Cultural Diversity in the Coast Guard

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Table of Contents

Introduction
Coast Guard programs
Conclusion
Works Cited

Introduction

“The coast guard recognizes that improving workforce diversity is an imperative. The service remains committed to building and sustaining an organizational climate that embraces the potential and enhances the contribution of employees by promoting inclusion, equity, and respect” (Pearson 2009). Cultural diversity in the coast guard is greatly valued and is within the five strategic principles outlined by the force for its mission and vision.

Their major aim is to recruit and retain a high-quality military and civilian workforce that is capable and representative of the American society and this discussion outlines how they get and retain such a force. “Between 1999 and 2008, the number of women in the Coast Guard climbed from about12% to 17%and minority representation increased from about 12.5% to 17%” (Getting and Keeping a Diverse workforce).

Coast Guard programs

The Coast Guard has made major steps in their quest to ensure that every American interested in the force is fully aware of and gets equal opportunity to access their employment either as an enlisted member, reservist, or civilian. Regarding this, their chartered “MD-715 Team” is in charge of all these programs and uses projected national demographic data and ethnicity and racial forecasts as their pointer to recruitment and retention programs. There are several programs designed to attract or get a diverse workforce in the Coast Guard and others for retaining the workforce available according to Getting and Keeping a Diverse workforce. These are discussed below.

To recruit a quality, quantity, and inclusive workforce, the Coast Guard implements several programs around the country. First is the Coast Guard Scholars Program which runs for a year and is targeted students who are interested in an appointment to the Coast Guard Academy. This program currently had 60 students last year and the force intends to increase this number to 70 this year.

Secondly, the College Student Pre-Commissioning Initiative Scholars (CSPI) program whose major target is the minority groups in Minority Serving Institutions. In the last year’s group of 42 entrants, 48 percent were from marginal groups and 38 were female. Lastly, the outreach activities are carried out in partnership with colleges and universities. Firm liaisons have been built between the force and the historically black colleges and universities, Hispanic serving institutions, and tribal council schools to create awareness among the students in these institutions of the existing services and scholarship openings and how to make use of them.

In retaining the well-trained, experienced and diverse workforce, the Coast Guard has in place several programs. First is the PPEP (Pre-Commissioning Program for Enlisted Personnel) program that encourages promotion from within. Those who meet the qualifications apply for a two-year full-time college study after successful completion one is commissioned as an officer. During this time an officer receives full pay and benefits.

Secondly is the advanced education program which allows the workforce to receive advanced education in over 40 programs. Thirdly is the affinity group participation in which members participate in such groups all over the country. These help them to network, learn leadership skills and participate in outreach activities all of which help them in career development and advancement. Moreover, there is the temporary separation program which allows members to leave the force for up to four years to pursue other interests.

In my view, the force is doing well in ensuring that Coast Guard is a representation of American society. In using the strategies for ensuring quality, diversity, and quantity in the force it is demonstrating that it is possible to give everyone a chance to participate in making America a better society. This will endear the fore to all ethnic communities and groups which in turn will bear cooperation.

Conclusion

Cultural diversity is greatly valued in the Coast Guard and that is the reason several programs have been implemented. These include programs to recruit a diverse force as well as programs to retain this culturally diverse force in the Coast guard. “We consider quality, quantity, and diversity to be the essence of a strong workforce” (Pearson 2009).

Works Cited

“Getting and Keeping a Diverse workforce”. The Coast Guard Compass.com. The Coast Guard Compass. 2009. Web.

Pearson, Clifford. Diversity in the Coast Guard. Department of the Homeland Security. 2009. Web.

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Cultural Diversity in the Coast Guard

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