RAND Research on Diversity, Equity, and Inclusion in the U.S. Military

Leaders of large organizations like the U.S. Department of Defense are seeking to improve the diversity of their workforces, and to implement inclusive practices in their workplace. Demographic diversity is only one aspect. Leaders want their workforces to reflect the racial, ethnic, gender, socioeconomic, ideological, and generational makeup of society. But successful organizations are adopting a broader definition of diversity that includes differences in experience, skills, and educational background. Leaders have made improving diversity a strategic goal, reasoning that a broader range of skills and talent will improve the organization's overall performance.

RAND has examined workforce diversity and inclusive employment practices for the Department of Defense, as well as for the Department of Homeland Security. RAND is known for its association with the repeal of the "Don't Ask, Don't Tell" policy that prevented openly gay and lesbian individuals from serving in the U.S. military. RAND's 2010 report Sexual Orientation and U.S. Military Personnel Policy found broad support for the removal of the policy, and few impacts on the readiness of U.S. armed forces; this report is widely thought to have contributed to the repeal of the policy in 2011.

This page collects defense-related RAND publications on Diversity, Equity, and Inclusion. Each report on this list was conducted by one of RAND's four Federally Funded Research and Development Centers (FFRDCs).

Publications Examining Diversity, Equity, and Inclusion from RAND's FFRDCs

• 

  Assessing the Potential for Racial Bias in the Security Clearance Process August 15, 2022

  Tepring Piquado, Sina Beaghley, Lisa Pelled Colabella, Nahom M. Beyene

  In this exploratory report, the authors consider the security clearance process through the lens of racial justice. Some sources suggest that topics and questions covered in the background investigation process may exclude qualified applicants from minoritized racial and ethnic backgrounds. The authors identify areas where systemic factors and bias might contribute to the underrepresentation of Black Americans in the national security workforce.

• 

  The Building Resilient Infrastructure and Communities Mitigation Grant Program: Incorporating Hazard Risk and Social Equity into Decisionmaking Processes March 23, 2022

  Noreen Clancy, Melissa L. Finucane, Jordan R. Fischbach, David G. Groves, Debra Knopman, Karishma V. Patel, Lloyd Dixon

  Based on the premise that investing in hazard risk mitigation will reduce spending on recovery and response, the federal Building Resilient Infrastructure and Communities (BRIC) program recognizes that equity issues are important in helping communities' mitigation efforts. Researchers identified ways to address these issues while enhancing the accuracy of natural hazard assessment in future BRIC grant decisionmaking, as described in this report.

• 

  Diversity in U.S. Military Families: An Environmental Scan of the Peer-Reviewed Literature on Race and Ethnic Variation for Select Well-Being Outcomes July 1, 2022

  Sarah O. Meadows, Sierra Smucker, Dionne Barnes-Proby, Julia Vidal Verástegui, Rosemary Li, Elliott Brennan

  Researchers explore the literature on race and ethnicity (R/E) in relation to U.S. military service member well-being in the areas of mental health, behavioral health, family violence, marital satisfaction, and financial stress to uncover whether past research has focused on R/E differences in outcomes as a driving research question; the variables used to capture R/E; and the quality of research in terms of design, data, and analysis.

• 

  Gender Differences in Health Among U.S. Service Members: Unwanted Gender-Based Experiences as an Explanatory Factor April 4, 2022

  Lisa H. Jaycox, Andrew R. Morral, Amy Street, Terry L. Schell, Dean Kilpatrick, Linda Cottrell

  Women serving in the U.S. military are more likely than men to report mental health problems, including symptoms of depression and posttraumatic stress disorder. Women also experience much higher rates of sexual harassment, gender discrimination, and sexual assault than men. This report examines how experiences of sexual harassment, gender discrimination, and sexual assault among military service members relate to differences in health.

• 

  Harassment and Discrimination on the Basis of Gender and Race/Ethnicity in the Federal Emergency Management Agency Workforce January 20, 2022

  Carra S. Sims

  Testimony presented before the Committee on Homeland Security, Subcommittee on Emergency Preparedness, Response, and Recovery and Subcommittee on Oversight, Management, and Accountability on January 20, 2022.

• 

  Harassment and Discrimination on the Basis of Gender and Race/Ethnicity in the Federal Emergency Management Agency Workforce: Addendum March 3, 2022

  Carra S. Sims

  Document submitted March 3, 2022, as an addendum to testimony before the Committee on Homeland Security, Subcommittee on Emergency Preparedness, Response, and Recovery and Subcommittee on Oversight, Management, and Accountability on January 20, 2022.

