Race, Gender, and Representation Index as Predictors of an Equal Opportunity Climate in Military Organizations

Abstract

Recent analyses of the perceptions of equal opportunity (EO) climate in the military highlight differences among various demographic subgroups. Prior research (Dansby, 1994) indicates minority female officers have the least favorable views of EO climate in military organizations when contrasted to comparable demographic subgroups (i.e., Caucasian male officers, etc.). Differences based on race, gender, and representation index (number in the subgroup divided by the total unit population) are explored in a sample of 190 U.S. Army units (N = 47,823) that conducted the Military Equal Opportunity Climate Survey between 1990 and 1995. As predicted, minority female officers’ perceptions of the favorability of the EO climate improved as their representation in the organization increased (p < .05). Contrary to the expected negative relation, higher educational attainment positively correlated with improved perceptions of EO climate. The findings are interpreted as supporting consideration of representation issues as a means to improving perceived EO climate.