摘要 :
The Department of Defense (DoD) continues to emphasize the need to assess the level and consequences of racial/ethnic harassment and discrimination within the Services. This overview report discusses findings from the 2013 Workpla...
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The Department of Defense (DoD) continues to emphasize the need to assess the level and consequences of racial/ethnic harassment and discrimination within the Services. This overview report discusses findings from the 2013 Workplace and Equal Opportunity Survey of Active Duty Members (2013 WEOA), a source of information for evaluating and assessing race/ethnicity relations in the Services. Though the survey covers a number of topics (e.g., retention intentions, mentoring), the principal purpose of the 2013 WEOA was to report attitudes and perceptions about personnel programs and policies, including estimates of the incident rates and consequences of racial/ethnic harassment and discrimination.
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摘要 :
The 2013 WEOA fulfills the Congressional mandate outlined in Title 10 U.S.C. 481(a)(2)(B) for Department of Defense quadrennial assessments of racial and ethnic issues and discrimination. The 2013 WEOA is the third DMDC active dut...
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The 2013 WEOA fulfills the Congressional mandate outlined in Title 10 U.S.C. 481(a)(2)(B) for Department of Defense quadrennial assessments of racial and ethnic issues and discrimination. The 2013 WEOA is the third DMDC active duty survey of racial/ethnic issues and was modeled on previous DMDC surveys of active duty and Reserve component members, the 2009 Workplace and Equal Opportunity Survey of Active Duty Members (2009 WEOA) and the 2011 Workplace and Equal Opportunity Survey of Reserve Component Members (2011 WEOR). These surveys were designed to estimate the level and consequences of racial/ethnic harassment and discrimination. The report contains tabulations of responses from the 2013 Workplace and Equal Opportunity Survey of Active Duty Members (2013 WEOA) conducted April 15 to July 22, 2013.
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Proceedings are presented from a biennial military equal opportunity/equal employment opportunity (EO/EEO) research symposium sponsored by the Directorate of Research at the Defense Equal Opportunity Management Institute. Included...
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Proceedings are presented from a biennial military equal opportunity/equal employment opportunity (EO/EEO) research symposium sponsored by the Directorate of Research at the Defense Equal Opportunity Management Institute. Included are research papers, poster session abstracts, panel presentation summaries, and synopses of invited speaker presentations. Eighteen separate sessions are detailed, representing the work of 36 contributors from the United States, Canada, and Sweden. Issues addressed include race, gender, and other EO/EEO concerns of interest to the military Services.
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Researchers at the Navy Personnel Research and Development Center (NpRDC) haveinvestigated issues related to gender, racial, and ethnic diversity for over two decades. Rosenfeld, M.D. Thomas, Edwards, P.J. Thomas and E.D. Mamas (1...
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Researchers at the Navy Personnel Research and Development Center (NpRDC) haveinvestigated issues related to gender, racial, and ethnic diversity for over two decades. Rosenfeld, M.D. Thomas, Edwards, P.J. Thomas and E.D. Mamas (1991) provided a comprehensive review of NPPDC diversity research conducted between 1970 and 1990. This article examines NPRDC diversity research conducted during the past 5 years and identifies future research issues. The present review is divided into four major topic areas and a final section of conclusions and future directions. The first section describes the Navywide and Unit-specific programs to assess equal opportunity climate and sexual harassment. The second section summarizes research pertaining to issues raised by women's changing roles and their increased participation in the Navy. In the third section, the findings of Navy discipline studies shed light on the issue of higher disciplinary rates among minority personnel. Research on Hispanics is reviewed in the fourth section. Finally, in the Discussion and Conclusions section, potential future research emphases are identified.
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The 2009 Workplace and Equal Opportunity Survey of Active Duty Members (WEOA2009) was designed to both estimate the level of racial/ethnic harassment/discrimination and provide information on a variety of consequences of racial/et...
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The 2009 Workplace and Equal Opportunity Survey of Active Duty Members (WEOA2009) was designed to both estimate the level of racial/ethnic harassment/discrimination and provide information on a variety of consequences of racial/ethnic harassment/discrimination. This report gathered information on demographics, military workplace information, satisfaction and retention, unit cohesion, readiness, health and well-being, mentoring experiences, racial/ethnic-related experiences in the military, and personnel policy and practices. In this tabulation volume are an introduction to the survey, cross tabulations of the resulting data on a series of demographic variables of interest to the various policy offices within OUSD(P&R), and a copy of the survey instrument. Results are tabulated by Service, paygrade, gender, and race/ethnicity. Reporting categories are further broken out by race/ethnicity.
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摘要 :
In 1996, the Defense Manpower Data Center (DMDC) conducted the first Department of Defense (DoD)-wide survey assessing the extent to which members of the military and their families experienced racial/ethnic harassment or discrimi...
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In 1996, the Defense Manpower Data Center (DMDC) conducted the first Department of Defense (DoD)-wide survey assessing the extent to which members of the military and their families experienced racial/ethnic harassment or discrimination. The survey was developed for the purpose of providing a better understanding of service members' perceptions and experiences related to fair treatment and equal opportunity. The questionnaire asked service members about their overall racial/ethnic interactions, as well as about specific insensitive discriminatory, and harassing racial/ethnic interactions that had occurred in the 12-month period prior to filling out the survey. The survey also contained items on members' perceptions of official EQ actions (e.g., satisfaction with the outcome of the complaint, actions taken in response to the complaint). The survey results inform and assist leaders of DoD and the Armed Forces as they work to ensure equal opportunity for all service members. The questionnaire was mailed to 76,754 enlisted members and officers up to the rank of 0-6 in the Army, Navy, Marine Corps, Air Force, and Coast Guard. The mailing resulted in a 53% rate of usable responses, which is typical for large-scale surveys of military personnel.
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