Overview

This study evaluates the effects of minority command leadership on the first-term reenlistment decisions of underrepresented junior enlisted sailors in the U.S. Navy. In this study, I build a data set for Navy enlisted personnel and officers observed from fiscal years 1995 to 2018. Using a linear probability model and an ordinary least squares regression analysis approach, I analyze the first-term retention rates for minority enlisted sailors based on different levels of exposure to minority naval command leadership. This study found statistically significant evidence that suggests that same-minority command leadership influences the reenlistment of minority sailors. The results also demonstrate that increased diversity leads to greater reenlistment rates among non-minorities. These findings on the influence on junior enlisted sailors suggest that the Navy could present more opportunities for minorities to assume senior leadership positions in hopes of increasing minority recruiting, retention, and diversity. Moreover, this research provides support to policy adjustments not only in the Navy, but throughout the military toward placing more underrepresented but qualified personnel in leadership positions to exploit role model effects on retention of entry-level rated enlisted personnel. In addition, insights gained from this study may help Navy decision-makers further develop and foster a culture of inclusion across all ranks, designators, rates, and ratings.This compilation includes a reproduction of the 2019 Worldwide Threat Assessment of the U.S. Intelligence Community.The Department of Defense (DOD) Diversity and Inclusion Strategic Plan for 2012 to 2017 was developed to encourage and spread a culture of diversity and inclusion throughout the federal government. Although the strategic plan initially sought to address the civilian workforce, this human resource initiative also focuses on military service members. The Diversity and Inclusion Strategic Plan for 2012 to 2017 defines diversity as, all the different characteristics and attributes of the DOD's total force, which are consistent with our core values, integral to overall readiness and mission accomplishment, and reflective of the nation we serve . This definition is intended to help the DOD to implement and sustain an inclusive atmosphere to encourage innovation, optimization, and problem-solving that can be used as a competitive advantage against adversaries. The U.S. population is widely diverse in background and experiences, and the make-up of the DOD workforce should reflect the diversity of the country. Because of this diversity, DOD personnel will be able to share their differing backgrounds and experiences to meet complex challenges, such as the changing global security environment. The strategic plan provided three goals in order to successfully accomplish diversity and inclusion throughout the DOD: One, ensure leadership commitment to an accountable and sustained diversity effort; two, employ an aligned strategic outreach effort to identify, attract, and recruit from a broad talent pool reflective of the best of the nation we serve; and three, develop, mentor, and retain top talent from across the total force.

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