Posted on Sep 11, 2014
Lack of minority officers leading Army combat units? How do you respond to this article?
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WASHINGTON — Command of the Army's main combat units — its pipeline to top leadership — is virtually devoid of black officers, according to interviews, documents and data obtained by USA TODAY.
The lack of black officers who lead infantry, armor and field artillery battalions and brigades — there are no black colonels at the brigade level this year — threatens the Army's effectiveness, disconnects it from American society and deprives black officers of the principal route to top Army posts, according to officers and military sociologists. Fewer than 10 percent of the active-duty Army's officers are black compared with 18 percent of its enlisted men, according to the Army.
The problem is most acute in its main combat units: infantry, armor and artillery. In 2014, there was not a single black colonel among those 25 brigades, the Army's main fighting unit of about 4,000 soldiers. Brigades consist of three to four battalions of 800 to 1,000 soldiers led by lieutenant colonels. Just one of those 78 battalions is scheduled to be led by a black officer in 2015.
Leading combat units is an essential ticket to the Army's brass ring. Gen. Raymond Odierno, the Army's chief of staff, commanded artillery units; his predecessor, Gen. Martin Dempsey, led armored units, and is now the chairman of the Joint Chiefs of Staff.
"The issue exists. The leadership is aware of it," says Brig. Gen. Ronald Lewis, the Army's chief of public affairs. Lewis is a helicopter pilot who has commanded at the battalion and brigade levels and is African-American. "The leadership does have an action plan in place. And it's complicated."
Among the complications: expanding the pool of minority candidates qualified to be officers, and helping them choose the right military jobs they'll need to climb the ranks, Lewis says.
To be sure, there are black officers who have attained four stars. Gen. Lloyd Austin, an infantry officer, leads Central Command, arguably the military's most critical combatant command as it oversees military operations in the Middle East. Another four-star officer, Gen. Vincent Brooks, leads U.S. Army Pacific, and Gen. Dennis Via runs Army Materiel Command, its logistics operation.
The concern, however, is for Army's seed bed for four-star officers — the combat commands from which two-thirds of its generals are grown. They're unlikely to produce a diverse officer corps if candidates remain mostly white.
"It certainly is a problem for several reasons," says Col. Irving Smith, director of sociology at the U.S. Military Academy at West Point. Smith is also an African-American infantry officer who has served in Afghanistan. "First we are a public institution. And as a public institution we certainly have more of a responsibility to our nation than a private company to reflect it. In order to maintain their trust and confidence, the people of America need to know that the Army is not only effective but representative of them."
Black officers at the top ranks of the brass show young minority officers what they can achieve. Their presence also signals to allies in emerging democracies like Afghanistan that inclusive leadership is important. Diverse leadership, research shows, is better able to solve complex problems such as those the Army confronted in Iraq and Afghanistan, Smith said.
"It comes down to effectiveness," Smith said. "Diversity and equal opportunity are important, but most people don't point out that it makes the Army more effective."
The Problem
The Army's — and the Pentagon's — main ground fighting force remains the Army's infantry, armor and artillery units, although aviation and engineering units are also considered combat arms. Many of their names have become familiar to the American public after more than a decade of war: The 101st Airborne Division; the 82nd Airborne Division; the 10th Mountain Division.
They share a proud history of tough fights and multiple deployments to Iraq and Afghanistan. They also share a lack of black leaders. In all, eight of 10 of the Army's fighting divisions do not have a black battalion commander in their combat units.
(For now, they also lack women. The military plans to open combat roles to women in 2016.)
USA TODAY obtained the Army's list of battalion and brigade commanders. Several officers familiar with the personnel on them identified the black officers, which the Army refused to do. The paper considered officers in infantry, armor and field artillery — the three main combat-arms branches.
The results: In 2014, there is not a single black commander among its 25 brigades; there were three black commanders in its 80 battalion openings.
In 2015, there will be two black commanders of combat brigades; and one black commander among 78 battalions openings.
