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Executive Summary
Survey Purpose
This Equal Opportunity Survey (EOS) is the first of its kind. No survey of this
magnitude and level of detail has ever been undertaken to assess active duty service
members perceptions of fair treatment and equal opportunity (EO). The survey results
will inform and assist leaders of the Department of Defense (DoD) and the Armed Forces as
they work to ensure equal opportunity for all service members.
Challenges Ahead
Over the past half-century, the Department of Defense has compiled a record of
achievement in providing equal opportunity that is among the best in the nation. It is a
record that must be improved continuously. This Equal Opportunity Survey is an
element of the Departments continued commitment to equality of treatment and
opportunity for all service members. In the future, the task of providing equal
opportunity will present new challenges as both American society and its military become
increasingly diverse. Instruments such as this survey will help provide the information
needed to better understand the state of equal opportunity, as well as assist in policy
choices to achieve and maintain equal opportunity, throughout Americas Armed Forces.
Conduct of the Survey
The EOS was conducted by the Defense Manpower Data Center (DMDC) from
September 1996 through February 1997. The 16-page survey form contains 81 questions, many
with multiple parts (a copy is provided as Appendix A). The target population comprised
enlisted members and officers up to the rank of O-6 (Navy and Coast Guard Captain or
Colonel in the other Services) in the Army, Navy, Marine Corps, Air Force and Coast Guard.
The questionnaire was mailed to 76,754 members. The mailing resulted in a 53% rate of
usable responses, which is typical for large-scale surveys of military personnel.
The target population was selected by a random sampling method that took into account
the complexity of a population that not only comprised different racial/ethnic groups, but
was also differentiated by rank, Service, gender, and geographic location. Surveys of this
type are subject to sampling error. A single estimate of sampling error for the entire
questionnaire is not applicable to a survey of this complexity. Thus, except for the
executive summary, confidence intervals are offered for individual findings throughout the
report.
The racial/ethnic groups surveyed were Whites, Blacks, Hispanics, Asians/Pacific
Islanders, and Native Americans/Alaskan Natives. Because of the small size of the latter
group, survey results for Native Americans/Alaskan Natives are subject to the largest
potential sampling error and have the widest confidence intervals.
The survey was developed for the purpose of providing a better understanding of service
members perceptions and experiences related to fair treatment and equal opportunity.
The questionnaire asked service members about their overall racial/ethnic interactions, as
well as about specific insensitive, discriminatory, harassing and even violent
racial/ethnic interactions that had occurred in the 12-month period prior to filling out
the survey. The survey also contained items on members perceptions of official EO
actions (e.g., satisfaction with the outcome of the complaint, actions taken in response
to the complaint).
Major Findings
Overall, the survey found major differences in the perceptions of service members
of different racial/ethnic groups regarding equal opportunity. In particular, White
members, who comprise the majority population in the military, are more positive than
minority members about racial/ethnic issues in the military.
Race Relations. The survey contained a broad
range of items that measured members perceptions and actions related to race
relations. In general, race relations on military installations/ships are perceived to be
better than those in local civilian communities. Also, when asked about race relations
over the past five years, more service members indicated that race relations in the
military were better today than said so about race relations in the nation.
Interpersonal Relationships. Large
majorities of members of all races indicated having positive personal and social
interactions with members of other racial and ethnic groups. Large majorities reported
having "close personal friends" who were members of other racial or ethnic
groups, and also reported socializing with other races and ethnic groups in their homes or
quarters.
Perceptions of Military-Civilian Conditions and
Opportunities. A majority of all racial/ethnic groups said military life was as
good or better than civilian life in areas such as fair performance evaluations, freedom
from harassment and hate crimes, and freedom from discrimination. A majority of all
races/ethnicities said pay and benefits in civilian life were as good or better than in
the military.
Members Experiences. Large percentages
of each racial/ethnic group indicated experiencing Offensive Encounters (e.g.,
"Made unwelcome attempts to draw you into an offensive discussion of racial/ethnic
matters") based on their race/ethnicity. Much smaller percentages experienced an
incident in which Threat/Harm (e.g., "Vandalized your property because of your
race/ethnicity") to person or property was involved.
