Infusing Diversity

1. Infusing Diversity Making Diversity a District Priority

2. Objectives • IdentifyThe 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 District’s 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 …

7. What is Diversity? Diversity smells like …

8. Diversity Factors Secondary Primary Geographic Location Religion Education Religion Primary Language Family Status Race Ability & Disability Ethnic Heritage Eye Color Income Sexual Orientation Age Work Experience Music Preference Gender Right or Left Handed Personality

9. 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 • Other Religions* 161 0.91% • Pentecostal 174 0.98% • Presbyterian 210 1.19% • Protestant 2376 13.43% - 3 • Roman Catholic 4035 22.81% - 2 • Seventh Day Adventist 34 0.19% • Unknown 241 1.36%

10. 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 can’t 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 CustomsofDeath Care of the Dying Burial of the Dead Type of Remembrance of the Dead HealthCare 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

11. Inclusion Exclusion Diversity EEO Building A Representative Workforce 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

12. What’s 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

13. What’s 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. OpensdoorsEfforts affect hiring & promotion decisions. ResistancePerceived limits to autonomy in decision making & fears of reverse discrimination Assimilation modelGroups brought to existing organizational norms.

14. What’s 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 Opensattitudes, 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

15. What’s 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. Opensthe 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.

16. Smooth Sailing?

17. 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

18. 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 1,300,000 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 Most Expensive Cities 2 Bedroom Apartment

19. 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

20. Stereotyping Assigningidentical characteristicsto any person in a group, regardless of the actual differences among members of the group.

21. How We Process Information • We place things or people into boxes or categories. That’s 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 • There’s “me” and “not me” • Potentially harmful • Behavior recognition is key

22. 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 don’t fit into the “box” we’ve created for that particular group of people. Sort of a self-fulfilling prophecy. • Remember … other people also put us into a box.

23. 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

24. How Do We Fight Stereotyping? • Be a goodcommunicator • Challenge stereotypes • Educate others, as well as yourself • Help people discover their stereotypes • Riseabove negative comments • Don’t be afraid to admit your mistakes • Don’t diminish your heritage

25. U.S. Demographics Projected through 2050

26. California Changing Demographics Projected through 2040

27. 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

28. 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 workforcewould you prefer?

29. 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

30. 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.

31. 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

32. Valuing Diversity Personal Interpersonal Organizational Core Values Honor Respect Devotion to Duty Leadership Skills Self Working With Others Performance Connecting Diversity to CG Values & Leadership

33. Life Is A Fishbowl

34. 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.

35. 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. • Getinvolved when you see or hear something that is inappropriate. Never ignore unacceptable behavior!

36. 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

37. Diversity from the TOP • Personalcommitment 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

38. Diversity Training • Ongoing Diversity Awareness training • Diversity presentations at generalsessions as well as seminars • Incorporate Diversity message into leadership training • Utilize National Diversity Training Modules

39. Diversity Team • District Diversity Advisor appointed by and reporting to DCO • District Diversity Team to include DCO. DDA,DIRAUX and Area/DivisionDiversityAdvisors • District Team members adept at “Soft Skills” • FlotillaAdvisors connection to boilerplate

40. Diversity Recruiting • Understand how Recruitment&Retention is a Diversity issue • Recruit to the mission based on ACIP • Extendrecruiting beyond traditional sources • Assist with Compass OutreachProgram • Utilize new member mentor program

41. Conflict Management • Understandthe Nature of Conflict • AdoptConflictManagementProgram • IncludeConflict Management in Leadership Training • CommunicateZero Tolerance for Unresolved Conflict • UtilizeActive Duty Liaison Program

42. Diversity Recognition • Promote NACO 3 Star Diversity Program • Include Diversity in District Awards program • Encouragearticles containing Diversity message • Share Diversity Best Practices

43. Where do we go from here? Questions Additional Goals Best Practices