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There is a history of tension between the police and the Black community, and this relationship has become increasingly strained in recent years due to the militarization of policing. Scholars have argued that the militarization of policing has blurred the distinction between police officers and soldiers. When police officers are equipped with military gear and told that they are fighting a war, a war on drugs or a war on crime, it transforms their perception of who they are in relation to the community and makes them believe that they are soldiers fighting a war, rather than officers preventing crime and protecting citizens. In this paper, I will use a post-structural feminist lens to assess how militarization has socialized police officers to behave more aggressively with citizens, and how a different model of policing may be able to reconstruct the identity of police officers in a way that improves relationships with the community. In addition, with the idea that the role of police officers has evolved and that they are increasingly acting like soldiers, a construction of the prototypical enemy has also emerged, and this is a highly racialized construct. In my analysis, I use Philadelphia as a case study to evaluate the effects of a community policing model on relationships between the police and the community. Ultimately, I evaluate whether community policing can counteract the militarized constructions that are rooted in violent masculinities, and restructure the socialization of police officers in a way that improves relations with the community, while also effectively preventing crime.

An interview with Howard L. Feinstein, a former Department of Justice civil rights prosecutor. He describes his years of bringing justice via the legal system.

A children's book about cross-race friendship created as a public product from psychology seminar research.

In her January 13, 2015 interview with Michelle Dubert-Bellrichard, Virginia Koch shared the memories of her Winthrop experience from 1970-1974. Koch explains why she attended Winthrop, her experiences with Rat Week, and why she struggled to find a job in her major. Included are the details of why she left South Carolina, and the numerous positions she held thereafter. Koch also shares her perspectives on major transitions at Winthrop and in the South. This interview was conducted for inclusion into the Louise Pettus Archives and Special Collections Oral History Program.

Doctor of Philosophy in Theology, For white, southern Christians, the civil rights movement was a dramatic public confrontation of their complicity with systemic injustice underwritten by spiritual complacency. Some had the ethical vision to see the societal problem racism posed; some did not. White Christians were reticent to act for social change, a reticence that amounted to preserving the status quo. As the historical distance from the civil rights movement increases, the multiple levels and nuance of white response to Jim Crow segregation is potentially lost in favor of simplistic narratives, leading to a binary and incomplete categorization of white involvement as that of either segregationist or activist. White, progressive Baptists, a rather small group, did not fall neatly within these categories and challenged the racial status quo of southern Christianity. I examine the ethical vision of three moral exemplars, so as to glean the particular variables that shaped their character. My focus centers on itinerant activist, preacher and writer Will D. Campbell, one who eschewed institutional solutions to racism in favor of an individualistic approach. In contrast to Campbell, Southern Baptist ethicists, T.B. Maston and Henlee H. Barnette, sought to reform their respective seminaries and denomination through personal and systemic means. Studying only individual responses, however, is inadequate given the complexity of societal problems like racism. Therefore, particular communities must also be examined due to the highly contextual nature of character formation. Of specific importance is how communities shape individuals who might even witness prophetically against dominant societal norms. Therefore, I examine theologically the ethos of the Southern Baptist-dominated South, during the civil rights movement era, so as to show how the courageous stances of those progressive Baptists were more noticeable given the deep racism endemic to their cultural and religious traditions. To explore these aims

Incidence rates of prostate cancer are higher in blacks than in any other racial group. Our laboratory is attempting to decipher the environmental and molecular mechanisms involved in the development of prostate cancer in blacks. It is hypothesized that Africans may have genetically down-regulated their zinc absorption capacity; otherwise, they would absorb abnormally high levels of zinc, resulting in various serious neurodegenerative disorders. We hypothesized that people of African origin may have a lower capacity to absorb zinc when compared with other racial groups because of their inherent down-regulation of zinc transporters. This notion was tested by evaluating 58 prostate cancer tissues in 2 major racial groups (30 from whites and from blacks) for their ability to express 2 major human zinc transporters, hzIPl and hzIP2. In all 30 prostate cancer specimens obtained from white people, the degree of expression of these 2 zinc receptors was high when compared with age-matched specimens obtained from blacks. These data are being confirmed in larger groups by utilizing zinc indicators that measure the actual intracellular zinc levels in the prostate tissues. This finding could have significant application as a preventive maneuver for at least some people. Because dietary zinc supplements are relatively nontoxic, any efficacy trial would be low-risk.

