Department of Defense Board on Diversity and Inclusion Report Recommendations to Improve Racial and Ethnic Diversity and Inclusion in the U.S. Military Contents Figures and Tables ................................................................................................................. iv Executive Summary ............................................................................................................... vii SECTION I: Overview ................................................................................................................1 Historical and Cultural Context ..........................................................................................1 The Military Leadership Diversity Commission and Impact on DoD D&I Efforts ..............2 2020 Secretary of Defense Directive ....................................................................................4 SECTION II: Current State of Diversity and Inclusion Within DoD ............................................7 Current Statistics on Representation ...................................................................................7 Promotion and Retention of Racial and Ethnic Minority Officers .....................................10 SECTION III: Board Composition and Methodology ...............................................................13 Data Sources to Inform Recommendation Development ...................................................13 Recommendation Selection and Refinement ......................................................................14 Rationale for Recommendations Proposed for Referral, Deferral, or Further Research .....16 SECTION IV: Board Recommendations ....................................................................................19 Recommendations by Focus Area......................................................................................19 SECTION V: Conclusion and Way Forward ..............................................................................43 APPENDIXES A: June 19, 2020, Secretary of Defense Memo ......................................................................45 B: July 14, 2020, Secretary of Defense Memo ......................................................................48 C: DoD Board on Diversity and Inclusion Charter ................................................................52 D: D&I Efforts and Initiatives ...............................................................................................57 E: MLDC Recommendations and Implementation Status ......................................................61 F: Expanded Immediate Actions from Services ......................................................................62 G: Referred/Deferred Recommendations and Further Research .............................................64 H: D&I Industry Best Practices .............................................................................................67 I: Service Member Listening Sessions and Crowdsourcing Protocol Guide and Template ......70 J: Service Member Crowdsourcing Campaign ......................................................................73 K: Abbreviations and Acronyms ............................................................................................75 iii Figures and Tables Figures Figure 1. History of Military Diversity and Inclusion Efforts ...............................................3 Figure 2. Racial and Ethnic Representation of Active and Reserve Component Enlisted and Officer Personnel Compared with Eligible U.S. Civilians..................8 Figure 3. Racial and Ethnic Representation of Active Component Enlisted and Officer Personnel, by Pay Grade, 2020 .................................................................9 Figure 4. Racial and Ethnic Representation of Reserve Component Enlisted and Officer Personnel, by Pay Grade, 2020 ...............................................................10 Figure 5. Crowdsourcing Flyer for Soliciting Service Member Feedback on Diversity and Inclusion Issues ............................................................................................14 Figure 6. Summary of the Recommendation Selection and Refinement Process .................15 Figure 7. Strategic Framework for DoD-Wide Diversity and Inclusion Recommendations ..............................................................................................16 Figure 8. The Evolution of Diversity and Inclusion in Industry ..........................................67 Tables Table 1. Active Duty Promotion and Retention Rates from O-1 Through O-4 and O-4 Through O-6 ................................................................................................11 Table 2. DoD Surveys with Diversity and Inclusion Measures ...........................................60 iv Disclaimer Reference to non-Federal entities, products, or services is solely for factual or explanatory purposes and is not intended as an endorsement by the Department of Defense of those entities, products, or services. Images: p. vi, Getty Images/iStockphoto; xii, Lisa Ferdinando, DOD; p. 6, Getty Images; p.11, Lisa Ferdinando, DOD; p.12, Air Force Tech. Sgt. Ned T. Johnston; p. 18, U.S. Army photo by Sgt. 1st Class Marisol Walker; p. 44, Adobe Stock v “We are committed to making the DoD a workplace of choice that is characterized by diversity, equality, and inclusion. We remain steadfast in our commitment to promote an environment free from barriers that may prevent personnel from realizing their potential and rising to the highest levels of responsibility within the Department. To that end, the Department continues to strengthen policies and procedures that promulgate the Diversity and Inclusion and Equal Opportunity missions. We continue to enhance diversity and ensure equality across our entire workforce. We believe diversity is the key to innovation, inclusion is imperative for cohesive teamwork, and equality is critical to Total Force readiness.” Department of Defense Diversity, Equity, and Inclusion Statement Executive Summary Introduction or more than 200 years, the U.S. military has fought to defend this nation and its interests, earning the reputation as the greatest military force in history. The U.S. military attracts highly qualified men and women who represent a “This Board’s wide variety of creeds, religions, races, ethnicities, sexual orientations, and mission is to Fother attributes that make the people of this country stronger together. Moreover, achieve long- the Department of Defense (DoD) recognizes diversity and inclusion (D&I) as strategic imperatives—to ensure that the military across all grades reflects and is term impact—a inclusive of the American people it has sworn to protect and defend. commitment Throughout its history, the U.S. military has been a leader on issues of D&I. to making Yet this leadership role does not make it immune to the forces of bias and prejudice that directly and indirectly affect minority Service members. As America’s most transformational respected institution and a global leader, the U.S. military must continue to lead change that will on D&I issues, building diverse, winning teams and creating opportunity for all. become part of On June 19, 2020, then–Secretary of Defense Mark T. Esper directed the Department of wide-ranging initiatives to promote morale, cohesion, and force readiness, using a three-pronged approach composed of: Defense’s DNA. This Board’s ■ Identification of immediate actions that can be implemented to support a mandate is to more diverse and inclusive force. ■ Establishment of a Department of Defense Board on Diversity and move forward Inclusion (the “Board”) tasked with identifying additional actions related with alacrity to D&I policies and processes. and positively ■ Founding of an independent federal advisory committee, the Defense transform Advisory Committee on Diversity and Inclusion (DACODAI), to provide autonomous, continuous review and assessment of the military’s actions in the Defense this mission area. Department for today’s Service This effort reinforces a half century of policies, programs, and practices insti- tuted by DoD to create an inclusive environment that harnesses each Service members and for member’s potential. The U.S. military has traversed fundamental socio-political generations to eras that situated DoD as a pioneering force in racial and ethnic D&I. As the come.” largest meritocracy in the country, DoD embraces D&I for all its Service members Secretary of the Air Force and fosters an environment in which they can rise to positions of responsibility and Board Chair, and leadership. While the military has been a leader in racial integration and inclu- Barbara M. Barrett sion, it nevertheless is not immune to the perils of bias and prejudice. This report recommends aggressive integration of D&I into Military Department culture to build upon decades of progress and transform DoD for today’s Service members and for generations to come. vii Current State man of the Joint Chiefs of Staff, the Under Secretary of Defense for Personnel and Readiness (USD(P&R)), and DoD has observed modest increases in minority Service members from each branch of the DoD Military demographic representation in officer grades since Services and the National Guard. Advisors to the Board the transition to an all-volunteer force, but persistent included representatives from the DoD Office of Force underrepresentation in senior officer grades continues. Resiliency, DoD Office of the General Counsel,