Diversity and Readiness
To the Men and Women of the United States Coast Guard and our Shipmates in the Department of Homeland Security.
I was pleased this week to address the Annual National Naval Officers Association (NNOA) in Portsmouth, Va. From their website, “The National Naval Officers Association (NNOA) actively supports the Sea Services in recruiting, retaining, and developing the careers of minority officers. The NNOA provides professional development and mentoring for its members. The NNOA continues to establish and maintain a positive image of the Sea Services in minority communities and educational institutions.”
This year’s conference was particularly meaningful because it coincided with the 60th Anniversary of Executive Order 9981 which was signed by President Truman on 26 July 1948. Executive Order 9981 ended segregation in the armed forces and required that “there shall be equality of treatment and opportunity for all persons in the armed services without regard to race, color, religion or national origin.” Since then, there has been great progress made in the Armed Forces since the end of World War II to remove barriers and ensure equality among all of those who serve our country in uniform.
That said challenges still remain to ensure our Coast Guard is an inclusive service that values and promotes diversity. Diversity is a concept that extends far beyond the traditional legal notions of equal opportunity and civil rights. Diversity is really the broad representation of culture, religion, values, ethnicity, gender, education, life experience, professional qualification, and the other many things that make us unique as individuals.
As I noted in my remarks at NNOA inclusion of diverse individuals and viewpoints produces better decisions and action in organizations. I really see diversity as a readiness issue that all of our senior leaders and unit commanding officers must consider as one of the keys to effective mission execution.
To that end, I believe we must redouble our commitment to creating a more diverse workforce in the Coast Guard. For the last several months I have been working with my diversity advisors, listening to feedback from the Diversity Advisory Council, and talking to our units in the field. Together with the Vice Commandant, VADM Vivien Crea, and with the support of senior leaders, we intend to implement a series of initiatives aimed at improving our diversity at accession points and increasing retention through improved career development and management.
I outlined the initial steps we intend to take in my remarks at the NNOA Conference.
- We will enhance senior leader participation with Minority Serving Institutions including Historically Black Colleges and Universities, those institutions affiliated with the Hispanic Association of Colleges and Universities and Tribal Council Institutions.
- We will increase attendance by senior leaders and commanding officers at national conferences of affinity groups such as NNOA, the Association of Naval Services Officers, Coast Guard Women’s Leadership Association and Blacks in Government.
- I have directed that Officer Evaluation Reports for junior officers be signed by the reported on officer before the report is forwarded from the command to establish parity with our enlisted evaluation system.
- We will expand the use of Individual Development Plans to all O-4s and E-6s and below.
- We will focus our College Student Pre-commissioning Initiative (CSPI) toward institutions with more diverse student populations.
- Finally, we will begin a pilot program to promote Coast Guard career opportunities for diverse candidates in the Baltimore, Md area.
Instituting these changes will take time, but we are committed to moving forward “at best speed.” Our Assistant Commandant for Human Resources will provide updates on these items and future endeavors through a series of messages. Some initiatives, such as the IDP program which have the potential to increase workload will be piloted first to ensure we get it right.
There are more changes coming, but as we refine our strategy and deploy it, I want to make sure you have a voice. I want to hear your ideas on how we can develop a diverse workforce to improve mission effectiveness. Please comment on this journal posting so others can see and build on your ideas. I previously asked all Coast Guard personnel to direct our Guardian Ethos towards each other, those who serve beside us. This initiative is in keeping with that Ethos and I ask for your active involvement.
Admiral Thad Allen
Commandant, U.S. Coast Guard
Labels: About the Department, Coast Guard, diversity
posted by DHS at
3:41 PM
22 Comments:
DIVERSITY IN THE USCG is great! However, don't limit your efforts to minority institutions. I am a female minority officer, and I attended a majority white college and a top 25 law school. Had you focused on minority colleges you would have never found me. My dad and all my brothers served in the military (Army, Navy, Air Force & Marines). While in law school, I noticed a US Coast Guard JAG poster on the career bulletin board. I also ran into the CO of the USCG Recruiting Command at an NAACP conference in the mid-west. He gave me his card and suggested that I call him upon graduation. So, I did. Funny thing is that no one would let me speak to him (too high up on the food chain I guess). Good thing I’m persistent. When I joined, I was told that Direct Commission Officers are hired to fill a void and are not needed beyond 2-4 years. I doubt if you would deliver the same message to Academy grads. If you go through the effort to bring us on, why not make an effort to retain us. In any case, I hope that you look at “retention” issues as well. It’s important for us to be given opportunities for the right jobs and training, which will enhance our career…not just the jobs that are left over.
