USCG Auxiliary Diversity Moment...November 2024...Able to do the Job

 

USCG Auxiliary Diversity Moment

Diversity Officers, here’s an opportunity to start a discussion with your unit at your next gathering, and doing so, fulfill Goal Category 1.3 in the NACO 3-Star application. Leadership at all levels: Please consider adapting the ideas expressed here in leading yourselves, leading others, leading performance and change, and leading the Auxiliary.

November 2024

 

Able to do the Job

 

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“Abled does not mean enabled. Disabled does not mean less abled.” ― Khang Kijarro Nguyen

Auxiliarist Alexander Urciuoli is a member of Flotilla 6-4 in Monterey, California. Alex has had Cerebral Palsy (CP) since birth, and his condition restricts his mobility. When he first discovered the Auxiliary online, he wondered what the physical requirements would be so that he could contribute to that intriguing organization.

After calling the local Flotilla Commander (FC), Alex found out that there are no physical restrictions to becoming an Auxiliarist. The FC said that he should find the things he wanted to do, and train to do them. Alex attended the next flotilla meeting and was invited to become a Watchstander at the local CG station. He immediately began training, and a year and a half later, in 2011, he earned his Watchstander qualification. Alex has served continuously in that role since then, exemplifying Devotion to Duty.

Of his accomplishments in the Auxiliary, Alex is proudest of taking the Watch every week. “I love working with the crew at Station Monterey,” he said. “For me, watchstanding never gets old.” Despite being a husband, father, and full-time high school teacher, he has consistently dedicated his time to personal and professional development, including becoming an Air Observer, earning his AUXOP, and serving in leadership.

If we are to continue gaining quality members, our recruitment posture should emphasize inclusion. By integrating strategies such as leadership commitment, an overall supportive culture, proactive mentorship, ongoing training, routine recognition, etc., we can create a more dynamic inclusive workforce that values respect, promotes diverse perspectives, and results in a unified team that wants to work together. Following this strategic pattern will aid greatly in retention as well.

Alex was empowered to seize the opportunity to become a valued part of the Auxiliary because his FC maintained an open, welcoming, and inclusive atmosphere where he could thrive. That mindset as a leader was instrumental in guiding Alex (and his shipmates) to success. Implementing inclusion to fully enable our workforce involves a multi-faceted approach and will be successful if one is determined and creative in their application towards that goal.

 

 

   Alex Urciuoli at CG Station Monterey.
   Photo credit: MK2 Liam Breslin

Michael Brown, BC-DUP Outreach (Diversity & Inclusion Directorate)

 

Submitted by:

Thomas W. Bamford, DIR-D

National Director – D&I

U.S. Coast Guard Change Agent

U.S. Coast Guard Auxiliary

U.S. Coast Guard Seventh District

 

“Enthusiasm, Encouragement, Empowerment”