• 

  Harassment and Discrimination on the Basis of Gender and Race/Ethnicity in the FEMA Workforce: 2021 Survey Follow-Up August 24, 2022

  Carra S. Sims, Coreen Farris, Terry L. Schell, Miriam Matthews, Barbara Bicksler, Owen Hall, Lisa Wagner

  This report presents results of a follow-up survey of Federal Emergency Management Agency employees on workplace harassment and discrimination, employee reporting experiences, and workplace climate. About one in five employees experienced at least one gender-based/sexual or race/ethnicity–based civil rights violation in the year preceding the survey, a substantial decline from 2019 levels.

• 

  Harmful Interpersonal Behaviors in the Department of the Air Force: Informing Prevention and Response April 20, 2022

  Miriam Matthews, Coreen Farris

  The Department of the Air Force (DAF) is committed to helping its members thrive by enhancing well-being and eliminating such harmful behaviors as sexual harassment, sexual assault, racial/ethnic harassment and discrimination, hazing, bullying, and domestic abuse. The authors describe and apply a conceptual model of prevention to harmful interpersonal behaviors in the DAF.

• 

  How the Effects of Racial Bias Compound July 27, 2022

  James M. Anderson, Heather Gomez-Bendaña, Rachel Perera, Alyson Youngblood, Maria Gardner, Heather McCracken, Lee Floyd

  Researchers illustrate the ways in which small effects of racial bias can compound over lifetimes. Users of the tool can adjust the amount of racial bias to see its effects on educational achievement, income growth, and wealth accumulation. Even ostensibly small amounts of bias can compound to create significant differences in outcomes in these metrics over time.

• 

  Improving Workforce Diversity and Inclusion May 11, 2022

  Across multiple sectors, leaders are striving to ensure that their workforces represent the communities that they serve and seeking to intentionally integrate individual differences into organizational functions and decisions. This document highlights RAND Corporation research on diversity, equity, and inclusion (DEI) that may be applicable to Department of the Air Force (DAF) DEI efforts.

• 

  Independent Review of the Army Combat Fitness Test: Summary of Key Findings and Recommendations March 23, 2022

  Chaitra M. Hardison, Paul W. Mayberry, Heather Krull, Claude Messan Setodji, Christina Panis, Rodger Madison, Mark Simpson, Mary Avriette, Mark E. Totten, Jacqueline Wong

  The U.S. Army is introducing a new fitness test for the first time in more than 40 years. The six-event Army Combat Fitness Test (ACFT) is designed to (1) ensure soldiers are ready to perform combat tasks, (2) reduce preventable injuries, and (3) promote a culture of fitness throughout the Army. In this report, the authors conduct a review of the ACFT and provide recommendations to support the Army's implementation decisions.

• 

  The Military Demographic Equity Support Tool: A Tool for Helping Decisionmakers Address Disparities in Career Success September 6, 2022

  David Schulker, Matthew Walsh

  Disparities in military career success and representation of women and minority groups persist despite attempts to rectify those disparities. The Military Demographic Equity Machine, a decision support tool based on the Bayesian network method, was created to support visualization of up-to-date racial, ethnic, and gender disparities across paygrades and examination of the effects of potential mitigation strategies.

• 

  Reimagining Defense Advisory Boards: Lessons Learned for Leaders in the U.S. Department of Defense February 9, 2022

  Cortney Weinbaum, Diana Y. Myers, William Shelton

  On January 30, 2021, the Secretary of Defense halted all the U.S. Department of Defense's (DoD's) external advisory boards and committees. RAND Corporation authors embarked on this exploratory study to reveal lessons learned for how DoD can improve its advisory boards. The authors conducted 16 interviews with current and former DoD officials to learn what worked well, what could be enhanced or dispensed with, and how boards might be reconfigured.

• 

  Assessing Social Equity in Disaster Preparation, Response, and Recovery January 5, 2022

  Melissa L. Finucane, Linnea Warren May, Joan Chang

  In this webinar, senior social scientist Melissa Finucane reviews the complex nature of social equity—including contextual, procedural, and distributional equity dimensions—and how a robust, evidence-based approach is needed to measure progress toward equity in disaster contexts. Challenges in identifying underserved groups and selecting appropriate equity metrics are discussed in the context of current policy initiatives to advance racial equity.

• 

  The Behavioral Health of Minority Active Duty Service Members December 17, 2020

  Eunice C. Wong, Sarah O. Meadows, Terry L. Schell, Wing Yi Chan, Lisa H. Jaycox, Karen Chan Osilla, Megan S. Schuler, Elizabeth Roth

  The authors describe the behavioral health of racial/ethnic minority, women, and sexual-minority service members relative to their majority-group peers and examine minority–majority group differences in the military versus civilian populations. Understanding whether minority-group service members experience differences in behavioral health can help the U.S. Department of Defense target its efforts to improve force readiness.

