transcript
- Slide 1
- Slide 2
- Welcome! Cultural Competency Key Considerations for an
Inclusive VA Workforce
- Slide 3
- 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.
Its about distilling the complex to the simple; and Ive 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, 2014
- Slide 4
- The VAs D&I Strategic Plan 1.A Diverse Workforce 2.An
Inclusive Workplace 3.Outstanding Public Service D&I Strategic
Plan
- Slide 5
- Key Considerations Examining: External/Internal Influences,
Incivility, Psychological Safety Defining: Diversity, Inclusion,
Unconscious Bias Recognizing: Culture, Cultural Competence
Discussing: LGBT, Military, Veteran, Religious, Generations
- Slide 6
- Brandings Importance Reputation/History Pride in daily
accomplishments Responses to criticisms Passion for excellence
5
- Slide 7
- External Factors From Road Rage to Desk Rage
- Slide 8
- Examining External Factors Work-Life balance disruptions Family
member unemployed long term Financial, 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
- Slide 9
- Examining Internal Factors Current supervisor single most
important factor Job assignments, lack of resources/training Shift,
overtime, advancement opportunities Telework flexibility
Co-workers
- Slide 10
- Blatant: Discipline or put downs in front of others Rude or
intolerable behavior Gossip/backstabbing Withholding of deserved
praise Subtle: Consistently late Cold shoulder treatment Tech
etiquette - 76% Internal Factors - Incivility
- Slide 11
- Internal Factors Risky Humor? Necessary - humor relieves
tension and energizes Risky - differing perspectives & range of
tolerance Stopping unwelcome humor
- Slide 12
- Dynamic Countermeasures Appreciation & Respect Thank you,
great job! Identify, motivate, and engage existing talent Assume
the best intentions of employees Create psychological safety
- Slide 13
- Psychological Safety Free expressions of ideas/recommendations
Civility, mutual respect Minimizes conflict Institutional
expectation
- Slide 14
- Diversity Its not Quantum Physics State of being - what makes
us unique Primary and secondary dimensions Quantum physics deals
with physical phenomena at nanoscopic scales where the action is on
the order of the Planck Constant.
- Slide 15
- Primary Dimensions of Diversity
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- Secondary Dimensions of Diversity
- Slide 17
- SLBCFLTK SPRNDHLMGCFLTK SLBSPRNDSLB SPRNDHLMGCFLTK
HLMGSPRNDCFLTK 11 million pieces of information at any one time
40-50 pieces of information get absorbed 40-50 pieces of
information get absorbed
- Slide 18
- REDGREENYELLOW BLUEGREENBROWN PURPLEYELLOWBLUE BROWN BLUE
YELLOWGREENRED
- Slide 19
- Unconscious Bias Flight or fight response Amygdala Safe,
likeable, valuable, and competent Confirms already held beliefs -
reality Impacts perceptions May impact decisions
- Slide 20
- Workplace Inclusion Distinctive skills, experiences, and
perspectives Valued and respected employees Enhances productivity,
morale, satisfaction State of mind - discretionary activity
Decreases legal vulnerability
- Slide 21
- 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 diversity
- Slide 22
- 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
interactions
- Slide 23
- RELIGIOUS AND SPIRITUAL BELIEFS
- Slide 24
- Religious/Spiritual Awareness Cultural expectations
Restrictions on touching, distance, and modesty Respecting
conflicting beliefs Reasonable accommodation or expressions Holiday
parties and displays
- Slide 25
- Military and Veteran Cultures Culture and branches Resilience,
diversity, sacrifice, deployments Traumatic events, driving forces,
military values Far less connected to civilian population 24
- Slide 26
- Veterans and Era of Service World War 2 Era: 1941 1946 Korean
War Era: 1950 1955 Vietnam War Era: 1961 1975 Cold War Era: 1945
1991 Gulf War Era: 1990 - Present
- Slide 27
- Washington DC VAMC Percent Veterans Fiscal Year % Veterans
200924.31 201023.66 201126.28 201225.32 201325.09 201425.73
- Slide 28
- Military Jargon Doc Tunnel Rat FUBAR O Dark 30 Head Jarhead MOS
Gun Bunny Kandahar Grunt P-38 (John Wayne) MRE Butter Bar Mustang
Officer Kevlar Humvee IED/TBI/PTSD
- Slide 29
- Employment Barriers Disability rate higher more hidden
disabilities Lack of civilian work experience Recognition 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.
- Slide 30
- Women Veterans 29
- Slide 31
- 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
- Slide 32
- Military & Veteran Suicide Rates More suicide than combat
deaths 2012/2013 One active duty member every 17 hours in 2013 22
Veteran suicides per day 70% of Veteran suicides over 50 years old
DoD and VA intensive preventative programs The Veterans Crisis Line
1-800-273-8255
- Slide 33
- Generational Awareness From Typing to Tweeting
- Slide 34
- Slide 35
- 4 Generations Currently in the U.S. Workforce
TraditionalistBaby BoomerGeneration XMillennial 1927 19451946
19641965 19801981 2000 Greatest Generation Matures Silent
Generation Veterans Boomers Baby Bust Gen X Xers Digital Generation
Echo Boomers Generation E Generation Y Nexters N-Gens Net
Generation
- Slide 36
- Generational Awareness Historical experiences
Adaptations/Preferences Twist Disco Rock Twerk Rotary, Party Line,
Digital, Cell, Smartphone Kodak Moment Selfies Redefining
Millennial (49% Patriotic vs. 64-81%)
- Slide 37
- Millennial versus HR Perceptions Millennials Human Resources
People savvy65%14% Tech-savvy35%86% Loyal to employers 82% 1%
Fun-loving14%39% Hard-working86%11%
- Slide 38
- 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,
1970
- Slide 39
- 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 thingsand 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.a31
- Slide 40
- Inspire, Connect, Support Retaining institutional knowledge
Millennials majority of workforce by 2025 Multi-tasking, work and
management styles Communication skills, initiative, energy Visual
cue recognition challenges 39
- Slide 41
- Washington DC VAMC Retirement Eligible Retirement Eligible FY #
Employees% Eligible 201444118.27 201554722.66 201662826.01
201771729.70 201882134.01 201991737.99 20201,00441.59
20211,07644.57
- Slide 42
- Sexual Orientation Persons attraction to same or different sex
Usually defined as lesbian, gay, bisexual, or heterosexual Creating
bonds workplace conversations Decline and fall of the H Word
- Slide 43
- Lesbian Gay Bisexual 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.
- Slide 44
- Additional LGBT Terms Gender queer Ally Coming Out Closeted
Two-Spirit Dont Ask Dont Tell
- Slide 45
- Transgender Umbrella term Independent of sexual orientation
Gender identity - Inner sense of male/female Gender expression -
behavior, clothing, haircut, voice and body characteristics Making
the decision to transition Surgical or hormonal decisions 44
- Slide 46
- USA LGBT Population Estimated 9 million LGBT Americans 3.5% 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.
- Slide 47
- Slide 48
- External/Internal Influences, Incivility Psychological Safety,
Unconscious Bias Diversity, Inclusion, Culture, Cultural Competency
LGBT, Military, Veteran, Religion, Generations Summary of Key
Considerations
- Slide 49
- Connections to Cultural Competency
- Slide 50
- Department of Veterans Affairs Office of Diversity and
Inclusion John Fuller, Ed.D. Chief Diversity Educator Office of
Diversity and Inclusion John.Fuller2@va.gov 202-491-5969
- Slide 51
- Defines Who We Are Integrity Commitment Advocacy Respect
Excellence