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High proportions of veterans mean less women's representation

• The proportion of employees who are veterans is the primary contributor to the explained portion of the gaps in women's representation between the DoD civilian workforce, the non-DoD civilian federal workforce, and the CLF.
• The high proportion of DoD employees who are veterans contributes to the gap in women's representation between the CLF and both DoD and the non-DoD workforce; the latter gap is smaller than the former, though, because the proportion of non-DoD employees who are veterans is less than half that in the DoD workforce.

Substantially increasing long-run representation of women in the workforce would require significant changes in hiring

• New hires who are veterans are much more likely than nonveteran new hires to be men.
• However, female employees had lower continuation rates than male employees had, which could also tend to reduce women's representation under a given level of hiring in the long run.
• Hiring nonveteran women is insufficient to replace retention losses.
• Substantial changes in hiring veterans are necessary before projections show either prevention of a long-run decline or numbers in line with those for the relevant CLF.
• If the proportion of new hires who are veterans stays the same but women's representation among nonveteran new hires increases, a majority of nonveteran new hires need to be women before projections maintain the initial level of women's representation over time.