• 

  Characteristics of Sexual Assault and Sexual Harassment in the U.S. Army: Implications for Prevention Efforts August 2, 2021

  Miriam Matthews, Andrew R. Morral, Terry L. Schell, Matthew Cefalu, Joshua Snoke, R. J. Briggs, Avery Calkins, Linda Cottrell, Sarah O. Meadows, Rebecca L. Collins

  This research brief highlights top-line findings from two projects that have implications for strategies to prevent sexual harassment and sexual assault in the U.S. Army.

• 

  Countering Sexual Assault and Sexual Harassment in the U.S. Military: Lessons from RAND Research July 19, 2021

  Joie D. Acosta, Matthew Chinman, Amy L. Shearer

  The authors discuss recent statistics for sexual assault and sexual harassment within the Department of Defense (DoD) and summarize the policies and steps that DoD has taken to address these problem behaviors. Official reports of sexual assault and sexual harassment within DoD have significantly increased. Although DoD has taken steps to address this, the authors recommend multiple activities to improve DoD's prevention and response activities.

• 

  Establishing Feeder-Designation Relationships with Colleges and Universities to Increase Racial and Ethnic Diversity in Air Force Officer Accessions December 30, 2021

  Dwayne M. Butler, Sarah W. Denton, Ignacio A. Lara

  Undergraduate schools with strong aerospace and cyber programs offer the Department of the Air Force (DAF) opportunities to reach high-quality diverse students who have the skills to become successful officers. This Perspective presents conceptual design considerations for implementing a feeder system as an enhanced marketing and outreach program to assist the DAF with increasing racial and ethnic diversity in officer accessions.

• 

  How Effective Are Blinding Concepts and Practices to Promote Equity in the Department of the Air Force? December 30, 2021

  Dwayne M. Butler, Sarah W. Denton

  The authors discuss the scholarly literature on the efficacy of blinding strategies (concepts and practices that seek to downplay or ignore gender, racial, and ethnic differences and to unify people under common goals and values), how these insights apply to Department of the Air Force (DAF) goals, and steps the DAF should take to better advance its goal of a more equitable and inclusive workforce.

• 

  Identifying Systemic Bias in the Acquisition of Machine Learning Decision Aids for Law Enforcement Applications January 21, 2021

  Douglas Yeung, Inez Khan, Nidhi Kalra, Osonde A. Osoba

  Bias in law enforcement systems that use machine learning can cause or exacerbate inequity. This Perspective describes ways the U.S. Department of Homeland Security can prevent or reduce, identify, and address such bias at various points in the process of acquiring these systems.

• 

  Improving the Representation of Women and Racial/Ethnic Minorities Among U.S. Coast Guard Active-Duty Members August 11, 2021

  Nelson Lim, Kimberly Curry Hall, Kirsten M. Keller, David Schulker, Louis T. Mariano, Miriam Matthews, Lisa Saum-Manning, Devon Hill, Brandon Crosby, Leslie Adrienne Payne, et al.

  Researchers sought to identify the root causes of underrepresentation for women and members of racial/ethnic minority groups in the U.S. Coast Guard; factors shaping representation at each phase of the career life cycle; and facilitators of and barriers to increasing diversity, equity, and inclusion.

• 

  Organizational Characteristics Associated with Risk of Sexual Assault and Sexual Harassment in the U.S. Army June 18, 2021

  Miriam Matthews, Andrew R. Morral, Terry L. Schell, Matthew Cefalu, Joshua Snoke, R. J. Briggs

  Researchers extended previous RAND analyses that produced estimates of sexual assault risk and sexual harassment risk across installations and commands. The results of these extended analyses showed considerable variation in the risk of sexual assault and sexual harassment across groups of soldiers, primarily among Army women—at installations, commands, and in career fields—and identified characteristics of groups in which risk level was higher.

• 

  Perspectives on Diversity, Equity, and Inclusion in the Department of the Air Force November 22, 2021

  This Perspective summarizes organizational, managerial, and procedural insights that RAND Project AIR FORCE has provided to Department of the Air Force (DAF) leaders in recent years on critical diversity and personnel challenges facing the department. Also, it highlights areas of new focus that DAF leaders might want to consider as they develop and hone diversity, equity, and inclusion policies, practices, and procedures to meet pressing demands.

• 

  A Scoping Literature Review on Indicators and Metrics for Assessing Racial Equity in Disaster Preparation, Response, and Recovery July 15, 2021

  Melissa L. Finucane, Linnea Warren May, Joan Chang

  The U.S. Department of Homeland Security and Federal Emergency Management Agency have committed to reduce social inequities but lack frameworks, indicators, and metrics for tracking progress. In this report, researchers describe the results of a literature review, the key themes related to conceptual frameworks, and indicators and metrics. They also identify knowledge gaps and provide recommendations for assessing racial equity in these programs.