Military Personnel Lifecycle. Overall,
relatively small percentages of members in each racial/ethnic group said they experienced
an incident of harassment and discrimination related to the military personnel lifecycle
(e.g., "I was rated lower than I deserved on my last evaluation"). Blacks and
Hispanics, however, were much more likely than Whites to experience such incidents.
Reporting Experiences. A majority of members
reported receiving training on racial/ethnic harassment and discrimination in the 12
months prior to being surveyed and most indicated they knew how to report racial/ethnic
harassment and discrimination. On a section of the survey where service members could
describe a "bothersome" situation, however, few indicated they had reported the
situation to an individual or office in either the military or local community. Major
reasons for not reporting the situation were beliefs that (1) nothing would be done and
(2) the situation was not important enough to report.
Structure of the Report
Chapter 1 provides background on the study and a literature review of previous DoD
equal opportunity initiatives and major research efforts. Chapter 2 provides a short
description of the survey design, administration, and analytic approaches. Detailed
results of the survey are reported and discussed in Chapters 3 through 8. General results
for these six chapters follow.
Chapter 3 Race and Ethnic
Interrelationships
This chapter examines a broad range of perceptions and actions regarding race
relations at the installation/ship level and in the communities surrounding installations.
Specifically covered are the extent and nature of service members racial/ethnic
personal interactions, including racial confrontations and extremism activities and
perceptions of race relations in the military and nation as a whole.
- On the important question of racial/ethnic relations on military installations and
aboard ship, members were asked if relations were good, and could respond not at all,
small extent, moderate extent, large extent, very large extent,
or dont know. Only very small percentages of all races indicated that they
believed installation/ship race relations were bad by marking not at all.
Significant racial differences appeared with Whites most likely and Blacks least likely to
say that race relations were good to a large/very large extent.
Extent to Which Racial/Ethnic Relations on the Installation/Ship Were
Good
Q61c |
To what extent
at your installation/ship
are racial/ethnic relations good? |
Total |
Racial/Ethnic Group |
White |
Black |
Hispanic |
Asian/ Pacific Islander |
Native Amer/AK Native |
|
Not at all
Small/Moderate extent
Large/Very Large extent
Dont know |
%
4
28
61
8 |
%
3
22
68
7 |
%
6
45
39
10 |
%
4
33
53
9 |
%
5
30
56
10 |
%
5
31
54
10 |
- Members of all races were less positive about race relations in local communities than
on installations/ships. Fewer Black members (28%) than Whites and Hispanics (34% for both)
and Asians/Pacific Islanders (42%) responded that community race relations were good to a
large/very large extent. Also, 31% of Native Americans/Alaskan Natives responded in this
manner.
- Overall, more members said that race relations in the military are better today
(46%) than race relations in the nation (30%). Blacks and Native Americans/Alaskan Natives
were less likely than other racial/ethnic group members to say that race relations are better
today.
Perceptions of Change in Race Relations Over the Last 5 Years
In your opinion,
have race relations gotten better or worse over the last 5 years... |
Total |
Racial/Ethnic Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native Amer/AK
Native |
Q77 |
In our nation?
Better today
About the same as 5 years ago
Worse today |
%
30
35
35 |
%
31
34
35 |
%
24
37
39 |
%
32
35
33 |
%
45
35
20 |
%
24
24
52 |
Q78 |
In the military?
Better today
About the same as 5 years ago
Worse today |
46
41
13 |
48
41
11 |
37
44
19 |
49
38
13 |
56
36
8 |
39
39
23 |
- Large majorities of all members indicated they were comfortable with members of other
racial/ethnic groups. Also, large majorities indicated they felt no peer pressure to avoid
socializing with members of other racial/ethnic groups.
