Slightly more than a decade ago, our Air Force senior leadership, recognizing a lack of diversity in the Air Force officer corps, began an effort to improve diversity. The objective of these efforts was to make a more diverse and effective leadership body and to grow enough minorities with core operational backgrounds to serve in future senior leadership positions. Our visionary leaders realized our force make up should be a reflection of society.
Historically, our Air Force had previous experience in diversity and the remarkable results of inclusion when the Tuskegee Airmen set out to prove that African-Americans could fly military aircraft just as skillfully as white Americans. Tuskegee Airmen proudly succeeded and served the Air Force in virtually every role—from pilots, bombardiers and navigators to meteorologists, intelligence officers, aircraft maintainers and flight surgeons. They certainly proved the point with a record of combat success that needs no further description:
926 African-American pilots earned their wings between 1942 and 1946. Almost 500 of that group saw combat during World War II.
Between 1943 and 1945, the Tuskegee Airmen logged 15,533 sorties.
They destroyed or damaged 409 enemy aircraft and countless fuel and ammo dumps.
In recognition of their sacrifice and success, they were awarded 744 Air Medals, 150 Distinguished Flying Crosses, and three distinguished unit citations in WWII.
A discussion of diversity often focuses on race, which I believe is only one aspect. A truly diverse force is essential to our mission success and extends well beyond racial boundaries. I believe it is important to maintain an environment that is open to all, including those who don’t necessarily look and think like me.
Within our unit, I stress a couple of points to all our Airmen. These are beliefs I have developed over the course of my career and feel are vital to our success. First, we must have a culture of inclusion that allows anyone the opportunity to suggest a better way. In fact, I ask our Airmen to seek better ways to do our business, which is going to be even more important in the days ahead as we conduct operations in a fiscally constrained environment. I also stress that we value what EVERYONE has to say because you never know where the next great idea will originate. A diverse team will always have a tremendous impact on our way ahead.
Now to get these ideas and improvements we need a team that, in addition to racial diversity, also includes men and women equally … AND those who don’t necessarily share the same thoughts and beliefs. Diversity in gender is critical … diversity in thought is critical … this inclusion is so important to ensuring we see all sides of an issue and have considered all options. It is an all-too-common mistake to organize your team and surround yourself with people who look and think like you. In fact, there is an old saying that if two people are in business and they agree on everything, one of them isn’t needed. I don’t ever want to fall victim to that way of thinking and limit the possibilities for our Airmen or our Air Force.
As our Air Force continues to evolve, and we reap the benefits of past efforts to broaden access and opportunity for all, we also see continued efforts to improve diversity. The inclusion of women in combat is one area that has been a recent focus. This effort will strengthen our efforts in air, space and cyberspace. Fortunately our leaders have learned from the past success stories, such as the Tuskegee Airmen, and are plotting us on a course for continued success.
As we look to our future as a nation, it is important for us to continue to blaze new trails of opportunity for ALL people. If indeed our diversity is what makes us stronger, which history has shown it does, then we must continue to embrace it as a strength and foundation for our mission success. These efforts aimed at achieving diversity are not just for diversity’s sake … but for America’s sake.
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Slightly more than a decade ago, our Air Force senior leadership, recognizing a lack of diversity in the Air Force officer corps, began an effort to improve diversity. The objective of these efforts was to make a more diverse and effective leadership body and to grow enough minorities with core operational backgrounds to serve in future senior leadership positions. Our visionary leaders realized our force make up should be a reflection of society.
Historically, our Air Force had previous experience in diversity and the remarkable results of inclusion when the Tuskegee Airmen set out to prove that African-Americans could fly military aircraft just as skillfully as white Americans. Tuskegee Airmen proudly succeeded and served the Air Force in virtually every role—from pilots, bombardiers and navigators to meteorologists, intelligence officers, aircraft maintainers and flight surgeons. They certainly proved the point with a record of combat success that needs no further description:
926 African-American pilots earned their wings between 1942 and 1946. Almost 500 of that group saw combat during World War II.
Between 1943 and 1945, the Tuskegee Airmen logged 15,533 sorties.
They destroyed or damaged 409 enemy aircraft and countless fuel and ammo dumps.
In recognition of their sacrifice and success, they were awarded 744 Air Medals, 150 Distinguished Flying Crosses, and three distinguished unit citations in WWII.
A discussion of diversity often focuses on race, which I believe is only one aspect. A truly diverse force is essential to our mission success and extends well beyond racial boundaries. I believe it is important to maintain an environment that is open to all, including those who don’t necessarily look and think like me.
Within our unit, I stress a couple of points to all our Airmen. These are beliefs I have developed over the course of my career and feel are vital to our success. First, we must have a culture of inclusion that allows anyone the opportunity to suggest a better way. In fact, I ask our Airmen to seek better ways to do our business, which is going to be even more important in the days ahead as we conduct operations in a fiscally constrained environment. I also stress that we value what EVERYONE has to say because you never know where the next great idea will originate. A diverse team will always have a tremendous impact on our way ahead.
Now to get these ideas and improvements we need a team that, in addition to racial diversity, also includes men and women equally … AND those who don’t necessarily share the same thoughts and beliefs. Diversity in gender is critical … diversity in thought is critical … this inclusion is so important to ensuring we see all sides of an issue and have considered all options. It is an all-too-common mistake to organize your team and surround yourself with people who look and think like you. In fact, there is an old saying that if two people are in business and they agree on everything, one of them isn’t needed. I don’t ever want to fall victim to that way of thinking and limit the possibilities for our Airmen or our Air Force.
As our Air Force continues to evolve, and we reap the benefits of past efforts to broaden access and opportunity for all, we also see continued efforts to improve diversity. The inclusion of women in combat is one area that has been a recent focus. This effort will strengthen our efforts in air, space and cyberspace. Fortunately our leaders have learned from the past success stories, such as the Tuskegee Airmen, and are plotting us on a course for continued success.
As we look to our future as a nation, it is important for us to continue to blaze new trails of opportunity for ALL people. If indeed our diversity is what makes us stronger, which history has shown it does, then we must continue to embrace it as a strength and foundation for our mission success. These efforts aimed at achieving diversity are not just for diversity’s sake … but for America’s sake.