Task Force One Navy recommended Management Advisory Groups (MAGs) as a way to help leaders understand other points of view. They are formal or informal entities that provide non-binding advice, recommendations, or points of view to leadership. The intent is for MAGs to serve as an information resource and feedback capability to the command leadership, the Diversity, Equity & Inclusion (DEI) Officer, and/or designated representative(s). MAGs will function similar to Employee Resource Groups (ERGs). The recommendations and input provided by various MAGs will be used to bolster DEI efforts, improve culture, and foster an inclusive environment that supports the command's mission.
Inclusive leaders seek a variety of perspectives to fully understand an issue, situation, or event. MAGs are one way to gain valuable perspective and feedback to prevent blindspots and ensure all voices have input to a leader’s decision process.
MAGs are groups of individuals within an organization who gather to discuss specific topic sets that are driven by an aspect of identity and intended to improve the experiences and outcomes for those who share that identity. For example, MAGs can be organized around gender, race, ethnicity, generation, interest, or any factor that bring people together. In civilian workplaces, MAGs may go by many different names: Employee Resource Groups, Special Emphasis Programs, Employee Business Groups, and others.
While all MAGs are different, they share some common attributes:
● A voice with leadership to contribute to decision making and inclusion.
● A mandate that guides their work – a charter, a precept, or a guiding vision.
● Often a network – where work and best practices are shared between different locations, units, commands, or echelons.
● MAGs can have a charter and be formal or they can have no charter and be informal.
● A local MAG may exist at any command; a defining characteristic is that leadership seeks out the issues raised by the group and regularly asks for feedback on policies, programs and practices.
Frequently Asked Questions
Who can join a MAG? MAG membership requirements may be laid out in the MAG’s Charter or Precept. A MAG is generally open to anyone who holds the identity for which the MAG is established. For many MAGs, those who are dedicated to advancing policy and inclusion for people of the established identity are also welcome.
What is the difference between a MAG and an affinity, social, or support group? The key difference lies in access to leadership. A MAG has a means to bring concerns to leadership, with the expectation that leadership will listen openly to take appropriate action and that information will make the team/unit/command stronger. An affinity, social or support group exists for the sake of its members and may not have an expectation of access to leadership.
How many people are in a MAG? The size of a MAG varies greatly from MAG to MAG and command to command. Any required officers will be laid out in a MAG’s formal Charter or Precept if such is established.
How often does a MAG meet? Depending upon the MAG, it could be as frequently as weekly or as infrequently as a few times a year.
ANSO | Association of Naval Services Officers
501c3 nonprofit dedicated to the recruitment, retention and promotion of Hispanics and Latinos across all ranks of the United States Sea Services. Committed to leading and mentoring our Officers, Enlisted, Civilians, and Youth – individually and collectively.
GLASS | Gay, Lesbian, and Supporting Sailor
Peer-to-peer group supporting gay, lesbian, bisexual, transgendered, and supporting Sailors through advocacy, education, and outreach.
KASA | Korean American Sailor Association
Fosters partnerships and cultural understanding between U.S. Navy Sailors and Republic of Korean Navy Sailors.
Lean On Navy
Virtual “Lean On” professional development circle.
NJOC | Navy Junior Officer Counsel
A cross-designator group of junior officers with a mission to collect, refine and deliver recommendations to senior leadership; NJOC is a platform for senior leaders to access the ideas of younger generations to inform decision-making, stimulating a culture that promotes constructive behavior and encourages junior officers to seek out guidance and perspective from those who came before them.
WIN | Women’s Inclusion Network
Fosters representation and advocacy for women in OPNAV N1 through awareness, understanding, and action.
Know a group that should be added to this list? Email us today!
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