You probably have heard the word "DIVERSITY". Most often, you may have heard discussions of "Diversity in the work place". To tell the truth, diversity exists in every thought, word and deed of every human being. There is diversity in every creation on this planet. One cannot escape diversity. One can chose to embrace the usefulness diversity offers, or one can shun the values of respect for one another.
Diversity is not just about ones rights, as in one's civil rights. Simply put, it is about respect for one another and getting along. Most people get up in the morning without the intent to cause some kind of harm or trouble for one another. However, in today's world some might argue that point.
It is incumbent for all of us to understand the principles and values laid out by USCG and USCGAUX policy. It is the policy of the USCG, to establish an organizational climate and culture that values diversity, and one that enables personal growth and achievement for everyone, at all levels. These policies and procedures are intended to better the communication of standards and expectations.
This is the message I deliver to all of our new members, prospective members and transfers, during our Division wide Member Orientation program. These individuals are the future leaders of our Flotillas, the Division, the District, and perhaps National positions. We want to deliver this same message to all of our members, regardless if they are "new" or not.
Everyone who has become a member of the Auxiliary came in with expectations. We need to be sure we, as leaders, can help them to achieve those expectations. If we cannot or do not continually strive to meet these expectations, what makes you think these members will recommend the Coast Guard Auxiliary, as the "Volunteer Organization of Choice"? This "choice" comes straight out of the Coast Guard's vision message of diversity for the Auxiliary.
If we can successfully apply these tactics, the resulting ability to attract, recruit, and more importantly, the retention of new membership will be a positive. Just like in any business, word of mouth can make or break an organization. We are no different. In today's social media world, the "word of mouth" can have a significant impact on our efforts almost instantly.
They want and we want to develop strong skills, and to bring mutualtalents for demonstrating our readiness in support of the Coast Guard missions.
"The Coast Guard considers diversity a matter of readiness". This message comes right out of our established best practices. To be ready one needs to be prepared. How is one prepared? Our mission preparedness and our readiness come from education, training, practice, learning new tasks, and ever so importantly, working as a team. You will see this same readiness message once more when you complete the AUXCT Civil Rights course.
It is the responsibility for all of us, every single member, to foster the strengths we inherit based on the values of diversity management.Overall, it comes down to the core values, which we all should trust.
HONOR ~ RESPECT ~ DEVOTION to DUTY
The D&I-Directorate will do everything we can to support these challenges, and you. However, it is going to take all of us, as the team we are supposed to be, to make the vision for the Coast Guard Auxiliary a reality.
"Don't lower your expectations to meet your performance. Raise your level of performance to meet your expectations".
~ Ralph Marston
Submitted by:
Thomas W. Bamford
Division Chief – Diversity Administration (DVC-DA)
U.S. Coast Guard Auxiliary