"In the military's closed personnel system, the demographic diversity of leadership depends largely on the relative career progression rates of members of each demographic group. For a given level of demographic diversity of accessions, if women and racial or ethnic minorities progress at lower rates than white men, they will be under-represented in the top ranks. Furthermore, career progression in the military has two components: rates of retention to each promotion window and rates of promotion to each pay grade. To explore the role that promotion rates play in determining the demographic profiles of senior leadership, the Military Leadership Diversity Commission (MLDC) created a subcommittee tasked with examining the fairness of promotion opportunities for members of all demographic groups. The goal of this decision paper is to provide an overview of the subcommittee's findings and to show how they support the Commission's final recommendations for ensuring that all race, ethnicity, and gender groups have fair opportunities to be competitive for promotion.
Military Leadership Diversity Commission Decision Paper No. 4
Department of Defense Office of Diversity Management and Equal Opportunity: http://diversity.defense.gov/