members have the opportunity to develop their potential and contribute to mission accomplishment.

•Provides equal opportunity for all demographic groups to serve.

Diversity is #2 among the top seven drivers of employee commitment.

•Communications•Diversity & Inclusion•Job satisfaction•Flexibility•Manager effectiveness

•Work-life support•Career advancement

The Value of Diversity

Connecting Diversity to Connecting Diversity to CG Values & LeadershipCG Values & Leadership

ValuingDiversity Personal Interpersonal Organizational

CoreValues

Honor Respect Devotionto Duty

LeadershipSkills

SelfWorking

WithOthers

Performance

Life Is A Fishbowl

What Can You Do?•Understand differences exist.

•Acknowledge your own cultural biases, stereotypes, prejudices and assumptions.

•Be flexible. Recognize other cultures do have different rules about what is acceptable & unacceptable, right & wrong.

•Take time to learn about other cultures.

•Speak and behave in ways that do not intentionally offend others.

What Can You Do?

•Allow & encourage creativity and different approaches.

•Acquire & Use conflict management skills to resolve conflict in our membership.

•Be a mentor. Teach others about diversity.

•Get involved when you see or hear something that is inappropriate. Never ignore unacceptable behavior!

Infusing Diversity in Your District

• Embrace Diversity from the TOP

• Diversity Training ongoing effort

• Create District Diversity Team

• Encourage Diversity Recruiting

• Understand & Manage Conflict

• Recognize Excellence in Diversity

Diversity from the TOP

• Personal commitment to Diversity by DCO

• Diversity a part of DCO Vision Statement

• EXCOM competent in Diversity message

• DIRAUX onboard with Diversity Program

• Diversity message at all District events

• Embrace Diversity Management Model

• Utilize ACIP goal setting process

Diversity Training

• Ongoing Diversity Awareness training

• Diversity presentations at general sessions as well as seminars

• Incorporate Diversity message into leadership training

• Utilize National Diversity Training Modules

Diversity Team

• District Diversity Advisor appointed by and reporting to DCO

• District Diversity Team to include DCO. DDA, DIRAUX and Area/Division Diversity Advisors

• District Team members adept at “Soft Skills”

• Flotilla Advisors connection to boilerplate

Diversity Recruiting

• Understand how Recruitment & Retention is a Diversity issue

• Recruit to the mission based on ACIP

• Extend recruiting beyond traditional sources

• Assist with Compass Outreach Program

• Utilize new member mentor program

Conflict Management

• Understand the nature of Conflict

• Adopt Conflict Management Program

• Include Conflict Management in leadership training

• Communicate Zero Tolerance for unresolved conflict

• Utilize Active Duty Liaison Program

Diversity Recognition

• Promote NACO 3 Star Diversity Program

• Include Diversity in District Awards program

• Encourage articles containing Diversity message

• Share Diversity Best Practices

Where do we go from here?

Questions

Additional Goals

Best Practices