Navy Embraces Diversity Through Employee Resource Groups

By Lt. Erik Wells, Chief of Naval Personnel Public Affairs

WASHINGTON (NNS) -- The chief of naval personnel (CNP) has a goal to reach that is both lofty and obtainable - to demonstrate the U.S. Navy is an organization ranked among the top 50 best employers.

Vice Adm. Mark Ferguson believes one way to improve the Navy's competitive advantage is by integrating a part of corporate America into the Navy mindset through the creation of employee resource groups (ERGs).

"Employee resource groups are widely used by top performing organizations in order to gain broader perspective on policies and practices desired by or affecting employees," said Ferguson. "The groups also serve as a means for employees to connect with peers and consider issues to stimulate positive change at the individual and management level."

The ERGs have support not just with military leaders, but with senior civilian leaders in the Navy as well. Assistant Secretary of the Navy for Manpower and Reserves Affairs Juan Garcia recently addressed a joint gathering of the Association of Naval Services Officers (ANSO) Washington, D.C., chapter and the Hispanic ERG of the Office of the Chief of Naval Operations N1 (Manpower and Personnel).

"By 2030, we set a goal of having a flag pool, that is, post-major command O-6s (captains), that looks like America," said Garcia. "ERGs are the engines that are helping us get there."

In the fall of 2008, Ferguson asked the Navy Diversity Directorate to create employee resource groups. The first ERG was soon established with a focus on women. In December 2008, the Hispanic ERG and Asian Pacific Islander ERG were formed. In 2009, an employee resource group for African Americans was established.

"We want to emulate the successful organizations to serve our Sailors more effectively and give our leadership a better understanding of the concerns of the entire Navy team - military, civilian and contractor," said Lt. Cmdr. Michael Files, special assistant to the assistant deputy chief of naval operations for manpower, personnel, training and education, and action officer for CNP's African-American ERG.

While the ERGs focus on encouraging employees who are diverse to participate, all employees are encouraged to attend. The inclusiveness of the ERGs is stressed because the issues they address affect every member of the Navy. Their primary goal to date has been to focus on professional development and mentoring.

Files said it's beneficial to have employees of like minds coming together and addressing issues that impact them.

"In a large setting that is more diverse, some employees may be reluctant to speak up, but if allowed to form ERGs, there is more support among peers to address issues that impact an employee's professional environment and development," said Files.

In the two years since the ERGs were formed, there have been successes and areas that need more focus, but the overall goals of improving diversity and giving employees a greater voice are showing progress.

"The face of the Navy needs to reflect our society," said Chief Religious Program Specialist Rafael Barney, president of the ANSO Washington, D.C., chapter and action officer for the Hispanic ERG.

"ERGs are keeping the goal of greater diversity within the ranks of the Navy front and center," said Barney. "We have senior leaders from the flag community and executive service at most meetings because they are plotting the course for our future Navy and they want to mentor junior Sailors so they understand the course ahead."