"Prejudice should not be a tool used to stop one's progression in life."

Immersed in Diversity

Back in the days when valuing diversity was not in vogue, when being eclectic was not popular and being appreciative and supportive of differences was not the norm, Jennifer (Davis) Myers was learning that, "Prejudice should not be a tool used to stop one's progression in life." Jennifer was born and raised in New York by Jamaican parents, in a predominately Italian and Jewish community in the Bronx. Immersed in this setting, a clear understanding of cultural variety and ethnic pride was instilled in her at a very early age. These values have proven to be vital in her total approach to equality and opportunity in her daily environment.

Flexible Thinking

What exactly does it take to be a Diversity Champion in today's military? According to Myers, the task is not all that different from a private company. She says, "The ability to value differences, and encourage creativity and unity by being flexible in their thinking are what I view as the key qualities of an effective diversity leader." It also requires the ability to take a proactive approach in educating the Air Force community to promote cooperation and facilitate problem solving when conflicts do arise.

Like many industries in the private sector, one of the key challenges in the military is finding ways to relate to people's differences and value their unique perspectives. Today's Air Force includes growing numbers of officers and enlisted Airmen of different races, ethnicities and ages, including a growing number of females. In light of these changes, program managers like Myers continue to play an increasingly important role in making sure these diverse perspectives can work together seamlessly.

"...the biggest challenge I face is what I see as bridging the gap between seasoned personnel and new hires entering the workforce..."

The Generation Gap

As any civilian manager or supervisor could tell you, one of the most common diversity issues in the workplace is finding ways to allow people of different generations to work together effectively. Though this issue receives less attention than issues like racial or ethnic sensitivity, the influx of young workers and the lengthening careers of older workers are creating new challenges. "As a manager of a diversity program within today's work force, the biggest challenge I face is what I see as bridging the gap between seasoned personnel and new hires entering the workforce for the first time. Work culture is an aspect of diversity that often times gets overlooked."

Generational differences can create problems because people of various ages often express themselves differently, use different words, have divergent interests and usually have contrasting perspectives due to dissimilar upbringings. Growing up decades apart, coworkers can literally come from different worlds. Myers understands this phenomenon, but she also knows there are ways to make it work. "Traditionalist, Baby Boomers and Generation Xers, and Nexters are all working together side by side and bring a lot of different ideas, values and attitudes to the table. Sometimes it is a challenge to bring all these varying view points together, but in the end we share, value and appreciate all ideas that are brought to the table. That helps us accomplish our mission!"

Enhancing Awareness

A big part of learning to appreciate differences between people is increasing awareness of how those differences can be valuable. To that end, Myers has expanded on the seven National Observances that the Department of Defense has mandated. In addition to required observances such as African-American Heritage Month, Women's History Month and Holocaust Remembrance Week, Myers encourages all groups, "to share their culture and celebrate diversity," by participating in a year-round Special Observance Program. The program includes various activities and events that reach out to the members of the community, giving them the opportunity to experience the benefits of cultural diversity first hand. Activities such as food tasting and art expos, symposiums and workshops create fun and interesting opportunities for learning and experiencing diversity.

"Understanding the merits of each person helps inspire confidence and promotes a proactive approach to solving problems that could otherwise impede the success of the mission."

Education is Key

It's clear that there is a need to promote cooperation and understanding among diverse people in the Air Force, but how does Myers ensure that these needs are met? According to her, the approach is simple: education. To ensure that the Air Force community is motivated and inspired, she explains, "We educate our members on the existing policies that are designed to value Department of Defense personnel based on individual merit, fitness and capability." She adds that, "Understanding the merits of each person helps inspire confidence and promotes a proactive approach to solving problems that could otherwise impede the success of the mission."

When Myers speaks about valuing diversity, she doesn't mean just different types of Americans, but embraces a much broader group. She says, "We educate our members on the importance of valuing diversity as well as recognizing the contributions made by all people who might not necessarily be from America, but whose contributions have significantly impacted the shaping of this great nation."

Jennifer recognizes the relationship between, Dr. Martin Luther King Jr. and Mohandas Gandhi as an example of foreign influence on American attitudes about diversity. Dr. King was an admirer of Gandhi's methods of passive resistance. He adapted and utilized several of them successfully, including boycotts and sit-ins. Jennifer notes that, "Almost 40 years after Dr. King's passing, America still reflects on his message and continues to answer the call to unite and value one another by embracing our diversity." While Mohandas Gandhi died several years before the start of the American Civil Rights Movement, there is little doubt that his work influenced American culture as well.

Another figure Myers recognizes is a person who is rarely mentioned as a diversity leader. Through his philanthropy, American industrialist John D. Rockefeller assisted in establishing the nation's oldest historically black colleges for women. The Atlanta Baptist Female Seminary later became known as Spelman Seminary (College) in honor of the parents of his wife Laura Spelman Rockefeller.

"Compassion, tolerance, understanding, valuing, acceptance; all these characteristics can be taught at an early age."

Grooming Future Diversity Leaders

According to Myers, "Compassion, tolerance, understanding, valuing, acceptance; all these characteristics can be taught at an early age." She believes that instilling this type of thinking is tremendously important in promoting tolerance and appreciation of diversity in today's youth. It is also the only way to ensure that the goal of promoting and expanding diversity programs and creating a culture of tolerance and cooperation can survive long-term.

However, it is not simply enough to explain to kids that there are people who look or act differently in the world. Learning to value those differences is even more vital. "I believe it is critical for today's youth to understand the meaning of a difference and a similarity and taking that a step further by understanding and using that knowledge to enhance all aspects of life." She adds that, "The young minds of this generation are ready to roll up their sleeves and work together to invent new ideas and concepts to solve problems by focusing on similarities and learning from differences."

"Be open to new ideas, encourage people to value differences and create opportunities to educate and enhance awareness..."

Diversity Isn't a Challenge, but an Opportunity

Jennifer Myers loves her job and loves a challenge even more, and doesn't view practicing cultural sensitivity as a chore. Myers and her partner, Master Sergeant Kimberly Mann will continue to work hard on creating proactive solutions to the diverse needs of Air Force personnel. She thinks that people need to stop viewing the process of learning about each other as a challenge or an obligation, and start to view it as an opportunity to get to know each other better. To those who want to champion diversity themselves, she offers this piece of advice: "Be open to new ideas, encourage people to value differences and create opportunities to educate and enhance awareness. Don't view diversity as a challenge but embrace this as an opportunity to grow!"

You can contact Jennifer Myers at: jennifer.myers@hanscom.af.mil

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