Improving Demographic Diversity in the U.S. Air Force Officer Corps

The U.S. Air Force values diversity as a military necessity Air Force Instruction AFI 36-7001. Yet despite its efforts to create a force that mirrors the racial, ethnic, and gender differences of the nation s population, minority groups and women are underrepresented in the active-duty line officer population, especially at senior levels. In general, the representation of women and racialethnic minority men and women decreases as rank increases. Over the past 20 years, the representation of racialethnic minorities and women among Air Force officers has increased substantially, but the pattern is still a cause of concern to Air Force leaders. This report investigates eligibility, accessions1, retention, and promotions among racialethnic minorities and women, with the goal of identifying the factors that led to the current state of workforce diversity and potential policy options for leaders who seek to improve diversity at the most senior levels of the military. The Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs, Office of Strategic Diversity Integration SAFMRD, and the Air Force Deputy Chief of Staff for Manpower, Personnel and Services asked RAND to assist the Air Force in understanding some of the underlying causes for low representation of minorities and women among its officer ranks. We analyzed data from multiple sources on Air Force eligibility, accessions, retention, and promotion, and on youths intention to serve in the armed forces. We developed a conceptual framework based on each of the four career outcomes eligibility, accessions, promotions, and retention, developed benchmarks, and used quantitative data to assess whether and where barriers to equal opportunity exist. We also developed recommendations to help the Air Force achieve a greater level of racialethnic and gender diversity among line officers.