"It's command. If you don't command at the (lieutenant colonel) level, you're not going to command at (the colonel level)," says Army Col. Ron Clark, an African-American infantry officer who has commanded platoon, company, battalion and brigade level. "If you don't command at the (colonel) level, you're not going to be a general officer."
Capt. Grancis Santana, 33, knows about the long odds he faces as an artillery officer hoping to become a colonel.
He found few black officers in his specialty — about two of 20 when he was a lieutenant, and about three of 30 when he made captain.
"It's not a good feeling when you're one of the few," Santana said. "There was no discrimination; there are just not a lot of people like you."
A key reason is the paucity of black officers graduated by the U.S. Military Academy at West Point, its ROTC programs and Officer Candidate School.
For instance, the newly minted officer classes of 2012 and 2013 in combat arms remained mostly white, according to data released by the Army. Of the 238 West Point graduates commissioned to be infantry officers in 2012, 199 were white; seven were black. At Officer Candidate School, which accepts qualified enlisted soldiers and graduates with four-year degrees, 66 received commissions as infantry officers — 55 were white, none was black. The figures remained nearly unchanged for 2013.
The downsizing of the Army is having a disproportional effect on African-American officers. From the pool of officers screened, almost 10 percent of eligible black majors are being dismissed from the Army compared with 5.6 percent of eligible white majors, USA TODAY reported in early August. The Army is cutting 550 majors and about 1,000 captains as the Army seeks to reduce its force to 490,000 soldiers by the end of 2015.
The Causes
Two forces seem to reinforce the lack of black officers in combat command. For decades, young black men have tended to choose other fields, including logistics. With fewer role models and mentors in combat specialties, those fields have been seen as less welcoming to African-American officers.
Irving Smith remembers his parents being "heartbroken" that he chose infantry.
"African Americans have historically used the armed forces as a means of social mobility," says Smith, who joined the infantry, has risen to the rank of colonel and now is professor and director of sociology at the U.S. Military Academy at West Point. "That is certainly true for African Americans who have used the armed forces as a bridging opportunity (to new careers)."
Parents, pastors and coaches of young black men and women considering the Army often don't encourage them to join the combat specialties.
"Why would you go in the infantry?" Smith says of a common question. "Why would you want to run around in the woods and jump out of airplanes, things that have no connection to private businesses? Do transportation. Do logistics. That will provide you with transferable skills."
Developing marketable skills has been a key motivation for many African Americans, said David Segal, a military sociologist at the University of Maryland. That has often meant driving a truck, not a tank.
"There has been a trend among African Americans who do come into the military to gravitate to career fields that have transfer value — that pretty much excludes the combat arms," Segal said.
Clark, who now works at the Pentagon, wasn't encouraged initially to join the infantry. His father enlisted in 1964 and had an Army career in food service.
"He grew up in a small town in southern Louisiana in the middle of Jim Crow South," Clark says. "He was tired of having someone telling him where to sit on a bus, which water fountain to drink from and which bathroom he could use."
At age 11, the younger Clark remembers climbing on a tank when the family was stationed in Grafenwoehr, Germany. The U.S. invasion of Grenada in 1983 sealed the deal for him: He wanted to be infantryman.
"I wanted to be an Airborne Ranger in a tree," Clark says, "and my dad was not having it. He said, 'Nope, you are not going following my footsteps. I want you to go to college.'"
The compromise, after his father had him speak with an African-American brigade executive officer named Larry Ellis, was to enroll at West Point. Ellis went on to become a four-star general, and Clark graduated from the academy in 1988.
Clark and Irving remain exceptional cases.
The downsizing of the Army is having a disproportional effect on African-American officers. From the pool of officers screened, almost 10 percent of eligible black majors are being dismissed from the Army compared with 5.6 percent of eligible white majors, USA TODAY reported in early August. The Army is cutting 550 majors and about 1,000 captains as the Army seeks to reduce its force to 490,000 soldiers by the end of 2015.
The Army's Response
The problem has attracted attention at the Army's highest ranks. In March, Army Secretary John McHugh and Odierno, the chief of staff, issued a directive aimed at diversifying the leadership of its combat units.
