{ "id": "R44321", "type": "CRS Report", "typeId": "REPORTS", "number": "R44321", "active": true, "source": "EveryCRSReport.com", "versions": [ { "source": "EveryCRSReport.com", "id": 613118, "date": "2019-06-05", "retrieved": "2020-01-14T23:19:12.936487", "title": "Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress", "summary": "Under Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards for individuals to be recruited, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity \u2013 in particular towards women serving in combat arms occupational specialties, and the inclusion of lesbian, gay, bisexual, and transgender (LGBT) individuals. Some of these changes remain contentious and face continuing legal challenges. \nMilitary manpower requirements derive from the National Military Strategy and are determined by the military services based on the workload and competencies required to deliver essential capabilities. Filling these capability needs, from combat medics to drone operators, often requires a wide range of backgrounds, skills and knowledge. To meet their recruiting mission, the military services draw from a demographically diverse pool of U.S. youth. Some have argued that military policies and programs that support diversity, inclusion, and equal opportunity can enhance the services\u2019 ability to attract, recruit and retain top talent. Other advocates for a diverse force believe that it is in the best interest of the military to recruit and retain a military force that is representative of the nation as a \u201cbroadly representative military force is more likely to uphold national values and to be loyal to the government\u2014and country\u2014that raised it.\u201d They contend that in order to reflect the nation it serves, the military should strive for diversity that reflects the demographics of the entire country.\nSome contend that a military that is representative of the nation should also reflect its social and cultural norms. Such observers argue that popular will for social change should be the driving or limiting factor for DOD policies. Others oppose the expansion of certain diversity and equal opportunity initiatives due to concerns about how these initiatives might be implemented. For example, some contend that diversity initiatives could harm the military\u2019s merit-based system, leading to accessions and promotions that put demographic targets ahead of performance standards. Others express concern that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness. When addressing equal opportunity within the Armed Forces, some further note that the military has a unique mission that requires the exclusion of some individuals based on, for example, age, physical fitness level, education attainment, or other characteristics.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "https://www.crs.gov/Reports/R44321", "sha1": "0ed48b9c9f6fe3838638551a6a10ad6252fe3630", "filename": "files/20190605_R44321_0ed48b9c9f6fe3838638551a6a10ad6252fe3630.html", "images": { "/products/Getimages/?directory=R/html/R44321_files&id=/2.png": "files/20190605_R44321_images_b93ebd9034cdba527540d0b0b5a41cecacf29963.png", "/products/Getimages/?directory=R/html/R44321_files&id=/7.png": "files/20190605_R44321_images_b575f1a0965885dc29f4f2a56cb279c37aaf0182.png", "/products/Getimages/?directory=R/html/R44321_files&id=/4.png": "files/20190605_R44321_images_473aaed5423bdfeca49992141c7979ffe1d47493.png", "/products/Getimages/?directory=R/html/R44321_files&id=/5.png": "files/20190605_R44321_images_b8f742db21d4e6b7e7b47794a034b383986e5d41.png", "/products/Getimages/?directory=R/html/R44321_files&id=/3.png": "files/20190605_R44321_images_57ddd8add59c81fdcaac4c5684ab7fd3004074ae.png", "/products/Getimages/?directory=R/html/R44321_files&id=/1.png": "files/20190605_R44321_images_5532b7e2e100a7fb3bb9bcb63b52bc18d1429181.png", "/products/Getimages/?directory=R/html/R44321_files&id=/0.png": "files/20190605_R44321_images_21f327e93b21acc74f9b9183fde40bb78b578f60.png", "/products/Getimages/?directory=R/html/R44321_files&id=/6.png": "files/20190605_R44321_images_7f546fa7882bd5d7a52d0a0c4dc231161820ed31.png" } }, { "format": "PDF", "encoding": null, "url": "https://www.crs.gov/Reports/pdf/R44321", "sha1": "0d3469ccfb52dd211c4cf188a79ad4e2e7d178c8", "filename": "files/20190605_R44321_0d3469ccfb52dd211c4cf188a79ad4e2e7d178c8.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4872, "name": "Military Personnel, Compensation, & Health Care" } ] }, { "source": "EveryCRSReport.com", "id": 574734, "date": "2017-10-24", "retrieved": "2017-10-26T13:14:46.806917", "title": "Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress", "summary": "Under Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. Actions by prior congresses and administrations to build a more diverse and representative military workforce have often paralleled efforts to diversify the federal civilian workforce.\nDiversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD\u2019s definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly with recognition for their same-sex spouses as dependents for the purpose of military benefits and opened all combat assignments to women. On June 30, 2016, DOD announced the end of restrictions on service for those transgender troops already openly serving. However, in August of 2017, President Donald J. Trump directed DOD to (1) continue to prohibit new transgender recruits, (2) review policies on existing transgender sevicemembers, and (3) restrict spending on surgical procedures related to gender transition. \nMilitary manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. In this regard, DOD\u2019s pursuit of diversity is one means to acquire those necessary capabilities by broadening the potential pool of high-quality recruits and ensuring equal opportunities for advancement and promotion for qualified individuals throughout a military career. DOD has used diversity and equal opportunity programs and policies to encourage the recruitment, retention, and promotion of a diverse force that is representative of the nation.\nThose who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the nation as a \u201cbroadly representative military force is more likely to uphold national values and to be loyal to the government\u2014and country\u2014that raised it.\u201d They contend that in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society.\nSome argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. \nSome who oppose the expansion of diversity and equal-opportunity initiatives have concerns about how these initiatives might be implemented and how they might impact military readiness. Some believe that diversity initiatives could harm the military\u2019s merit-based system, leading to accessions and promotions that prioritize demographic targets ahead of performance criteria. Some contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Others express concern that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness\u2014particularly in elite combat units. In terms of equal opportunity and inclusion, some argue that the military has a unique mission that requires the exclusion of some individuals based on, for example, physical fitness level, education attainment, or social characteristics.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44321", "sha1": "320b5988a077f97f29054c267a296a7ec0e2f261", "filename": "files/20171024_R44321_320b5988a077f97f29054c267a296a7ec0e2f261.html", "images": { "/products/Getimages/?directory=R/html/R44321_files&id=/2.png": "files/20171024_R44321_images_7b8556161254af181ba65d583284c3ea05af5f5d.png", "/products/Getimages/?directory=R/html/R44321_files&id=/4.png": "files/20171024_R44321_images_7f546fa7882bd5d7a52d0a0c4dc231161820ed31.png", "/products/Getimages/?directory=R/html/R44321_files&id=/5.png": "files/20171024_R44321_images_1e421980ab1f1b2eb7f939e012af16934a0ee4f1.png", "/products/Getimages/?directory=R/html/R44321_files&id=/3.png": "files/20171024_R44321_images_6d05ddc5d85d41c052608d9cc24f0b05c41251f5.png", "/products/Getimages/?directory=R/html/R44321_files&id=/1.png": "files/20171024_R44321_images_bfaee1a08332d3dbce501baf5e34aff6d5133eb2.png", "/products/Getimages/?directory=R/html/R44321_files&id=/0.png": "files/20171024_R44321_images_8feee6b00cd64226eb0ebea3ae2d3d42401339db.png" } }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44321", "sha1": "67e019b0ab4e3a7a5e7bf0c0cef0bfe518d34358", "filename": "files/20171024_R44321_67e019b0ab4e3a7a5e7bf0c0cef0bfe518d34358.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4872, "name": "Military Personnel, Compensation, & Health Care" } ] }, { "source": "EveryCRSReport.com", "id": 573834, "date": "2017-10-04", "retrieved": "2017-10-06T12:48:06.723171", "title": "Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress", "summary": "Under Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. Actions by prior congresses and administrations to build a more diverse and representative military workforce have often paralleled efforts to diversify the federal civilian workforce.\nDiversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD\u2019s definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly with recognition for their same-sex spouses as dependents for the purpose of military benefits and opened all combat assignments to women. On June 30, 2016, DOD announced the end of restrictions on service for those transgender troops already openly serving. However, in August of 2017, President Donald J. Trump directed DOD to (1) continue to prohibit new transgender recruits, (2) review policies on existing transgender sevicemembers, and (3) restrict spending on surgical procedures related to gender transition. \nMilitary manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. In this regard, DOD\u2019s pursuit of diversity is one means to acquire those necessary capabilities by broadening the potential pool of high-quality recruits and ensuring equal opportunities for advancement and promotion for qualified individuals throughout a military career. DOD has used diversity and equal opportunity programs and policies to encourage the recruitment, retention, and promotion of a diverse force that is representative of the nation.\nThose who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the Nation as a \u201cbroadly representative military force is more likely to uphold national values and to be loyal to the government\u2014and country\u2014that raised it.\u201d They contend that in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society.