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Introduction This article uses recent survey data from a study on gender integration at recruit training across the U.S. Armed Forces to examine service, gender, and training differences in recruit's gender attitudes, beliefs, and cohesion metrics. In addition to providing a descriptive understanding of our recruit sample, this article examines factors germane to gender integration at recruit training such as gender attitudes, sexist beliefs, and unit cohesion. Materials and Methods This article uses data from a survey of U.S. Marine Corps (USMC), U.S. Army, U.S. Air Force, U.S. Navy, and U.S. Coast Guard recruits as part of a USMC-commissioned study to develop alternate models and recommendations for increasing gender integration in USMC recruit training. At all sites but the USMC, recruits completed the survey 1 to 2 weeks before graduation. At the Marine Corps Recruit Depots, recruits participated in the survey at the beginning (week 2) and end (week 11) of their 13-week training cycle. A 19-question survey captured sociodemographic information, perspectives and experiences during recruit training, and gender attitudes and beliefs. Analyses were conducted on the sample with complete data on the measures reported, including those USMC recruits observed at both week 2 and week 11 (n  = 629). Descriptive statistics (percentage) were calculated for all categorical outcome variables. Outcome variables (cohesion, gender, and sexism attitudes) were compared between groups using chi-squared tests or Fisher's exact tests, as appropriate. Results Recruits differed significantly across services in perceptions of unit cohesion on 3 of the 4 indicators: Platoon members are cooperative, know they can depend on each other, and really respect each other (P <  .05). These differences appear to be driven by female recruit difference across service. They reported significant differences in gender role attitudes across the services, with USMC recruits being most likely to endorse traditional gender roles compared to other service recruits. Male USMC recruits were significantly more likely than their female peers to agree that men should achieve outside the home and women should take care of the home and family (21.3% versus 6.3%, P <  .05). The only statistical differences in attitudes about equality of treatment and opportunity among recruits were between male and female USMC recruits. All items capturing sexist attitudes elicited statistically significant differences between male USMC recruits and male recruits in other services (P <  .05). There were significant differences in all sexism measures between male and female USMC recruits (P <  .05). There is a significant decline in some sexist attitudes between weeks 2 and 11 of training among male USMC recruits (P <  .05). Nearly one-half to three-fourths of male USMC recruits hold sexist attitudes, even near the end of recruit training. Conclusions The disparate gender and sexism attitudes of male USMC recruits compared with their peers in other services, and their fellow female USMC recruits suggest efforts to increase gender integration at entry-level training are needed, but also may be challenging since male USMC recruits report the highest levels of sexist attitudes among all recruits. [ABSTRACT FROM AUTHOR]

Introduction Recruit training is the initial entry for enlisted personnel in the military. The Services execute gender-integrated recruit training differently. The U.S. Marine Corps (USMC) maintains same-gender platoons led by same-gender drill instructors in integrated companies; further integration occurs at select training events. The other Services train recruits in gender-integrated units with mixed-gender drill instructor teams. We examine recruits' experiences and perceptions of gender integration at recruit training, their desired level of integration, and preferences for increasing gender integration, comparing by Service and gender. Materials and Methods Recruit perspectives and experiences were captured in a 19-question survey (n = 632) and 90-min focus groups (n  = 260) near graduation from recruit training. Data were collected from June to November 2021. Because of the Coronavirus disease (COVID-19) pandemic restrictions, the Navy and Air Force were not conducting gender-integrated recruit training during data collection. Outcome variables were compared cross-Service by gender and within Service by gender using chi-squared tests or Fisher's exact tests, as appropriate; focus group data were analyzed using initial and secondary coding schemes. Three USMC training models, varied by level of integration, were also analyzed (Male-Only, Series Track, and Integrated Company). Results Significant gender differences across and within Service emerged in recruits' experience being trained by an opposite-gender instructor. Male recruits had significant differences by Service (P  < .001), and USMC female recruits reported being trained by male instructors more than their male peers by female instructors (Series Track P  = .002; Integrated Company P  < .001). In the focus groups, recruits described common differences with how men and women embodied being a drill instructor. Significant gender differences across (both male and female P  < .001) and within Service were reported for closeness of training with opposite-gender peers (Air Force P  = .028; U.S. Marine Corps (USMC) Integrated Company P  = .010; Army P  = .048), an expected finding given varied integration during data collection. Male and female recruits had significant differences by Service in their preference for integration at the lowest unit level (both male and female P  < .001), with those who experienced integrated training showing higher levels of endorsement. In the focus groups, recruits articulated benefits and challenges of gender-integrated recruit training. Significant gender differences across Service emerged in preferences for more integration in specific training activities. Within Service, female USMC Integrated Company recruits wanted more integration in tactical/field, physical fitness, and classroom training than their male peers (P  < .001 for all). In the focus groups, USMC recruits of both genders desired more integrated training events, particularly those involving combat and tactical skill development. Conclusions This study provided an opportunity to examine recruit perspectives on gender-integrated training. Services valuing opposite-gender instructor exposure in recruit training must ensure that male recruits are being taught and led by female instructors given disproportionate demographics. Recruits who experienced integrated training were more supportive of integration, indicating that this experience may increase their support for gender-integrated training units and environments. Today's recruits understand that they are entering gender-integrated working environments, and our results indicate that they expect recruit training to mirror that reality. [ABSTRACT FROM AUTHOR]

