Diversity Campaign

                     
Creating a diverse work environment that takes full advantage of differences and similarities requires a lot of focus, effort, and dedication. We believe we can make it happen!   The Diversity Advisory Board's diversity campaign focuses on the following areas:

Respect – For the appreciation of diversity to be realized, respect for individual differences, as well as operational roles and functions within the VA, needs to occur.  Respect requires that we not only have an appreciation of other cultures and customs, but that we also have an understanding of our own cultural history and the lessons that have brought us this far.  Respect reflects awareness and sensitivity to individual abilities (both physical and mental) and appreciation of ethnic, racial, religious, gender, age, cultural differences, life choices, and work experiences.  Respect requires that we need to be sensitive to work-life balance issues of employees and the need for flexible work schedules.  On an organizational level, respect requires that we acknowledge the importance of every part of the organization that helps the system run smoothly and effectively (e.g., disciplines, departments, line employees, management, senior leadership, nonmanagement, union, nonunion, etc).  Respect is closely tied to equal opportunity and ensuring that diversity is reflected at every level of the organization and that different thoughts, ideas, and aspirations are included as part of the decision-making process.   

Education – Education is the driving force that will help us transform the way we do business.  All employees need to be aware that diversity adds to the organization. Diversity education needs to occur during employee orientation, and throughout employees’ careers.  Because an appreciation for diversity is closely related to managing and coping with organizational change, it should be viewed as a continuous process that helps carry the organization forward in meeting its goals. Diversity education needs to be a required component of any leadership or mentoring program. Learning should also include diversity in a wide range of modalities that include seminars, in-services, formal and informal discussion groups, and the use of computer and web-based learning tools.

Awareness – With respect and education comes awareness of how people and workgroups are similar, different, and unique.  Awareness requires that we take a look at our own stereotypes, prejudices, and beliefs that hinder productive work relationships.  It also means that we take a look at the work climate to determine what supports or hinders diversity. A first step in becoming more aware is to assess the current situation. This should occur on the individual level with a self-assessment and at the organizational level through a cultural assessment or climate survey. Information collected from these assessment tools is essential to gaining a better perspective on how we perform in our work settings and how the work environment influences our behaviors and performance.  

Collaboration - The hallmark of a winning team is that they are able to work together to achieve specific goals. By being able to capitalize on diverse people with diverse talents, we will ensure that the VA maintains the competitive business edge needed for the it to be a leading comprehensive health care system in our nation.  Our diversity must reflect the people we serve.  Hence, our organizational strength is our diversity.  Efforts to bring people and parts of our system together will help maximize our potential to achieve positive outcomes across the organization. By allowing diversity to be part of the process, we will be better able to resolve many challenges that we currently face related to succession planning, recruitment and retention, employee moral, organizational effectiveness and innovation.  Collaboration and teamwork is not only required throughout our organization, it is necessary for us to continue to create supportive and nurturing relationships with people and organizations in our communities who have a vested interest in our mission (i.e., colleges and universities, veterans’ organizations, etc).  

Honesty – To realize diversity we must be willing to be honest with ourselves. No one is immune from preconceived notions of people different than themselves.  It is quite normal to fear people and ideas we don’t understand. Diversity does not mean we have to like everything and everybody. It does mean, however, that we need to respect and appreciate those things that make people and workgroups unique.  Honesty may mean admitting when you are wrong. It might mean recognizing how your own belief system may have been shaped by the history, family, community and era in which you were raised. Honesty is a leading leadership trait and is tied to courage. Sometimes, it takes a lot of honesty and personal courage to challenge the status quo.  It takes honesty and courage to do the right thing by facing a problem and not running away from it or burying it. To eliminate discrimination and promote equal opportunity, we need to hold true to honesty. Organizational success is ensured if we create an environment in which everyone feels safe, respected, and supported.  This process starts and ends with honesty.         

 Winner of the REACH for Diversity Campaign Slogan:
"Many Faces, One VA, Changing Lives Everyday!"

Adriana Hamilton
VA Central Office