Education, is the primary method to attract more women towards the military. Recruitment of women needs to be done through educating women on the career opportunities that are available. Education alone will not change women’s views on the military, strong female role models within the military are equally necessary. As of 2011 females representation is at 14.5%, yet they make up only 7.3% of general officers (Harvey and Allard, 2015, p. 230). If the military wants to attract the best and brightest soldiers, Marines, Airmen, and sailors, women need to know that the opportunities exists for success. By selecting more women to occupy the uppermost echelons of our military leadership, the military is in essence helping to recruit the best available
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The board of directors would be the civilian world’s equivalent. The current members of the Joint Chiefs of Staff are comprised of seven members, all whom are white males (Biographies, 2017). Civilian corporations have begun to create specific positions such as a Chief Diversity Officer, “whose job is to oversee, coordinate and manage an organization’s diversity initiatives” (Harvey and Allard, 2015, p. 327). Corporate boards are expected to be experts in all matters that affect the companies operation. Without diversity in the leadership of the company, important perspectives and viewpoints from that go along with having a diversified workforce can be overlooked. By appointing diverse members to the Joint Chief of Staff, just as civilian corporate board’s do the military is working to ensure that those issues affecting their members are minimized. Of course, the Chiefs of Staff should be selected on merit and not for their diverse viewpoints alone. However, creating a position such as a Diversity Officer who is there to add that diversified voice in regards to the decision making process. In the corporate world, diverse boards are valued, minorities comprise “50% of the board at Alcoa, 46% of the boards at PepsiCo Aetna, Dow Chemical, and IBM”, which are all significantly sized companies (Harvey and Allard, 2015, p. 327). The military is no different in this respect to civilian corporations. The military needs to adjust to a changing world in the same way, by working to incorporate diversity within itself by creating diversity through a diverse culture at the very top of its
The board of directors would be the civilian world’s equivalent. The current members of the Joint Chiefs of Staff are comprised of seven members, all whom are white males (Biographies, 2017). Civilian corporations have begun to create specific positions such as a Chief Diversity Officer, “whose job is to oversee, coordinate and manage an organization’s diversity initiatives” (Harvey and Allard, 2015, p. 327). Corporate boards are expected to be experts in all matters that affect the companies operation. Without diversity in the leadership of the company, important perspectives and viewpoints from that go along with having a diversified workforce can be overlooked. By appointing diverse members to the Joint Chief of Staff, just as civilian corporate board’s do the military is working to ensure that those issues affecting their members are minimized. Of course, the Chiefs of Staff should be selected on merit and not for their diverse viewpoints alone. However, creating a position such as a Diversity Officer who is there to add that diversified voice in regards to the decision making process. In the corporate world, diverse boards are valued, minorities comprise “50% of the board at Alcoa, 46% of the boards at PepsiCo Aetna, Dow Chemical, and IBM”, which are all significantly sized companies (Harvey and Allard, 2015, p. 327). The military is no different in this respect to civilian corporations. The military needs to adjust to a changing world in the same way, by working to incorporate diversity within itself by creating diversity through a diverse culture at the very top of its