Air Force Personnel Center Why Diversity Matters? Updated 8 September 20158 September 2015 Lt Col...

Air Force Personnel Center

Why Diversity Matters?

Updated April 21, 2023

Lt Col Jenise CarrollChief of Operations, TFSC-SA

Right Person, Right Place, Right Time 22

Overview

What is your orientation?

Why Diversity?

Diversity Demographics

Diversity ICONs

Your Challenge


What is your orientation to diversity?

Managing Diversity Leveraging Difference

Leadership Perspective

• Is diversity a problem to be solved? • Is difference an opportunity to be capitalized upon?

Strategic Focus • Is the focus on effective human resource management?

• Is the focus on encouraging sustainable advantage in all capabilities related to value creation (e.g., value chain)?

Scope of Difference Engaged

• Is diversity framed with narrow scope, usually between seven to eleven key differences?

• Do we engage in broader scope of differences, e.g., cognitive, psychological, behavioral, organizational and geographic differences, etc?

Long-Term Impact of Change Process

• Is impact powerful learning for some individuals?• Increased representation in

recruitment, hiring and customer engagement of targeted differences?

• Is impact on individual learning and staffing changes?

• Is there a larger and more diverse group of stakeholders engaged?


The Mission of the Air Force

Is to Fly, Fight and Win…in Air, Space and Cyberspace


Governance

Air Force Diversity Operations, 2009

AFPD 36-70, Diversity, 2010

Diversity Strategic Roadmap, 2010

Declaration of Diversity, 2011


Declaration


Diversifying the Force for a 21st Century World

Diversity is a Military Necessity for the US Air Force Lack of diverse leadership has consequences Fierce competition for America’s talent

Finite talent…everyone’s fighting for it Develop a construct to attract, recruit, develop,

mentor, and retain a diverse Total Force If we ignore; we lose the war for talenttalent

Every Airman inspired/empowered to reach his/her full potential

Diversity provides our force with an aggregation of strengths, perspectives and

capabilities that transcend individual contributions---General Schwartz


Diversity in the Air Force…

Diversity in the Air Force is broadly defined as: a composite of individual characteristics, experiences, and abilities consistent with the Air Force Core Values and the Air Force Mission

Diversity has many dimensions: Demographics Behavioral/Cognitive Structural/Organizational Global Generations

Military Necessity!


What is Diversity?

Diversity IS about recognizing, embracing, and utilizing our differences to better accomplish the mission…

Diversity is NOT about quotas or lowering standards

U.S. demographics are changing… The vast talent, and diverse experience of our Airmen

is our strength…it will ensure our relevance AF must maintain a corps with a global perspective

and innate ability to champion different points of view Your involvement is critical…

Mission requirements demand it!


Demographics Diversity

Socioeconomic Family Disability Geo. Origin

Age GenderRace & Ethnicity Philosophy


Behavioral & Cognitive Diversity

Work Style PersonalityThinking Learning


Structural & Organization Diversity

Services/COCOMs/MAJCOMs Career Fields

Allies, NGOs


Global Diversity

Foreign Languages Other Cultures


Current GenerationsMillenials 69% of Air Force, Boomers Only 4%

Career OutlookContribution, tradition, corporate

loyalty, disciplined and committed

Personal OutlookCivic minded, relationship oriented,

expecting rewards for years of hard work

Reasons For LeavingOverall time spent away

Service DeliveryPassive Information/media use – 71% feel new technology makes people

lazier, 24% use social networking

Career OutlookIndependence, entrepreneurial,

flexible, adaptable outcome oriented

Personal OutlookShaped by divorce, emerging family

issues, take it upon themselves to plan, analyze and hedge their bets

Reasons For LeavingImpact of deployments on family

Service DeliverySelective information/media use –

most likely group to bank, shop, and look for health information online, 58% use social networking websites

Career OutlookConfident, sense of urgency,

multitaskers, educated, technically savvy

Personal Outlook#1 GOAL – Life work balance! Products

of their close relationships with parents and extended families

Reasons For LeavingBalance between work and personal life

Service DeliveryMultisource information/media use –

digital natives, 83% use social networking websites

BOOMERS GEN Xers MILLENIALS

“Cross into the Blue”“Aim High”“Aim High”

4% of Air Force43% of U.S. Work Force

Age: 46-64


Age: 30 to 45


Age: 18-29

Source: U.S. Air Force


Future GenerationsWhat will we look like?

Career OutlookIndependence, entrepreneurial,

flexible, adaptable outcome oriented

Personal OutlookShaped by divorce, emerging family

issues, take it upon themselves to plan, analyze and hedge their bets

Reasons For LeavingImpact of deployments on family

Service DeliverySelective information/media use –

most likely group to bank, shop, and look for health information online, 58% use social networking websites

Career OutlookConfident, sense of urgency,

multitaskers, educated, technically savvy

Personal Outlook#1 GOAL – Life work balance! Products

of their close relationships with parents and extended families

Reasons For LeavingBalance between work and personal life

Service DeliveryMultisource information/media use –

digital natives, 83% use social networking websites

GEN Xers MILLENIALS“Cross into the Blue”“Aim High”


Age: 30 to 45


Age: 18-29

Source: U.S. Air Force

“i” GEN

Career Outlook - ?

Personal Outlook - ?

Reasons For Leaving- ?

Service Delivery - ?

?


Diversity ICONs

Who are they?

Where are they from?

What was their impact?

…Examples


Diversity ICONs

Who are they? What was their impact?

Innovator

Humanitarian

American Aviator

Greatest Woman Flyer

20th Century President


Diversity ICONs

1970 First African American Thunderbird Pilot

1980 First woman Supreme Court Justice

1990 First African American Female USAF Fighter Pilot

2000 First female 4-star general in history First female 4-star general in the AF


Strategic Landscape

Diverse Population• 66% non-Hispanic whites in 2011• 58% of college graduates women• 4 generations in work force

Strained National Economy• Highest unemployment rate - 9.7%• Highest debt level - $14 trillion• Mandatory spending – 62% budget• Industrial base consolidating

Growing Post-American World• Share #1 spot – China, India• Spread of WMDs in rogue nations• Competition for energy, food, water• Instant, global communication

Fiscal Pressure• Aging assets replacement• U.S. spending 70% of global spend

Challenging Work Force• 69% millenials – work to live• 28% of population recruitable

As a Nation… As an Armed Forces…

Diverse Population• 74.6% White/25.4% Minorities• 90% of DoD officers have a degree • 4 generations in work force


Managing Diversity

Leadership Perspective

Strategic Focus

Framing Diversity

Leveraging


Shift the Landscape

You are in the driver seat!

What impact will you make?

What will you do different starting today?


Final Thoughts

Leadership barriers

Institutional barriers

Generations

Challenges

Your engagement and commitment, the AF depends on it!


Questions?


Air Force Personnel Center

Air Force Personnel Center Why Diversity Matters? Updated 8 September 20158 September 2015 Lt Col...

Documents

Transcript of Air Force Personnel Center Why Diversity Matters? Updated 8 September 20158 September 2015 Lt Col...