Study 1. A case-crossover study was conducted in male and female Marine Corps recruits in basic training at Marine Corps Recruit Depot (MCRD), Parris Island, SC to investigate the effects of alternative indices of heat exposure on exertional heat illness (EHI) risk. Weather measurements were obtained for 2,069 cases of EHI identified in this population during 1979-1997. As expected, the risk for developing EHI increased with increasing wet bulb globe temperature (WBGT), which is the standard heat index used by the Marine Corps. EHI risk was found to be associated not only with the WBGT at the time of the event, but by the previous day's average WBGT as well. This result suggests evidence of a cumulative effect of previous day's heat exposure in these Marine recruits at MCRD. Study 2. A matched case control study was conducted to investigate the effects of fitness and conditioning on EHI risk, a well as to compare the risk factors for mild and severe cases of EHI, as distinguished by core body temperature shortly after the event. Physical fitness, anthropometric and physiological measurements were acquired for 660 EHI cases identified in this population for the period 1988-1996 and matched to 1,723 controls by initial training platoon. For severe cases, BMI and initial run-time did not have independent effects, but instead showed a less-than-additive effect at high levels of each. In contrast, BMI and run-time appeared to have independent effects on risk of mild EHI. Study 3. A cohort mortality study was carried out among male and female U.S. Army personnel hospitalized for heat illness (HI) at U.S. Army hospitals during 1971-2000. Hospitalization records were obtained for 3,971 cases of HI and 17,233 referent cases of appendicitis (APX). Male and female HI cases had a 40% increased rate of all-cause mortality compared to APX cases.

The Union Navy played a decisive role in allowing the United States to achieve its strategic objective of preserving the Union; this goal would not have been realized without the manpower and contributions of African American sailors who served during the Civil War.

The American Military is widely viewed as a pioneer in providing equal opportunity for its uniformed members. From the 1948 Executive Order signed by President Harry S. Truman that formally began the long process of racial integration to more recent admission of women into most military occupational specialties, the Military Services have compiled a record of providing equal opportunity that often exceeds the progress of civilian society. That record has been achieved only through constant effort and self-examination, and it will be maintained and improved only through continuing effort. It is in this spirit of self-examination and improvement that this study was undertaken. The study reviews the key stages of officer career progression: recruiting, commissioning, training, assignment, evaluation, promotion, and retention. It is limited to active duty commissioned officers in the four military branches of the Department of Defense, and examined data collected through 1997. The study employed several approaches to analyzing the career progression of minority and female officers, including trend analysis, statistical modeling, and focus groups and interviews. This report sets out the findings of the study and suggests a number of actions that could be taken to improve the process of providing equal opportunity to minority members and women in the officer corps. There were about 212,000 active-duty commissioned officers in 1997, with two-thirds of them in the Army and Air Force. The distribution of officers by grade shows that four out of five were at the level of 0-1 through 0-4 (2nd lieutenant/Navy ensign to major/Navy lieutenant commander), with the majority of these at 0-3 (captain/Navy lieutenant). Less than one-half of one percent were in the very highest grades of 0-7 through 0-10 -general and flag officers reflecting the pyramidal structure of the military organization.

This study compares the effects of racial incidents on reported levels of satisfaction with military service across racial/ethnic groups by analyzing responses to the Armed Forces Equal Opportunity Survey (AFEOS). Racial incidents generally have less of an impact on satisfaction of Whites than for any of the other racial/ethnic groups. Incidents perceived to affect promotion opportunities and/or obtaining career enhancing assignments have the largest effects for all groups. The potentially negative influences of incidents are moderated significantly if individuals are satisfied with the investigative procedures. Unease in dealing with members of other groups and pressure to socialize with members of one's racial/ethnic group also impacts the equal opportunity climate negatively for most groups. The effects of cultural awareness and related types of training vary across groups, suggesting possible value in exploring the feasibility of developing a set of culture-specific training modules that complement existing approaches. Working in an environment with a high proportion of minority workers is generally associated with lower levels of satisfaction or has no significant association, except for Asian Americans. Confidence in a supervisor's fairness and commitment to creating a positive EO climate has a major positive influence on satisfaction.

This study examines the extent to which experiences perceived as racial discrimination by victims affect reported levels of job-related satisfaction among military personnel. Data from the Armed Forces Equal Opportunity Survey (AFEOS) and the Military Equal Opportunity Climate Survey (MEOCS) are analyzed separately. Comparison of the two analyses confirms positive relations among racial/ethnic groups or, more generally, a healthy climate for equal opportunity is associated with higher levels of satisfaction related to job security, opportunity to acquire skills, and overall job satisfaction. Conversely, experiencing discrimination attributable to military sources is associated with lower satisfaction levels. Recommendations are offered to include additional items in the MEOCS, based on items included in the AFEOS, to enable more detailed longitudinal assessments of discrimination experienced by survey respondents.

Violence from right wing extremists has been part of daily life in Scandinavia since the 1940s. From the 1950s and 1960s onwards, new ethnic minorities in the form of labor migrants arrived in the Scandinavian countries. Sweden received hundreds of thousands; in Norway and Denmark, on the other hand, labor migrants did not arrive in significant numbers until the 1970s and then on a far smaller scale than in Sweden. As a result of this immigration, tension and violence erupted in the countries. Traditional violence like firebombing of refugee centers, beating up of immigrants, and more grave violence was common in all three countries., The original document contains color images.

Data from the 2000 census confirm that America is becoming more racially and ethnically heterogeneous. High rates of immigration, declining birth rates among White Americans, and relatively higher birth rates among Hispanic Americans have poised America on the threshold of becoming a nation with no ethnic majority: By 2050, if not sooner, no group will constitute more than 50 percent of the population. Given its often-turbulent history of race relations, how will America fare with such a multi-racial, ethnically complex populace?