USA TODAY obtained a copy of the memo, which notes that the Army historically has drawn the majority of its generals from combat fields, specifically "Infantry, Armor and Field Artillery." For at least two decades, however, young minority officers have selected those fields in the numbers necessary to produce enough generals.
"African Americans have the most limited preference in combat arms, followed by Hispanic and Asian Pacific officers," the memo states. While black officers make up 12 percent of Army officers in all competitive specialties, they make up just 7 percent of the Army's infantry, armor and artillery officers. For junior officers, that figure is lower, 6 percent.
Minority groups need a "critical mass" of about 15 percent to feel they have a voice, Smith says.
The Army's plan calls for enhanced recruiting and mentoring for minority officers, particularly in combat fields, tracking their progress and encouraging mentorship.
Mentors needn't be of the same race, Clark and Lewis say. Lewis noted that several of his closest mentors were white officers, including retired general Richard Cody, who retired as Army vice chief of staff. Cody advised him to spend time at the Army's National Training Center, in the California desert. It paid off, Lewis says.
"Everyone does not have to look like you," Lewis says. "You have to be able to receive mentorship, leadership. And you have to follow some of that. You may have to spend some time at a really hard place for a bit."
Byron Bagby, a retired African-American two-star artillery officer, applauds the Army for acknowledging the problem and taking steps to address it. He cautions progress will be slow. Bagby retired in 2011 from a top post with NATO in the Netherlands.
"We're not going to solve this tomorrow, or a year from now," Bagby says.
Smith has another suggestion for the Army. Ask an in-house expert: him.
The brass could also stop by his office for a chat, he says.
"I've never had anybody from the Department of the Army come to me. I'm a sociologist. I've studied these issues for six years."
The lack of black officers who lead infantry, armor and field artillery battalions and brigades — there are no black colonels at the brigade level this year — threatens the Army's effectiveness, disconnects it from American society and deprives black officers of the principal route to top Army posts, according to officers and military sociologists. Fewer than 10 percent of the active-duty Army's officers are black compared with 18 percent of its enlisted men, according to the Army.
The problem is most acute in its main combat units: infantry, armor and artillery. In 2014, there was not a single black colonel among those 25 brigades, the Army's main fighting unit of about 4,000 soldiers. Brigades consist of three to four battalions of 800 to 1,000 soldiers led by lieutenant colonels. Just one of those 78 battalions is scheduled to be led by a black officer in 2015.
Leading combat units is an essential ticket to the Army's brass ring. Gen. Raymond Odierno, the Army's chief of staff, commanded artillery units; his predecessor, Gen. Martin Dempsey, led armored units, and is now the chairman of the Joint Chiefs of Staff.
"The issue exists. The leadership is aware of it," says Brig. Gen. Ronald Lewis, the Army's chief of public affairs. Lewis is a helicopter pilot who has commanded at the battalion and brigade levels and is African-American. "The leadership does have an action plan in place. And it's complicated."
Among the complications: expanding the pool of minority candidates qualified to be officers, and helping them choose the right military jobs they'll need to climb the ranks, Lewis says.
To be sure, there are black officers who have attained four stars. Gen. Lloyd Austin, an infantry officer, leads Central Command, arguably the military's most critical combatant command as it oversees military operations in the Middle East. Another four-star officer, Gen. Vincent Brooks, leads U.S. Army Pacific, and Gen. Dennis Via runs Army Materiel Command, its logistics operation.
The concern, however, is for Army's seed bed for four-star officers — the combat commands from which two-thirds of its generals are grown. They're unlikely to produce a diverse officer corps if candidates remain mostly white.
"It certainly is a problem for several reasons," says Col. Irving Smith, director of sociology at the U.S. Military Academy at West Point. Smith is also an African-American infantry officer who has served in Afghanistan. "First we are a public institution. And as a public institution we certainly have more of a responsibility to our nation than a private company to reflect it. In order to maintain their trust and confidence, the people of America need to know that the Army is not only effective but representative of them."
