It is common knowledge in today’s news cycle that one bad news story will outpace ten positive ones. There have been dozens of articles written over the past two years about diversity and inclusion (DEI) in the Navy (several by yours truly!) and it would be possible for one to get the impression that things are “really bad” out there. To be sure, there are commands and individuals who have not embraced the concept of diversity as a force multiplier. But there also are indications that things are changing dramatically—in small increments that could escape notice.
Let’s look back at the positive changes around diversity and inclusion. While some of my peers look askance at any effort expended on DEI initiatives, sometimes lumping them in with other past failures such as Total Quality Leadership, this is different. Diversity—the makeup of and organization with its different demographics—is a fact of life and a reflection of society. Inclusion—the acceptance of those differences among team members—is fundamental to leading any organization that values team performance and unity of purpose. In the past two years, we have seen some of the most dramatic diversity changes since the Zumwalt era. A few examples:
- Women’s hair styles. For decades, the military seemed oblivious to the fact that women have very different types of hair and a wide variety of styles that they like to wear. This resulted in the need to use chemicals and time-consuming methods to conform to requirements and prohibited many popular styles such as ponytails and corn rows. The policies were tone deaf to both the gender and racial nuances—in reality, a level of discrimination—embedded in them. According to many of my female friends, the restrictive styles often result in excessive hair loss, especially at the hair line. In 2022, the Navy changed its policy to permit a broad range of styles that allow female sailors to express more individuality in uniform, while still maintaining a professional appearance. As one active-duty friend shared, “It may seem like a little thing to you, but it really matters to me!”
- Facial hair. A significant number of sailors, primarily but not exclusively African American, suffer from pseudo fillliculus barbie (PFB), a condition that results in painful “razor bumps” after shaving. According to dermatologists, this condition has only one real cure: not shaving. Many Navy leaders were unaware of this, and the Navy subjected these individuals to a time consuming and sometimes painful regimen of shaving methods, hair dissolving creams, and even laser hair removal, for the privilege of serving their country. They also were prohibited from even trimming the edges of their beards and had to carry a “chit” to show compliance with a medical policy. This policy underwent an overhaul in 2022, along with allowing retirees to wear beards in uniform when attending authorized events. Each of these goes a long way toward removing the stigma associated with facial hair.
- LGBTQ+ support. If you want to look at a place where the military has moved further than parts of society, look at the LGBTQ+ community. Two decades ago, as a commanding officer, I processed sailors out of the Navy because they either told me (or I found out) they were gay. I have known U.S. Naval Academy classmates and crew members who had to hide who they were but can now serve proudly. We all know that being gay is no more choice than the color of one’s skin, but there are lots of folks in the military who come from a society that does not feel that way—and the Navy will have to deal with that by continuing to lead the way.
- Formal diversity and inclusion events. Just in the Hampton roads area, there have been at least four major diversity and inclusion events over the past six months, and the process appears to have momentum. For what feels like the first time, leaders are making a direct and overt connection between diversity and inclusion and operational and war fighting readiness.
- The Navy has even appointed a Diversity and Inclusion Officer at the SES level to lead these efforts and ensure that tasks and initiatives have staying power.
Why are these changes a big deal? Because they are based on a novel concept: listening to sailors. This took the form of formal studies such as Task Force One Navy and a series of diversity and inclusion symposia, at which panels and mentoring sessions with fleet sailors brought these ideas to the table—and leaders acted on them. A third line of effort worth mentioning is affinity groups. These include the National Naval Officers Association, the Association of Naval Services Officers, and the Sea Service Leadership Association that focus on African American, Hispanic and Women’s issues respectively. These provide mentorship programs, scholarships, and symposiums at which a great deal of synergy can be achieved. A recent poll of junior officers in one community gave relatively high marks for leadership in promoting a diverse and inclusive environment; this is a good thing. But culture change is not achieved by policy or edicts; it is the cumulative effect of daily actions by members of the culture.
So, what can you do? Try a few of these:
- Join an affinity group, regardless of your race or gender. They are inclusive, not exclusive, and you just might learn something and make new friends.
- Mentor someone. Maybe find someone with a different background and share your experiences (you might find that they are mentoring you!).
- Sponsor Someone. This is different than mentorship; it is about opening doors that you may have already walked through and helping someone else overcome barriers to walk through them.
- A friend once told me her boss really disappointed her when he said, “I can never understand what this means to you.” Her inside voice said, “you could if you would listen to me”!
- Be alert for divisive language and behavior. Challenging each other and fostering competition are OK; bullying, harassing, insulting, and degrading others is not. Learn what a microaggression is and stomp on it.
I am reminded of a former sailor who worked at a car dealership where I was getting my state inspection. I asked him one big difference between the military and his civilian job. Without hesitation he said “racism.” I asked if he was saying the military was racist. “Oh no, I mean out here! It was much better in the Navy; I did my job and nobody gave me a hard time.” If the Navy is to remain relevant in future deterrence and conflict, it must attract—and keep—the best of society. Is there room for improvement? Absolutely. (Hint: add respect as a core value). But the trajectory is in the right direction; let’s give credit where it is due!