This study examines the effect of different types of racial incidents on reported levels of satisfaction with military service, using data from the Armed Forces Equal Opportunity Survey, released in November 1999. Incidents perceived to affect promotion opportunities and/or obtaining career enhancing assignments have the greatest effect. Offensive encounters involving Department of Defense personnel and incidents involving family members also have significant adverse effects. The potentially negative effects are moderated significantly if individuals are satisfied with the investigative procedures. Unease with dealing with members of other groups and pressure to socialize with members of one's own racial/ethnic group adversely affect the equal opportunity climate in ways difficult to ameliorate through training activities. Efforts to diversity workplace demographics have modest positive effects. Confidence in a supervisor's fairness and commitment to creating a positive EO climate has a significant positive influence on satisfaction. In contrast to the summary information contained in the survey, racial/ethnic minorities generally express greater levels of satisfaction than Whites.

For its 1995 observance of the 50th anniversary of the end of World War II, the Air Force History and Museums Program sponsored a series of commemorative events. One, a National Day of Recognition for Veterans of the United States Army Air Forces (USAAF), held on August 7th in the Washington, D.C. area, was celebrated at three locations. First, at the Pentagon's center court, Secretary of the Air Force Sheila E. Widnall and Chief of Staff of the Air Force General Ronald R. Fogleman, praised the veterans' numberless contributions to Allied victory in the war. The Air Force Historian, Richard P. Hallion, read a congressional resolution marking the day and then Lieutenant Colonel Donald S. Lopez, USAF, retired, spoke on behalf of all World War II airmen. A flyover by vintage USAAF aircraft capped the festivities. During the afternoon in a symposium at the National Archives and Records Administration, 11 USAAF veterans, in separate sessions covering the conflicts in Europe and Asia, reflected on their own wartime experiences of half a century ago. They spoke with clarity and authority and in remarkable detail on such topics as military preparedness, leadership, training, racial segregation, the treatment of American prisoners of war, and military technology; the Allied invasion of Japan; and the use of atomic weapons. Historians Richard G. Davis and William T. Y'Blood presented overviews at the respective sessions. That evening, the Daughters of the American Revolution gave a reception in honor of the symposium participants and opened Constitution Hall for an outstanding musical tribute, which was performed before a packed house by the United States Air Force Band. Dr. Hallion, joined by General Bryce Poe, II, president of the Air Force Historical Foundation, hosted the symposium. Reminiscences and remarks are faithfully preserved herein.

Developed and tested a structural model to predict enlistment propensity of young African Americans ages 16-19. Purpose

The relationship between the US public and its military has sometimes been characterized as a love-hate relationship. The reasons for this association are as many as they are varied, but it seems safe to assume that this cyclical relationship will continue. An underlying portion of this relationship is the support the public gives to its military in peacetime and wartime. Several contextual issues, such as integrity issues involving military personnel, casualty rates and many others can effect this support. To the end of exploring the effects of contextual issues on public support, this paper seeks to ascertain the effects of a particular contextual issue, demographics. Demographic differences between the US population of 18 to 54 years of age and the active duty United States Air Force are explored to see if there are substantial divisions in the realm of gender and race/ethnic background. Finally, analysis is accomplished on these differences and conclusions drawn to ascertain any consequences on public support of the military., The original document contains color images.

On the eve of the 21st century, the challenges facing organizations are quite different than they were just a few short decades ago; change has become more rapid and more complex. A recent survey revealed American managers feel that coping with this rapid change is itself the most common problem facing them and their organizations today. Experts tell us that organizations are facing the specific challenges of global competition and see a need for organizational renewal, finding strategic advantage, maintaining high standards of ethics and social responsibility, supporting diversity, and managing the new employee relationships that emphasize empowerment and team.

In 1996, the Defense Manpower Data Center (DMDC) conducted the first Department of Defense (DoD)-wide survey assessing the extent to which members of the military and their families experienced racial/ethnic harassment or discrimination. The survey was developed for the purpose of providing a better understanding of service members' perceptions and experiences related to fair treatment and equal opportunity. The questionnaire asked service members about their overall racial/ethnic interactions, as well as about specific insensitive discriminatory, and harassing racial/ethnic interactions that had occurred in the 12-month period prior to filling out the survey. The survey also contained items on members' perceptions of official EQ actions (e.g., satisfaction with the outcome of the complaint, actions taken in response to the complaint). The survey results will inform and assist leaders of DoD and the Armed Forces as they work to ensure equal opportunity for all service members. The questionnaire was mailed to 76,754 enlisted members and officers up to the rank of 0-6 in the Army, Navy, Marine Corps, Air Force, and Coast Guard. The mailing resulted in a 53% rate of usable responses, which is typical for large-scale surveys of military personnel.

