by: Auxiliarist: S. Gershman Flotilla 054-23-07 FSODV
This article was authored for the purpose of discussing individual perceptions and implicit bias, in addition to providing some tools for implementing change in behavior towards others, who may have opposing viewpoints and deep seated beliefs. The below comments offer some samples of inclusive leadership and associated implementation strategies gleaned from my personal and professional career, and identifies why building upon the unity spirit in achieving the goals and objectives of Diversity and Inclusion is important to all members of the USCG, it's Civilian employees, USCG Auxiliary, and the Community in which we serve - with Honor, Respect and Devotion to Duty.
Forward: Target audiences are the USCG and Civilian employees, and the USCG Auxiliary members. The USCG Auxiliary members serve with distinction to support the Gold side, in addition to their Communities, and are continuously in the Public's view. This article recognizes the fact that you don't always know the background and deep seated beliefs of the individuals with whom you come in contact, especially in some of the underrepresented areas that we serve. The examples portrayed in this article are for demonstrative purposes of what is possible, in a more positive light. It tells the reader that Diversity and Inclusion is more than just words on paper. It's an actionable capacity to bring about specific actions that yield specific measurable results. Should the reader open their minds and hearts on how they process information, prejudices, attitudes and beliefs, and are willing to accept something greater than what was their original foundational baseline, change can happen. Everyone knows that each individual has grown up in different circumstances, environments, and have had different life experiences, which shape how we evolve. Some evolve better than others. You can't assume someone is prejudiced, however, you can't assume that they are not.
WHAT IS IMPLICIT BIAS AND WHY DO I CARE?
Implicit Bias - Implicit Bias is part of the Human condition. As Humans, we judge others ... that's what we Humans do! It is the attitudes, or stereotypes that many unconsciously affect someone's actions, decisions or beliefs towards a person or group. As I write this publication, I am aware that the Maryland State Legislators are introducing a pair of bills (HBO 194 and HB0413) that could mandate Police, Judges, State's Attorneys and Public Defenders undergo implicit bias training, in order to recognize and counteract any potential biases they may carry against specific groups. Similarly, of significant importance, the Chief of Naval Operations issued an Extremism Stand-Down on 09 February 2021, mandating implicit bias training, aiming to reduce or eliminate the risk of bias and the mistreatment of minorities, or those who have a disability, speak a different language, as well as other marginalized groups not identified here. Why is Implicit Bias Important? - It takes a Human to teach hate. It also takes a Human to address and correct it. Some are of the opinion that what we are experiencing today has no relevance to the USCG, or to the Auxiliary, which is patently false. We need to get out in front of, and ahead of the bow wave of hate and extremist behaviors, as it is counter to our beliefs and the oath that we all took. It is our mission to work with the Community in which we serve. Implicit Bias affects how we deal with people. Our ability to empathize, to be tolerant of other people's opinions, to be cognizant of each individual's background and experiences, significantly increases the level of mutual respect and understanding, which could affect how we see them, and how they see us! (WiiFM) What's in it For Me? -Recruitment, Personal Growth, Progressive Development, Retention, promotes and maintains a Force Multiplier. When this becomes an inherent capability, or a standard operating procedure, it fosters mutual respect and a community of unlike minded people coming together and accepting and valuing different people's perspectives, without yelling or talking over each-other or trying only to prove their own perspective. Integrating Diversity yields individual and group strength, a personal capacity and capability to be cooperative, fostering successful outcomes, and broadens perspective and team dynamics. This is more than tolerance; it is a constructive partnership towards a progressive common goal. It will take Diversity and Inclusion, with extreme tolerance of each other's perspectives, to create and realize future progress - for all. It can be accomplished, but it starts with each one of us. So, How Do I Thread the Needle? - By including Diversity and Inclusion in our daily lives, integrating other people's perspectives, perceptions and beliefs, more likely than not, could deliver something greater than one individual could have accomplished by him/herself. It is the approach to threading the needle between a person's perspectives, beliefs and reality...and the truth. I often get the question, so how do I make it happen? There are many ways, but I offer the following examples for consideration.
Example #1: The ability of understanding both sides of an argument cannot be overstated, or undervalued. I am reminded of an exercise in which I participated in High School. The Teacher divided our class in half, and gave instructions; the left side of the room is For, and the right side is Against. He gave us a topic, and we broke into our respective groups. I always like to see a good debate, and was excited to participate in this exercise, until the Teacher ruined it for me, and provided further instructions. You need to argue the facts, and make a case For, and then after hearing the other side, state the other team's opposing position in words acceptable to THEM. This was a very uncomfortable exercise, and the fact I remember it to date, says something. It wasn't easy, but it gave me a new perspective and appreciation for understanding both sides of an argument.
