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Army Diversity
8 December 2010
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“As we continue to expand the knowledge and understanding of the diversity within our ranks, not only will our strength, versatility, and efficiency be amplified, but we will be more effective in understanding the cultures and environments where we serve.
We expect all leaders to develop and maintain an inclusive environment that will sustain the Army as a relevant and ready Force.”
Army Policy on Diversity
Senior Leader Diversity Message
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Army Definition of Diversity
The different attributes, experiences, and backgrounds of our Soldiers, Civilians and Family Members that further
enhance our global capabilities and contribute to an adaptive,
culturally astute Army.
How Diversity Is Defined
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Diversity Progression Matrix (Army Version)
Broad• Requirements-based
• Understand/value differences in
ethnicity, gender, culture, language, country of origin,
faith, generation, etc.• Inclusive culture
Narrow• Discriminated
Groups• Traditional Categories
Diversity Definition Affirmative
Action
Diversity
Inclusion
EEO&
EO
TIME
External• Law
• Societal Pressure
Internal• Readiness Imperatives
• Competitive Labor Markets
• Mission Execution
Diversity Drivers
Source: Defense Business Board Report 03/01/04(Modified for Army applications)
DRIVERS Recruiting
Development
Training
Mentorship
Retention
Leadership
Cultural Skills
Teamwork
Innovation
Performance• Equal access• Eliminate discrimination
• Eliminate effects of the past• Target underrepresented
• Organization focus• Understand differences
• High performance• Inclusive culture
Diversity & Leadership Directorate, ASA(M&RA)
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• EVOLVING DEMOGRAPHICS • COMPETITIVE LABOR
MARKET• ATTRACTING DIVERSE
TALENT • YOUTH EDUCATION• PHYSICAL FITNESS• NATIONAL EXPECTATIONS
MISSION READINESS
• HUMAN DIMENSION OF LEADERSHIP • INCLUSIVE ENVIRONMENT • HIGH PERFORMANCE• MANAGED TALENT• HUMAN RELATIONS
PERSONNELREADINESS
NATIONAL IMPLICATIONS
GLOBALENGAGEMENT
INEVITABILITY: Recruiting Talent = Recruiting Diversity
Why Diversity Matters
• HUMAN DIMENSION OF CONFLICT • CULTURALLY ASTUTE FORCE• AGILE & ADAPTIVE LEADERS• FUTURE OPERATING ENVIRONMENT
DRIVERS LINK TO MISSIONRecruiting
Development
Training
Mentorship
Retention
LeadershipCultural Skills
Teamwork
Innovation
PerformanceMis
sion
Exe
cutio
nTa
lent
Man
agem
ent
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Diversity and High Performance
A high performance organization is one that leverages the total capacity of all of its people.
CAPACITY• Attract• Recruit• Assign• Mentor• Develop• Train/Educate• Retain
PERFORMANCE• Understand• Value• Include• Empower• Inspire• Reward• Lead
Talent Management Inclusive EnvironmentTraining & Education
Leader Commitment
DOTMLPF-RORGANIZATIONAL CAPABILITY
ENDS
WAYS
MEANS
FACTORS: Individual Capacity — Individual Performance — Organizational Capability — Inclusive Leadership
Inclusive Leadership
The Business of Diversity, Innovations International, Inc.
Resources
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Army Diversity Vision The national leader in embracing the
strengths of diverse people in an inclusive environment ...investing in and managing talent, valuing individuals, and developing culturally astute Soldiers and Civilians who enhance our communities and are prepared for the human dimension of leadership and global engagements.
L D R S H I P
Where We Are Going
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How We Get There
Ensure leader commitment to diversity and inclusion practices at all levels of the Army
Institutionalize talent management processes that identify, recruit, develop, and retain Soldiers
and Civilians from diverse backgrounds
Establish and resource a structure to support the Army Diversity Roadmap
Implement diversity training & education programs that develop socio-cultural competencies to meet
the demands of the 21st-century expeditionary force
Create and maintain an inclusive environment where the value of diverse knowledge, experiences
and backgrounds enhances mission readiness
Goal 1
Goal 2
Goal 3
Goal 4
Goal 5
Leadership
People
Structure
Training & Education
Environment
Leader Commitment
High Quality Diverse Talent
Integrated Diversity and Leader Development
Enhanced Cultural Competency
Expanded Human Dimension of Leadership Skills
Army Wide Inclusive Culture
Goals Strategic OutcomesFocus
Position the all volunteer Army for success in the 21st century— given our global engagements, demographic shift in population and competing demands for high quality talent from diverse backgrounds.
