Branching and Assignments

Military Occupations and Implications for Racial/Ethnic and Gender Diversity: The Enlisted Force (No. 15)

Military Occupations and Implications for Racial/Ethnic and Gender Diversity: Officers (No. 23)

Mentoring Relationships and Demographic Diversity (No. 25)

Recent Command Selection Outcomes for Female and Minority Officers (No. 32)

Mentoring Programs Across the Services (No. 33) APPENDIX

Career Development Resources in the Services (No. 38) APPENDIX

Women in Combat: Legislation and Policy, Perceptions, and the Current Operational Environment (No. 56)

---

 

Definition of Diversity

How we Define Race and Ethnicity Categories for MLDC Research (No.1)

Examples of Diversity Definitions (No. 3)

What is the Relationship Between Demographic Diversity and Cognitive Diversity (No. 4)

Department of Defense Core Values (No. 6) (APPENDIX)

Business Case Arguments for Diversity and Diversity Programs and their Impact in the Workplace (No.14)

Services' Processes for Developing Definitions of Diversity and Diversity Policy Statements (No.20)

Religious Diversity in the U.S. Military (No. 22)

---

 

Implementation and Accountability

The Defense Diversity Working Group (No.7)

How did the Military Leadership Diversity Commission Come About? (No. 9)

Demographic Profile of the Active-Duty Officer Corps: September 2008 Snapshot (No.13) (APPENDIX)

Demographic Profile of the Active-Duty Enlisted Force (No. 19) (APPENDIX)

Change as a Process: What Business Management can tell us about Instituting New Diversity Initiatives (No. 21)

Demographic Profile of the Active-Duty Warrant Officer Corps (No. 44) (APPENDIX)

Demographic Diversity Management Policies, Practices, and Metrics Used in Private Sector Organizations: External Initiatives (No. 48)

Demographic Diversity Management Policies, Practices, and Metrics Used in Private Sector Organizations (No. 49)

Department of Defense Directive 1020.02: A Foundation for Effective, Accountable Diversity Management? (No. 50)

---

 

Diversity Leadership and Diversity Training

Perceptions of Diversity and Diversity Leadership Within the Services (No.18)

Effective Diversity Leadership: Definition and Practices (No. 29)

---

 

Outreach and Recruiting

Requirements and the Demographic Profile of the Eligible Population: Weight Requirements and Rising and Differential Rates of Obesity (No. 2)

How Requirements Shape the Demographic Profile of the Eligible Population (No. 5)

Common Outreach and Recruiting Practices Across the Services (No. 8)

Requirements and the Demographic Profile of the Eligible Population: The Use of Standardized Aptitude Tests in Determining Eligibility for Military Service. (No.10)

Requirements and the Demographic Profile of the Eligible Population: Differences in Racial/Ethnic and Gender-Specific Educational-Attainment Trends (No.11)

Propensity to Serve in the Armed Forces: Racial/Ethnic and Gender Differences, Trends, and Causes. (No.12)

Increasing the Pool of Eligible Youth: Potential Partnerships Between DoD and Other Federal Agencies (No.16) (APPENDIX)

Propensity to Serve in the Armed Forces: Service, Citizenship, and Diversity (No. 28)

Service Academy Preparatory Schools as a Resource for Racial/Ethnic Diversity in the Officer Corps (No. 39) (APPENDIX)

Gender and Racial/Ethnic Profiles of Active-Duty Officer Accessions, FY73 - FY08 (No. 46) (APPENDIX)

---

 

Promotion

Key Considerations in Interpreting Promotion and Retention Rates (No.17)

Differences in Promotion and Retention Rates by Race/Ethnicity and Gender: Considerations when Interpreting Overall Continuation Rates (No. 30)

The Active-Duty Officer Promotion and Command Selection Processes: Considerations for Race/Ethnicity and Gender (No. 34)

Knowledge and Perceptions of Promotion Within the Services (No. 43) (APPENDIX)

Recent Officer Promotion Rates by Race, Ethnicity, and Gender (No. 45)

Recent Enlisted Promotion Rates by Race, Ethnicity, and Gender (No. 47)

---

 

Retention

Officer Retention Rates Across the Services by Gender and Race/Ethnicity (No. 24) (APPENDIX)

Review of Literature on Enlisted Retention (No. 27)

Reenlistment Rates Across the Services by Gender and Race/Ethnicity (No. 31) (APPENDIX)

Racial/Ethnic and Gender Differences in Attitudinal Measures of Retention Among Active-Duty Enlisted Servicemembers (No. 40) (APPENDIX)

Racial/Ethnic and Gender Differences in Attitudinal Measures of Retention Among Active-Duty Officers (No. 41) (APPENDIX)

---

 

Metrics

Representative of Whom: Selection of Representation Benchmarks (No. 26) (APPENDIX)

Measuring Service Climate with an Eye for Diversity (No. 42)

---

 

Legal Implications

Introduction to Laws Governing Diversity Policies (No. 35)

Compelling Government Interests and Diversity Policy (No. 36)

Narrow Tailoring and Diversity Policy (No. 37)

An Overview of Civil Cases Challenging Equal Opportunity Guidance to Certain Military Promotion and Retirement Boards (No. 51)

---

 

National Guard and Reserve

Racial/Ethnic and Gender Differences in Attitudinal Measures of Retention Intentions Among National Guard and Reserve Servicemembers (No. 52)

National Guard and Reserve Manpower (No. 53)

Demographic Profile of the Officer, Enlisted, and Warrant Officer Populations of the Reserve Components (No.54)

Demographic Profile of the Officer, Enlisted, and Warrant Officer Populations of the National Guard (No. 55) (APPENDIX)

The Prior Service Recruiting Pool for National Guard and Reserve Selected Reserve (SelRes) Officers (No.57) (APPENDIX)

Military Occupations and Implications for Racial/Ethnic and Gender Diversity (No. 58) (APPENDIX)

Reserve Component Office Continuation Rates by Gender and Race/Ethnicity (No. 59) (APPENDIX)

Reserve Component Enlisted Continuation Rates by Gender and Race/Ethnicity (No. 60) (APPENDIX)

The Prior Service Recruiting Pool for National Guard and Reserve Selected Reserve (SelRes) Enlisted Personnel (No. 61) (APPENDIX)