Command University employee recognized for her contributions to Equal Employment Opportuni

Motisola McKinnon Receives Commander, U.S. Pacific Fleet Equal Employment Opportunity Recognition Program Award

Introduction

Motisola McKinnon, the workforce development branch head of Code 1182 at Command University, has been honored with the Commander, U.S. Pacific Fleet Equal Employment Opportunity Recognition Program award for the Fiscal Year 2023. This article highlights McKinnon’s achievements in promoting equal opportunity and her efforts in establishing and supporting the Black, Indigenous & People of Color Employee Resource Group at the shipyard.

Recognition for Promoting Equal Opportunity

McKinnon’s dedication to promoting equal opportunity and her role in initiating and supporting the shipyard’s Black, Indigenous & People of Color Employee Resource Group led to her well-deserved recognition. She expressed her surprise and honor upon receiving the award, emphasizing that it was a group effort and not solely her achievement.

Inclusive and Inviting Employee Resource Group

McKinnon’s previous experience with an Employee Resource Group (ERG) that dissolved due to lack of participation motivated her to create a more inclusive and inviting group this time. She acknowledged the existing stigmas associated with ERGs but aimed to establish a space where diverse viewpoints could be shared and mutual learning could take place.

Mentorship and Support

Lynn Grellner, the Puget Sound Naval Shipyard & Intermediate Maintenance Facility Diversity, Equity, Inclusion, and Accessibility Manager, received the same honor last year. Grellner commended McKinnon’s leadership and mentorship, highlighting her invaluable guidance to the new leaders of the Black, Indigenous & People of Color Employee Resource Group.

Promoting Understanding and Appreciation

McKinnon, hailing from Fayetteville, N.C., emphasized the importance of respect for all individuals, regardless of their appearance or beliefs. She recognized the discomfort some people may feel about attending ERG meetings and emphasized that the goal of the Black, Indigenous & People of Color Employee Resource Group is to foster understanding and educate others about the purpose of such groups.

Building a United Team

McKinnon highlighted the significance of celebrating and recognizing different cultures as a means to broaden appreciation for one another. She emphasized that this approach helps break down barriers and enables more effective collaboration among team members. With 12 years of experience at the PSNS & IMF, McKinnon has witnessed numerous changes and acknowledges the challenges associated with this type of work.

Conclusion

Motisola McKinnon’s recognition as a recipient of the Commander, U.S. Pacific Fleet Equal Employment Opportunity Recognition Program award showcases her commitment to promoting equal opportunity and establishing an inclusive environment at the shipyard. Her efforts in leading the Black, Indigenous & People of Color Employee Resource Group have been instrumental in fostering understanding, appreciation, and unity among employees. McKinnon’s dedication to this cause exemplifies the pursuit of Sustainable Development Goal 10: Reduced Inequalities, as she works towards creating a more equitable workplace for all.

SDGs, Targets, and Indicators in the Article

1. SDGs Addressed or Connected to the Issues Highlighted in the Article:

• SDG 5: Gender Equality
• SDG 10: Reduced Inequalities
• SDG 16: Peace, Justice, and Strong Institutions

2. Specific Targets Under Those SDGs Based on the Article’s Content:

• SDG 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life.
• SDG 10.3: Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies, and action in this regard.
• SDG 16.7: Ensure responsive, inclusive, participatory, and representative decision-making at all levels.

3. Indicators Mentioned or Implied in the Article to Measure Progress towards the Identified Targets:

• Indicator for SDG 5.5: Proportion of seats held by women in national parliaments and local governments.
• Indicator for SDG 10.3: Proportion of people who believe they have been treated with respect and dignity.
• Indicator for SDG 16.7: Proportion of population satisfied with their last experience of public services.

Table: SDGs, Targets, and Indicators

Explanation:

The article highlights the efforts of Motisola McKinnon in promoting equal opportunity and starting a Black, Indigenous & People of Color Employee Resource Group (ERG) at the shipyard. This connects to SDG 5 (Gender Equality) as it emphasizes the need for women’s full and effective participation and equal opportunities for leadership. McKinnon’s goal of creating an inclusive and inviting group also relates to SDG 10 (Reduced Inequalities), which aims to ensure equal opportunity and reduce inequalities of outcome. Additionally, the article mentions McKinnon’s efforts in promoting understanding and breaking down barriers, which aligns with SDG 16 (Peace, Justice, and Strong Institutions) and its target of ensuring responsive, inclusive, participatory, and representative decision-making.

Based on the article’s content, specific targets can be identified. SDG 5.5 aims to ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making. SDG 10.3 focuses on ensuring equal opportunity and reducing inequalities of outcome. SDG 16.7 aims to ensure responsive, inclusive, participatory, and representative decision-making at all levels.

The article implies indicators that can be used to measure progress towards the identified targets. For SDG 5.5, the proportion of seats held by women in national parliaments and local governments can be used as an indicator. For SDG 10.3, the proportion of people who believe they have been treated with respect and dignity can serve as an indicator. Lastly, for SDG 16.7, the proportion of the population satisfied with their last experience of public services can be an indicator to measure progress.

Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.

Source: navsea.navy.mil

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