Recruiting Policies and Practices for Women in the Military: Views from the Field

Yeung, Douglas; Steiner, Christina E; Hardison, Chaitra M.; Hanser, Lawrence M.; Kamarck, Kristy N.

doi:10.7249/rr1538

Cited by 8 publications

(6 citation statements)

References 2 publications

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“…The U.S. Army, and military at large, recognizes that women are essential to the future of the U.S. Armed Forces and strides have been made in recognizing changes needed within the U.S. Army to be more inclusive of women. Much attention has been given to the recruitment and retention of women, with recommendations for meeting recruitment goals available to military leaders (Yeung et al, 2017). Although there is more to do, U.S. Army policies that are more inclusive to women have been studied and implemented (Carreiras, 2006).…”

Section: Discussionmentioning

confidence: 99%

Factors Related to Exclusion in the U.S. Army

Kintzle

Alday

Clomax

et al. 2022

Armed Forces & Society

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The promotion of inclusion in the U.S. Army requires an understanding of how and why exclusion occurs. As exclusion can have deleterious impacts at both and individual and organizational level, reducing exclusive behaviors can have positive effects on Soldiers and the Army. To explore exclusion in the Army, 19 focus groups were conducted with 120 active-duty enlisted Soldiers. Two rounds of thematic analysis revealed four themes related to exclusion. Participants indicated exclusion to be often based on low or bad performance, personality factors that were identified as different or toxic, cliques within the Army unwilling to welcome others, and gender, with both men and women identifying exclusionary behaviors toward women within and outside of the work environment. Research findings offer insight into how and why exclusion occurs and how such behaviors can be addressed in the U.S. Army including training and addressing cultural and systemic barriers to inclusion.

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Section: Discussionmentioning

confidence: 99%

Factors Related to Exclusion in the U.S. Army

Kintzle

Alday

Clomax

et al. 2022

Armed Forces & Society

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“…This disparity reinforces the gender inequality in the experience of military service and in the value of benefits received from military service. The increased likelihood of having a traumatic experience and having to live with its aftereffects also functions as a greater deterrent for women to join the military (Yeung et al 2017), but women may also have greater difficulty taking full advantage of the economic benefits of their service if they are more likely to suffer from PTSD (McCrone, Knapp, and Cawkill 2003).…”

Section: Excluding Women From the Militarymentioning

confidence: 99%

Military Subsidization of Human Capital and Gender Stratification in the US Economy

Saxon

2021

Review of Radical Political Economics

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In the United States, the military is the primary channel through which many are able to obtain supports traditionally provided by the welfare state, such as access to higher education, job training, employment, health care, and so on. However, due to the nature of the military as a highly gendered institution, these social welfare functions are not as accessible for women as they are for men. This amounts to a highly gender-biased state spending pattern that subsidizes substantially more human capital development for men than for women, effectively reinforcing women’s subordinate status in the US economy. JEL classification: B54, B52, Z13

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“…From a theoretical point of view, these two groups of factors reflect Charles Moskos’ I/O theory of military professionalism, which distinguishes between institutional (intrinsic or “soft”) and occupational (extrinsic or “hard”) factors (Moskos, 1977, 1986). Commonly identified extrinsic factors are economic variables such as employment status, income, duration of unemployment, job safety or the military’s institutional presence (Dale & Gilroy, 1983; Kilburn & Klerman, 1999; Kleykamp, 2006), whereas intrinsic factors commonly address ideational motivations such as patriotism, the desire to serve, altruism, and self-enhancement goals (Griffith, 2008; Woodruff, 2017; Woodruff et al, 2006; Yeung et al, 2017).…”

Section: Previous Research and Theoretical Considerationsmentioning

confidence: 99%

“…For instance, Segal’s macro-level analysis of women’s participation in the armed forces points to the important role of cultural change in support of gender equality among other factors (Segal, 1995; see also Iskra et al, 2002). At the individual level of analysis, a recent study by the RAND Corporation provides anecdotal evidence that women’s perception of the level of gender equality in the military might actually affect their decision to join the military (Yeung et al, 2017). Following the end of the United States military’s ban on women in combat in 2016, the RAND Corporation conducted a review of recruitment policies in an effort to identify best-practices for recruiting specifically women.…”

Section: Previous Research and Theoretical Considerationsmentioning

confidence: 99%

“…Following the end of the United States military’s ban on women in combat in 2016, the RAND Corporation conducted a review of recruitment policies in an effort to identify best-practices for recruiting specifically women. Based on a series of focus groups with female active-duty military personnel, the study concludes that “women would even be more willing to apply because of the greater sense of equality that the policy change would afford them” (Yeung et al, 2017, p. 51).…”

Section: Previous Research and Theoretical Considerationsmentioning

confidence: 99%

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The Achilles Heel of Recruiting Women: Perceived Gender Equality as a Key Determinant of the Military’s Employer Attractiveness Among Women

Graf

Kuemmel

2021

Armed Forces & Society

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The German Bundeswehr, like other NATO forces, seeks to recruit more women in order to improve its gender balance and to meet its personnel needs. However, previous research on military recruitment has paid little attention to women. Given that the (German) military is still a male-dominated organization, we argue that women’s opinion regarding the realization of gender equality in the military may very well be the Achilles heel of recruiting women. Based on the assumption that women value gender equality in the work environment, we test the hypothesis that women are more attracted to the military as a (potential) employer, the more they think the military has achieved gender equality. A multivariate analysis of nationally representative survey data from Germany from 2019 provides empirical evidence to support this hypothesis. Practical and theoretical implications are discussed.

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Recruiting Policies and Practices for Women in the Military: Views from the Field

Cited by 8 publications

References 2 publications

Factors Related to Exclusion in the U.S. Army

Factors Related to Exclusion in the U.S. Army

Military Subsidization of Human Capital and Gender Stratification in the US Economy

The Achilles Heel of Recruiting Women: Perceived Gender Equality as a Key Determinant of the Military’s Employer Attractiveness Among Women

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