A fairly accepted example of institutional discrimination is when an organization has something of value, or a benefit or special consideration, that is distributed on an unequal basis intentionally on the basis of race, creed, color or national origin.
It divides its people in to groups based on DNA and a bigot's view of the role of ethnicity.
Another thing that I think we can all agree on, I think, is that mentoring (vice seedaddyism) is a good. OPNAVISNT 1500.78 says so.
Mentoring is widely recognized as a beneficial career development tool that not only affects career health and longevity, but also positively impacts mission accomplishment. As the documents in enclosure (1) demonstrate, mentoring is a difficult term to define as it manifests itself in many forms. One useful definition of mentoring is as a mutually beneficial relationship between a mentor and protégé in which resources, time, experiences, and expertise are exchanged to help with personal and professional growth. Regardless of the formal definition, the positive influence quality mentoring has on the success of an individual’s career cannot be overstated.... and who should you use to help you find your mentors?
c. Professional Associations/Affinity Groups. These associations connect mentors and protégés of similar interests, backgrounds, cultures, or fields to support each other personally and professionally. Professional associations meet periodically to share best practices and to afford junior personnel access to senior members who have succeeded in their careers. These meetings provide exceptional forums for career development guidance on both an individual and group level. Commanders should make every effort to support their Sailors’ or employees’ participation with these groups.Yes, of course - "Affinity" Groups; the fetid clusters of division, hate, and ethnic strife. The ones with their little "select" lists they pimp around to potential board members.
Don't know who I am talking about? Here you go. Behold the bitter harvest of sectarianism, hypocrisy, and patronizing. I'll let you break it out.
Where does the Navy get an idea that it is good to encourage leaders to pick the people they want to mentor based simply on ethnicity? They are just following orders - don't 'cha know.
In case you don't get it. Let the OPNAV be clear.
b. Fleet readiness and enabler enterprises and communities will develop and implement a formal mentoring program suited to their unique leadership, career development, retention, and diversity challenges. Enterprise leaders will:Race/ethnicity trumps all. Is that the 21st Century Navy you want?
(3) Include a diversity component that fosters the mentoring of minorities and women. Ensure collecting data on milestone attainment is part of this component. Enterprises with few minority and or women mentors should coordinate with other enterprises, ideally within the same geographic area, to develop mentor networks within these Navy populations regardless of community affiliation.
While you are at it - check the references at the end of the document - it tells you more of where this program is coming from.
Oh - and supporting this "Affinity" is just happy talk, right? There isn't actually a cost is there?
R 091905Z JUN 11
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUN//
SUBJ/2011 NATIONAL NAVAL OFFICERS ASSOCIATION PROFESSIONAL DEVELOPMENT AND TRAINING CONFERENCE//
NARR/REF A IS DOD PUBLICATION 5500.7-R - JOINT ETHICS REGULATION REGARDING OFFICIAL PARTICIPATION IN NON-FEDERAL ENTITIES. REF B IS DOD DIRECTIVE 4500.56 - POLICY ON THE USE OF GOVERNMENT AIRCRAFT AND AIR TRAVEL. REF C IS BUPERSINST 1001.39F, AIR TRAVEL.//
RMKS/1. THIS NAVADMIN ANNOUNCES THE NATIONAL NAVAL OFFICERS ASSOCIATION (NNOA) PROFESSIONAL DEVELOPMENT AND TRAINING CONFERENCE BEING HELD 1-5 AUGUST 2011 AT THE SHERATON HOTEL AND MARINA IN SAN DIEGO, CA.
2. NNOA IS THE LARGEST AFRICAN-AMERICAN OFFICER AFFINITY GROUP THAT FOSTERS THE ADVANCEMENT AND RECOGNITION OF MINORITY OFFICERS IN THE UNIFORMED NAVAL SERVICES. THE 2011 CONFERENCE THEME IS "NNOA: ENHANCING MISSION READINESS FOR THE SEA SERVICES THROUGH LEADERSHIP, MENTORSHIP AND DIVERSITY."
3. THE UNIFORM WILL BE SUMMER WHITE FOR NAVY PERSONNEL AND BUSINESS ATTIRE FOR CIVILIANS. NAVY UNIFORM FOR THE FORMAL AWARDS BANQUET WILL BE DINNER DRESS WHITE JACKET (OR OPTIONAL SERVICE DRESS WHITE FOR O3 AND BELOW) AND BLACK TIE (OR EQUIVALENT) FOR CIVILIANS AND GUESTS.
4. COMMANDING OFFICERS ARE AUTHORIZED TO SUPPORT ATTENDANCE. COMMANDING OFFICERS MAY AUTHORIZE AND ISSUE TAD ORDERS, TO INCLUDE REGISTRATION. (editorial comment: @ $600 a pop !!!)
5. REGISTRATION, TRANSPORTATION, AND LODGING INFORMATION CAN BE FOUND ON THE NNOA WEBSITE AT WWW.NNOA.ORG. CONFERENCE FEES ARE $450 FOR LIFE MEMBERS, $475 FOR MEMBERS, AND $600 FOR NON-MEMBERS. AN ADDITIONAL FEE WILL BE APPLIED FOR ATTENDEES WHO REGISTER AFTER 16 JULY 2011. NNOA IS WAIVING REGISTRATION FEES FOR THE FIRST 100 JUNIOR OFFICERS, THE RANKS OF LIEUTENANT COMMANDER OR BELOW. OFFICERS WHO ARE PLANNING TO ATTEND SHOULD REGISTER EARLY FOR THE CONFERENCE AND THE HOTEL TO ENSURE RESERVATIONS ARE AVAILABLE.
6. POINTS OF CONTACT:
A. CAPT WILL TRIPLETT AT (571) 256-[redacted] OR VIA E-MAIL AT NAVY-REP(AT)NNOA.ORG OR WILL.[redacted](AT)NAVY.MIL.
B. LCDR BEULAH [redacted] (RET), AT (703) 231-[redacted] OR VIA E-MAIL AT [redacted](AT)NNOA.ORG.
7. RELEASED BY VADM MARK FERGUSON, N1.//