About the Book

This book is an exploration of gender inequality in the United States’ Department of Defense (DoD) civilian sector. The US federal government, including DoD, is a workplace that has long been inhospitable to women because of gender inequality and discrimination. Female leadership is underrepresented in the executive ranks that have a direct effect on the policies, skills, and perspectives of the United States (FP Analytics 2019; Stamarski and Hing 2015). The DoD has been recruiting, hiring, developing, retaining, engaging, and motivating people from diverse backgrounds to create a results-oriented, diverse, and high-performing workforce for many years (Office of Personnel Management 2020c). The Office of Personnel Management (OPM) believes that organizational performance will improve and create better customer value if they include people from diverse backgrounds (OPM 2020c). Unfortunately, this diversity has failed to reach the higher ranks, and there is a lack of female senior executive service (SES) and supervisory-level general service (GS-13 to GS-15) leaders (Nelson 2016).  This book aims to find possible reasons for this inequality and propose recommendations to increase diversity in the culture and create a more equal workforce.