This presentation encompasses and discusses diversity and minorities in the workplace as well as the US Army.

1. ORGANIZATION DIVERSITY PROCESSES
A Study of Diversity And the Representation of Women and
Minorities InThe Military

2. WOMEN AND MINORITIES IN
ORGANIZATIONS
• Women and Minorities are entering the work force in large numbers.
• This integration can cause extreme stereotyping and discrimination.
• This presentation will outline Diversity Processes concepts and theories as well
as cover diversity in the US military and what it’s role is, mainly how diversity is
viewed and implemented in a military setting.

3. STEREOTYPING AND DISCRIMINATION

4. DISCRIMINATION
• Discrimination;The unjust or prejudicial treatment of different categories of
people or things.
• Discrimination based on gender, race, religion, minority status, or other factors
contribute to a reduced talent pool and increase of possible grievances and
conflict in the work place.
• Discrimination can ultimately be defined as the intentional or unintentional
treatment of anyone based solely upon genetic information, race, color, religion,
age, sex, disability, sexual orientation, marital status, national origin or military
status.

5. STEREOTYPING

6. STEREOTYPING
• Stereotyping;A widely held but fixed and oversimplified image of a particular
person or thing.
• Stereotyping can prevent work diversity, allows for abuse and mistreatment, low
morale, bad work relationships and legal tension.

7. BEYOND WOMEN AND MINORITIES

8. BEYOND WOMEN AND MINORITIES
• “ All of America loses when any person is denied or forced out of a job
because of sexual orientation. Being gay, the last time I thought about it,
seemed to have nothing to do with the ability to balance a book, fix a broken
bone, or change a spark plug.”- Bill Clinton.
• Although there have been progressive advancements as far as gay rights some
organizations still discriminate against people who identify as gay.

9. WHAT DOES A MULTI-CULTURAL ORGANIZATION
LOOK LIKE?

10. MULTI-CULTURAL ORGANIZATIONS
HAVE…
• Modes by which two groups adapt to each other and resolve cultural
differences.
• Cultural profiles of organization members, including hiring, job placement and
status profiles.
• Inclusion of minority cultures in informal networks and activities outside of
normal working hours.
• Feelings of longing, joy, loyalty and commitment to the company.

11. DIVERSE ORGANIZATION: OPPORTUNITIES

12. DIVERSE ORGANIZATION OPPORTUNITIES
• Diversity should be valued and not seen as a means to an end.
• Diverse culture offers increased creativity and enhanced problem solving.
• Diversity offers advancement with clients and multi-cultural organizations.
• Diversity offers better critical analysis of issues and a wider range of
perspectives.
• These opportunities are known as the “Business Case for Diversity.”

13. DIVERSITY CHALLENGES

14. DIVERSITY CHALLENGES
• Negative Effects of Diversity Management programs.
• While many people feel like Diversity Management programs assist them
through the workplace, others feel victimized by the programs.
• Major pay inequities still take place and as well as as the stopping of
advancements in the company or major promotions.

15. BALANCING WORK AND HOME

16. BALANCING WORK AND HOME
• Individuals are also faced with the challenge of home life.
• The needs of certain individuals have different effects.
• Example;A forty five year old woman who has three children and a husband vs
a twenty five year old women who is single and just out of grad school.
• The biggest issue is achieving balance at work and at home.
• Balancing both work and home is personal and interpersonal.

17. DIVERSITY INTHE MILITARY

18. DIVERSITY INTHE MILITARY
• The US Army defines diversity as the different attributes, experience and back
rounds of their soldiers, civilians and family members that further enhance their
global capabilities and contribute to an adaptive culturally and diversely astute
army.
• The US Army’s diversity mission is to develop and implement strategy that
attributes to mission readiness while transforming and sustaining the army as a
national leader in diversity.
• The Army’s diversity mission and vision is to be the national leader in cultural
diversity and embrace the strengths of people from a diverse environment.

19. DIVERSITY INTHE MILITARY CONTINUED
• A diverse military structure includes benefits such as;
• The opportunity to understand our nation’s increasingly diverse population and
attract the best population to fill soldier and civilian ranks.
• Personnel who feel valued to serve at a higher level and want to remain in the
Army.
• A diverse organization that will educate others and create inclusive
environments for all members of different cultures.

20. DIVERSITY INTHE MILITARY CONTINUED
• A diverse army does not determine
success by a soldier’s or civilian’s
beliefs, appearances, religion or ideas
but rather what is on the inside;
motivation, courage, honor and
respect.

21. DIVERSITY INTHE MILITARY
• The Army’s future plans are reflected in
a vision to become one of the most
diverse organizations on the planet.
• Their goals are to embrace the strengths
of diverse peoples and develop diverse
and culturally aware soldiers that will
strengthen our mission, wars and
communities.
• Their strategy includes; leadership
commitment, the best diversity training,
and inclusive environments sustained by
well informed and culturally sensitive
leaders.

22. GOALS SET TOWARDS ARMY DIVERSITY
• Goal 1: Ensure leader commitment to diversity and inclusion practices at all levels of
the military.
• Goal 2: Institutionalize management processes that identify, recruit, develop and
retain a cadre of high performing soldiers and civilians from diverse backgrounds.
• Goal 3: Establish and resource a structure to support the Army Diversity Road Map.
• Goal 4: Implement diversity training and education programs that develop socio-
cultural competencies the demands of the 21st century expeditionary force.
• Goal 5: Create and maintain an inclusive environment where the value of diverse
knowledge, experiences and backgrounds enhances mission readiness.

23. CONCLUSION
• In order for organizations to prosper efficiently, they must be diverse and
include women and minorities. Stereotyping and discrimination lead to conflict
and strife and does not allow for an organization to be effective.
• The Army strives to make it’s organizational a diverse one and includes women
and minorities throughout it’s ranks.
• The Army promotes diversity through leadership, diversity courses and culture
acceptance and the promotion of soldiers no matter what their sex, religion,
creed or color.

24. QUESTIONS FORTHOUGHT
• Although women and different ethnicities/minorities are accepted in the
military without reproach for the most part, what are some ways the military
can be more accepting of people who identify themselves as gay?
• What specific recent changes has the Army made to allow women into the
more inclusive male ranks?

25. RESOURCES
• “The United States Army Diversity Road Map.” http://
www.armydiversity.army.mil/document/Diversity_Roadmap.pdf.Accessed 29
March 2017.
• “Army Diversity Strength.” http://www.armydiversity.army.mil/index.html.
Accessed 29 March 2017.
• “America’s Diversity is Our Army’s Strength.” https://www.army.mil/article/
174964/americas_diversity_is_our_armys_strength. Fanning, Eric. 30 September
2016.Accessed 29 March 2017.
• “Organizational Communication:Approaches and Processes.” Miller, Katherine.
2015 AZ,Arizona State University. Cengage Learning.