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Author: Susan D. Hosek
Publisher: Rand Corporation
ISBN: 9780833028761
Category : Business & Economics
Languages : en
Pages : 208
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Book Description
Since the military draft ended in 1975, newly commissioned officers haveincluded increasing numbers of minorities and women. These officers must beretained and promoted for the senior officer ranks to become as diverse asthe junior officer ranks are today. This report examines whether minorityand women officers obtain these promotions and choose to continue in theircareers at the same rate as other officers. The authors conducted tworesearch efforts: analyzing personnel records and interviewing midcareerofficers, personnel managers, and promotion board members individually andin focus groups. Results for minorities other than blacks were limited dueto small sample sizes. White women were found to be less likely to reachhigher officer ranks than were men, mostly because they chose to leave themilitary between promotions. Black male and black female officers generallyfailed promotions in higher proportions than did white males, but were morelikely to stay in the military between promotions. The interviews and focusgroups revealed different perceptions about careers: Black officers seemedto have greater difficulty forming all-important peer and mentorrelationships and overcoming initial expectations of lower performance.Women's careers have been affected by limited occupational opportunities,inconsistent acceptance of their role as military officers, harassment, andfamily conflicts.
Author: Susan D. Hosek
Publisher: Rand Corporation
ISBN: 9780833028761
Category : Business & Economics
Languages : en
Pages : 208
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Book Description
Since the military draft ended in 1975, newly commissioned officers haveincluded increasing numbers of minorities and women. These officers must beretained and promoted for the senior officer ranks to become as diverse asthe junior officer ranks are today. This report examines whether minorityand women officers obtain these promotions and choose to continue in theircareers at the same rate as other officers. The authors conducted tworesearch efforts: analyzing personnel records and interviewing midcareerofficers, personnel managers, and promotion board members individually andin focus groups. Results for minorities other than blacks were limited dueto small sample sizes. White women were found to be less likely to reachhigher officer ranks than were men, mostly because they chose to leave themilitary between promotions. Black male and black female officers generallyfailed promotions in higher proportions than did white males, but were morelikely to stay in the military between promotions. The interviews and focusgroups revealed different perceptions about careers: Black officers seemedto have greater difficulty forming all-important peer and mentorrelationships and overcoming initial expectations of lower performance.Women's careers have been affected by limited occupational opportunities,inconsistent acceptance of their role as military officers, harassment, andfamily conflicts.
Author: Beth J. Asch
Publisher: RAND Corporation
ISBN: 9780833059376
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
RAND research conducted in the late 1990s documented differences in rates of promotion and retention among male, female, white, and minority officers in the U.S. military. This volume updates the earlier RAND study, using data from January 1988 through September 2010. It also examines the career progression of women serving in military occupations that are partially closed to them.
Author: Beth J. Asch
Publisher:
ISBN: 9780833094612
Category : Business & Economics
Languages : en
Pages : 130
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Book Description
The report provides a quantitative analysis of the differences in the career progression of officers based on gender, as well as the factors that explain these differences. Gender differences in career progression can be partly explained by differences in job-related and individual characteristics, such as occupation and marital status, and partly by differences in the association between these characteristics and career progression.
Author: Nelson Lim
Publisher:
ISBN: 9780833086969
Category : HISTORY
Languages : en
Pages : 70
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Book Description
"Despite the Air Force's efforts to create a force that mirrors the racial, ethnic, and gender differences of the nation's population, minority groups and women are underrepresented in the active-duty line officer population, especially at senior levels (i.e., colonel and above). This report examines the reasons for this, with the goal of identifying potential policy responses. The authors analyzed data from multiple sources on Air Force eligibility, youths' intention to serve, accessions, retention, and promotion. A key finding is that African Americans and Hispanics are underrepresented in the Air Force compared with the nation's population mainly because they meet Air Force officer eligibility requirements at lower rates (e.g., they are much less likely than whites to have a college degree). Another reason for lower representation of minorities and women among senior leaders is that, once in the military, women and minorities are less likely to choose career fields that give them the highest potential to become senior leaders. In addition, female officers have lower retention rates than male officers, and the reasons for this are not clear. Finally, the authors comprehensively examined the Air Force promotion system and found no evidence to suggest it treats women and minorities differently than white men with similar records. The authors recommend that the Air Force should seek comparable quality across ethnic/minority groups in the accession processes, since competitiveness even at this stage is a predictor of promotion success. More racial/ethnic minorities and women who are cadets and officers should be in rated career fields, which have the highest promotion rates to the senior ranks."--Publisher's website.