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Additional Charts
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0 5.0 10
Num
ber o
f Peo
ple
Men of Western European Descent
Women Western European Descent
All Other Cultures
U.S. Workstyle Cultural Orientation
Workstyle Characteristics
Task Orientation
Source: Innovations International, Army SEDAT September 2010 (modified)
Relationship Orientation
Band of Inclusion
Band of
InclusionExpansionResults of Diversity
Education
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Comparison of Diversity, EEO, & EO
DIVERSITY
EOEEO
Organizational Performance FocusLeader Accountability
Diversity Training & EducationInclusive Environment
Institutionalized Talent ManagementMeasurement & AssessmentAll Soldiers & Civilians
TrainingOutreachReporting
5 Protected Categories
MILITARYCIVILIAN
StatutoryMD715ComplianceCivilian Complaints(Statute)Special Emphasis(Minority College Relations Program)
RegulatoryAR 600-20
Military Complaints(Policy)
9 Protected Categories
Observances
Common to 3 Programs
ClimateAssessment
Common toEO & Diversity
Protected EO CategoriesRaceEthnicityGenderNational OriginReligion
Protected EEO CategoriesRaceColorGenderNational OriginReligionDisabilityAgeReprisalGenetics
IMPLIEDPolicy
Resourcing
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All Studen
ts
Native
American Blac
k
Hispan
icWhite
Asian
Male
Female City
Town
Rural
Suburb
-
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
70.6
50.655.3
57.8
77.681.3
67.8
75.3
60.9
71.7 74 75.3
National High School Graduation Rates, Class of 2005
Source: EPE Research Center, 2009. Analysis of data from theCommon Core of Data (U.S. Department of Education).
Grad
uatio
n Ra
te P
erce
ntag
es (2
004-
05)
HS Graduation Rates
The High School Graduation Challenge
• Obesity trends among American youth are high (approximately 3 of 10)
• Education shortcomings (math, science, technology, foreign language) are being addressed but no near term national solution
• Approximately 7 of 10 young males, ages 18-24, fail to meet military qualification standards (physical, moral, mental, intellectual)
• 70% of youth in poverty will not graduate
• 50 % of minorities will not graduate
• 30% overall will not graduate
• Females are outperforming males
• Inner city graduation rates fall as low as 24%
• High school dropouts are overrepresented among the incarcerated
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Attributes, Experiences, & Backgrounds
Personality
Cultural Factors Language Race Ethnicity National/Regional Origin Religion Other Cultural Aspects
Personality Type Learning Style Thinking Style Comprehension Speed Communication Style
EmploymentSeniority/RankOrganization/ComponentCareer Field/SpecialtyWork ExperienceEducational BackgroundCivilian/Military StatusIncome/Economic StatusEmployment StatusGeographic Location
Personal
Age Gender Physical Ability Sexual Orientation Physical Appearance
Family & Preference Recreational Habits Personal Habits Political Orientation Marital Status Parental Status Family Status
Acknowledge Differences
Understand Differences
Value Differences
RoleModels
ATTRIBUTESEXPERIENCES
& BACKGROUNDS
Silent (1925 – 1946) Baby Boomers (1946 – 1964) Generation X (1965 – 1980) Generation Y (1981 – 2001) Generation Z (2002 – ) Developmental Stages
Generational Factors*
* Birth year in parenthesis
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ACKNOWLEDGE DIFFERENCES(Accept the Notion That Differences Matter)
UNDERSTAND DIFFERENCES
VALUE DIFFERENCES
ROLEMODELS
Assessment
A Process Approach To Inclusion
Inclusive Environment: An environment that welcomes the full engagement of all Soldiers and Army Civilians—embracing the strength of differences, fostering a sense of belonging, and supporting high performance through inspired contributions from each member of our diverse Army.
