Association of Naval Services Officers, Incorporated (ANSO)

1. STATE OF THE ORGANIZATION Molding Tomorrow’s Sea Services Leaders and Their Futures! (ANSO Eastern Region Symposium 03-04 December 2018) Association of Naval Services Officers, Incorporated (ANSO) Will Rodríguez, Rear Admiral, United States Navy, Retired El Presidente de ANSO 828-694-1622 (h) 619-208-7371 (c) President@ansomil.org www.ansomil.org As of 03 December 2018

2. What is ANSO? ANSO Core Values • Professional Development (Mentoring, Career Development & Career Transition) • Community Outreach Leadership La Familia Excellence Dedication

3. Our Focus! • Why have we existed? Our Hispanic–American Shipmates! • Our “Main Thing”Mentoring, Career Management & Career Transition • 2 Two-Day Symposiums / Year • Community Outreach • Up-to-date website & social media • NROTC Immediate Scholarship Reservations • 19 ISRs over the past 7 years • Sponsorships & Grants

4. Value Proposition • Support Hispanic Professional Growth within all Sea Services • Mentoring, Education, Advancement, Transition • e.g. Purple Star Veterans (http://purplestarveterans.org) • Grow Hispanic Leadership throughout • Support Hispanic Representation within all Sea Services • Recruit more Hispanics to the Sea Services • Support Professional Hispanic Sea Service Representation in Local Hispanic Communities • Tutoring, Mentoring, Service & Recruiting

5. Symposium Metrics (Past 5 Years) • ~ 10% - 15% increase in overall satisfaction • ~ 35% - 40% increase in mission area performance & assistance to its members

6. Youth Days

7. ANSO Membership Current Membership (Paid): ~160 Total Active Chapters: 15 * 3 New Chapters since 2011 ** 2 Prospective New Chapters TBA Chapter Status Active Prospective Dormant Overseas Chapter(s): Sigonella

8. Challenges & Issues • Is our continuing existence building “overall teaming” in the Sea Services, or perpetuating the “divide” (contrary to teaming)? • Pool of Senior Hispanic Officers / Enlisted is shrinking beyond the 20-year mark • Measures of Effectiveness in support of the Sea Services • Awareness / Publicity / Marketing • Continuing overall support by the Services & others • Funding, Grants & Sponsorships

9. Looking Ahead • Increase our relevance & our partnerships with others • Increase Chapter autonomy • Increase ANSO Membership by 100% • Increase our funding! • Increase Community Outreach • Improve BOD Growth / Turnover  Volunteerism • Execute our plan to hire an Executive Director

10. OR ….

11. Is It Time To Close Our Doors? • Is the continuing existence of the affinity groups building “overall teaming” in the Sea Services, or are they unconsciously perpetuating the “racial, ethnic & gender divide” contrary to teaming? • The increasing importance of meritocracy rather than the importance of any racial, ethnic or diversity label. • Decreasing propensity to join Affinity Groups • Pool of Senior Hispanic Officers / Enlisted is shrinking beyond the 20-year mark

12. Preguntas?

13. ANSO Vision To serve as the acknowledged leader in recruiting, developing and retaining Hispanic Leaders in the Sea Services (Marine Corps, Navy, Coast Guard and Merchant Marine).

14. ANSO Mission To assist the Sea Service Chiefs’ efforts in Hispanic workforce recruitment and retention by fostering the personal growth and professional development of officers, enlisted and civilian personnel; providing mentorship, networking, training and educational opportunities; and engaging the Hispanic community through outreach initiatives.

15. ANSO Cause ANSO is the premier organization for the advancement and advocacy of the Hispanic community within the Sea Services. ANSO provides members with personal mentors with the purpose of developing leadership skills and inspiring members to remain in the service well beyond their initial commitment to the Sea Services. We work to help our Hispanic veterans build their networks so they are able to translate the skills they learned while serving to their post-military careers. ANSO community service efforts inspire Hispanic youth throughout the nation to pursue the limitless possibilities of their future. ANSO establishes a non-attribution environment, reminiscent of the family experience, to provide the support structure for retention and advancement of our shipmates. We are your family; we are ANSO. Somos ANSO; eres nuestra familia.

16. Set the Stage: Are Hispanics in the United States Prepared for Leadership in the 21st Century? * • Population: • 16.7% population (~52 Million); by 2050, ~30% Hispanic (~132.8 Million) • 1.2 million Hispanics are Veterans Hispanic Community is growing! (30% of U.S. Population by 2050) {* 2011 data is based on U.S. Census Facts CB12-FF.19, August 6, 2012; The Sentencing Project; Center for Immigration Studies of June 2007}

17. Set the Stage: Are Hispanics in the United States Prepared for Leadership in the 21st Century? (con’t) * • La Familia: • 66.9% of Hispanic Children are living in households with two parents; 43.6% of those households have both parents who are employed • $37,759 is the median income of Hispanic Households; 26.6% is the poverty rate of Hispanics, up from 25.3% in 2009 • Largest increase in out-of-wedlock births — from 19% of births in 1980 to 42% in 2003(39% for Blacks, 11% for API & 12% other) • 2003: first time Hispanic illegitimate births outnumbered Black illegitimate births But, Hispanic Families are in crisis! {* 2011 data is based on U.S. Census Facts CB12-FF.19, August 6, 2012; The Sentencing Project; Center for Immigration Studies of June 2007}

18. Set the Stage: Are Hispanics in the United States Prepared for Leadership in the 21st Century? (con’t) * • Incarceration: • 15% of total inmate population are Hispanic (1 in 3 in Federal Prisons are Hispanic); fastest growing population being imprisoned at an annual increase of 12.3% • Hispanic Men are 4X as likely to go to prison as Whites (Hispanic Women are 3X as likely) & least likely to have their cases dismissed! • 2X as likely for drug offenses! • 53% of Hispanic Inmates do not have a High School Diploma! And, even more troubling … ! {* 2011 data is based on U.S. Census Facts CB12-FF.19, August 6, 2012; The Sentencing Project; Center for Immigration Studies of June 2007}

