Leading by Putting Your Followers First - Office of Diversity ...
Welcome! Cultural Competency Key Considerations for an Inclusive VA Workforce Leading by Putting Your Followers First If you are going to engage the best and the brightest and retain them, theyd better think that you care more about them than you care about yourself. Its about distilling the complex to the simple; and Ive seen leaders fail because they do the reverse, by trying to make things into some intellectual exercise. Don Knauss
Chief Executive of the Clorox Corporation (Former US Marine) Proctor & Gamble March 23, 2014 2 The VAs D&I Strategic Plan 1. A Diverse Workforce 2. An Inclusive Workplace 3. Outstanding Public Service D&I Strategic Plan
Key Considerations Examining: External/Internal Influences, Incivility, Psychological Safety Defining: Diversity, Inclusion, Unconscious Bias Recognizing: Culture, Cultural Competence Discussing: LGBT, Military, Veteran, Religious, Generations Brandings Importance Reputation/History Pride in daily accomplishments
Responses to criticisms Passion for excellence 5 External Factors From Road Rage to Desk Rage Examining External Factors Work-Life balance disruptions Family member unemployed long term
Financial, Marital, Medical Elderly parent/child care Adult children back home From 2008-2012, only 11% of workers unemployed for more than six months found work again, Princeton University Study, released December 2013 Examining Internal Factors Current supervisor single most important factor Job assignments, lack of resources/training Shift, overtime, advancement opportunities Telework flexibility
Co-workers Internal Factors - Incivility Blatant: Discipline or put downs in front of others Rude or intolerable behavior Gossip/backstabbing Withholding of deserved praise Subtle: Consistently late Cold shoulder treatment Tech etiquette - 76%
Internal Factors Risky Humor? Necessary - humor relieves tension and energizes Risky - differing perspectives & range of tolerance Stopping unwelcome humor Dynamic Countermeasures Appreciation & Respect Thank you, great job! Identify, motivate, and engage existing talent Assume the best intentions of employees Create psychological safety
Psychological Safety Free expressions of ideas/recommendations Civility, mutual respect Minimizes conflict Institutional expectation Diversity Its not Quantum Physics State of being - what makes us unique Primary and secondary dimensions Quantum physics deals with physical phenomena at nanoscopic scales where the action is on the order of the Planck
Constant. Primary Dimensions of Diversity Secondary Dimensions of Diversity SLB CFLTK CFLTK SPRND
HLMG CFLTK SLB SPRND SLB SPRND HLMG
CFLTK HLMG SPRND CFLTK 11 11 million million pieces pieces of of
information information at at any any one one time time 40-50 40-50 pieces pieces of of information information get
get absorbed absorbed RED GREEN YELLOW BLUE GREEN BROWN PURPLE YELLOW
BLUE BROWN BROWN BLUE YELLOW GREEN RED Unconscious Bias Flight or fight response Amygdala Safe, likeable, valuable, and competent
Confirms already held beliefs - reality Impacts perceptions May impact decisions Workplace Inclusion Distinctive skills, experiences, and perspectives Valued and respected employees Enhances productivity, morale, satisfaction State of mind - discretionary activity
Decreases legal vulnerability What is Culture? Culture is the integrated pattern of thoughts, communications, actions, customs, belief, values, and institutions associated, wholly or partially, with racial, ethnic, or linguistic groups as well as with religious, spiritual, biological, geographical or sociological characteristics. Elements include primary and secondary dimensions of diversity
Cultural Competency Set of blended behaviors, attitudes, policies Recognizes, affirms & values the cultural differences, similarities & worth of individuals, families & communities Awareness of different interpretations Adapting communications and interactions RELIGIOUS AND SPIRITUAL BELIEFS HINDUISM M IS H
K SI CH RI ST IAN IT Y BAHAPI SM BU
DD HI TAOISM ISL AM IS M DA JU E
TIV ITY NA UAL T IRI SP CO NF UC IA NI S M
JAINIBM IN SH TO Religious/Spiritual Awareness Cultural expectations Restrictions on touching, distance, and modesty Respecting conflicting beliefs Reasonable accommodation or expressions Holiday parties and displays
Military and Veteran Cultures Culture and branches Resilience, diversity, sacrifice, deployments Traumatic events, driving forces, military values Far less connected to civilian population 24 Veterans and Era of Service World War 2 Era: 1941 1946
