Embedded Files
Pre-Reading:
The White House EO 14035.pdfEnlisted-Force-Development-Action-Plan.pdfIntroduction
Introduction
What does Diversity & Inclusion look like?
What does Diversity & Inclusion look like?
IAW AFI 36-7001
1.3. Definition of Diversity. The Air Force broadly defines diversity as a composite of individual characteristics, experiences, and abilities consistent with the Air Force Core Values and the Air Force Mission. Air Force diversity includes but is not limited to: personal life experiences, geographic and socioeconomic backgrounds, cultural knowledge, educational background, work experience, language abilities, physical abilities, philosophical and spiritual perspectives, age, race, ethnicity, and gender.
Diversity Encompasses:
Demographic diversity
Cognitive/behavioral diversity
Organizational/structural diversity
Global diversity
1.4. Definition of Inclusion. Inclusion is the process of creating a culture where all members of an organization are free to make their fullest contributions to the success of the group, and where there are no unnecessary barriers to success.
1.2. Air Force Diversity & Inclusion Mission
Attract, recruit, develop and retain a high quality, diverse Total Force, ensuring a culture of inclusion in order to leverage the diversity of the nation for strategic advantage in Air Force, joint and coalition operations.
How are your organizations currently leveraging D&I to attain/maintain strategic advantage?
Cognitive Lesson Objectives:
Examine the impact Emotional Intelligence has at the organizational level
Understand the impact bias has on Diversity and Inclusion within the organization
Discuss fostering Diversity and Inclusion to meet Airforce Missions
Affective Lesson Objective:
Value Diversity and Inclusion at the organizational level
Emotional Intelligence at the Organizational Level
Emotional Intelligence at the Organizational Level
EI Model
EI Model
1. Self-awareness is the ability to know one’s emotions, strengths, weaknesses, drives, values, and goals, and recognize their impact on others, using these skills to guide decisions.
2. Self-management is the ability to control or redirect one’s disruptive emotions and impulses and adapt to changing circumstances.
3. Social awareness is the ability to manage relationships in order to get along with others. Social awareness requires Empathy.
4. The final tenet, relationship management, involves the ability to influence others, coach and mentor groups, manage conflicts, and foster positive teamwork.
What is the connection between Emotional Intelligence and Diversity and Inclusion in your organizations?
Additional Resources:
Diversity & Inclusion - In-Class Handout - DAFBAWG Contact & LOE One-Pager_cao_9AUG22.pdfDiversity & Inclusion - In-Class Handout - myVector- Pathfinder 2021.pdfImpacts of Bias on Organizations
Impacts of Bias on Organizations
Understanding Bias & How it Affects Decision Making
Diversity and Inclusion - In-Class Readings - DI afi36-7001.pdfA2.1.11. People-driven Talent Management Approach. Airman leaders understand programs and policies that support personnel in their organizations to bring their whole selves to the mission. These leaders work with other organizations and leaders as appropriate to resolve individual and group conflict. Leaders strive to sustain and improve the work environment in the face of change to support the growth of Airmen in the organization.
Personal Preference & Experience
Think about someone you have recently mentored or coached. Write down specifics about that person and why they were a good fit for development.
Common Biases that can Influence Talent Management:
Bias Triggers & Reducing Influence of Bias
What are your triggers that affect decision making? Or allow opportunity for Bias?
What are your triggers that affect decision making? Or allow opportunity for Bias?
Time Pressure
Stress
Emotional overload: anger, frustration
Cognitive overload: ambiguity, information overload; overly complex decisions
Emotional or mental resources depletion: distraction, fatigue, low blood sugar – hunger
How might we mitigate bias in our organizations?
A2.1.6. Diversity and Inclusion Acumen from an Operational Perspective. All Airmen, military and civilian, must be aware of global and local trends, and the sociopolitical environments in which their organizations and fellow Airmen operate and live. They must gather and use competitive intelligence, which generates information and analysis about aspects of the operating environment that enables strategic decision-making. They should seek to understand how diverse perspectives and work styles combine with an inclusive culture to improve operational outcomes, and then use that understanding to connect the diverse skills and abilities of their people and teams to the Air Force’s core strategies, and the necessary outcomes of their assigned missions.
A2.1.8. Strategic Mindset for External Relations. In today’s networked environment, Airmen must be well informed about external pressure points on Air Force and Department of Defense operations (e.g. societal shifts, community work councils, environmental concerns, etc.). They must understand Air Force brand management, and how the interactions of Airmen with society affects the Air Force’s ability to conduct its missions. Leaders must be always considering the identification of external partners to leverage relationships with key external organizations, through coordination with legal advisors, to enhance Air Force operations.
Fostering Diversity & Inclusion within Organizations
Fostering Diversity & Inclusion within Organizations
How does diversity and inclusion increase lethality in your organizations?
Small Group Discussions
How does your organization foster diversity outside the scope of skin color, gender, or ethnicity?
“I hire for diversity, because they all bring a different perspective, which makes my decisions that much better, because I hear different sides of the argument,” he said. “They see it differently, you know. … Hearing from all these different groups provides a perspective, you know, ‘I didn’t think about that part.’ It makes us stronger as an Air Force, and I think it makes us stronger as a nation as well.” - Gen. Charles Q. Brown, Jr., Chief of Staff of the Air Force
Wrap-up
Wrap-up
“Our Air Force is on the right side of history. We are creating not only historic moments … we are focused on setting a foundation for all Americans to see themselves in this great institution.”
- JoAnne S. Bass, Chief Master Sergeant of the Air Force
Cognitive Lesson Objectives:
Examine the impact Emotional Intelligence has at the organizational level
Understand the impact bias has on Diversity and Inclusion within the organization
Discuss fostering Diversity and Inclusion to meet Airforce Missions
Affective Lesson Objective:
Value Diversity and Inclusion at the organizational level
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