Transcript The Diversity Connection

Diversity in the Auxiliary
Challenges and opportunities
N-Train 2005
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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The World As 100 People
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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
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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
Inclusion
• Not legally required
D
I
V
E
R
S
I
T
• Includes everyone
Y
• Based on Choice
Exclusion
A
A
P
E
E
O
• Legally based
• Primarily for
protected classes
Discrimination
• Awareness leads to
behavioral change
Sexual Harassment
Equal Opportunity
• Mandated compliance
BUILDING
A DIVERSE
MEMBERSHIP
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of Personnel
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Challenges for Diversity
• Fear
• Hidden
resentment
• Misunderstandings
• 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
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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.
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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
st
competitive in the 21 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
• As
we value people and their differences,
they’re able to contribute more .
• In
our recruiting, there’s tremendous value to
invite everyone to consider the Auxiliary.
• Misunderstandings
and personal conflict can be
costly to the Auxiliary.
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•Diversity broadens the perspective of our
members and increases understanding.
•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.
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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 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”
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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
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