Diversity Equity and Inclusion
All members of North Central Region recognize that the pursuit of excellence requires a commitment to diversity, equity and inclusion in all aspects of Civil Air Patrol.
North Central Region will promote a supportive and inclusive climate that allows all members of the Region to thrive and succeed. This is consistent with Civil Air Patrol National Headquarters’ prioritization of diversity, equity and inclusion with the goal of making our organization reflective of the communities we serve. Challenge members to reach out to underrepresented communities in order to let them know that Civil Air Patrol exists.
NORTH CENTRAL REGION DIVERSITY, EQUITY AND INCLUSION PLAN
2 February 2022
This plan presents the North Central Region Diversity, Equity and Inclusion Program. The plan includes the vision and mission of the North Central Region Diversity, Equity and Inclusion Program, a brief background demonstrating that diversity equity and inclusion are consistent with our Core Values.
2. VISION & MISSION STATEMENTS
Vision: All members of North Central Region recognize that the pursuit of excellence requires a commitment to diversity, equity and inclusion in all aspects of Civil Air Patrol.
Mission: North Central Region will promote a supportive and inclusive climate that allows all members of the Region to thrive and succeed. This is consistent with Civil Air Patrol National Headquarters’ prioritization of diversity, equity and inclusion with the goal of making our organization reflective of the communities we serve. Challenge members to reach out to underrepresented communities in order to let them know that Civil Air Patrol exists.
A history of diversity and inclusion in Civil Air Patrol
When Civil Air Patrol (CAP) formed in the early days of World War II, many of our first volunteers were patriotic citizens unqualified for military service who nevertheless were determined to serve the nation in a time of need. CAP welcomed World War I veterans, women and men, teenagers, senior citizens, persons with disabilities, and many other volunteers from a wide range of diverse backgrounds, races, and religions. Our history is built upon a base of inclusiveness from our earliest days as an organization. Furthermore, CAP draws its inspiration in diversity, equity and inclusion from our role as the auxiliary of the U.S. Air Force; we include people from all backgrounds in the essential work that we do and emulate the commitment to diversity, equity and inclusion in our parent organization.
Civil Air Patrol Core Values
The CAP Core Values naturally align with a robust, deliberate focus on diversity, equity and inclusion. American society is intrinsically diverse, and the communities we live in and serve reflect this diversity. We aim to reflect the value of INTEGRITY by supporting our organization in acting with conviction and moral uprightness in recruiting and retaining a diverse membership. We believe our commitment to VOLUNTEER SERVICE calls on us to include and empower members that add dimension, depth and breadth to our capabilities and core missions, and providing for the welfare of others is enhanced by the empathy and understanding inclusion builds into our organization. EXCELLENCE calls on us to go beyond “good enough” and set an example for other organizations while living up to our sacred public trust. RESPECT calls on us most clearly in this regard.
Civil Air Patrol Policy of Nondiscrimination.
CAP provides an inclusive and welcoming environment for all members and ensures that educational, membership and operational decisions are based on each individual’s abilities and qualifications. Consistent with this practice and applicable laws, it is CAP policy that no member shall be excluded from participation in, denied the benefits of, or subjected to discrimination with respect to accessibility to any CAP program or activity on the basis of race, color, sex, age, religion (creed), national origin (ancestry), sexual orientation, gender identity or expression, disability (formerly handicap), marital status, military, or veteran status. However, each case is subject to applicable qualifications and ability standards for the CAP program or activity concerned. Further, it is Civil Air Patrol policy that no applicant meeting CAP’s minimum age requirement will be denied membership in CAP on the basis of any of the foregoing characteristics. This policy is intended to ensure that only relevant factors are considered, and that equitable and consistent standards of conduct and performance are applied. Source: CAPR 36-1, available at: https://www.gocivilairpatrol.com/media/cms/R036_001_D6D80CB431788.pdf
4. NORTH CENTRAL REGION DIVERSITY, EQUITY and INCLUSION GOALS
Recruiting & Retention
Region Director of Recruiting & Retention and Diversity Officer will work together to develop and share best practices on recruiting and retaining diverse membership.
Challenge wings to increase membership with a focus on diverse and underrepresented communities
Monitor Diversity Reports in E-Services on membership trends, growth as well as focusing on gender and ethnicity.
Ensure that Wings, per Civil Air Patrol Regulations, have the information needed for cadets with disabilities, religious obligations, etc. to be involved in all cadet activities.
Wing Diversity Officers and Wing Directors of Cadet Programs to ensure a class on diversity, equity and inclusion is included at every encampment.
North Central Region Chaplain Corps
Work with Wing Chaplains to ensure that reasonable accommodations, including uniform waivers as necessary, are made in accordance with the religious practices of our members.
Education and Training
Include diversity in all North Central Region education and training materials/sessions, beginning in 2022.
Appoint a Region Diversity Officer and ensure each Wing appoints a Wing Diversity Officer.
Encourage Wings to increase membership with a focus on diverse and underrepresented communities.
Work with Recruiting and Retention to develop and share best practices with a focus on recruiting and retaining diverse membership.
Challenge Wings to increase membership with a focus on diverse and underrepresented communities
Work with Region Public Affairs to get monthly Diversity, Equity and Inclusion newsletter out in a Region- wide publication.
Assist Wings with Diversity, Equity and Inclusion sessions at Wing encampments and conferences.
Monitor membership trends, growth gender and ethnicity in E-Services Diversity Reports.
Work with Diversity Officers to include Diversity, Equity and Inclusion newsletter, information and resources are in Region and Wing wide publications.
5. SUMMARY AND REVIEW OF PLAN
This plan provides an overview of the North Central Region Diversity, Equity and Inclusion Action Plan. This plan is a living document which will be reviewed annually (every January) by the North Central Region Staff.
Upon approval of the North Central Region Diversity Staff, and Commander this Plan will be communicated to the members of North Central Region and published on the North Central Region website.
Submitted: 2 February 2022
Lt Col Bonnie J Braun
Approved: 2 February 2022
Col John R. O’Neill