This article examines the effect of prior military service on hiring for entry-level jobs in a major metropolitan labor market. The research employs an audit method in which resumes differing only in the presentation of military experience versus civilian work experience are faxed in response to an advertised position. Results suggest that employers exhibit preferential treatment of black military veterans with transferable skills over black nonveterans. Veterans with traditional military experience in the combat arms do not experience preferential treatment by employers, regardless of racial/ethnic background. These findings suggest a possible mechanism generating the postmilitary employment benefit among blacks found in prior observational studies. A veteran premium in hiring may stem from the concentration of blacks in military occupational specialties with a high degree of civilian transferability, combined with employer preferences for military veterans with such work experience over their nonveteran peers. Keywords: military; veterans; Army; hiring; discrimination

Everyone who serves in the military (and survives the experience) will eventually become a Veteran, and most will face the challenge of finding a civilian job. This paper investigates how contemporary Veterans experience the transition period between military exit and entrance into civilian life and how their own actions before separation shape their post-transition outcomes. We follow 35 servicemembers through the transition process, interviewing them before and several months after they left the military. These interviews reveal the importance of three factors - the conditions triggering their exit, the strength of their military identity, and their own planning (or lack thereof) for the transition to civilian life - in enhancing or detracting from achievement of a stated post-military goals and objective success in moving into work or school. The strength and depth of an individual's institutional identity shapes how and when servicemembers plan for military exit and how they adjust to unanticipated military exits. Early planning reflects anticipatory socialization for new civilian roles and is associated with better post-military outcomes. But early planning is often hindered by a strong military identity or facilitated by a weak military identity. These findings have important implications for the military and advocates who serve them with the recent military policy changes to transition assistance and the retirement pension system that encourage early planning for post-military life. [ABSTRACT FROM AUTHOR]

Scholars have long examined how generations or, more technically, cohorts produce social change. According to theory, people's lives are shaped by the years in which they were born because they experience, along with their peers, particular historical events at the same points in the life course. Despite the importance of history, however, many scholars have evaluated cohorts not defined by clear start and end dates, but rather by arbitrary cut points, such as five-year intervals. In contrast, this article uses defined changes in military service in the United States stemming from shifts between war and peace, and from draft to volunteer service to assess how cohorts have contributed to change in socioeconomic attainment. It uses the Current Population Survey from 1971 to 2017, which has not previously been used to evaluate how veteran status may have produced shifting outcomes across cohorts. It finds evidence that cohorts had different average income overall and between groups, with veterans earning more money than nonveterans who were eligible to serve during the draft era before the Vietnam War. These gaps are partially explained by racial and educational differences. The findings provide a model for analyses of changes in the relative status of other groups, as well as information about how the role of military service in social mobility changed historically. [ABSTRACT FROM AUTHOR]

Military to Civilian Transition (MCT) is the process experienced by military personnel as they leave service and return to civilian life. This MCT process is thought to be challenging across a range of key areas such as employment, health, and community integration. Transitioning military personnel are offered various supports, trainings, and programs to assist them through the process to achieve successful transition to civilian life. However, despite the fact that a vast majority of transitioning veterans are either married or in a long-term relationship, similar support is not provided to the veteran spouse who simultaneously transitions with the exiting veteran. Moreover, due to a dearth of research investigating veteran spouses, their experiences are not well understood. This conceptual paper is a call to action for research to be conducted to investigate veteran spouses' experiences as they transition to civilian life alongside their veteran and for an increase in tailored and targeted services to be available for these often forgotten, yet crucial, partners in MCT. [ABSTRACT FROM AUTHOR]

