The full implemention of the Cultural Marxist ethos will march forward until both leaders and the mass of people actively and passively reject their agenda.
There is no reason to parody. There is no reason to pick apart paragraph by paragraph. This intellectual cancer speaks for itself that is being pushed by RDML P. DeQuattro, USCG.
Read it all and BEHOLD!
R 212352Z AUG 15
FM COMLANTAREA COGARD PORTSMOUTH VA
TO ALLCGLANT
INFO COMDT COGARD WASHINGTON DC//CG-00H/CG-12B/CG-133//
COMPACAREA COGARD ALAMEDA CA
COMCOGARD FORCECOM NORFOLK VA
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UNCLAS //N05351//
SUBJ: FY15-17 LANTAREA LEADERSHIP AND DIVERSITY ACTION PLAN (LDAP)
A. COMMANDANT DIRECTION 2011
B. COMDTINST 5350.9
C. DUTY TO PEOPLE: LEADERSHIP AND DIVERSITY IN ATLANTIC AREA
211938Z AUG 15
D. Commandant Diversity and Inclusion Strategic Plan, 2015-2018
1. Purpose: This message summarizes our FY14 leadership, diversity, and inclusion accomplishments and sets forth our goals for the next two years to improve leadership, diversity, and inclusion within Atlantic Area.
2. Progress: Over the past year we have made significant improvements in our leadership, diversity, and inclusion efforts. The focus for these efforts was identified by the LANTAREA
Leadership and Diversity Climate Survey (LDCS) which led to the following actions:
A. The Area Diversity Staff worked with the Chaplains and Command Master Chief (CMC) networks to address concerns brought to light by the LDCS. These groups have since used this information in their various workshops as best practices and as issues to be included in future trainings.
B. LANT Theater Leadership and Diversity Advisory Council (TLDAC) updated its web sites with information on LGBT community, SAPR issues, and responses to leadership challenges based on feedback from field units.
C. The TLDAC, using LDCS data, identified four diversity focus areas requiring improvement: organizational trust; gender; lesbian, gay, bisexual, transgender (LGBT); and civilian/military relationships. The TLDAC then organized focus groups with participants from across LANTAREA to develop a more in-depth understanding of these issues.
3. Action: From their analysis of the LDCS results, the TLDAC identified the following actions to improve the work climate related to the four areas:
A. Organizational Trust.
LDAC Issue: Many diversity issues appear to be linked to leaders not modeling inclusive behaviors or unknowingly acting in ways that promote disrespect or bias toward certain groups (also known
as micro-biases or micro-aggressions).
Action 1: TLDAC members will research and author articles on leadership, diversity and inclusion in the Coast Guard that can help leaders at every level understand behaviors that could be perceived negatively by various groups.
Action 2: All units with LDACs are reminded, as per Ref D, to conduct training on this topic for their unit before 30 September 2015. For additional information, the following website has information on completing the training: https://cglink.uscg.mil/f6f4179d
Completion will be reported in the OCT 2015 LDAC Quarterly report by the unit LDAC Chairs. In addition, commands are encouraged to discuss these micro-biases or micro-aggressions during their Special Emphasis Program education events.
B. Gender.
LDAC Issue: Women are not proportionally represented in afloat billets. Given the requirement for afloat time to advance, this is negatively impacting the careers of women in the Coast Guard. Many members believe there are deliberate barriers to women going afloat.
Action: In support of a HQ-led team, (currently addressing identified barriers), conduct a women's afloat opportunity study that examines current practices and identifies opportunities for improvement. Ensure the progress of these efforts is communicated to our workforce.
C. LGBT.
LDAC Issue: There are significant misunderstandings or lack of information regarding programs or benefits available to LGBT members.
Action 1: Develop a consolidated list of CG policy and guidance on LGBT entitlements and specific concerns.
Action 2: In coordination with CG-1, identify barriers, benefits and draw backs in, a policy allowing LGBT members to state a preference to not transfer to states with restrictive laws regarding the LGBT community. This evolving policy or guidance will need to balance the need to develop members and needs of the service while protecting individual rights.
D. Civilian/ Military Relations.
LDAC Issue: Many civilian and military members do not understand each other's rating and personnel management systems.
Action: Work with CG-1 to develop Mil-Civ and Civ-Mil user friendly guides for military supervisors of civilians and civilian supervisors of military personnel.
E. More information regarding these focus areas can be found at: https://cglink.uscg.mil/bc592093. Units are encouraged to have representatives join/support one of the theater-level work groups. As work group products are completed, they will be sent to unit LDACs for implementation or integration. POCs for theater work groups are: organizational trust - OSC Daniel G. [redacted]; gender - LT Anne F. [redacted]; LGBT - IT2 Daniel C. [redacted]; and Civilian/Military relations - LTJG Morgan E. [redacted].
F. In addition to these theater-wide actions, all units within LANTAREA are reminded of their requirement to develop a unit-specific leadership and diversity action plan (LDAP) IAW LANTAREAINST 5351.1. This plan should address one or more unit- specific diversity and inclusion issues resulting from the LDCS as well as at least one of the four identified focus areas (organizational trust, gender, LGBT, Civilian/Military relations). The LDAP Form and amplifying worksheet can be found on https://cglink.uscg.mil/7e4c66d2. Small units (less than 50) that are part of a larger unit LDAC will fall under the larger units LDAP. Units are encouraged to use findings from local focus groups or suggestions listed on the TLDAC website, https://cglink.uscg.mil/5e456e20
G. For other LDAC resources and best practices visit the LANTAREA TLDAC SharePoint site at:
http://d11ms-zeswss01/sites/LANT/LDAC/default.aspx
4. Questions or suggestions regarding LDAC or Leadership and Diversity Inclusion should be directed to CDR Heather [redacted], LANTAREA Leadership and Diversity Officer, 757-398-[redacted].
5. RDML P. DeQuattro, Deputy Commander LANTAREA sends.
6. Internet release is authorized.
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