Black officers at the top ranks of the brass show young minority officers what they can achieve. Their presence also signals to allies in emerging democracies like Afghanistan that inclusive leadership is important. Diverse leadership, research shows, is better able to solve complex problems such as those the Army confronted in Iraq and Afghanistan, Smith said.
"It comes down to effectiveness," Smith said. "Diversity and equal opportunity are important, but most people don't point out that it makes the Army more effective."
The Problem
The Army's — and the Pentagon's — main ground fighting force remains the Army's infantry, armor and artillery units, although aviation and engineering units are also considered combat arms. Many of their names have become familiar to the American public after more than a decade of war: The 101st Airborne Division; the 82nd Airborne Division; the 10th Mountain Division.
They share a proud history of tough fights and multiple deployments to Iraq and Afghanistan. They also share a lack of black leaders. In all, eight of 10 of the Army's fighting divisions do not have a black battalion commander in their combat units.
(For now, they also lack women. The military plans to open combat roles to women in 2016.)
USA TODAY obtained the Army's list of battalion and brigade commanders. Several officers familiar with the personnel on them identified the black officers, which the Army refused to do. The paper considered officers in infantry, armor and field artillery — the three main combat-arms branches.
The results: In 2014, there is not a single black commander among its 25 brigades; there were three black commanders in its 80 battalion openings.
In 2015, there will be two black commanders of combat brigades; and one black commander among 78 battalions openings.
"It's command. If you don't command at the (lieutenant colonel) level, you're not going to command at (the colonel level)," says Army Col. Ron Clark, an African-American infantry officer who has commanded platoon, company, battalion and brigade level. "If you don't command at the (colonel) level, you're not going to be a general officer."
Capt. Grancis Santana, 33, knows about the long odds he faces as an artillery officer hoping to become a colonel.
He found few black officers in his specialty — about two of 20 when he was a lieutenant, and about three of 30 when he made captain.
"It's not a good feeling when you're one of the few," Santana said. "There was no discrimination; there are just not a lot of people like you."
A key reason is the paucity of black officers graduated by the U.S. Military Academy at West Point, its ROTC programs and Officer Candidate School.
For instance, the newly minted officer classes of 2012 and 2013 in combat arms remained mostly white, according to data released by the Army. Of the 238 West Point graduates commissioned to be infantry officers in 2012, 199 were white; seven were black. At Officer Candidate School, which accepts qualified enlisted soldiers and graduates with four-year degrees, 66 received commissions as infantry officers — 55 were white, none was black. The figures remained nearly unchanged for 2013.
The downsizing of the Army is having a disproportional effect on African-American officers. From the pool of officers screened, almost 10 percent of eligible black majors are being dismissed from the Army compared with 5.6 percent of eligible white majors, USA TODAY reported in early August. The Army is cutting 550 majors and about 1,000 captains as the Army seeks to reduce its force to 490,000 soldiers by the end of 2015.
The Causes
Two forces seem to reinforce the lack of black officers in combat command. For decades, young black men have tended to choose other fields, including logistics. With fewer role models and mentors in combat specialties, those fields have been seen as less welcoming to African-American officers.
Irving Smith remembers his parents being "heartbroken" that he chose infantry.
"African Americans have historically used the armed forces as a means of social mobility," says Smith, who joined the infantry, has risen to the rank of colonel and now is professor and director of sociology at the U.S. Military Academy at West Point. "That is certainly true for African Americans who have used the armed forces as a bridging opportunity (to new careers)."
Parents, pastors and coaches of young black men and women considering the Army often don't encourage them to join the combat specialties.
"Why would you go in the infantry?" Smith says of a common question. "Why would you want to run around in the woods and jump out of airplanes, things that have no connection to private businesses? Do transportation. Do logistics. That will provide you with transferable skills."
Developing marketable skills has been a key motivation for many African Americans, said David Segal, a military sociologist at the University of Maryland. That has often meant driving a truck, not a tank.
"There has been a trend among African Americans who do come into the military to gravitate to career fields that have transfer value — that pretty much excludes the combat arms," Segal said.
Clark, who now works at the Pentagon, wasn't encouraged initially to join the infantry. His father enlisted in 1964 and had an Army career in food service.
