Minority leadership in the Ohio Army National Guard

Ohio Army National Guard consists of a plethora of people who are seeking to make a difference in the world they serve. They will honor and protect the United States in all aspects of their life. This is done by using ships and plane to prepare for war or to help others if an epidemic should arise. These individuals are brave individuals who believe in changing lives for the positive through their hard work with the army. One will discuss in more detail what is proposed to make this part of the army better through much research and analysis.

Imagine studying the practices of those who are in Human Resources in the Army National Guard (Association of African Universities, 2011). What will one discover through this process? Is he or she able to find sufficient evidence through this process in which discrimination is taking place among those who are not getting hired? One will discuss the methodology in which to conduct an investigation with much integrity and ethics.

While those in leadership are striving to make a difference at the Ohio Army National Guard, many have the capabilities of making sure that everyone is provided an opportunity for equal employment opportunities no matter what his or her background is from the past to the present (Department of Labor, 2011). In essence, people are overlooked that are possibly good workers, but those that are hiring are discrminating against them. This is why it is crucial that one makes sure that there is something done about it, so that everyone is provided an equal chance to make a living in the world today (U.S. Equal Employment Opportunity Commission, 2011).

Problem Statement

The Ohio Army National Guard is not meeting their Ohio Governor Minority leadership metric goals.

Research Objective

1. Is there a qualified pool of applicants to draw from to support the metric goals in Ohio?

2. Is the Ohio Army National Guard's hiring process projecting best practices in the industry?

3. Is there a difference in metric goals, current metrics and pool of applicants in other like-sized states (Pennsylvania, Michigan, Illinois, Georgia). Assumptions

Assumptions will occur with any study that takes place no matter where a person may live in the world. Everyone will make assumptions, which is why it is important to address them. Males and females will decide to become equally competitive within the Ohio Army National Guard. Both genders will act unethical when hiring others. A person's standards will remain relative. Hiring practices are not the best in the industry. The differences are all the same for all applicants. The review of literature will also become an important aspect to this particular research.

Definition of Terms

Four areas of definitions will become vital for this study. A person's gender will become referred to whether or not they are male or female. Behavior will consist of how one thinks, feels and behaves on a daily basis. Ethics is determined by how a person will believe what is right and wrong based on his or her decision-making skills. Army is in reference to that of the Ohio National Guard that is a part of the United States

Limitations and Delimitations

Limitations with the study are important. This is because people are in need of acting themselves by making mistakes. Individuals will want to tell others, so this can cause gossip and break confidentiality within the division. The researcher may face consequences because of how individuals are not able to remain quite about the study at hand.

Delimitations for this manuscript will become quite important. The study will not attempt to favor one gender over the other. One will not determine the depthness of one's background. Members of the Army are those that will become subject to the study. Summary This study primarily focuses on the issue of minorities, and the hiring practices that occur within the Ohio National Army. In fact, by having a problem statement and objectives in place, the researcher is able to stay focused on the task at hand when gathering the necessary data. However, by keeping an open mind on finding out what is taking place, one is able to make the necessary changes needed in the U.S. (Mattke, 2010). People will make assumptions, but the goal is to refute them through this research. Now it is important to discuss the current literature.

Chapter 2: The Review of Literature

Introduction

The National Guard, the oldest component of the Armed Forces of the United States and one of the nation's longest-enduring institutions, celebrated its 370th birthday on December 13, 2006. The National Guard traces its history back to the earliest English

colonies in North America. Responsible for their own defense, the colonists drew on English military tradition and organized their able-bodied male citizens into militias

(National Guard, 2011).

The militias protected citizens from the Indian attack. This included that of foreign invaders, which helped "to win the Revolutionary War" (National Guard, 2011a, para 2). After independence fully occurred, those who authored the Constitution felt empowered to have an army that was highly disciplined. Through this, they appointed officers as well as training. Because of this effort, the organziation became what it is today (National Guard, 2011a).

During the 19th century, the size of the Army was quite small; however, the militia did provide most of the troops needed for the Mexican, Civil and Spanish War. By 1903, defense legislation increased as a means in which to have the National Guard (National Guard, 2011a). They were known as the "Reserve force for the U.S. Army" (National Guard, 2011a, para 3). Furthermore, World War 1 had 40% of those in the Naitonal Guard to go to France for combat; additionally, they were the first to go overseas for World War 2 as well as to fight (National Guard, 2011a).

