Diversity in the AuxiliaryChallenges and opportunities

N-Train 2005

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Objectives

• To identify some elements of Diversity.

• To overcome the common fears, concerns and barriers to diversity.

• To understand the added value of diversity.

• To develop an action plan to make Diversity a integral part of the Auxiliary’s programs.

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Pre-test on Diversity

• 1.Diversity complicates decision-making because it brings in so many more viewpoints. True / False

• 2. Auxiliary membership in the future will be much less diverse than it is today. True / False

• 3. White males are generally not included in diversity programs. True / False

• 4. Diversity is beneficial because it helps attract and keep good Auxiliarist. True / False

• 5. The best way to deal with diversity is to treat everyone on an individual basis. True / False

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What is Diversity?

• Diversity means more than race and gender.

• It means respecting and appreciating an individuals talent.

• It means focusing on our core values with each member.

• It means getting to know each other and what they bring to the Auxiliary.

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• 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

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Dealing with Differences

• Personality styles• Age• Socioeconomic

background• Race• Physical abilities

• Education• Gender• Cultural

background• Religion• Sexual orientation• Life styles

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Differences are here to stay

• They are not going away.

• To have the most successful organization all members need to pitch in to create and maintain a productive Auxiliary.

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Creating a diverse organization

BUILDING A DIVERSE MEMBERSHIP

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

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Challenges for Diversity

• Fear• Hidden

resentment• Misunderstand-

ings• Perceived conflict

• Barriers• Misperceptions• Poor

communications• Lack of personal

awareness

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Stereotyping

Assigning certain characteristics to an individual in a group, regardless of the

actual differences among members of the group.

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Stereotyping, messages of our past

• Our families

• Schools

• Neighbors

• Music

• Childhood experiences

• The media

• Religious institutions

• Friends

• History

• Nursery rhymes

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How We Process Information

We place things or people into boxes or categories. 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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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

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How to avoid stereotyping?

• Get to know yourself

• 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

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Truth is: The more we know ourselves the less

we criticize others.

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A changing World

An for the Auxiliary to remain competitive in the 21st century, we must change our thinking on the

topic of diversity and recognize it as an opportunity.

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The Auxiliary needs you, be a Bridge

“Problems become opportunities when the right people join together.”

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The added value of Diversity

• In our recruiting, there’s tremendous value to invite everyone to consider the Auxiliary.

• Misunderstandings and personal conflict can be costly to the Auxiliary.

• As we value people and their differences, they’re able to contribute more .

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•It builds stronger relationships based on trust, honesty and integrity.

• It encourages a positive environment ensuring all members are respected with the opportunity to reach their potential.

•Diversity broadens the perspective of our members and increases understanding.

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Diversity, as an opportunity

•To become aware of and correct our own biases.

•To stop people when their jokes put down others.

•To reach out and invite people to join in with us.

• To get to know people from other cultures and share stories.

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We’re all in this together

•You can question past policies and practices in order to create a diverse auxiliary.

•You can resolve conflict now instead of carrying grudges.

•You can recognize each person as an individual without the stereotyping.

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“When we begin to see opportunities instead of barriers the world becomes a limitless place, and our lives become a journey of change that always finds its way.”

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Take it from the Top

• Make Diversity a part of DCO’s vision statement

• Challenge EXCOM to carry the diversity message

• Encourage a Diversity report at all District events.

• Value the uniqueness and differences in one another.

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Pursue Training

• Encourage ongoing Diversity awareness training

• Provide for Diversity presentations at general sessions and at seminars

• Incorporate a Diversity message into all Leadership training

• Utilize National Diversity Training Modules

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Take the Team approach

• Seek to get a District Diversity Advisor appointed by and reporting to the 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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Recruiting with a diverse approach

• Understand that open recruiting has some Diversity interest

• Recruit to the mission based on ACIP

• Extend your recruiting beyond traditional sources

• Assist with Compass Outreach Program

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Diversity and Conflict

• It’s misunderstandings and distorted perspectives that causes conflict

• Make conflict management a part of all leadership training

• Communicate zero tolerance for conflict

• Utilize Active Duty Liaison Program

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Diversity Recognition

• We must promote the NACO -3 Star Diversity Program

• Include Diversity in all District Awards program

• Encourage articles containing Diversity message

• Share Diversity’s “Best Practices”and “Updates”

We need to make it happen

“There’s no challenge too great for those who have the will and

heart to make it happen.”

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Post Test on Diversity• 1.Our past programming influences include

family, teachers, and the media. True/False• 2.Everyone can help by learning of other cultures,

respecting individuals. True/False• 3. Organizations create divers membership with

policies, training and support. True/False• 4. People work better when they’re identified with

a group rather than as individuals. True/False• 5. Formal diversity programs are the only way for

organizations to create equal opportunity. True/False