Welcome! Cultural Competency Key Considerations for an Inclusive VA Workforce
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
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
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
Slide 16
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.
Department of Veterans Affairs Office of Diversity and
Inclusion John Fuller, Ed.D. Chief Diversity Educator Office of
Diversity and Inclusion [email protected] 202-491-5969
Slide 51
Defines Who We Are Integrity Commitment Advocacy Respect
Excellence