An increasing number of organizations—from private corporations to the U.S. military—want their workforces to reflect the evolving racial, ethnic, gender, socioeconomic, ideological, and generational makeup of society. RAND conducts empirical research on managing diversity to help leaders clearly define the diversity, develop rigorous metrics to support that definition, and design and apply comprehensive accountability systems with real rewards and consequences for individuals and groups.
REPORT
RAND research conducted in the late 1990s documented differences in rates of promotion and retention among male, female, white, and minority officers in the U.S. military. This volume updates the earlier RAND study, using data from January 1988 through September 2010. It also examines the career progression of women serving in military occupations that are partially closed to them.
REPORT
The National Defense Authorization Act for Fiscal Year 2011 mandated a review of gender-based assignment restrictions. To support this effort, RAND researchers analyzed service data to describe and quantify the military occupations that are closed to women, as well as occupations that are open with some positions that are closed.
REPORT
Lessons on recruitment and retention can help police departments create a workforce that represents community demographics, is committed to providing its employees long-term police careers, and effectively implements community policing.
PROJECT
Through the Diversity Management Project, RAND Labor and Population will examine how best to achieve and harness workplace diversity, a growing priority for U.S. companies and government agencies who want their workforces to reflect the evolving racial, ethnic, socio-economic, and generational makeup of American society and meet the challenges of the global market place.
RESEARCH BRIEF
Local police agencies face recruitment and retention challenges. Existing research can help local officials identify what has been learned elsewhere and is applicable to their own situations.
REPORT
Although the percentages of women and nonwhite entrants have increased in the U.S. Military Academy, Air Force Academy, and Naval Academy, until recently, these groups tended to have lower graduation rates than their civilian counterparts.
REPORT
The relative lack of minorities in certain military career fields has a significant impact on the diversity of the senior leadership. The relationship between career field choice, race/ethnicity, and membership in the senior officer corps appears to stem, at least in part, from racial and ethnic differences in the occupational preferences of officer cadets. The authors urge a full-scale study to learn the reasons behind these preferences.
REPORT
Evaluates the long-term impacts of AmeriCorps service on participants, particularly in the areas of civic engagement, future volunteerism, appreciation of diversity, and a number of other job and life skills.
REPORT
To address a decline in high-quality black enlistments in the U.S. Army and other minority trends across other service branches, the military may want to look at how it allocates its resources to such recruiting tools as bonuses, educational benefits and recruiters.
REPORT
To help the Los Angeles Police Department achieve its recruiting and diversity goals, RAND researchers offered ways to improve productivity and efficiency in the recruiting process. They identified potential untapped recruiting markets, provided a model of viable candidates to target recruitment and prioritize applicants while still reaching diversity hiring goals, and recommended ways to improve background-investigation processes.
RESEARCH BRIEF
The Los Angeles Police Department is seeking to increase its force to more than 10,000 officers. RAND researchers devised strategies for the city to improve recruiting and increase the efficiency of the hiring process.
REPORT
Lower high school graduation rates and higher rates of obesity are two of the reasons that many Hispanics are denied entry into the U.S. military. Although Hispanics do well once in the military, they are underrepresented in all branches of the nation's armed forces, primarily because they often fail to meet eligibility requirements.
REPORT
The San Diego Police Department can help reduce an officer recruiting shortfall by making its recruiting materials more welcoming and leveraging its entire workforce to recruit new officers.
RESEARCH BRIEF
This research brief describes the initial steps that the Department of Defense should take in developing a department-wide strategic plan to achieve greater diversity within its active duty and civilian leadership.
REPORT
Discusses initial steps that the Department of Defense (DoD) should take in developing a department-wide strategic plan to achieve greater diversity within its active duty and civilian leadership. Key questions include how diversity will be defined, how progress toward diversity will be measured, and how DoD leaders will hold themselves and others accountable for such progress. Includes a summary of findings from the 2007 DoD Diversity…
REPORT
Women's participation in post-conflict nation-building is an important ingredient in achieving an equitable, peaceful and more prosperous society. Leaders should include women in the earliest economic reconstruction activities.
NEWS RELEASE
Companies recognized for exemplary diversity may follow a core set of motives and behaviors, but best practices alone do not always contribute to a high level of diversity.
REPORT
Companies recognized for exemplary diversity may follow a core set of motives and behaviors, but best practices alone do not always contribute to a high level of diversity.
REPORT
The U.S. Army is following the Department of Defense policy barring the assignment of women to units whose primary mission is ground combat. However, the policies governing the assignment of military women are difficult to understand, and there is no consensus about their objectives.
JOURNAL ARTICLE
In a key note speech at the 2006 Canadian National Chiropractic Convention held in Vancouver BC, the author discusses the challenge for Canadian chiropractic as a profession. There has always been a strong element of diversity within the profession.
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