After World War II, the National Guard units in aviation became known as "the Air National Guard" (National Guard, 2011a, para 4). They were known as the Reserve component and were the newest in the world. On many occassions, these individuals were sent out to fight the Cold War, Korea and Vietnam (National Guard, 2011a). At least "23,000 Army and Air Guardsmen were called up for a year of active duty; some 8,700 were deployed to Vietnam" (National Guard, 2011a, para 5). Additionally, 75,000 or more of the Army and their Air Guardsmen were sent to Desert Storm as of 1991 (National Guard, 2011a).

Over the years, they have taken part in places, such as "Haiti, Bosnia, Kosovo and Iraq" (National Guard, 2011a, para 6). They also managed to make sure that they took care of terrorism issues domestically and abroad to protect America (National Guard, 2011e). After Hurricane Katrina, 50,000 troops were sent to help out with this natural disaster (National Guard, 2011e). Many of the Guardsmembers are serving in Iraq as well as Afghanistan currently with them coming home by 2014. These individuals are all over the globe serving the U.S. through protecting its citizens from anything that occurs naturally as well as with extremists who are trying to harm others for no given reason (National Guard, 2011a).

Mission

The Guard answers the call, at home or abroad. The incredible versatility of the National

enables its troops to respond to domestic emergencies, combat missions, counterdrug efforts, reconstruction missions and more -- all with equal speed, strength and efficiency.Whether the call is coming from the state governor or directly from the president of the United States, Guard Soldiers are always ready and always there

(National Guard, 2011b).

Through this opportunity, one gets to serve the community as well as his or country and state. The primary operations occurs in one's home state (Ohio Army and Air National Guard, 2010-2011). This is done by means of the general and his or her governor (Ohio Government, 2011). A person may take part in community efforts or serve overseas in another part of the world (National Guard, 2011f). One undergoes much preparation, especially under the direction of the president (National Guard, 2011b).

Top 3 Priorities

The National Guard's number one priority is the security and defense of our homeland, at home and abroad. Their second priority is that of "support the Global War on Terrorism here and abroad. America insists on a relevant, reliable and ready National Guard that is transformed for the 21st Century (National Guard, 2011g).

Eligibility Requirements

To qualify for enlistment into the National Guard, one needs to (National Guard, 2011c):

• Be between the ages of 17 and 35 (unless you have prior U.S. military service, or a specialized professional skill, such as a chaplain, lawyer or certain medical specialties) (National Guard, 2011c).

• Be a U.S. citizen or a legal permanent resident alien (National Guard, 2011c).

• Meet necessary medical requirements and moral requirements. For a list of legal violations which will permanently disqualify you from serving (National Guard, 2011c).

Currently, the National Guard will not accept any applicants convicted of a felony. Some minor crimes may be overlooked if significant time has passed since you were convicted and have since had no additional felonies (Ohio Government, 2011). But you will not be accepted into the Army National Guard if you have been convicted of any of the following (National Guard, 2011c):

• Aggravated assault, assault with dangerous weapon, assault intentionally inflicting great bodily harm, or assault with intent to commit a felony. This also includes child, parental or spouse abuse, child endangerment/welfare (National Guard, 2011c).

• Armed robbery (National Guard, 2011c)

• Arson (National Guard, 2011c)

• Attempt to commit a felony (National Guard, 2011c)

• Breaking and entering (National Guard, 2011c)

• Bribery (National Guard, 2011c)

Any serious crime is makes a person inellegible for joining the National Guard as by the list above. Everyone is required to meet the minimum requirements as well as the physical that go with it as well (National Guard, 2011c).

Bonuses

Cash Bonus Jobs -- Up to $5,000

Certain high-demand jobs and critical specialties pay you a bonus up to $5,000 when you enlist in the military for the first time. Check out the Cash Bonus Jobs list, and if you have the skills, or want to learn them, you can earn extra cash to work in one of these exciting and specialized positions (National Guard, 2011d).