Members Who Felt No Unease or Peer Pressure in Interracial
Interactions
Percent of
members responding Not at all when asked to what extent
|
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/ Pacific Islander |
Native Amer/AK Native |
Q62a |
Do you feel uneasy being around people who are of races/ethnicities different from yours? |
%
69 |
%
69 |
%
69 |
%
71 |
%
64 |
%
71 |
Q62b |
Have you felt pressure from Service members
who are of your race/ethnicity not to socialize with members of other racial/ethnic groups |
84 |
88 |
75 |
81 |
80 |
83 |
- Large majorities of all racial/ethnic groups reported having "close personal
friends" among other groups and similar majorities reported socializing with members
of other groups in their homes or quarters. Most members indicated that they had
close personal friendships (84%) or socialized (85%) with people of other races, and most
felt competent (71%) and at ease (69%) interacting with people of other races. Over half
(52%) indicated that they had more friends of another race now than they did before
entering the military.
Members Who Indicated They Have Friends of Another Race/Ethnicity
Percent of
members responding Yes when asked whether they had
|
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/ Pacific
Islander |
Native Amer/AK
Native |
Q74 |
Friends of a different race/ethnicity with whom you socialize in your home/quarters? |
%
85 |
%
83 |
%
87 |
%
94 |
%
92 |
%
90 |
Q75 |
Close personal friends who are of a
race/ethnicity different than yours? |
84 |
82 |
84 |
93 |
92 |
92 |
- Almost all members (95%) indicated they did not know anyone who belonged to an extremist
organization. Relatively few members indicated large/very large problems with such
organizations and their activities either on the installation/ship (2% to 3%) or in the
community (6%). Fifteen percent to 18% indicated that these concerns were small/moderate
problems on installations/ships, and about 24% to 27% responded likewise about the
community.
- Members were asked if they had tried to avoid a military assignment because they thought
they might be subjected to racial/ethnic harassment or discrimination in a command or
installation/ship. Members could respond yes or no. Responses ranged from 1%
of Whites to 7% of Blacks who said they tried to avoid an assignment because they might be
subject to racial/ethnic discrimination or harassment in a command or installation/ship.
When asked if they had attempted to avoid an assignment for fear of racial discrimination
or harassment in the surrounding community, yes responses ranged from 2% for Whites
to 11% for Blacks.
Members Who Tried to Avoid an Assignment Due to Expected
Racial/Ethnic Harassment or Discrimination
Q63 |
Have you tried to avoid an
assignment in the military because you thought you might be subjected to racial/ethnic
harassment or discrimination? |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
|
Yes, I thought I might be subject to it in a Command or on an installation/ship
Yes, I thought I might be subject to it in the local community around an installation |
%
2
4 |
%
1
2 |
%
7
11 |
%
3
4 |
%
2
4 |
%
4
7 |
Chapter 4 Personal
Experiences Related to Race/Ethnicity
This chapter examines members views on whether they or their families had
experiences ranging from being subjected to insensitive language to physical assault
because of their race/ethnicity. About two thirds of members reported an incident of some
kind involving a DoD member (either military, civilian, or contractor). There were
differences in the type of incident members were likely to have experienced. More members
said they had experiences of Offensive Encounters than said they had experiences of
Threat/Harm from another member of DoD.
Members Experiencing Offensive Encounters and/or
Threat/Harm Involving Another DoD Member
Member
IncidentDoD and 2 of Its Subcategories |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Member IncidentDoD
Offensive EncountersDoD
Threat/Harm-DoD |
%
67
66
10 |
%
63
62
8 |
%
76
75
13 |
%
79
78
13 |
%
70
69
16 |
%
76
74
15 |
- Similarly, almost two thirds of members indicated experiencing incidents involving
civilians in the local community. Again, there were differences in the type of incident
members experienced. More members indicated experiencing Offensive Encounters than Threat/Harm
community incidents.
Members Experiencing Offensive Encounters and/or Threat/Harm
Involving a Local Civilian
Member
IncidentCommunity and Its 2 Subcategories |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Member IncidentCommunity
Offensive EncountersCommunity
Threat/Harm-Community |
%
65
65
12 |
%
64
63
12 |
%
70
69
13 |
%
67
67
13 |
%
63
63
14 |
%
73
72
19 |
- On the survey, incidents related to the military personnel lifecycle were assessed in
four categories: Assignment/Career, Evaluation, Punishment, and
Training/Test Scores. There were racial/ethnic group differences in members
perceptions that an aspect of their current Assignment/Career had been hampered
(e.g., "My current assignment has not made use of my job skills") because of
race/ethnicity. Whites were less likely than minority racial/ethnic group members to
report this.
