Infusing Diversity

1
Infusing Diversity

• Making Diversity a District Priority

2
Objectives

• Identify The Different Facets of Diversity
• UnderstandThe Impact of Personal Behavior on
  Others
• Recognize The Value of Diversity to Our
  Organization
• InfusingDiversity into the Fabric of Your
  Districts Program

3
What is Diversity?
Diversity
looks like
4
What is Diversity?
Diversity
sounds like
5
What is Diversity?
Diversity
feels like
6
What is Diversity?
Diversity
tastes like
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What is Diversity?
Diversity
smells like
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Diversity Factors
Secondary
Primary
Geographic Location
Religion
Religion
Education
Family Status
Primary Language
Race
Ethnic Heritage
Ability Disability
Income
Eye Color
Sexual Orientation
Age
Work Experience
Music Preference
Gender
Right or Left Handed
Personality
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Religious Diversity

• 1995 to January 1999

• RELIGION ACTUAL Other Religions
  Include
• Advent Christian 23 0.13 Not Specified 69
• Assembly of God 35 0.20 African Methodist
  Episcopal 9
• Atheist 8 0.05 Brethren 12
• Baptist 1795 10.15 - 4 Christian Missionary
  Alliance 2
• Buddhism 16 0.09 Christian Methodist
  Episcopal 12
• Christian Science 24 0.14 Congregational 1
• Church of Christ 61 0.34 Eastern Orthodox 9
• Church of God 23 0.13 Evangelical 9
• Episcopal 129 0.73 Friends 3
• Hindu 5 0.03 Grace Fellowship 2
• Jehovah's Witness 6 0.03 Moravian Church 3
• Judaism 50 0.28 Nazarene 12
• Latter Day Saints 143 0.81 Reformed Churches
  6
• Lutheran 424 2.40 Unitarian Universalist 1
• Methodist 616 3.48
• Muslim 21 0.12
• No Preference 1487 8.40 - 5
• Non Religious 5596 31.63 - 1

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Religious Differences
Eating When to EatWhen not to EatWhat to
EatWhat not to eat
Marriage Practice Sexual Practices May they
marry Whom may they marry Who cant they
marry When, Where, Howmarriage will be done
Size of Family Child Rearing Child
Education Contraception Abortion
Religious Observances Restrictions on
Work Celebratory Days How belief is practiced
Customs of Death Care of the Dying Burial of the
Dead Type of Remembrance of the Dead
Health Care Medical Practices End of Life
Decisions
Moral Code Punishment Penalties Forgiveness
Religious Leadership Titles of Religious
Officials Name of Worship Place
Type of Sacred Text Definition of Beliefs
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AAP/Diversity/EEO
AAP

• Legally based
• Primarily for protected classes
• Discrimination
• Sexual Harassment
• Equal Opportunity
• Mandated compliance

• Based on Choice
• Not legally required
• Includes everyone
• Awareness leads to behavioral change

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Whats the Difference?

• Affirmative Action
• Attempts to atone for past discrimination against
  certain groups of people. Because it tries to
  even the playing field for these groups, it does
  not apply to all people equally
• Diversity
• All characteristics and experiences that define
  each of us as an individual
• Awareness
• Recognizing the existence of similarities and
  differences within a group
• Valuing
• Being responsive to those unlike ourselves by
  understanding the strength of difference
• Diversity Management
• The process of creating and maintaining a
  positive environment where the differences of all
  people are recognized, understood, and valued so
  that all can achieve their full potential. It
  includes everyone

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Whats the Difference?
Affirmative Action
QuantitativeProgress monitored by statistical
reports analyses. Quotas.
Legally drivenEEO Laws and consent degrees.
RemedialSpecific target groups benefit as past
wrongs are remedied.
Opens doorsEfforts affect hiring promotion
decisions.
ResistancePerceived limits to autonomy in
decision making fears of reverse discrimination
Assimilation modelGroups brought to existing
organizational norms.
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Whats the Difference?
Diversity (Valuing Differences)
QuantitativeProgress monitored by surveys that
focus on attitudes perceptions
Ethically drivenMoral and ethical imperatives
IdealisticEveryone benefits, and is
valued/accepted in an inclusive environment
Opens attitudes, minds, the cultureEfforts
affect attitudes
ResistanceFear of change. Discomfort with
differences. Desire to return to the good old
days
Diversity modelGroups retain characteristics as
they shape are shaped by the organization
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Whats the Difference?
Managing Diversity
QuantitativeProgress monitored by progress
toward achieving goals and objectives.
Strategically drivenBehaviors productivity
tied to rewards results.
PragmaticOrganization benefits. Morale, profits
and productivity increase.
Opens the systemEfforts affect managerial
practices
ResistanceDenial of benefit of change
demographic realities. Difficulty learning new
skills. Unwillingness to work in teams.
Diversity modelDiverse groups create new ways to
work together effectively.
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Smooth Sailing?
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Big City

• Mexico City, Mexico 12,900,000
• Cairo, Egypt 12,500,000
• Shanghai, China 11,900,000
• Sao Paulo, Brazil 10,100,000
• Seoul, S. Korea 9,600,000
• Beijing (Peking), China 9,300,000
• Moscow, Russia 8,700,000
• Tokyo, Japan 8,400,000
• Tinjin (Tientsin), China 7,800,000
• Jakarta, Indonesia 7,600,000
• New York City, USA 7,300,000

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Most Expensive Cities
2 Bedroom Apartment

