United States Air Force’s Post

Some of my thoughts on diversity in STEM.

Studies have shown that companies with more women in leadership roles have higher profitability and better returns on investment. This is no different for the aerospace, defense, and security sector. However, there are still barriers to women's advancement stemming from workforce dynamics, both historical and current. Explore our latest article for highlights from our conversations with exceptional women leaders in top ADS companies about their progress, and focus on the actions that can improve conditions for women in armed forces and industry today. Join Kearney at the Farnborough Airshow to learn more and discuss women’s advancement in the industry! Authors: Sarah Matar, Kanika Aggarwal, and Jessica Groot

HOGWASH STUDY: There have been 10s of thousands of successful AFRICAN AMERICAN WOMEN serving in the ARMED FORCES since the Vietnam War and have done GREAT! BESIDES, it is incompetent workers from every demographic that have problems in work centers. Plus, CONTEMPTIBLE PEOPLE are found everywhere as if GOD made them by some purposeful design. We even have an abundance of BLACK FEMALE CEOs. Thus, this study or the media communication is STRAIGHT HOGWASH. BLACK WOMEN are Sergeant Majors, Colonels, and Generals and each category is only made of up of less than 1% of the military establishment! PS: No human worker has a completely heavenly experience working with other humans, and we must all negotiate unprofessional fields of conflict. This is LIFE ITSELF since there are so many contemptible humans ranging from the bottom to the top of human society. Thus, STOP with these CRYBABY media stories! TALK ABOUT EACH OF THE SUCCESS STORIES like BLACK FEMALES and women in general graduating ARMY RANGER SCHOOL, etc! NOTE: Typically the best performers will prevail regardless of demographics!

Why A ‘Lay Low' DEI Strategy Is Especially Bad Right Now Politicized attacks on diversity, equity, and inclusion have frightened many educational, military, and corporate leaders. Executives don't want their organizations to be targets of unnecessarily polarizing, headline-grabbing schemes to mislead the public about DEI. Some are therefore running scared, renaming, and not calling attention to their DEI initiatives. This strategy isn't what our democracy needs right now. Click the link below to read the full article https://lnkd.in/e6AekUUp ------------------------------------------ Hello, I am Yemi I can support your organisation to attract high calibre diverse talent. yemi@engagetransform.co.uk I am also a career coach, empowering women to slay in their lane. Join the next cohort starting on the 18th of March 2024 Book now to create the future you deserve. https://lnkd.in/efW4eK4W #globalmajority #diversehire #recruitment #careercoach #DEI #equity, #inspiration, #engagetransform, #blackandbrilliant, #diversityandinclusion,

Double whammy! Not only is it #BCorpMonth but also #WomensHistoryMonth! Did you know that women-owned businesses are more likely to certify as B Corps? In fact, over 25% of B Corps are proudly women-owned. Compared to ordinary businesses, B Corps globally are 1.6 times more likely to have Boards of Directors comprised of a women majority. In 2022, 41% of new B Corps in the U.S. and Canada were women-owned businesss. Let’s see what 2024 has in store for #womenowned B Corps!

In honor of Women’s History Month, we’ve asked a few of our female leaders to share the advice they have found most useful in their careers. #IWD2024

⚡Nothing like a mid-week evening webinar to energize your week⚡ Grateful for the opportunity to spend time last night with an impressive group of women. We covered a wide range of topics: 🔹Adapting communication styles from military to corporate 🔹Embracing new identities transitioning from service to school to corporate 🔹Balancing dual careers (both in and out of service) 🔹Bridging gender gaps 🔹The power of mentorship and gathering advocates .....to name a few. The power of storytelling is unbelievable. Sharing your experiences can be incredibly powerful. It educates others, fosters understanding, and connects you with individuals who share similar experiences. EVERYONE'S transition journey is unique, but you are not alone. Embrace the challenges, seek out support, and leverage your strengths to build a fulfilling and successful civilian life. Thank you, Elizabeth for guiding the conversation and Wyatt and Kyle from Sitreps2 Steercos for organizing the event. P.S. Share your experiences and resources in the comments! Let's build a stronger network for female veterans. #womenveterans #militarytransition #mentorship #veteranshelpingveterans #mbajourney

Am I the only one that feels like this is inappropriate? DEI becomes IED? Is it the author or people who are out of touch with acronyms? My initial reaction when I hear IED is about the American troops lost due to improvised explosive devices. In fact when you google IED that is what you get. Is that what authors or these expert strategists want to convey? Let me clearly say that inclusivity is important. Equity is important. Diversity is important. Can’t we come up with something better that changing letters around? I thing DEI should be connective… not the explosive connotation this denotes. https://lnkd.in/eQbhZ29d

#WomenInConstructionWeek Watch this video to hear from women across USACE about the important role they play within the construction industry and the opportunities available for women in the career field. 👷♀️ 🏗

Last week I posted about the effective way to view and execute an inclusive culture. This week it's about effectively developing people through a much more tangible and effective view of equity. The picture below summarizes the "standard view" of equity vs. equality. Simple to explain, it's just not accurate nor is it actionable. If we look at equity as being fair we simply shift from one size fits all (equality) to a completely subjective model based on being "fair" (equity). Equity is not about race, gender, or upbringing, etc. it is about providing people the appropriate tools to be successful. Said differently it is about evaluating their talent and then modifying their professional development plan accordingly. Talent, through a quantitative tool such as CliftonStengths allows an individualized look into each person on your team. As they evolve this shifts and therefore their equitable development shifts. Evaluating anyone through the lens of "fair" is a fool's errand. Evaluating them through the lens of their talent and the talent of those around them is a highly effective approach. Submariners are developed in an equitable way. We often say my rating (core job) is ....."A". What I mostly do is "B". This is based almost entirely on their talents, not on being fair. This is the Submarine Way. Time to shift yet another paradigm time to embrace The Submarine Way. Deborah Cake Fortin (Bestselling Author) Deke Copenhaver Thomas Helfrich Boyd Stough, J.D. Castleigh Johnson Land Bridgers Ken Mahoney Justin J. Adam Goodman Brennen Matthews John Nicholas #leadershipdevelopment #equity #inclusion #leadership #submarines #navy #thesubmarineway