LEADING DIVERSITY & INCLUSION IN THE GUARD

1. LEADING DIVERSITY & INCLUSION IN THE GUARD BUCK DAVIS

2. Objectives • Have a greater understanding of the differences among people. • Understand how diversity & inclusion impact mission readiness. • Recognize how assumptions and bias get in the way of effective leadership. • Identify one action you are willing to take to continue to create an environment of fairness. In Pursuit of Greatness Through Diversity

3. Everyone knows something about diversity. In Pursuit of Greatness Through Diversity

4. Everyone Knows Something about Diversity I know I know I know I don’t know I don’t know I don’t know I think I know In Pursuit of Greatness Through Diversity

5. “Small, even barely noticeable, actions can have huge consequences over time.” — Joseph Folkman In Pursuit of Greatness Through Diversity

6. FINISHED FILES OF PHILOSOPHY RESULT FROM YEARS OF SCIENT- IFIC STUDY CAREFULLY COMBIN- ED WITH THE FULL EXPERIENCE OF MANY YEARS OF EXPERTS. In Pursuit of Greatness Through Diversity

7. FINISHED FILES OF PHILOSOPHY RESULT FROM YEARS OF SCIENT- IFIC STUDY CAREFULLY COMBIN- ED WITH THE FULL EXPERIENCE OF MANY YEARS OF EXPERTS. In Pursuit of Greatness Through Diversity

8. Dimensions of Difference Time Social Events Industry Rank PersonalSpace Education Location Historical Moments Religion Geographic Location Tenure Communication Style Race Body Language Thinking Style Political Events Mental/ Physical Ability Management Status Working Style Sexual Orientation Values Core Primary Secondary Organizational Cultural Era Personality Marital/Relationship Status Ethnicity Work Experience Sex Age Environmental Events Appearance Individual or Collective Gender Identity Parental/Family Status Division/ Department Military status World Events Conflict Resolution Preferences Language/Accent Role in the Company Shift/Work Hours Source: Adapted from Marilyn Loden, Workforce America, 1991

9. Sit by me, Don’t sit by me In Pursuit of Greatness Through Diversity

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19. Managing Inclusion In Pursuit of Greatness Through Diversity

20. Managing Inclusion Managing Inclusion Yes! No. Maybe? In Pursuit of Greatness Through Diversity

21. Managing Inclusion Managing Inclusion Maybe? (Ambivalence) • Think of a time in your career when you were unsure if you were valued and included • Perhaps you received mixed messages or were treated with ambivalence • Describe that experience by writing down specific actions in the left column • In the right column, write down the impact this had on you • What were your feelings, thoughts and behaviors? “No” (Not Included/Not Valued) • Think of a time in your career when you DID NOT feel included, valued or engaged • What did others do to make you feel excluded at work? • Describe that experience by writing down specific actions in the left column • In the right column, please describe the impact on you • What were your feelings, thoughts and how did it impact your engagement? • What was the impact on you? Yes (Included & Valued) • Think of a time in your career when you felt included, valued and highly engaged • What did people do to make you feel included at work? • Describe the experience by writing down specific actions in the left column • In the right column, write down the impact this had on you • What were your feelings, thoughts and behaviors? In Pursuit of Greatness Through Diversity

22. Yes YES Impact Actions • Took an interest in my family & personal life. • Asked my opinion. • “Good morning” from Leaders and coworkers. • Being included in a team outing. • Assigned more and important work. • I wanted to do more. • Had more confidence. • Felt like I mattered. • I wanted to inspire others. • Willing to take chances. 95% In Pursuit of Greatness Through Diversity

23. Maybe MAYBE Impact Actions • Don’t care. • Low productivity. • Confused. • Preoccupied. • Doubted integrity. • Not being copied on meetings. • Not asked to be on team, when I’m part of Leadership. • Decisions made daily, w/o my consult = I’m the expert. • Yelled at. • Not being given sufficient reasons why I was not selected for a task . 30% In Pursuit of Greatness Through Diversity

24. No NO Impact Actions Low morale. Degraded. Resentful. Looked for other opportunities Not productive. Bare minimum. Checked in, then out. • Excluded in communications that involved my role. • Asked to contribute in meetings and then shot down. • 3. Talked down to. “I’m the boss, that’s why?” • 4. Experience did not count. Dismissive. • 5. Rude responses when asking for help. 10% In Pursuit of Greatness Through Diversity

25. Impact Actions • Took an interest in my family & personal life. • Asked my opinion. • “Good morning” from Leaders and coworkers. • Being included in a team outing. • Assigned more and important work. • I wanted to do more. • Had more confidence. • Felt like I mattered. • I wanted to inspire others. • Willing to take chances. 95% Yes! • Not being copied on meetings. • Not asked to be on team, when I’m part of Leadership. • Decisions made daily, w/o my consult • Yelled at. • Not being given sufficient reasons why I was not selected for a task . • Don’t care. • Low productivity. • Confused. • Preoccupied. • Doubted integrity. 30% Maybe? • Excluded in communications that involved my role. • Asked to contribute in meetings and then shot down. • 3. Talked down to. “I’m the boss, that’s why?” • 4. Experience did not count. Dismissive. • 5. Rude responses when asking for help. • Low morale. • Degraded. • Resentful. Looked for other opportunities • Not productive. Bare minimum. • Checked in, then out. 10% No.

26. Impact Actions • I wanted to do more. • Had more confidence. • Felt like I mattered. • I wanted to inspire others. • Willing to take chances. • Took an interest in my family & personal life. • Asked my opinion. • “Good morning” from Leaders and coworkers. • Being included in a team outing. • Assigned more and important work. 95% Yes! • Not being copied on meetings. • Not asked to be on team, when I’m part of Leadership. • Decisions made daily, w/o my consult I’m the expert. • Yelled at. • Not being given sufficient reasons why I was not selected for a task . • Don’t care. • Low productivity. • Confused. • Preoccupied. • Doubted integrity. 30% Maybe? • Low morale. • Degraded. • Resentful. Looked for other opportunities • Not productive. Bare minimum. • Checked in, then out. • Excluded in communications that involved my role. • Asked to contribute in meetings and then shot down. • 3. Talked down to. “I’m the boss, that’s why?” • 4. Experience did not count. Dismissive. • 5. Rude responses when asking for help. 10% No.

27. Everyone has a story. In Pursuit of Greatness Through Diversity

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38. Who Moved? 48 In Pursuit of Greatness Through Diversity

39. 5. Sunny 2. Sam 4. Paul 1. Lana 3. Suzanne 7. Clay 8. Vanessa 9. Chris 10. Larry 6. Keaston In Pursuit of Greatness Through Diversity

40. Yes! 95% 2. Samantha 3. Suzanne 7. Clay 4. Paul Maybe? 50% 8. Vanessa No. 10% 10. Larry

41. Yes YES Impact Actions • Took an interest in my family & personal life. • Asked my opinion. • “Good morning” from Leaders and coworkers. • Being included in a team outing. • Assigned more and important work. • I wanted to do more. • Had more confidence. • Felt like I mattered. • I wanted to inspire others. • Willing to take chances. 95% In Pursuit of Greatness Through Diversity

42. Unwavering Commitment – Team Review Go To On their Way 1. Off the radar In Pursuit of Greatness Through Diversity

43. Insights into Action One thing that became clearer for me today was: In Pursuit of Greatness Through Diversity

44. Thank you. Make it a great day! In Pursuit of Greatness Through Diversity