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The Smith Mountain Lake Flotilla has a new diversity program beginning in 2024.
Our staff officer for diversity programs is Mr. Dave Hobart.
See announcements below for more information.
MARCH NEWS
USCG Auxiliary Diversity Moment
Utilizing these “Moments” fulfills Goal Category 1.3 in the NACO 3-Star Diversity application.
“Unity, not uniformity, must be our aim. We attain unity only through variety. Differences must be integrated, not annihilated, not absorbed...” ~Mary Parker Follett
The quote above emphasizes the importance of unity amidst diversity, highlighting the idea that true unity is not achieved through enforcing uniformity but rather through respecting and integrating differences.
Let's examine each part of the quote:
"Unity, not uniformity, must be our aim." Unity refers to a common goal or purpose, and ours should be focused primarily on saving lives, property, and protecting the marine environment. It implies harmony and coherence amongst the membership. Uniformity, in this case, suggests sameness or homogeneity.
Uniformity belongs to uniforms, not people. It implies a lack of diversity or variation. While it's essential to strive for unity to accomplish anything, it's crucial to understand that unity doesn't necessitate everyone being the same. Instead, it's about finding common ground and being respectful to our membership.
"We attain unity only through variety." This part underscores the idea that diversity is not an obstacle to unity but rather can be employed in a positive manner to achieve unity. It suggests that embracing variety is essential for achieving creativity and mission success.
"Differences must be integrated, not annihilated, not absorbed." Destroying or absorbing differences implies a form of assimilation or domination over others, which can lead to marginalization and shutting down communication. Seriously reach out for feedback and see where ideas, or parts of ideas can be integrated, then implemented. We want our shipmates to feel they are part of the family. This is part of how we can strengthen our units to achieve goals.
Striking the proper balance between unity and diversity is a dynamic and situational thing, which is perhaps easier said than done. We should always advocate for a paradigm of inclusivity, cooperation, and mutual respect. It should become a mindset for all of us to find ways to advance respect. Let’s continue to involve our membership in all aspects of our missions, big and small, and in doing so, we promote retention and unity.
Michael Brown, BC-DUP Outreach (Diversity & Inclusion Directorate)
MAY NEWS
USCG Auxiliary Diversity Moment
Optimize Respect
“Let every man be respected as an individual and no man idolized.”
~Albert Einstein
The Coast Guard’s Core Values are “Honor, Respect, Devotion to Duty.” Must respect always be earned? If we show disrespect to our shipmates (or really to anyone), then why would anyone want to continue to serve, much less join our team in the first place? If we go to the other extreme, idolizing, then again, why would anyone want to participate with those who foster and/or submit to that behavior?
Among adults in our culture, respect is usually something that is earned rather than automatically granted. This is particularly true in where individuals are expected to demonstrate their competence, integrity, and consideration for others over time. Respect is the acknowledgment of someone's worth, abilities, or qualities, which is what Einstein was driving at. In the military, it is an outward display of recognizing one’s position as well. Respect is an act of balance. Idolizing tends to involve a sense of unrestrained reverence and adulation usually directed towards a higher power or authority. Here, the line between respect and worship can sometimes blur, leading to unhealthy dynamics which we will call “toxic idolizing.”
It's important to recognize that there's a baseline level of respect that is often expected in all human interactions, simply as a matter of common decency and courtesy. This basic respect should be given initially to everyone until their actions or behavior indicate otherwise. This is not an argument to justify rudeness, however. So, while respect may need to be earned in deeper or more significant ways, basic respect for human dignity and rights is considered a fundamental aspect of social interaction. Exhibiting proper respect avoids toxic idolizing and invites all our shipmates to be positively involved.
By staying mindful of these dynamics and actively working to maintain healthy boundaries and perspectives, you can ensure that respect remains just that—respectful admiration while avoiding toxic idolizing behavior. In situations where there's a significant power differential, such as between a leader and their followers, respect can morph into toxic idolization as people feel compelled to defer to authority unquestioningly. In any case, basic respect of our fellow shipmates covers pretty much everything we represent, or at least, should represent to ourselves and those around us.
Michael Brown, BC-DUP Outreach (Diversity & Inclusion Directorate)
JUNE NEWS
USCG Auxiliary Diversity Moment
T.W.O. is One
“Total Workforce Optimization” is a natural outgrowth of diversity as it has been characterized in recent years. Let’s briefly explore how diversity is different than total workforce optimization, the new focus and terminology of our Coast Guard commandant and this directorate."Diversity" has typically emphasized the variety of identities and backgrounds represented within a group or organization, often focusing on things such as race, gender, age, disability, etc. It emphasizes the importance of inclusivity and representation. These are worthy goals, however, "total workforce optimization" encompasses an extended broader perspective that includes diversity and inclusivity but goes further. It involves maximizing the effectiveness, productivity, and potential of the entire team, which includes individuals’ talents, experiences, and perspectives.
When all involved are aware of these important qualities and incorporate them into a team’s overall strategy, the end results are going to be more productive and satisfactory. Leadership should promote this approach and adapt the process to best fit their unit and the goal or goals desired. In this way, we maximize the effectiveness and potential of our entire workforce by enhancing the performance and capabilities of every individual within the Auxiliary.
We must always look to what unites us (aside from our membership in the Auxiliary) and then leverage that diversity of thought and perspective to move our collective work forward. “Total Workforce Optimization” is not just another mission statement or slogan. It is a real and meaningful change to enhance and progress our missions. This self-investment will make the Auxiliary more effective and innovative – in addition to improving the morale of our membership.
Michael Brown, BC-DUP Outreach (Diversity & Inclusion Directorate)