Members Experiencing a Military Personnel Lifecycle Incident
Because of Their Race/Ethnicity
Military
Personnel Lifecycle Subcategories |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Assignment/Career
Evaluation
Punishment
Training/Test Scores |
%
8
8
4
3 |
%
4
4
2
2 |
%
18
19
9
6 |
%
13
13
6
5 |
%
10
13
4
4 |
%
17
8
5
3 |
- Eight percent of members indicated they believed they experienced an Evaluation incident (e.g.,
"I was rated lower than I deserved on my last evaluation") because of
race/ethnicity. Blacks (19%) were more likely than Whites (4%), Native Americans/Alaskan
Natives (8%), and Hispanics and Asians/Pacific Islanders (13%, for both) to indicate
experiencing at least one Evaluation incident.
- Fewer members (4% or less, overall) said that their race/ethnicity was the basis for
some Punishment they received (e.g., "I was taken to nonjudicial punishment or
court martial when I should not have been") or for an incident related to Training/Test
Scores (e.g., "I was not able to attend a major school needed for my
specialty").
- Member/Family Incident
represents whether members or their families
had experienced insensitive behavior, harassment, inadequate support services, fear, or
other incidents because of their race/ethnicity. There were racial/ethnic group
differences in the percentage of members who said they/their families had a Member/Family
Incident. In each group, more members said they experienced a Member/Family
Services incident (e.g., "I or my family did not get appropriate medical
care") than Member/Family Fears (e.g., "I was afraid for me or my family
to go off the installation because of gang activity").
Members Experiencing a Member/Family Incident
Member/Family
Incident and 2 of Its Subcategories |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Member/Family Incident
Member/Family Services
Member/Family Fears |
%
23
13
5 |
%
18
8
5 |
%
37
30
2 |
%
28
18
3 |
%
23
14
3 |
%
26
16
6 |
- The likelihood of experiencing some types of incidents varied by paygrade category and
Service. For most racial/ethnic groups, the percentage of members experiencing an incident
decreased as paygrade increased. Among Black members, however, the percentages for
officers tended to be similar to those for enlisted personnel. Using Offensive
Encounters with other DoD members as an example, among Blacks, 77% of E1-E-4, 73% of
E5-E-9, and 71% of officers indicated having one or more experiences in the last 12
months.
Percentage of Paygrade Category and Racial/Ethnic Group
Indicating Offensive EncountersDoD Incident
Offensive
EncountersDoD by Paygrade Category |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Junior enlisted (E1-E4)
Senior enlisted (E5-E9)
Officers (WO1-O6) |
%
74
67
49 |
%
70
64
46 |
%
77
73
71 |
%
85
74
60 |
%
77
65
60 |
%
83
69
56 |
- The likelihood of experiencing some types of incidents was also associated with Service.
For example, Service was associated with the likelihood that members experienced Offensive
Encounters with other DoD members. Service-to-Service comparisons are of interest
because they provide relative information in the absence of absolute standards or norms.
At the same time, such comparisons are influenced by factors related to the composition of
each Service. Two factors that influence the Service-related findings are the
Services percentage of personnel who are (a) members of minority racial/ethnic
groups and (b) enlisted personnel versus officers. Services with proportionately more of
its members from minority racial/ethnic groups or with proportionately more enlisted
personnel are expected to have higher incidence rates.
Members Indicating an Offensive EncountersDoD Incident
by Service
Offensive
EncountersDoD by Service |
Total |
Racial/Ethnic Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Army
Navy
Marine Corps
Air Force
Coast Guard |
%
71
67
73
58
61 |
%
68
63
69
53
58 |
%
74
79
80
70
81 |
%
78
77
83
74
74 |
%
70
69
77
63
63 |
%
81
72
83
61
68 |
- The few gender- and geographic location-related differences that were detected did not
appear to be part of a discernible pattern of results.
