United States Air Force Diversity Strategic Roadmap
United States Air Force Diversity Strategic Roadmap

Author: United States Air Force Academy

Publisher:

Published: 2010

Total Pages: 18

ISBN-13:

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"Diversity is a military necessity. Air Force decision-making and operational capabilities are enhanced by diversity among its Airmen, uniformed and civilian, helping make the Air Force more agile, innovative and effective. It opens the door to creative solutions to complex problems and provides our Air Force a competitive edge in air, space and cyberspace. Diversity includes and involves all of us. It is one of the strengths of the United States of America and gives the United States Air Force a decisive advantage as we engage globally. The Air Force broadly defines diversity as a composite of individual characteristics, experiences and abilities consistent with the Air Force Core Values and the Air Force Mission. Air Force diversity includes but is not limited to: personal life experiences, geographic background, socioeconomic background, cultural knowledge, educational background, work background, language abilities, physical abilities, philosophical and spiritual perspectives, age, race, ethnicity and gender. This concept of diversity is to be tailored as specific circumstances and the law require. Diversity encompasses demographic, cognitive/behavioral, organizational/structural and global diversity."--DTIC abstract.

Department of the Air Force Diversity, Equity, Inclusion, and Accessibility (DEIA) Strategic Plan 2023
Department of the Air Force Diversity, Equity, Inclusion, and Accessibility (DEIA) Strategic Plan 2023

Author: United States. Department of the Air Force

Publisher:

Published: 2022

Total Pages: 0

ISBN-13:

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"Our people are the foundation to why we are the world’s best Air and Space Force. To make our warfighting force as effective as possible, leaders must support all members of their teams to succeed by identifying and removing barriers facing them. We, as a Department, must be an integrated team that leverages the diverse perspectives of our Total Force. Only by doing so will we solve some of the Nation’s most complex challenges to promote liberty abroad and maintain freedom here at home. Diversity is one of America’s greatest assets and a critical advantage we have over near peer competitors. The simultaneous rapid transformation of today’s warfighting environment and evolving U.S. demographics both drive the need for innovative approaches to attract, recruit, develop, and retain top talent or we risk losing high-quality Airmen and Guardians, our credibility, and our ability to secure our future. To realize the advantages and capabilities of our diverse Total Force, we must empower our people to change the paradigm to improve the culture and climate through diversity, equity, inclusion, and accessibility."--Introduction.

Strengthening U.S. Air Force Human Capital Management
Strengthening U.S. Air Force Human Capital Management

Author: National Academies of Sciences, Engineering, and Medicine

Publisher: National Academies Press

Published: 2021-03-02

Total Pages: 289

ISBN-13: 0309678684

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The USAir Force human capital management (HCM) system is not easily defined or mapped. It affects virtually every part of the Air Force because workforce policies, procedures, and processes impact all offices and organizations that include Airmen and responsibilities and relationships change regularly. To ensure the readiness of Airmen to fulfill the mission of the Air Force, strategic approaches are developed and issued through guidance and actions of the Office of the Deputy Chief of Staff for Manpower, Personnel and Services and the Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs. Strengthening US Air Force Human Capital Management assesses and strengthens the various U.S. Air Force initiatives and programs working to improve person-job match and human capital management in coordinated support of optimal mission capability. This report considers the opportunities and challenges associated with related interests and needs across the USAF HCM system as a whole, and makes recommendations to inform improvements to USAF personnel selection and classification and other critical system components across career trajectories. Strengthening US Air Force Human Capital Management offers the Air Force a strategic approach, across a connected HCM system, to develop 21st century human capital capabilities essential for the success of 21st century Airmen.

Strategies to Enhance Air Force Communication with Internal and External Audiences
Strategies to Enhance Air Force Communication with Internal and External Audiences

Author: National Academies of Sciences, Engineering, and Medicine

Publisher: National Academies Press

Published: 2016-01-27

Total Pages: 51

ISBN-13: 0309389046

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The U.S. Air Force (USAF) helps defend the United States and its interests by organizing, training, and equipping forces for operations in and through three distinct domains-air, space, and cyberspace. The Air Force concisely expresses its vision as "Global Vigilance, Global Reach, and Global Power for America." Operations within each of these domains are dynamic, take place over large distances, occur over different operational timelines, and cannot be routinely seen or recorded, making it difficult for Airmen, national decision makers, and the American People to visualize and comprehend the full scope of Air Force operations. As a result, the Air Force faces increasing difficulty in succinctly and effectively communicating the complexity, dynamic range, and strategic importance of its mission to Airmen and to the American people. To address this concern, the Chief of Staff of the USAF requested that the National Academies of Sciences, Engineering, and Medicine convene a workshop to explore options on how the Air Force can effectively communicate the strategic importance of the Service, its mission, and the role it plays in the defense of the United States. Participants worked to address the issues that a diverse workforce encompassing a myriad of backgrounds, education, and increasingly diverse current mission sets drives the requirement for a new communication strategy. The demographics of today's Air Force creates both a unique opportunity and a distinct challenge to Air Force leadership as it struggles to communicate its vision and strategy effectively across several micro-cultures within the organization and to the general public. This report summarizes the presentations and discussions from the workshop.

