Diversity 101; An Introduction Strength in Diversity, Strength in Inclusion

Agenda Commandant’s Objectives Auxiliary Diversity Policy Statement Diversity in the Auxiliary NACO 3 Star Award for Excellence in Diversity Diversity Quiz Next Steps

Commandant’s Objectives 1. Assure a Diverse Workforce Through All-Hands Commitment With Leadership Accountability Hold leaders at all levels accountable to sustaining a workplace climate of equity, building an organization that leverages the Coast Guard’s diverse workforce and fostering an environment where every individual has the opportunity to prosper and effectively advance their careers. 2. Fully Utilize Communication and Focus groups to Improve the Workforce Communicate the Commandant’s message on diversity to all levels in the Coast Guard, seeking to emphasize effective diversity management in our rapidly evolving organization to build and sustain an inclusive workplace environment. 3. Expand Outreach to Achieve Access Opportunity for Underrepresented Populations. The Coast Guard will expand outreach activities to reach as many people as possible from diverse backgrounds and cultures to make them aware of available opportunities. 4. Ensure Equitable Hiring and Career Opportunity for All Employees Provide keys to success through timely career counseling, professional development, and mentoring to all members of the organization in order to retain a highly skilled and diverse workforce. 5. Optimize Training and Education to Underscore the Value of Workforce Diversity Ensure members at all levels are provided the tools to enhance their effectiveness by educating the entire organization on the benefits of inclusion, equity and respect for all personnel, their talents, experiences and abilities.

Diversity Statement Thomas Mallison National Commodore, U. S. C. G Diversity Statement Thomas Mallison National Commodore, U.S.C.G. Auxiliary It is the policy of the United States Coast Guard Auxiliary to ensure that all citizens, regardless of race, gender, color, national origin, sexual orientation, age, religion, or physical or mental disability have an equal opportunity to become a member of this organization. People from a wide variety of backgrounds and interests are welcome and encouraged to join the Auxiliary to work side by side with us as we serve the boating public. The fundamental action imperative of diversity is to create an environment, which fosters an appreciation of the values, skills, and abilities of each individual member. Members are responsible to each other for promoting an inclusive atmosphere of acceptance and respect, for demonstrating a commitment to fair and equal opportunity, and for moving beyond simple tolerance to embracing and celebrating our different backgrounds. We are committed to enjoying a diverse and inclusive membership. We all understand that diversity is not a problem to be solved, but that it is an asset to be developed.

Diversity in the Auxiliary What is Diversity? Diversity is variety. It includes all the characteristics, experiences, and differences of each individual. Diversity can be identified as physical characteristics such as appearance and gender, or it may be differences in culture, skills, education, personality type, or upbringing. Each of these traits brings their own perspective and skills to the workplace.

Diversity in the Auxiliary What is the Difference between Diversity and EEO? Diversity is a process concerned with equity or fairness. Unlike EEO, it's not legally required, is based on choice, and includes everyone. The diversity process aims to improve awareness of others that will lead to positive behavioral changes. Equal Employment Opportunity (EEO) is distinct from diversity and focuses on equality and equal access. It's legally-based and primarily concerned with protected classes. Compliance with EEO policy is mandated by law. EEO employs corrective and preventative measures for discrimination, sexual harassment, sexual discrimination, and equal opportunity.

Diversity in the Auxiliary Why does the Coast Guard care about Diversity? A diverse workforce provides a variety of perspectives and talents that will enhance the workplace. A diverse workforce allows an organization to capitalize on these strengths and become stronger and more capable. In order to maximize its effectiveness and efficiency, the Coast Guard needs the best possible people to work as a team. If a group is excluded, the Coast Guard loses the skills and talents of members of that group, which reduces the potential quality of the organization. An inclusive work environment is also critical. To work at its best, a team needs to trust and respect each other. If a member feels excluded or marginalized, he/she is less inclined to work with the team, trust the other members, or add input. This becomes especially dangerous when people notice a safety concern, but they don't feel like they can speak up. Additionally, targeted individuals are more likely to leave the Coast Guard, which results in a loss of training, talent, and experience.

Diversity in the Auxiliary Why should I care about Diversity? Work environment directly affects unit performance. We all want to contribute to a productive and positive work environment. Such an environment enhances effectiveness, increases job satisfaction, and retains valuable members.

