A Value A Value A Value Proposition for A Value Proposition for Proposition for DiversityProposition for DiversityDiversityDiversity

Military Operations Research Society y p yPersonnel and National Security WorkshopJanuary 26, 2010

Bruce Viekman, Ph.D. Bruce Viekman, Ph.D. bviekman@stratsight.com

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4. TITLE AND SUBTITLE A Value Proposition for Diversity

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13. SUPPLEMENTARY NOTES Personnel and National Security: A Quantitative Approach (Unclass), 25-28 January 2010, Johns HopkinsUniversity Applied Physics Laboratory, Laurel, Maryland

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Standard Form 298 (Rev. 8-98) Prescribed by ANSI Std Z39-18

Armed Forces leaders say ….Armed Forces leaders say ….The strength of the Air Force comes from our people – and in large measure from our diversity

S t f th Ai F 2009Secretary of the Air Force 2009

Diversity of thoughts, ideas, and competencies of our people keeps our Navy strong, and empowers the p p p y g, pprotection of [our] freedoms CNO Roughead

Our ability to recruit, retain, and promote a di lit f i ti l tdiverse, quality force is essential to progress and mission accomplishment

GEN Conway, Commandant, US Marine Corps

Diversity sparks innovation and incorporates fresh approaches. It provides well rounded perspectives in problem solving that let us identify better ways of

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problem solving that let us identify better ways of performing [our] duties

ADM Allen, Commandant, US Coast Guard

Corporate leaders say ….Corporate leaders say ….Because we know that the diversity of our employees gives us a distinct competitive advantage, our vision is g p g ,to build a workforce that reflects the populations we recruit from in the places we do business today and tomorrow Dow Chemical Company 2009

With operations in more than 100 countries, Chevronvalues the rich diversity of ideas, experience and skills

tomorrow. Dow Chemical Company, 2009

Di i th d l t f di kf

of our employees, and we work to apply this diversity to everything we do every day.

Disney views the development of a diverse workforce as a business imperative and a catalyst to achieve better performance. … We believe that a diversity of

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p yopinions, ideas and perspectives enhances our internal creativity and the company's vitality.

Today’s DiscussionToday’s DiscussionDiversity ImperativesDiversity Imperatives• Terms of reference

• The changing demographics of the US resident population• The changing demographics of the US resident population

• Recent research – diversity and decision making

• Military leadership• Military leadership

Diversity Challenges• Academic preparation

Takeaways / Conclusions

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Terms of ReferenceTerms of ReferenceDiversity

‘diff i ’ d hi h t i ti • ‘differences in a group’s demographic characteristics, cultural identities and ethnicity, and training and expertise’ [Hong and Page, 2004]

• Race and Ethnicity are some of the aspects of diversityIdentification of Race/Ethnicity

1997 OMB d i i d t 2 ti ith • 1997 OMB decision moved to 2 questions with an emphasis on self-identification

• Five race identifiers ―American Indian or Alaskan Native (AIAN), Asian, Black or African-American,

Native Hawaiian or other Pacific Islander (NHPI), White―Multiple race identification allowed

• Ethnicity – Hispanic or Latino / Not Hispanic or Latino

The changing US populationThe changing US populationThe dynamic portrait of … an increasingly minority driven youth and working aged population, and a growing white boomer dominated senior population, is startling.

Brookings Institution, Aug 2008

Demographers see it as among the most intensive changes of a country’s racial and ethnic make-up in history, every bit as dramatic as the huge influx of Italian Irish and east Europeandramatic as the huge influx of Italian, Irish, and east European immigrants that transformed the US in the early 20th century

The Guardian, August 15, 2008 .

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An growing, aging US pop’nAn growing, aging US pop’n90 to 94 years

2010 2030 2050

75 to 79 years

90 to 94 years

45 to 49 years

60 to 64 years

15 to 19 years

30 to 34 years

14.0% 12.9%

0

000 000 000 000 000 000Under 5 years

0

000 0 0 0 0 0 0 0 0 0 0

0

5 ,000

10 ,00 0

15 ,00 0

20 ,00 0

25 ,00 0

30 ,00 010 20 10 20 10 20

2/23/20107 │

5,0010,0

015,0

020,0

025,0

030,0

0 5,0 0 0

10 ,0 0 0

1 5 ,0 0 0

2 0 ,0 0 0

2 5 ,00 0

3 0 ,0 0 0 5 , 10 , 15 , 20 , 25 , 30 ,

US Residents, MillionsSource: U.S. Census Bureau, Population Division, 2008 projections http://www.census.gov/population/www/projections/index.html

250,00015-19 < 50% white Non- .HISPANIC

2050

200,000White

( Hi i )

Hispanic

.White

150,000

(non-Hispanic)

Hispanic AIAN

.Asian

.NHPI

.Two or more races

100,000

Hispanic (all races)

African

.Black.AIAN

50,000American

Asian

02010 2020 2030 2040 2050

Asian Multi-racial

AIAN / NHPI

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African-American, Asian, AIAN, NHPI does not include Hispanic ethnicitySource: U.S. Census Bureau, Population Division, 2008 projections http://www.census.gov/population/www/projections/index.html