- Members experiencing any incident of racial/ethnic insensitivity, harassment, or
discrimination were asked whether they held DoD or their Service responsible for its
prevention. Fifty-two percent of Whites, 67% of Hispanics, 68% of Asians/Pacific Islanders
and Native Americans/Alaskan Natives, and 74% of Blacks held DoD or their Service
responsible for preventing some or all of the incidents they experienced.
Chapters 5 & 6 The Most
Bothersome Situation-Description, Handling, and Reporting the Experience
In the survey, Service members indicated whether or not they experienced
insensitive, harassing, or discriminatory incidents during the preceding 12 months.
Members who said they had experienced at least one such incident were then asked to report
on the "most bothersome" situation.1
Subsequent survey questions asked respondents details about that most bothersome
situation. Chapter 5 contains findings on the experience (e.g., what happened, where it
happened, frequency and duration of the situation, etc.) and Chapter 6 contains results on
how the member handled the experience (if it was reported, reasons for not reporting,
satisfaction with the complaints process, etc.).
- Relatively small percentages of members of all racial/ethnic groups (7% for Blacks and
Hispanics, 10% for Asians/Pacific Islanders, 11% for Whites, and 16% for Native
Americans/Alaskan Natives) indicated that their most bothersome situation involved a
violent or threatening type of event. Most often, the bothersome situation involved some
type of offensive behavior or material such as offensive speech; non-verbal looks, dress,
or appearance; or music, pictures, or printed material.
- The situation generally occurred on a U.S. military installation (60%) and during duty
hours (48%). In a separate question, 42% said their most bothersome situation occurred
mostly in the local community.2
- Members were more likely to indicate that they (45%), rather than their families (22%),
were the target of the experience.
- Forty-seven percent to 57% of racial/ethnic minority group members said the offender was
of a higher rank/grade; 37% of Whites said this. Fewer members said the offender was an
immediate supervisor: 20%-25% of racial/ethnic minority group members compared to 14% of
Whites.
- There was a strong propensity not to report the situation to an individual or
office in either the military or local community. Among those who responded to this
portion of the questionnaire, 79% of Blacks, 85% of Whites and Hispanics, and 86% of
Asians/Pacific Islanders, did not report their most bothersome situation.
- Two of the major reasons offered for not reporting were that (1) nothing would be done
and (2) it was not important enough to report.
Two Most Frequently Cited Reasons for Not Reporting Bothersome
Situation
Reason
Most Bothersome Situation Not Reported |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/ Pacific Islander |
Native Amer/AK Native |
Q56e Q56b |
Nothing would be done
Not important enough |
%
39
29 |
%
39
31 |
%
41
21 |
%
37
34 |
%
32
38 |
%
41
20 |
Note. The percentages presented in this table are based only on
the number of members who described their most bothersome situation, not the total number
of members.
- When asked about the organizations response to their reporting, about half said
their complaint was substantiated, nothing was done, and/or that the complaint was
discounted.
Four Most Frequently Cited Organizational Responses to the Complaint
Organizations
Finding or Response |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/ Pacific Islander |
Native Amer/AK Native |
Q54a Q54e Q50a Q50g |
Substantiated complaint
Did nothing
Person(s) talked to about behavior
Discounted complaint |
%
57
51
51
49 |
%
60
53
48
47 |
%
54
48
53
50 |
%
56
49
57
52 |
%
49
47
48
52 |
%
48
53
48
61 |
Note. The percentages for Question 50 in this table are based
only on the number of members who both described their most bothersome situation, and
reported it to a military official. Question 54 was asked of the subgroup whose complaint
had been fully processed.
- There were no significant racial/ethnic differences in the percentage of members who
were satisfied/dissatisfied with the complaint process. Overall, among those reporting
their most bothersome situation, 18% were satisfied and 52% were dissatisfied with the
complaint process. The survey instrument did not contain additional questions asking
dissatisfied members to describe further their experiences with the complaint process.
- The survey also asked whether the bothersome situation caused members to lose trust in
or have negative feelings about either their co-workers or supervisors. Thirty-four
percent of Whites and 45%-56% of racial/ethnic minorities said that the situation caused
them to lose trust in or have negative feelings about their co-workers. Thirty-one percent
of Whites and 43%-54% of racial/ethnic minorities said they felt this way about their
supervisors.