Introduction This article describes alternate models and policy recommendations created by an interdisciplinary team of researchers to increase gender integration at U.S. Marine Corps (USMC) recruit training. The USMC requested a study to analyze current approaches to gender integration at recruit training and provide alternate models that maximize integration, while continuing to train marines to established standards. USMC remains the only service that segregates recruits by gender at the lowest unit level (e.g. platoon) in recruit training and maintains gender-segregated drill instructor teams (i.e. same-gender teams train platoons of same-gender recruits). Materials and Methods A mixed-method, interdisciplinary approach was used to capture multiple perspectives and informed recommendations and alternate models for gender integration. The team studied select USMC, army, navy, air force, and coast guard recruit training locations, between June and November 2021. At each site, the team collected qualitative, quantitative, and administrative data as well as physical performance metrics and human performance outcomes. Study participants included recruits, drill instructors, training cadre, service leaders, and subject matter experts on gender integration in military services. Each alternate model was designed to maximize the feasibility of implementation within current USMC training conditions. Results The research team developed three alternate models and several policy recommendations. Alternate model 1 proposed a methodology for mixed-gender drill instructor teams within the Integrated Company model, USMC's current integrated training model. Alternate model 2 proposed an Integrated Company Plus model which increases the number and types of gender-integrated training events at or below the platoon level within the Integrated Company model. Alternate model 3 outlined an integrated platoon model where recruits fall out into integrated training platoons after their morning routine, with two options of varying integration based on USMC priorities for integration. The team also proposed a set of policy recommendations independent of the three alternate models to support current and future gender integration efforts at the Marine Corps Recruit Depots. Conclusions Gender-integrated military training has been shown to positively alter perceptions and evaluations of women in military settings over detrimental aspects developed by gender-segregated training. The study team recommended USMC train recruits in the Integrated Company model with mixed-gender drill instructor teams (alternate model 1) and integrate more training events following the priority tiers outlined in the Integrated Company plus model (alternate model 2). The combined execution of these two alternate models would provide USMC recruits increased exposure to direct, sustained training from opposite-gender drill instructors and deliver intentional training opportunities for male and female recruits to work together and interact in meaningful ways. The integrated platoon model (alternate model 3) would offer USMC recruits the most direct exposure to training and working with members of the opposite gender, but it requires substantial changes to current logistics, accountability, and training procedures. [ABSTRACT FROM AUTHOR]

In this article, we investigate public attitudes toward combat veterans returning from Iraq. Using data from a nationally representative survey that incorporates an experimental design, we assess the extent to which attitudes toward military veterans and private contractors differ, and whether public attitudes toward men vary based on combat and war zone experience. Drawing on social psychology and military sociology, we test hypotheses derived from a conceptual model of stigma and from research on the cultural injunction to "support the troops." Consistent with the first portion of the stigma model, members of the public are not surprised to learn that men who went to a war zone behave according to stereotypes that imply that such men have problems with mental health, substance abuse, and violent behavior. Yet they do not discriminate against these men. Instead they favor men who went to Iraq compared to those who stayed in the United States. They also favor veterans compared to contractors. While combat veterans may be stereotyped, they are not stigmatized. They benefit from symbolic capital, which outweighs the effect of stereotypes on discrimination. [ABSTRACT FROM AUTHOR]

Introduction Recruit training is designed to transform civilians into physically fit military service members, who embody their service's core values and possess military discipline and skills. At the time this research began, the U.S. Marine Corps (USMC) remained the only service that segregated recruits by gender at the lowest unit level (e.g. platoon) and employed gender-segregated drill instructor teams. USMC's Marine Corps Recruit Depots (MCRD) must comply with a 2020 Congressional Mandate to not segregate training by gender in Parris Island by 2025 and San Diego by 2028. In turn, USMC requested an independent scientific study to analyze current approaches to gender integration at recruit training to propose alternate models and other policy recommendations that increase gender integration while maintaining current USMC standards. The Marine Corps is currently evaluating alternate models and recommendations to optimize entry-level training. This article outlines considerations for choosing the optimal research study design, research methods, and types of data collected in a study intended to provide policy recommendations on gender-integrated recruit training for the USMC. Materials and Methods Research data were collected during visits to the MCRDs and selected recruit training locations for the Army, Air Force, Navy, and Coast Guard. Data collection on USMC recruits from three cohorts involved social science assessments (focus groups and surveys) and human performance testing (countermovement jumps and isometric mid-thigh pulls, sleep and activity wearables, and cortisol data) at multiple points in the training cycle. Data on recruits from the sister services were limited to social science assessments. Approximately 600 recruits between the two MCRDs and 160 recruits from the sister services participated in the study during a 7-month timeframe in 2021. The research team conducted extensive ethnographic observations of recruit training at all selected research sites and interviewed training cadre, drill instructors, and service leadership responsible for recruit training (∼90 interviews). Additionally, the research team interviewed 20 experts on gender integration or recruit training who possessed alternate viewpoints from the current USMC practice. Results The mixed methods study was designed to assess the current gender integration practices at recruit training across the services to generate alternative models of gender integration for USMC. The research team developed a set of multidisciplinary objectives and research questions serving as the foundation of the research study design and data collection process. The study was designed to collect qualitative, quantitative, and administrative data informed by social science and human performance disciplines. To ensure that all aspects and implications relevant to gender integration were considered, select data were collected across services and with stakeholders at all levels. Conclusions This multidisciplinary research approach provided a comprehensive picture of the current USMC recruit training models. The research team captured multiple perspectives and data points for analysis through an expansive view on gender integration across all services, by interacting with participants at all levels of the institutions in varied ways. The information and data gathered enabled the research team to establish objective, data-driven alternate models, and recommendations for enhancing gender integration at recruit training for the USMC. [ABSTRACT FROM AUTHOR]