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In the recent wake of social injustices, businesses and governments have discussed and broadened their views on how to remedy racism and prejudices through multiple avenues. In a diverse Air Force, Osan Air Base has proactively pursued this challenge by forming its Diversity and Inclusion council last year in order to find better solutions through group efforts and educational opportunities that can eventually lead to systemic change across the Air Force and society.
“The purpose of our diversity and inclusion training is to make people aware of barriers,” said Master Sgt. Rochelle Winston, 51st Medical Support Squadron diagnostics and therapeutics flight chief. “Like an unconscious bias that may prevent them from ensuring inclusion is happening in conjunction with diversity.”
Two briefings took place on July 10, led by Winston and Master Sgt. Capri Delvaux, 7th Air Force intelligence analysis and training manager. Those briefs gave members a glimpse at the full eight-hour long training on July 30, focusing on implicit bias and potential cultural differences that leadership might have with their Airmen.
“We start with creating a safe place by getting to know each other outside of the uniforms,” said Winston. “This helps foster interactive dialogue. The training is a build up to bold conversations about controversial topics. By the time we get to the bold conversations, we’ve already set the stage for what true diversity and inclusion is.”
When the topic of diversity comes up, the variables of what makes some thing or someone diverse are nearly endless and directly intersect with even our own Air Force dress & appearance instructions. Skin color, natural hair, gender, sexual orientation, cultural or ethnic backgrounds; many of these factors come into play when trying to create a culture in the military that celebrates true diversity and inclusion. And what is true diversity and inclusion?
“Recognizing and removing those barriers that prevent us from seeing other perspectives and unconscious bias,” said Winston. “This training covers what diversity and inclusion is and is not.”
To continue the conversation, Winston has established a program that has trained 55 other individuals to teach smaller units and class sizes on how to raise awareness and take action into furthering the cause of diversity and inclusion. No matter the audience and their background, she has received consistent positive feedback from the participants.
“I have yet to experience a class where there has been a huge controversy or emotions have not been managed in a way that promotes constructive conversations,” said Winston. “Most walk away with a better understanding of their own unconscious biases. They walk away with a better grasp on how to have constructive conversations about bold topics.”
Some of those conversations and topics focus on discussing metaphorical representations of how we view diversity in society. One image shows three people looking over a fence, with two people too short to look at a soccer game on the other side, representing the differences between equity, equality, and inclusion. Another one takes a look at the difference between a salad bowl versus a melting pot, to demonstrate how we combine cultures without losing our identities.
The training helps leaders encourage honest and respectful reflection, internally and externally, fostering a culture of inclusion and understanding that will make us a stronger Air Force in the long run.
| Date Taken: | 07.10.2020 |
| Date Posted: | 10.17.2021 20:05 |
| Story ID: | 407425 |
| Location: | KR |
| Web Views: | 54 |
| Downloads: | 0 |
This work, Diversity & Inclusion training brings down barriers for Osan leadership, by SSgt Benjamin Bugenig, identified by DVIDS, must comply with the restrictions shown on https://www.dvidshub.net/about/copyright.