Active First

With the Active First program, you'll begin your service with full-time military service -- at full-time Soldier's pay -- plus a cash bonus. Learn a career and travel across the U.S. Or overseas, and when your Active Duty commitment is over, return to part-time Guard service with your local unit and pick up your great Guard benefits (National Guard, 2011d).

At this time, the Active First program has reached maximum capacity. Active First enlistments are suspended until further notice (National Guard, 2011d).

Pay off student loans with the Student Loan Repayment Program

For Soldiers with existing student loans, the Student Loan Repayment Program (SLRP) can pay up to $50,000* for certain jobs, with a six- or eight-year enlistment as a member of a deployable unit. This incentive is also available to applicants entering Officer Candidate School (you must have at least 90 college credit hours and agree to an eight-year commitment). Your recruiter has complete details (National Guard, 2011d).

Prior Service Soldiers can earn extra cash.

If he or she served before (prior service), you could be eligible for additional incentives (National Guard, 2011d):

Prior Service Enlistment Bonus (PSEB) -- up to $5,000 (National Guard, 2011d)

For Soldiers who have been separated from the military and have a critical Military Occupational Specialty (MOS), one may be eligible for a bonus up to $5,000 when you enlist in the National Guard. Check our Cash Bonus Jobs list (National Guard, 2011d).

Re-enlistment/Extension Bonus (REB) -- up to $5,000

Soldiers who re-enlist or extend their current term of service may be offered an incentive, based upon term, critical skill (Cash Bonus Jobs) or unit of the Re-enlistment/Extension agreement. Incentive amounts vary, so contact your state Incentive Manager for details (National Guard, 2011d).

Make even more with the Guard Recruiting Assistance Program (National Guard, 2011d).

One can earn up to $2,000 for helping recruit a new Soldier under the Guard Recruiting Assistance Program (G-RAP). Make even more -- up to $7,500 -- for helping recruit a new officer with G-RAP-O (National Guard, 2011d).

Healthcare Professionals qualify for additional incentives. For Medical Professional Officers:

• Up to $75,000 Special Pay (bonus) for many healthcare specialties (National Guard, 2011d)

• Up to $120,000* healthcare professional loan repayments (National Guard, 2011d)

• Continuing Medical Education (CME) credit each year -- funding up to $2,500 (National Guard, 2011d)

For Medical Students (National Guard, 2011d):

• Stipends and Pay for Students in Medical Professional Programs (National Guard, 2011d).

General

1-1. Adjutant General's Assessment of Command Conditions in Fiscal Year 2010

a. Fiscal Year 2010 (FY10) represented another large call-up of reserve component Soldiers to continue to fight in the Global War On Terrorism (GWOT). The Ohio Army National Guard (OHARNG) continued to be a major contributor of combatant forces, as its Soldiers served in contingency, peacekeeping, and relief operations. Throughout normal training periods, mobilizations, and deployments, the Human Relations (HR) / Equal Opportunity (EO) climate grew positively during FY10. With due respect to Ohio's dedicated support of Operations Enduring and Iraqi Freedom, command emphasis and realistic training maintained HR/EO issues in the forefront and produced a favorable operating climate for all Soldiers. Consistent with the last five years, female membership, and minority promotion totals increased while adverse EO actions and complaints remained low (National Guard, 2011a).

b. Although HR/EO climates improved, some shortfalls remain. The Ohio Army National Guard is a leader in HR/EO education and Soldier development. Our citizen-Soldiers are representatives of the general population, which remains divided along real or perceived barriers in race and gender. Statistically, females and minorities have not achieved the income, education, and advancement equities keeping up with their majority male peers. Despite the opportunities available to all Soldiers in the military, residual effects from the American society will remain until time and policies correct inequities and change social attitudes and behaviors (National Guard, 2011a).

c. This Annual Narrative and Statistical Report (ANSR) has five Chapters; Chapter 1 contains an overall summary of the report, Chapter 2 covers strength analysis, Chapter 3 focuses on Human Relations and Affirmative Actions, Chapter 4 specifically details FY10 parity goals, and Chapter 5 contains supporting statistical tables (National Guard, 2011a).