This paper illustrates how demographic analysis and data get applied in affirmative action disputes. The focus is a racially-based quota system for admitting applicants to a public school program offering accelerated learning to gifted and exceptional students. The paper evaluates the effects of this quota system on the admission of qualified nonminority applicants and considers the feasibility of alternatives for maintaining racial balance without engaging in purposeful discrimination. The analysis establishes the use of an ethnic quota system which denies admission to qualified nonminority applicants; documents the severity of its effect, whereby race (instead of academic qualification) is the deciding factor in admissions; and devises feasible nondiscriminatory alternatives to this system for maintaining racial balance among applicants admitted solely on the basis of merit. As a potential instructional case, the paper introduces students to the adversarial realm, showing how applied demographers inform their thinking with the reasoning and underlying legal principles that govern a case, clarify the issues in dispute, and fit measures to legal standards that apply.

From the time Roma arrived in Europe during the Middle Ages, their presence as often resulted in friction with the other peoples of Central and Eastern Europe. This generalization and indigenous attitude applies today. Due to the Roma's unique culture, customs, language, and social structure, they are not integrated into Central and Eastern European society. Moreover, Roma are a target of racial bias and discrimination, especially during times of social and political turmoil. At the turn of the century, the Czech Republic, Slovakia and Romania are all undergoing tremendous change, with the Roma as a focus for society's ills. Security problems, arising therefrom, include migration, high demographic birthrate, illiteracy, unemployment, and criminal behavior. Therefore an effective program of integrating Roma into the new democracies is necessary. The new democracies must also improve minority rights in order to join European security and economic organizations. Membership is essential for the survival of democracy in the Czech Republic, Slovakia, and Romania.

The author discusses the impact of ethnicity on the armed forces of the Central Asian states. She summarizes the ethnic composition of the five new republics and examines the legacy of Soviet ethnic policy upon this area. The author considers ways in which different newly-independent states have created their military institutions and handled the issue of ethnicity within their armed forces. Finally, she examines the possible role the United States can play in assisting the armed forces of Central Asia to learn how to manage diversity and promote stability in this energy rich, but inherently unstable, region.

Fifteen new independent entities were propelled by national security imperatives to create their own armed forces once the Soviet Union was dissolved. That process varied from state to state because of differences in interests and resources. An instructive example is Ukraine, perhaps the most important of the emergent states after Russia. A country of 52 million people, the size of France, and rich in natural resources, it could be destined to play a central role in the new geopolitical environment of eastern and central Europe. The speed of the Soviet Union's breakup left its forces practically intact where they were deployed. While Russia proper retained the second-rate forces that were previously part of the central strategic reserve, the former republics on the western frontier, especially Ukraine and Belarus, inherited first-class force packages which were part of the second strategic echelon of the Warsaw Pact. Each of the newly independent states has dealt differently with its military inheritance. Ukraine decided to nationalize former Soviet forces stationed on its territory, the first former Soviet republic to do so. Over 700,000 ground, air, and air defense forces along with 500,000 paramilitary troops were based in Ukraine. Motivated by national (regional) patriotism and economic considerations, most remained and swore allegiance to the new state. Only 20,000 officers departed to Russia or other former republics. As approved by the Supreme Rada, the major tenets of military doctrine are preventing war, building the armed forces, and repelling aggression. This article discusses Ukraine's actions to reform the military in the areas of force reduction, military reeducation, force conversion and quality of life, ethnic relations, language of command, civil-military relations, force structure, readiness, and Ukraine-U.S. relations. (1 figure, 5 photographs), Published in Joint Force Quarterly, p87-94, Spring 1997. The original document contains color images.

This report describes the sampling design, sample selection, estimation procedures, and the missing data compensation procedures used for the 1996 Status of the Armed Forces Surveys (SAFS) Form D-Equal Opportunity; this survey is referred to as the 1996 Equal Opportunity Survey (FOS). This report provides statistical background information for the datasets and reports of the survey results. The population of inferential interest for the TOS consisted of the worldwide distribution of active-duty Army, Navy, Marine Corps, Air Force, and Coast Guard members (including Reservists on active duty) below the rank of admiral or general, with at least six months of active-duty service. Members of the National Guard and Reserves were in the population for the survey if they were in active-duty assignments (e.g., Active Guard and Reserve (AGR) and Navy Training and Administration of Reserve (TAR)) for at least 179 days. The main purposes of the survey were to provide survey data on types, frequency, and effects of racial/ethnic harassment and discrimination experienced by active-duty military; context, location, and circumstances under which the experiences occur; racial climate within the larger organizational climate; characteristics of the complaint process; and effectiveness of current policies/training designed to prevent, reduce, and eliminate racial/ethnic harassment and discrimination. The questionnaire for EOS was developed specifically for this survey effort. Data collection for the surveys was by mail. Survey development, administration, and datasets were reported by Edwards, Elig, and Riemer (1997).