"He grew up in a small town in southern Louisiana in the middle of Jim Crow South," Clark says. "He was tired of having someone telling him where to sit on a bus, which water fountain to drink from and which bathroom he could use."
At age 11, the younger Clark remembers climbing on a tank when the family was stationed in Grafenwoehr, Germany. The U.S. invasion of Grenada in 1983 sealed the deal for him: He wanted to be infantryman.
"I wanted to be an Airborne Ranger in a tree," Clark says, "and my dad was not having it. He said, 'Nope, you are not going following my footsteps. I want you to go to college.'"
The compromise, after his father had him speak with an African-American brigade executive officer named Larry Ellis, was to enroll at West Point. Ellis went on to become a four-star general, and Clark graduated from the academy in 1988.
Clark and Irving remain exceptional cases.
The downsizing of the Army is having a disproportional effect on African-American officers. From the pool of officers screened, almost 10 percent of eligible black majors are being dismissed from the Army compared with 5.6 percent of eligible white majors, USA TODAY reported in early August. The Army is cutting 550 majors and about 1,000 captains as the Army seeks to reduce its force to 490,000 soldiers by the end of 2015.
The Army's Response
The problem has attracted attention at the Army's highest ranks. In March, Army Secretary John McHugh and Odierno, the chief of staff, issued a directive aimed at diversifying the leadership of its combat units.
USA TODAY obtained a copy of the memo, which notes that the Army historically has drawn the majority of its generals from combat fields, specifically "Infantry, Armor and Field Artillery." For at least two decades, however, young minority officers have selected those fields in the numbers necessary to produce enough generals.
"African Americans have the most limited preference in combat arms, followed by Hispanic and Asian Pacific officers," the memo states. While black officers make up 12 percent of Army officers in all competitive specialties, they make up just 7 percent of the Army's infantry, armor and artillery officers. For junior officers, that figure is lower, 6 percent.
Minority groups need a "critical mass" of about 15 percent to feel they have a voice, Smith says.
The Army's plan calls for enhanced recruiting and mentoring for minority officers, particularly in combat fields, tracking their progress and encouraging mentorship.
Mentors needn't be of the same race, Clark and Lewis say. Lewis noted that several of his closest mentors were white officers, including retired general Richard Cody, who retired as Army vice chief of staff. Cody advised him to spend time at the Army's National Training Center, in the California desert. It paid off, Lewis says.
"Everyone does not have to look like you," Lewis says. "You have to be able to receive mentorship, leadership. And you have to follow some of that. You may have to spend some time at a really hard place for a bit."
Byron Bagby, a retired African-American two-star artillery officer, applauds the Army for acknowledging the problem and taking steps to address it. He cautions progress will be slow. Bagby retired in 2011 from a top post with NATO in the Netherlands.
"We're not going to solve this tomorrow, or a year from now," Bagby says.
Smith has another suggestion for the Army. Ask an in-house expert: him.
The brass could also stop by his office for a chat, he says.
"I've never had anybody from the Department of the Army come to me. I'm a sociologist. I've studied these issues for six years."
Officers
Diversity
Posted >1 y ago
Responses: 104
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Upon reading most of the comments in this thread, the word "choice" comes up quite a bit when in fact, many Officers did not have a choice. When I submitted by packet for OCS back in 2009, I was automatically branched by HRC. Prior service personnel did not have choice of branch back then.
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I noticed something, looking at an article on this issue yesterday: the primary distinction between officer and enlisted is a 4-year college degree. Only about 1% of the U.S. population is both African American and has a 4-year degree, yet 10% of Army officers are African American with, I'd bet in about every case, a 4-year degree. Based on that, I disagree with the basic premise that African Americans are underrepresented among officers.
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To be an officer one must have a college degree. I've read studies that states the percentage of minorities obtaining college degrees is low.
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SFC A.M. Drake - I think at a point and time there was a need for affirmative action, if anything to demonstrate capability. I have my ideas as to why and generally avoid overly generalized comments using the racism as a catch-all for every problem. But I would like to know why too. There may be good answers but would like to know what they may be.
