NATIONAL GUARD 

DIVERSITY AND INCLUSION 

 STRATEGIC PLAN 

 01 June 2017 

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Message from the &KLHINational Guard%XUHDX 

Overview

Mission, Vision and Core Values 

Strategic Imperative

Defining Diversity and Inclusion

Diversity and Inclusion Goals and Supporting Objectives

Strategies for Implementation

Measures and Metrics

Army National Guard Diversity Measures and Indicators

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Air National Guard Diversity Measures

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Diversity and Inclusion Checklist

Appendix-Resources and Helpful Websites

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CONTENTS

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OVERVIEW 

The National Guard (NG) Diversity and Inclusion Strategic Plan outlines the 

implementation of the President's Executive Order 13583 on the establishment 

of a coordinated government-wide initiative to promote diversity and inclusion 

in the Federal workforce. It incorporates the alignment of the Army and Air 

National Guard Diversity Strategic Plans in the areas of diversity and inclusion 

which includes a balanced strategy of our war fighting, homeland defense, and 

global partnership missions. 

In order to enlighten decision makers as to how diversity and inclusion can 

become an even more vital element in our nation’s security, the National Guard 

(NG) perspective of “operationalizing” diversity institutionalizes the process to 

attract, recruit, develop, and retain a quality workforce. In addition to the 

alignment of Executive Order 13583, the strategic plan includes four 

overarching goals that define an operational path for success: 

ವ Enhance diversity and inclusion in all States, Territories, and the District

of Columbia.

ವ Ensure leaders at all levels champion diversity program priorities and

understand specifically what is required to achieve success.

ವ Develop and increase diversity partnerships, both internal and external

to the NG.

ವ Develop, mentor, and retain top talent reflective of the communities the

NG serves.

This plan includes wider Department of Defense (DoD) and the Office of 

Personnel Management (OPM) diversity and inclusion goals and objectives 

which integrates diversity into multiple 

transformational efforts. 

This requires an honest assessment of the 

amount of resources, support, commitment, 

and competencies senior leaders are willing to 

invest to provide an optimized workforce who is 

ready to defend the nation, both now and in 

the future. 

“We are committed to establishing a 

respectful environment for all. We must 

strive for a diverse force, reflective of the 

communities we serve, where all 

members have the opportunity to reach 

their military goals.”

Gen Lengyel, Chief, NGB 

Vision for the Future, 2017

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Figure 1: Source DoD Diversity and 

Inclusion Strategic Plan, 2017

The National Guard Diversity and Inclusion Strategic Plan is a roadmap to help 

leverage diversity to improve mission accomplishment (Figure 1). Equal 

Opportunity and Equal Employment Opportunity (EO/EEO) policies are the 

building blocks of a successful diversity program. Therefore, it is critical that 

all recruitment, hiring, promotion, training, retention, and other personnel 

actions comply with Federal EO/EEO laws and regulations. 

EO/EEO compliance promotes fairness, leads to 

inclusion, and focuses on demographics. The next 

building block is diversity management. Effective 

diversity management is necessary in order to 

utilize the diverse workforce. Once compliance is 

combined with proper diversity management, a 

culture of inclusion is possible. Properly managed 

diversity in an inclusive environment will act as a 

combat multiplier. 

Leadership involvement is critical at every stage of 

the diversity effort as none of the building blocks 

can be achieved unless leaders at all levels commit. 

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MISSION, VISION, AND CORE VALUES 

MISSION: To create and sustain an inclusive organization dedicated to 

mission effectiveness; valuing diversity to ensure every individual has the 

opportunity, guidance, and information to reach maximum potential. 

VISION: To achieve an inclusive organizational culture that values diversity as 

highly as personnel end strength, readiness, and combat capability. 

CORE VALUES: 

Army: Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, Personal 

Courage 

Air Force: Integrity, Service Before Self, Excellence in All We Do 

Principles: The NG 

ವ Must be a diverse team, representative of the nation it serves and

defends.

ವ Needs leaders and a workforce equipped with diverse cultural awareness

and competencies to execute the mission globally.

ವ Dedicates itself to create and sustain a culture that values, measures, and 

promotes the fairness, dignity, and worth of every member as essential to

maintain readiness.

ವ Requires all Soldiers, Airmen, and civilians to be responsible for applying

and adhering to these diversity and inclusion principles and complying with all 

EO/EEO policies.