By
Anonymous, At
July 25, 2008 5:47 PM
Thank you for giving me the opportunity to voice my humble opinion. I have given this issue some thought and offer the following. I recommend we expand some of our existing diversity programs, such as COMPASS, a CG-12B initiative that deploys hundreds of active duty, reserve, auxiliary, and civilian volunteers into their communities to conduct outreach events that raise America's understanding and awareness of the Coast Guard. The COMPASS program capitalizes on the networks and relationships of its volunteers - who represent a diverse mix of multi-cultural and multi-organizational backgrounds. These members are young leaders and role models who use their story to attract new talent into the Coast Guard. While they are not trained recruiters, they often partner with them in order to enhance their efforts. By linking up with recruiters, COMPASS members act as "force multipliers" increasing the Coast Guard's presence nationwide. This is especially beneficial in remote areas such as the Midwest, where the Coast Guard is severely underrepresented. Since it's implementation, the COMPASS program has become a Coast Guard stronghold. In FY06, the program was responsible for over 1000 hours of outreach, reaching 21,000 American's nationwide. In FY07, the program conducted over 1200 hours of outreach, reaching 26,000 American's nationwide. And with 3 months to go in FY08, the program is on track to exceed last year's numbers. There are currently 552 members participating in the program and membership continues to grow every day, however, with soaring fuel and airline prices and other budget constraints, the program may be in danger of losing its ability to send enough volunteers on the road. As such, I recommend we make this highly successful program a top priority in FY09, so we can expand its operations - and in turn - improve the diversity of our ranks.
By
Anonymous, At
July 26, 2008 5:04 PM
Regarding the first initial step, "We will enhance senior leader participation with Minority Serving Institutions including Historically Black Colleges and Universities, those institutions affiliated with the Hispanic Association of Colleges and Universities and Tribal Council Institutions."
What a great opportunity the Coast Guard has today to expand it's role with Elizabeth City State University. Numerous initiatives already started with the University make this the right time to pursue even more partnerships with the University. Within the next year, groudbreaking will commence on an Aviation Air Commerce Park next to the Coast Guard Commands in Elizabeth City, of which the University will be a part of. The university itself already has an aviation sciences program and a ROTC program. All of this provides for a great foundation upon which the University and the Coast Guard could built upon.
By
LCDR Jim Elliott, At
July 27, 2008 8:58 AM
Outstanding Initiatives! I've always thought that EVERYONE should have some form of an IDP. Because we are senior does not mean we should not provide ourselves with a map of where we want to go and those steps we need to take to get there.
I would also like to see a statement above the new OER signature that says "I have been counselled on my OER and performance". Unfortunately, I have been counselling officers who have indicated to me that they have never been counselled on their OER before. Many times, the OER was just handed to them.
By
LCDR Matadobra, At
July 27, 2008 5:02 PM
While the concept of the Individual Development Plan (IDP) is good, the execution throughout the Coast Guard has been poor. It appears that it has grown from a simple document designed to aid the member and supervisor in obtaining specific career and personal goals to a binder full of additional items that add little to the effectiveness of the document (i.e. Multiple pages of mid term counseling signoff’s , reading list etc.) The current IDP’s I’ve witnessed seem to simply collect a specific amount of dust until it is time to once again begin counseling. This is certainly a failure of leadership on my own part as well as others; however, with the numerous other daily issues to contend with including the constant training (i.e. ICS, Citizenship, Pandemic Influenza) along with the all important “Job” we must still do, how is one to juggle all the issues and provide them with their due attention. Expanding the IDP’s in there current form is only going to place more and more burden on the fleet. Additionally, I would recommend that Warrant Officers be exempt from the process. Clearly most warrant officers have understood their career and personal goals similar to that of an E7 or above.
