Women in the Navy TodayWomen in the Navy TodayComparison to Total ForceComparison to Total Force

Women Men Total

Officers 7,767 (14.7%) 45,131 52,988

Enlisted 43,382 (15.0%) 246,014 289,396

Total 51,149 (14.9%) 291,144 342,293

Includes FTS

As of Jan 09

0

10000

20000

30000

40000

50000

60000

70000

93 94 95 96 97 98 99 00 01 02 03 04 05 06 07 08

Fiscal Year

Inve

ntor

y

12.0%

12.5%

13.0%

13.5%

14.0%

14.5%

15.0%

% of T

otal Inventory

MEN WOMEN % of Total Inventory

Women in the Navy TodayWomen in the Navy Today Women as % of All OfficersWomen as % of All Officers

MenWomen

0%

20%

40%

60%

80%

100%

E1-E3 E4 E5 E6 E7-E9

Women in the Navy TodayWomen in the Navy Today Comparison to Total ForceComparison to Total Force by Rankby Rank

MenWomen

0%

10%20%

30%40%

50%60%

70%80%90%

100%

ENS LTJG LT LCDR CDR CAPT ADM

Enlisted

Officers

Women occupy much smaller percent of top Officer and Enlisted pay grades.

Women in the Navy TodayWomen in the Navy TodayPercentage of Officer Women vs. MenPercentage of Officer Women vs. Men

Includes FTS

As of JAN 08

0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%

Med

/Nurs

e

Surface

Aviat

ion

HR/IP

Inte

l/Cry

pto

LDO/CW

O

Supply

EDO/CEC

JAG

Spec W

ar

Spec O

psSubs

Women 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.

Grade

JAG Corps Inventory

Majority: 640 (84%)

Minority: 122 (16%)

Better than Navy?

(Navy %)

JAG Corps Inventory

Male: 540 (71%)

female: 222 (29%)

Better than Navy?

(Navy %)

O-8 0/2 = 0% No (4%) 0/2 = 0% No (5%)

*O-7 1/2 = 50% (Selectee) Yes (4%) 0/2 = 0% No (5%)

O-6 7/64 = 11% Yes (9%) 13/64 = 20% Yes (12%)

O-5 18/126 = 14% Same (15%) 31/126 = 25% Yes (13%)

O-4 36/188 = 19% No (21%) 58/188 = 31% Yes (13%)

O-1, O-2 & O-3 60 of 380 = 16% No (22%) 120/380 = 32% Yes (17%)

Minority Gender

Navy JAG Corps Officers - Current Status

*Includes O-6 acting as AJAG (CIVLAW)

Women in the Navy TodayWomen in the Navy TodayGrowth with URL Over TimeGrowth with URL Over Time

317 323 334

232 231 210

282

352

416

497

581

673

783 792838 829

242 256 273 288312 324

224

163183

217 222

125

10696

0

100

200

300

400

500

600

700

800

900

'98 '99 '00 '01 '02 '03 '04 '05 '06 '07

# o

f W

om

en

in

UR

L

Pilots Naval Flight Officers Surface Warfare

*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.

Officer Retention by CommunityOfficer Retention by CommunityFemale vs. Male OfficersFemale vs. Male Officers

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

Source: N104 Continuous Continuation Rate 3 to 12 YOS, 30SEP06

Women (1,401)

Men (17,436)

Women (1,131)

Men (4,965)

Women (4,294)

Men (10,920)

Unique to the Military?

• " … (t)he more high profile the position you hold, the less time and energy you typically have to devote to your personal life simply because of the tasks and responsibilities associated with that type of job. A senior tenured professor at a top business school once delivered a speech in which she stated, 'You can be a tenured Ivy League business school professor and have a husband and a dog, but you can't have kids. You can have a husband, a dog, and kids, but then you will most likely not be a tenured professor at a Top Ten business school.' In her opinion, attaining and maintaining a tenured professorship in an Ivy League MBA program requires so much time and energy that there is little left over for more than a dog and a husband."

Women in the Navy and U.S. WorkforceWomen in the Navy and U.S. WorkforceThe Opt-Out Revolution: Push and Pull FactorsThe Opt-Out Revolution: Push and Pull Factors

Sources: Center for Work-Life Policy (2005)

45%

32%

29%

24%

23%

9%

7%

3%

0% 10% 20% 30% 40% 50%

Children

Spouse

Career NotSatisfying

Eldercare

Felt Stalled inCareer

Health

Degree/Training

Change in Careers

Why do Women Leave? Push/Pull Factors:

Women in the Navy and U.S. WorkforceWomen in the Navy and U.S. WorkforceImpact on Society’s Primary CaregiversImpact on Society’s Primary Caregivers

9%

9%

3%

5%

9%

7%

37%

57%

67%

45%

50%

51%

0% 20% 40% 60% 80%

Help with Homework

Take Time Off for Child Sickness

Organize Activities for Children

Clean the House

Prepare Meals

Shop for Groceries

Women

Men

Primary Child Care and Household Responsibilities

High-Achieving Men and Women

Source: National Parenting Association

“40% of highly qualified women with spouses felt their husbands created more work around the house than they perform.”

-Hewlett, HBR 2005

Female Officer RetentionFemale Officer RetentionWhat is the Navy doing differently?What is the Navy doing differently?

Mobility & Family Support Service Specific Policies

Army • 21 days adoption leave• Co-Location = 50 miles or 1 hour driving• Operational Deferment = 6 months

• Combat exclusion precludes service in most operationally demanding MOS• Half of assignments after 03 are changes in officer MOS

USAF • 21 days adoption leave• Operational Deferment = 6 mo., request to 8

• Primarily land-based deployers• Support squadrons rotate schedules• No fixed tour or rotation lengths

USMC • 21 days adoption leave• Paternity Leave = 10 days• Operational Deferment = 6 months

• Combat exclusion precludes service in most operationally demanding MOS

USCG • 21 days adoption leave• Temporary Separation Program• Co-Location = 300 miles• Operational Deferment = 6 months

• Limited number of afloat billets at 18% (vs. Navy 40%).• After first operational tour, lateral transfer expected due to lack of afloat billet opportunities

Navy • 21 days adoption leave• Career Intermission (“Off-On Ramp”) Program• Telecommuting Program• Co-Location = 250 miles• Operational Deferment = 12 months

• New officer accessions required to enter URL communities with few exceptions• URL career path less flexible than other service career paths

Impact of Policy Changes on RetentionImpact of Policy Changes on RetentionSabbatical & Operational DefermentSabbatical & Operational Deferment

How would an “Off-On Ramp” or Sabbatical influence your desire to “Stay Navy?”

Enlisted Officer

Women Men Women Men

Motivate me to remain in the Navy 38 34 54 30

Have no impact on my motivation to remain in the Navy

53 57 42 65

Motivate me to leave the Navy 8 9 3 5

How does the Navy’s change in operational deferment policy from 4 to 12 months influence your desire to “Stay Navy?”

Enlisted Officer

Women Men Women Men

Motivates me to remain in the Navy 49 12 48 10

Has no impact on my motivation to remain in the Navy

49 76 50 80

Motivates me to leave the Navy 2 13 2 10