Diversity In The Military

The target of this paper is to explore the strategic diversity plan of the U.S. Department of Veterans Affairs ' (VA) with an end goal of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which presents an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the VA diversity plan, created by the ODI. Next, the second exploration section outlines specific focus areas as defined in the Standard University Publication Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis of this analysis and proposes remedies for the gaps. In conjunction, this paper includes appendices which serve as informative supplements with relevant exhibits of the documents used in this research. First, appendix “A” contains the Diversity and Inclusion Strategic Plan FY 2012 – 2016, Diversity and Inclusion Strategic Quarterly Progress and Accomplishment Report Template – FY 2012, Diversity and Inclusion Annual Report – FY 2014, and the VA Strategic Plan FY 2014 – 2020. Second, appendix “B” includes the mission, vision, values and goals of the ODI, as well as an illustration of their organizational chart. Third, appendix “C” provides the Pew Research Center graphical data on the United States population. Fourth, appendix “D” consists of the veteran population graphical data from the National Center for Veterans

Diversity refers to something that is diverse, means that has different kinds or types. Example different languages, culture, religion, colour and background come together in a group is a diverse group.

The situation in today 's Army is clearly much different from what existed years ago. Many changes have occurred, moving the Army 's EO program from a strictly educational and training initiative to a multifaceted management program with clear goals and objectives. These goals and objectives are also an integral part of human relations and are nurtured and developed through a professional military education system.

Army leaders must balance the link between the Army’s culture and it’s climate and institutional practices. When there is a proper balance it has a huge impact on the mindset of the Army’s Soldiers. Their actions or inactions impacts the five key attributes of the profession, and the four fields of expertise, and have long term effects on the Army’s culture and climate. These actions influence Soldiers’ perceptions that they are serving professional who have answered the call of service to the republic, it is important that Soldiers understand that their role is a calling and not just a job.

The United States Army is a gigantic institute with an international presence. One of its fundamental sources of power is the diversity of its personnel, which includes 1.6 million workforce across the active, reserve, civilian, and contractor parts. While the Army was at the vanguard of ethnic incorporation in the 1950s and at present is one of the most assorted institutes in the U.S., further advancement must be made on the diversity front. The term "diversity" can be classified along countless aspects; this paper concentrates on racial diversity since the exceptional and traditionally important role that race has in matters of diversity in the Army. Internal communications concerning delegate leadership throughout the force, the Army sketches power from its cultural and racial diversity.

All elements in this domain scored a five. The VHA focuses on diversity and disparities among Veterans. The comprehensive electronic health record captures demographic information, such as race, ethnicity, language on the initial visit to the facility. This information can then be viewed in the first pane of the patient chart. Although English is the primary language, an interpreter can be made available if necessary. Those patients who are hearing impaired are provided with an interpreter fluent in sign language. Multiple programs are available to Veterans who are underserved. A series of questions are reviewed with the patient annually, with the goal of identifying the Veteran’s needs. These questions focus on routine health care, as well

The dictionary definitions for the term “Diversity” are fairly similar in nature. The American Heritage Dictionary describes the following “The fact or quality of being diverse; difference” and also “A point or respect in which things differ…variety or multiformity”. Merriam-Webster describes the definition as “…Being composed of differing elements” and goes on to

There are many different types of people in the world and many different cultures. Here in the United States alone we have countless cultures. Typically, we think of cultures as being a group of people with the same race or ethnicity. We often forget that a culture is simply, “a way of life of a group of people; the behaviors, beliefs, values, and symbols that they accept, generally without thinking about them, and that are passed along by communication and imitation from one generation to the next, according to Texas A&M University. Based on this definition, a culture is much more than just a group of people that are the same race.

Diversity is defined as “the condition of having or being composed of differencing elements” (Webster Dictionary). Through my clinical experiences I have seen a lot of diversity whether it be different ethnicity, the family culture/make-up or students living with disabilities in the classrooms. Specifically, in my urban clinicals I saw more ethnicity and culture diversity differences between student to student and student to teacher relationships. However, in my suburban school clinical experiences I also saw diversity, but in a different way. Here I saw much more diversity in family make-up.

What is diversity? Well, as Merriam-Webster states, “the quality or state of having many different forms, types, ideas, etc.”

"We end up letting the institution down because we have an end product that isn’t fit, isn’t strong and can’t compete with the men — and how disappointing is that, from a national security perspective?" said retired Lt. Col. Kate Germano (Schogol). Female recruits will most likely not be ready for combat. Every soldier needs to be combat ready for an efficient and successful mission. Combat openings for women will result in them longing for lower standards. The government also wants to push for lowered standards. It is disrespectful to those that serve and go on to serve when recruits aren’t held to equal standards. Men and women are disrespected with double standards. The United States military has gender equal military occupational specialties(MOS) opportunity specifically for combat jobs, so it should have gender equal physical standard throughout its ranks and respective branches.

I will like to focus my research paper on corporate diversity. Not only am I the only african at my job, but I am also the only black female. Most of the people at my job are white caucasians and the higher-ranking positions are filled with caucasian males. The term diversity means something different to different people but according to Merriam Webster, diversity is composed of distinct or unlike elements or qualities (Merriam-Webster, 2015). Synonyms for diversity is distinct, variety, multiformity, mixture and multiplicity.

It is a known fact that in order for companies to flourish, excellent leadership practices and employees go hand-in-hand. What most companies have failed to acknowledge is how diversity within the workplace, especially in management and executive leadership, does not have a very strong presence. Numerous executives have embraced the fact that their hiring practices are inconsistent with their new motto (we do not discriminate…), but fail to realize that it is more of an internal issue than it is external. The government has tried to regulate some of the practices of hiring and firing applicants. The Americans with Disabilities Act includes protection from discrimination based on a disability as well as requirements for employers and those offering other public facilities regarding access and accommodations for disabled employees, vendors, and patrons (Canas and Sondak, pg. 33). The Equal Employment Opportunity Commission (est. 1965) states that is it is an enforcing federal law that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex [including pregnancy], national origin, age [40 or older],disability or genetic information (Canas and Sondak, pg. 187). Though these laws to the have been implemented for the development of a company and provides an equal opportunity for many applicants, they fail to provide the structure to educate senior executives in these specific challenges being faced today. These

Emotional intelligence is an important characteristic in becoming a good leader. “Emotional intelligence is the ability to manage oneself and one's relationships in mature and constructive ways” (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that can emotionally connect to employees to obtain the organization’s goal. “Leaders have always played a primordial emotional role. No doubt humankind’s original leaders-whether tribal chieftains or shamanesses-earned their place in large part because their leadership was

As the global reach of each organization grows, their objectives have not changed, however, their look toward leadership has. The increased diversity in the workplace requires superior synchronization by identified employees to meet effectively the mission and vision of the organization. This individual must be capable of meeting the needs of subordinates with their area of expertise with set expectations for meeting organizational goals. While the world analyzed this need, several theories became known. These theories include: (1) path-goal; (2) situational leadership; and (3) contingency, all of which jumped into the everyday language to fulfill the need to define specific characteristics of the leaders; at that time. Moreover,