• 

  Sexual Assault and Sexual Harassment in the U.S. Army: Where Cases are Highest and Why June 18, 2021

  Miriam Matthews, Andrew R. Morral, Terry L. Schell, Matthew Cefalu, Joshua Snoke, R. J. Briggs

  This research summarizes estimates of sexual assault risk and sexual harassment risk across U.S. Army installations and command, showing variation in these risks across groups of soldiers.

• 

  Sexual Assault of Sexual Minorities in the U.S. Military June 1, 2021

  Andrew R. Morral, Terry L. Schell

  The authors of this report estimate the proportion of all sexually assaulted military service members who identify as lesbian, gay, or bisexual, or who do not indicate they identify as heterosexual. They find that although this group makes up only 12 percent of the active duty population, it accounted for approximately 43 percent of all sexually assaulted service members in 2018.

• 

  Sexual Harassment and Gender Discrimination in the Active-Component Army: Variation in Most Serious Event Characteristics by Gender and Installation Risk August 2, 2021

  Avery Calkins, Matthew Cefalu, Terry L. Schell, Linda Cottrell, Sarah O. Meadows, Rebecca L. Collins

  This report describes the most common types of behaviors that occur during active-component soldiers' most serious sexual harassment and gender discrimination experiences, characteristics of (alleged) perpetrators, most common times and places in which these events occur, and differences between high-risk and non–high-risk installations.

• 

  Special Operations Forces Culture and Climate: The Future of the Force March 26, 2021

  Linda Robinson

  Testimony presented before the House Armed Services Subcommittee on Intelligence and Special Operations on March 26, 2021.

• 

  Survey for Assessing Racial/Ethnic Harassment and Discrimination in the U.S. Military October 18, 2021

  Miriam Matthews, Coreen Farris, Terry L. Schell, Kristie L. Gore

  To help the U.S. Department of Defense (DoD) estimate the percentage of service members who experienced racial or ethnic harassment or discrimination in the past year, RAND Corporation researchers, with feedback from external experts and DoD representatives, developed a survey instrument. The authors of this report describe the instrument-development process, the instrument itself, and recommendations to support its use.

• 

  Talent Management for U.S. Department of Defense Knowledge Workers: What Does RAND Corporation Research Tell Us? April 26, 2021

  Laura Werber

  In this synthesis of research from more than 30 RAND Corporation reports on talent management of defense knowledge workers, the author presents areas for improvement, ways for the department to proactively approach talent management, and opportunities for future research. Insights are organized along four pillars of talent management: build and organize, train and develop, motivate and manage performance, and promote and retain the right talent.

• 

  When Disaster Management Agencies Create Disaster Risk: A Case Study of the US's Federal Emergency Management Agency September 28, 2021

  Aaron Clark-Ginsberg, Lena Easton-Calabria, Sonny Patel, Jay Balagna, Leslie Adrienne Payne

  This study is the first to examine disaster risk creation from an organizational perspective, and the first to focus explicitly on how disaster management agencies can shape risk creation.

• 

  Face Recognition Technologies: Designing Systems that Protect Privacy and Prevent Bias May 14, 2020

  Douglas Yeung, Rebecca Balebako, Carlos Ignacio Gutierrez Gaviria, Michael Chaykowsky

  Face recognition technologies (FRTs) have many practical security-related purposes, but advocacy groups and individuals have expressed apprehensions about their use. This report highlights the high-level privacy and bias implications of FRT systems. The authors propose a heuristic with two dimensions — consent status and comparison type — to help determine a proposed FRT's level of privacy and accuracy. They also identify privacy and bias concerns.

• 

  Harassment and Discrimination in the FEMA Workplace: Topline Results from the Workplace Survey Support Study December 2, 2020

  Coreen Farris, Carra S. Sims, Terry L. Schell, Miriam Matthews, Sierra Smucker, Samantha Cohen, Owen Hall

  This brief summarizes findings and recommendations from a study of the prevalence and characteristics of sexual harassment, gender discrimination, racial/ethnic harassment, and racial/ethnic discrimination at the Federal Emergency Management Agency.

• 

  Harassment and Discrimination on the Basis of Gender and Race/Ethnicity in the FEMA Workforce December 2, 2020

  Coreen Farris, Carra S. Sims, Terry L. Schell, Miriam Matthews, Sierra Smucker, Samantha Cohen, Owen Hall

  Researchers assessed the prevalence and characteristics of sexual harassment, gender discrimination, racial/ethnic harassment, and racial/ethnic discrimination at FEMA. They surveyed FEMA employees about these civil rights violations and about workplace climate. This report documents the survey results.