And as far as affirmative action, the concept should always introduction and education. If a person wishes they can achieve what they want if they apply themselves (even with help/mentoring). David Robinson is a perfect example and there are others. So, I would like to know what you are asking and I do not think there is necessarily racial reasons but perhaps seeing if more and blacks would love certain career paths.
Let me know what you find out or even your take on this.
Larry
And as far as affirmative action, the concept should always introduction and education. If a person wishes they can achieve what they want if they apply themselves (even with help/mentoring). David Robinson is a perfect example and there are others. So, I would like to know what you are asking and I do not think there is necessarily racial reasons but perhaps seeing if more and blacks would love certain career paths.
Let me know what you find out or even your take on this.
Larry
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SFC A.M. Drake
Larry, I don't believe this is an issue about affirmative action as stated earlier by others it's a choice or selection to get into a branch, I would like to see the breakdown of all the officers branch to see, I would assume that if we would look at logistics or transportation then we would find an enormous about of AA's there, Now would that be construed as overly much? an argument can be made from that, especially if other races would say "I can't get into this Transportation slot because there are too many AA's there....I hope I made my point if not I'll clarify better
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Cpl Robert Masi
To be honest, it sounds to me like you've made up an imaginary percentage in your head, that is acceptable to you. Otherwise you wouldn't think twice about skin color and ethnicity.
Now your imaginary percentage that makes this whole conversation, because it doesn't exist, you are making people aware?
What if people don't want to be apart of your imaged percentage? Sounds to me that this is showing how the real world doesn't care about your perception on the matter.
Would you set a quota anyway, to force them into your imagined world of acceptability?
.....all due respect
Now your imaginary percentage that makes this whole conversation, because it doesn't exist, you are making people aware?
What if people don't want to be apart of your imaged percentage? Sounds to me that this is showing how the real world doesn't care about your perception on the matter.
Would you set a quota anyway, to force them into your imagined world of acceptability?
.....all due respect
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Personally, I think the officers that came up with this have just self identified for RIFing because if they have time to think up this kind of stuff they aren't focused on their assigned duties.
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SSgt (Join to see)
SSG Kevin McCulley - One of my supervisors while I was still in Survival Equipment/Parachutes was a black MSgt and he was a great leader. This was in 1974/75ish and so we all know what times those were. Little Rock Hall is a good example. But using this subject to gain an unfair and unmerited advancement is as wrong as it can get. We all struggle to achieve and so we help each other and compete as equals. The ball is in our court. Thanks Kevin.
Larry
Larry
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Suspended Profile
I don't think it is necessarily just black officer. The idea of the US military is to have a melting pot of races and ethnicities. Furthermore, it's not just the Army that is lacking in this area, it is all branches. I believe all branches are looking to put people in those other races in to leadership positions (hence the race boxes on the applications), however, if they are eligible they need to apply.
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Sargent Drake from my perspective I feel there are a number of factors that may be culpable in creating this disproportion. There are socioeconomic factors in considering the cost of education, legacy factors within the branches of the Army, and retention/career counselling issues with mentoring black officers. However as the Army can only take corrective actions in its efforts in retention/career counselling I do not expect to see these numbers improve anytime soon. As there is a big rift in progress the Army is looking for ways to get more people out at lower pay-grades with less time. However hopefully the next time the Army ramps up it will do a better job in regards to its diversity.
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I can't say how offensive this article is. I have Commanders of every race creed and most religions. Some were good, a few great, and few , well let say they are no longer in the service. That said skin color had nothing to do with it. So why did the article show the disparity in being non black and trying to get into logistics or signal?
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This is untrue. As for enlisted ranks, whites are not even the majority, and black officers may make up a small portion of a select few occupational specialties, but the officer ranks as a whole are quite diverse. This is a one sided, propaganda driven article.
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LTC Joseph Gross
I don't know what you think is untrue about this article. I see no factual errors at all. How do you get that whites are not a majority in service?
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SFC A.M. Drake
I was asking you about what do you consider to be lacking of quality in our officers?
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