\nSome argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. \nSome who oppose the expansion of diversity and equal-opportunity initiatives have concerns about how these initiatives might be implemented and how they might impact military readiness. Some believe that diversity initiatives could harm the military\u2019s merit-based system, leading to accessions and promotions that prioritize demographic targets ahead of performance criteria. Some contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Others express concern that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness\u2014particularly in elite combat units. In terms of equal opportunity and inclusion, some argue that the military has a unique mission that requires the exclusion of some individuals based on, for example, physical fitness level, education attainment, or social characteristics.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44321", "sha1": "f627f1ec6b508597852f03835e92fc07b294a963", "filename": "files/20171004_R44321_f627f1ec6b508597852f03835e92fc07b294a963.html", "images": { "/products/Getimages/?directory=R/html/R44321_files&id=/2.png": "files/20171004_R44321_images_7b8556161254af181ba65d583284c3ea05af5f5d.png", "/products/Getimages/?directory=R/html/R44321_files&id=/4.png": "files/20171004_R44321_images_7f546fa7882bd5d7a52d0a0c4dc231161820ed31.png", "/products/Getimages/?directory=R/html/R44321_files&id=/5.png": "files/20171004_R44321_images_1e421980ab1f1b2eb7f939e012af16934a0ee4f1.png", "/products/Getimages/?directory=R/html/R44321_files&id=/3.png": "files/20171004_R44321_images_6d05ddc5d85d41c052608d9cc24f0b05c41251f5.png", "/products/Getimages/?directory=R/html/R44321_files&id=/1.png": "files/20171004_R44321_images_bfaee1a08332d3dbce501baf5e34aff6d5133eb2.png", "/products/Getimages/?directory=R/html/R44321_files&id=/0.png": "files/20171004_R44321_images_8feee6b00cd64226eb0ebea3ae2d3d42401339db.png" } }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44321", "sha1": "ebc0c085d36f2659cd00bf263c0db8d1f3856d75", "filename": "files/20171004_R44321_ebc0c085d36f2659cd00bf263c0db8d1f3856d75.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4872, "name": "Military Personnel, Compensation, & Health Care" } ] }, { "source": "EveryCRSReport.com", "id": 456420, "date": "2016-10-13", "retrieved": "2016-10-17T19:15:04.483041", "title": "Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress", "summary": "Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD\u2019s definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. However, in the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly, recognized their same-sex spouses as dependents for the purpose of military benefits, opened all combat assignments to women. On June 30, 2016, DOD announced the end of restrictions on service for transgender troops.\nUnder Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. In recent years, Congress and the Administration have taken actions to build a more diverse and representative military workforce in parallel with efforts to diversify the federal civilian workforce.\nMilitary manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. In this regard, DOD\u2019s pursuit of diversity is one means to acquire those necessary capabilities by broadening the potential pool of high-quality recruits and ensuring equal opportunities for advancement and promotion for qualified individuals throughout a military career. DOD has used diversity and equal opportunity programs and policies to encourage the recruitment, retention, and promotion of a diverse force that is representative of the nation.\nThose who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the Nation as a \u201cbroadly representative military force is more likely to uphold national values and to be loyal to the government\u2014and country\u2014that raised it.\u201d They contend that in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society.\nSome argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. \nSome who oppose the expansion of diversity and equal-opportunity initiatives have concerns about how these initiatives might be implemented and how they might impact military readiness. Some believe that diversity initiatives could harm the military\u2019s merit-based system, leading to accessions and promotions based on demographic quotas instead of performance criteria. Some contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Others express concern that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness\u2014particularly in elite combat units. In terms of equal opportunity and inclusion, some argue that the military has a unique mission that requires the exclusion of some individuals based on, for example, physical fitness level, education attainment, or social characteristics.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44321", "sha1": "f00a852946a41752469d92510c5983ce4679376d", "filename": "files/20161013_R44321_f00a852946a41752469d92510c5983ce4679376d.html", "images": null }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44321", "sha1": "a2c84b044e4fd2acac9f19084ebee57ce4778467", "filename": "files/20161013_R44321_a2c84b044e4fd2acac9f19084ebee57ce4778467.pdf", "images": null } ], "topics": [ { "source": "IBCList", "id": 4872, "name": "Military Personnel, Compensation, & Health Care" } ] }, { "source": "EveryCRSReport.com", "id": 454033, "date": "2016-07-01", "retrieved": "2016-09-09T19:16:32.027917", "title": "Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress", "summary": "Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD\u2019s definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. However, in the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly, recognized their same-sex spouses as dependents for the purpose of military benefits, opened all combat assignments to women, and, as of June 30, 2016, is ending restrictions on service for transgender troops.