Improving Gender Diversity in the U.S. Coast Guard: Identifying Barriers to Female Retention

Hall, Kimberly Curry; Keller, Kirsten M.; Schulker, David; Weilant, Sarah; Kidder, Katherine L.; Lim, Nelson

doi:10.7249/rr2770

Cited by 3 publications

(3 citation statements)

References 23 publications

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“…Successful organizations with a diverse workplace report that their employees perform better in terms of finances and innovation and are even more productive and efficient within the organizations, Hall et al (2019). profitability is all achieved by organizations with a high percentage of female Chief Executive Officers.…”

Section: Conceptual Reviewmentioning

confidence: 99%

Diversity in the Workplace: Implications for Collective Organizational Commitment in Nigerian Public Sector Organizations

Aliyu,

Abubakar

2024

J. Professional Business Review

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Objective: The objectives of this study are: 1. evaluate the effect of job-related diversity on collective organizational commitment in public sector organizations in Nigeria; 2. evaluate the effect of cultural diversity on collective organizational commitment in public sector organizations in Nigeria. The aim of the study is to examine diversity in the workplace to achieve collective organizational commitment in public sector organizations in Nigeria. Theoretical Framework: In this topic, the main concepts and theories that underpin the research are presented. The theory that is related to this work having reviewed some theories is the Social Identity Theory. Social identity theory is a social psychological theory that is utilized in organizations to obtain high employee performance. Social identity theory gives more understanding of diversity in terms of understanding the role of group divisions in organization. Method: The study relied on a self-developed structured questionnaire as the instrument for data collection. Using SPSS version 20 software, descriptive statistics and multiple regression analysis were used to assess the data and statistically analysed the data that had been collected. Results and Discussion: The findings revealed that job-related diversity has a significant effect on collective organizational commitment in public sector organizations in Nigeria (β=0.077, p<0.05), and that cultural diversity has no significant effect on collective organizational commitment in public sector organizations in Nigeria (β =0.030, p>0.05). Originality/Value: Previous studies had focused on different types of diversity and their attributes, but have not adequately addressed the factors that can strengthen the relationships. This study to filled this gap by examining the impact of workplace diversity on organizational commitment in the Nigerian Public Sector Organizations. The research also highlighted the need for a combination of cultural and experiential factors to understand the challenges faced by employees in a diverse workplace..

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Section: Conceptual Reviewmentioning

confidence: 99%

Diversity in the Workplace: Implications for Collective Organizational Commitment in Nigerian Public Sector Organizations

Aliyu,

Abubakar

2024

J. Professional Business Review

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“…Our review of academic and technical literature shows key evidence for preventing and responding to discrimination. During trainings, the instructions should emphasize the full range of discriminatory behavior, including but not limited to discrimination related to race, gender, gender expression, sexual orientation, religion, and use of parental leave (Bridges, Wulff, and Bamberry, 2023;Calkins et al, 2022;Farris et al, 2020;Hall et al, 2019;Law and Harris, 2019). Prevention resources should be targeted to those units that are high risk, and commanders should be aware of known problems within their command (Calkins et al, 2022).…”

Section: Best Practices For Preventing and Responding To Discriminationmentioning

confidence: 99%

Strengthening Workforce Resilience in U.S. Space Command

2024

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Space Command (USSPACECOM) was reestablished as a combatant command in 2019 and has a diverse workforce. Its main goals are to achieve full operational capabilities and to maintain space superiority. To ensure this command's success, it is important to enhance the resilience of its personnel. In this report, we offer best practices to enhance resilience by preventing harmful individual behaviors that reduce resiliency, identify some challenges and barriers to resilience program implementation, and propose recommendations to address these challenges and barriers in the future.The research reported here was completed in January 2024 and underwent security review with the sponsor and the Defense Office of Prepublication and Security Review before public release.

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“…14035, 2021). Within the U.S. Armed Forces, the USCG has been identified as a branch that would benefit from reevaluating recruiting and promotion practices (Ziegler et al, 2021), given that diversification of the USCG's workforce consistently lags behind other branches of the U.S. Armed Forces (Hall et al, 2019). In the specific context of the USCG, the selection of recruits into training programs is one area being revisited to determine how to better support individuals who are neither White nor male (Lim et al, 2021).…”

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confidence: 99%

Promoting inclusive recruiting and selection into military training schools: Admission waivers versus retesting.

McNeish,

Dumas,

Dong

et al. 2024

Journal of Applied Psychology

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There is high-level interest in diversifying workforces, which has led organizations-including the U.S. Armed Forces-to reevaluate recruiting and selection practices. The U.S. Coast Guard (USCG) has encountered particular difficulties in diversifying its workforce, and it relies mainly on the Armed Services Vocational Aptitude Battery (ASVAB) for assigning active-duty recruits to one of 19 specialized training schools. When recruits' scores fall below ASVAB entrance standards, the USCG sometimes offers admission waivers. Alternatively, recruits can retest until their ASVAB scores meet the entrance standard. Retesting has shown mixed results in the personnel selection literature, so our main interest is to determine whether retesting or waivers best support USCG recruits' training school outcomes, especially for recruits identifying as an underrepresented minority (URM). We use data from 16,624 USCG recruits entering between 2013 and 2021 and fit augmented inverse propensity weighted models to assess differences in training outcomes by pathway to admission while accounting for self-selection into pathways. Our analyses found (a) no difference in training outcomes between recruits who qualified from their initial scores and recruits who retested, (b) recruits who received waivers were less likely to complete training school on time and spent more time in remedial training when they failed training school compared to those who retested, and (c) improvement in training outcomes for retesting over waivers was larger for recruits identifying as an URM. Results suggest that retesting may be an effective strategy for workforce diversification and for improving outcomes among recruits identifying as an URM.

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Improving Gender Diversity in the U.S. Coast Guard: Identifying Barriers to Female Retention

Cited by 3 publications

References 23 publications

Diversity in the Workplace: Implications for Collective Organizational Commitment in Nigerian Public Sector Organizations

Diversity in the Workplace: Implications for Collective Organizational Commitment in Nigerian Public Sector Organizations

Strengthening Workforce Resilience in U.S. Space Command

Promoting inclusive recruiting and selection into military training schools: Admission waivers versus retesting.

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