Diversity in the Auxiliary Challenges and opportunities N-Train 2005

1. Diversity in the AuxiliaryChallenges and opportunitiesN-Train 2005

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. Department of Personnel Services

3. 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 Department of Personnel Services

4. 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. Department of Personnel Services

5. 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 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 Department of Personnel Services

6. Personality styles Age Socioeconomic background Race Physical abilities Education Gender Cultural background Religion Sexual orientation Life styles Dealing with Differences Department of Personnel Services

7. 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. Department of Personnel Services

8. Inclusion Exclusion D I V E R S I T Y A A P E E O • Legally based • Based on Choice • Primarily for • protected classes • Not legally required • Includes everyone Discrimination • Awareness leads to • behavioral change Sexual Harassment Equal Opportunity • Mandated compliance BUILDING A DIVERSE MEMBERSHIP Creating a diverse organization Department of Personnel Services

9. Fear Hidden resentment Misunderstand-ings Perceived conflict Barriers Misperceptions Poor communications Lack of personal awareness Challenges for Diversity Department of Personnel Services

10. Stereotyping Assigning certain characteristics to an individual in a group, regardless of the actual differences among members of the group. Department of Personnel Services

11. Our families Schools Neighbors Music Childhood experiences The media Religious institutions Friends History Nursery rhymes Stereotyping, messages of our past Department of Personnel Services

12. How We Process Information • Categorizing is neither good nor bad • There’s “me” and “not me” • Potentially harmful • Behavior recognition is key 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. Department of Personnel Services

13. 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 Department of Personnel Services

14. 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 Department of Personnel Services

15. Truth is: The more we know ourselves the less we criticize others. Department of Personnel Services

16. A changing WorldAn 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. Department of Personnel Services

17. The Auxiliary needs you, be a Bridge “Problems become opportunities when the right people join together.” Department of Personnel Services

18. 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. Department of Personnel Services

19. 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. Department of Personnel Services

20. 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. Department of Personnel Services

21. 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. Department of Personnel Services

22. “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.” Department of Personnel Services

23. Take it from theTop • 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. Department of Personnel Services

24. 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 Department of Personnel Services

25. 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 Department of Personnel Services

26. 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 Department of Personnel Services

27. 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 Department of Personnel Services

28. DiversityRecognition • 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” Department of Personnel Services

29. We need tomake it happen“There’s no challenge too great for those who have the will and heart to make it happen.”

30. 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 Department of Personnel Services