- Thirty-four percent of Whites and 40%-49% of racial/ethnic minority group members
indicated that the situation caused them to think about leaving the Service. Over half of
members in all racial/ethnic groups said the bothersome situation caused them anger or
rage.
- Members who described their most bothersome situation tended to take passive steps to
stop or defuse the situation. These steps included ignoring the discriminating or
harassing behavior, acting as if the situation was not bothersome, and avoiding the
offender.
Top Three Member Responses to Most Bothersome
Situation
ActionsOther
than ReportingTaken to Stop the Most Bothersome Situation3 |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific
Islander |
Native Amer/AK Native |
45a 45g 45b |
I ignored the behavior
I acted as though it didnt bother me
I avoided the offender(s) |
%
68
56
52 |
%
68
57
51 |
%
65
53
49 |
%
71
61
58 |
%
70
61
57 |
%
70
52
57 |
Note. The percentages presented in this table are based only on
the number of members who described their most bothersome situation, not the total number
of members.
Chapter 7 Promoting EO Climate
This chapter examines members perceptions of three issues central to a viable
EO program: 1) whether proactive leadership was being used for EO, 2) the perceived state
of enforcement of EO-related policies and programs, and 3) training programs to combat
racial/ethnic harassment and discrimination. Leadership was examined at three levels:
immediate supervisor, senior leadership of installation/ship, and senior leadership of the
respondents Service.
- Majorities of all racial/ethnic groups indicated their immediate supervisor made
"honest and reasonable efforts" to stop racial/ethnic harassment and
discrimination, although race/ethnicity-based differences were present. Blacks were least
likely and Whites were most likely to state that supervisors made such efforts.
Did Immediate Supervisor Make Honest and Reasonable Efforts?
Q59c |
My
immediate supervisor
makes honest and reasonable efforts to stop racial/ethnic
discrimination and harassment, regardless of what is said officially |
Total |
Racial/Ethnic Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/ AK Native |
|
Yes
No
Dont know |
%
69
12
19 |
%
74
10
16 |
%
58
18
24 |
%
63
15
22 |
%
60
13
27 |
%
60
23
17 |
- Similar percentages of members in all racial/ethnic groups said that senior leadership
at the installation/ship and Service levels made honest and reasonable efforts to reduce
racial/ethnic harassment and discrimination. Again, Whites were most likely and Blacks
least likely to have indicated that leaders at these levels made honest and reasonable
efforts.
Did Senior Leadership of Installation/Ship Make Honest and Reasonable
Efforts?
Q59b |
Senior leadership
of my installation/ship
makes honest and reasonable efforts to stop racial/ethnic
discrimination and harassment, regardless of what is said officially. |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native Amer/AK Native |
|
Yes
No
Dont know |
%
63
11
26 |
%
69
9
23 |
%
46
20
34 |
%
54
15
31 |
%
58
11
31 |
%
57
13
30 |
Did Senior Leadership of Service Make Honest and
Reasonable Efforts?
Q59a |
Senior leadership
of my Service
makes honest and reasonable efforts to stop racial/ethnic
discrimination and harassment, regardless of what is said officially. |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
|
Yes
No
Dont know |
%
63
11
26 |
%
68
8
23 |
%
47
19
34 |
%
56
15
29 |
%
60
9
31 |
%
62
10
27 |
- Race/ethnicity-based differences were found when respondents were asked for their
perceptions of the thoroughness of investigations into complaints of racial/ethnic
discrimination and harassment. Many Service members, however, indicated that they did not
know whether investigations were thorough (this information is not generally available to
those not involved in the investigation.).
Was Investigation of Complaints on Installation/Ship Thorough?
Q58 |
In your opinion,
have any of these actions been taken on your installation/ship to reduce racial/ethnic
discrimination and harassment? |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Providing thorough
investigation of complaints
Yes
No
Dont know |
%
46
10
43 |
%
50
8
42 |
%
38
17
46 |
%
39
12
49 |
%
45
11
44 |
%
39
16
46 |
- There were race/ethnicity-based differences in whether members indicated that penalties
were enforced against offenders. Large percentages of members indicated that they were not
knowledgeable about the enforcement of penalties.
