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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

Inclusive NatSec September 2022

/reports/2022/09/inclusive-natsec-september-2022

Dr. Chantal de Jonge Oudraat, Carmen A. Medina and Julia McQuaid moderated the sixth Inclusive National Security event focusing on tracking and evaluating progress on the stated gender equality goals of nations, militaries, and national security bureaucracies.

. United Nations Security Council resolutions, policy commitments, and institutional practices aimed at improving gender equality exist around the globe. For example, 103 countries have national Women ... measure superficial indicators at best (e.g., number of women in a training course). Metrics often reflect the values of the status quo, but the goal of gender equality is to change the status quo ... assessments touch on very sensitive issues, document everything. It is important for women to get seats at the table, but structural change is also needed so that those at the table can speak

Inclusive NatSec

/reports/2022/03/inclusive-natsec

CNA's first Inclusive National Security, “Gender, International Development, and National Security," explored the extent to which international development programs have meaningfully influenced gender equity.

. Below are some takeaways from the event. Reflections from Carla Koppell Meaningfully including women in international development leads to better results. Including the voices of women in planning ... is a problem that should still be addressed. Domestic social movements often offer insights that are relevant globally, such as the #MeToo movement, which helped spark women’s rights campaigns in India

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

Inclusive NatSec: Gender, Sex, Stability, and Security

/videos/2023/inclusive-natsec-gender-sex-stability-and-security

On April 27, 2022, CNA's Inclusive National security initiative (@InclusiveNatSec on Twitter) hosted a discussion on how sex and gender dynamics impact governance, the political order, stability, and national security. The event featured guest speaker Dr. Valerie M. Hudson (Professor and George H.W. Bush Chair in the Department of International Affairs and Director of Program on Women, Peace, and Security at the Bush School of Government and Public Service, Texas A&M University). Dr. Jennifer Hawkins (Senior Women, Peace, and Security Advisor at USAID) served as moderator.

Inclusive NatSec: Gender, Sex, Stability, and Security On April 27, 2022, CNA's Inclusive National security initiative (@InclusiveNatSec on Twitter) hosted a discussion on how sex and gender dynamics impact governance, the political order, stability, and national security. The event featured guest speaker Dr. Valerie M. Hudson (Professor and George H.W. Bush Chair in the Department of International Affairs and Director of Program on Women, Peace, and Security at the Bush School of Government and Public Service, Texas A&M University). Dr. Jennifer Hawkins (Senior Women, Peace, and Security

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

Personnel Cost Minimization

/reports/2019/04/personnel-cost-minimization

On average, female enlisted sailors have lower continuation rates than male sailors, but the size of the difference varies by enlisted management community (EMC) and years of service. To fill requirements as the female share of accessions increases, the Navy can increase the overall number of accessions, increase retention bonuses, or both. The choices generate different costs for each EMC that depend on the required accession qualifications (e.g., recruiting effort and training intensity/time), the EMC billet structure, and the size of the gender differences in continuation rates. We present a prototype stochastic inventory projection model that helps make two main decisions for each of 5 EMCs independently: (1) number of accessions and (2) selective reenlistment bonus (SRB) levels. For different levels of the female share of accessions, the model minimizes cost while meeting manning requirements. We then employ a second cost minimization routine (i.e., a bi-level optimization) to find the costminimizing solution across the five EMCs. If expanded to all EMCs, the model could provide analytic support for finding cost-minimizing accession and SRB plans.

, the Navy opened most skill specialties to women in 1994, and it opened the remaining few specialties in the last several years. On average, across all skill specialties, women have lower continuation rates

Center for Vulnerable Population Protection

/centers-and-divisions/ipr/vpp

Enhancing the security of people at risk due to discrimination, applying expertise in policy research, interventions and program evaluations.

/reports/2017/best-practices-to-address-the-problem-of-child-trafficking-in-the-u.s none orange half Best Practices to Address the Problem of Child Trafficking in the U.S. An estimated 20 million men, women and children worldwide are trafficked into forced

Season 1: Racism and National Security

/initiatives/inclusivenatsec/2021-inclusivenatsec

In 2021, InclusiveNatSec focused on the theme of Racism and National Security. The virtual event series featured a range of distinguished keynote speakers from government, academia, and the private sector.

, the first in CNA’s Inclusive National Security initiative, was held in partnership with Black Women in International Affairs (BWINTAF) on February 23. KEYNOTE SPEAKER: Lieutenant General