03462oam 2200481zu 450 991022012710332120220907180541.00-8330-8696-0(CKB)2560000000315375(SSID)ssj0001479180(PQKBManifestationID)12599442(PQKBTitleCode)TC0001479180(PQKBWorkID)11481990(PQKB)11791349(EXLCZ)99256000000031537520160829d2014 uh 0engtxtccrImproving demographic diversity in the U.S. Air Force officer corps /Nelson Lim [et al.]Santa Monica, CA :Rand Corporation ;20141 online resource (xx, 70 pages) illustrations (chiefly color)Bibliographic Level Mode of Issuance: Monograph"RR-495-AF"--Page 4 of cover0-8330-8428-3 Introduction -- Constructing Population Benchmarks for Air Force Line Officers -- Accessions and Retention -- Promotions -- Conclusions and Recommendations -- Appendix A: Doubly Robust Estimation -- Appendix B: Descriptive Statistics."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."--Rand website.Diversity in the workplaceDiversity in the workplace358.4/161080973Lim Nelson1235412Schulker DavidMariano Louis THanser Lawrence MCox Amy GRand CorporationProject Air Force (U.S.)PQKBBOOK9910220127103321Improving demographic diversity in the U.S. Air Force officer corps2882764UNINA01201nas 22003852a 450 991034005490332120240413021622.0(CKB)963018317278(CONSER)sn-97001053-(EXLCZ)9996301831727819971015a19989999 --- -engtxtrdacontentcrdamediacrrdacarrierYear 2000 practitionerBoca Raton, FL Auerbach Publications1 online resourcePrint version: Year 2000 practitioner. 1096-4479 (DLC)sn 97001053 (OCoLC)37787076 Year two thousand practitionerComputer sciencePeriodicalsHigh technologyPeriodicalsComputer sciencefast(OCoLC)fst00872451High technologyfast(OCoLC)fst00956404Periodicals.fastPeriodicals.lcgftComputer scienceHigh technologyComputer science.High technology.JOURNAL9910340054903321exl_impl conversionYear 2000 practitioner2563850UNINA