Workplace Diversity

Chief of Naval Personnel Diversity Project

Project Description

Navy leadership recognized the need of the organization to evolve its diversity management from a focus on Equal Opportunity (EO) to a more strategic focus that positively contributes to readiness. 

Intended or Achieved Results

Booz Allen tailored its diversity management development model and facilitated Navy participants in the design of a strategic diversity plan, a business case, and a communication plan to support strategic management of diversity in the Navy.  In the course of building the strategic plan, Booz Allen conducted current state analysis, a stakeholder analysis, best practice analysis, and practitioner’s focus groups.  The project also includes a risk assessment process and steps to mitigate those risks. The project team and Navy participants crafted a broad definition of diversity that became a part of the shared understanding of diversity.

The strategic diversity plan provided direction for Navy diversity by providing an agreed upon mission, vision, goals and strategies for achieving them.  The Booz Allen strategic planning process allowed Navy wide participation in the shaping of the diversity planning elements.

The involvement of participants across Navy communities also provided an avenue for building buy in early in the process for the new diversity approach. The plan contained goals, strategies and performance measures. A large portion of the plan includes people oriented programs that call for changes in the performance management, career development, coaching and mentoring processes.

The business case created a fact-based picture of the Navy’s diversity management and answered erroneous assumptions, perceptions or misinformation.  It validated the EO focus and indicated the need for a more strategic approach in the Navy’s people-related policies and practices. 

The communications plan assisted in creating awareness and understanding of the project, and ultimately in shaping a cultural change in the Navy.  Essential messages were tailored to meed the audiences needs.

The diversity assessment, business case and plan allowed for the organization to clearly articulate an innovative diversity organizational and culture change effort.

This work clearly demonstrated Booz Allen’s capability in helping organizations with changing their diversity management and reshaping their diversity culture. 

Chief of Naval Personnel (CNP) Recruitment
Diversity Training

Project Description

Navy Recruitment Leadership is not meeting its goal in the area of recruiting African-Americans in the upper mental groups (ASVAB score of 50 or higher) and are concerned that the cause may be rooted in a lack of preparation for recruiting to that audience. One of the key goals of the Navy is to recruit the best and the brightest from all communities within America. Currently there are approximately 3,800 enlisted recruiters, 234 officers and 680 careers recruit staff.  In order to “ enhance the future of our Navy through the people they recruit” Booz Allen will help develop specific training to reach out to all areas within the American culture.

Intended or Achieved Results

Specifically, Booz Allen developed and administered focus groups and interview protocols to ensure that appropriate training materials are delivered for the enlisted and officer-recruiting team. After administration of these assessments, Booz Allen provided a detailed analysis of findings and recommendations for the recruit command organization. Additionally, Booz Allen defined an orientation for leaders to support the diversity recruiting effort. The central contract delivery was the design of a one-day session that provided the impetus for individual and organizational commitment and strategies that allowed the recruit command to achieve diversity targets and goals.

This work clearly demonstrated Booz Allen’s capability in helping organizations transform into entities that value and manage diversity. The models, tools, techniques and guiding principles developed will become a part of the emerging diversity business area.