• 

  Development of a Short Form Measure of Sexual Harassment Risk in the Military: Findings from the RAND Military Workplace Study September 12, 2019

  Terry L. Schell, Matthew Cefalu, Andrew R. Morral

  RAND has developed a new version of a Department of Defense survey used to estimate the prevalence of sexual harassment in the military. In this short version of the sexual harassment measure, the authors document a five-question sexual harassment measure that reliably predicts scores on the longer instrument. The five-item sexual harassment measure seems to be appropriate for use in military organizational climate surveys.

• 

  Improving Gender Diversity in the U.S. Coast Guard: Identifying Barriers to Female Retention March 29, 2019

  Kimberly Curry Hall, Kirsten M. Keller, David Schulker, Sarah Weilant, Katherine L. Kidder, Nelson Lim

  This report documents the results of a study designed to identify the root causes of female attrition in the active-duty Coast Guard. The study analyzed trends in retention data and conducted focus groups with over 1,100 active-duty Coast Guard members. The report describes key retention factors identified through these analyses and provides recommendations for addressing identified barriers to Coast Guard female retention.

• 

  A Survey System to Assess Abuse and Misconduct Toward Air Force Students in Occupational Specialty Training March 5, 2019

  Laura L. Miller, Coreen Farris, Marek N. Posard, Miriam Matthews, Kirsten M. Keller, Sean Robson, Stephanie Brooks Holliday, Mauri Matsuda, Rachel M. Burns, Lisa Wagner, et al.

  This report provides recommendations for how the Air Force's survey system for monitoring abuse and misconduct in Basic Military Training can best be adapted for use in technical training and flying training environments. The report also provides background on the training environments, revisions to tailor the survey content for these environments, survey pretest results, strategies to promote participation, and recommendations for future use.

• 

  Why Do Women Leave the Coast Guard, and What Can Be Done to Encourage Them to Stay? March 29, 2019

  Kimberly Curry Hall, Kirsten M. Keller, David Schulker, Sarah Weilant, Katherine L. Kidder, Nelson Lim

  For active-duty women, many complex factors influence the decision to stay in or separate from the Coast Guard. This brief summarizes research on these factors and makes recommendations for improving female retention in the Coast Guard.

• 

  Addressing Barriers to Female Officer Retention in the Air Force April 10, 2018

  Kirsten M. Keller, Kimberly Curry Hall, Miriam Matthews, Leslie Adrienne Payne, Lisa Saum-Manning, Douglas Yeung, David Schulker, Stefan Zavislan, Nelson Lim

  This report documents the results of a qualitative study designed to better understand the factors that female Air Force officers consider when deciding whether to remain in the active duty Air Force. It describes the key retention factors identified through focus groups and provides recommendations for improving Air Force policies and programs to help address potential barriers and improve female officer retention.

• 

  Assessing Outcomes of Online Campaigns Countering Violent Extremism: A Case Study of the Redirect Method December 10, 2018

  Todd C. Helmus, Kurt Klein

  The number of programs dedicated to countering violent extremism (CVE) has grown in recent years, but a lack of understanding persists regarding the effectiveness of such programs — particularly those conducted online. This report reviews prior assessments of online CVE campaigns; offers recommendations for future assessments; and provides a case study of one particular CVE campaign, the Redirect Method.

• 

  An Assessment of Options for Increasing Gender Integration in Air Force Basic Military Training March 5, 2018

  Agnes Gereben Schaefer, Darrell D. Jones, Andrew M. Naber, Thomas Goughnour, Nelson Lim

  This report explores ways for the U.S. Air Force to increase gender-integrated training (GIT) in Basic Military Training. The report includes five options to increase GIT, along with a comparative analysis of these options and an implementation monitoring framework.

• 

  Career Paths in the Army Civilian Workforce: Identifying Common Patterns Based on Statistical Clustering October 31, 2018

  Shanthi Nataraj, Lawrence M. Hanser

  This report examines what the career of a "typical" Army civilian looks like. Using a statistical clustering technique to group career trajectories together by length of service, promotion frequency and timing, and transfers between the Army and other Department of Defense components, the researchers identified common career patterns among individuals who entered the Army civilian workforce between 1981 and 2000 as General Schedule employees.

• 

  Establishing Gender-Neutral Physical Standards for Ground Combat Occupations: Volume 2. A Review of the Military Services' Methods June 19, 2018

  Chaitra M. Hardison, Susan D. Hosek, Anna Rosefsky Saavedra

  This report (Volume 2) provides the results of RAND researchers' work reviewing and evaluating the U.S. military services' methodologies for setting gender-neutral physical standards for combat occupations (occupations that were previously closed to women), using the best-practice methodology described in Volume 1 of this report as a framework for evaluating the services' efforts.

