Key Considerations for an Inclusive VA Workforce Leading by Putting Your Followers First If you are going to engage the best and the brightest and retain them theyd better think that you care more about them than you care about yourself ID: 704848
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Slide1
Welcome!
Cultural CompetencyKey Considerations for an Inclusive VA Workforce Slide2
Leading by Putting Your Followers FirstIf you are going to engage the best and the brightest and retain them, they’d better think that you care more about them than you care about yourself. It’s about distilling the complex to the simple; and I’ve seen leaders fail because they do the reverse, by trying to make things into some intellectual exercise.”
2
Don Knauss
Chief Executive of the Clorox Corporation
(Former US Marine)
Proctor & Gamble
March 23, 2014Slide3
The VA’s D&I Strategic PlanA Diverse WorkforceAn Inclusive Workplace
Outstanding Public ServiceD&I Strategic PlanSlide4
Key ConsiderationsExamining: External/Internal Influences, Incivility, Psychological SafetyDefining: Diversity, Inclusion, Unconscious Bias Recognizing:
Culture, Cultural CompetenceDiscussing:
LGBT, Military, Veteran, Religious, Generations Slide5
Branding’s ImportanceReputation/HistoryPride in daily accomplishments
Responses to criticisms
Passion for excellence
5Slide6
External FactorsFrom Road Rage to Desk RageSlide7
Examining External FactorsWork-Life balance disruptionsFamily member unemployed long termFinancial, Marital, Medical
Elderly parent/child care Adult children back home
From 2008-2012, only 11% of workers unemployed for more than six months found work again, Princeton University Study, released December 2013
Slide8
Examining Internal Factors Current supervisor – single most important factor Job assignments, lack of resources/training Shift, overtime, advancement opportunities Telework flexibility
Co-workersSlide9
Blatant:Discipline or put downs in front of others Rude or intolerable behavior Gossip/backstabbingWithholding of deserved praiseSubtle:Consistently lateCold shoulder treatmentTech etiquette - 76%Internal Factors - IncivilitySlide10
Internal FactorsRisky Humor?Necessary - humor relieves tension and energizes
Risky - differing perspectives & range of toleranceStopping unwelcome humorSlide11
Dynamic CountermeasuresAppreciation & Respect Thank you, great job! Identify, motivate, and engage existing talent
Assume the best intentions of employees Create psychological safetySlide12
Psychological Safety Free expressions of ideas/recommendations Civility, mutual respect Minimizes conflict Institutional expectationSlide13
Diversity“It’s not Quantum Physics”
State of being - what makes us uniquePrimary and secondary dimensions
Quantum physics deals with physical
phenomena at nanoscopic scales where
the action is on the order of the Planck
Constant.Slide14
Primary Dimensions of DiversitySlide15
Secondary Dimensions of DiversitySlide16
SLBCFLTK
CFLTK
SPRND
HLMG
CFLTK
SLB
SPRND
SLB
SPRND
HLMG
CFLTK
HLMG
SPRND
CFLTK
11 million pieces of information at any one time
40-50 pieces
of information get absorbedSlide17
REDGREEN
YELLOW
BLUE
GREEN
BROWN
PURPLE
YELLOW
BLUE
BROWN
BROWN
BLUE
YELLOW
GREEN
REDSlide18
Unconscious BiasFlight or fight response – Amygdala Safe, likeable, valuable, and competent
Confirms already held beliefs - reality
Impacts perceptions
May impact decisions
Slide19
Workplace InclusionDistinctive skills, experiences, and perspectivesValued and respected employees Enhances productivity, morale, satisfaction
State of mind - discretionary activity Decreases legal vulnerabilitySlide20
What is Culture?Culture is the integrated pattern of thoughts, communications, actions, customs, belief, values, and institutions associated, wholly or partially, with racial, ethnic, or linguistic groups as well as with religious, spiritual, biological, geographical or sociological characteristics. Elements include primary and secondary dimensions of diversitySlide21
Cultural Competency Set of blended behaviors, attitudes, policies Recognizes, affirms & values the cultural differences, similarities & worth of individuals, families & communities Awareness of different interpretations Adapting communications and interactionsSlide22
RELIGIOUS AND SPIRITUAL BELIEFS
CHRISTIANITY
HINDUISM
TAOISM
BAHAPI
BUDDHISM
JAINIBM
SHINTO
NATIVE
SPIRITUALITY
JUDAISM
SIKHISM
ISLAM
CONFUCIANISMSlide23
Religious/Spiritual AwarenessCultural expectationsRestrictions on touching, distance, and modesty
Respecting conflicting beliefs
Reasonable accommodation or expressions
Holiday parties and displaysSlide24
Military and Veteran Cultures Culture and branches Resilience, diversity, sacrifice, deploymentsTraumatic
events, driving forces, military values Far less connected to civilian population
24Slide25
Veterans and Era of ServiceWorld War 2 Era: 1941 – 1946Korean War Era: 1950 – 1955Vietnam War Era: 1961 – 1975Cold War Era: 1945 – 1991