\nUnder Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. In recent years, Congress and the Administration have taken actions to build a more diverse and representative military workforce in parallel with efforts to diversify the federal civilian workforce.\nMilitary manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. In this regard, DOD\u2019s pursuit of diversity is one means to acquire those necessary capabilities by broadening the potential pool of high-quality recruits and ensuring equal opportunities for advancement and promotion for qualified individuals throughout a military career. DOD has used diversity and equal opportunity programs and policies to encourage the recruitment, retention, and promotion of a diverse force that is representative of the nation.\nThose who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the Nation as a \u201cbroadly representative military force is more likely to uphold national values and to be loyal to the government\u2014and country\u2014that raised it.\u201d They contend that in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society.\nSome argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. \nSome who oppose the expansion of diversity and equal-opportunity initiatives have concerns about how these initiatives might be implemented and how they might impact military readiness. Some believe that diversity initiatives could harm the military\u2019s merit-based system, leading to accessions and promotions based on demographic quotas instead of performance criteria. Some contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Others express concern that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness\u2014particularly in elite combat units. In terms of equal opportunity and inclusion, some argue that the military has a unique mission that requires the exclusion of some individuals based on, for example, physical fitness level, education attainment, or social characteristics.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44321", "sha1": "79f4a26753b81d7fe9e69f11d11810edd5e49df7", "filename": "files/20160701_R44321_79f4a26753b81d7fe9e69f11d11810edd5e49df7.html", "images": null }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44321", "sha1": "4aa18c8baac112b7eee7c6183d09d84ab4932087", "filename": "files/20160701_R44321_4aa18c8baac112b7eee7c6183d09d84ab4932087.pdf", "images": null } ], "topics": [] }, { "source": "EveryCRSReport.com", "id": 448257, "date": "2015-12-23", "retrieved": "2016-04-06T17:39:40.081845", "title": "Diversity, Inclusion, and Equal Opportunity in the Armed Services: Background and Issues for Congress", "summary": "Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD\u2019s definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. However, in the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly and recognized their same-sex spouses as dependents for the purpose of military benefits, opened all combat assignments to women, and initiated a review of existing policies prohibiting transgender servicemembers.\nUnder Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. In recent years, Congress and the Administration have taken actions to build a more diverse and representative military workforce in parallel with efforts to diversify the federal civilian workforce.\nMilitary manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. In this regard, DOD\u2019s pursuit of diversity is one means to acquire those necessary capabilities by broadening the potential pool of high-quality recruits and ensuring equal opportunities for advancement and promotion for qualified individuals throughout a military career. DOD has used diversity and equal opportunity programs and policies to encourage the recruitment, retention, and promotion of a diverse force that is representative of the nation.\nThose who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the Nation as a \u201cbroadly representative military force is more likely to uphold national values and to be loyal to the government\u2014and country\u2014that raised it.\u201d They contend that in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society.\nSome argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have. \nSome who oppose the expansion of diversity and equal-opportunity initiatives have concerns about how these initiatives might be implemented and how they might impact military readiness. Some believe that diversity initiatives could harm the military\u2019s merit-based system, leading to accessions and promotions based on demographic quotas instead of performance criteria. Some contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Others express concern that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness\u2014particularly in elite combat units. In terms of equal opportunity and inclusion, some argue that the military has a unique mission that requires the exclusion of some individuals based on, for example, physical fitness level, education attainment, or social characteristics.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44321", "sha1": "3837bbd7e1b44c28c45b6ef52bcf967e68befd44", "filename": "files/20151223_R44321_3837bbd7e1b44c28c45b6ef52bcf967e68befd44.html", "images": null }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44321", "sha1": "06d3df032915f9227a37ff5bea8b118428d9d351", "filename": "files/20151223_R44321_06d3df032915f9227a37ff5bea8b118428d9d351.pdf", "images": null } ], "topics": [] } ], "topics": [ "National Defense" ] }