Accession Number : ADA594271


Title :   Implementation of the DoD Diversity and Inclusion Strategic Plan: A Framework for Change through Accountability


Descriptive Note : Research rept.


Corporate Author : RAND NATIONAL DEFENSE RESEARCH INST SANTA MONICA CA


Personal Author(s) : Lim, Nelson ; Haddad, Abigail ; Daugherty, Lindsay


Full Text : https://apps.dtic.mil/dtic/tr/fulltext/u2/a594271.pdf


Report Date : Jan 2013


Pagination or Media Count : 104


Abstract : The Department of Defense (DoD) published its Department of Defense Diversity and Inclusion Strategic Plan, 2012-2017 in 2012. The strategic plan contains three broad goals: (1) ensure leadership commitment to an accountable and sustained diversity effort; (2) employ an aligned strategic outreach effort to identify, attract, and recruit from a broad talent pool reflective of the best of the nation we serve; and (3) develop, mentor, and retain top talent from across the Total Force. Each of these broad goals is then broken into several narrower objectives, which in turn consist of one or more strategic actions and initiatives for accomplishing them. While the overall definition and goals are broad, the actions and initiatives are extremely specific. However, the document currently lacks structure: It does not suggest a prioritization among the actions/initiatives, objectives, or a timeline for accomplishing them. This report aims to discuss issues that DoD needs to consider in its implementation of the strategic plan and to provide a framework that DoD can use to organize its strategic initiatives. The framework categorizes the strategic initiatives specified in the strategic plan along three key dimensions -- compliance, communication, and coordination (the three Cs) -- and prioritizes them across time: short, medium, and long term. The framework can help all DoD components work toward the vision described in the strategic plan in a deliberate, synchronized effort by complying with current laws, regulations, and directives; communicating effectively to internal as well as external stakeholders; and coordinating efforts to ensure continuing change. This work is intended to supplement the final report of the Military Leadership Diversity Commission (MLDC), From Representation to Inclusion: Diversity Leadership for the 21st-Century Military.


Descriptors :   *ACCOUNTABILITY , *DEMOGRAPHY , *DEPARTMENT OF DEFENSE , *EQUAL EMPLOYMENT OPPORTUNITY , *MILITARY PERSONNEL , *PERSONNEL MANAGEMENT , *POLICIES , BARRIERS , FEDERAL LAW , GENDER DISCRIMINATION , LEADERSHIP , METRICS , RACIAL DISCRIMINATION , RECRUITING , REGULATIONS , SEXUAL HARASSMENT


Subject Categories : Sociology and Law
      Personnel Management and Labor Relations
      Military Forces and Organizations


Distribution Statement : APPROVED FOR PUBLIC RELEASE