By Nelson Lim
Discusses preliminary steps that the dept of safeguard (DoD) may still take up constructing a department-wide strategic plan to accomplish better variety inside its lively responsibility and civilian management. Key questions comprise how variety might be outlined, how growth towards range might be measured, and the way DoD leaders will carry themselves and others answerable for such development. features a precis of findings from the 2007 DoD variety Summit.
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Additional resources for Planning for Diversity: Options and Recommendations for DoD Leaders
As an integral step toward articulating a diversity vision, DoD leadership must deﬁne what diversity means to all of DoD. Unless diversity is uniformly deﬁned, the details 1 Amanda Kraus, one of the summit presenters, also conﬁrmed that the vision ought to be articulated in a way that makes it compelling to all members (see appendix, pp. 78–79). 11 12 Planning for Diversity: Options and Recommendations for DoD Leaders of the plan that follows will be too abstract and not actionable for DoD components; diversity will connote diﬀerent things to diﬀerent people.
Xiii; emphases are in the original). Those advocating this view contend that diversity must apply to everyone in the organization in order to produce the intended eﬀect. As long as there is a distinction between groups, says Thomas, the crusade for diversity will plateau. In short, diversity is about individuals, not groups. 1) seem to be inﬂuenced by this broad deﬁnition of diversity. Therefore, potential negative consequences of this course must be carefully considered. A major result of a broader deﬁnition may be an increasing gap between the demographics of the military and the population it 2 Restrictions on women are not consistent across Services.
Cognitive diversity: personality types, such as extrovert/introvert and Type A/Type B, and thinking styles, such as quick, decisive thinking versus slow, methodical thinking 3. structural diversity: organizational background characteristics including Service, work function, and component 4. S. , members of foreign military services and foreign nationals). Amanda Kraus and colleagues summarize the ﬁndings: Respondents were slightly more likely to perceive that demographic, cognitive, and global diversity had a positive rather than a negative impact; only for structural diversity were respondents 22 Planning for Diversity: Options and Recommendations for DoD Leaders more likely to perceive a negative impact.