By
Anonymous, At
July 28, 2008 8:00 AM
I was very glad when I read ADM Allen's comments regarding a "series of initiatives" to enhance diversity because this tells me that the senior officers are aware of such issues and are taking action to resolve them. I also like the fact that we're striving to set the example for other organizations and agencies. I often think about how to enhance diversity in the workforce and I was very intrigued to learn that something as simple as changing the way we communicate, socialize and listen can have a significant impact as to how we are perceived and can enhance our interpersonal relations, no matter what the background or culture of our peers.
By
Anonymous, At
July 28, 2008 9:09 AM
Obviously, Harry S. Truman was a very forward thinking individual. However, being a native of his hometown of Independence MO, I am very aware of his "good ole boy network". I am refereing to Nepotism. This act should be updated to reflect diversity in hiring along with ability to "get" Federal, State, and Local jobs free of whom you are related to. Being a Civilain employee, I was attracted to the goverment because I was sick and tired of being passed up for promotion to the owners kid that had just flunked out of college. Please remember wiping out nepotism when thinking about diversity issues.
By
Matt, At
July 28, 2008 9:20 AM
I often have arguments or disagreements with the blog postings made at this site, but for once, a simple, "well said!"
By
Anonymous, At
July 28, 2008 10:40 AM
I am always impressed by Admiral Allan's all hands messages.
As a female member of the Coast Guard it is important for me to know we have a leader who embraces the values we are taught in the service: Honor, Respect and Devotion to Duty.
While these values are highly important, I have personally seen that they are often not carried out by members of my command and other commands.
On several occasions, I have been made to feel that I am weak and useless here at my station because I am a female.
I have talked to other females who have been treated the same way at their respective stations.
When we have tried to speak out we have been intimidated or punished.
While having a policy that embraces diversity is very important, said policy is only as strong as the people in charge who enforce it.
I would like there to be someone I could speak to without fear of retribution. I would like to know that doing so would make the Coast Guard a better organization for all our members.
By
Anonymous, At
July 28, 2008 11:17 AM
Thank you for the opportunity to provide feedback on such an important issue.
OERs - As a recent member of an officer promotion board, I was extremely disappointed at the number of "soft kills". It was painfully obvious that many reviewing officers either did not counsel the reported-on officer or did a very poor job of it. Too many reviewing officers expected the board to do their "dirty work". Requiring the reported-on officer to sign their OER prior to it leaving the command may help prevent this but we need to change our culture to prevent the "soft kill". The recent change to the CDR OERs was a step in the right direction.
IDPs - This is a good idea but isn't this something we should all be doing anyway? Mentoring and counseling shouldn't stop once someone reaches a particular paygrade. Formalizing, measuring, and documenting the process through the use of IDPs should help but will cause an additional administrative burden across the board.
"Increase attendance by senior leaders at national conferences" - I would love to attend and/or send my JOs to these types of events. But, why do they have to be held in the summer? With the exception of the ANSOMIL conference which was in Apr/May, every other conference is in July or August. As a former XO and now CO of an operational Air Station, I find it extremely difficult to let my officers go during the height of the SAR and PCS season. When it comes to JOs, I not only need them around in terms of operational readiness, they gain crucial operational experience during the summer (especially in the northern units) that they must have to succeed in the future.
CDR Donna Cottrell
CO CGAS Savannah
By
CDR Donna Cottrell, At
July 28, 2008 11:43 AM
Look closely at the civilian management landscape...there is little minority representation there. I applaud ADM Allen's efforts, but the execution (as with his other initiatives) rests with the admirals, captains, CDRs, and chiefs to make this a reality.
By
Anonymous, At
July 28, 2008 12:35 PM
I do commend the Coat Guard for finally realizing the CG must be more reflective of the society around them. However, I do have issues with the initiatives mentioned. Without a true set of strategically targetted inititives, the activities mentioned will not have a lasting effect and provide the CG with a meaningful ROI.
Putting programs like the ones mentioned together take time to plan and correctly execute. I fear that the programs mentioned will be pulled together in a hurried manner without strategic thought. A true lack of planning will make the Coast Guard look disingenuous to the larger society and to those you seek to attract.