In recent years, the Marine Corps has become a very racially, ethnically, religiously, and gender diverse organization, and demographic trends indicate that this diversity will become even more pronounced in the future. Such diversity can have a strong, positive influence on productivity. This thesis examines problems the Marine Corps has had in accepting diversity within its ranks, analyses the Marine Corps' plans for addressing diversity issues now and in the future, and evaluates several coalition building workshops for their applicability to the Marine Corps. A literature review on diversity issues such as power, privilege, social conditioning, and racism is combined with the results of a survey of Navy and Marine Corps officers who participated in a graduate-level seminar on managing diversity in the military and with workshop assessments to develop a plan for diversity training in the Marine Corps. This plan incorporates highly interactive exercises, role-playing scenarios, personal experience, enlightened lectures, and other forms of instruction consistent with Adult Learning Theory to offer the Marine Corps a better chance of creating a cultural change around diversity issues. This training program should be facilitated by highly trained and dedicated instructors and it should be taught at career-level schools where small groups of racially, ethically, and gender diverse students can learn in a peer environment. This program must be given the same degree of attention as other important factors affecting readiness.

Tensions between society and the uniformed leaders of the military have produced disastrous results for some democracies. If the peaceful nature of American civil-military relations is to continue through the twenty-first century, a certain level of understanding and shared views need to exist between the military's senior leaders and society. This thesis explores whether senior leaders of the naval service are becoming isolated from society; and, if so, the implications this divide may have on civil-military relations. Three measures of civil- military interaction--racial/ethnic representation, military experience, and shared values--are used to assess the extent of isolation between the nation's naval leaders and society. These measures of interaction are examined with historical and projected statistics on racial/ethnic representation among naval officers, Congressional voting records on defense-related legislation, and interviews with a sample of retired flag and general officers. The results suggest growing isolation and tension between naval leaders and society.

This periodic progress report covers activities supported by Grant #N00014-95-1-0055, as modified, from December 1, through December 31, 1996. This Grant was due to expire on September 30, 1996. Amendment A00002 extended it through December 31, 1996. Amendment A00003 extended it through September 30, 1997. As only 12 budgeted line items will have activity, this report will be limited to those items in this report and in the future. (1) PROJECT DESCRIPTION: (a) Specific Aims: During this period, the National Marrow Donor program (NMDP) used grant funds to support activities directed toward the following goals. (1) Enhance an already effective system which rapidly identifies and tracks the availability of matched donors for patients requiring marrow transplants. (2) Increase the total number and racial diversity of NMDP's volunteer donor file and provide HLA-DR typing on as many donors as possible in an effort to reduce patient search time and costs. (3) Perform HLA typing of the donor/recipient samples stored in NMDP's research sample repository, and compare the detailed molecular typing results with patient outcome data to determine the correlation between post- transplant outcome and degree of HLA match.

Anthropometric distributions of consumer groups, such as the U.S. Army, are to a large extent determined by their demographic composition. In fact, demographic change constitutes a primary driver of anthropometric changes over time and thus is a significant cause of anthropometric data base obsolescence. This study examines demographic change in the Active duty Army since 1988, when the U.S. Army Anthropometric Survey (ANSUR) was completed. The anthropometric consequences of these demographic shifts are modeled using weighted parameter estimates for common summary statistics, such as means and percentiles, and these 1995 parameter estimates are compared to their 1988 counterparts. Comparisons of 1988 and 1995 statistics suggest that although relatively large increases in the representation of females and racial minorities have occurred since 1988, these differences do not significantly impact Army-wide parameter estimates, perhaps because the groups changing most have low frequencies at the start. It is concluded that the ANSUR statistics reported in NATICK/TR-89/044 continue to be valid for anthropometric sizing and design in 1996.

During this period, the National Marrow Donor Program(R) (NMDP) used grant funds to support activities directed toward the following goals. (1) Enhance an already effective system which rapidly identifies and tracks the availability of matched donors for patients requiring marrow transplants. (2) Increase the total number and racial diversity of NMDP's volunteer donor file and provide HLA-DR typing on as many donors as possible in an effort to reduce patient search time and costs. (3) Perform HLA typing of the donor/recipient samples stored in NMDP's research sample repository, and compare the detailed molecular typing results with patient outcome data to determine the correlation between post- transplant outcome and degree of HLA match.

During this period, the National Marrow Donor Program(R) (NMDP) used grant funds to support activities directed toward the following goals. (1) Enhance an already effective system which rapidly identifies and tracks the availability of matched donors for patients requiring marrow transplants. (2) Increase the total number and racial diversity of NMDP's volunteer donor file and provide HLA-DR typing on as many donors as possible in an effort to reduce patient search time and costs. (3) Perform HLA typing of the donor/recipient samples stored in NMDP's research sample repository, and compare the detailed molecular typing results with patient outcome data to determine the correlation between post- transplant outcome and degree of HLA match.

