Diversity in the Auxiliary Challenges and opportunities N-Train 2005

Diversity in the AuxiliaryChallenges and opportunities

N-Train 2005

Department of Personnel Services 2

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.


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


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.


• 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


Dealing with Differences

• Personality styles• Age• Socioeconomic

background• Race• Physical abilities

• Education• Gender• Cultural

background• Religion• Sexual orientation• Life styles


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.


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


Challenges for Diversity

• Fear• Hidden

resentment• Misunderstand-

ings• Perceived conflict

• Barriers• Misperceptions• Poor

communications• Lack of personal

awareness


Stereotyping

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

actual differences among members of the group.


Stereotyping, messages of our past

• Our families

• Schools

• Neighbors

• Music

• Childhood experiences

• The media

• Religious institutions

• Friends

• History

• Nursery rhymes


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


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 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


Truth is: The more we know ourselves the less

we criticize others.


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.


The Auxiliary needs you, be a Bridge

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


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 .


•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.


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.


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.


“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.”


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.


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


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


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


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


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.”


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

Diversity in the Auxiliary Challenges and opportunities N-Train 2005

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