19. Set the Stage: Are Hispanics in the United States Prepared for Leadership in the 21st Century? (con’t) * • Education: • 62.2% have a High School education • 13% have a Bachelor’s Degree or higher (3.6 million have at least a Bachelor’s Degree & 1.1 million have advanced degrees) • 6.2% of students (undergrad & grad) enrolled in college are Hispanic • 65% of Hispanic Mothers who give birth to illegitimate children DO NOT HAVE A HIGH SCHOOL DIPLOMA! Finally, Hispanics are NOT as educated as they should be! {* Data is based on U.S. Census Facts CB12-FF.19, August 6, 2012; The Sentencing Project; Center for Immigration Studies of June 2007}

20. Hispanic Community At-Large Heading in Wrong Direction! • Lack of education is leading Hispanic Communities in the wrong direction as we grow 30% of our country’s population by 2050! • Lack of Education is destroying Hispanic Families • Lack of Education is contributing to an increase in crime & prison • LACK OF EDUCATION IS NOT GROWING HISPANIC LEADERS BY 2050!  Improvement IS a National Strategic Imperative!

21. Conclusion? • Better Education & Community Involvement can change this direction! • Tutoring & Mentoring • Children WITHOUT education are at risk for: • Gang Affiliation • Violent Crime • Illegal drug consumption & trafficking

22. Eastern Region Update • ACTIVE: • New York, NY • Washington, DC • Norfolk, VA • Miami, FL • Tampa, FL • Cleveland, OH • Mobile, AL • New England (Newport, Groton, New London) • DORMANT: • Central Florida • Sigonella, Italy • INTEREST GROUPS: • Beaufort/Charleston, SC • San Juan, PR Eastern Region VP: LCDR Katiuska Pabon-Beauchamp, USCGR, Ret

23. Western Region Update ACTIVE: • Honolulu, HI • San Diego, CA • San Francisco, CA • Seattle, WA • Ventura, CA • Houston, TX • San Antonio, TX DISESTABLISHED: • Bremerton, WA DORMANT: • Long Beach, CA (new interest in startup) INTEREST GROUPS: • Camp Pendleton • Guam • Japan Western Region VP: LCDR Henry Martinez, USN, Ret

24. Is Our Continuing Existence Perpetuating“The Divide”? • Is the continuing existence of the affinity groups building “overall teaming” in the Sea Services, or are they unconsciously perpetuating the “racial, ethnic & gender divide” contrary to teaming? • Discussion:  Times have changed and attitudes towards diversity have changed.  This new generation of officers and enlisted are more “color blind” than the previous generation, and see themselves more as Sailors, Marines and Coast Guardsmen, and not a diversity subset of our Sea Services, i.e. Hispanic Sailors, Hispanic Marines and Hispanic Coast Guardsmen.  This is a wonderful change in attitude and a great step towards eliminating the severe diversity boundaries that used to exist.  Please do not misunderstand, prejudice and diversity gaps still exist, but those gaps are closing.  Affinity groups, such as ANSO, only remind us of those gaps, and inadvertently continue to perpetuate the divisions and perhaps amplify that prejudice.  The propensity to join an affinity group is decreasing with this current generation.  So, is there a need for an affinity group such as ANSO, to continue to exist?  Can the mission that we tout be done elsewhere regardless of race, ethnicity or gender?  The mentoring and career management is certainly inherent in the Sea Service leadership regardless of race or ethnicity.  I believe we have helped close those gaps, raised the awareness of diversity and helped to fight prejudice.  Having said all of that, we should continue to take pride of our cultures and our origins, as that is what make us who we are and helps make America strong.

25. Shrinking Pool of Senior Hispanic Officers / Enlisted • Pool of Senior Hispanic Officers / Enlisted is shrinking beyond the 20-year mark • Discussion:  We are seeing more and more officers & enlisted taking advantage of retirement at their first opportunity.  Many officers at the O-4 and O-5 ranks and many enlisted at the E-6 and above ranks, are retiring at the 20-year mark.  This is the time when their children are graduating from high school; they are tired of longer deployments that are straining the family nucleus; they do not want to contend with the stress of budget issues that they see those in higher ranks dealing with on a daily basis; and they are being offered lucrative opportunities in the private sector.  This dilemma is reducing the pool of qualified Hispanic officers and enlisted who could possibly be promoted into the higher ranks and therefore help the Sea Services reflect the leadership face of the nation in the senior officer and enlisted ranks.

26. Measures of Effectiveness In Support Of The Sea Services? • Measures of Effectiveness in support of the Services?; How do we truly measure "Diversity" successfully, and not just the numbers, in our Sea Services? How does “Diversity” support the mission of the Sea Services? • Discussion:  What are the metrics, in support of our vision and our mission statement, that support the Sea Services, our MOUs with them, and the Diversity Plans of our Sea Services? We should measure how well we are doing relative to "diversity" and closing the racial / ethnic / gender divide, actual numbers notwithstanding, in our Sea Services. 

27. Meritocracy vs Diversity? • We cannot just keep measuring the numbers, or measuring the number of African-American, Hispanic, Asian Pacific Islander or female Flag Officers, and saying that we are a diverse Sea Service or not.  • We need to focus on being the best qualified candidate for promotion or selection to command regardless of race, ethnicity or gender.   • I believe it is time we focus on "meritocracy in support of our mission and teaming" and thus close the divides and eliminate the ethnic and racial labels.

28. Grants & Sponsorship