G2TT
来源类型Research Reports
规范类型报告
DOIhttps://doi.org/10.7249/RR1699
ISBN9780833099006
来源IDRR-1699-OSD
Hispanic Representation in the Department of Defense Civilian Workforce: Trend and Barrier Analysis
Miriam Matthews; Bruce R. Orvis; David Schulker; Kimberly Curry Hall; Abigail Haddad; Stefan Zavislan; Nelson Lim
发表日期2017
出版年2017
页码122
语种英语
结论

Multiple Factors Contribute to Hispanic Underrepresentation in the DoD Civilian Workforce

  • Hispanic representation in DoD lags behind that of the civilian labor force (CLF) and the rest of the federal government. This representation gap is unlikely to improve without DoD taking action: Hispanic representation in the DoD civilian workforce is slightly higher among separating employees than among new hires. Hispanics are less likely to work in high-promoting areas, and they are concentrated in lower-grade positions.
  • Workforce characteristics account for 92 percent of the observed Hispanic representation gap between the DoD civilian workforce and CLF. Substantial contributors to Hispanic underrepresentation in the DoD civilian workforce are education, citizenship, veteran's status, age, location, and occupation.
  • Most job applicants do not provide their ethnicity on USAJOBS.gov. Different techniques for addressing missing data on ethnicity can contribute to different conclusions regarding ethnic diversity among job applicants and applications.
  • The geography problem is complex: Many DoD locations do not align with Hispanic population areas, which might be where most potential recruits live.
  • Frequently mentioned barriers to Hispanic employment in the DoD civilian workforce include the geographic location of DoD positions, perceptions of language or citizenship barriers among potential applicants, and a lack of awareness or motivation from DoD leaders and managers to address Hispanic underrepresentation.
摘要
  • Expand DoD outreach to the Hispanic population, especially to younger Hispanic workers in U.S. Hispanic population centers.
  • Increase DoD presence with Hispanic student populations at colleges and universities, particularly Hispanic-serving institutions.
  • Stay engaged with promising candidates during the application process, and, when possible, leverage appropriate hiring authorities.
  • Support the development of Hispanic-friendly communities in the workplace through employee resource groups and mentoring.
  • Improve the accessibility, accuracy, and utility of job-applicant data.
主题Civilian Military Workforce ; Employment and Unemployment ; Hispanic Populations ; United States Department of Defense ; Workforce Diversity ; Workforce Management
URLhttps://www.rand.org/pubs/research_reports/RR1699.html
来源智库RAND Corporation (United States)
引用统计
资源类型智库出版物
条目标识符http://119.78.100.153/handle/2XGU8XDN/108669
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GB/T 7714
Miriam Matthews,Bruce R. Orvis,David Schulker,et al. Hispanic Representation in the Department of Defense Civilian Workforce: Trend and Barrier Analysis. 2017.
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