Gulf War Era: 1990 - PresentSlide26
Washington DC VAMC Percent Veterans FiscalYear% Veterans
200924.31
2010
23.66
2011
26.28
2012
25.32
2013
25.09
2014
25.73Slide27
Military JargonDocTunnel RatFUBARO Dark 30HeadJarheadMOSGun Bunny
KandaharGruntP-38 (John Wayne)
MREButter Bar
Mustang Officer
Kevlar
Humvee
IED/TBI/PTSD
Slide28
Employment BarriersDisability rate higher – more hidden disabilitiesLack of civilian work experienceRecognition of skills, certifications, licensing
Impact and “B principle”
*
44 percent of veterans who served since 9/11 were having trouble adjusting to civilian life, *Pew Research Survey, 2012.Slide29
Women Veterans
29Slide30
Median age 49 (men 64) Body Armor (30-60 lbs.) 25% have disability ratings of 50% or higher Higher college attendance/completion vs. men Incorrect diagnoses - complex claims (MST) Women Veterans Call Center
1-800-VA-Women
Women Veterans Slide31
Military & Veteran Suicide RatesMore suicide than combat deaths 2012/2013One active duty member every 17 hours in 2013
22 Veteran suicides per day70% of Veteran suicides over 50 years old
DoD
and VA
i
ntensive preventative programs
The
Veterans Crisis Line
1-800-273-8255Slide32
Generational Awareness From Typing to TweetingSlide33Slide34
4 Generations Currently in the U.S. WorkforceTraditionalist
Baby BoomerGeneration XMillennial1927 –1945
1946 –1964 1965 – 19801981 – 2000
Greatest
Generation
Matures
Silent
Generation
Veterans
Boomers
Baby Bust
Gen X
Xers
Digital Generation
Echo Boomers
Generation E
Generation YNextersN-GensNet GenerationSlide35
Generational AwarenessHistorical experiencesAdaptations/Preferences
Twist –Disco – Rock – Twerk
Rotary, Party Line, Digital, Cell, Smartphone
“Kodak Moment” – Selfies
Redefining Millennial (49% Patriotic vs. 64-81%)Slide36
Millennial versus HR Perceptions Millennials Human Resources
People savvy 65% 14%Tech-savvy 35% 86%Loyal to employers 82% 1%Fun-loving 14% 39%
Hard-working 86% 11%Slide37
What Generation? Seeking challenge, meaningful work; (no “paying dues”) Chance to prove they can perform at high level Wants a position of responsibility ASAP
Less respectful of authority, especially the old generations Resents being viewed by older generations as having little or no experience
Tends to be more job mobile
Boomers!
Training and Development Journal
November, 1970Slide38
The young have exalted notions, because they have not been humbled by life or learned its necessary limitations; moreover, their hopeful disposition makes them think themselves equal to great things—and that means having exalted notions. They would always rather do noble deeds than useful ones: Their lives are regulated more by moral feeling than by reasoning.... All their mistakes are in the direction of doing things excessively and vehemently. They overdo everything; they love too much, hate too much, and the same with everything else.
Aristotle (384- 322 BC)
Book II, 1389.a31Slide39
Inspire, Connect, Support Retaining institutional knowledgeMillennials majority of workforce by 2025Multi-tasking, work and management stylesCommunication skills, initiative, energy
Visual cue recognition challenges
39Slide40
Washington DC VAMC Retirement Eligible Retirement Eligible FY# Employees
% Eligible
2014
441
18.27
2015
547
22.66
2016
628
26.01
2017
717
29.70
2018
821
34.01
2019
917
37.99
2020
1,004
41.59
2021
1,076
44.57Slide41
Sexual OrientationPerson’s attraction to same or different sexUsually defined as lesbian, gay, bisexual, or heterosexualCreating bonds – workplace conversations
Decline and fall of the “H” WordSlide42
Lesbian G
ayBisexual
LGBT
Lesbian
and
gay
refer, respectively, to women and men who are attracted to individuals of the same sex.
Bisexual
refers to those who are attracted to both men and women. Slide43
Additional LGBT Terms Gender queer Ally Coming Out ClosetedTwo-Spirit
Don’t Ask Don’t TellSlide44
Transgender“Umbrella” termIndependent of sexual orientationGender identity - Inner sense of male/femaleGender expression - behavior, clothing, haircut, voice and body characteristicsMaking the decision to transitionSurgical or hormonal decisions
44Slide45
USA LGBT PopulationEstimated 9 million LGBT Americans3.5% USA Adults identify as Lesbian, Gay, Bisexual
0.3% as transgender
Gary J. Gates, “How Many People are Lesbian, Gay, Bisexual, and Transgender?” The Williams Institute, April 2011. Slide46Slide47
External/Internal Influences, IncivilityPsychological Safety, Unconscious BiasDiversity, Inclusion, Culture, Cultural CompetencyLGBT, Military, Veteran, Religion, Generations
Summary of Key ConsiderationsSlide48
Connections to Cultural Competency
Diversity
Inclusion
Cultural Competency
ODI EmployeesSlide49
Department of Veterans AffairsOffice of Diversity and Inclusion
John Fuller, Ed.D.
Chief Diversity Educator
Office of Diversity and Inclusion
John.Fuller2@va.gov
202-491-5969Slide50
Defines Who We Are
I
ntegrityCommitment
A
dvocacy
R
espect
E
xcellence