In the 70's I wanted to take advantage of an early out being offered by the Army. I was told I'd have to find a replacement from the incoming personnel. My job included access to the records of people coming into the battalion. I suggested the guy with the highest gt score. The Master Sergeant told he wouldn't do because he was black. I guess they took it out of my hands because I got my early out.
I read last week’s Diversity Thursday with interest both as a USNA graduate and an advocate of DEI initiatives across the Navy. I would like to share a somewhat different view of the these three words based on my own experiences. Unlike some alumni, I find the current addition of a discussion on DEI both appropriate and necessary. To look at an institution and say that there is room for improvement in an area such as this does not mean that the Navy - or the Naval Academy - is institutionally racist. However, it does bring in a cross-section of society with a variety of backgrounds, experiences, and viewpoints. When Midshipman 4/C Cordle joined in 1980, there were large segments of society to which I had never been exposed. I had never met a Jewish person, had a meaningful conversation with a Black, Hispanic or Asian person, not because I avoided it, but my world was very - let’s say “monochromatic”. I would have benefited from some education on our differences - and similarities, and I’m glad to see the class of 2026 get that opportunity.
If you think there is nothing to see here consider a few facts:
2020-2021, the Department of Defense received a total of 161 reports of sexual assault that involved cadets/midshipmen/prep school students as victims and/or alleged perpetrators, an increase of 32 reports from the previous year. Of the total number of reports, 131 were from cadets or midshipmen for incidents that occurred during military service.
An Air Force study that service members with approved facial hair for medical reasons promoted up to 250 days behind their peers and found the government policy discriminatory against African-Americans.
August 2021: The Department of Defense (DoD) Sexual Harassment and Sexual Assault report stated that 24 percent of women report being harassed in the workplace.
January 2021: A DoD report stated that nearly a third (33 percent) of Black U.S. military service members reported experiencing racial discrimination, harassment or both during a 12-month period.
Center for Naval Analysis studies have shown statistically significant negative differences in promotion rates FITREP averages for African-American and minority officers compared to white officers over several years, when controlled for a range of variables that show race as the driving force.
Do those numbers indicate some sort of institutional bias? I will leave that for you to decide. Is it just a reflection of society? Does it matter?
When looking at the topic of “DEI”, I think it is important to look at the three words individually.
1. Diversity is a mix of races, ethnicities, and genders, even if it does not really account for a person of mixed race and other nuances. I do agree with the CNO that a more diverse military is a better fighting force to defend the ideals of the country that it represents. Many studies - and my own experiences in Command - support this assertion.
2. Inclusion is something different. It means that the members of various diverse backgrounds are all included and understood by those in the institution who do not share the same experience, race, gender, ethnicity, or sexual orientation. It is an imperative for a functional team, and worth working for.
3. The middle word - equity - is the one that seems to draw a good deal of criticism - which I believe is unfounded. If you look it up in the dictionary, equity simply means “the quality of being fair and impartial”- in other words, everyone has the same opportunity. If you honestly believe that women, blacks, Hispanics, and LBGTQ personnel have exactly the same opportunities as I do, do you have not been listening to them or reading the studies and research that shows that the opposite is true. In a society that may be less accepting of their differences, the youth of America can find the military to be a haven where they actually can rise above social and economic inequities and achieve success with less barriers. You can have Diversity without Equity or Inclusion, but you cannot have either of the other two without the other. And by the way, D, E, and I includes us white folks too.
Which brings me to the second topic addressed in the article: affinity groups. Some call these groups “exclusive” because they tend to focus on one particular ethnicity or other attribute. Examples are the National Naval Officers Association, the Naval Service Officers Association and the Sea Service Leadership Association. I am a member of all three - as a Caucasian man - and better for it. Why? I found all three groups to be open, welcoming, and inclusive. There were no questions, sideways glances, or doubts about my attending any of these conferences, even speaking at two of them. Yes, in those rooms I was in the minority, but even the logo of NNOA has 5 hands of various colors. What I did see was the attendees sharing stories of barriers and obstacles that I never had to deal with, based on their accent, hair, dress or skin color. The goal of each group is to lift up and support junior members through mentoring and open dialogue - no judgement. Some of my best friends lead these organizations, leaders I admire and have for decades. They include Roy Love, Sinclair Harris, and Emily Bassett, good people and proven leaders all. They, and the groups they lead, are not divisive or exclusive, in fact they are just the opposite. Don’t believe me? Connect with them, attend an event, or become a member.
I will not use this space to dig into the discussion of “anti-racist” or “Critical Race Theory” as buzzwords - perhaps at a later time. As one friend described such topics, it’s like a coin where you can only see one side; until you consciously turn the coin over to examine the other side, there will never be a reasonable conversation.
Like Sal, I believe that each individual should be judged on his or her merits; but like it or not, some of us run on a flat track while others run on an obstacle course. As a “flat tracker” I’m OK with helping remove a few obstacles for others. My recommendation: rather than reviling the DEI initiatives as a “thing”, think of those engaged in them as people - reach out and talk to them. Let them talk, listen to their story. Look at the other side of the coin.
If the service academies go the way of the ivies, then we are doomed https://yuribezmenov.substack.com/p/how-to-rank-the-top-npc-universities?r=12n5dp&utm_medium=ios
In the 70's I wanted to take advantage of an early out being offered by the Army. I was told I'd have to find a replacement from the incoming personnel. My job included access to the records of people coming into the battalion. I suggested the guy with the highest gt score. The Master Sergeant told he wouldn't do because he was black. I guess they took it out of my hands because I got my early out.
