Strategic Black Officer Capital Investment: Increasing Competitiveness for General Officer

摘要

This analysis seeks to explain why has the number of African American officers becoming general officers has stagnated around seven to eight percent. As the minority population of the U. S. increases, the senior leaders of the U.S. Army should be reflective of its population. A comprehensive human capital strategy encompassing diversity is essential to balancing key leader demographics. By increasing the African American talent pool at the point of accessions and managing an officer's career for 25 years, the Army can achieve greater numbers of top level minority officers. This research paper will examine successful programs focused on underrepresented populations which enabled the Army to recruit and subsequently access more talented, college- bound African Americans. My research will also assess which elements significantly influence minority candidate's decision to serve, where to serve (which Army branch), and how the Army can shape these decisions. The Army must strategically attract, educate and mentor blacks through a holistic human capital management program to: reach a swath of untapped African Americans, develop and manage talent, enhance strategic diversity and ultimately increase the number of senior black officers capable of serving as general officers (GOs).