Example #2: The Clock - Another personal example that sticks in my mind is the clock. Most of us were taught how to read the face of a clock, to tell time by the age of 5. However, if you remove the spindle and hands, and draw diagonal lines under each group of two numbers, the sum will always be 13. This is emblematic of how someone can look at something their whole life, and come out with a totally different perspective and result. It is suggested that this exercise opens up the aperture of Human judgment, and looks at other possibilities within. SUMISALWAYS I3
Example #3: The Knowledge Pie-The Pie Chart breaks down a person's total knowledge into slices, providing a clearer understand ding of what we know, what we don't know and more importantly, what we don't know we don't know. Thank God for Murphy's Law, who shows up in the nick of time! The mass volume identified in the pie chart are the unknowns, and I propose are new possibilities. This is the area where various tools, people and skill sets are needed to access these potential new breakthroughs, delivering something never thought possible. Some tools which may be applicable are Total Quality Management, Quality Circles, Business Process Re-Engineering, Malcolm Baldrige Criteria, Lean Six Sigma, Statistical Process Control, Dr. Steven Covey's "7 Habits of Highly Effective People", Landmark (Education) Forum, or a cast of other mechanisms. The bottom line is it portrays what is possible.
One subject offered as applicable is Recruitment and Retention. During WWII, there were approximately 50,000 members in the USCG and the Auxiliary. Then in 2004, there were 35,000 members. As of 2018, there were approximately 24,000 members. It is evidence of the downward trend, and it won't get better, until we implement some new initiatives for recruitment and retention. This is going to take some thought - and hard work. The issues plaguing our Nation, our Communities, and the socio-economic environments, all have a direct and relevant impact to obtaining potential new members. Some people may claim this has zero relevance to the Coast Guard or to the Auxiliary. I strongly disagree, and refer back to my first paragraph; implicit bias and extremism infiltrates our people. As this pertains to us, I submit that the off er to provide a safe space, instill trust, confidence, coaching, caring and belonging would be "the hook" for new members, especially with the youth; belonging to a team performing something really important and giving back to the Community. For new members, assign them a mentor. The worst thing you can do is leave them alone. If we can better
understand how the youth and college students/graduates think, we can be more prepared to implement recruitment, training and coaching abilities, to make them better than what they already are.
What is Most Important?
What is most important is building relationships, and to measure what matters most - our people and organizational excellence. Where the social fabric is strong, the organization is active and healthy. Were it is weak, the organization struggles, people get disgusted, and leave. This means that some of our stretch goals should be outreach, implicit bias awareness training, team development, improving our individual skills, coaching and encouraging those interests which
make our members excel at what makes them happy. We all joined for our own personal reasons. I surmise that we want our efforts to have a positive impact on the very people who need us, in whatever specialties we choose to pursue.
I challenge the reader to be maniacally diligent in assessing their own personal beliefs, and open oneself to inculcating these important traits, to be cognitively aware of Implicit Bias, continually developing and enhancing Diversity and Inclusion traits in their daily lives. It is through these practiced skills and abilities that it will be commonplace to foster new ideas, new capabilities, and deliver extraordinary results. Therefore, through the acceptance and promulgation of
Diversity and Inclusion, we will ultimately build a sustaining diverse and equal opportunity workforce environment ... and a Force Multiplier.
In closing, Diversity and Inclusion is part of the United States Coast Guard, and the Auxiliary's mission. It is time for a renewed commitment to each-other, and to the Community which we serve. Let every person in need of assistance have a claim on your conscience. So, if there is one thought to leave you with, in this time of turmoil and extremism in our Country, as told to all of us long ago in the words of my Flotilla Commander, "If you stay focused on the mission, you can't go wrong."
Disclaimer: The views, expressions and personal examples presented are those of the author, and were obtained
through personal and professional experience. The goals and objectives of Diversity and Inclusion within the United States Coast Guard, and the United States Coast Guard Auxiliary, are the official views of the United States Coast Guard. For more detailed guidance on the Mission, Vision, and Values, please refer to the Office of Diversity and Inclusion (CG-127) webpage dcms.uscg.mil.