Korean War Era: 1950 1955 Vietnam War Era: 1961 1975 Cold War Era: 1945 1991 Gulf War Era: 1990 - Present Washington DC VAMC Percent
Veterans Fiscal Year % Veterans 2009 24.31 2010 23.66
Disability rate higher more hidden disabilities Lack of civilian work experience Recognition of skills, certifications, licensing Impact and B principle *44 percent of veterans who served since 9/11 were having trouble adjusting to civilian life, *Pew Research Survey, 2012. Women Veterans 29 Women Veterans Median age 49 (men 64)
Body Armor (30-60 lbs.) 25% have disability ratings of 50% or higher Higher college attendance/completion vs. men Incorrect diagnoses - complex claims (MST) Women Veterans Call Center 1-800-VA-Women Military & Veteran Suicide Rates More suicide than combat deaths 2012/2013 One active duty member every 17 hours in 2013 22 Veteran suicides per day 70% of Veteran suicides over 50 years old DoD and VA intensive preventative programs
The Veterans Crisis Line 1-800-273-8255 Generational Awareness From Typing to Tweeting 4 Generations Currently in the U.S. Workforce
Digital Generation Echo Boomers Generation E Generation Y Nexters N-Gens Net Generation Generational Awareness Historical experiences Adaptations/Preferences Twist Disco Rock Twerk
Rotary, Party Line, Digital, Cell, Smartphone Kodak Moment Selfies Redefining Millennial (49% Patriotic vs. 64-81%) Millennial versus HR Perceptions Millennials Human Resources People savvy 65% 14% Tech-savvy 35% 86% Loyal to employers
82% 1% Fun-loving 14% 39% Hard-working 86% 11% What Generation? Boomers! Training and Development Journal November, 1970 Seeking challenge, meaningful work; (no paying dues)
Chance to prove they can perform at high level Wants a position of responsibility ASAP Less respectful of authority, especially the old generations Resents being viewed by older generations as having little or no experience Tends to be more job mobile The young have exalted notions, because they have not been humbled by life or learned its necessary limitations; moreover, their hopeful disposition makes them think themselves equal to great thingsand that means having exalted notions. They would always rather do noble deeds than useful ones: Their lives are regulated more by moral feeling than by
reasoning.... All their mistakes are in the direction of doing things excessively and vehemently. They overdo everything; they love too much, hate too much, and the same with everything else. Aristotle (384- 322 BC) Book II, 1389.a31 Inspire, Connect, Support Retaining institutional knowledge Millennials majority of workforce by 2025 Multi-tasking, work and management styles Communication skills, initiative, energy Visual cue recognition challenges
39 Washington DC VAMC Retirement Eligible Retirement Eligible FY # Employees % Eligible 2014
441 18.27 2015 547 22.66 2016 628
26.01 2017 717 29.70 2018 821 34.01
2019 917 37.99 2020 1,004 41.59 2021
1,076 44.57 Sexual Orientation Persons attraction to same or different sex Usually defined as lesbian, gay, bisexual, or heterosexual Creating bonds workplace conversations Decline and fall of the H Word LGBT Lesbian Gay
Bisexual Lesbian and gay refer, respectively, to women and men who are attracted to individuals of the same sex. Bisexual refers to those who are attracted to both men and women. Additional LGBT Terms Gender queer Ally
Coming Out Closeted Two-Spirit Dont Ask Dont Tell Transgender Umbrella term Independent of sexual orientation Gender identity - Inner sense of male/female Gender expression - behavior, clothing, haircut, voice and body characteristics Making the decision to transition
Surgical or hormonal decisions 44 USA LGBT Population Estimated 9 million LGBT Americans 3.5% USA Adults identify as Lesbian, Gay, Bisexual 0.3% as transgender Gary J. Gates, How Many People are Lesbian, Gay, Bisexual, and Transgender? The Williams Institute, April 2011. Why Consider?
What will it do for me? Summary of Key Considerations External/Internal Influences, Incivility Psychological Safety, Unconscious Bias Diversity, Inclusion, Culture, Cultural Competency LGBT, Military, Veteran, Religion, Generations Connections to Cultural Competency Diversity Inclusion
Cultural Competency ODI Employees Department of Veterans Affairs Office of Diversity and Inclusion John Fuller, Ed.D. Chief Diversity Educator Office of Diversity and Inclusion [email protected]
202-491-5969 Integrity Commitment Advocacy Respect Excellence Defines Who We Are
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