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This edited book examines the management of diversity and inclusion in the military. Owing to the rise of asymmetric warfare, a shift in demographics and labor shortfalls, the US Department of Defense (DoD) has prioritized diversity and inclusion in its workforce management philosophy. In pursuing this objective, it must ensure the attractiveness of a military career by providing an inclusive environment for all personnel (active and reserve military, civilian, and contractors) to reach their potential and maximize their contributions to the organization. Research and practice alike provide substantial evidence of the benefits associated with diversity and inclusion in the workplace. Diversity and inclusion programs are more strategic in focus than equal opportunity programs and strive to capitalize on the strengths of the workforce, while minimizing the weaknesses that inhibit optimal organizational performance. This new book provides vital clarification on these distinct concepts, in addition to offering concrete best practices for the successful management of diversity and inclusion in the workplace. Written by scholars and practitioners, each chapter addresses major areas, raises crucial issues, and comments on future trends concerning diversity and inclusion in the workplace. The book will be of great interest to students of military studies, war and conflict studies, business management/HRM, psychology and politics in general, as well as to military professionals and leaders.
This report starts by giving an overview of recent research on diversity and organizational management. The next sections outline DOD's military personnel policies, processes and organizational structure for managing diversity, inclusion, and equal opportunity. Finally, the report examines how the concept of diversity and inclusion has evolved over the history of the Armed Forces and addresses some of the current legislative and policy issues related to diversity in the Armed Forces.
Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly with recognition for their same-sex spouses as dependents for the purpose of military benefits and opened all combat assignments to women. On June 30, 2016, DOD announced the end of restrictions on service for those transgender troops already openly serving. However, in August of 2017, President Donald J. Trump directed DOD to (1) continue to prohibit new transgender recruits, (2) review policies on existing transgender sevicemembers, and (3) restrict spending on surgical procedures related to gender transition. Military manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. Those who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Some argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. Others oppose the expansion of diversity to include non-traditional gender identification because they fear it would undermine military cohesion and effectiveness, and would not accurately reflect American society as a whole.
The U.S. military has been continuously engaged in foreign conflicts for over two decades. The strains that these deployments, the associated increases in operational tempo, and the general challenges of military life affect not only service members but also the people who depend on them and who support them as they support the nation â€" their families. Family members provide support to service members while they serve or when they have difficulties; family problems can interfere with the ability of service members to deploy or remain in theater; and family members are central influences on whether members continue to serve. In addition, rising family diversity and complexity will likely increase the difficulty of creating military policies, programs and practices that adequately support families in the performance of military duties. Strengthening the Military Family Readiness System for a Changing American Society examines the challenges and opportunities facing military families and what is known about effective strategies for supporting and protecting military children and families, as well as lessons to be learned from these experiences. This report offers recommendations regarding what is needed to strengthen the support system for military families.
UnwrittenTruce is a powerful depiction of Black Americans’ struggle for equality told through the lens of uniformed military service. Mosley uses superb story-telling, personal vignettes, and historical examples to show how millions of Americans have lifted themselves from oppression through opportunities gleaned from military service. Collectively these efforts exerted positive outward pressure on American society and by in large has resisted all forms of social change. One of the unique aspects of combat is that rarely are Americans more equal than when thrust into harms way. It has been said there are no atheists in combat; similarly, racism, sexism, and homophobia quickly go by the wayside when under enemy fire.Yet in the 19th century and well into the 21st century, America’s military policies regarding the use of manpower could best be described as an awkward attempt to balance the requirement to win the nation’s wars while supporting a socio-political caste system. President Harry Truman signed Executive Order 9981 on July 26, 1948 in response to police violence perpetrated against Black veterans. His actions broke this trend and set the military on the path to true meritocracy. Today, retired general Lloyd Austin is the first black American Secretary of Defense in part due to the barriers broken down by men and women who served before him. The armed services fiercely resisted integration, gender equality, and LGBTQ equality but over time have grown to value America’s well spring of diversity as a strategic and operational advantage. Under the Trump administration many of the military’s policies supporting transgender inclusion were reversed, making the U.S. military one of many institutions caught in the ideological tug of war regarding social change, which is at the heart of the present day American polarization. For as far as America has come, we still have work to do for Truman’s vision of equality of opportunity to become a reality for all Americans. Join this thought-provoking narrative that celebrates the brave American military pioneers and challenges us all to continue the push for a better expression of America.
Who joins the Army, why, and how satisfied are they with their decisions? This study's portrayal of U.S. Army privates could serve as an educational tool for Army senior leadership, junior officers, noncommissioned officers, and prospective recruits.
While countries throughout the world rely on immigrants to support their populations and economies, access to the military is limited, denied to those who have not yet acquired citizenship. Precluding immigrants from serving in their host country’s armed forces is an issue of moral equity and operational effectiveness. Allowing immigrants to enlist ensures that the military represents the population it serves and encourages inclusivity and cultural change within the institution, while also creating a more effective military force. The Power of Diversity in the Armed Forces investigates how different countries approach the inclusion or exclusion of immigrants in their armed forces and offers immigrant military participation as a pathway to citizenship and a way to foster greater societal integration and achieve a more equitable, diverse, and inclusive military. By surveying international perspectives on immigrant and non-citizen military participation in twelve countries, The Power of Diversity in the Armed Forces introduces and examines a new way to unlock the power of diversity in military organizations globally.
The US military is one of the largest employers in the country and is a relative microcosm of American society, bringing in people from diverse backgrounds and history to defend the nation from all enemies. Military and civilian leaders address the same challenges as those found in the civilian world, including diversity, inclusion, equity, and belonging. The US military has both led and followed the nation in establishing policies of diversity and inclusion. In this second edition, the editors and contributors provide a revised, updated, and expanded overview of the ways in which diversity and inclusion are dispatched in the US military by providing information and knowledge about celebrated and contested social characteristics including race, ethnicity, religion, gender, and sexuality and three new groups comprising the military: the (dis)abled, civilians, and immigrants. Astute subject matter experts contribute contemporary, must have, go to chapters into a fresh, compelling, and insightful volume on the roles that each of these groups occupy in the US armed services as well as the laws, rules, and regulations regarding their participation. This new edition also provides eleven Lived Experiences that enliven and humanize each chapter and will assuredly inspire readers.
"This study identifies approaches for bolstering recruiting of women into the armed services during the years in which ground combat jobs are transitioning to include women. RAND conducted in-depth interviews and focus groups with new recruits, recruiters, and recruiting leadership. Several themes emerged from these discussions. Many female recruits in our focus groups preferred female recruiters and female-specific events. Many male recruits in our focus groups reported not being influenced by the policy change to open combat jobs to women. Recruiters and recruits in our focus groups reported dissatisfaction with what they view as burdensome administrative requirements. Both recruiters and recruits recommended launching advertising campaigns showing women serving alongside men in a wide range of military jobs, and debunking stereotypes of military service. Finally, commanders of the recruiting services reported concern over resources available to them in the current environment. We recommend that resources be set aside to specifically target outreach to women, that the services increase the proportion of recruiters who are women and increase their visibility at recruiting events, and that the services work to reduce administrative burdens on recruiters and recruits."--Publisher's description.