Minority and Gender Differences in Officer Career Progression (2001)

by Tiemeyer, Peter; Hosek, Susan D.; Kilburn, Rebecca M.; Strong, Debra A.; Ducksworth, Selika

• ISBN13: 9780833028761
• ISBN10: 0833028766
• Format: Paperback
• Copyright: 2001-12-03
• Publisher: RAND Corporation

Summary

Since the military draft ended in 1975, newly commissioned officers have included increasing numbers of minorities and women. These officers must be retained and promoted for the senior officer ranks to become as diverse as the junior officer ranks are today. This report examines whether minority and women officers obtain these promotions and choose to continue in their careers at the same rate as other officers.

Table of Contents

Preface	iii
Figures	ix
Tables	xi
Summary	xiii
Acknowledgments	xxi
Introduction	1	(6)
Motivation and Context for the Officer Pipeline Study	2	(2)
General Study Design	4	(1)
Organization of the Report	5	(2)
Description of an Officer's Career	7	(18)
Commission Sources	7	(4)
Service Academies	8	(1)
ROTC Programs	8	(1)
OCS/OTS Programs	9	(1)
Enlisted Commissioning Programs	9	(1)
Accession of Minorities and Women	10	(1)
Initial Officer Listing	11	(1)
Career Field Selection and Duty Assignment	12	(5)
Career Field (Occupation) Assignment	12	(1)
Duty Assignment	13	(2)
Occupation and Assignment for Minorities and Women	15	(2)
Performance Evaluations	17	(2)
Inflation in Performance Evaluation	18	(1)
Promotion	19	(6)
The Promotion Selection Process	21	(2)
Guidelines for Minorities and Women	23	(2)
Differences in Retention and Promotion for Minority and Female Line Officers	25	(24)
The Officer Cohort Data Files	25	(3)
Defining Race and Ethnicity	27	(1)
Diversity of Officer Accessions over Time	28	(3)
Commissioning Source and Occupational Assignment	31	(2)
Marital Status	33	(2)
Differences in Retention and Promotion	35	(14)
Determining Retention Outcomes	36	(2)
Method for Estimating Differences	38	(1)
Estimation Results	39	(4)
Minority/Gender Differences Not Controlling for Entry Path	43	(1)
Minority and Gender Differences by Service and Cohort	44	(1)
Summary of Retention and Promotion Results	44	(5)
Officers' Perceptions of Racial Differences in Career Progression	49	(26)
Analytic Approach	50	(4)
Competitiveness of Performance or Bias in the Career-Management System	54	(3)
Precommissioning Preparation and Skills	57	(2)
Social Separation	59	(4)
Assignments	63	(2)
Competing Opportunities	65	(1)
Bias in Favor of Blacks	66	(5)
Summary	71	(4)
Officers' Perceptions of Gender Differences in Career Progression	75	(28)
Why Do Women Choose to Leave?	76	(2)
Inherent Skills and Abilities	78	(4)
Assignment Patterns and Available Career Paths	82	(3)
Sexual Harassment and Social Integration	85	(7)
Harassment	86	(4)
Men's Hesitancy in interactions with Women	90	(2)
Competing Opportunities and Obligations	92	(5)
Child-Care Arrangements	93	(2)
Military Spouse Considerations	95	(2)
Advantage in the System	97	(1)
The Double Jeopardy of Being a Black Woman	98	(1)
Summary	99	(4)
Conclusion	103	(74)
Summary of Findings	104	(2)
Officers's Suggestions for Change	106	(5)
Appendix
A. Performance Evaluation Procedures by Service	111	(6)
B. Instructions to Promotion and Other Selection Boards Regarding Minorities and Women	117	(4)
C. Detailed Description of Promotion and Retention Data Analysis	121	(28)
D. Qualitative Research Methodology	149	(8)
E. Promotion Board Member Focus Group Protocol	157	(6)
F. Midcareer Officer One-on-One Interview Protocol	163	(8)
G. Midcareer Officer Focus Group Protocol	171	(6)
References	177