Minority and Gender Differences in Officer Career by Peter Tiemeyer, Susan D. Hosek, Rebecca M. Kilburn, Debra A.

By Peter Tiemeyer, Susan D. Hosek, Rebecca M. Kilburn, Debra A. Strong, Selika Ducksworth

Because the army draft resulted in 1975, newly commissioned officials have incorporated expanding numbers of minorities and ladies. those officials has to be retained and promoted for the senior officer ranks to develop into as diversified because the junior officer ranks are this day. This record examines no matter if minority and girls officials receive those promotions and select to proceed of their careers on the similar fee as different officials.

Show description

Read Online or Download Minority and Gender Differences in Officer Career Progression (2001) PDF

Best software: office software books

Kathy Jacobs On PowerPoint

Discover ways to layout shows to slot any viewers, create reviews and graphical essays, use PowerPoint with different Microsoft workplace items, and extra with this timesaving advisor.

Care for the Dying: A Pathway to Excellence

Marie Curie Centre Liverpool, united kingdom. textual content presents directions for the care of the demise according to the Liverpool built-in Care Pathway for the loss of life sufferer (LCP). contains evidence-based practices and describes the method of care and results. Discusses bedside documentation platforms, regulations and systems, criteria of perform, and caliber development courses.

CIO Survival Guide: The Roles and Responsibilities of the Chief Information Officer

CIO Survival consultant is a management guide for the rising position of the manager details Officer. This publication helps and courses CIOs in buying or bettering their technical talents and management advantage to be an entire and revered member of the administrative group. It comprises exposition and perform of the talents and knowledge required to be a profitable CIO.

Extra info for Minority and Gender Differences in Officer Career Progression (2001)

Sample text

7 To determine the effects of marriage and children on men versus women, we needed to be able to estimate the differences in promotion and retention at each stage for all possible combinations of gender and marital status (or parental status). We could not do this for ______________ 7Married personnel are more likely to be promoted early on, but this effect is smaller for women. Married men are also more likely to be retained, but married women are more likely to leave. See Appendix C for more information on marital status.

Chapter Five presents a similar discussion regarding the perceptions of gender difference in career progression. Except where stated otherwise, the issues presented in this chapter apply equally to both black men and women officers. Black women did not raise any issues in our discussions that were not also discussed by either black men or white women. Issues related to gender for black women will be discussed in the next chapter. Perceptions generically attributed to white officers in this chapter indicate perceptions that were expressed by both white men and women in our discussions.

Since it does not report data by occupational group, it is not possible to determine racial and gender diversity among nonprofessionals. However, these data do provide a broad indication of the trends in the early years of the AVF. Between 1973 and 1977, there was a dramatic increase in the diversity of new officer accessions. The fraction of new officers who were black increased from 3 percent to 7 percent, the fraction of Hispanics increased from just over 0 percent to 1 percent, and the fraction of women increased from 8 percent to 14 percent.

Download PDF sample

Rated 4.56 of 5 – based on 20 votes

Related posts