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STRATEGIC IMPERATIVE 

Diversity is a strategic imperative leveraging the diversity of people, and varying 

cultures, to enhance operational capability and helps make better decisions 

based on a broader base of knowledge and experiences – to be more agile, 

robust, and effective (as highlighted in Figure 2). A mission element, diversity 

is critical to successfully navigate the human domain. It opens the door to 

innovative ideas and complex problem-solving and provides a competitive edge 

to mobilize and deploy quickly. It is the strength of the United States of 

America and the strength of the NG. 

Figure #2: Source from Dr. Andre Sayles, Director, Diversity Strategy & Implementation, ASA (M&RA), SAMR-DL

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It is a leadership strategy in the NG to ensure that leaders are developed to 

effectively manage and lead diverse teams. NG training initiatives are vital to 

efforts to build an inclusive environment. Managing human capital to increase 

the probability for different voices to speak and be heard will make our NG proactive, innovative, and prepared. The NG continues to operate in a global and 

dynamic environment. Continued success in such environments requires 

leading edge technology, human interaction, agility of thought, and a variety of 

perspectives and approaches.

DEFINING DIVERSITY AND INCLUSION 

DIVERSITY: All the different characteristics and attributes individuals, 

cultures, and organizations that are aligned with DoD core values, integral to 

overall readiness and mission accomplishment that are reflective of the Nation 

we serve. 

Diversity is challenging people to maximize their potential by embracing and 

promoting each other’s holistic characteristics. Diversity is a warfighting 

readiness issue. The NG must attract people from all segments of American 

society and tap into the limitless talent of the diverse population to reach its 

fullest potential as America’s standing state military. 

INCLUSION: Valuing and leveraging individual differences for organizational 

success. 

Inclusion is involvement and empowerment, where the inherent worth and 

dignity of each Guardsman is recognized. An Inclusive NG promotes, fosters, 

and builds organizational strength through a positive work environment that 

promotes and respects the differences and similarities – both visible and 

invisible. This is manifested when a work environment is achieved where all 

individuals have equal access to opportunities, resources, and information to 

allow them to fully contribute individual strengths to the collective military 

might.

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Workforce diversity is a collection of individual attributes that helps agencies 

pursue organizational objectives efficiently and effectively. Figure 3 highlights 

four major areas of diversity that include demographic, global, cognitive, and 

structural aspects of an individual. These are not limited to characteristics 

such as national origin, language, race, color, disability, ethnicity, age, religion, 

sexual orientation, gender identity, socioeconomic status, veteran status, and 

family structures. 

Figure 3: The Four Major Components of Diversity, NGB DI, 2016

Diversity Areas: 

x Demographic diversity refers to the degree to which a unit is

heterogeneous with respect to demographic attributes that generally

include characteristics such as age, gender, race and ethnicity.

x Global diversity encompasses differences among people concerning

geographic origin, differences of thought, and life experiences.

x Cognitive diversity and inclusion is a culture that leverages flexibility and

fairness.

x Structural and organizational diversity connects each individual to the

organization and encourages collaboration, so all individuals are able to

participate and contribute to their full potential.

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DIVERSITY AND INCLUSION GOALS AND 

SUPPORTING OBJECTIVES 

Goal 1: Enhance diversity and inclusion in all States, Territories, and the 

District of Columbia. 

ವ Develop a workforce that reflects the communities it serves.

ವ Create an inclusive environment (e.g. revision uniform policy and

enhancing religious accommodation program).

ವ Assess the effectiveness of current branding and recruitment practices to

include all demographics/markets and enhance recruiting efforts.

ವ Establish quantitative and qualitative baselines to inform analyses of

demographic trends across all States, Territories, and the District of

Columbia.

ವ Develop policies and plans to attract and recruit from a broader and

more diverse pool of applicants or candidates, measure results, and

refine approaches on the basis of data and higher level priorities.

ವ Utilize findings from climate surveys to get a better sense of attitudes

and practices that are detrimental to the progress of enhancing diversity

and inclusion.

ವ Establish a baseline for the purpose of identifying and addressing

barriers that prevent diversity in accessions, retention and advancement.

Goal 2: Ensure leaders at all levels champion diversity program priorities and 

understand what is required to achieve success. 

ವ The Adjutants General (TAG) should communicate the importance of

diversity and inclusion as one of their top priorities.

ವ Participate in the Joint Diversity Executive Council (JDEC).

ವ Leaders should understand the metrics needed and the results they are

expected to achieve.

ವ Leaders should track their progress toward stated goals.

ವ Leaders at all levels must emphasize the value of diversity and inclusion.

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Goal 3: Develop and increase diversity partnerships, both external and 

internal to the NG. 

