The Department of the Air Force (DAF) promulgates directives, memorandums of instructions, and other guidance embracing the importance of diversity. Indeed, DAF Senior Leadership is on record stating that diversity is a mission imperative. Yet, demographic data have been masked for most boards making decisions about career development and promotions. The DAF wanted to assess the efficacy of making demographic data visible to board members. The 2021 Central Professional Military Education Program (CPME) Boards provided an opportunity to test the effects of unmasking the data to board members. In addition, the DAF implemented two other diversity and inclusion-related changes for the 2021 CPME board: (1) board members underwent unconscious bias training, and (2) instructions to board members concerning consideration of race, ethnicity, and gender were modified. In this report, the authors present the results of analyses comparing the 2020 outcomes (before the changes in guidance) with the 2021 outcomes (after the changes). In conducting this research, the project team used a mixed-methods approach. Specifically, the team analyzed board inputs and selection outcomes for the 2020 CPME board (before the changes) and 2021 CPME board (after the changes) to assess the effects on the selection likelihood for minority versus nonminority members; conducted semistructured interviews with 2020 and 2021 board members to learn about their experiences and how they interpreted and applied the new instructions to illuminate the quantitative patterns in the data; and reviewed relevant literature to identify trends that might assist the DAF in implementing the proposed changes.
Although demographic data have been masked for most Air Force boards adjudicating career development and promotions, the 2021 Central Professional Military Education Program Boards provided an opportunity to test the effects of unmasking the data.
