The promotion record of the united states army : glass ceilings in the officer corps
By: BALDWIN, J. Norman
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ArticlePublisher: Malden, MA : Blackwell Publishers, mar./apr.1996Public administration review: PAR 56, 2, p. 199-206Abstract: Are women and minorities adequately represented in the promotion processes of the U.S. Army? Are their promotion rates competitive with male and caucasian army officers? What happens to female and minority promotion rates as rank increases? To answer these questions, J. Norman Baldwin presents data on more than 123,000 causasian, female, male, and minority army officers considered for promotion to capitain, major, lieutenant colonel, and colonel. The data indicate women and minorities are underrepresented in the army's midlle officer ranks, female officers are promoted at lower rates than majoririty officers. Except for native american officers, cumulative promotion rates for minorities also indicate adverse effects beginning at the rank of major and lieutenant colonel. However, noncumulative promotion rates for women and minorities generally do not indicate adverse effects, and male and caucasion promotion rates decrease over time more than female and minority promotion rates.
Are women and minorities adequately represented in the promotion processes of the U.S. Army? Are their promotion rates competitive with male and caucasian army officers? What happens to female and minority promotion rates as rank increases? To answer these questions, J. Norman Baldwin presents data on more than 123,000 causasian, female, male, and minority army officers considered for promotion to capitain, major, lieutenant colonel, and colonel. The data indicate women and minorities are underrepresented in the army's midlle officer ranks, female officers are promoted at lower rates than majoririty officers. Except for native american officers, cumulative promotion rates for minorities also indicate adverse effects beginning at the rank of major and lieutenant colonel. However, noncumulative promotion rates for women and minorities generally do not indicate adverse effects, and male and caucasion promotion rates decrease over time more than female and minority promotion rates.
Public administration review PAR
March/Apreil 1996 Volume 56 Number 2
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