Probably have to lose a war for the clawback to get done.
Have you seen this gem?
https://www.supremecourt.gov/DocketPDF/20/20-1199/232531/20220801183329801_20-1199%20and%2021-707_Brief%20of%20Amici%20Curiae%20Former%20Military%20Leaders.pdf
I read last week’s Diversity Thursday with interest both as a USNA graduate and an advocate of DEI initiatives across the Navy. I would like to share a somewhat different view of the these three words based on my own experiences. Unlike some alumni, I find the current addition of a discussion on DEI both appropriate and necessary. To look at an institution and say that there is room for improvement in an area such as this does not mean that the Navy - or the Naval Academy - is institutionally racist. However, it does bring in a cross-section of society with a variety of backgrounds, experiences, and viewpoints. When Midshipman 4/C Cordle joined in 1980, there were large segments of society to which I had never been exposed. I had never met a Jewish person, had a meaningful conversation with a Black, Hispanic or Asian person, not because I avoided it, but my world was very - let’s say “monochromatic”. I would have benefited from some education on our differences - and similarities, and I’m glad to see the class of 2026 get that opportunity.
If you think there is nothing to see here consider a few facts:
2020-2021, the Department of Defense received a total of 161 reports of sexual assault that involved cadets/midshipmen/prep school students as victims and/or alleged perpetrators, an increase of 32 reports from the previous year. Of the total number of reports, 131 were from cadets or midshipmen for incidents that occurred during military service.
An Air Force study that service members with approved facial hair for medical reasons promoted up to 250 days behind their peers and found the government policy discriminatory against African-Americans.
August 2021: The Department of Defense (DoD) Sexual Harassment and Sexual Assault report stated that 24 percent of women report being harassed in the workplace.
January 2021: A DoD report stated that nearly a third (33 percent) of Black U.S. military service members reported experiencing racial discrimination, harassment or both during a 12-month period.
Center for Naval Analysis studies have shown statistically significant negative differences in promotion rates FITREP averages for African-American and minority officers compared to white officers over several years, when controlled for a range of variables that show race as the driving force.
Do those numbers indicate some sort of institutional bias? I will leave that for you to decide. Is it just a reflection of society? Does it matter?
When looking at the topic of “DEI”, I think it is important to look at the three words individually.
1. Diversity is a mix of races, ethnicities, and genders, even if it does not really account for a person of mixed race and other nuances. I do agree with the CNO that a more diverse military is a better fighting force to defend the ideals of the country that it represents. Many studies - and my own experiences in Command - support this assertion.
2. Inclusion is something different. It means that the members of various diverse backgrounds are all included and understood by those in the institution who do not share the same experience, race, gender, ethnicity, or sexual orientation. It is an imperative for a functional team, and worth working for.
3. The middle word - equity - is the one that seems to draw a good deal of criticism - which I believe is unfounded. If you look it up in the dictionary, equity simply means “the quality of being fair and impartial”- in other words, everyone has the same opportunity. If you honestly believe that women, blacks, Hispanics, and LBGTQ personnel have exactly the same opportunities as I do, do you have not been listening to them or reading the studies and research that shows that the opposite is true. In a society that may be less accepting of their differences, the youth of America can find the military to be a haven where they actually can rise above social and economic inequities and achieve success with less barriers. You can have Diversity without Equity or Inclusion, but you cannot have either of the other two without the other. And by the way, D, E, and I includes us white folks too.
Which brings me to the second topic addressed in the article: affinity groups. Some call these groups “exclusive” because they tend to focus on one particular ethnicity or other attribute. Examples are the National Naval Officers Association, the Naval Service Officers Association and the Sea Service Leadership Association. I am a member of all three - as a Caucasian man - and better for it. Why? I found all three groups to be open, welcoming, and inclusive. There were no questions, sideways glances, or doubts about my attending any of these conferences, even speaking at two of them. Yes, in those rooms I was in the minority, but even the logo of NNOA has 5 hands of various colors. What I did see was the attendees sharing stories of barriers and obstacles that I never had to deal with, based on their accent, hair, dress or skin color. The goal of each group is to lift up and support junior members through mentoring and open dialogue - no judgement. Some of my best friends lead these organizations, leaders I admire and have for decades. They include Roy Love, Sinclair Harris, and Emily Bassett, good people and proven leaders all. They, and the groups they lead, are not divisive or exclusive, in fact they are just the opposite. Don’t believe me? Connect with them, attend an event, or become a member.
I will not use this space to dig into the discussion of “anti-racist” or “Critical Race Theory” as buzzwords - perhaps at a later time. As one friend described such topics, it’s like a coin where you can only see one side; until you consciously turn the coin over to examine the other side, there will never be a reasonable conversation.
Like Sal, I believe that each individual should be judged on his or her merits; but like it or not, some of us run on a flat track while others run on an obstacle course. As a “flat tracker” I’m OK with helping remove a few obstacles for others. My recommendation: rather than reviling the DEI initiatives as a “thing”, think of those engaged in them as people - reach out and talk to them. Let them talk, listen to their story. Look at the other side of the coin.
It’s in my cart for this weekend! Thanks!