2011 navy diversity
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Transcript of 2011 navy diversity
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Naval Counselors Association Annual ConferenceDiversity Leadership for the 21st Century
Monica E. EmersonNavy Diversity Officer
Assistant Secretary of the Navy (Manpower and Reserve Affairs)
June 28, 2011
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Presentation Overview
• Understanding Diversity 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
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Diversity: Our National Imperative
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“…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 ObamaPresident, United States of America
“A More Perfect Union” SpeechMarch 18, 2008
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Diversity: Our Military 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. MullenAdmiral, US NavyChairman, Joint Chiefs of Staff
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Diversity: Our Navy Imperative
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
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“The time for talk is over. The only thing that matters now is action.”
ADM Gary Roughead, CNO
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Diversity and Inclusion Drives Success
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Benefits of Diversity Emerge from a Cultures of Inclusion
Like the Links in a Chain….
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Equal Opportunity or Diversity?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 NecessaryTwo Wheels on the Bicycle…Both Needed to Roll
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Military Leadership Diversity Commission
“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 21st-Century Military
March, 2011
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Diversity Includes all of 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.
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Diversity includes more than race, ethnicity and gender
Lesbian, Gay, Bisexual and Transgender (LGBT)
People who are “Differently-Abled”
Generational Differences
Religious Groups
Immigrants
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Leadership Must Understand and State “The Case” for Diversity
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Globalization Requires Us to Change
• Demographic Changes
• Technological Advances
• Speed of Communication
• Fierce War for Talent
Work can be performed by anybody, anywhere, at any time…
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16%65%
12%5%
1%
1%
2010
23%56%
12%6%
2%
1%
2030
30%
46%
12%8%
3%
1%
2050
White Black AI/ AN/ NHPI Hispanic Asian Two or more races
KEY
U.S. Population by Race and Ethnicity
U.S. Population is Projected to Continue to Become More Diverse
Source: SDO Analysis of U.S. Census Bureau. Population Estimates by Race and Hispanic Origin, 2010-2050.
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Increasing Population Diversity: Most Pronounced Among Youth
Just under half of U.S. children under 5 are non-white
Year
& A
ge G
roup
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War for Talent: “The New American Dilemma”
• In 2007, 82% of 8th 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 MinoritiesSource: National Action Council for Minorities in Engineering
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1 in 8 U.S. 9th graders can be expected to earn a STEM bachelor’s degree
•OECD Indicators, 2009,•OECD Indicators, 2009,
2001: 4,000,000 9th graders2001: 4,000,000 9th graders 2009: 490,000 U.S. citizens and permanent residents earned a four-
year degree in STEM
2009: 490,000 U.S. citizens and permanent residents earned a four-
year degree in STEM
Source: National Science Foundation, 200916
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U.S. high school graduateslikely 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.
Source: SDO Analysis of Integrated Postsecondary Education Data System data accessed via National Science Foundation WebCASPAR database system, December, 2010.
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Military Requirements
• 170,000 Enlisted production annually• Reflective of the nation• Eligible and propensity to serve• Technical Talent - STEM
– Science– Technology– Engineering– Mathematic and Medicine
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Only about 1 out of 4 17-24 years eligible to serve
• Too many youth are ineligible because of:– Education– Test Scores– Medical– Criminality– Immigration– Obesity
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Estimated that 75% of our youth not eligible to serve!
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Retention of Critical Talent is Key
• Talent attracts talent.• Diversity attracts diversity.• Unplanned losses of talent is costly.• Engagement drives retention.• Must build on our successes
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Revolving Door of Top Talent is Counter – Productive
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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 Accomplishment21
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So Where to from 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…22
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Steps to Effective Diversity 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.
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Building, Fostering and Sustaining a Diverse and Inclusive Culture
Inclusion Enables Innovation, Prosperity and Mission Accomplishment
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Contact Information
Monica E. EmersonNavy Diversity Officer
Department of the NavyOffice: (703) 695- 6105
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