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010203040
50
60
70
80
OTHER APIBLACK
WHITEAI/AN
HISPANIC
OTHER API BLACK WHITE AI/AN HISPANICU.S. Pop. 1.46 4.49 12.2 65.6 0.76 15.4U.S. Army 4.58 4.18 12.4 72.9 0.46 5.47
ARMY OFFICER DEMOGRAPHICS& U.S. POPULATION
Source: U.S. Census and DMDC, 2008
Percentage
16
0
10
20
30
40
50
60
70
OTHER APIBLACK
WHITEAI/AN
HISPANIC
OTHER API BLACK WHITE AI/AN HISPANICU.S. Pop. 1.46 4.49 12.2 65.6 0.76 15.4U.S. Army 1.7 3.35 21.1 61.1 0.94 11.9
Source: U.S. Census and DMDC, 2008
Percentage
ARMY ENLISTED DEMOGRAPHICS& U.S. POPULATION
17
0
10
20
30
40
50
60
70
80
OTHERAPI
BLACKWHITE
AI/ANHISPANIC
OTHER API BLACK WHITE AI/AN HISPANIC18-24 Year Olds 1.8 4.2 14.5 61 1 17.6U.S. Army 4.58 4.18 12.4 72.9 0.46 5.47
Sources: 1. DMDC, 2008
Percentage
2. U.S. Department of Commerce, Census Bureau, Population Estimates, retrieved August 12, 2008, from http://www.census.gov/popest/national/asrh/2007_nat_res_html.
ARMY OFFICER DEMOGRAPHICS& U.S. 18 – 24 YEAR OLD POPULATION
18
0
10
20
30
40
50
60
70
OTHER APIBLACK
WHITEAI/AN
HISPANIC
OTHER API BLACK WHITE AI/AN HISPANIC18-24 Year Olds 1.8 4.2 14.5 61 1 17.6U.S. Army 1.7 3.35 21.1 61.1 0.94 11.9
Sources: 1. DMDC, 2008
Percentage
2. U.S. Department of Commerce, Census Bureau, Population Estimates, retrieved August 12, 2008, from http://www.census.gov/popest/national/asrh/2007_nat_res_html.
ARMY ENLISTED DEMOGRAPHICS& U.S. 18 – 24 YEAR OLD POPULATION
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Communication StyleComprehension Speed
Thinking StyleLearning Style
Personality Type
Functional Level/ Classification
Geographic Location
Age
Work Location/Duty
StationSeniority/Rank
Division/Dept./Unit/
Group
Career Fieldor
Specialty
UnionAffiliation
ManagementStatus
Marital &ParentalStatusFamily
Status
Appearance
EducationalBackground
WorkExperience
NationalOrigin
Income
PersonalHabits
Religion
RecreationalHabits
Ethnicity
FirstLanguage
SexualOrientation
Gender
PhysicalAbility
Race
FOURLAYERS
OF DIVERSITY
SOURCE: Taken from L. Gardenswartz and A. Rowe, Diversity Teams at Work: Capitalizing on the Power of Diversity (2003).Some terms modified for Army Application.
“This is important—not to advantage anyone, but to cause a better understanding of everyone.” -GEN Ward, 1 Apr 08
Attributes, Experiences, & Backgrounds
Diversity-Related Milestones
1978
Workforce 2000 (Hudson Institute)1987
Regents of the University of California v. Bakke (University of CA-Davis)
2008 First State Chief Diversity Officer (PA)
2042 Projected Transition To Racial Plurality
1977 “Diversity” Used In Reference to Workforce Demographics (Pope & Associates)
2003 Grutter v. Bollinger (University of Michigan)
DiversityInc Founded1998
Initial DiversityInc Top 50 Companies for Diversity2001
Workforce 2020 (Hudson Institute)1997
Employee Resource Groups Expanded (Affinity Groups)1990s
Diversity Metrics/Score Card Emphasis (Accountability)2000s
2005 Diversity Management Study (GAO)
“Valuing Diversity” Terminology Used (Lewis Griggs)1980s