Diversity in the Auxiliary Is Diversity only applicable to women or minorities? No. While race, gender, and physical characteristics are easily identifiable differences, and therefore, the most apparent aspects of diversity, there are many other dimensions of diversity. Diversity dimensions can be internal, external, and organizational. As Guardians, Coast Guard Auxiliary members are expected to treat each other professionally and respectfully regardless of individual differences.

NACO 3 Star Award for Excellence in Diversity Purpose: The NACO Three Star Award for Excellence in diversity is an annual award intended to recognize Flotillas for distinction in managing and valuing diversity. Goal #1 – Create a Positive Environment Goal #2 – Value all Members Goal #3 – Promote Individual Success Goal #4 – Carry out Diversity Outreach Activities within the Community Units recommended to receive the NACO 3 Star Award of Excellence for Diversity Management must complete a minimum of four (4) action items in each goal category.

NACO 3 Star Award for Excellence in Diversity Goal #1 - Create a Positive Environment Appoint a Flotilla Diversity Officer (FSO-DV). Publish at least one article on diversity awareness in the flotilla newsletter per year. Conduct one in-Flotilla diversity member training session per year. Target all local neighborhoods and cultures in the community of the flotilla in the Flotilla Recruiting Action Plan. Document a minimum of six meetings per year attended by 50% of the flotilla membership. FC and/or VFC must have attended leadership training at the District or National level.

NACO 3 Star Award for Excellence in Diversity Goal #2 - Value all Members Document informal awards and recognition programs and the actions taken for a positive reinforcement of member actions. List a minimum of two routine communications with all members. Conduct exit interviews for all members leaving the Auxiliary . Maintain 90% of members each year. Show 65% of flotilla members are involved in Auxiliary activities according to AUXDATA. List a minimum of four fellowship activities sponsored by the flotilla throughout the year.

NACO 3 Star Award for Excellence in Diversity Goal #3 - Promote Individual Success Assign a formal mentor to each new member for his/her first year of membership. Utilize the Mentor Involvement Plan to help new members plan their involvement and training. Provide written goals and expectations for all Flotilla staff and committee positions to all members at the beginning of the year. Provide all Staff Officers with specific written job descriptions upon appointment. Establish a Staff-Mentoring program for potential Flotilla Staff Officers. Provide adequate access to meetings for members and potential members with disabilities.

NACO 3 Star Award for Excellence in Diversity Goal #4 - Carry out Diversity Outreach Activities in the Community Expand your member recruiting outreach to the underrepresented populations in your community. Show through data, portfolio, or some other means you have completed three or more outreach recruitment activities/events that have taken the membership into a diverse area of your AOR. The outreach activity should be used to optimize and sustain a culturally competent organization. Share the Auxiliary experience in a unique way. Develop leaders, strengthen relationships, and enhance trust. Build capacity for ongoing change in the thinking of the organization, its strategies, and structure internally and externally.

Recognizing Diversity Quiz 1. Diversity is another name for affirmative action. False. Diversity is a strictly voluntary approach to accepting differences. It is not a legal requirement or a way to favor one group over another.   2. Diversity applies to men and women of any race, religion, age, sexual orientation or background. True. Diversity values apply to all Auxiliary members.   3. Diversity assumes that people of a particular group all share the same characteristics. False. Diversity guidelines treat everyone as an individual and do not make assumptions or enforce stereotypes. 4. Diversity includes all groups except white males. False. The Diversity Program includes all members. 5. Diverse backgrounds give individuals varied perspectives that can help our organization respond more effectively to a broad customer base. True. Leveraging the experiences of diverse membership strengthens our organization and increases our effectiveness.

Recognizing Diversity Quiz 6. A diverse background impacts an individual’s abilities and likelihood of success. False. It might give them different perspectives and ideas, but doesn’t automatically indicate their abilities or likelihood of success. 7. Recognizing diversity enables individuals to benefit from different talents and approaches. True. This is the core principle of the Diversity Program. 8. Individuals are more likely to carry stereotypes of members of groups they haven’t known. True. Research shows it is an ignorance of customs, beliefs, and habits that enforces stereotyping. Knowledge is power. 9. Recognizing diversity is accepting that people may express prejudice toward others. False. Expressing or accepting prejudices is not a principle of the Divserity Program. 10. In an organization that recognizes diversity, every person is treated and judged as an individual. True. A person may be a member of a particular group, but they are judged on their individual merits and qualities.

Next Steps Discuss Diversity at the flotilla level, spread the word. Develop your Outreach Plan. Visit the Diversity Directorate website for ideas, references, and materials. Plan Diversity events that fall within NACO Three Star goals. Track and report your Diversity successes.

Thank you!