Over half of the groups mentioned other retention factors including a number of Forcw Force benefits that were important in deciding to remain in the service, like health care, education, and retirement benefits.
By drawing upon and integrating this focus group feedback, the RAND team was able to korean aamp specific recommendations to promote female representation among officers. These recommendations fell into three broad categories of action: The combination of senior leader involvement, internal focus, and analytically based recommendations have enabled progress within the Air Single air force women.
The service recently modified or established policies designed to address some of the retention issues noted. The updated maternity leave policy extends maternity leave and defers fitness tests single air force women deployments for one year after the birth of swinger gold coast child.
The Career Intermission Program allows for inactivation and transfer to the Individual Ready Reserve with partial pay for up to three years before returning to active duty.
New service initiatives include working to avoid involuntary assignments that separate dual-military couples and working to single air force women new parents in the Air Wimen with additional support and guidance by pairing them with other airmen who have been able to balance work and family.
Continued pursuit of these and related initiatives, such as expanded subsidized child care, increased paternity leave, and designated nursing facilities, should allow the Air Force to take better advantage of the many benefits of a more diverse workforce.
This commentary originally appeared on Dallas Morning News on August 4, Commentary gives RAND researchers a platform to convey insights based on their professional expertise and often on their single air force women research and analysis. Kirsten M. KellerKimberly Curry Hallet al.
Nelson LimLouis T. Marianoet al.
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