Table 1 - Ohio Population Demographics

Age Group / Category

Total Minority Representation

Total Female Representation

State of Ohio (all ages)

16.0%

51.4%

Labor Force (age 16-59)

14.3%

51.6%

Children (age 0-15)

20.4%

45.7%

1-2. Minority Representation within the Ohio Army National Guard

a. The 2000 U.S. Census reported Ohio's minority workforce percentage is 14.3%. The population of the United States continues to evolve and grow in its diversity, especially in the dramatic rise of Hispanic-Americans in the past five years. However, Ohio's population remains statistically unchanged for that same period. The most significant adjustment from previously published Ohio demographic profiles occurred in the minority workforce percentage figures of the 2000 census (see Table 1). The FY10 minority short-term parity goal set by Governor Strickland is 12.0% for the OHARNG (National Guard, 2011a).

1-2. Minority Representation within the Ohio Army National Guard (Cont.)

b. Short-Term Minority Parity Goal: 12.0%

The FY10 goal for minority parity goal was 12%. At the end of the year, minority representation was at 11.8%. The OHARNG continues to aggressively recruit and shape the force, the OHARNG had surpassed the TY 08 short-term minority parity goal of 12.5% with 12.7% but lost ground in 2009 and 2010 (National Guard, 2011a). (Table 4)

c. Short-Term Minority Leadership Parity Goal: 10.0%

The first parity goal for minorities is equal representation in all duty and leadership positions. The Adjutants General's (TAG) Flexible Performance Agreement Metrics defines minority leadership as "total number of minority NCOs and Officer's." On 30 September 10, minorities represent 11.6% (National Guard, 2011a).

d. Minority Recruiting and Retention

The recruiting command excelled during FY10, with minority gains representing 13.0% of all enlistments. The enlisted force has exceeded Governor Strickland's TY 08 Target by 1%. Minority Commissioned Officers increased by ten, and minority Warrant Officers saw no increase not decrease in FY10. Along with recruiting successes, retention of all Soldiers is critical, with particular emphases on minorities and females. As promotions to enlisted leadership positions continue to increase, senior enlisted parity is very achievable in the near future. At the present pace, Commissioned and Warrant Officers will attain Governor Strickland's TY 12 minority Target goal of 15.0% (National Guard, 2011a).

e. Minority Leadership Representation Review

Currently, minorities represent the following percentages in the total Ohio Army National Guard (National Guard, 2011a):

10.6% of Non-Commissioned Officers

11% of Commissioned Officers

9.7% of Commanders

9.0% of AGR positions

9.6% of Technician positions

10.5% of Sergeants Majors

11.5% of First Sergeants

8.5% of Warrant Officers

1-3. Female Representation within the Ohio Army National Guard

a. Female Parity Goals -- Long-Term Parity Goal: 15.0%

The OHARNG is closing in on this goal and should achieve or exceeded the 15% objective in advance of the 2012 objective date (National Guard, 2011a).

b. Short-Term Female Parity Goal: 13.5%

The FY10 goal for female representation was 14.2%. In 2010, Ohio exceeded the short-term objective and was on track to meet the Governor's 2012 objective of 15% female representation with a total female population of 14.5%. While this goal exceeds the short-term parity goal it is still short of the long-term goal (National Guard, 2011a).

c. Short-Term Leadership Female Parity Goal

Currently, females represent 14.5% of the total force. Consequently, the first parity goal is for females to represent 14.2% of all positions. Females represent 14.5% of all leadership position in the Ohio Army National Guard, so we believe female leadership positions will increase 0.2% in FY 11 to 14.4%. To achieve this, more females must join the AGR and Technician programs, Commissioned and Warrant Officer Corps, and enlisted recruiting efforts for females must remain at constant high levels. Second, all levels of command must focus efforts on insuring current female members have a healthy climate in which to succeed. Third, existing programs must gain renewed attention to ensure maximum retention of all female Soldiers (National Guard, 2011a).

d. Female Recruiting and Retention

The recruiting command excelled in FY10, with female Soldiers representing 17.6% of all gains. Combining recruiting successes with enhanced female retention rates drastically shortens the time needed to achieve female leadership goals. Female Commissioned Officer accessions and promotions to leadership positions showed a steady increase in ranks of First Lieutenant through Major (National Guard, 2011a).

