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Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress

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Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress Updated June 5, 2019 Congressional Research Service https://crsreports.congress.gov R44321 SUMMARY R44321 Diversity, Inclusion, and Equal Opportunity in June 5, 2019 the Armed Services: Background and Issues for Kristy N. Kamarck Congress Specialist in Military Manpower Under Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards for individuals to be recruited, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity – in particular towards women serving in combat arms occupational specialties, and the inclusion of lesbian, gay, bisexual, and transgender (LGBT) individuals. Some of these changes remain contentious and face continuing legal challenges. Military manpower requirements derive from the National Military Strategy and are determined by the military services based on the workload and competencies required to deliver essential capabilities. Filling these capability needs, from combat medics to drone operators, often requires a wide range of backgrounds, skills and knowledge. To meet their recruiting mission, the military services draw from a demographically diverse pool of U.S. youth. Some have argued that military policies and programs that support diversity, inclusion, and equal opportunity can enhance the services’ ability to attract, recruit and retain top talent. Other advocates for a diverse force believe that it is in the best interest of the military to recruit and retain a military force that is representative of the nation as a “broadly representative military force is more likely to uphold national values and to be loyal to the government—and country—that raised it.” They contend that in order to reflect the nation it serves, the military should strive for diversity that reflects the demographics of the entire country. Some contend that a military that is representative of the nation should also reflect its social and cultural norms. Such observers argue that popular will for social change should be the driving or limiting factor for DOD policies. Others oppose the expansion of certain diversity and equal opportunity initiatives due to concerns about how these initiatives might be implemented. For example, some contend that diversity initiatives could harm the military’s merit-based system, leading to accessions and promotions that put demographic targets ahead of performance standards. Others express concern that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness. When addressing equal opportunity within the Armed Forces, some further note that the military has a unique mission that requires the exclusion of some individuals based on, for example, age, physical fitness level, education attainment, or other characteristics. Congressional Research Service Diversity, Inclusion, and Equal Opportunity in the Armed Services Contents Overview ......................................................................................................................................... 1 Why Do Organizations Value Diversity? ........................................................................................ 2 Diversity and Cohesion ............................................................................................................. 2 Diversity and Effectiveness ....................................................................................................... 4 Diversity Management .............................................................................................................. 4 Diversity and the Civil-Military Relationship ........................................................................... 5 Diversity and Social Equality .................................................................................................... 5 How Does DOD Define Diversity, Inclusion, and Equal Opportunity? .......................................... 6 Diversity and Inclusion Policy .................................................................................................. 6 Military Equal Opportunity Policy ............................................................................................ 7 How Does DOD Manage Diversity and Equal Opportunity? ......................................................... 9 Office for Diversity, Equity, and Inclusion (ODEI) .................................................................. 9 Defense Equal Opportunity Management Institute (DEOMI) ................................................ 10 Military Departments ............................................................................................................... 11 How Have the Definition and Treatment of Protected Classes Evolved in the Armed Forces? ........................................................................................................................................ 11 Racial/Ethnic Inclusion: Background and Force Profile ......................................................... 12 The Civil War to World War II, Racial Segregation .......................................................... 12 Desegregation in the Truman Era ..................................................................................... 13 Civil Rights Movement and Anti-Discrimination Policies ............................................... 15 The Vietnam War and Efforts to Improve Race Relations ................................................ 17 Is the Racial/Ethnic Profile of the Military Representative of the Nation? ...................... 19 Inclusion of Women: Background and Force Profile .............................................................. 22 Women’s Participation in World War I and World War II ................................................ 23 Post-WWII and the Women’s Armed Services Integration Act ........................................ 24 Equal Rights Movement and an All-Volunteer Force ....................................................... 25 The 1990s: Increasing Roles for Women .......................................................................... 27 Recent Changes to Women’s Assignment Policies ........................................................... 29 Is the Gender Mix in the Military Representative of the Nation? ..................................... 29 Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion: Background and Force Profile ................................................................................................................................... 33 Advocacy and DOD Policy Formation in the 1970s and 1980s ....................................... 34 The Evolution of Don’t Ask Don’t Tell ............................................................................ 35 Repeal of Don’t Ask Don’t Tell (DADT) ......................................................................... 37 Post-DADT Integration ..................................................................................................... 38 Transgender Service Policies ............................................................................................ 39 Religious Inclusion: Background and Force Profile ............................................................... 44 Is Religious Diversity in the Military Representative of the Nation? ............................... 46 Military Diversity and Equal Opportunity Issues for Congress .................................................... 47 Diversity in Leadership ........................................................................................................... 47 Diversity and Inclusion at the Service Academies .................................................................. 49 Management of Harassment and Discrimination Claims ........................................................ 51 Inclusion of Transgender Servicemembers ............................................................................. 53 Religious Discrimination and Accommodation ...................................................................... 56 Other Aspects of Diversity ...................................................................................................... 57 Congressional Research Service Diversity, Inclusion, and Equal Opportunity in the Armed Services Are Diversity and Equal Opportunity Initiatives Needed in the Military? .................................... 59 Figures Figure 1. DOD Active Duty Racial and Ethnic Representation .................................................... 20 Figure 2. Women Serving on Active Duty as a Percentage of Total Active Duty Force ............... 27 Figure 3. Female Representation in the Active Component .......................................................... 31 Figure 4. Women in Combat Policy Changes and Female Propensity for Military Service.......... 32 Figure 5. Non-prior Service Applicants for Active Component Enlistment by Gender and Race/Ethnicity ...........................................................................................................................
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