This research confirms that, while many spouses of military service members work and seek education similar to their "look-alike" civilian counterparts, they often lag these equals in terms of finding jobs and receiving comparable pay. Based on the input of more than 1,100 military spouses concerning their employment and educational pursuits as well as other data analysis, the RAND researchers offer recommendations for the Department of Defense to improve quality-of-life issues for its members and spouses, which in the long run will help the department retain the qualified personnel it needs.

Working Around the Military: Challenges to Military Spouse E

Engineering & Transportation

RAND Corporation

Castaneda, Laura Werber

Golinell, Daniela

Lim Executive Director Fels, Nelson

Engineering

Develops a factbased approach to modeling diversity management in U.S. corporations, analyzes the strategies pursued by 14 large U.S. companies recognized for their diversity or human resource achievements, and compares a number of company characteristics. Firms recognized for diversity are distinguished by a core set of motives and practices, but best practices per se may not enable a company to achieve a high level of diversity.

Managing Diversity in Corporate America: An Exploratory Analysis: An Exploratory Analysis (Occasional Paper) (Occasional Papers)

Business & Money

Kavanagh, Jennifer

Harrell, Margaret C.

Marquis, Jefferson P.

Scott, Lynn

Business Culture

Discusses initial steps that the Department of Defense (DOD) should take in developing a departmentwide strategic plan to achieve greater diversity within its active duty and civilian leadership. Key questions include how diversity will be defined, how progress toward diversity will be measured, and how DOD leaders will hold themselves and others accountable for such progress. Includes a summary of findings from the 2007 DOD Diversity Summit.

Planning for Diversity: Options and Recommendations for DoD Leaders: Options and Recommendations for DOD Leaders

Curry, Kimberly

Cho, Michelle

The San Diego Police Department (SDPD) has been operating below its authorized size in recent years. To bridge its personnel gap, the department needs to maximize its recruiting while minimizing officer attrition. To accomplish this goal, the department sought assistance from RAND to improve its recruiting efforts and suggest ways to improve the diversity of its recruits. This monograph describes RAND1s effort to assist SDPD1s recruiting program.

Strategies for Improving Officer Recruitment in the San Diego Police Department

Ridgeway, Greg

Matthies, Carl

Gifford, Brian

Koper, Christopher

This report provides an overview of how standardized tests are used as part of a broader selection system for each of the services at different points in an officer’s career, and a discussion of key issues that should be considered when using standardized tests, including the relationship between tests and racial and ethnic group differences, which could affect minority representation within the officer corps.

Use of Standardized Scores in Officer Career Management and Selection (Technical Report)

History

Sims, Carra S.

McInnis, Brian

Wong, Anny

Keller, Kirsten M.

Haddad, Abigail

Giglio, Kate

Military

This report examines how changes to the current military-civilian faculty composition at the United States Air Force Academy might affect cadets’ officership and academic development, cost, staffing challenges, and officer career development. Based on the study’s findings, the report makes recommendations for a faculty composition that best balances these key factors and is sustainable into the future.

The Mix of Military and Civilian Faculty at the United States Air Force Academy: Finding a Sustainable Balance for Enduring Success (Rand Corporation Monograph)

O'Neill, Kevin

Harrington, Lisa M.

Job Hunting & Careers

Discusses current Department of Defense programs and initiatives to improve diversity within the science, technology, engineering, and mathematics (STEM) workforce and offers recommendations for future efforts.

First Steps Toward Improving DoD STEM Workforce Diversity: Response to the 2012 Department of Defense STEM Diversity Summit

Science & Math

Butler, Dwayne M.

Research

Provides a framework that the Department of Defense (DoD) can use to organize the strategic initiatives outlined in its 2012 Diversity and Inclusion Strategic Plan. The framework emphasizes the creation of an enduring accountability system and categorizes DoD’s strategic initiatives along three key dimensions—compliance, communication, and coordination (“the three Cs”)—and prioritizes them across time—short, medium, and long term.

Implementation of the DoD Diversity and Inclusion Strategic Plan: A Framework for Change Through Accountability

Daugherty, Lindsay

he Department of Defense should process formal discrimination complaints within 180 days of filing. However, many of these complaints are not processed within this time frame. This report provides information to help address this lag.

Improving the Timeliness of Equal Employment Opportunity Complaint Processing in Department of Defense

Matthews, Miriam

Management & Leadership

Reviews the Los Angeles Fire Department’s hiring practices as of June 2014 and outlines a recommended new firefighter hiring process that is intended to increase efficiency of the hiring process, bolster the evidence supporting the validity of it, and make it more transparent and inclusive.

Recommendations for Improving the Recruiting and Hiring of Los Angeles Firefighters

Miyashiro, Lisa

Mariano, Louis T.

Hardison, Chaitra M.

Bozick, Robert

Payne, Leslie Adrienne

Saum-Manning, Lisa

Mauro, Jacqueline A.

Oak, Gillian

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