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Infusing DiversityInfusing DiversityMaking Diversity a District Priority

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ObjectivesObjectives

• Identify The Different Facets of Diversity

• UnderstandThe Impact of Personal Behavior on Others

• Recognize The Value of Diversity to Our Organization

• InfusingDiversity into the Fabric of Your District’s Program

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What is Diversity?What is Diversity?

Diversitylooks like …

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What is Diversity?What is Diversity?

Diversitysounds like …

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What is Diversity?What is Diversity?

Diversityfeels like …

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What is Diversity?What is Diversity?

Diversitytastes like …

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What is Diversity?What is Diversity?

Diversitysmells like …

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Diversity FactorsDiversity Factors

GeographicLocation

GeographicLocation

ReligionReligion

FamilyStatusFamilyStatus

IncomeIncome

WorkExperience

WorkExperience

Eye ColorEye Color

Right orLeft Handed

Right orLeft Handed

MusicPreference

MusicPreference

PersonalityPersonality

Primary Secondary

ReligionReligion

Race

Gender

Age

EthnicHeritage

Ability &Disabilit

ySexual

Orientation

EducationEducation

PrimaryLanguagePrimary

Language

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Religious DiversityReligious DiversityRELIGION 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%

1995 to January 1999

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Religious DifferencesReligious DifferencesEating

When to EatWhen not to Eat

What to EatWhat not to eat

Customs of DeathCare of the Dying

Burial of the Dead

Type of Remembrance

of the Dead

Health CareMedical Practices

End of Life Decisions

Religious Observances

Restrictions on WorkCelebratory Days

How belief is practiced

Moral Code

Punishment

PenaltiesForgiveness

Religious Leadership

Titles of Religious OfficialsName of Worship Place

Type of Sacred TextDefinition of

Beliefs

Marriage PracticeSexual PracticesMay they marry

Whom may they marryWho can’t they marry

When, Where, Howmarriage will be done

Size of Family

Child RearingChild EducationContraception

Abortion

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AAP/Diversity/EEOAAP/Diversity/EEO

EEOEEODiversityDiversity AAPAAP

Building A Representative

Workforce

• Based on Choice• Not legally required• Includes everyone• Awareness leads to

behavioral change

Inclusion Exclusion

• Legally based• Primarily for

protected classes• Discrimination• Sexual Harassment• Equal Opportunity• Mandated compliance

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What’s the Difference?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

• Awareness – Recognizing the existence of similarities and differences within a

group

• Valuing – Being responsive to those unlike ourselves by understanding the

strength of difference

• 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

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What’s the Difference?What’s the Difference?Affirmative Action

QuantitativeProgress monitored by statistical reports & analyses. Quotas.Legally drivenEEO Laws and consent degrees.

RemedialSpecific target groups benefit as past wrongs are remedied.

Opens doorsEfforts affect hiring & promotion decisions.

ResistancePerceived limits to autonomy in decision making & fears of reverse discrimination

Assimilation modelGroups brought to existing organizational norms.

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What’s the Difference?What’s the Difference?Diversity (Valuing Differences)

QuantitativeProgress monitored by surveys that focus on attitudes & perceptions

Ethically drivenMoral and ethical imperatives

IdealisticEveryone benefits, and is valued/accepted in an inclusive environmentOpens attitudes, minds, & the cultureEfforts affect attitudes

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

Diversity modelGroups retain characteristics as they shape & are shaped by the organization

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QuantitativeProgress monitored by progress toward achieving goals and objectives.

Strategically drivenBehaviors & productivity tied to rewards & results.

PragmaticOrganization benefits. Morale, profits and productivity increase.

Opens the systemEfforts affect managerial practices

ResistanceDenial of benefit of change & demographic realities. Difficulty learning new skills. Unwillingness to work in teams.Diversity modelDiverse groups create new ways to work together effectively.

What’s the Difference?What’s the Difference?Managing Diversity

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Smooth Sailing?Smooth Sailing?

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Big CityBig City

Mexico City, Mexico 12,900,000Cairo, Egypt 12,500,000Shanghai, China 11,900,000Sao Paulo, Brazil 10,100,000Seoul, S. Korea 9,600,000Beijing (Peking), China 9,300,000Moscow, Russia 8,700,000Tokyo, Japan 8,400,000Tinjin (Tientsin), China 7,800,000Jakarta, Indonesia 7,600,000New York City, USA 7,300,000

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Most Expensive CitiesMost Expensive Cities

City Area (ft2) Price • 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 1,5001,000,000

2 Bedroom Apartment

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The World As 100 PeopleThe World As 100 People• 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

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StereotypingStereotyping

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

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How We Process InformationHow 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

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How We Act Out Our StereotypesHow 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.

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The Impact of StereotypingThe 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

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How Do We Fight Stereotyping?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

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U.S. DemographicsU.S. Demographics

0

20

40

60

80

2000

2005

2010

2015

2020

2025

2030

2035

2040

2045

2050

White Black American Indian Asian/Pac Islander Hispanic

Projected through 2050

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0

20

40

60

80

10019

70

1980

1990

1997

2040

Latino, Hispanic White Black Asian/Pacific Islander

California Changing DemographicsCalifornia Changing DemographicsProjected through 2040

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Assimilation & DiversityAssimilation & Diversity

Assimilation– Having similar thoughts & ideas

– Sharing common heritage or backgrounds

– Being comfortable

– Feeling like part of the team

Diversity– Different perspectives

– Different heritage or backgrounds

– Different personalities

– Different ideas

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Assimilation & DiversityAssimilation & 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?

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The Value of DiversityThe Value of Diversity• Provides a 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”

• Our population is changing, 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

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The Value of DiversityThe Value of Diversity• Broadens the perspective of all members,

which increases their creativity, understanding of issues, and productivity.

• 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.

• 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.

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The Value of DiversityThe Value of Diversity

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

– Communications

– Diversity & Inclusion

– Job satisfaction

– Flexibility

– Manager effectiveness

– Work-life support

– Career advancement

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Connecting Diversity to CG Values & LeadershipConnecting Diversity to CG Values & Leadership

ValuingDiversity Personal Interpersonal Organizational

CoreValues Honor Respect Devotion to

Duty

LeadershipSkills Self Working With Others Performance

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Life Is A FishbowlLife Is A Fishbowl

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What Can You Do?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.

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What Can You Do?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!

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Infusing Diversity in Your DistrictInfusing 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

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Diversity from the TOPDiversity 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

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Diversity TrainingDiversity 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

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Diversity TeamDiversity 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

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Diversity RecruitingDiversity 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

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Conflict ManagementConflict 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

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Diversity RecognitionDiversity Recognition

• Promote NACO 3 Star Diversity Program

• Include Diversity in District Awards program

• Encourage articles containing Diversity message

• Share Diversity Best Practices

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Where do we go from here?Where do we go from here?Questions

Additional Goals

Best Practices