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2011 navy diversity
The document discusses the importance of diversity and inclusion leadership for the 21st century. It outlines the benefits of diversity emerging from inclusive cultures and notes that both equal opportunity and diversity initiatives are needed. The globalized world requires embracing diversity given demographic shifts. Leaders must understand and advocate for the case of diversity given America's increasing population diversity and challenges retaining critical talent and technical workers. Inclusion and engagement are imperative for sustainability.
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2011 navy diversity
- 1. Naval Counselors AssociationAnnual Conference Diversity Leadership for the 21 st Century Monica E. Emerson Navy Diversity Officer Assistant Secretary of the Navy (Manpower and Reserve Affairs) June 28, 2011
- 2. Presentation Overview UnderstandingDiversity and Inclusion The American Case for Diversity The National Impact of Education Disparities The Role of Leadership in Creating and Leading High Performing Diverse Teams
- 3. Diversity: OurNational Imperative “… I believe deeply that we cannot solve the challenges of our time unless we solve them together, unless we perfect our union by understanding that we may have different stories, but we hold common hopes; that we may not look the same and we may not have come from the same place, but we all want to move in the same direction – toward a better future for our children and our grandchildren.” Barack Obama President, United States of America “ A More Perfect Union” Speech March 18, 2008
- 4. Diversity: OurMilitary Imperative “ The drive for diversity in the military is talent-driven . If we don’t understand it, we can’t lead it, even if we make it a priority.” Michael G. Mullen Admiral, US Navy Chairman, Joint Chiefs of Staff
- 5. Diversity: Our NavyImperative CNO’s Top Five Priorities Manpower “ Manpower is, and will remain, our Navy’s biggest challenge. We are at war for people and we are fighting this war on three fronts - recruiting the right people, raising retention and attacking attrition. To win, we need the involvement of every leader at every level, from admirals to third class petty officers and seamen – everyone who has Sailors working for them. All of you directly affect our success on this issue, through your own personal actions and through your chain of command.” Current Readiness Future Readiness Quality of Service Alignment “ The time for talk is over. The only thing that matters now is action.” ADM Gary Roughead, C NO
- 6. Diversity and InclusionDrives Success Benefits of Diversity Emerge from a Cultures of Inclusion Like the Links in a Chain….
- 7. Equal Opportunity orDiversity? Both are Required for Inclusion Quantitative Government Mandated Remedial Reactive Legally Protected Classes Initial Step Qualitative Voluntary Strategic Proactive Everyone Follow up Equal Opportunity Diversity and Inclusion Complimentary and Necessary Two Wheels on the Bicycle…Both Needed to Roll
- 8. Military Leadership DiversityCommission “ Diversity is all the different characteristics and attributes of individuals that are consistent with the Department of Defense core values, integral to overall readiness and mission accomplishment, and reflective of the nation we serve.” From Representation to Inclusion: Diversity Leadership for the 21 st -Century Military March, 2011
- 9. Diversity Includes allof Us; Inclusion Benefits all of Us Diversity is defined as the characteristics that makes each of us unique. Diversity is not limited to only those differences that are visible to the eye. Characteristics of diversity change within individuals over their life time. There is no one who is “not diverse”. Individuals comprise multiple diverse characteristics simultaneously.
- 10. Diversity includes morethan race, ethnicity and gender Lesbian, Gay, Bisexual and Transgender (LGBT) People who are “Differently-Abled” Generational Differences Religious Groups Immigrants
- 11. Leadership Must Understand and State “The Case” for Diversity
- 12. Globalization Requires Usto Change Demographic Changes Technological Advances Speed of Communication Fierce War for Talent Work can be performed by anybody, anywhere, at any time…
- 13. U.S. Population byRace and Ethnicity U.S. Population is Projected to Continue to Become More Diverse
- 14. Increasing Population Diversity: Most Pronounced Among Youth Just under half of U.S. children under 5 are non-white Year & Age Group
- 15. War for Talent: “The New American Dilemma” In 2007, 82% of 8 th graders are not proficient in reading . Most of them will never catch up. 1.1 million U.S. students drop out of high school every year 6,000 drop out every school day. Hispanic and African American students progress lags behind white students 4% of underrepresented minorities graduate high school “engineering eligible” Only 2.5% actually enroll in Engineering programs In 2005 of the bachelor degrees in Engineering awarded to URMs* were: Hispanic graduates, only 4.2% American Indian graduates, only 3.7% African Americans, only 2.5% were in engineering In 2007, the national retention to graduation rate of URMs in engineering was 37.8% compared to 46.1% for non-minority students *URM = Under Represented Minorities Source: National Action Council for Minorities in Engineering
- 16. 1 in 8U.S. 9 th graders can be expected to earn a STEM bachelor’s degree OECD Indicators, 2009, 2001: 4,000,000 9 th graders 2009: 490,000 U.S. citizens and permanent residents earned a four-year degree in STEM Source: National Science Foundation, 2009
- 17. U.S. high schoolgraduates likely to earn a STEM PhD? … which is only a little better than the odds of a high school senior athlete eventually being drafted by a professional sports team, which are 10 in 1,000 . Source: National Collegiate Athletic Association, Estimated Probability of Competing in Athletics Beyond the High School Interscholastic Level, November 2010.
- 18. Military Requirements 170,000Enlisted production annually Reflective of the nation Eligible and propensity to serve Technical Talent - STEM Science Technology Engineering Mathematic and Medicine
- 19. Only about 1out of 4 17-24 years eligible to serve Too many youth are ineligible because of: Education Test Scores Medical Criminality Immigration Obesity Estimated that 75% of our youth not eligible to serve!