By
Anonymous, At
July 29, 2008 2:47 PM
I offer one suggestion related to retention. I propose that all members be given a "status check" interview half way through their service obligation, and periodically throughout their career. There is little point in an "exit interview" - the member has already made up their mind at that point. My intent with this "status check" is to discuss a member's intentions and perceptions about the CG. This would be done by CGPC, not the member's chain of command. This would shed light on the climate within the CG, provide an opportunity for mentorship, and ensure that members don't feel isolated if they are having issues that are command specific, but not necessarily indicative of the member or service as a whole. While it might target minorities and women to improve diversity, I'd prefer it apply to all if time and resources permit.
By
CDR Andrew Tucci, At
July 30, 2008 3:37 PM
*We will increase attendance by senior leaders and commanding officers at national conferences of affinity groups such as NNOA, the Association of Naval Services Officers, Coast Guard Women’s Leadership Association and Blacks in Government.
I applaud you for reinforcing something that senior leaders should already be participating in, but at the same time shouldn't you be reinforcing the attendance of junior members, both civilian, enlisted and officer? For the benefits of attending these to be fully gained it takes a cooperative effort from the top to the bottom and the bottom to the top.
*I have directed that Officer Evaluation Reports for junior officers be signed by the reported on officer before the report is forwarded from the command to establish parity with our enlisted evaluation system.
I think it's great that someone is taking steps to establish parity with the enlisted eval system, but that system needs improvement too. Evals are not as unbiased as you might think. There are serious flaws with that system which can ultimately ruin a person's career. A serious revamping of the enlisted eval system needs to be given.
*We will expand the use of Individual Development Plans to all O-4s and E-6s and below.
I firmly support goal setting and believe it is important for EVERYONE to do. I think that your message gives off the wrong impression to those required to do IDP's. I also have a serious problem with how it's implemented across the CG. I do not see what you are trying to gain in the way of diversity by instituting IDP's for all O-4's and E-6's and below?
I applaud you for taking a stance to ensure we are working at recruiting and retaining a diverse organization... but you should also take a look at the fact that majority of junior enlisted members in the CG do not feel that they have anything to contribute to the CG nor do they feel that they could truly make a difference in this organization.
Admiral, thank you for giving us this chance to provide feedback.
By
Anonymous, At
July 31, 2008 9:03 AM
I am delighted that we are respecting and encouraging diversity in the Coast Guard. We all have different situations and backgrounds that enhance the Coast Guard’s core values. I am also delighted for the opportunity to brainstorm with my fellow Coastie’s for ideas to encourage and sustain a diverse workforce and discourage discrimination. We can accomplish much be embracing an open mind and working together as a team.
My ideas open for brainstorming are:
•Design a mentor program for Human Relations and diversity related issues a seasoned Coast Guard member assigned to someone who requests a mentor for “been-there/done-that, yes/no that’s normal, here’s what I suggest” advice. This could be on a volunteer basis and managed through the Human Relations program, it would have to cross units, since some units may not represent all minorities or situations, but with email and cell phones it would be easy to set up these networks.
•Design a Coast Guard Diversity Management System for the purpose of discouraging discrimination. People rarely approach the subject in fear of tarnishing a reputation. A Coast Guard training system that teaches people how to recognize discrimination, call attention to it in a non-threatening manner, allowing an immediate course correction; would provide people the freedom to speak up, and correct the problem at the lowest level.
•Allow individuals the opportunity to appeal a “Not Recommended for Advancement” in the enlisted evaluations if it is selected for any other reason besides NJP, since this can be used as a silent form of discrimination.
•Allow members on a volunteer basis the opportunity to evaluate themselves blindly from his/her command. Meaning the command would know that a member has evaluated himself/herself, but the numbers and comments would be entered blindly from the chain of commands view. This would encourage all levels of the command to complete an honest and accurate evaluation of the individual. If there is a disparity between the two sets of evaluations, there should be documentation to support the different numbers. If foul play is suspected by using an individual’s evaluations as a way to discriminate against an individual, it will be easily identified and now documented.
•Recognize that discrimination happens to specific Rates within the Coast Guard and those performing Out-of-Rate specific jobs as well. I have witnessed discrimination based on a person’s rate, based on the person conducting an out-of-rate job and then based on a person re-joining a rate specific job. It is usually light bantering, but the anti-accepting behavior is past on to new generations of Coasties and if left unchallenged the behavior can misalign with the goals of diversity in the Coast Guard.