ವ Enhance collaborative efforts to conduct regular State-level meetings and

participate in regional JDEC meetings to synchronize efforts to resolve

problems.

ವ Appoint representatives to participate in regional JDEC meetings to

share best practices and work with others to tackle regional problems.

ವ Identify external groups that have a nexus to diversity and inclusion and

work to synergize efforts toward progress.

ವ Increase community outreach efforts (schools, community organizations,

etc.) to enhance diversity and inclusion.

ವ Identify diversity and inclusion concepts and fundamentals and team

building training options that can be used at all levels to educate our

personnel throughout the year.

ವ Encourage JDEC teams to sponsor cultural events to showcase the many

strengths of their NG.

Goal 4: Develop, mentor, and retain diverse talent reflective of the 

communities the NG serves. 

ವ Implement and assess policies to support informal and formal

mentorship.

ವ Recognize members with potential to develop and benefit from

mentorship.

ವ Offer mentorship at the State, Regional and National levels.

ವ Provide information on potential career advancement opportunities for

Soldiers, Airmen, and civilians.

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STRATEGIES FOR IMPLEMENTATION 

Achieving the goals of the National Guard’s Diversity and Inclusion Strategic 

Plan requires a well coordinated effort from the entire NG. Implementation of 

this plan will be synchronized with the overall operational readiness of the NG 

to help meet future challenges. Also, to ensure a balanced workforce reflective 

of the communities we serve. Strategic engagements and partnerships will also 

be leveraged in order to maximize the NG’s diverse workforce to attract, 

develop, mentor, and retain top talent. 

This plan will advance operational readiness in the NG and create an inclusive 

environment that values and empowers all: 

ವ Developing new strategies to augment mission capabilities which leverage

the diversity within the NG through the examination of policies,

processes, and procedures.

ವ Executing plans to recruit, develop, and retain a diverse and high quality

workforce through leadership commitment of State Joint Diversity

Councils.

ವ Fostering innovation and maintain an agile and inclusive workforce, to

position the NG to rapidly shift ground and air forces and almost

instantly move them anywhere in the world.

The NG commits to be transparent in the manner to balance a diverse 

workforce to meet future challenges and assist leaders in understanding the 

metrics and achieving expected results by: 

ವ Providing quarterly updates and annual results on diversity and

inclusion accomplishments with emphasis on transparency of policies,

practices, processes, and procedures to attract, recruit, develop, and

retain a quality workforce though the national level.

ವ Establishing a robust National Guard Bureau Diversity and Inclusion

Best Practices Program to allow for 100% access to participate, submit,

retrieve, and share Best Practices throughout the 54 States, Territories,

and District of Columbia.

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ವ Leveraging unique backgrounds, experiences, and foreign languages from

Soldiers, Airmen, and civilians to identify new capabilities and regularly

review workforce demographics and cultural competence.

The NG’s strategic engagement in support of diversity and inclusion and 

building partnerships at home and abroad will be accomplished by the 

following: 

ವ Engaging leaders to participate in “Telling the National Guard Story” at

every level at national, State and/or local events, conferences, and in the

communities.

ವ Building international relations through the State Partnership Programs

and strengthen key alliances as part of the effort to achieve global

diversity.

ವ Ensuring all members have access to diversity and inclusion training

and education, including the proper implementation of the National

Guard Diversity and Inclusion Strategic Plan.

In support of efforts to attract, develop, mentor, and retain top talent reflective 

of the communities the NG serves, the following steps will be implemented: 

ವ Identify the organization’s top talent.

ವ Include a formal or informal mentoring program within the State.

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MEASURES AND METRICS 

Information collected by an organization must be tied to purpose and 

outcomes. As such, Army National Guard (ARNG) and Air National Guard 

(ANG) Diversity Chiefs will utilize this data in the annual progress of diversity 

reports through their respective services. The JDEC will review quarterly goals 

and measures of ARNG and ANG diversity strategic plans and apply all four of 

the following types of metrics for effective operational measurements. 

ವ Operational metrics. These address not only what is getting

accomplished but how it is getting accomplished. It serves as a report

card - no insider analysis, just the numbers. Operational metrics show

impact to mission readiness and tell the NG story.

ವ Comparative metrics. This type of metric compares current numbers to

the previous year’s numbers. This helps identify best practices and

promotes cross-learning.

ವ Opinion metrics. These are climate surveys that DoD uses, to include

exit interviews. This kind of data is important but cannot stand alone

because it is not 100% true. The source of information and the type of

survey instrument is not all important - the focus is to retrieve the right

information for decision makers.

