August 1, 2023 by Mike Manazir – (4-5 minutes)

The military serves as a dynamic testing ground for leadership principles as the stakes and stress are often high due to life and death consequences. One remarkable story of effective leadership and diversity in the military involves General Lloyd J. Austin III, who made history as the first African American to hold the position of Secretary of Defense in the United States. He was confirmed by the Senate with strong bipartisan support. 

General Austin has been well-regarded throughout his military career. His achievements, such as commanding the 10th Mountain Division in Afghanistan and serving as the Vice Chief of Staff of the Army, have earned him respect within the military community.

General Austin’s leadership journey began in the military, where he served for over four decades. Throughout his career, he demonstrated a commitment to diversity and inclusion, breaking down barriers and paving the way for others.

One notable example of his leadership occurred during his tenure as the Commanding General of the 10th Mountain Division in Afghanistan. At the time, the division was responsible for overseeing a challenging region in the country’s eastern provinces, known for its rugged terrain and complex security challenges. General Austin understood that building trust and establishing connections with local communities would be crucial to the division’s success. He made a deliberate effort to ensure that the division reflected the diversity of the Afghan population.

To achieve this, General Austin implemented a cultural awareness program that emphasized language training, cultural sensitivity and a deep understanding of the Afghan people. He encouraged his soldiers to engage with the local population, fostering relationships built on mutual respect and understanding. As a result, the division’s soldiers were better equipped to navigate the cultural nuances and had the linguistic skills to communicate effectively. This resulted in increased trust and cooperation between the division and the Afghan people.

Significant objectives were achieved and deadly ambushes were averted due to this cooperation. Collaboration with cultural understanding and shared interests saved soldiers’ lives and saved Afghan lives.

As the Vice Chief of Staff of the Army, General Austin played a pivotal role implementing diversity initiatives throughout the U.S. military. His efforts aimed to ensure that the armed forces were inclusive and reflective of the diverse nation they serve.

Managing diversity in the workforce successfully requires a comprehensive top-down approach that fosters diversity with an inclusive environment. Diversity without inclusion is merely a statistic.

Here are some proven strategies that can help:

•  A strong commitment to inclusion from top leadership is crucial. Leaders must actively champion diversity, set the tone for inclusivity and ensure that diversity initiatives are integrated into the organization’s overall strategy and operations.

• Implementing inclusive hiring practices is essential for building a diverse workforce. This includes using diverse sourcing channels, eliminating bias in job descriptions and evaluations, and adopting strategies to attract qualified candidates from underrepresented groups.

• Providing training programs to raise awareness of unconscious biases helps employees recognize and mitigate blind spots to their own biases.

• Establish policies that promote inclusion, such as flexible work arrangements, family-friendly policies and equal opportunities for career development.

• Encourage the formation of Employee Resource Groups (ERGs), which are employee-led affinity groups focused on supporting and advocating for underrepresented communities.

• Implement mentoring programs that pair individuals from underrepresented groups with senior leaders who can provide guidance, support and opportunities for advancement.

• Foster open communication channels, where diverse perspectives are encouraged. Promote collaboration across different departments to leverage the strengths of diverse teams.

• Regularly assess the progress of diversity and inclusion initiatives. Hold leaders and managers accountable for promoting an inclusive culture.

• Foster an environment where employees feel valued and supported. Provide resources for addressing discrimination or bias incidents, establish confidential reporting channels and ensure appropriate actions are taken to address concerns.

• Embrace a culture of continuous learning and improvement by seeking feedback from employees, conducting diversity training programs, staying informed about best practices, and adapting strategies based on evolving needs and challenges.

By implementing these strategies, organizations can create an inclusive work environment that values diversity, fosters innovation, and promotes the success and well-being of all employees. The result will inevitably be a supercharged organization capable of new levels of performance.

Diversity is being invited to the party,
Inclusion is being asked to dance.

-Verna Myers

Lead from your heart. Lead to Win.

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