Todays Women and Tomorrows Navy Organization Womens Leadership Symposium

1
Todays Women and Tomorrows Navy
OrganizationWomens Leadership Symposium

• LT Stephanie Miller, LT Hope Brill YNCS(SW) Dee
  Allen
• Office of Womens Policy (N134W)
• Chief of Naval Personnel and Deputy Chief of
  Naval Operations
• (Manpower, Personnel, Training Education)

2
Women in the Navy TodayComparison to Total Force
Includes FTS As of MAY 08
3
Women in the Navy Today Historical Growth Women
as of Total Force
Jan 05 marked the first time since 1987 that
female percentage decreased. However, it has
since increased to a record 15, mainly due to
Enlisted growth.
Includes FTS As of MAY 08
4
Women in the Navy Today Comparison to Total
Force by Rank
Enlisted
Officers
Women occupy much smaller percent of top Officer
and Enlisted pay grades.
5
Women in the Navy Today Women as of All
Officers

2002 began a period of decreasing percentage of
women officers. Possible causes GWOT/IA/OPTEMPO
increases Mlllennial Generation enters into the
Officer Corps with different attitudes towards
work priorities.
6
Women in the Navy TodayPercentage of Officer
Women vs. Men
46 of all Women Officers are in Health Care
Occupations (Medical, Dental, and Nursing).
While women are growing in URL communities, the
majority are junior officers.
Includes FTS As of MAY 08
7
Women in the Navy TodayGrowth with URL Over Time
Represents warfare qualified women only,
trainees not included
Women have continued to grow within the SWO
community at a higher rate than Pilots or NFOs.
However, they also have a lowest propensity to
retain at 11 vs 35 for female aviators.
8
Officer Retention by CommunityFemale vs. Male
Officers
Source N104 Continuous Continuation Rate 3 to 12
YOS, 30SEP06
9
Officer Retention by CommunityWomen vs. Men
Source N104 Continuous Continuation Rate 3 to 12
YOS, 30SEP06
10
Women in the Navy Today Officer Career Profile
Continuation Pattern
Expected Time Female 10.5 years Male 14.3
years
Female attrition highest during the 5-10 year
mark. Target opportunity to increase retention.
11
Women in the Navy Today Women as of Enlisted
Strength

Decrease in Female Enlisted strength due to
limiting accessions into traditional,
non-technical fields.
12
Women in the Navy TodayPercentage of Enlisted by
Rating Communities
Current goal is to increase women in technical
ratings by 2 annually. Increasing women in
these communities has a positive effect on racks
at sea in female berthing compartments, approx.
2200 of which are undermanned.
Includes FTS As of MAY08
13
Women in Non-Traditional RatingsImprovement from
2004-2008

• Tailoring accessions plans to recruit women into
  technical ratings beginning in FY05 has increased
  the total percentage of women in these ratings to
  54
• And decreased number of empty female racks at
  sea by approx. 700

Challenge Growing Senior Enlisted Women in WINTR
Ratings
14
Women in the Navy and U.S. WorkforceAnnual
Pregnancy Rates
Women in the Navy vs. National Birth Rate
Navy Pregnancy Rate LOWER than National Birth
Rate and Mirrors Trends
15
Women in the Navy and U.S. WorkforceRole of
Women in the War for Talent

• War for Talent
• Unemployment is down and labor markets are
  beginning to tighten
• Baby-bust generation is about to hit prime time
• Number of workers in 35 to 45 age group is
  shrinking
• Skilled immigrant worker levels are stable
• 75 of Fortune 500 companies report a chronic
  talent shortage
• Narrowing the Skill Gap
• Women are entering into the skilled labor market
  at increasing rates
• Women constitute 58 of college graduates
• Women earn 45 of all professional and graduate
  degrees
• Number of women with graduate professional
  degrees is projected to grow by 16 in the next
  decade vs. 1.3 for men
• 74 of off-ramped women want to return in some
  form to the workforce