Were Penalties Enforced Against Offenders?
Q58 |
In your opinion,
have any of these actions been taken on your installation/ship to reduce racial/ethnic
discrimination and harassment? |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
Enforcing penalties against
offenders
Yes
No
Dont know |
%
44
10
46 |
%
46
8
45 |
%
36
16
48 |
%
41
12
48 |
%
46
9
44 |
%
41
12
46 |
- An effective complaints handling system must ensure that the targets of racial/ethnic
harassment or discrimination know the system will protect them if they file a complaint.
The perception of members in this area differed across racial/ethnic groups. More Whites
(61%) than racial/ethnic minorities (47% to 50%) indicated that to a large/very large
extent they could file a report without fear of negative consequences.
- Seventy-seven percent of members indicated they had received EO training during the 12
months prior to the survey. Of those who had received some training, 14% indicated that it
was not at all effective in preventing or reducing discriminatory or harassing
behaviors. Thirty-three percent indicated that the training was slightly effective;
39% felt it was moderately effective; and 15% believed it was very effective
in preventing/reducing these types of behaviors.
- On the question of whether the military had paid the right amount of attention to
race relations, Whites were more likely to say that the military had paid too much
attention and Blacks were more likely to say the military had paid too little
attention.
Amount of Attention the Military Has Paid to Racial/Ethnic
Discrimination and Harassment in Past Several Years
Q60 |
Has the military
paid too much or too little attention to racial/ethnic discrimination and harassment in
the past several years? |
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
|
Too little
Right amount
Too much |
%
28
49
23 |
%
17
53
30 |
%
62
36
3 |
%
38
50
11 |
%
28
59
13 |
%
33
43
24 |
Chapter 8 Perceptions
of Opportunity and Global Attitudes
This chapter presents findings on members perceptions of opportunities in the
military and their general attitudes toward EO in both the military and the nation
overall. It is worth noting that, since this is a first-of-its-kind survey, there are no
benchmarks against which to measure EO changes or progress. In place of benchmark data
comparisons, members were asked to judge the racial/ethnic environment in the military
today against two standards. First, members who had been in the military for at least 5
years were asked to compare opportunities today to those of 5 years ago. Second, all
members were asked to compare opportunities/conditions in the military against those
available in the civilian sector.
- When asked if opportunities were better today, worse today, or about
the same as five years ago, respondents tended to say that opportunities had improved
more for others than for members of their own racial/ethnic group. Note that the shaded
areas in the tables below highlight members responses about opportunities for their
own racial/ethnic group.
Members Indicating Opportunities in the Nation Are
"Better Today"
Q79a-e |
In your opinion,
have opportunities gotten better or worse over the last 5 years
in our nation
? |
Racial/Ethnic
Group of Respondent |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
|
|
% |
% |
% |
% |
% |
For Whites |
15 |
51 |
40 |
43 |
24 |
For Blacks |
67 |
37 |
57 |
62 |
63 |
For Hispanics |
62 |
41 |
45 |
57 |
58 |
For Asians/Pacific Islanders |
55 |
43 |
43 |
50 |
50 |
For Native Americans/Alaskan
Natives |
49 |
32 |
37 |
48 |
41 |
Members Indicating Opportunities in the Military
Are "Better Today"
Q79f-j |
In your opinion,
have opportunities gotten better or worse over the last 5 years
in the
military
? |
Racial/Ethnic
Group of Respondent |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native
Amer/AK Native |
|
|
% |
% |
% |
% |
% |
For Whites |
16 |
53 |
45 |
48 |
23 |
For Blacks |
62 |
39 |
58 |
62 |
65 |
For Hispanics |
59 |
43 |
47 |
58 |
57 |
For Asians/Pacific Islanders |
52 |
43 |
47 |
50 |
51 |
For Native Americans/Alaskan Natives |
49 |
37 |
43 |
51 |
41 |
- Overall, most members said that opportunities/conditions were the same or better in
the military than in civilian life. There were three exceptions: most members said
that opportunities/conditions were the same or better in civilian life for quality
of life, pay and benefits, and chance to show pride in racial/ethnic group.
