https://redstate.com/streiff/2022/09/18/unexpectedly-the-usaf-finds-itself-with-a-critical-shortage-of-pilots-while-it-says-it-has-too-many-white-officers-n629231
Unexpectedly, the USAF Finds Itself With a Critical Shortage of Pilots While It Says It Has Too Many White Officers
The authors go on to propose a solution. The USAF should create a major incentive program that would keep those majors and lieutenant colonels in the Air Force and available for flight duty if needed.
I think the authors aren’t looking at the real problem. If a lack of incentives were the problem, the officers they are trying to retain would never have made it to this point in their Air Force career. The problem is that mid-career aviators have been told that they aren’t wanted. By told, I don’t mean it has been hinted at; I mean they have seen it in writing from the three-star general who runs Air Force recruiting. This is from Major General Ed Thoma, USAF recruiting poohbah, in October 2020
https://www.yahoo.com/video/86-of-air-force-pilots-are-white-men-heres-why-this-needs-to-change-155046366.html
We simply can no longer afford for significant segments of our society to be underrepresented in our U.S. Air Force or our newest branch, the U.S. Space Force.
To be clear, the Air and Space Forces are not setting quotas based on race or gender. We will, however, focus intensely and concentrate our efforts in traditionally underserved communities. It wouldn’t be legal or productive to hold recruiters accountable for bringing in a certain number of recruits from various demographic groups. But if we see that we’re not hitting recruiting targets that mirror the qualified population in those categories, we will adjust to concentrate on areas where we can get a more representative balance in our applicant pool. To use a fishing analogy, recruiters must not only cast a wide net but ensure we are spending time in the right fishing holes.
And by measuring those targets, we’ll employ the old management axiom that what gets measured gets done. And we’ll get it done.
While we are meeting or exceeding nearly all demographic targets in our enlisted ranks, inside our cockpits is where we have the greatest disparities and opportunities for improvement. In all, 86 percent of our aviators are white males. Less than 3 percent of our fighter pilots are females. This is why we established a detachment within Air Force recruiting two years ago charged with improving diversity for those who wear flight suits. The mission of Detachment 1 is to bring a singular focus to recruiting qualified women and minorities who have not always felt they belonged.
The USAF has responded to the challenge by eliminating prior flight training as a “plus” on pilot selection. They found that such training favored applicants who could afford private flight lessons. It has also announced that it intends to reduce the number of white officers from 80% to 67.5%.
Compounding the outright racism and bigotry involved in these “goals,” the Department of Defense’s new Diversity, Inclusion, and Equity oberführer, Kelisa Wing, is, to be charitable, a pathological and virulent racist, tweeting out such nuggets of wisdom as
Suppose you are a mid-career officer and pondering your professional future. On one hand, you are looking at a higher salary and a more stable domestic environment for your family, along with a lot less risk. But, on the other hand, your employer is sending clear signals that your contribution and actual presence is not valued but detrimental to organizational goals, and they bring in a blatant racist to oversee the race-based policies that will determine your future. What do you do? Hang around and wait for the axe to fall, see your career stall, or leave? I know what I’d do.
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