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Welcome! Cultural Competency Key Considerations for an Inclusive VA Workforce.

Date post: 16-Dec-2015
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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
  • 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
  • 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.
  • 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 [email protected] 202-491-5969
  • Slide 51
  • Defines Who We Are Integrity Commitment Advocacy Respect Excellence

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