Hawaii National Guard
Diversity, Equity and Inclusion
Multi-colored paint blotches, over bleeds, and specks cover the palette and surrounding
background. Each paint cell on the palette includes a photograph of one or more military or
Department of Defense civilian members in an action shot. These members compose the many
different multi-cultural, racial, and ethnic members representative within the Department and
include both sexes


The Hawaii National Guard Diversity and Inclusion initiatives promote a cultural climate, which allows people to maximize their potential by embracing each other’s holistic characteristics. Diversity is not a program or policy – it is a state of being. It sparks innovation, incorporates fresh approaches, and produces well-rounded perspectives in problem solving that lets us identify ways of performing duties entrusted to us by our government and fellow citizens.

State Joint Diversity Executive Council (SJDEC)

In accordance with the President’s Executive Order 13583 on establishing a coordinated government-wide initiative to promote diversity and inclusion in the federal workforce, the Hawai`i National Guard has established a State Joint Diversity Executive Council (SJDEC). The SJDEC charter identifies council advisory positions and dictates operating procedures to carry out the Hawai’i National Guard’s Diversity, Equity and Inclusion (DE&I) Strategic Plan. This plan aligns with the National Guard Diversity and Inclusion Strategic Plan, 1 Jun 17, updated on 19 Sep 20. 

The goals and objectives outlined are meant to help integrate DE&I into the daily operational structure of the Hawai’i National Guard and will be updated as needed to incorporate changing focus areas based on the progress made, barrier analysis and changing demographic trends and establish realistic measures and metrics that tie to our purpose and outcomes.


Create and sustain an organization dedicated to mission effectiveness, valuing diversity and inclusion, and ensuring all Soldiers, Airmen and Civilian employees have the opportunity and means to reach their maximum potential.  


To achieve an organizational culture where diversity and inclusion is valued as a combat multiplier that is critical to mission readiness. 

Core Values

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

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

DOD Civilians: Leadership, Professionalism and Technical Knowledge through dedication to duty, integrity, ethics, honor, courage and loyalty 


  • A diverse team representative of the community we serve and defend 
  • A team equipped with diverse cultural awareness and competencies to execute State and Federal missions 
  • A team that values, measures and promotes fairness, dignity, and worth of every member as a measure of enhancing readiness 
  • A team responsible for applying and adhering to these diversity and inclusion principles.  

Cultural Observances and Awareness Events

Since 1968, the Department of Defense (DOD) has supported ethnic observances through the development of local programs and many diverse activities. The Department’s goal is to understand others’ perspectives, to broaden our own, and to fully experience and educate ourselves.

Cultural celebrations foster respect and open-mindedness for other cultures, and provide an opportunity where diverse perspectives, cultures and values are accepted, appreciated, and celebrated. Knowledge is the key to acceptance.

Celebrating our differences, as well as our common interests, helps unite and educate us. Activities are designed to enhance cross-cultural awareness and promote harmony among all military members, their families, and the civilian work force. These activities are extensions of our equal opportunity, diversity and inclusion education, and training objectives.

The recognition of a common humanity is the first step in the celebration of our differences – differences that inform our cultures, our values, our minds, and all our ways of being in the world.

As the Nation’s largest employer, the DOD encourages all members to accept the responsibility to be actively involved in addressing the educational, economic, cultural, and societal needs of all Americans.

Through multicultural celebrations, not only do we become more aware of others’ culture, we gain a sense of pride for the diversity of our own culture.

  •  Martin Luther King Jr. Birthday (January)
  •  National African American/Black History Month (February)
  •  Women’s History Month (March)
  •  National Sexual Assault Awareness and Prevention Month (April)
  •  Holocaust Remembrance Day (24 April)
  •  Days of Remembrance (23-30 April)
  •  Asian American and Pacific Islander Heritage Month (May)
  •  LGBT Pride Month (June)
  •  Women’s Equality Day (26 August)
  •  National Hispanic Heritage Month (15 Sep-15 Oct)
  •  National Disability Employment Awareness Month (October)
  •  National American Indian Heritage Month (November)

Additional Programs

Below are some of the additional programs administered by the Equal Employment Opportunity and the Diversity, Equity and Inclusion Office:

Alternative Dispute Resolution

The Hawaii National Guard supports ADR to the maximum extent practicable and at the earliest possible stage to prevent, minimize and resolve disputes between or among the agency and its employees and other parties. ADR helps to achieve mutually acceptable and cost-effective outcomes and to accomplish business efficiently, economically, and productively. Participation in the ADR process is voluntary and information shared during the proceeding is confidential. 

Employee Assistance Program

The Hawaii National Guard recognizes that conditions such as emotional duress and stress impact morale and productivity in the workplace. The goal of the EAP is to increase employee efficiency and productivity, by connecting employees to assistive programs, rehabilitation, education, and referral services.

The EAP coordinator works in a consultative role with managers and supervisors to help address employee and organizational challenges and needs. Military OneSource services are private and provided by the Department of Defense at no cost to service members. The EAP coordinator maintains a list of resources and providers that are available throughout the state. Information will be provided to an employee upon request. Resources may be utilized not only when job performance is deficient, but for personal situations unrelated to work as well.

Special Emphasis Program

The Special Emphasis Programs were established as part of the overall affirmative employment program. Within the concept of the EEO program and the Federal Merit System, the programs emphasize the enhancement of employment and advancement opportunities for minorities, women and people with disabilities. The term “Special Emphasis Programs,” refers specifically to employment related programs which focus special attention on groups that are conspicuously absent or underrepresented in a specific occupational category or grade level in the agency’s workforce. These programs increase diversity awareness and assist us in achieving our affirmative employment goals by:

  • Identifying and evaluating potential barriers to the hiring and advancement of women, minorities, and people with disabilities
  • Identifying and publicizing opportunities for educational and career development
  • Annually observing and commemorating the achievements and contributions of each group, promoting ethnic and cultural awareness

Contact Information

If you are interested in utilizing any of the following programs or have questions, please contact Diversity, Equity and Inclusion Office.

Partner Links

Policies and Guidance

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