Retaining Women is Critical to Winning the War
for Talent
Sources US Dept. of Education Statistics (2006)
and Hewlett (2005)
16
A Culture to Meet Changing Perspectives
Its not just a job. Its an adventure!
Accelerate your life!
Go with the Bold Ones!
Boomers
Generation X
Millennials
Cynical Shaped by divorce, recession, commercial
hype, morally suspicious social
leaders Independent/Pragmatic Take it upon
themselves to plan, analyze and make solid
decisions -always hedging Self-Reliant 57 Have
at one time started a self-run or home
business Diverse Social choices reflect
consumption pattern Media Consumption Selective
Optimistic Close relationships with parents and
extended families Interdependent Many joining
large institutions and government agencies in
search of team work and risk protection Service-O
riented Social enterprise and nonprofit work a
large employment focus Balanced 1 goal
life/work balance Sense of Urgency Want
responsibility quickly Media Consumption Multi-so
urce
Idealistic Champions of social causes seek to
change their world Individualistic Non-conformist
s 63 aspire to be different than other
people Self-Completing 61 feel they need to
know themselves better Acquisitive Often believe
the more they give away or let get away, the less
special they are Media Consumption Passive
55 of Navy
43 of Navy
2 of Navy
17
Women in the Navy and U.S. WorkforceImpact on
Societys Primary Caregivers
Primary Child Care and Household
Responsibilities High-Achieving Men and Women
40 of highly qualified women with spouses felt
their husbands created more work around the house
than they perform. -Hewlett, HBR 2005
Source National Parenting Association
18
Women in the Navy and U.S. WorkforceThe Opt-Out
Revolution Push and Pull Factors
Why do Women Leave? Push/Pull Factors
Sources Center for Work-Life Policy (2005)
19
Task Force Life/WorkMission, Vision, and Roadshow
TFLW Mission Vision Examine initiatives Navy
can influence through policy change Identify
efforts that require DoD/Congressional
engagement Solicit Fleet feedback for ideas and
recommendations
Education Opportunities Increased OPTEMPO Pater
nity Leave
Education Opportunities Thrift Savings Plan
Matching Shore Tour Opportunities
Extended Hours Childcare Arduous Training
Requirements Montgomery GI Bill Expansion
Extended Hours Childcare Improved Education
Opportunities for Children
20
Attracting and Retaining Women and
MillennialsTask Force Life/Work (TFLW) Efforts

• TOP 50 COMPANIES KNOW
• Parenting is a Priority
• Flexibility is the Key
• Demand for Balance

• WHAT WERE DOING 2007-2009
• 12 mo. Operational Deferment
• 21 days Adoption Leave
• 21 days Paternity Leave
• 75 funded IVF program
• Telework Instruction Support
• Compressed Work Schedules
• Menu of Retention Incentives
• GSA Detailing Predictability
• Career Intermission Program
• Social Enterprise Fellowships

Top 50 employers respond to the needs of a
changing workforce
21
Impact of Policy Changes on RetentionSabbatical
Operational Deferment

22
Partnership for ChangeAddressing Challenges with
Leadership Innovation
ACTIVE/RESERVE CROSSFLOW
TAILORED POLICIES
FLEXIBLE OPTIONS
MENTORING CULTURE
CULTURE CHANGE
POLICY
TRADITION
Continuing Ability to Attract and Retain
Competitive Talent While Meeting Operational
Commitments
23
Office of Womens Policy

• Points of Contact
• LT Stephanie Miller, 703-695-3373,
  stephanie.p.miller_at_navy.mil
• LT Hope Brill, 703-695-1414, elizabeth.brill_at_navy.
  mil
• YNCS(SW) Dee Allen, 703-695-1391,
  dee.allen_at_navy.mil

http//www.npc.navy.mil/AboutUs/BUPERS/WomensPolic
y/
24
Presentation Agenda

• Women in the Navy Today
• Total Force Statistics
• Officer Statistics
• Enlisted Statistics
• Women in the Navy and U.S. Workforce
• Growing Trends Generational Perspectives of Work
• Societys Primary Caregivers
• The Opt-Out Revolution and Workforce Impact
• Winning the War for Talent
• Proven Programs for Addressing the Trends
• Navys Role in Winning the War for Talent
• The Challenge to Women Realistic Expectations
• Task Force Life/Work (TFLW)
• What Weve Done, Where Were Going

