LEADER 03462oam 2200481zu 450 001 9910220127103321 005 20220907180541.0 010 $a0-8330-8696-0 035 $a(CKB)2560000000315375 035 $a(SSID)ssj0001479180 035 $a(PQKBManifestationID)12599442 035 $a(PQKBTitleCode)TC0001479180 035 $a(PQKBWorkID)11481990 035 $a(PQKB)11791349 035 $a(EXLCZ)992560000000315375 100 $a20160829d2014 uh 0 101 0 $aeng 181 $ctxt 182 $cc 183 $acr 200 10$aImproving demographic diversity in the U.S. Air Force officer corps /$fNelson Lim [et al.] 210 31$aSanta Monica, CA :$cRand Corporation ;$d2014 215 $a1 online resource (xx, 70 pages) $cillustrations (chiefly color) 300 $aBibliographic Level Mode of Issuance: Monograph 300 $a"RR-495-AF"--Page 4 of cover 311 1 $a0-8330-8428-3 327 $aIntroduction -- Constructing Population Benchmarks for Air Force Line Officers -- Accessions and Retention -- Promotions -- Conclusions and Recommendations -- Appendix A: Doubly Robust Estimation -- Appendix B: Descriptive Statistics. 330 $a"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. 606 $aDiversity in the workplace 615 0$aDiversity in the workplace 676 $a358.4/161080973 700 $aLim$b Nelson$01235412 702 $aSchulker$b David 702 $aMariano$b Louis T 702 $aHanser$b Lawrence M 702 $aCox$b Amy G 712 02$aRand Corporation 712 02$aProject Air Force (U.S.) 801 0$bPQKB 906 $aBOOK 912 $a9910220127103321 996 $aImproving demographic diversity in the U.S. Air Force officer corps$92882764 997 $aUNINA LEADER 01162nam0 22002773i 450 001 VAN00092063 005 20240806100652.903 010 $a978-88-370-5457-1 100 $a20121126d2007 |0itac50 ba 101 $aita 102 $aIT 105 $a|||| ||||| 200 1 $aAtmosfere$eambienti architettonici$ele cose che ci circondano$fPeter Zumthor 205 $aMilano : Electa$b [2007] 210 $a71 p.$cill. ; 24 cm 215 $aTrad. di Emilia Sala. 410 1$1001VAN00021866$12001 $aArchitetti e architetture$1210 $aMilano$cElecta.$v22 620 $dMilano$3VANL000284 700 1$aZumthor$bPeter$3VANV074249$0319776 712 $aElecta $3VANV113606$4650 801 $aIT$bSOL$c20240906$gRICA 912 $aVAN00092063 950 $aBIBLIOTECA DEL DIPARTIMENTO DI ARCHITETTURA E DISEGNO INDUSTRIALE$d01CONS T-ESAME58 $e01BDA1730 20210406 950 $aBIBLIOTECA DEL DIPARTIMENTO DI ARCHITETTURA E DISEGNO INDUSTRIALE$d01PREST IIAb257 $e01 51796 20121126 996 $aAtmosfere$91409433 997 $aUNICAMPANIA