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Diversity, Equity, & Inclusion Acknowledgement

CAP Nondiscrimination Policy

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, national origin, sexual orientation, gender identity or expression, disability, marital status, military or veteran status.

However, each case is subject to applicable qualifications and ability standards for the CAP program or activity concerned. 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.

Maj. Gen. Mark Smith, Civil Air Patrol's National Commander, discusses the CAP Nondiscrimination Policy with a panel of members.

  • 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.  

  • The opportunity to participate and progress is limited only by a member's ability, participation, and performance.

Diversity is a composite of individual characteristics, experiences, and abilities that are consistent with the CAP Mission and Core Values and reflective of the communities in which we serve.

Civil Air Patrol diversity includes but is not limited to personal life experiences, geographic background, socioeconomic background, cultural knowledge, educational background, work background, language abilities, physical abilities, philosophical and spiritual perspectives, race, color, sex, age, religion (creed), national origin (ancestry), sexual orientation, gender identity or expression, disability, marital status, and military or veteran status.


Inclusion is the process of creating a culture where all members of the organization are encouraged to make their fullest contributions to the success of the group, and where there are no unnecessary barriers to success.

Civil Air Patrol diversity and inclusion efforts complement but remain separate and distinct from, CAP’s Equal Opportunity compliance programs and activities.


“Thriving in a highly uncertain competitive environment requires creative thinking in those areas, and the diverse collaborators were better equipped to deliver it.”

The Other Diversity Dividend, by Paul Gompers and Silpa Kovvali, Harvard Business Review, July-Aug 2018, https://hbr.org/2018/07/the-other-diversity-dividend

  • Inclusive teams make better business decisions up to 87% of the time.

  • Teams that follow an inclusive process make decisions twice as fast as half the meetings.

  • Decisions made and executed by diverse teams delivered 60% better results.

The Benefits of Creating a Diverse Workforce, by Sheryl Lyons, Forbes, 9 Sept 2019, https://www.forbes.com/sites/forbescoachescouncil/2019/09/09/the-benefits-of-creating-a-diverse-workforce/#74c9a0c6140b


  Aerospace Education Diversity Page

  Cadets Having Special Needs (Cadet Programs Page)

  Suggested Best Practices for Including Individuals with Special Needs

  CAP-USAF~AE~DIV Air Force Female Pilot Panel Video



For membership compliance with National Headquarters, Please press the submit button to acknowledge that you have read and understood our Non-discrimination policy.

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