Strategic Options for Managing Diversity in the U.S. Army
Abstract
The United States Army is a vast organization with a global presence. One of its central sources of strength is the diversity of its workforce, which encompasses 15 million personnel across the active, reserve, civilian, and contractor components While the Army was at the forefront of racial integration in the 1950s and today is one of the most diverse organizations in the US further progress needs to be made on the diversity front. While the term "diversity" can be defined along many dimensions, this paper focuses on racial diversity because of the unique and historically significant role that race plays in issues of diversity in the Army. As recognized by former Chief of Staff of the Army General (ret) Eric K. Shinseki in April 2003 internal communications about representative leadership across the force, the Army draws strength from its cultural and ethnic diversity. Specifically, this paper aims to create a foundation for both understanding the problem of black underrepresentation in the field grade and senior officer ranks and identifying solutions to help the Army achieve greater workforce diversity at this critical level and beyond. It should be noted that this paper intentionally focuses on black male officers rather than other minority groups. If we develop solutions to improve the situation for the largest minority group within the Army (blacks), those solutions will also benefit other minorities, including the second-largest minority group, Hispanics. Also, an emphasis is placed on the combat arms branches because they serve as the predominant pipeline to the senior ranks of the Army. However, it is important to recognize that Congress restricts service in the combat arms to men; all women-including black women-are not permitted to serve in these branches.
Document Details
- Document Type
- Technical Report
- Publication Date
- Jun 01, 2006
- Accession Number
- ADA493839
Entities
People
- Anthony D. Reyes