Members Indicating Opportunities/Conditions for People of Their
Race/Ethnicity Are Better as a Civilian, Not Different, or Better in the Military
Opportunities/Conditions |
|
Total |
Racial/Ethnic
Group |
White |
Black |
Hispanic |
Asian/
Pacific Islander |
Native Amer/AK Native |
|
Response Option |
% |
% |
% |
% |
% |
% |
Social
Conditions |
Q73k |
Freedom from extremism |
Better as a civilian
No difference
Better in the military |
3
51
46 |
3
52
45 |
3
51
46 |
4
48
49 |
3
52
45 |
6
52
42 |
Q73i |
Freedom from harassment |
Better as a civilian
No difference
Better in the military |
7
57
35 |
7
57
36 |
7
60
33 |
8
56
35 |
7
57
36 |
14
56
30 |
Q73j |
Freedom from discrimination |
Better as a civilian
No difference
Better in the military |
7
56
37 |
7
55
38 |
5
61
34 |
7
55
38 |
7
55
38 |
11
56
33 |
Q73f |
Fair administration of criminal justice |
Better as a civilian
No difference
Better in the military |
16
56
28 |
16
58
26 |
18
50
32 |
16
51
32 |
12
61
28 |
19
54
27 |
Opportunities
to Show Pride |
Q73g |
Chance to show pride in self |
Better as a civilian
No difference
Better in the military |
12
51
37 |
10
55
35 |
15
45
41 |
16
42
43 |
11
49
41 |
20
44
36 |
Q73h |
Chance to show pride in your
racial/ethnic group |
Better as a civilian
No difference
Better in the military |
21
64
16 |
17
69
13 |
30
51
19 |
26
53
22 |
19
60
22 |
34
50
16 |
Economic
Opportunities/Conditions |
Q73c |
Fair performance evaluation |
Better as a civilian
No difference
Better in the military |
14
62
24 |
13
65
21 |
16
53
31 |
15
56
29 |
13
64
23 |
18
58
24 |
Q73d |
Education and training
opportunities |
Better as a civilian
No difference
Better in the military |
16
42
43 |
15
48
38 |
17
25
57 |
18
34
48 |
16
44
40 |
20
42
38 |
Q73e |
Quality of life |
Better as a civilian
No difference
Better in the military |
35
41
23 |
37
45
19 |
33
31
36 |
33
36
32 |
31
45
24 |
38
33
29 |
Q73b |
Pay and benefits |
Better as a civilian
No difference
Better in the military |
37
42
21 |
38
46
16 |
36
29
35 |
31
38
31 |
30
47
23 |
31
41
27 |
- Finally, many members viewed their association with their Service positively. Most
members (70%) indicated that being in their Service inspired them to do the best job they
could; Hispanics and Asians/Pacific Islanders (76% and 75%, respectively) were more likely
than Whites and Blacks (69% and 68%, respectively) to respond in this manner. In addition,
81% of Whites, Hispanics, and Asians/Pacific Islanderscompared to 75% of Native
Americans/Alaskan Natives and 74% of Blackssaid they were proud to tell others they
were members of their Service. Almost two thirds (63%) of members indicated that they were
satisfied with their job overall. Over half (52% to 60%) of members in each racial/ethnic
group said that if they had to decide, they would choose to remain in the military.
[Top of Page]
1 Comparing results in
Chapter 4 with those in Chapters 5 and 6 is difficult because 25% of those who reported an
incident of insensitivity, harassment or discrimination did not respond to the survey
questions seeking details about the most bothersome situation.
2 Responses to the two questions asking
whether the situation occurred mostly on the installation/ship (60%) or mostly in the
local community (42%) do not sum to 100% because a respondent could have marked yes
(or marked no) to both questions.
3 Question 45 provided respondents with a
list of 11 actions and asked respondents to mark all of the actions they took to stop the
most bothersome situation. |