O-4. Given the time necessary to groom new enlisted recruits to prepare them to accept roles as Non-Commissioned, Commissioned and Warrant Officers; it will be approximately ten to fifteen years before female leadership parity goals are fully realized. Exciting accession programs and active retention efforts further address these issues as we continue efforts to attract and develop future female leaders (National Guard, 2011a).

e. Female Leadership Representation Review

The FY10 parity goal for females was to fill 14.2% of all grades and leadership positions. Currently, females represent the following percentages in the Ohio Army National Guard (National Guard, 2011a):

15.4% of AGR positions

16.1% of Technician positions

10.5% of Non-Commissioned Officers

11.4% of Commissioned Officers

5.2% of Sergeants Majors

4.3% of First Sergeants

9.2% of Commanders

10.2% of Warrant Officers

1-4. AGR and Technician Parity Progress

a. AGR

Minority percentages within AGR positions do not adequately reflect parity goals. Minorities represented 9.0% of the AGR positions in FY10. The short-term goal for minority parity was 12.0%. Alternatively, AGR females represented a higher percentage (15.6%) of the AGR force than did females in a traditional status (14.1%) (National Guard, 2011a).

b. Technician

Minority percentages within the Technician force do not adequately reflect parity goals. Minorities represented 9.6% of the technician positions in FY10. Again, the short-term goal for minority parity was 12.0%. Technician females represented a higher percentage (16.1%) of technicians than traditional female representation (14.1%) (National Guard, 2011a).

1-5. Equal Opportunity Outlook for FY 10 and Beyond

The new TAG, MG Ashenhurst has embraced and promoted Diversity and Equal Opportunity as a leader of the OHARNG and the leaders that serve her have embraced it as well. MG Ashenhurst feels that twenty years from now the demographics of the OHARNG will be a reflection of the efforts initiated by her staff and believes the OHARNG should be a role model for all other Ohio agencies to follow. In short, the outlook for Equal Opportunity in the OHARNG looks very promising (National Guard, 2011a).

2-1. Overview

In terms of an overall assessment of command conditions, the human relations climate again improved in FY10. EO programs received strong support throughout the state, continued emphasis on Affirmative Action Plans (AAP) greatly aided achievement and marked progress. This chapter reviews the current distributions of minorities and females in multiple tables of analysis. General trends receive comment by illuminating excesses and shortfalls. Specific shortfalls, causative factors, and additional statistics are included in Chapter 3. The following tables represent a military demographical review of the Ohio Army National Guard (National Guard, 2011a).

From FY09 TO FY10, enlisted minority membership increased by 27 Soldiers. However the percentage of minority enlisted soldiers dipped from 12.2% in 2009 to 11.8% in 2010 (National Guard, 2011a).

For FY10, enlisted female membership climbed to 14.5% of the total enlisted forces (National Guard, 2011a).

Once again, the OHARNG has demonstrated a growth in their minority numbers in most pay grades. Ohio is not only growing leaders, we are growing a diverse group of leaders that reflect the community in which we serve (National Guard, 2011a).

2-2. Total Ohio Army National Guard Force Structure

Table 2 - Comparison of Total Ohio Force Structure

Year

Majority

Minority

Minority Change from Previous Year

Total

2004

9,069 (87.2%)

1,335 (12.8%)

35

10,404

2005

9.045 (87.7%)

1,268 (12.3%)

-67

10,313

2006

9,542 (88%)

1,314 (12%)

46

10,856

2007

9,147(88%)

1,274 (12%)

-40

10,421

2008

9,557(87.25%)

1,397(12.75%)

10,954

2009

9,951 (83.3%)

1,324 (11.71%)

-73

11,275

2010

10,121 (88.3%)

1,338 (11.67%)

14

11,459

Table 3 - Total Membership by Race and Gender

Year

Majority

Minority

Total

Male

Female

Male

Female

2004

8,095 (77.8%)

974 (9.4%)

1,027 (9.9%)

308 (3.0%)

10,404

2005

8,063 (78.1%)

982 (9.5%)

984 (9.5%)

284 (2.8%)

10,313

2006

8,426 (77.6%)

1,116 (10.3%)

998 (9.2%)

316 (2.9%)

10,856

2007

8,079 (77.5%)

1,068 (10.2%)

966 (9.3%)

