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Gender. As shown in Table 4.9, women
constituted about 19 percent of officer accessions and 14 percent of the officer corps in FY 1997. The Air Force holds its place as the most gender-integrated regarding officers, with the Army and the Navy not far
behind. Though the levels of women in the officer corps are nowhere near college graduate population proportions, sustained growth has occurred in the representation of women among officers (see Appendix Tables D-24 and D-29
for trends among accessions and the officer corps since FY 1973).
Table 4.9. FY 1997 Active Component Female Officer Accessions and
Officer Corps (Percent) |
|
Army |
Navy |
Marine Corps |
Air Force |
DoD |
Active Component Accessions |
19.5 |
17.3 |
7.3 |
24.7 |
19.4 |
Active Component Officer Corps |
14.2 |
14.2 |
4.2 |
16.2 |
14.2 |
Also see Appendix
Table B-32 (Gender by Service). |
The primary source of commission for women in FY 1997 continued to be the direct
appointment (36 percent), as shown in Table 4.6. Female officer accessions were less likely than males to have attended an academy. The majority of directly appointed
officers are in the professional groups (i.e., medical, dental, legal, and ministry). Officers from these professional groups are classified as "non-line," are managed separately, and
do not assume command responsibilities over "line" officers. Career opportunities tend to be somewhat limited for "non-line" officers and can result in differences in pay grade
distributions. Table 4.10 shows pay grade by gender for each of the Services and for DoD as a whole. There were pay grade differences between the genders, though not to
the same degree as among racial/ethnic groups. Across DoD, 40 percent of male officers were O-4s through O-6s, whereas the percentage of women in these grades was 8 percentage points lower at 32 percent. Commissioning source differences complicate the interpretation of variations in pay grade distributions by gender. For example, direct commissions may provide an early grade
boost for women, since advanced degree requirements associated with occupations in the professional echelons are rewarded by the DoD with advanced pay grade initially for
commissioned officers. However, assignment differences and command restrictions, as well as networking obstacles, may retard retention, continuation, and hence career
progression for women. Assignment qualifications, interests, and policy also affect pay grade. In the Air Force, for example, status as a pilot would contribute to enhanced
career prospects. (Assignment data are provided later in this chapter in the discussion of occupation areas.)
Table 4.10. FY 1997 Pay Grade1
of Active Component Officers, by Service and Gender (Percent) |
Pay Grade |
Army |
Navy |
Marine Corps |
Air Force |
DoD |
MALES |
O-1 through O-3 |
60.0 |
59.8 |
64.0 |
57.7 |
59.5 |
O-4 through O-6 |
39.4 |
39.7 |
35.5 |
41.8 |
40.0 |
O-7 through O-10 |
0.5 |
0.5 |
0.5 |
0.4 |
0.5 |
Total
|
100.0 |
100.0 |
100.0 |
100.0 |
100.0 |
FEMALES |
O-1 through O-3 |
68.8 |
62.7 |
75.5 |
69.3 |
67.5 |
O-4 through O-6 |
31.2 |
37.2 |
24.4 |
30.7 |
32.4 |
O-7 through O-10 |
0.1 |
0.1 |
0.2 |
0.1 |
0.1 |
Total
|
100.0 |
100.0 |
100.0 |
100.0 |
100.0 |
Columns may not add to total due to rounding.
1
Excludes those with unknown rank/pay grade.
Also see Appendix Table B-48 (Pay Grade by Gender and Service). |
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