Next week I will be attending a leadership course offered by the Defense Equal Opportunity Management Institute (DEOMI) at Patrick Air Force Base. I bring this opportunity up for a few reasons: 1, the inaugural "Hangout with the Director, CPC" scheduled for Wednesday of next week is now cancelled while I'm in training; 2, the reason I'm attending this course is based on the needs of the Service...and I'm not just referring to the NOAA Corps or OMAO; and most importantly, 3, Patrick AFB is on the beach, just south of Cocoa Beach, Florida. Surf temperature is 77 degrees, I know where to rent a board, last light is at 20:20 and the Air Force Inn where I'm staying is a short walk from the beach. So yes, I'm selfishly trying to make my surfing and beach loving shipmates jealous. All jest and after hours surf session references aside, this training marks an initial step in a much broader initiative by NOAA leadership to improve our Agency's culture with respect to inclusion and diversity.
Creating a diverse and inclusive environment isn't rocket science, yet it continues to elude us on an organizational scale, as shown by our Federal Employee Viewpoint Survey scores. As leaders (and I'm referring to leaders at ALL levels - from shipboard watch leaders to COs, and Section Chiefs to Aircraft Commanders) it is incumbent upon us all to create an inclusive environment where diversity is more than a word that is given lip service in an occasional email reminder. We do this by modeling positive behaviors and exercising the courage to immediately call out and correct bad behaviors that erode unit cohesion and morale where and when we see them. And we should be standing a vigilant watch to find them.
A diverse and inclusive environment nurtures unit cohesion and morale which enables us to accomplish NOAA's missions safely and efficiently. Failure to demonstrate the leadership skills which nurture diversity and inclusion creates an opportunity for toxic or corrosive command climates where harassment, bullying, bigotry, biases or worse are allowed to fester. At its extreme, communication and team work breaks down and this leads to accidents and can cost lives. I have accumulated a decent list of significant shipboard casualties which were due in large part to toxic climates where there was a conspicuous absence of support for diversity and inclusion.
There will certainly be more to come on this topic while I am at the helm at CPC, and not just because this is a NOAA priority. My personal commitment to diversity and inclusion was deeply ingrained in me by my parents and has guided me for my entire life. As we work together in this area, and I explore the applicability and potential implementation of DEOMI products and services to our Agency, I expect that we will soon have new tools to help you evaluate and improve your command climate.
All I ask of you right now is to contemplate how you treat your shipmates, and be mindful and critical of the command climate you create by your actions - or your inaction.
CAPT Jeremy Adams, NOAA
|10-13 May 2016||OPB - Promotion Selection|
|24 May 2016||Bronze & Career Awards Event|
|2017||NOAA Corps Centennial Events|
|CAPT Lawrence Krepp||01 May 2016|
|CAPT Harris Halverson||01 May 2016|
|LT Mark Frydrych||01 May 2016|
|LTJG Theresa Smith||13 May 2016|
|LT Laura Gallant||01 June 2016|
|VADM Michael Devany||01 July 2016|