Because a sailor’s reenlistment decision is affected by the Navy’s promotion decision, unequal promotion rates across demographic groups may affect who stays in the Navy.
The Navy has worked hard to increase its retention rates to maintain national security. Retention rates depend on the sailors’ opportunities in the civilian market and promotions within the Navy, as well as on an individual’s willingness to serve the country. The relative frequencies of minorities in the population (2010 census) and in the Navy (2008). The proportions of females are much lower than that of males in all paygrades. The proportions of Hispanics are similar (or lower) than Whites except for paygrade E1-E3.
The proportions of Blacks in all Navy paygrades are much higher than their overall population proportion. The orange values show the population, while the blue ones show the Navy’s relative frequencies. The “relative frequencies” are the proportion of a subgroup (say, Blacks) divided by that of Whites, or the female frequency divided by the male frequency. įig 1 shows the relative frequencies of minorities in the United States population (census 2010) and in the Navy at the end of the period we study (2008). In 2020, for example, about half of enlisted sailors (pay grades E1–E6) were Nonwhite, nearly a fifth are Black, and about 16% are female. During the late 1990’s through about 2010 about 40% of the enlisted sailors (pay grade E1 –E6) were Nonwhite, a bit more than a fifth were Black, and about 16% were female. Minorities and males constitute a larger share of the Navy than of the civilian population. The Navy believes that using objective standards is vital to preventing discrimination and unequal treatment in promotions. If it fails, then the Navy needs new measures to prevent unequal treatment of minorities and women. Does this one subjective factor result in promotion rates that vary by race, ethnicity, or sex? If the Navy’s formal, primarily objective, system works, it can provide a model for other employers. However, one factor is subjective: an evaluation by the sailor’s superior. In its promotion process, four of the five factors that determine promotion are reasonably objective performance measures. Navy has instituted formal job evaluations for its enlisted personnel. Navy prevent the race- and sex-based glass ceilings that are rife in civilian labor markets? To combat such discrimination, the U.S.
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