Diversity, Equity, & Inclusion
CAP provides an inclusive and welcoming environment for all members and ensures that educational, membership, and operational decisions are based on each individual’s abilities and qualifications.
The opportunity to participate and progress is limited only by a member's ability, participation, and performance.
Diversity is a composite of individual characteristics, experiences, and abilities that are consistent with the CAP mission and core values and reflective of the communities in which we serve.
Civil Air Patrol diversity includes but is not limited to personal life experiences, geographic background, socioeconomic background, cultural knowledge, educational background, work background, language abilities, physical abilities, philosophical and spiritual perspectives, race, color, sex, age, religion (creed), national origin (ancestry), sexual orientation, gender identity or expression, disability, marital status, and military or veteran status.
Equity is centering efforts to remove any barriers that limit access and advancement. Providing the resources and support that individuals need to be successful. Eliminating existing disparities so that every person can contribute fully. Ensuring that people from diverse backgrounds and experiences are engaged in decision-making processes.
The difference between equality and equity:
- Equality is evenly distributed access to the resources and opportunities necessary for a safe, healthy, and successful life, regardless of identity.
- Equity acknowledges there are historically underserved and underrepresented populations within society and that fairness regarding these unbalanced conditions is needed.
Inclusion is the process of creating a culture where all members of the organization are encouraged to make their fullest contributions to the success of the group, and where there are no unnecessary barriers to success.
Civil Air Patrol diversity and inclusion efforts complement but remain separate and distinct from, CAP’s Equal Opportunity compliance programs and activities.
“Thriving in a highly uncertain competitive environment requires creative thinking in those areas, and the diverse collaborators were better equipped to deliver it.”
The Other Diversity Dividend, by Paul Gompers and Silpa Kovvali, Harvard Business Review, July-Aug 2018, https://hbr.org/2018/07/the-other-diversity-dividend
Inclusive teams make better business decisions up to 87% of the time.
Teams that follow an inclusive process make decisions twice as fast with half the meetings.
Decisions made and executed by diverse teams delivered 60% better results.
The Benefits of Creating a Diverse Workforce, by Sheryl Lyons, Forbes, 9 Sept 2019, https://www.forbes.com/sites/forbescoachescouncil/2019/09/09/the-benefits-of-creating-a-diverse-workforce/#74c9a0c6140b
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