Age 18-24 Population by US Region2000 - 2030 10.0

12.0

8.0

10.0

12.0

4.0

6.0

8.0

2000 2010 2020 2030

4.0

6.0

2000 2010 2020 2030

8.0

10.0

12.0

4.0

6.0

2000 2010 2020 2030

14.0

6 0

8.0

10.0

12.0

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4.0

6.0

2000 2010 2020 2030Source: U.S. Census Bureau, Population Division, 2008 projections http://www.census.gov/population/www/projections/index.html

Diversity and decision makingDiversity and decision makingMajority of studies conclude that heterogeneous (diverse) teams (diverse) teams …• Are more innovative• Produce unique solutions to problemsProduce unique solutions to problems

In team or group problem-solving settings, diverse teams diverse teams • Make fewer factual errors• Take in a wider range of facts and perspectivesg p p• Use different problem solving styles to develop better solutions

Ideal state – high ability, diverse teams/groupsg y g pJackson, et al, 1995; Hong and Page, 2004; Sommers, 2006

Diversity and military leadershipDiversity and military leadershipAmicus brief in ‘Michigan Cases’ by 29 retired senior military leaders (15 four-stars)senior military leaders (15 four stars)“The armed services must have racially diverse officer

candidates who satisfy the rigorous academic, physical, and personal prerequisites for officer training and future

leadership”

Lessons of historyLessons of history• 1948 desegregation Executive Order• Vietnam era – racial tension & inability to fight due to ‘chasm’ y g

between racially diverse enlisted corps, 98% white officer corps

• Increasing officer diversity essential to unit cohesion & g yeffectiveness, limited and focused efforts at accession have been effective.

Challenges - High School completion Challenges - High School completion completion completion

40.0

‘Status’ dropouts –16 t 24 ld h

30.0

35.0 16 to 24 yr olds who are not enrolled and have not completed HS credential

20.0

25.0

erce

nt

Hispanic(All Races)

African American

HS credential (Diploma or alternative)

10 0

15.0

P Total

5.0

10.0

White (non-Hispanic)

SOURCE: U.S. Department of Education, National Center for Education Statistics. (2009). Th C diti f Ed ti

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0.01980 1985 1990 1995 2000 2005 2010

The Condition of Education 2009 (NCES 2009-081)

Challenge - College ReadinessChallenge - College ReadinessHispanic, African-American, AIAN ,have lowest College readinessScience readiness Science readiness is weakest dimension, Math

d k tsecond-weakestNational focus -increasing STEM greadiness

2/23/201013 │ From http://www.act.org/news/data/09/pdf/output/NationalOverview.pdf

Takeaways / ConclusionsTakeaways / ConclusionsUS resident population dramatically shifting in race ethnicit and agerace, ethnicity, and ageBy 2021, youth from ‘minorities’ will be over 50%

f th 15 19 l tiof the age 15-19 population• Hispanic ethnicity the fastest-growing group due to birth

rates & immigrationrates & immigrationBy 2050 - White, non-Hispanic are less than 50% of populationof population• US resident population 439 Million (310 Million today)• Median age rises to 39.0 (from 36.9 today)

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Median age rises to 39.0 (from 36.9 today)• Youth 15-24 are 12.9%, down from 14.0% today

Takeaways / ConclusionsTakeaways / ConclusionsStrategies to position for talent within

i it k t ll b t b i d minority markets are all about being ready for the US future population!Educational attainment and testing trends are a national challenge. gSubstantial research links diversity and improved team problem-solving skillimproved team problem solving skillArmed Forces reliance on unit cohesion requires continued focus on diversity

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requires continued focus on diversity.

Questions / DiscussionQuestions / DiscussionQuestions / DiscussionQuestions / Discussion

14,000Population ages 15-19 years old -

2010 to 2050

10,000

12,000

White

8,000

, White (non-Hispanic) Hispanic

(all races)

6,000African

AmericanWhite non-Hispanic < 50%

2 000

4,000American

0

2,000

2010 2020 2030 2040 2050

Asian Multi-racial

AIAN / NHPI

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2010 2020 2030 2040 2050

African-American, Asian, AIAN, NHPI does not include Hispanic ethnicitySource: U.S. Census Bureau, Population Division, 2008 projections http://www.census.gov/population/www/projections/index.html

STEM degree distribution follows college readiness trendsSTEM degree distribution follows college readiness trends

Other, 8,731AIAN, 760

college readiness trendscollege readiness trendsWhite 67.9%

Asian / PI 11.1%

Black, 9,706

Hispanic, 10,045 Black 7.0%

Hispanic 7.2%

AIAN 0.5%

A i / PI 15 394

Other 6.3%

Whit 94 537

Asian / PI, 15,394

"STEM" Degree fields shown here include

White, 94,537Engineering, Physical Sciences, Mathematics / Statistics, Earth Sciences, and Computer Science.

2/23/201018 │National Science Foundation, Division of Sciences Resources Statistics, 2009

Including Biological Sciences would increase STEM degrees by 55%.

Strategic Insight Human Capital Management Business EnterpriseStrategic Insight Human Capital Management Business Enterprise

AddressAddress 2461 South Clark StreetS i 320AddressAddress Suite 320Arlington, VA 22202

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EmailEmail CAPT Bernard Jackson, USN (ret) –bjackson@stratsight combjackson@stratsight.comCAPT Bruce Viekman, USCG (ret) –bviekman@stratsight.com

We bring 18 years’ direct experience in strategic and operational workforce planning, workforce development, succession planning, strategic

recruiting, and diversity management.