Learn more at www.nationalguard.mil

Current as of August 2022 Point of Contact: NGB Public Affairs at (703) 607-2612

New Mexico: Implemented oneon-one counseling for women and 

minorities to address advancement. 

New Mexico’s Pre-Command course 

now includes diversity training. 

South Dakota: Established partnerships with tribes to provide medical 

and engineering training. Hosted 

generational and women’s symposiums to increase cultural awareness 

and competencies. 

Conneticut: Implemented attendance policy for fulltime workforce 

to attend special emphasis events. 

Recruiting and Retention performs 

a “Final Formation Survey,” more 

detailed than the usual exit survey. 

Minnesota: Established metrics that 

enable them to forecast the need 

for new stratregies to recruit and 

develop diverse talent. Mentoring 

is primary effort with Minnesota’s 

creative retention program.

North Carolina: Improved exit surveys as they collect information from 

all types of seperations. Targeted 

recruitment initiatives and incentives 

to allow R&R to meet end strength. 

For more details on best practices 

or ideas from other states, please 

contact the State Joint Diversity Executive Council representatives on 

GKO at https://gkoportal.ng.mil/joint/

J1/D08/SitePages/Home.aspx

Army & Air National Guard

Diversity and Inclusion

The National Guard Bureau (NGB) defines diversity as creating a cultural climate that allows people to maximize their potential by capitalizing on the unique talents of each member of our force. 

We view inclusion as an organizational strength based on our commitment to a positive work environment that promotes and respects our 

differences and similarities - both visible and invisible. Our diversity 

is a reflection of more than 3,000 American communities where the 

men and women of the Guard live, work and serve. Our diversity is 

the untapped power of non-traditional ideas gleaned from our members’ learning and teaching styles. Our diversity is the sum total of our 

Soldiers and Airmen and civilians; their life experiences, cultural and 

language backgrounds and their individual unique talents. Our diversity multiplies our capabilities and enhances our readiness. 

On Feb 18 2010, NGB established the Joint Diversity Executive Council (JDEC) comprised of more than 30 members. The primary function 

of JDEC is to provide timely feedback as well as advise the Chief of 

the National Guard Bureau, the state TAGs and state leadership regarding impending and current issues, professional development opportunities, best practices, as well as offer a forum for process review. 

The establishment of the JDEC is recognition by the National Guard 

that we must commit to and capitalize on the power of broad perspectives, varying talents, and skill-sets to fully understand, anticipate and 

respond to rapidly changing domestic and international challenges. 

JDEC members developed the National Guard Diversity Strategic 

Plan to provide a roadmap to attain the highest state of military readiness with a more adaptable, culturally competent and innovative 

force. This plan is required by Public Law 112-239 and outlines diversity and inclusion initiatives along with reporting requirements to the 

Military Leadership Development Commission. 

Best Practices