By
Anonymous, At
July 31, 2008 9:38 AM
For the female who posted that she has felt intimidated or punished for speaking out, there is a non-retribution outlet for members who feel their concerns have not been addressed by their command, or who just need advice on how to handle a situation. The Diversity Management Division (CG-12B) has three policy advisors who jobs are to provide career guidance, counseling, and intercession if required to military and civilian personnel on diversity-related issues. A toll-free number is provided 1-800-242-9513 to reach these advisors. Please do not hesitate to call one of the policy advisors since they can only make a difference when they are aware of a problem.
By
Lcdr Stundtner, At
July 31, 2008 10:00 AM
"Diversity is really the broad representation of culture, religion, values, ethnicity, gender, education, life experience, professional qualification, and the other many things that make us unique as individuals."...this is the core, but for Diversity to work, it has to be a 2-way street.
As a recent naturalized US Citizen serving in the CG...I have experienced over whelming acceptance as I am and other times the complete opposite. The truth is some people don't know how or don't want to relate with other cultures, believes, value system etc. In fairness the CG Diversity programme can be likened to a master piece architectural design that failed to specify the core frame dimensions. Like everything else, the CG as an organisation will adapt with time through continuous training and awareness.
By
Inyang, At
July 31, 2008 6:48 PM
I suggest the development of a Diversity fund that can be used to support travel, research, conferences, pilot programs, etc. related to Diversity.
This could be used in a number of ways to allow individual or small groups of Coast Guard members take their own initiatives to improve the Coast Guard workplace environment, which would directly improve our retention and recruitment of diverse groups.
The fund could be managed by a Diversity Action Group to ensure that the money is used for the desired intent, as well as to identify best practices for further formal development for the entire field.
By
Anthony, At
August 1, 2008 10:24 PM
I absolutely applaud our Commandant, Admiral Breckenridge, the Leadership and Diversity council and other for these great initiatives. I am a long time believer that EVERYONE should have an IDP - I just completed mine.
However, I think we are missing a key component of the workforce with this new initiative. We should be also requiring our CPO's to maintain an IDP as well. Pinning on the anchor puts you in the position to be called Chief but doesnt instantly transform you into a Master of your life and career. As a prior enlisted person and fellow chief (BMC), I can attest that today's CPO corps is younger, faced with a multitude of operational and leadership challenges not faced by Chiefs years ago.
Besides, we may not be setting them up for success? Take the BMC's for example. Recently the force manager indicated that there are 600 BMC's not eligible to take the E8 exam because they are not eligible (no OINC certification - no CPO academy). What are we doing to make sure that gap is plugged. Having an IDP, complete with regular (required) counseling session may help to provide young Chiefs with the direction they need.
We rely VERY heavily on our Chiefs. Lets help set them up for success. They too, require direction and guidance in career decisions. Having all CPO's be required to have that IDP will help.
By
LCDR Matadobra, At
August 18, 2008 9:17 PM
I'm concerned given the current climate inside Coast Guard Civil Rights, including the resignations of a dozen senior Civil Rights employees inside the Headquarters Civil Rights Office coupled with the lack or concern for signing out and returning EO Reviews to commands that Ms. Dickerson has lost focus of her responsibilites.
By
Anonymous, At
September 15, 2008 3:01 PM
We were contacted today at CoastGuardReport.org by a reader who submitted a comment to this site that has yet to be posted.
I assume this one will not be posted as well. I join that reader in asking what Coast Guard Civil Rights has done in advancing diversity since Terri Dickerson took over as Director of Civil Rights at Coast Guard.
With over 24 months of unsigned Equal Opportunity Reviews, three noose incidents, no increase in minority recruiting, and over a dozen senior staff members resigning ... it appears her accomplishments are counter productive.
By
Thomas Jackson, At
September 15, 2008 6:35 PM
CG Civil Rights addresses the issue of the EO reviews here: http://www.uscg.mil/comdt/blog/2008/10/updated-and-bumped-guest-post-by-ms.asp#links
By
Anonymous, At
November 4, 2008 12:30 PM
Post a Comment
Create a Link
<< Home