NAVY INCLUSION AND DIVERSITY

[Tony]

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NARR/REF A IS NAVADMIN 254/19 CULTURE OF EXCELLENCE.  
REF B IS NAVADMIN 051/20 NAVY INCLUSION AND DIVERSITY POLICY UPDATE.  
REF C IS SECDEF MEMORANDUM ACTIONS FOR IMPROVING DIVERSITY AND INCLUSION IN 
THE DEPARTMENT OF DEFENSE.  
REF D IS 12-STAR MESSAGE PROMULGATION OF SIGNATURE BEHAVIORS OF THE 21ST 
CENTURY SAILOR NAVY CORE VALUES, NAVY ETHOS, AND CORE ATTRIBUTES IN ACTION, 
VERSION 2.0//

SUBJ/NAVY INCLUSION AND DIVERSITY//

RMKS/1.  I hope you have had the opportunity to view my second video, It 
Starts with Us, encouraging a dialogue about race relations and inclusion 
within the Navy.  We have been working to build a better Navy through the 
Culture of Excellence approach announced in references (a) and (b).  One very 
important aspect of this approach is recognizing that we come from all walks 
of life, with different and valuable experiences and perspectives.  Our 
differences make our Navy, our connection to each other and our families and 
communities even stronger.

2.  Our efforts are taking us in the right direction, but clearly not enough 
has been done to face the challenges of today.  Three weeks ago, I asked you 
to listen.  Now, I am strongly encouraging every Navy leader uniform and 
civilian, active and reserve - to start a dialogue at each of your commands.  
As a Navy, we must seize this opportunity to engage in conversations about 
race relations and inclusion within our force. Now is the time to have open 
and honest conversations across our Navy.  We need to identify what is really 
happening, understand where barriers exist and listen to all perspectives on 
how we can bring our unique skillsets together to tackle these issues.  This 
is not the problem of one group of people.  This is our Navy, and we need a 
greater understanding of the experiences that make us One Navy Team and build 
trust and connection in our teams.

3.  In addition to these conversations at every command and at every level, 
we are standing up Task Force (TF) One Navy reflecting the diversity of race, 
ethnicity, gender, age, and ranks from across our Navy to identify barriers 
and corrective actions to eliminate inequalities between groups of people.  
TF One Navy will leverage outreach focus groups from both within and outside 
the Navy representing diversity of race, ethnicity, gender, age, and rank to 
ensure a diversity of experience and perspectives.  Additionally, in line 
with reference (c), the Secretary of Defense is setting up a Department of 
Defense (DoD) Board on Diversity and Inclusion to address DoD-wide issues of 
diversity, equity, inclusion and belonging within the DoD.  While we have 
been committed to Inclusion and Diversity for many years, current events 
shine a light on the need for us to do more and to do it more quickly.

4.  At the command level, we need to:
    a.  Start a dialogue with your superiors, peers and teams and listen to 
their personal stories and experiences.  If we have not directly experienced 
racism, sexism, ageism, or other forms of discrimination, it is often 
difficult to realize they exist.
However, they do exist in our Navy and country, and it is our responsibility 
to eliminate them.
    b.  Keep the conversation going.  Practice inclusion every day by 
integrating Sailor and civilian perspectives in early stages of problem-
solving and idea generation.  In each meeting you have and problem you 
tackle, include all perspectives to gather varied points of view that will 
help you make the best decision.
    c.  Leverage your Command Resilience Team to understand what is happening 
in your command.  Look at your most recent command climate assessment with 
fresh eyes.  Surveys may show you some of the problem areas in your command 
that you can address in your conversations.
    d.  Advocate and model the leadership style that motivates people to 
speak up, be empathetic listeners, stand up for each other, learn and grow.  
Ensure doors are open for conversations and opportunities are available for 
professional development throughout the command.
    e.  Share lessons learned and best practices on leveraging diverse 
populations with your or your upper echelons designated Inclusion and 
Diversity Representative.
    f.  Increase your knowledge and awareness of Inclusion and Diversity 
Heritage Celebrations and Special Observances by supporting programs, 
exhibits, publications and participation in community military and civilian 
sponsored events throughout the year.

5.  I need every Sailor to:
    a.  Speak up and share your experiences about what you and your families 
are feeling, what you think the major issues are and how you would fix it if 
you were in charge.  Identify areas where there are barriers to certain 
groups of people in the Navy feeling like they truly belong on the team.  
Have pride in being an integral part of the greatest Navy in the world and 
have confidence that we will continue to lead on issues that impact all of 
us.
    b.  Be an ally for those who do not feel like they can speak up.
Listen to and understand others lived experiences and recognize that your 
perspective is one of many valuable perspectives.
    c.  Live the Signature Behaviors 24/7/365 delineated in reference (d).  
These behaviors include:
          (1) Treat every person with respect.
          (2) Take responsibility for my actions.
          (3) Hold others accountable for their actions.
          (4) Intervene when necessary.
          (5) Be a leader and encourage leadership in others.
          (6) Grow personally and professionally every day.
          (7) Embrace the diversity of ideas, experiences and backgrounds of 
individuals.
          (8) Uphold the highest degree of integrity in professional and 
personal life.
          (9) Exercise discipline in conduct and performance.
          (10) Contribute to team success through actions and attitude.

6.  As Sailors, and as a Navy, we cannot tolerate racism or discrimination of 
any kind.  We must listen to each other, understand the perspectives of 
others and identify and eliminate individual and systemic racism and 
discrimination within our force.
We must live the Signature Behaviors and the first step is having 
conversations with one another, controlling what you and I can control and 
make recommendations to leadership on other changes to help effect positive 
change.

7.  The following resources are available to assist:
    a.  I&D goals and objectives available at
https://www.public.navy.mil/bupers-
npc/support/21st_Century_Sailor/inclusion/Documents/Updated%20Glossy.pdf
    b.  Commanders I&D toolkit:  Commanders Toolkit is available under the 
Inclusions and Diversity tab at:
https://www.public.navy.mil/bupers-
npc/support/21st_Century_Sailor/inclusion/Pages/default.aspx
    c.  DEOMI Implicit Bias Training
https://www.deocs.net/public/A2S-4_1/Inclusion/documents/Implicit-
Bias-5June2020-SS.pdf
     d.  DEOMI Assessment to Solutions (A2S) provides helpful information, 
videos, tools and resources (presentations on implicit bias, inclusion and 
diversity at work, racist behaviors and prevention strategies) at 
https://www.deocs.net.
     e.  The Signature Behaviors infographic is available at:
https://www.cpf.navy.mil/downloads/2020/02/signature-behaviors.pdf
https://www.public.navy.mil/usff/Documents/signature-behaviors-f.pdf
https://www.c6f.navy.mil/Portals/22/Documents/Signature Behaviors_FINAL.pdf
     f. It Starts With Us video is available at 
https://www.dvidshub.net/video/757420/starts-with-us

8.  Released by Vice Admiral John B. Nowell, Jr, N1.//

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