Advancement and Retention Barriers in the U.S. Air Force Civilian White Collar Workforce: Implications for Demographic Diversity
Abstract
The Air Force experiences challenges in maintaining a demographically diverse civilian workforce. In particular, data show that women and racial/ethnic minorities are under represented at senior General Schedule (GS) (and equivalent) civilian grades within the Air Force. Similarly, employees with disabilities are not well represented among the Air Forces GS (and equivalent)civilian workforce and show higher separation rates than their counterparts. This report documents the results of a RAND Project AIR FORCE (PAF) study designed to better understand the challenges that Air Force civilian women, racial/ethnic minorities, and individuals with disabilities in GS (and equivalent) positions (i.e., white-collar positions) face in advancing to higher pay grades as well as factors they consider when deciding whether to remain with the Air Force. The study analyzed Air Force personnel data to identify differences in advancement and retention patterns and conducted focus groups and interviews with close to300 participants from across the civilian GS and equivalent workforce to better understand potential advancement and retention barriers. The report describes key findings related to differences in advancement and retention and provides recommendations for potential changes to Air Force policies and practices to help grow and retain civilian talent from across all demographics.
Document Details
- Document Type
- Technical Report
- Publication Date
- Jan 01, 2020
- Accession Number
- AD1108365
Entities
People
- Brandon Crosby
- David Schulker
- Douglas Yeung
- Felix Knutson
- John S. Crown
- Kimberly C. Hall
- Kirsten M. Keller
- Leann Caudill
- Leslie A. Payne
- Lisa Saum-manning
- Louis T. Mariano
- Maria. C. Lytell
- Miriam Matthews
Organizations
- RAND Corporation