• 

  Establishing Gender-Neutral Physical Standards for Ground Combat Occupations: Volume 1. A Review of Best-Practice Methods June 19, 2018

  Chaitra M. Hardison, Susan D. Hosek, Chloe E. Bird

  In 2013, the Secretary of Defense (SecDef) announced that the last policy restricting the military service of women, the direct ground combat exclusion rule, would end. The SecDef also directed the services to validate occupational standards and ensure they are gender neutral. This report identifies the best-practice methodologies for establishing valid, gender-neutral standards for physically demanding military jobs.

• 

  Evaluation of the Strength Aptitude Test and Other Fitness Tests to Qualify Air Force Recruits for Physically Demanding Specialties August 10, 2018

  Sean Robson, Stephanie Pezard, Maria C. Lytell, Carra S. Sims, John E. Boon, Jr., Jason Michel Etchegaray, Michael W. Robbins, David Schulker, Jerry M. Sollinger, Jason H. Campbell, et al.

  The Air Force uses the Strength Aptitude Test (SAT) to determine whether recruits meet the fitness levels needed to perform the duties of various Air Force specialties with physical strength requirements. However, these duties may have changed since the SAT was developed. This report evaluates the SAT and related fitness tests to identify strategies for ensuring airmen can meet job-related physical requirements.

• 

  Representation of Persons with Targeted Disabilities: An Analysis of Barriers to Employment in the Department of Defense Civilian Workforce December 13, 2018

  Miriam Matthews, David Schulker, Kimberly Curry Hall, Abigail Haddad, Nelson Lim

  Although a representative workforce is a strategic priority in the U.S. Department of Defense (DoD), certain demographic groups have historically been underrepresented and may continue to face employment barriers. To address this problem, RAND researchers identified employment barriers that persons with targeted disabilities (PWTD) may experience and recommended actions DoD can take to increase employment of PWTD in its civilian workforce.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Volume 5. Estimates for Installation- and Command-Level Risk of Sexual Assault and Sexual Harassment from the 2014 RAND Military Workplace Study September 21, 2018

  Andrew R. Morral, Terry L. Schell, Matthew Cefalu, Jessica Hwang, Andrew Gelman

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an assessment of the rates of sexual assault, sexual harassment, and gender discrimination in the U.S. military. This volume presents survey estimates of how risk of sexual assault and sexual harassment varies across military installations and major commands using data from the 2014 RAND Military Workplace Study.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Annex to Volume 5. Tabular Results from the 2014 RAND Military Workplace Study for Installation- and Command-Level Risk of Sexual Assault and Sexual Harassment September 21, 2018

  Andrew R. Morral, Terry L. Schell, Matthew Cefalu, Jessica Hwang, Andrew Gelman

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an assessment of the rates of sexual assault, sexual harassment, and gender discrimination in the U.S. military. This Annex to Volume 5 contains detailed tabular results for risk of sexual assault and sexual harassment across military installations and major commands using data from the 2014 RAND Military Workplace Study.

• 

  Understanding Demographic Differences in Undergraduate Pilot Training Attrition July 19, 2018

  David Schulker, Douglas Yeung, Kirsten M. Keller, Leslie Adrienne Payne, Lisa Saum-Manning, Kimberly Curry Hall, Stefan Zavislan

  This report looks at demographic differences in U.S. Air Force Undergraduate Pilot Training completion. It presents potential challenges that women and racial and ethnic minorities might face in entering and completing the training, as well as demographic differences in attrition rates, reasons for attrition, and an analysis of whether certain individual characteristics account for differential rates of attrition.

• 

  Unequal Opportunity: Barriers to Employment in the Department of Defense Civilian Workforce December 13, 2018

  Miriam Matthews, David Schulker, Kimberly Curry Hall, Abigail Haddad, Nelson Lim, Bruce R. Orvis, Stefan Zavislan

  Summarizes results of research into representation of Hispanic people and people with targeted disabilities among the Department of Defense civilian workforce.

• 

  Women's Representation in the U.S. Department of Defense Workforce: Addressing the Influence of Veterans' Employment November 7, 2018

  David Schulker, Miriam Matthews

  Demographic differences between the U.S. Department of Defense (DoD) and the civilian workforces prompted a formal analysis of workforce differences in and potential barriers to representation of women in the DoD workforce. This report represents an exploratory effort examining the relatively low level of women's representation and testing the utility of alternative methods in better understanding workforce dynamics.

• 

  Identifying Promising Approaches to U.S. Army Institutional Change: A Review of the Literature on Organizational Culture and Climate December 5, 2017

  Lisa S. Meredith, Carra S. Sims, Benjamin Saul Batorsky, Adeyemi Theophilus Okunogbe, Brittany L. Bannon, Craig A. Myatt

  This report uses a review of organizational culture literature to help address the U.S. Army's organizational challenges, such as behavioral health treatment stigma, negative workplace behaviors, and participation of women in combat. Researchers identified key drivers of cultural change, and a group of subject matter experts analyzed the results of the literature review by identifying the most important drivers of cultural change for the Army.