- 20. Retention of CriticalTalent is Key Talent attracts talent. Diversity attracts diversity. Unplanned losses of talent is costly. Engagement drives retention. Must build on our successes Revolving Door of Top Talent is Counter – Productive
- 21. Inclusion and Engagement: The New Imperative for Navy Diversity is not optional. It’s a reality. More than the numbers, programs and activities More than the awards and external recognition Inclusion is required for sustainability. Not just a seat at the table Not just a place on the team Engagement drives creativity and innovation. Its voices at the table It’s playing in the game Engagement Delivers Mission Accomplishment
- 22. So Where tofrom Here? Recognize that diversity and inclusion is a national security imperative. Understand that the safety and prosperity of our nation is dependent upon our ability and willingness to ensure full participation of all our citizens Know that we are in a war for talent that can only be won by affording full participation of women, racial and ethnic minorities. Leaders accept no excuses for failure. Innovation Act with a Sense of Urgency…
- 23. Steps to EffectiveDiversity Leadership Demonstrate your commitment to diversity. Stand for what’s right, even if unpopular. Refuse to accept stereotypes about groups. Challenge your own assumptions. Make providing feedback a daily habit. Take a risk, mentor an “unlikely star”. Integrate diversity into the core of your operation. Be a catalyst for positive change. Be engaged and engaging.
- 24. Building, Fostering andSustaining a Diverse and Inclusive Culture Inclusion Enables Innovation, Prosperity and Mission Accomplishment
- 25. Contact Information MonicaE. Emerson Navy Diversity Officer Department of the Navy Office: (703) 695- 6105 [email_address]
Editor's Notes
- #14 The United States has long had a diverse population but that diversity is growing rapidly. Between 2010 and 2050, the relative percentage of the U.S. population that is white and not Hispanic is expected to decline from 65% in 2010 to 46% in 2050. At the same time, continued immigration combined with generally youthful populations means that the relative percentage of Hispanics and Asian Americans will continue to grow. By 2050, Hispanics will account for 30% of the U.S. population and Asians will account for 8%. The U.S. African American (Black) population will be stable at 12%. Terminology notes: AI/AN/NHPI = American Indian and Alaska Native and Native Hawaiian and Pacific Islander. Up until 2000, Native Hawaiians and Pacific Islanders were aggregated with “Asians” into a category labeled “Asian and Pacific Islander.” However, because Native Hawaiians and Pacific Islanders have historically faced similar discriminatory processes as have American Indians, this has led to the change in the original “Asian and Pacific Islander” category and a trend to include Native Hawaiians and Pacific Islanders with other “indigenous peoples” (the international term) like American Indians and Alaska Natives. Common usage now is to refer to Hispanics as “Latinos/as” or “Latinos”. The term “Hispanic” is used by the U.S. Census Bureau to designate a category of people who indicate “yes” when asked if they are of Hispanic origin. In general, when discussing race/ethnicity, it is useful to refer to these as “categories” rather than “groups.” While this may seem awkward, the term “group” often carries a connotation of homogeneity in some audiences. The term “category” is more appropriate as it can be the result of a statistical aggregation process. It is also useful to acknowledge that there is much diversity (heterogeneity) within the racial/ethnic categories shown in the charts.
- #15 Our nation’s schools face challenges in educating an increasingly diverse population. These are not new challenges. At the turn of the 20 th century, with the influx of diverse southern and eastern European immigrants, U.S. schools rose to the challenge of preparing newcomers and their children for citizenship, including dealing with multiple languages and parents who often lacked formal education beyond grade school. Then, as now, education can be a critical mechanism of upward mobility and success. Now non-Hispanic whites account for 65% of the U.S. population but will account for just under half (46%) of the U.S. population by 2050. When we look at the youth population, though, we see that 43% of school-aged children (aged 5-17) are African American, Hispanic, American Indian or Alaska Native or Asian or Pacific Islander Americans. One-in-five of U.S. K-12 students reside in two U.S. states, California, where the K-12 population is more than half Hispanic, and Texas, where just under half are Hispanic. The future of STEM, therefore, depends on our nation’s ability to engage these diverse populations at all stages of the STEM pipeline.
- #17 There are many potential pathways into STEM and the key to having a viable STEM workforce for the DoD will be the extent to which U.S. young people can be attracted and retained in the STEM fields. In 2001 there were 4,000,000 9 th graders in U.S. high schools. Eight years later, in 2009, just under a half million U.S. citizens and permanent residents had earned a four-year STEM degree, a yield rate of about one-in-eight. There were just 66,443 bachelor’s degrees in engineering awarded in 2009 to U.S. citizens and permanent residents, which represents just 1.7 percent of the 4,000,000 9 th graders in 2001.
- #18 The long odds that a high school athlete will be drafted to play on a professional team is often used by parents and teachers as a warning to youngsters who neglect their schoolwork to spend more time practicing a sport. Everyone knows that it is not likely that a high school athlete will become a professional athlete. It is interesting to note, though, that the odds of a high school senior earning a STEM doctoral degree are about the same as those for a high school athlete being drafted by the pros. While 10 in 1,000 high school senior athletes are likely to be drafted by a professional team, just 11 in 1,000 of the 1999-2000 high school graduates are expected to eventually earn a STEM doctoral degree.