• City Area (ft2) Price
• London, Eaton Square 1,662 2,047,000
• Tokyo, Shibuya, Shoto 1,300 1,746,000
• Hong Kong, The Peak 1,640 1,681,000
• Paris, 6th and 7th arrondisement 2,150 1,668,000
• Sydney, Circular Quay, City Harbourside 1,555 1,30
  0,000
• New York, Fifth Avenue 1,595 1,245,000
• Stockholm, Strand-Vagen 2,222 1,146,000
• Zurich, Zuerichberg 1,600 1,130,000
• Chicago, Lake Shore 2,865 1,035,000
• San Francisco, Pacific Heights, Russian
  Hill 1,500 1,000,000

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The World As 100 People

• 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 worlds 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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Stereotyping
Assigning identical characteristics to any
person in a group,
regardless of the actual differences
among members of the group.
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How We Process Information

• We place things or people into boxes or
  categories. Thats how people process
  information. We do this from birth as we try to
  figure out the way the worlds works.
• Categorizing is neither good nor bad
• Theres me and not me
• Potentially harmful
• Behavior recognition is key

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How We Act Out Our Stereotypes

• We tend to look for qualities and behaviors in
  others that validate our stereotypes, and
  disregard other behaviors that dont fit into the
  box weve created for that particular group of
  people. Sort of a self-fulfilling prophecy.

• Remember other people also put us into a
  box.

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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 Do We Fight Stereotyping?

• Be a good communicator
• Challenge stereotypes
• Educate others, as well as yourself
• Help people discover their stereotypes
• Rise above negative comments
• Dont be afraid to admit your mistakes
• Dont diminish your heritage

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U.S. Demographics
Projected through 2050
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California Changing Demographics
Projected through 2040
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Assimilation Diversity

• Assimilation
• Having similar thoughts ideas
• Sharing common heritage or backgrounds
• Being comfortable
• Feeling like part of the team
• Diversity
• Different perspectives
• Different heritage or backgrounds
• Different personalities
• Different ideas

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Assimilation Diversity

• Is there value in having assimilation within an
  organization?
• Is there value in maintaining a Diverse
  workforce?
• Assimilation or Diversity - which should take
  precedence? Why?
• Given a choice, what type of workforce would you
  prefer?

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The Value of Diversity

• Provides a variety of ideas and viewpoints.
  Creativity blossoms when people with different
  perspectives and styles of thought are able to
  contribute. Conversely, homogenous groups look
  alike, act alike, and have a limited
  understanding of groups that are different
• Our population is changing, and we must look at
  the entire population to recruit and retain the
  brightest and the best talent for our membership
• Unresolved conflicts due to misunderstanding of
  differences, inability to recognize common
  interests, or exclusionary actions are costly to
  the organization in terms of litigation,
  diminished productivity or missed opportunities

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The Value of Diversity

• Broadens the perspective of all members, which
  increases their creativity, understanding of
  issues, and productivity.
• Increases public trust by representing the
  marketplace of those they serve.
• Provides an environment that ensures all members
  feel respected, regardless of their differences
  or similarities.
• Provides an environment that ensures all members
  have the opportunity to develop their potential
  and contribute to mission accomplishment.
• Provides equal opportunity for all demographic
  groups to serve.

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The Value of Diversity

• Diversity is 2 among the top seven drivers of
  employee commitment.
• Communications
• Diversity Inclusion
• Job satisfaction
• Flexibility
• Manager effectiveness
• Work-life support
• Career advancement

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Connecting Diversity to CG Values Leadership
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Life Is A Fishbowl
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What Can You Do?

• Understand differences exist
• Acknowledge your own cultural biases,
  stereotypes, prejudices and assumptions.
• Be flexible. Recognize other cultures do have
  different rules about what is acceptable
  unacceptable, right wrong.
• Take time to learn about other cultures.
• Speak and behave in ways that do not
  intentionally offend others.

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What Can You Do?

• Allow encourage creativity and different
  approaches.
• Acquire Use conflict management skills to
  resolve conflict in our membership.
• Be a mentor. Teach others about diversity.
• Get involved when you see or hear something that
  is inappropriate. Never ignore unacceptable
  behavior!

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Infusing Diversity in Your District

• Embrace Diversity from the TOP
• Diversity Training ongoing effort
• Create District Diversity Team
• Encourage Diversity Recruiting
• Understand Manage Conflict
• Recognize Excellence in Diversity

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Diversity from the TOP

• Personal commitment to Diversity by DCO
• Diversity a part of DCO Vision Statement
• EXCOM competent in Diversity message
• DIRAUX onboard with Diversity Program
• Diversity message at all District events
• Embrace Diversity Management Model
• Utilize ACIP goal setting process

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Diversity Training

• Ongoing Diversity Awareness training
• Diversity presentations at general sessions as
  well as seminars
• Incorporate Diversity message into leadership
  training
• Utilize National Diversity Training Modules

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Diversity Team

• District Diversity Advisor appointed by and
  reporting to 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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Diversity Recruiting

• Understand how Recruitment Retention is a
  Diversity issue
• Recruit to the mission based on ACIP
• Extend recruiting beyond traditional sources
• Assist with Compass Outreach Program
• Utilize new member mentor program

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Conflict Management

• Understand the Nature of Conflict
• Adopt Conflict Management Program
• Include Conflict Management in Leadership
  Training
• Communicate Zero Tolerance for Unresolved
  Conflict
• Utilize Active Duty Liaison Program

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Diversity Recognition

• Promote NACO 3 Star Diversity Program
• Include Diversity in District Awards program
• Encourage articles containing Diversity message
• Share Diversity Best Practices

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Where do we go from here?

• Questions
• Additional Goals
• Best Practices