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Officer Classification and the Future of Diversity Among Senior Military Leaders: a Case Study of the Army ROTC

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Officer Classification and the Future of Diversity Among Senior Military Leaders: a Case Study of the Army ROTC THE ARTS This PDF document was made available from www.rand.org as a public CHILD POLICY service of the RAND Corporation. CIVIL JUSTICE EDUCATION ENERGY AND ENVIRONMENT Jump down to document6 HEALTH AND HEALTH CARE INTERNATIONAL AFFAIRS NATIONAL SECURITY The RAND Corporation is a nonprofit research POPULATION AND AGING organization providing objective analysis and effective PUBLIC SAFETY solutions that address the challenges facing the public SCIENCE AND TECHNOLOGY and private sectors around the world. 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Reports may include research findings on a specific topic that is limited in scope; present discus- sions of the methodology employed in research; provide literature reviews, survey instruments, modeling exercises, guidelines for practitioners and research profes- sionals, and supporting documentation; or deliver preliminary findings. All RAND reports undergo rigorous peer review to ensure that they meet high standards for re- search quality and objectivity. REPORT Officer Classification and the Future of Diversity Among Senior Military Leaders A Case Study of the Army ROTC Nelson Lim, Jefferson P. Marquis, Kimberly Curry Hall, David Schulker, Xiaohui Zhuo Prepared for the Office of the Secretary of Defense Approved for public release; distribution unlimited NATIONAL SECURITY RESEARCH DIVISION The research described in this report was prepared for the Office of the Secretary of Defense (OSD). This research was conducted under the auspices of the Forces and Resources Policy Center of the RAND National Defense Research Institute, a federally funded research and development center sponsored by the OSD, the Joint Staff, the Unified Combatant Commands, the Department of the Navy, the Marine Corps, the defense agencies, and the defense Intelligence Community. Library of Congress Cataloging-in-Publication Data Officer classification and the future of diversity among senior military leaders : case study of the Army ROTC / Nelson Lim ... [et al.]. p. cm. Includes bibliographical references. ISBN 978-0-8330-4802-8 (pbk. : alk. paper) 1. United States. Army. Reserve Officers’ Training Corps—Case studies. 2. United States—Armed Forces—Minorities. 3. United States—Armed Forces—Officers. 4. United States—Armed Forces—Personnel management. 5. Diversity in the workplace—United States. I. Lim, Nelson. U428.5.O37 2009 355.3'3108900973—dc22 2009039537 The RAND Corporation is a nonprofit research organization providing objective analysis and effective solutions that address the challenges facing the public and private sectors around the world. RAND’s publications do not necessarily reflect the opinions of its research clients and sponsors. R® is a registered trademark. © Copyright 2009 RAND Corporation Permission is given to duplicate this document for personal use only, as long as it is unaltered and complete. Copies may not be duplicated for commercial purposes. Unauthorized posting of RAND documents to a non-RAND Web site is prohibited. RAND documents are protected under copyright law. For information on reprint and linking permissions, please visit the RAND permissions page (http://www.rand.org/publications/ permissions.html). Published 2009 by the RAND Corporation 1776 Main Street, P.O. Box 2138, Santa Monica, CA 90407-2138 1200 South Hayes Street, Arlington, VA 22202-5050 4570 Fifth Avenue, Suite 600, Pittsburgh, PA 15213-2665 RAND URL: http://www.rand.org To order RAND documents or to obtain additional information, contact Distribution Services: Telephone: (310) 451-7002; Fax: (310) 451-6915; Email: [email protected] Preface U.S. Department of Defense (DoD) officials have expressed concern about the relative scarcity of minorities in the senior leadership of the military. This report examines the proposition that this disparity is partly attributable to the process by which officers choose their career fields. In sum, officers who reach the top ranks of the military tend to come from career fields that are disproportionately occupied by whites, and the relative lack of minorities in these fields has a significant impact on the diversity of the senior leadership. While not offering a definitive conclusion, this report suggests that there is a relationship between career field selection, racial/ ethnic status, and membership in the senior officer corps. Moreover, this connection appears to stem, at least in part, from racial/ethnic differences in the occupational preferences of officer cadets. This report is intended for DoD policymakers interested in personnel diversity in the armed forces and is the final product of an exploratory study funded by RAND National Defense Research Institute (NDRI) research support funds. The study was conducted under the auspices of NDRI’s Forces and Resources Policy Center. NDRI is a federally funded research and development center sponsored by the Office of the Secretary of Defense, the Joint Staff, the Unified Combatant Commands, the Department of the Navy, the Marine Corps, the defense agencies, and the defense Intelligence Community. Nelson Lim served as the prin- cipal investigator. Comments are welcome and may be addressed to [email protected]. For more information on RAND’s Forces and Resources Policy Center, contact the Director, James Hosek. He can be reached by email at [email protected]; by phone at 310-393- 0411, extension 7183; or by mail at the RAND Corporation, 1776 Main Street, Santa Monica, California 90407-2138. More information about RAND is available at www.rand.org. iii Contents Preface . .......................................................................................................... iii Figures . ..........................................................................................................vii Tables . ........................................................................................................... ix Summary . ....................................................................................................... xi Acknowledgments . ............................................................................................xv Abbreviations . ................................................................................................ xvii CHAPTER ONE Introduction . .................................................................................................... 1 Impetus for Achieving a More Diverse Senior Leadership . ................................................. 3 Report Focus . ..................................................................................................... 4 Organization of the Report . .................................................................................... 6 CHAPTER TWO Theoretical Determinants of Individual Career Field Decisions . ..................................... 7 CHAPTER THREE Career Field Assignment Process: Rules and Practices . ................................................11 Description of Branching Processes . ..........................................................................11 The Army Branching Process . ................................................................................ 12 Cadet Preferences and Order of Merit Ranking . .........................................................12 The Branch for Service Program . ...........................................................................12 The 65 Percent Rule and the Role of Boards . .............................................................13 Preferences Versus Ranking: The Role of Policy . .........................................................14 Summary . .......................................................................................................14 CHAPTER FOUR Career Field Assignment Process: Quantitative Analysis . .............................................15 Racial/Ethnic Disparity Across Career Field Assignments . ................................................15 Analytical Results: Army ROTC Case . .....................................................................16 Data and Variables . ...........................................................................................17 Racial and Ethnic Groups Differ in Their Career Preferences . ..........................................18 Minority Cadets Tend to Rank Lower on Order of Merit Score . ......................................19 Most Cadets Received Their Top Preferences . ............................................................21 Summary . ....................................................................................................... 23 v vi Officer Classification
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