308 (2.9%)

10,421

2008

8,377 (76%)

1,180 (10.77%)

1,046 (10%)

351 (3.2%)

10,954

2009

8,709 (77.2%)

1,225 (10.8%)

1,008 (8.9%)

330 (2.9%)

11,272

2010

8,837 (77.1%)

1,301 (11.3%)

1,000 (8.7%)

321 (2.8%)

11,459

2-3. Enlisted Soldiers

Table 4 - Comparison of Enlisted Membership by Race

Year

Majority

Minority

Total

2004

8,183 (86.7%)

1,245 (13.2%)

9,428

2005

8,143 (87.4%)

1,171 (12.6%)

9,314

2006

8,541 (88%)

1,216 (12%)

9,857

2007

8,327 (87%)

1,178 (13%)

9,415

2008

9,557 (87.2%)

1,397 (12.7%)

10,954

2009

8,633 (87.8%)

1,182 (12.2%)

9,815

2010

9,033 (88.1%)

1,209 (11.8%)

10,242

For FY10, enlisted female membership climbed to 14.5% of the total enlisted forces (National Guard, 2011a).

Once again, the OHARNG has demonstrated a growth in their minority numbers in most pay grades. Ohio is not only growing leaders, we are growing a diverse group of leaders that reflect the community in which we serve (National Guard, 2011a).

Table 5 - Comparison of Enlisted Membership by Race and Gender

Year

Majority

Minority

Total

Male

Female

Male

Female

2003

7,449 (77.%)

971 (10.%)

921 (9.6%)

299 (3.1%)

9,640

2004

7,280 (77%)

903 (10%)

956 (10%)

289 (3%)

9,428

2005

7,235 (77%)

908 (10%)

907 (10%)

264 (3%)

9,314

2006

7,607 (77%)

1,034 (10.5%)

921 (9.5%)

295 (3%)

9,857

2007

7,259 (77%)

978 (10.3%)

888 (9.4%)

290 (3%)

9,415

2008

8,377 (76%)

1,180 (11%)

1,046 (10%)

351 (3%)

10,954

2009

7,682 (76.8%)

1,123 (11.2%)

898 (8.9%)

293 (2.9%)

9,996

2010

7,830 (76.5%)

1,183 (11.6%)

909 (8.8%)

300 (2.9%)

10,222

2-4. Officers

The number of female officer increased from 110 in TY09 to 112 in TY10. An increase over all but the female officer representation percentage went from 11. 6% in 2009 to 11.4% in 2010. However the female and minority numbers and percentage increased in the same time frame. The female and minority officer total numbers grew from 187 (19.8%) in 2009 to 197 (20.1%) in 2010 (National Guard, 2011a).

2-5. Warrant Officers

There was no significant change in the number of Minority warrants. However the Majority Female numbers increased by 2% during FY10 (National Guard, 2011a).

2-6. Leadership

Tables 15, 16, and 17 do not reflect parity representation with respect to minorities and females. In command positions, females appear not to have parity representation. However, with respect to the total number of units available for female commanders, they are more close to parity than statistics reveal. There were no minority female Sergeant Majors or First Sergeants in FY10 (National Guard, 2011a).

3-1. Goals Achieved

Significant accomplishments occurred during FY10. Major achievements follow:

a. Exceeded the female representation goal of 13.5%; achieved 14.5% (National Guard, 2011a)

b. Two Minority Female Officer's promoted in FY10 (National Guard, 2011a).

c. Diversity is one of the Ohio TAG's and ATAG's top priorities. The OHNG Diversity Quality Improvement Board and the Army Executive Committee meet on a regular basis to enhance the TAG's Diversity Goals (National Guard, 2011a).

d. Attended the NGB Diversity Conference in Atlanta GA (National Guard, 2011a)

e. Conducted the Annual EOR Workshop Training -- 99 Soldiers received updated EO data, small group interaction training, and received ethnic observance materials and training (National Guard, 2011a).

f. Executed concurrent training programs for the EOA staff throughout the year (National Guard, 2011a).

g. Increased the EO posture and presence within the state of Ohio (National Guard, 2011a).