Racial, ethnic, and gender issues within America's work places still exist today and look to be more prominent early into the next century. Corporate America is attempting to address, in a new way, these issues in light of a growing minority and women representation in the U.S. work force. This new approach is called diversity management. America's Army is not immune to many of the same minority and women issues facing Corporate America. Accordingly, the new diversity initiatives merit the Army's serious attention and consideration for possible new Army leadership strategies for ensuring and enhancing an equal opportunity-based organization. An examination of the implications of diversity management for the U.S. Army will assist Army equal opportunity proponents and senior leadership in moving the organization to perhaps a more color-blind and gender neutral one.

The ability and opportunity for black leaders to succeed in the military has been influenced by education, occupation, singularity, mentorship and competition. As a result, many contributions of Black Strategic Leaders have gone practically unnoticed. A review of the contributions of Black Strategic Leaders using historical examples, in conjunction with the competencies of strategic leadership will show that Blacks have made significant contributions. Additionally, the data and the impact of the influences will reveal that race was the primary factor which prevented the presence and recognition of Black Strategic Leaders. To overcome the issues of race and recognition in the military system, Blacks must: use and be mentors, understand the environment of competition, assimilate into the larger society sooner, and make occupational choices conducive to becoming Black Strategic Leaders.

The National Guard Bureau designed the project 'Robust Test' to assess the readiness impact over time of differing levels of full-time training support personnel and increments of additional training assemblies in eight combat companies. The U.S. Army Research institute for the Behavioral and Social Sciences helped by assessing the impact of these differing levels of resources on leadership, motivation, and unit cohesion. Data showed soldier-reported levels of motivation, cohesion, and leadership in the Guard companies were high but within the ranges of Active Component units. The leadership and squad teamwork in each company correlated strongly with company overall readiness. The fully resourced companies reported the highest or among the highest levels of motivation, cohesion, leadership, and climate.

CONTENTS: Executive Summaries; Modeling Presentations at National Conventions; Statistical Validation of a Communications Network Simulation; A Data Analysis of Success in OCS, The Use of ASVAB Waivers, and Race; Non-Monotonicity, Chaos and Combat Models; Final Cost Estimates for Research & Development Programs Conditioned on Realized Costs; About Our Authors.

TeleSonic's Breast Health Information Project is an experimental research effort designed to compare preferences for an automated multimedia telecommunications system with a telephone information line supported by a live counselor. This research will determine if automated voice information systems offer an effective way to communicate breast health information to underserved populations. The Phase One Test was conducted in the Baltimore, Maryland metropolitan area during the Fall of 1995. It examined racial and income preferences for an automated versus live counselor telephone information system across four stratified census areas, targeted by race (African American and white) and income (low to moderate and middle to upper). These groups were divided in halves, each half received information about a live counselor system or an automated information system. Postcards were mailed to predetermined households. Using Chi.square and a probability level of <.05, caller volume and activity were assessed to identify preferences by race and income level. Overall callers showed a statistically significant preference for using the automated telephone information system compared to the live counselor telephone system. No statistically significant differences in caller preference were demonstrated between racial groupings. Statistically significant differences were observed in caller preference between income groupings.

A significant reduction in the size of the United States military services began in the late 198Os and picked up speed with the end of the cold war. The Air Force enlisted only about half the number of persons in 1993 as it did in 1986. Nevertheless, it remains one of the country's major employers, providing training, education, and career opportunities for a wide range of America's youth, including persons who may have limited employment prospects elsewhere. As the force gets smaller and the demographic makeup of the country changes, senior leaders want to ensure that the Air Force continue to provide opportunities to a 'cross section of America.' Recruiting the right people is the mechanism that will make this happen. This paper explores several of the issues personnel policy makers need to consider in order to 'recruit people to effectively lead and mentor a more diverse future Air Force.' It is structured with recruiting's three major purposes in mind: (1) Increase the pool of job applicants at minimum cost. (2) Increase the success rate of the selection process by reducing the number of applicants who are either poorly qualified or have the wrong skills. (3) Meet the organization's legal and social obligations regarding the demographic composition of its workforce.

Differences in outdoor recreation behavior of ethnic groups has been the subject of research in the United States for more than 30 years. This report reviews the social science literature describing ethnic and racial differences in recreation and leisure behavior and summarizes the national policy context for that research. Major sections of the review included demographic trends in the ethnic and racial composition of the United States; national ethnic policy as reflected in the statutes and regulations of the United States, including two recent executive orders that are especially relevant to ethnicity, race, and outdoor recreation; a review of current research programs on ethnicity and recreation in the major Federal recreation resource management agencies; overview of major research issues in studies of ethnicity and recreation and recent applications of recreation ethnicity research to policy and program development, planning, and operations in Federal and State resource management agencies.