Managing Diversity in the Military
Managing Diversity in the Military

Author: Daniel P. McDonald

Publisher: Routledge

Published: 2013-07-23

Total Pages: 308

ISBN-13: 1136618961

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This edited book examines the management of diversity and inclusion in the military. Owing to the rise of asymmetric warfare, a shift in demographics and labor shortfalls, the US Department of Defense (DoD) has prioritized diversity and inclusion in its workforce management philosophy. In pursuing this objective, it must ensure the attractiveness of a military career by providing an inclusive environment for all personnel (active and reserve military, civilian, and contractors) to reach their potential and maximize their contributions to the organization. Research and practice alike provide substantial evidence of the benefits associated with diversity and inclusion in the workplace. Diversity and inclusion programs are more strategic in focus than equal opportunity programs and strive to capitalize on the strengths of the workforce, while minimizing the weaknesses that inhibit optimal organizational performance. This new book provides vital clarification on these distinct concepts, in addition to offering concrete best practices for the successful management of diversity and inclusion in the workplace. Written by scholars and practitioners, each chapter addresses major areas, raises crucial issues, and comments on future trends concerning diversity and inclusion in the workplace. The book will be of great interest to students of military studies, war and conflict studies, business management/HRM, psychology and politics in general, as well as to military professionals and leaders.

Planning for Diversity
Planning for Diversity

Author: Nelson Lim

Publisher: Rand Corporation

Published: 2008

Total Pages: 131

ISBN-13: 0833044710

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"This report discusses the initial steps that DoD should take in developing a department-wide plan to achieve greater diversity within its active duty and civilian leadership. To create a strategic plan for diversity, the authors explain, DoD leaders must articulate a vision for where they want the organization to go, and this vision statement must clearly define what type of diversity DoD wants to achieve. The next step is to set specific goals for the various components of DoD and to develop strategies for meeting those goals. Finally, Lim, Cho, and Curry emphasize that the strategic plan will fail unless there are ways to both measure the progress toward the plan's goals and hold leaders accountable for such progress."--BOOK JACKET.

A Concise History of the U.S. Air Force
A Concise History of the U.S. Air Force

Author: Stephen Lee McFarland

Publisher: Createspace Independent Publishing Platform

Published: 1997

Total Pages: 96

ISBN-13:

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Except in a few instances, since World War II no American soldier or sailor has been attacked by enemy air power. Conversely, no enemy soldier orsailor has acted in combat without being attacked or at least threatened by American air power. Aviators have brought the air weapon to bear against enemies while denying them the same prerogative. This is the legacy of the U.S. AirForce, purchased at great cost in both human and material resources.More often than not, aerial pioneers had to fight technological ignorance, bureaucratic opposition, public apathy, and disagreement over purpose.Every step in the evolution of air power led into new and untrodden territory, driven by humanitarian impulses; by the search for higher, faster, and farther flight; or by the conviction that the air way was the best way. Warriors have always coveted the high ground. If technology permitted them to reach it, men, women andan air force held and exploited it-from Thomas Selfridge, first among so many who gave that "last full measure of devotion"; to Women's Airforce Service Pilot Ann Baumgartner, who broke social barriers to become the first Americanwoman to pilot a jet; to Benjamin Davis, who broke racial barriers to become the first African American to command a flying group; to Chuck Yeager, a one-time non-commissioned flight officer who was the first to exceed the speed of sound; to John Levitow, who earned the Medal of Honor by throwing himself over a live flare to save his gunship crew; to John Warden, who began a revolution in air power thought and strategy that was put to spectacular use in the Gulf War.Industrialization has brought total war and air power has brought the means to overfly an enemy's defenses and attack its sources of power directly. Americans have perceived air power from the start as a more efficient means of waging war and as a symbol of the nation's commitment to technology to master challenges, minimize casualties, and defeat adversaries.

Demographic Differences in Organizations
Demographic Differences in Organizations

Author: Anne S. Tsui

Publisher: Lexington Books

Published: 1999

Total Pages: 236

ISBN-13: 9780739100561

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Meticulously researched and authored by two respected scholars, this book addresses the problems and benefits associated with an increasingly diverse global workforce.