3-2. Goals Not Realized during FY10 a. Two (1, O-7 command and 1, O-6 command) MSC's did not provide an Equal Opportunity Advisor as prescribed by regulation (National Guard, 2011a).

b. Lack of minority female representation in the Sergeant Major and First Sergeant ranks (National Guard, 2011a).

3-3. Assessment of the Human Resource/Affirmative Action Plan (HR/AAP)

The HR/AAP has been an effective tool to determine actions to correct any discrepancies that may exist in the equal treatment of all Soldiers. This report is the assessment of the HR/AAP, and provides metrics for ongoing analysis and improvements (National Guard, 2011a).

a. Recruiting / Accessions (1) New Accessions

Enlistment of new minority and female Soldiers was excellent. Female enlistments were 17.6% of all new enlisted Soldiers. Minority recruiting fell short of the FY10 short-term parity goal of 14.3%, with 13.0% minority new enlistees. This information suggests that further recruiting of minorities is key in reaching parity goals (National Guard, 2011a).

(2) Warrant Officer Recruiting

The Warrant Officer recruiting program had difficulty in attracting new minority female Soldiers during FY10. One factor is the limited pool of applicants that meet the stringent criteria to become a Warrant Officer. This challenge can be met by aggressive recruiting and marketing. We project 6 to 8 years to achieve parity in this arena (National Guard, 2011a).

b. Promotions -- (See Tables 28-31) (1) Minorities

Promotion of enlisted minority Soldiers did not exceed minority representation totals during FY10, and achieved 10.5%. Minority promotions decreased 20% from FY 06, while majority promotions decreased 10%. Results indicate minority Soldiers earn promotions equally when compared to their representation of the total force (see Tables 5 and 8) (National Guard, 2011a).

(2) Females

Promotion of enlisted female Soldiers represented 14.1% of total enlisted promotions. Female Soldiers earn equal promotions when compared to their representation of the total force (see Tables 5 and 8). Promotion of female Soldiers E3 to E4 is actually at a pace equal to their overall representation. There were no minority female officer promotions in FY10. It is important to remember that promotions are limited to roughly six out of 10 positions due to gender specific restrictions (National Guard, 2011a).

c. Separations/Losses -- (See Tables 32-36)

Females represented 16.7% of all losses. Senior Commissioned and Warrant Officer leadership position losses were minimal, and Senior Non-Commissioned losses represented 5.7% of all losses. Separations of minority enlisted Soldiers has been consistent for the past 3 years, while minority officers losses increased, and minority warrant officers losses decreased (National Guard, 2011a).

d. Professional Military Education (See Table 45-47)

Table 45 reflects completion percentages of the Non- Commissioned Officer Education System (NCOES). Statistics indicate that minority males and females are not represented in the NCOES because they are not represented at the senior NCO levels. Tables 46 and 47 reflect no anomalies in the completion percentages of Commissioned and Warrant Officer professional education programs (National Guard, 2011a).

e. Retention

The retention rate for majority, minority, and female Soldiers increased in FY10. The majority of the data in this report points towards retention as the single most important factor to achieving parity goals and having a force that smoothly functions in the existing equal opportunity environment. The Ohio Army National Guard constantly strives to achieve equal treatment for all Soldiers, and often provides more opportunity for success than does the civilian population. Respecting the challenges of a complex society, and our contribution to fighting the global war on terrorism, we will continue to focus on finding and correcting barriers that limit equal retention of all Soldiers (National Guard, 2011a).

f. Leadership Assignments -- (See Tables 15-17)

Minorities and females have not met parity goals in all leadership positions (National Guard, 2011a).

g. Utilization

An analysis of utilization is not fully creditable using only tables of statistical data. However, reviewing the HR climate reveals an equal use of Soldiers, on an equal basis, according to their abilities. Corrective actions are immediately taken when discrepancies surface (National Guard, 2011a).

h. Discrimination/Sexual Harassment Complaints

Total formal complaints have increased over the past 2 years. All complaints receive serious and focused attention, coupled with leadership intervention using applicable regulations, and ADR offered. Although all complaints are significant events for the command, the opportunity to file complaints is not discouraged, and all complainants receive due process (National Guard, 2011a).

i. Discipline

A complete analysis of all information and formal disciplinary actions is not possible using this type of statistical data. However, as with utilization, it appears the Ohio Army National Guard applies discipline to all solders on an equal basis according to the situation. Corrective actions are swiftly taken when discrepancies surface (National Guard, 2011). j. Active Guard/Reserve and Full-time Technicians

Minorities remain under represented in AGR positions. Minority AGR Soldiers represented 11.6% of all AGR positions in FY10. Alternatively, AGR females represent a higher percentage (15.7%) of the full-time force than females in traditional status (14.1%) (National Guard, 2011a).