25
Women in the Navy and U.S. WorkforceAnnual
Pregnancy Rates
Women in the Navy vs. National Birth Rate
Navy Pregnancy Rate LOWER than National Birth
Rate and Mirrors Trends
26
Distribution of Female EnlistedRed Indicates Sea
Intensive Ratings
Supply 10.6
Administrative 12.1
Medical Dental 14.5
Aviation 19.1
Combat Systems 4.5
Select Master Chiefs 1.0
Non-Rated 8.6
Construction 1.6
Engineering 8.1
Operations 15.4
Crypto/Intel 5.3
Includes FTS As of MAY 08
19
27
Female Officer RetentionWhat is the Navy doing
differently?
28
Navys Role in Winning the Talent WarPolicies
and Programs

• Need to retain women by non-financial incentives
• Off Ramp On Ramp Programs
• Sabbatical (new/existing family care or
  education)
• Geographic Stability Program
• Pregnancy Parenthood Policy
• Increase in post-natal operational deferment from
  4 to 12 months
• Increase in in-vitro fertilization support
  services
• New adoption non-chargeable leave program
• Formal and Informal Mentoring Program
• Work Support
• Flex Hours
• Compressed Work Schedules
• Telecommuting

29
Strategic LandscapeWomen in Naval Service - A
Talent Pool That Cannot Be Ignored

• In 2008, women comprised 18.1 of all
• commissioned Ensigns
• 28 of all ROTC freshman are female
• 21 of USNA Class of 2011 is female
• Moving toward 30 female officer corps

Percent of High-Achieving Professionals Childless
Between Ages 28-55
Sources National Parenting Association (2002)
and Officer Master File (2007/2008)
How do we stay competitive?
30
Women in the U.S. WorkforceU.S. Census Data 1983
vs. 2000
31
Source 2000 US Census
31
Strategic LandscapeWomen in Naval Service A
Talent Pool That Cannot Be Ignored
86
85
Percent of High-Achieving Professionals
ChildlessAges 28-55
79
Sources National Parenting Association (2002)
and Officer Master File (2007/2008)
39
37
37
33
25
Female Pilot
Female NFO
Female SWO
Male Pilot
Male NFO
Male SWO
Civilian Women
Civilian Men
To stay competitive, we must respond to this
reality
32
Accession Goal FY05 22.5 FY06 19.7 FY07
20.0 FY08 20.0 FY09 20.0 FY10
20.0 FY11 20.0
Women in the Navy TodayEnlisted Women at Sea
Model
Meeting the Challenge Enlisted Women Accessions
Goaling
29
33
Rigidity vs FlexibilityExample SWO Career Path
- 46 - - 42 - - 38 - - 34 - - 30 - -
26 - - 22 -
AGE
My Time!!
The URL career path needs to respect the needs of
the individual
34
Resources
Babcock, L. Laschever, S. (2003). Women dont
ask Negotiation and the gender divide.
Princeton University Press. Fels, Anna. (March
2004). Managing yourself Do women lack
ambition? Harvard Business Review. Hewlett,
S.A. Luce, C.B. (March 2005). Off-ramps and
on-ramps Keeping talented women on the road to
success. Harvard Business Review. Hewlett,
S.A. et. all. (March 2005). The hidden brain
drain Off-ramps and on-ramps in womens
careers. Harvard Business Review Research
Report. Marchese, M.C., Bassham, G. Ryan, J.
(2002). Work-family conflict A virtue ethics
analysis. Journal of Business Ethics. Vol. 40,
pp. 145-154. Netherlands Kluwer Academic
Publishers. National Birth Rate Statistics
National Center for Health Statistics. Center
for Disease Control. 2007. Officer and Enlisted
Master Files. Last data pull 08 March
2007. Polach, J. (2003). HRDs role in
work-life integration issues moving the
workforce to a change in mindset. Human
Resource Development International. Minneapolis
Taylor Francis Ltd. Uriell, Z. and Rosenfeld,
P. (2005) Pregnancy and Parenthood Survey.
NPRST. Web Target by way of Officer and Enlisted
Master Files. Last data pull 10 April 2007.