Nelson Lim

Comparisons of military wives with a group of similar civilian wives show that military wives have a greater tendency to be underemployed, even after controlling for labor market characteristics. However, there does not seem to be a strong link between their labor force position and satisfaction with their life situation, so the effects of underemployment among military spouses may not be as serious as previously thought.

The relative lack of minorities in certain military career fields has a significant impact on the diversity of the senior leadership. The relationship between career field choice, race/ethnicity, and membership in the senior officer corps appears to stem, at least in part, from racial and ethnic differences in the occupational preferences of officer cadets. The authors urge a full-scale study to learn the reasons behind these preferences.

This book helps the Los Angeles Police Department (LAPD) achieve its recruiting and diversity goals by offering ways to improve productivity and efficiency in the recruiting process. It identifies potential untapped recruiting markets, provides a model of viable candidates to target recruitment and prioritize applicants while still reaching diversity hiring goals, and recommends ways to improve background-investigation processes.

The San Diego Police Department (SDPD) has been operating below its authorized size in recent years. To bridge its personnel gap, the department needs to maximize its recruiting while minimizing officer attrition. To accomplish this goal, the department sought assistance from RAND to improve its recruiting efforts and suggest ways to improve the diversity of its recruits. This monograph describes RAND's effort to assist SDPD's recruiting program.The San Diego Police Department has been operating below its authorized size in recent years. To bridge this gap, the department needs to maximize recruiting and minimize attrition. This book details RAND's effort to improve this recruiting program.

Discusses initial steps that the Department of Defense (DoD) should take in developing a department-wide strategic plan to achieve greater diversity within its active duty and civilian leadership. Key questions include how diversity will be defined, how progress toward diversity will be measured, and how DoD leaders will hold themselves and others accountable for such progress. Includes a summary of findings from the 2007 DoD Diversity Summit.

This book develops a fact-based approach to modeling diversity management in U.S. corporations, analyzes the strategies pursued by 14 large U.S. companies recognized for their diversity or human resource achievements, and compares a number of company characteristics. Firms recognized for diversity are distinguished by a core set of motives and practices, but best practices per se may not enable a company to achieve a high level of diversity.It develops a fact-based approach to diversity management in U.S. corporations and uses it to compare corporate practices.

Revisits joint officer management and frames a strategic approach to further officers' development in joint matters. The Goldwater-Nichols Act of 1986 dramatically changed the way in which the Department of Defense prepares for and executes its mission. The authors of this report revisit Goldwater-Nichols by examining the current state of joint officer management and framing a strategic approach to further officers' development in joint matters.