This is the 21st annual Department of Defense report on social representation in the U.S. Military Services. The ensuing eight chapters and technical appendices provide data and commentary on demographic, educational, aptitude, and socioeconomic characteristics of applicants, new recruits, and enlisted and officer members of the Active and Reserve Components. This report covers fiscal year (FY) 1994, October 1, 1993 to September 30, 1994. The FY 1994 end-strength of the Active Component was 1.58 million and the Selected Reserve (comprising the Army National Guard, Army Reserve, Naval Reserve, Marine Corps Reserve, Air National Guard, and Air Force Reserve) totaled 984,000. Today's force is much smaller than in the early volunteer force years, and even reduced in comparison to the size in the late 1980s; planned downsizing of the military is nearly complete. To sustain even this reduced strength, in FY 1994 just over 176,000 new non-prior service (NPS) recruits were enlisted and almost 16,000 newly commissioned officers reported for active duty. Furthermore, nearly 56,000 without and more than 98,000 with prior service experience were enlisted in the Selected Reserves. Close to 15,000 officers entered the National Guard or Reserves this past fiscal year as well. The salient characteristics of these personnel are described in this summary.

The Muslim Secessionist Movement in Southern Philippines was for a time the most serious threat to the stability of the country. It started in the late 1960s with the formation of the Muslim Independence Movement. In the 197Os, the Moro National Liberation Front emerged as the lead secessionist organization. It waged a furious war against central authority. The objective of the MNLF is to establish a separate state comprising the islands of Mindanao, Basilan, Sulu, Tawi-Tawi and Palawan. The hostilities reached its peat in the mid 70s when the MNLF received support from Libya and Sabah. Peace negotiations between the government and the MNLF resulted in the signing of the Tripoli Agreement in 1976. A divergent interpretation of the autonomy issue caused a breakdown in negotiations and a resumption of hostilities. Negotiations conducted during President Aquino's incumbency did not resolve the problem. The secessionist issue continues to be a daunting problem of the government in the 199Os. The government of President Ramos renewed peace negotiations with the MNLF. Spearheading the government reconciliation effort is the NUC. This thesis will examine the issues and prospects of the Secessionist Movement in light of the developments in the country and in the international scene. (AN)

This thesis addresses the reasons why Black officers joined the Marine Corps, their attitudes toward continued service, and their general feelings about population diversity in the military. Focused interviews were conducted with 15 Black Marine officers. All interviews were taped and then transcribed. Analysis of the transcripts revealed 15 general themes. These themes covered many topics, including the people who most influenced an officer's decision to join the Marine Corps, the role of recruiters, perceptions of inequitable treatment, and concerns about achieving minority representation in the officer ranks. A major finding drawn from the themes is that the Marine Corps must continue to strive for a deeper understanding of the problems and issues confronting minority officers. In the end, the key to success in minority officer recruitment lies in the thoughts and perspectives of current, as well as, future minority officers. The thesis concludes with a collection of potential survey items drawn from the themes and recommended courses of action that may help the sea Services pursue their goal of population diversity.

A comprehensive assessment of Quality of Life (QOL) in the Marine Corps, using a life domain framework, in which were included the domains of residence, neighborhood, leisure and recreation, health, friends and friendships, marriage/intimate relationship, relations with children, relations with other relatives, income/standard of living, job, and self, was conducted in 1993. This report focuses on data for Camp Pendleton only. Global quality of life was shown to have significant effects on organizational outcomes. Junior enlisted personnel were more negative on all measures of global QOL. Detailed discussions of each life domain are included.

The purpose of this thesis is to address the question: "What accounts for Khmer Rouge viability?" One approach, which will be used in this thesis, is to analyze the Khmer Rouge through their 'self definitions' -- located in their myths, rituals, and symbols -- to better understand how they perceive themselves, their cause, and their future and how those perceptions can be used to defeat adversaries. This study focuses on insurgent activity as a battle of ideas using the Khmer Rouge as a case study To analyze the application of this plane to insurgent viability, this study looked to the 'symbolic dimension,' a medium of political exchange that defines reality through symbolic means, To provide linkage between symbols and viability, the symbolic actions of the Khmer Rouge are applied to five elements of insurgent viability: legitimacy, popular support, organization, external support, and defeating adversarial response. All five elements are covered from the origins of the insurgency in the 195Os, through their victory in 1975 and demise in 1979, concluding with their actions today. This thesis demonstrates that the Khmer Rouge insurgency relies on symbolic activity as one mean of viability. Using ethnic discrimination myths and nationalist rituals, the insurgents swept to power in a rural based movement. However, fanatical beliefs in myths of common blood ties and racial purity drove the regime to destruction. To resurrect the movement, the Khmer Rouge play on the weakness of the present government utilizing democratic symbols as well as former racist themes to replace the malevolent image of their governing years with an image of their perception as heirs to rulership.

The Navy Personnel Research and Development Center (NAVPERSRANDCEN) has been conducting research on Navy and Marine Corps women since 1975. The early studies tended to be comparative, responding to questions about how women's career behavior differed from or was similar to men's. As regulations and laws applying solely to women changed, new research issues arose, such as the integration of women into formerly all-male environments, the impact of women on the military mission, and sexual harassment. This document is the first bibliography of reports, journal articles, and book chapters that have been published by researchers at NAVPERSRANCEN on military women in the Department of the Navy. The publication dates range from May 1976 to December 1994. Approximately 50 reports and articles are abstracted and indexed by subject area so that readers can locate publications that address their interests.

