Cover: Improving Workforce Diversity and Inclusion

Improving Workforce Diversity and Inclusion

Published May 11, 2022

Download Free Electronic Document

FormatFile SizeNotes
PDF file 1.3 MB

Use Adobe Acrobat Reader version 10 or higher for the best experience.

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.

Diversity and inclusion mean different things to different people. Demographic diversity includes differences with respect to an individual's age, race/ethnicity, religion, gender, socioeconomic status, family status, disability status, and geographic origin. Organizations must comply with applicable federal laws that often focus on demographic characteristics and are designed to combat unlawful discrimination and promote equal opportunity in the workplace.

Many organizations, however, consider broader workforce differences when seeking to improve diversity. These include not only demographic characteristics but also differences with respect to skills, styles of thinking, and previous experiences. In addition, organizations have increasingly moved to both address diversity and promote inclusion. Facilitating inclusion involves creating an organizational culture of mutual respect in which all individuals feel free to contribute, with no impediments to their success.

RAND researchers have substantial experience and expertise in designing and conducting studies to support organizational diversity and inclusion initiatives. RAND staff include more than 600 doctoral-level researchers with expertise in a wide range of topics. RAND relies on state-of-the-art methods to evaluate research questions, test hypotheses, and provide organizations with actionable recommendations. RAND researchers have used various methods to conduct DEI studies, including survey design, administration, and analysis; interviews with subject-matter experts; focus groups with members of underrepresented groups; analysis of demographic differences across the federal, U.S. Department of Defense (DoD), and civilian labor forces; examination of job applicant data; and expert panels on defining and improving DEI efforts.

Research conducted by

This report is part of the RAND corporate publication series. Corporate publications are program or department brochures, newsletters, pamphlets, and miscellaneous information about RAND or RAND's business units. Some corporate publications are published in the AR series as Annual Reports or as Administrative Reports. Administrative Reports are often required by the client or sponsor and provide a status report on work resulting from a contract.

This document and trademark(s) contained herein are protected by law. This representation of RAND intellectual property is provided for noncommercial use only. Unauthorized posting of this publication online is prohibited; linking directly to this product page is encouraged. Permission is required from RAND to reproduce, or reuse in another form, any of its research documents for commercial purposes. For information on reprint and reuse permissions, please visit www.rand.org/pubs/permissions.

RAND is a nonprofit institution that helps improve policy and decisionmaking through research and analysis. RAND's publications do not necessarily reflect the opinions of its research clients and sponsors.