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 111
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Book Description
The American Military is widely viewed as a pioneer in providing equal opportunity for its uniformed members. From the 1948 Executive Order signed by President Harry S. Truman that formally began the long process of racial integration to more recent admission of women into most military occupational specialties, the Military Services have compiled a record of providing equal opportunity that often exceeds the progress of civilian society. That record has been achieved only through constant effort and self-examination, and it will be maintained and improved only through continuing effort. It is in this spirit of self-examination and improvement that this study was undertaken. The study reviews the key stages of officer career progression: recruiting, commissioning, training, assignment, evaluation, promotion, and retention. It is limited to active duty commissioned officers in the four military branches of the Department of Defense, and examined data collected through 1997. The study employed several approaches to analyzing the career progression of minority and female officers, including trend analysis, statistical modeling, and focus groups and interviews. This report sets out the findings of the study and suggests a number of actions that could be taken to improve the process of providing equal opportunity to minority members and women in the officer corps. There were about 212,000 active-duty commissioned officers in 1997, with two-thirds of them in the Army and Air Force. The distribution of officers by grade shows that four out of five were at the level of 0-1 through 0-4 (2nd lieutenant/Navy ensign to major/Navy lieutenant commander), with the majority of these at 0-3 (captain/Navy lieutenant). Less than one-half of one percent were in the very highest grades of 0-7 through 0-10 -general and flag officers reflecting the pyramidal structure of the military organization.
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Women and the military
Languages : en
Pages : 84
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Book Description
Author: Nick Bland
Publisher:
ISBN:
Category : Career development
Languages : en
Pages : 84
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Book Description
Author: Brandon Baxter
Publisher:
ISBN:
Category : Diversity in the workplace
Languages : en
Pages : 0
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Book Description
"There is empirical evidence of lower retention and promotion rates between white male officers and racial/ethnic minority and female officers resulting in their underrepresentation in senior ranks. Female and minority officers face challenges to career progression and instances of racial biases that affect their promotion and retention. As a result, the United States Armed Forces lack diversity in the senior officer ranks. This report will discuss promotion and retention challenges within groups based on race and gender. Understanding the issues these groups face is essential. Additionally, this report will identify ways to help senior officers understand the perspective of female and minority officers in the military; to help them develop better policies that are more inclusive of the combat forces."--Abstract.
Author: James E. Parco
Publisher: Enso Books
ISBN: 1585662046
Category : Cultural pluralism
Languages : en
Pages : 557
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Book Description
"Attitudes Aren't Free offers a framework for improving policy in the areas of religious expression, open homosexuality, race, gender, ethics, and other current issues affecting military members. Parco and Levy provide us with a unique and robust discussion of divisive topics that everyone thinks about serving our nation - in and out of uniform - becoeme intimately familiar with this book."--P. [4] of cover.
Author: Joyce Tang
Publisher: State University of New York Press
ISBN: 9781438421841
Category : Social Science
Languages : en
Pages : 236
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Book Description
By asking how and with what measure of success, women and minorities fare in comparison to whites in American professions, this book provides original, up-to-date analyses of the fame and fortune of newcomers in professional fields. Each chapter examines gender and/or racial differences in patterns of segregation and discrimination, career paths, and labor market outcomes in particular professions from a comparative, historical perspective. In so doing, the experiences of educated women and minorities are linked to the broader field of sociology of occupations and professions. Women and Minorities in American Professions unravels complexities in the process of career advancement in white-collar professions and offers comprehensive and interdisciplinary coverage of career achievements and issues for women and minority professionals, including theories of inequality, analyses of the impact of demographic shifts, deindustrialization, and policy changes.