The Navy Equal Opportunity/Sexual Harassment (NEOSH) Survey was developed in 1989 to monitor perceptions of disparate treatment and sexual harassment The 1993 NEOSH Survey was mailed to a stratified sample of 9,537 officer and enlisted personnel. Post-stratification weighting of responses by gender, paygrade, and racial/ethnic group was performed prior to data analysis. Comparisons were made between subgroups in the 1993 sample and across years. Frequency data were interpreted with the chi-square test for significance (p <.01). Rates of sexual harassment were significantly lower in 1993 than in 1991 for officer and enlisted women, and for enlisted men. All re-measured harassing behaviors displayed a downward trend except for actual or attempted sexual assault/rape. Sexual harassment perpetrated by supervisors showed a significant decline, but harassment of women officers by civilians increased. Although very few victims of sexual harassment filed a grievance, the percentage who confronted their harasser rose. Opinions of women and men concerning the commitment of the Navy and their local commands to combat sexual harassment were significantly more positive than in 1991. However, victims of sexual harassment expressed a significantly lower reenlistment intent than non-victims. It was recommended that: (1) training emphasize the responsibility of seniors in preventing the harassment of juniors; (2) civilian contractors be required to comply with Navy's sexual harassment policy; and (3) the Sexual Assault Victims Intervention program and new sexual assault reporting and tracking system be monitored to determine whether they are achieving their goals.

The "Equal Opportunity Perceptions" (EOP) portion of the Senior Leader Equal Opportunity Survey was examined for its psychometric properties. In a data set of 346 senior leaders from a variety of Services and DoD agencies, the following actions were taken: factor analyses were carried out to identify potential sub scales; scores on the tentative subscales were computed and corresponding internal consistency indices (Coefficient Alpha) were computed; correlational analyses were applied to discover convergent validity evidence for the scales; the Spearman-Brown prophecy formula was applied to the scales to estimate the number of items necessary to bring the internal consistency of the tentative sub scales to a sufficiently high and practical level of reliability. A set of additional EOP items was created to support the tentative scales. (These items were preliminarily tested through a reallocation task to determine their clarity and the tentative dimensions meaningfulness.) Recommendations were made for further research on the measurement of EOP, future use of the tentative scales, and future use of the data that emerge from the scales.

This thesis examines the effectiveness of the U.S. Navy's enlisted personnel development policies. Regression analysis is utilized to assess longitudinal data from the 1979, 1982, and 1985 Navy enlisted cohorts. The thesis evaluates the potential of these data to predict the performance of enlisted personnel. A major focus of the thesis is the differential impact of racial ethnic background on performance. Some light is shed on the Navy's equal opportunity programs with respect to their short- and long-term influence on advancement rates for different racial/ethnic groups in the three cohorts. The results of the empirical analysis support the conclusion that racial/ethnic minorities tend to promote to pay grades E-4, E-5, and E-6 more slowly than non-minorities. However, the magnitude of the difference decreases for more recent cohorts and for promotion to the more senior ranks. The data suggest that the Navy's equal opportunity programs may have played a role in improving promotion times for racial/ethnic minority members.

This thesis examines the effects of the defense drawdown (from 1988 through 1994) on the accession of racial/ethnic minorities into the military's officer corps. Analysis focuses on changes in minority representation by source of commission and occupational categories. In addition, the thesis looks at the relationship between graduation from a Historically Black College (HBC) and promotion to 0-4. Logistic models were used to evaluate an officer's probability of being promoted to 0-4, and ordinary least squares models were employed to evaluate length of time to promotion. The results indicate that the level of representation for some minority groups declined within specific areas; but, on the whole, minorities experienced an increase in representation during the drawdown period. Also, statistical analyses suggest that attendance at an HBC has no significant effect on time to promotion but, it is positively related with an increased probability of promotion to 0-4 during the period of study. Continued monitoring of minority representation is recommended. 14. SUBIECT TERMS: minority; defense drawdown; accessions; promotion; Historically Black Colleges; HBC.

War! My generation grew up in the Army hearing our Elders, the Veterans (the captains and the majors), tell about Vietnam and how war really was. We saw and lived through the after effects of Vietnam - the drugs and the racial problems, the draft army, then VOLAR (Volunteer Army) and poor popular support. For years my generation and our Elders worked to turn this around. We studied and trained hard. We redefined leadership and tactics. We worked training into an art, culminating our efforts with the combat training centers. We asked for and received the very best men and women America had to offer, and we turned them into soldiers. We read and studied the art of war and prepared for combat with the Russian Bear. We wondered how it would be, this phenomenon called war. And while we were as well prepared for it as any army that ever went to war, we had only our background in reading, our training, and the knowledge of our Elders to prepare us for the next clash of arms. Then, without warning, it came. The Persian Gulf War was not the conflict we expected, but it was an astounding validation of almost twenty years of training and preparation for war.

This report develops a training program for company commanders designed to improve their effectiveness in handling race-related problems, and to conduct a preliminary field tryout of the curriculum.