LEADER 01933nam 2200409 n 450 001 996384128303316 005 20221108012824.0 035 $a(CKB)1000000000593676 035 $a(EEBO)2264211488 035 $a(UnM)99854638 035 $a(EXLCZ)991000000000593676 100 $a19920729d1623 uy | 101 0 $aeng 135 $aurbn||||a|bb| 200 02$aA bride-bush. Or, A direction for married persons$b[electronic resource] $ePlainely describing the duties common to both, and peculiar to each of them. By performing of which, marriage shall prooue a great helpe to such, as now for want of performing them, doe finde it a little hell. Compiled and published by William Whateley, minister and preacher of Gods Word, in Banbury in Oxford-shiere 210 $aLondon $cPrinted by Bernard Alsop for Beniamin Fisher, and are to be sold at his shop in Pater noster Rowe, at the signe of the Talbot$d1623 215 $a[12], 220, [2] p 300 $aAn enlargement of "A bride-bush, or A wedding sermon" into a treatise. 300 $aThe first leaf is blank. 300 $aThe final leaf bears Whately's revocation of his opinion that adultery and desertion are grounds for divorce. 300 $aVariant: imprint has "Taulbut". 300 $aReproduction of the original in the Union Theological Seminary (New York, N.Y.). Library. 300 $aSome print faded and show-through; some pages marked and stained. Leaf 2F3 bound after quire A. 330 $aeebo-0160 606 $aMarriage law$zEngland$vEarly works to 1800 606 $aMarriage$vEarly works to 1800 615 0$aMarriage law 615 0$aMarriage 700 $aWhately$b William$f1583-1639.$01001946 801 0$bCu-RivES 801 1$bCu-RivES 801 2$bCStRLIN 801 2$bWaOLN 906 $aBOOK 912 $a996384128303316 996 $aA bride-bush: or, A direction for married persons$92375427 997 $aUNISA LEADER 03621oam 2200541zu 450 001 9910220127103321 005 20220907180541.0 010 $a9780833086969 010 $a0833086960 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(oapen)doab115351 035 $a(EXLCZ)992560000000315375 100 $a20160829d2014 uh 0 101 0 $aeng 135 $aurmn|---annan 181 $ctxt 182 $cc 183 $acr 200 10$aImproving demographic diversity in the U.S. Air Force officer corps /$fNelson Lim [et al.] 210 $cRAND Corporation$d2014 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 $a"RR-495-AF"--Page 4 of cover 311 08$a9780833084286 311 08$a0833084283 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