A Phenomenological Investigation of the Underrepresentation of African American Women’s Experience Through the Air Force Officer Recruiting Process and the Impact It Has on Military Missions

Abstract

Diverse representation remains instrumental for the U.S. military. It ensures top-tier talent are recruited and retained to remain mission ready and for the success of military missions and effectiveness. Although African American women constitute the fastest growing segment in the enlisted military force, they are underrepresented in the officer ranks, especially in senior officer roles. The purpose of this phenomenological study was to explore the challenges and successes African American women experience within the recruiting process. The theoretical frameworks for this study were critical race theory (CRT) and social equity theory (SET). A purposeful sample was used to recruit Air Force officer recruiter participants for in-depth interviews. Although there are ROTC and Air Force Academy recruiters, this study only focused on Air Force officers recruiting civilians and prior service members for the officer corps. Results from this study revealed qualifying factors, initiatives made in Air Force Recruiting Service to increase female recruits, and challenges experienced among African American women through the commissioning process. The researcher also discovered medical standards, lack of opportunity, and sponsorship as major challenges for African American women. The researcher recommended implementing mentorship and sponsorship programs, increasing visibility in officer recruiting marketing strategies and resources, and focusing on key concerns such as aptitude scores to increase the pool of minority recruits. This study can be used in maintaining discussions regarding diversity to boost recruitment and retention efforts for military services.