What We Did:
The objective of this evaluation was to determine the extent to which the DoD implemented the objectives, strategic actions, and initiatives from the Military Leadership Diversity Commission’s 2011 Final Report, “From Representation to Inclusion: Diversity Leadership for the 21st Century Military,” and the “Department of Defense Diversity and Inclusion Strategic Plan (2012 2017).”
What We Found:
We found that the DoD and the Services implemented 6 of the 18 recommendations identified in the 2011 MLDC report. We also found that the Office of the Under Secretary of Defense for Personnel and Readiness (OUSD[P&R]) and the Service level diversity and inclusion offices took some actions but did not fully implement the remaining 12 recommendations.
This occurred because the OUSD(P&R) and Service level diversity and inclusion offices did not oversee implementation of the recommendations. However, DoD policy does not require implementation oversight of the MLDC recommendations. Additionally, Office for Diversity, Equity, and Inclusion (ODEI) officials, aligned under the OUSD(P&R), stated that they have no programs or requirements to track this progress. As a result of a lack of defined policy, roles and responsibilities, and data collection, the DoD cannot determine what progress has been made and what still needs to be accomplished.
We also found that the DoD and the Services have not fully addressed the three goals identified in the 2012 2017 Diversity and Inclusion Strategic Plan. While we found that each of the Service level diversity and inclusion offices made changes to policies and practices, the three goals outlined in the strategic plan have not been fully addressed. This occurred because the DoD did not establish policies, programs, or data requirements or provide oversight for tracking the goals and did not hold the ODEI and the Service level diversity and inclusion offices accountable for implementing the three goals.
As a result of not fully addressing the Strategic Plan’s three goals, the DoD may not be meeting the intent of the Strategic Plan, which is to encourage commitment and incorporate diversity and inclusion initiatives unique to each Service.
What We Recommend:
We recommend that the Director of the OUSD(P&R) and the Directors of the diversity and inclusion offices for the Army, Navy, Marine Corps, Air Force, and National Guard Bureau take actions to fully implement the 12 recommendations not fully addressed from the 2011 MLDC report. Additionally, we recommend that the Director of the OUSD(P&R) establish a framework to track implementation of the MLDC recommendations.
We also recommend that the Director of the ODEI establish a framework to track the actions taken to implement the goals outlined in the Diversity and Inclusion Strategic Plan.