R 302151Z JUN 20 MID110000792776U
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
REF/A/RMG/CNO WASHINGTON DC/121637ZNOV19//
REF/B/RMG/CNO WASHINGTON DC/271513ZFEB20//
REF/D/MSG/COMUSFLTFORCOM NORFOLK VA/131415FEB20//
NARR/REF A IS NAVADMIN 254/19 CULTURE OF EXCELLENCE.
REF B IS NAVADMIN 051/20 NAVY INCLUSION AND DIVERSITY POLICY UPDATE.
REF C IS SECDEF MEMORANDUM ACTIONS FOR IMPROVING DIVERSITY AND INCLUSION IN
THE DEPARTMENT OF DEFENSE.
REF D IS 12-STAR MESSAGE PROMULGATION OF SIGNATURE BEHAVIORS OF THE 21ST
CENTURY SAILOR NAVY CORE VALUES, NAVY ETHOS, AND CORE ATTRIBUTES IN ACTION,
SUBJ/NAVY INCLUSION AND DIVERSITY//
RMKS/1. I hope you have had the opportunity to view my second video, It
Starts with Us, encouraging a dialogue about race relations and inclusion
within the Navy. We have been working to build a better Navy through the
Culture of Excellence approach announced in references (a) and (b). One very
important aspect of this approach is recognizing that we come from all walks
of life, with different and valuable experiences and perspectives. Our
differences make our Navy, our connection to each other and our families and
communities even stronger.
2. Our efforts are taking us in the right direction, but clearly not enough
has been done to face the challenges of today. Three weeks ago, I asked you
to listen. Now, I am strongly encouraging every Navy leader uniform and
civilian, active and reserve - to start a dialogue at each of your commands.
As a Navy, we must seize this opportunity to engage in conversations about
race relations and inclusion within our force. Now is the time to have open
and honest conversations across our Navy. We need to identify what is really
happening, understand where barriers exist and listen to all perspectives on
how we can bring our unique skillsets together to tackle these issues. This
is not the problem of one group of people. This is our Navy, and we need a
greater understanding of the experiences that make us One Navy Team and build
trust and connection in our teams.
3. In addition to these conversations at every command and at every level,
we are standing up Task Force (TF) One Navy reflecting the diversity of race,
ethnicity, gender, age, and ranks from across our Navy to identify barriers
and corrective actions to eliminate inequalities between groups of people.
TF One Navy will leverage outreach focus groups from both within and outside
the Navy representing diversity of race, ethnicity, gender, age, and rank to
ensure a diversity of experience and perspectives. Additionally, in line
with reference (c), the Secretary of Defense is setting up a Department of
Defense (DoD) Board on Diversity and Inclusion to address DoD-wide issues of
diversity, equity, inclusion and belonging within the DoD. While we have
been committed to Inclusion and Diversity for many years, current events
shine a light on the need for us to do more and to do it more quickly.
4. At the command level, we need to:
a. Start a dialogue with your superiors, peers and teams and listen to
their personal stories and experiences. If we have not directly experienced
racism, sexism, ageism, or other forms of discrimination, it is often
difficult to realize they exist.
However, they do exist in our Navy and country, and it is our responsibility
to eliminate them.
b. Keep the conversation going. Practice inclusion every day by
integrating Sailor and civilian perspectives in early stages of problem-
solving and idea generation. In each meeting you have and problem you
tackle, include all perspectives to gather varied points of view that will
help you make the best decision.
c. Leverage your Command Resilience Team to understand what is happening
in your command. Look at your most recent command climate assessment with
fresh eyes. Surveys may show you some of the problem areas in your command
that you can address in your conversations.
d. Advocate and model the leadership style that motivates people to
speak up, be empathetic listeners, stand up for each other, learn and grow.
Ensure doors are open for conversations and opportunities are available for
professional development throughout the command.
e. Share lessons learned and best practices on leveraging diverse
populations with your or your upper echelons designated Inclusion and
f. Increase your knowledge and awareness of Inclusion and Diversity
Heritage Celebrations and Special Observances by supporting programs,
exhibits, publications and participation in community military and civilian
sponsored events throughout the year.
5. I need every Sailor to:
a. Speak up and share your experiences about what you and your families
are feeling, what you think the major issues are and how you would fix it if
you were in charge. Identify areas where there are barriers to certain
groups of people in the Navy feeling like they truly belong on the team.
Have pride in being an integral part of the greatest Navy in the world and
have confidence that we will continue to lead on issues that impact all of
b. Be an ally for those who do not feel like they can speak up.
Listen to and understand others lived experiences and recognize that your
perspective is one of many valuable perspectives.
c. Live the Signature Behaviors 24/7/365 delineated in reference (d).
These behaviors include:
(1) Treat every person with respect.
(2) Take responsibility for my actions.
(3) Hold others accountable for their actions.
(4) Intervene when necessary.
(5) Be a leader and encourage leadership in others.
(6) Grow personally and professionally every day.
(7) Embrace the diversity of ideas, experiences and backgrounds of
(8) Uphold the highest degree of integrity in professional and
(9) Exercise discipline in conduct and performance.
(10) Contribute to team success through actions and attitude.
6. As Sailors, and as a Navy, we cannot tolerate racism or discrimination of
any kind. We must listen to each other, understand the perspectives of
others and identify and eliminate individual and systemic racism and
discrimination within our force.
We must live the Signature Behaviors and the first step is having
conversations with one another, controlling what you and I can control and
make recommendations to leadership on other changes to help effect positive
7. The following resources are available to assist:
a. I&D goals and objectives available at
b. Commanders I&D toolkit: Commanders Toolkit is available under the
Inclusions and Diversity tab at:
c. DEOMI Implicit Bias Training
d. DEOMI Assessment to Solutions (A2S) provides helpful information,
videos, tools and resources (presentations on implicit bias, inclusion and
diversity at work, racist behaviors and prevention strategies) at
e. The Signature Behaviors infographic is available at:
f. It Starts With Us video is available at
Released by Vice Admiral John B. Nowell, Jr, N1.//