• 

  Recruiting Policies and Practices for Women in the Military: Views from the Field June 28, 2017

  Douglas Yeung, Christina E. Steiner, Chaitra M. Hardison, Lawrence M. Hanser, Kristy N. Kamarck

  This report helps inform strategies to recruit women through the results of focus groups with recent recruits and recruiters. We recommend that resources be set aside to specifically target outreach to women, that the services increase the proportion of recruiters who are women and increase their visibility at recruiting events, and that the services work to reduce administrative burdens on recruiters and recruits.

• 

  Assessing the Implications of Allowing Transgender Personnel to Serve Openly June 30, 2016

  Agnes Gereben Schaefer, Radha Iyengar Plumb, Srikanth Kadiyala, Jennifer Kavanagh, Charles C. Engel, Kayla M. Williams, Amii M. Kress

  The U.S. Department of Defense is considering a change in policy to allow transgender military personnel to serve openly. A RAND study examined the health care needs of transgender personnel, the costs of gender transition–related care, and the potential readiness implications of a policy change. The experiences of foreign militaries that permit transgender service members to serve openly also point to some best practices for U.S. policymakers.

• 

  Considerations for Integrating Women into Closed Occupations in U.S. Special Operations Forces December 16, 2015

  Thomas S. Szayna, Eric V. Larson, Angela O'Mahony, Sean Robson, Agnes Gereben Schaefer, Miriam Matthews, J Michael Polich, Lynsay Ayer, Derek Eaton, William Marcellino, et al.

  Integrating women into special operations forces poses potential challenges for unit cohesion. The integration of women raises issues of effectiveness, in terms of physical standards and ensuring the readiness, cohesion, and morale essential to high-performing teams. This report assesses those challenges and provides analytical support for validating occupational standards for positions controlled by U.S. Special Operations Command.

• 

  The Implications of Allowing Transgender Personnel to Serve Openly in the U.S. Military June 30, 2016

  Agnes Gereben Schaefer, Radha Iyengar Plumb, Srikanth Kadiyala, Jennifer Kavanagh, Charles C. Engel, Kayla M. Williams, Amii M. Kress

  To inform a potential change in policy, a RAND study examined the health care needs of transgender military personnel, costs of gender transition–related care and potential readiness implications of allowing transgender personnel to serve openly.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Evaluating Estimates from the 2014 RAND Military Workplace Study April 7, 2016

  This research brief describes the methodological review of sources of potential bias in the 2014 RAND Military Workplace Study, an independent assessment of the rates of sexual assault and sexual harassment in the U.S. military,

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Volume 4. Investigations of Potential Bias in Estimates from the 2014 RAND Military Workplace Study March 16, 2016

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to independently assess rates of sexual assault, sexual harassment, and gender discrimination in the military. This volume presents the results of methodological investigations into sources of potential bias in estimates produced from the 2014 RAND Military Workplace Study for active- and reserve-component members in the U.S. military.

• 

  Implications of Integrating Women into the Marine Corps Infantry December 3, 2015

  Agnes Gereben Schaefer, Jennie W. Wenger, Jennifer Kavanagh, Jonathan P. Wong, Gillian S. Oak, Thomas E. Trail, Todd Nichols

  This study for the U.S. Marine Corps presents a historical overview of the integration of women into the U.S. military and explores the importance of cohesion and what influences it. The gender integration experiences of foreign militaries, as well as the gender integration efforts of domestic police and fire departments, are analyzed for insights into effective policies. The potential costs of integration are analyzed as well.

• 

  Implications of Integrating Women into USMC Infantry December 3, 2015

  Agnes Gereben Schaefer, Jennie W. Wenger, Jennifer Kavanagh, Jonathan P. Wong, Gillian S. Oak, Thomas E. Trail, Todd Nichols

  The Marine Corps Combat Development Command asked RAND to study the integration of women into infantry combat roles. Researchers reviewed the literature, conducted interviews, estimated costs, and developed an approach for monitoring integration.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Highlights from the 2014 RAND Military Workplace Study May 1, 2015

  Andrew R. Morral, Kristie L. Gore, Terry L. Schell, Barbara Bicksler, Coreen Farris, Bonnie Ghosh-Dastidar, Lisa H. Jaycox, Dean Kilpatrick, Steve Kistler, Amy Street, et al.

