Research Brief
Unequal Opportunity
Dec 13, 2018
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.
An Analysis of Barriers to Employment in the Department of Defense Civilian Workforce
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Although a representative federal workforce is a strategic personnel priority in the U.S. Department of Defense (DoD), certain demographic groups have historically been underrepresented and may continue to face employment barriers. One such group includes persons with targeted disabilities (PWTD), who are the focus of this report. The federal workforce has a 2-percent representation goal for the employment of persons with specific disabilities or health conditions. Previous assessments have shown that DoD has not met the federal employment goal for PWTD.
To address this issue, RAND researchers sought to identify and address current employment barriers within DoD that PWTD may experience and recommend actions DoD can take to increase employment of PWTD in its civilian workforce. To do so, they analyzed personnel records and data on applicants and applications. They also interviewed representatives from colleges and universities, DoD and its components, and other federal agencies. Finally, they surveyed DoD hiring managers and supervisors on topics addressing the employment of PWTD.
The analyses demonstrated that DoD did not meet the 2-percent representation goal during the years for which we have data (2008–2013). In addition, DoD had a lower representation of PWTD than the non-DoD federal workforce, and this difference in PTWD representation was not explained by workforce characteristics. Interviewees indicated that students lack awareness of DoD civilian job opportunities. Survey results suggested that DoD employees tend to hold positive perceptions of PWTD. However, limited knowledge regarding disability employment goals, programs, and resources might be an employment barrier for PWTD.
Chapter One
Introduction
Chapter Two
Definition and Data on the Employment of Persons with Disabilities in the United States
Chapter Three
EEOC-Recommended Self-Assessment Involving Employment of PWTD
Chapter Four
Results of EEOC-Based Barrier Analysis of Targeted Disability Representation in DoD and Its Components
Chapter Five
Analysis of Disability Representation in DoD Agencies
Chapter Six
Analysis of Job Applicant Data and Representation of PWTD in DoD
Chapter Seven
Qualitative Assessment of Representation Gaps Among PWTD in the DoD Civilian Workforce: DoD Interviews
Chapter Eight
Qualitative Assessment of Representation Gaps Among PWTD in the DoD Civilian Workforce: Interviews with University Representatives
Chapter Nine
Review of the Content and Design of the Survey of PWTD
Chapter Ten
Results of the Survey of PWTD
Chapter Eleven
Conclusion and Recommendations
This research was sponsored by the Office of Diversity Management and Equal Opportunity in the Office of the Secretary of Defense and conducted within the Forces and Resources Policy Center of the RAND National Defense Research Institute, a federally funded research and development center sponsored by the Office of the Secretary of Defense, the Joint Staff, the Unified Combatant Commands, the Navy, the Marine Corps, the defense agencies, and the defense Intelligence Community.
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