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Be Better Humans at a Level that is Unbelievable!
The Office of Diversity, Equity, Inclusion & Accessibility educates and advises RAF Mildenhall’s Airmen, Guardians, Civilians and community partners on how to purposefully instill a thriving culture of belonging to maximize each individual’s greatest potential.
Why is it important to study culture? Because culture influences everything we think, say, and do. With this in mind, it is important for Airmen to study culture because of the diverse missions requiring interaction with people from different cultures at home and abroad. In order to improve interactions with counterparts, Airmen must become more aware of how culture affects those interactions. This course teaches students how to improve mission success by identifying a culture’s effects, being able to see a situation from different perspectives, and predicting the consequences of cross-cultural interactions. Moreover, the ITC course equips students with tools to improve their skills of observation and their ability to orient to new or changing situations.
This course is specifically designed as an interdisciplinary social science course, grounded in anthropology, cross-cultural communication, social and cognitive psychology, political science, and cultural geography. By combining knowledge and approaches from these extensive academic fields, ITC provides a unique experience that is both academic and practical. AFCLC’s goal is to offer the key insights most relevant to Airmen and demonstrate how to apply them in cross-cultural interactions.
This is a distance learning course. It is worth three semester hours of credit through the Community College of the Air Force (CCAF). It is currently only available to enlisted members of the US Armed Forces (Active Duty, National Guard, and Reserve).
Learn more here: Air Force's Global Classroom
Cultural knowledge at your fingertips!
ECFGs are now available via our Culture Field Guide mobile app Version 2.0
ACCELERATE Learning | ACCELERATE Change
Education Innovation at ACOL Speed!
Baseline cultural competence development in 2.5 hours
Organically produced and curated content
Downloadable certificate of all courses after completion!
Accessible, Relevant, Impactful Curriculum
Untethered from Government Platforms
Learn more here: Air Force Culture and Language Center
Vision: Elimination of artificial barriers to employing, advancing and retaining Black/AA Airmen and Guardians
Mission: To review and analyze guidelines, programs, data and other information for barriers to employment, advancement, and retention of Black/AA military members and civilian employees; and provide recommendations to DAF leadership
Read more here: Black/African American Employment Strategy Team (BEST)
The DAF WIT is an all-volunteer team with 54 active LOEs and 600+ active volunteers.
Mission: Identify barriers to women’s service in the Department of the Air Force and Department of Defense that influence and impact women’s propensity to serve and advocate to eliminate those barriers through policy change.
Read more here: DAF Women's Initiative Team
Purpose: The Disability Action Team (DAT) is one of the Barrier Analysis Working Group teams that fall under the Department of the Air Force Barrier Analysis Working Group (DAFBAWG). This BAWG team was created for the purpose of analyzing anomalies found in civilian and military workplace policies, procedures, and practices with an eye toward identifying their root causes, and, if those root causes are potential barriers to equal opportunity, devising plans to eliminate them.
Read more here: DAT Fact Sheet
Purpose: The Hispanic Empowerment & Advancement Team (HEAT) is a Department of the Air Force (DAF) Barrier Analysis Working Group (BAWG) that serves our Hispanic Total Force Airmen, Guardians, and their families. The HEAT was established to analyze DAF policies, programs, and processes to identify racial, ethnic, or gender-based disparities, and develop courses of action to remove potential barriers into civilian and military service and increase Hispanic retention and senior leader representation across the DAF.
Read more here: HEAT Fact Sheet
INET is one of the Department of the Air Force Barrier Analysis Working Group teams. It is an all volunteer organization aligned under HAF/A1. Some members represent their organizational units in their assigned roles, while most are volunteers dedicated to identifying and addressing artificial barriers to American Indian and Alaska Natives in policies, processes, and programs.
Read more here: INET Newsletter
Vision: To be the light that illuminates the path towards change, acceptance, and equality for all of those who came before us and those who will come after us.
Read more here: LIT Fact Sheet
PACT Vision: A Total Force where culture is celebrated and recognized to create an organization
where all can advance to their maximum potential regardless of race or ethnicity, and
all removable barriers to opportunity have been eliminated in order to leverage the full
value in diversity of thought, ingenuity, and initiative of our Air and Space personnel.
PACT Mission: Be an influential and authoritative advocate on topics that influence Pacific Islander
and Asian American’s propensity to serve the Department of the Air Force mission.
Read more here: PACT Fact Sheet
2022 DAF DEIA Conference Agenda
One Team, One Fight: Be the Change of Inclusive Culture
Read more here: 2022 DAF DEIA Conference Agenda
The DAF-IG completed two disparity reviews over the last year. The first was the Racial
Disparity Review (RDR), released on 20 Dec 20, which addressed disparities impacting Black
Airmen and Guardians. The second was the Disparity Review (DR) released on 9 Sep 21, which
addressed disparities based on gender and among other racial and ethnic groups not covered by
the RDR: Asian American, Pacific Islander (Native Hawaiian or Other Pacific Islander), Native
American (American Indian or Native Alaskan), and Hispanic/Latino. This addendum focuses
on the RDR and DR findings, specifically addressing disparities at the intersection of
race/ethnicity and gender.
Read more here: Report of Inquiry Addendum (S8918P) Disparity Review November 2021
Read more here: Department of Defense Diversity, Equity, Inclusion, and Accessibility Strategic Plan
The Secretary of the Air Force (SecAF), Chief of Staff of the Air Force (CSAF), and
Chief of Space Operations (CSO) directed the Department of the Air Force Inspector General
(DAF-IG) to conduct analysis into racial, gender, and ethnic disparities in the DAF. This
Independent Disparity Review, referred to as the “DR” throughout this document, builds upon
the 2020 Independent Racial Disparity Review (RDR) released in December 2020, which
focused on disparities in discipline and opportunities affecting Black Airmen and Guardians.
The DR expands on the RDR by addressing disparities in discipline and opportunities for
females, as well as Asian American, Native American, Pacific Islander, and Hispanic/Latino
racial and ethnic minorities.
Read more here: Report of Inquiry (S8918P) Disparity Review September 2021
The Secretary of the Air Force (SECAF) directed the Department of the Air Force Inspector General
(DAF-IG) to conduct independent assessments of DAF-wide initiatives targeted at addressing specific
findings in the DAF-IG Racial Disparity Review (RDR) Report released in December 2020. This is the first
assessment scoped to specifically address progress over a six-month period since the release of the RDR
Report. The second assessment will be initiated 18 months after the RDR’s release to better assess the
results of fully-implemented initiatives designed to, as appropriate, address identified disparities. The
SECAF directed these independent reviews to ensure thoughtful follow-through, accountability,
transparency, and to assess effectiveness. To enhance transparency and accountability, SECAF also
directed public release of both DAF-IG Disparity Reports and all associated assessments of follow-on
Read more here: Assessment Report (S8918P) Independent Racial Disparity Review Six-Month Assessment
Read more here: Independent Racial Disparity Review December 2020
Chief, DEIA Officer
DSN ☎ 238-3324
COMM ☎ +44 1638 54 3324
To champion and advocate for individuals’ sense of belonging by cultivating a culture of cohesion (3C’s) rooted in listening, learning, and a call to action.
We are committed to eliminating inequalities and strengthening awareness of personal biases while holding ourselves and each other accountable to expectations of personal growth and embracing different perspectives.
We're always looking for your feedback regarding our Diversity & Inclusion efforts.
Have questions, comments or concerns?
Drop your feedback in the Air Force Connect app today!