Minorities also remain under represented in Technician positions at 9.5% in FY10. Technician females decreased by three females over FY10 (National Guard, 2011a).

a. The OHARNG is fully committed to promoting and executing principles of EO, diversity and human dignity, and providing opportunities for soldiers to reach their fullest potential. Through philosophy, education, enforcement, and deed, we embrace an ever changing and more diverse citizenry to populate our ranks (National Guard, 2011a). Summary

Much has occurred in the Ohio Army National Guard over the years. The statistics prove that more men than women are hired. Not only that, but people are not provided the opportunity to prove themselves (U.S. Equal Employment Opportunity Commission, 2011). These are issues that arise because people want to hire their favorites, and the majority is white males in the U.S. Through these efforts, individuals are able to find work, and to serve their country through this entire process. This is an uphill battle that all people will have to strive to overcome through this entire process (Mattke, 2010). One needs to discuss the research methodology.

Chapter 3: Research Methodology

Introduction

The Ohio Army National Guard has a significant role in our society today (National Guard, 2011h). They protect individuals in their state, and are deployed around the globe to make a difference in the lives they serve on a regular basis. Their job is never easy because they go out of their way by putting their life on the line for anyone in need. This means leaving family and friends to make it possible to keep the U.S. Of America safe from any terrorist or to go fight in a war. Each person feels called to this purpose, and are willing to do whatever it takes to make it happen both domestic and international in any part of the world. The people have a huge task before them by taking on the orders by their superior, and sometimes that of the president (National Guard, 2011h).

Here is the song that is used by those that are in the National Guard that keeps the soldiers motivated on a regular basis to do their jobs with excellence (National Guard, 2011i).

I was a minuteman at Concord Bridge. The shot heard 'round the world and I was there on Bunker Hill When "Old Glory" was unfurled And when my country called me. From within or from afar. I'll be first to answer. Proud to be the Guard. Defending Freedom protecting dreams. This is the spirit of what it means to me. For my God and my home that I love I GUARD AMERICA. And in the eyes of my enemies. Or the eye of a storm.

I face the dangers as they come. In any shape or form. I am your sons, your friends, your fathers. And your daughters working hard. To be the best and keep us strong. Proud to be the Guard. Defending Freedom protecting dreams. This is the spirit of what it means to me. For my God and my home that I love. I GUARD AMERICA. Defending

Freedom protecting dreams. This is the spirit of what it means to me. For my God and my home that I love. I GUARD AMERICA. Guarding AMERICA. AMERICA

(National Guard, 2011i).

Research

Benefits include:

1. More diverse and culturally autonomous organization able to represent the state of Ohio. 2. A more efficient and effective organization in recruiting the very best applicants, improving minority organizational climate for growth of minorities in a career in the Ohio Army national Guard.

3. Improve the moral of our minority Soldiers and leadership by projecting an all-encompassing career opportunity for all.

A number of internal sources have an impact on the research that is conducted with this particular study. For example, Lt. Dan Shank (2010) reported on the possibility of who was hired as well as those who were not. He reported that an AGR or a TECH was placed for the interview of the person seeking to move up in rank. He or she is most likely already a sergeant, but was refused this opportunity, such as Ricardo (Shank, 2010).

He has taken part in his position most likely for a long time, but they refused to give him an opportunity to move up in the state of Ohio. These can influence how much a person is paid as well as how if he or she wants to take part in this endeavor in the future through going the interview process (Shank, 2010). All they really had to do was providing him or her the opportunity, and let the individual prove themselves from it. Instead, they make the excuse by having the person sign a reduction letter in order for this to occur. One may wonder if the person became aware of this fact, or what one can do about it to get to where he or she wants to become in their chosen career choice (Department of Labor, 2011).