  This brief presents major conclusions for Department of Defense service members from the 2014 RAND Military Workplace Study, an independent assessment of the rates of sexual assault, sexual harassment, and gender discrimination in the U.S. military.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Findings from the RAND Military Workplace Study June 11, 2015

  Kristie L. Gore

  In this presentation, RAND co-project leader Kristie L. Gore presents an overview of the final findings from the RAND Military Workplace Study, which included a survey of 560,000 U.S. service members fielded in August and September of 2014.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Annex to Volume 3. Tabular Results from the 2014 RAND Military Workplace Study for Coast Guard Service Members May 27, 2015

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of sexual assault, sexual harassment, and gender discrimination in the U.S. military. The Coast Guard also requested inclusion of its members. This Annex to Volume 3 contains detailed tabular results from the 2014 RAND Military Workplace Study for the U.S. Coast Guard active component.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Volume 2. Estimates for Department of Defense Service Members from the 2014 RAND Military Workplace Study April 15, 2016

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of the rates of sexual assault, sexual harassment, and gender discrimination in the U.S. military. This volume presents survey results from the 2014 RAND Military Workplace Study for active- and reserve-component service members in the Army, Navy, Air Force, and Marine Corps.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Annex to Volume 2. Tabular Results from the 2014 RAND Military Workplace Study for Department of Defense Service Members May 1, 2015

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of the rates of sexual assault, sexual harassment, and gender discrimination in the U.S. military. This Annex to Volume 2 contains detailed tabular results for the DoD active component from the 2014 RAND Military Workplace Study.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Volume 3. Estimates for Coast Guard Service Members from the 2014 RAND Military Workplace Study May 27, 2015

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of sexual assault, sexual harassment, and gender discrimination in the U.S. military. The Coast Guard also requested inclusion of its members. This volume presents survey results from the 2014 RAND Military Workplace Study for the U.S. Coast Guard and the Coast Guard Reserve.

• 

  Improving Demographic Diversity in the U.S. Air Force Officer Corps May 20, 2014

  Nelson Lim, Louis T. Mariano, Amy G. Cox, David Schulker, Lawrence M. Hanser

  Despite the Air Force's 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 (i.e., colonel and above). This report examines the reasons for this, with the goal of identifying potential policy responses.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: A Review of Top-Line Findings from the 2014 RAND Military Workplace Study December 4, 2014

  Andrew R. Morral, Kristie L. Gore

  In early 2014, the Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of sexual assault, sexual harassment, and gender discrimination in the military. This video presents initial top-line estimates from the 2014 RAND Military Workplace Study, an independent assessment of sexual assault, sexual harassment, and gender discrimination in the military.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Top-Line Estimates for Active-Duty Coast Guard Members from the 2014 RAND Military Workplace Study December 4, 2014

  National Defense Research Institute

  Coast Guard active duty and reserve members were surveyed as part of an independent RAND assessment of sexual assault, sexual harassment, and gender discrimination in the military. This report provides initial top-line active-duty Coast Guard estimates from the resulting RAND Military Workplace Study, which invited close to 560,000 service members to participate in a survey fielded in August and September of 2014.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Volume 1. Design of the 2014 RAND Military Workplace Study December 4, 2014

  The Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of sexual assault and sexual harassment in the US military. This volume documents the methodology used in the resulting RAND Military Workplace Study, which invited close to 560,000 service members to participate in a survey fielded in August and September of 2014.

• 

  Sexual Assault and Sexual Harassment in the U.S. Military: Top-Line Estimates for Active-Duty Service Members from the 2014 RAND Military Workplace Study December 4, 2014

  National Defense Research Institute

  In early 2014, the Department of Defense Sexual Assault Prevention and Response Office asked the RAND Corporation to conduct an independent assessment of sexual assault, sexual harassment, and gender discrimination in the military. This report provides preliminary top-line estimates from the resulting RAND Military Workplace Study, which invited close to 560,000 service members to participate in a survey fielded in August and September of 2014.

• 

  Limiting the Potential for Racial Profiling in State and Local Police Enforcement of Immigration Laws May 3, 2013

  Jessica Saunders

  The passage of immigration enforcement laws, traditionally the purview of the federal government, by Arizona and other states raises the concern that state and local law enforcement agencies may engage in racial profiling when enforcing immigration laws. This paper describes several approaches for detecting racial profiling by police and calls for their use in monitoring the implementation of state and local immigration enforcement laws.

• 

  The Extent of Restrictions on the Service of Active-Component Military Women May 21, 2012

  Laura L. Miller, Jennifer Kavanagh, Maria C. Lytell, Keith Jennings, Craig Martin

  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.

• 

  Military Readiness: Women Are Not a Problem January 1, 1997

  Margaret C. Harrell, Laura L. Miller

  Integration of women has had a small effect on readiness, cohesion, and morale — leadership, training, and the unit workload are perceived as having a far more profound influence.

• 

  New Opportunities for Military Women: Effects Upon Readiness, Cohesion, and Morale January 1, 1997

  Margaret C. Harrell, Laura L. Miller

  Gender integration has had only small effects on the matters that count most: defense readiness, unit cohesion, and morale.