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Integration of Female Marine Pilots and Naval Flight Officers 1990-2000

/reports/2014/integration-of-female-marine-pilots-and-naval-flight-officers-1990-2000

CNA research on the integration of female Marine aviators offers some insights that senior service leaders should consider as they evaluate the expansion of assignments and MOSs for female Marines.

Integration Plan, the Center for Naval Analyses (CNA) was asked to examine the history of the integration of women into Marine Corps aviation. CNA gathered and analyzed primary data, including service ... . After a brief summary of the history of women in the Marine Corps, this information paper primarily focuses on the years between 1990 and 2000 and the opening of previously closed pilot and naval flight officer (NFO) occupations to female Marines. This integration was part of a decades-long evolution of the role of women in the Marine Corps and the other military services. Change was incremental

Evolution of Gender Integration in the DON Summary of Five Analytical Efforts

/reports/2019/04/evolution-of-gender-integration-in-the-don-summary-of-five-analytical-efforts

CNA analysts focus on the changes in the gender mix of personnel on retention and manning and how changes effect actual and potential personnel policy changes on Department of the Navy personnel inventories and budgets.

’s gender integration evolution as an organizing structure. The DON’s evolving approach to women in the force We divided the years since the beginning of the All-Volunteer Force (AVF) into three phases, each defined in terms of the level of female representation in the DON forces, as well as the laws and policies governing the nature of women’s participation in them, especially in combat ... . Evolutionary phases of gender integration We call the first evolutionary phase the “early phase.” It runs from 1973 to 1993 and is primarily characterized by the complete formal prohibition on women

Assessment of Changes in Marines Perspectives

/reports/2015/assessment-of-changes-in-marines-perspectives

CNA analysts analyzed the GCE ITF Climate Surveys in 2014 and 2015 focusing on the effects of gender integration on various measures of readiness and mission success including motivations to join, attitudes about integrated units

regarding gender integration Support for women serving in combat roles: Support for the integration of female Marines into combat roles decreased among both male and female GCE ITF volunteers ... integration of women into combat roles. After the assessment phase, support trended strongly negative: 61percent of male volunteers opposed integration. The majority of women (76 percent) were still supportive (with 11 percent strongly supportive): almost 10 percent were opposed, and 15 percent of female volunteers did not support assignment of women to combat roles. GCE ITF leadership support

pla update: Issue 8, March 23, 2023

/our-media/newsletters/pla-update/issue-8

PLA Update, Issue 8, is a CNA China Studies Program monthly newsletter, with summaries of Chinese media coverage of the Chinese People’s Liberation Army (PLA).

as an "experimental" effort. Women. The PLA Navy's carrier aviation program will now recruit women. Previously only men have flown J-15s. A Xinhua report was " hopeful " that China's first female shipborne aircraft pilot would be selected this year, suggesting that the PLA Navy has no quota or firm requirement for recruiting women in 2023. Senior Captain Zhan Kejia, head of the PLA Navy's ... . Women, College Graduates Prominent in PLA NPC Delegation The PLA delegation to the latest session of China's national legislature portrays a positive, yet skewed, image of the people in China's

Relationship-Between-Colocation-and-Reenlistment-in-the-Navy-Vol1

/reports/2018/05/relationship-between-colocation-and-reenlistment-in-the-navy-vol1

Report on how colocation of dual-military couples positively effects reenlistment in the Navy.

effective and efficient. Additionally, DON has pushed to increase the female share of accessions and inventory. This has implications for retention and manning the fleet. Historically, women in the Navy ... is not colocated if the units to which they are assigned are greater than 90 miles apart. Our analysis is motivated by the possibility that, as the share of women in the services increases, there may ... service personnel, including other sailors. We focus on enlisted Navy-Navy couples because the Navy enlisted force is the largest of the DON active components and has the greatest share of women

Gender Issues Post-Bootcamp Pre-Fleet Losses

/reports/2018/08/gender-issues-post-bootcamp-pre-fleet-losses

This report provides the Navy with a more detailed understanding of why there is a sizable gender gap in attrition rate in highly technical fields, such as Advanced Electronics and Computer Fields, Nuclear, and some Cryptologic Technician specialties.

increased over the last several decades. Women’s entry qualifications have increased over that time as well; however, there still appear to be barriers to female representation in the Navy inventory. Historically, for example, women in the Navy have retained at lower rates than men, and they have continued to do so to the present. Depending on the rating, female retention rates to the second term (i.e. ... technical ratings, and the differences persist even after controlling for other factors that might be associated with losses, such as test scores. Using data on loss codes, we find that women who

Differences in Male and Female Predictors of Success in the Marine Corps

/reports/2015/differences-in-male-and-female-predictors-of-success-in-the-marine-corps

CNA analysts conducted a review of literature on predictors of male and female Marine performance over the last 25 years, examining the impact of previous female integration as well as future trend analysis.

, separately for men and women. We reviewed the past 25 years of work on Marine performance for enlisted personnel and the officer corps, which will inform our work examining past gender integration as well ... of Marine Corps enlisted attrition and retention for both men and women. In general, spending more time in the Delayed Entry Program (DEP), having a higher Armed Services Qualification Test (AFQT) score ... recommended and eligible to reenlist for both male and female Marines. In terms of race and ethnicity, white non-Hispanic men and women have higher recruit-training and first-term attrition. Having

Navy Maternity Leave Policy and Reenlistment Rates

/reports/2019/04/navy-maternity-leave-policy-and-reenlistment-rates

In 2015, the Navy tripled the length of maternity leave from 6 to 18 weeks. In 2016, it reduced the length of leave to 12 weeks to match the other armed services. For most sailors who give birth, longer maternity leave will reduce the number of weeks they work. Additional leave could, however, also lead to higher reenlistment rates, thereby potentially increasing the net number of weeks of work for the entire enlisted inventory. We analyze the change in female sailors’ reenlistment rates relative to those of male sailors before and after the change in maternity leave policy. Although we cannot prove a causal relationship, we estimate that the increase in maternity leave is associated with a 3.7 percentage point increase in female first-term reenlistment rates. We also estimate that higher reenlistment rates increase weeks of work by over three times the number of weeks lost because of the additional leave.

believe that they might someday use such leave (e.g., it reduces perceived conflicts between motherhood and active service). Additional maternity leave could also affect women in general by demonstrating ... the following: The amount of maternity leave taken in the first year after birth increased substantially for women who gave birth on or after January 1, 2015, the retroactive implementation date of the 18-week ... . The estimated increase in reenlistment rates is driven by women who did not have children as of their first soft end of active obligated service (SEAOS). At average reenlistment lengths, many more weeks

Wanda Nesbitt

/about-us/leadership/board-of-trustees/wanda-nesbitt

of a talent management system to replace an antiquated model. The new system was enthusiastically adopted. As the leadership liaison for the employee affinity group Executive Women at State, she was a mentor and role model for dozens of aspiring women diplomats. Amb. Nesbitt holds a bachelor’s degree in French and International Relations from the University of Pennsylvania and a master’s degree

Recruitment and Retention in US Policing

/reports/2022/09/recruitment-and-retention-in-us-policing

Police departments face a recruitment and retention crisis. Business-as-usual has failed. A CNA study offers new ideas for police recruitment and retention.

, diversity and inclusion, women in policing, and points of entry and pathways through the ranks. Many of these new ideas in police recruitment are untested, but it is time for the policing profession ... of women might alleviate some of the controversies surrounding policing and recognizing the changes that will be needed to achieve and sustain that increased representation Continuing to pursue