Diversity in the Coast Guard Auxiliary

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Diversity in the Coast Guard Auxiliary

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Objectives

• Define diversity
• Identify the changes that are taking place in our
  workforce
• Understand why diversity is important to you and
  your future success

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What Diversity is Not

• EEO - Laws that guarantee all people the right to
  apply and be evaluated for employment, regardless
  of their race, color, sex, national origin,
  religion, age, or disability.
• Affirmative Action - Workforce profile
  improvement through recruiting, retention, and
  promotions.

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What is Diversity?

• Diversity is the mix of similarities and
  differences at all levels of our organization.
• Primary Secondary
• Age Income
• Gender Education
• Ethnicity Marital Status
• Physical Ability Religious Beliefs
• Physical Characteristics Geographic Location

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Three Levels of Involvement
Honor Respect Devotion to Duty

• Personal - What is my role?
• Interpersonal - How do I interact with others?
• Organizational - How do I support my organization?

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Commandants
Diversity Policy
Diversity is the mix of differences and
similarities at all levels of the organization.
We draw strength from our differences and build
on our similarities to

• Create a positive environment
• Promote personal and professional development
• Empower all people to reach their full potential
• Attract talent that reflects America
• Remove barriers that hinder progress

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Changes

• Many organizations rose to the top using a one
  size fits all approach to managing members.
• Todays workforce is a changing mosaic of skills,
  lifestyles, religions, ethnic groups, genders and
  ages.

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THE WHOLE WORLD AS 100 PEOPLE Shrink the earth's
population to a village of precisely 100 people,
with all the existing human ratios remaining the
same, it would look like this There would
be 57 Asians 21 Europeans 14 from the Western
Hemisphere (north and south) 8 Africans 52 would
be female 48 would be male 70 would be non white,
30 white 70 would be non Christian, 30 would be
Christian 89 would be 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 1 would own a computer
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U.S. Population Projections
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Business Rationale

• Changing marketplace / customers
• Changing technology
• Changing workforce mix
• Changing competition
• We must change if we are to succeed.

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Assumptions

• Avoid making assumptions about the people you
  work with or around.
• Incorrect assumptions lead to frustration and
  poor morale.

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StarTrek A Case Study In Valuing Managing A
Diverse Workforce

• The Ultimate In Workforce Diversity
• The Coast Guard Auxiliary Of The Future?
• Valuable Lessons Can Be Learned

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Things That Make You GoHmmmm!

• What assumptions do you make about the members of
  your flotilla?
• Who is a college graduate?
• Who practices a non-Christian faith?
• Who is caring for an elderly parent?
• Who is bilingual?
• Who is a vegetarian
• What is your diversity?

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Why is Diversity Important to the Coast Guard
Auxiliary?

• Survival In A Highly Competitive Volunteer Arena
• Full Utilization of Member Talents
• Attract Americas Best and Brightest
• Increased Retention Rates
• Lower Recruiting Costs
• Lower Training Costs
• Improved Customer Relations

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Why is Diversity Important to YOU?

• Improved understanding of those you work with and
  around
• Cohesive Atmosphere / Enhanced Teamwork / Higher
  Morale
• Increased Efficiency / Quality / Productivity
  within your flotilla
• Removal of barriers keeping you from achieving
  your goals

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CG Auxiliary Initiatives

• Auxiliary Diversity Goals and Objectives
• District Diversity Advisors
• Diversity Training at District and National
  Workshops
• Member Satisfaction QAT
• Disciplinary Action Committee
• Annual Membership Survey
• Diversity Survey
• Mentoring program
• Best Practices

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NACO Diversity Award

• 3 general areas
• Positive environment
• Value all members
• Promote individual success
• Accomplish 3 tasks in each area
• All good retention practices

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Create a positive environment

• Flotilla diversity advisor
• Article on diversity in flotilla newsletter
• Diversity member training
• Target all neighborhoods cultures
• 6 meetings/yr 50 attendance
• Leadership training (FC or VFC)

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Value all members

• Informal awards recognition program
• 2 communications with members
• Newsletter, notes or minutes
• Telephone tree or email net
• Exit interviews with members leaving
• 90 retention
• 65 activity
• 4 fellowship activities w/families, friends

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Promote individual success

• Mentor for each new member
• Member Involvement Plan
• Written goals for FSOs and committees
• Written FSO job descriptions
• FSO mentoring program
• Disabled access

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NACO Diversity Award

• 3 from each area
• Resolve to earn it
• Its good retention practice

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Summary

• Our workforce is changing rapidly.
• The Coast Guard Auxiliary draws great strength
  from effectively using and managing its
  diversity.
• Personal morale and productivity improve when all
  members of a flotilla are valued and respected.

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Where To Get More Information

• Diversity Management
• District Diversity Advisor
• District Commodore
• District Vice Commodore
• Diversity Management website
• http//www.uscg.mil/hq/g-w/g-wt/g-wtl/diversity.ht
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