ವ Predictive metrics. These create a process for evidence-based decisionmaking and are based on the actual behavior of people. The focus must

be on identifying the predictors that will help answer questions. This

type of metric will help build a case for a more rigorous foundational

change in an organization. Predictive metrics, combined with the other

three types of metrics listed above, will promote mission-driven

outcomes.

This data will be utilized as part of the requirement to provide an annual report 

on the progress of diversity in the armed forces. This legislation was 

established in the National Defense Authorization Act of 2009 which charted a 

31-person Military Leadership Diversity Commission to conduct a

comprehensive evaluation and assessment of policies on the advancement of

minority members of the armed forces.

The development and implementation of these initiatives, to include the 

establishment of a uniform definition of diversity and corresponding metrics, 

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will enable our leaders to build forces reflective of the diverse population the 

NG serves. The Secretary of Defense and Secretary of Homeland Security meet 

annually with the Service Secretaries, Joint Chiefs of Staff, Commandant of the 

Coast Guard, NGB, and Senior Enlisted Members to discuss progress towards 

achieving the goals. 

An annual report will include additional factors for race, ethnicity, and gender 

in areas such as: 

ವ Number of members of the armed forces including reserve components.

ವ Promotions.

ವ Enlistments.

ವ Available pool of qualified candidates for three and four star Flag Officers

or General Officers.

(Appendix with resource websites and links for further study and referencing is 

attached at the end of this document) 

In order to achieve a diverse and inclusive NG, a clear set of goals and 

supporting objectives must be established. These goals include enhancing 

diversity and inclusion in all States, Territories, and the District of Columbia. 

Leaders at all levels will champion diversity developing and increasing diversity 

partnerships, and developing, mentoring, and retaining top talent reflective of 

the communities the NG serves. 

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DIVERSITY AND INCLUSION CHECKLIST 

State Joint Diversity Council (SJDC) Implementation

The Adjutant General (TAG) Checklist

1. _____Does your state have a strategic plan for your diversity initiative(s) that

is aligned with the NG Diversity and Inclusion Strategic Plan? (Goals #1, #2)

2. _____Does your state have a State Joint Diversity Council (SJDC) and a

charter that describes membership? (Goals #2, #3)

3. _____Does your state have a career development initiative or mentoring

program that is designed to craft tailored individual development plans for your

military and civilian employees? (Goals #4)

4. _____Does the TAG (or SJDC) website content include the state’s current

diversity and inclusion strategic plan, the SJDC meeting minutes, the state

guard demographics, and the Annual MD-715 report? (Goals #1, #2, #3)

5. _____Does your state conduct or participate in annual diversity training or

programs (in addition to required EO/EEO/SHARP training)? (Goals #3, #4)

6. _____Does your state conduct community outreach that targets underrepresented demographic groups? (Goal #3)

7. _____Do you as the TAG meet at least bi-annually with your SJDC to review

how your state is progressing on its execution of the state diversity and

inclusion strategic plan? (Goals #1, #2, #3, #4)

8. _____Does your state complete and submit quarterly updates to the Regional

Joint Diversity Executive Council (JDEC) and the NGB Office of Equity and

Inclusion (NGB-EI) for use during quarterly updates to CNGB? (Goals #1,

#2,#3,#4)

9. _____Does your state have a GO who is actively serving on the Regional

JDEC?

*NOTE: The term “Vtate” includes *XDPPuerto RicoWKH869LUJLQ,VODQGV

the District of ColXmbiaDQGWKH6WDWHV.

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APPENDIX – RESOURCES AND HELPFUL WEBSITES 

Defense Equal Opportunity Management Institute (DEOMI)

http://www.deomi.org/ 

National Guard Office of Equity and Inclusion Microsite

http://www.nationalguard.mil/Leadership/Joint-Staff/Special-Staff/Diversity/ 

National Guard Equal Opportunity Branch Microsite

https://gko.portal.ng.mil/Joint/Staff/D09

National Guard Diversity and Inclusion Branch Microsite

https://gko.portal.ng.mil/Joint/Staff/D10

USAF Diversity Website

http://www.af.mil/Diversity.aspx 

USA Diversity, Equity, and Inclusion Website

https://www.armydiversity.army.mil/

USA Army People Strategy 

https://people.army.mil

National Guard Military One Source 

https://www.militaryonesource.mil/national-guard

National Guard Youth ChalleNGe 

https://ngchallenge.org

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