Military manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. In this regard, DOD's pursuit of a diversity management program is one means to broaden the potential pool of high-quality recruits and to retain those individuals who can best fill required roles at every level. DOD's definitions of diversity and equal opportunity have changed over time, as have its policies towards inclusion of various demographic groups in military service and occupational assignments. Under Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy, and to provide for organizing, disciplining, and regulating them. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. The gradual integration of different demographic groups into the military has continued since the 19 th century; however, in the past decade there have been rapid changes to laws and policies with regard to diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly and recognized their same-sex spouses as dependents , opened all combat assignments to women , and, as of June 30, 2016, changed policies that restricted transgender troops from serving. How Does DOD Define Diversity, Inclusion, and Equal Opportunity? Although the three terms are often used interchangeably, there are some key differences in how they are interpreted and applied. Table 2 shows a comparison of DOD's equal opportunity definitions for civilian employees and military servicemembers. Office of Diversity Management and Equal Opportunity (ODMEO)

The Office of Diversity Management and Equal Opportunity (ODMEO) is the DOD organization responsible for promoting diversity in the DOD workforce, and it is overseen by the Office of the Under Secretary of Defense for Personnel and Readiness. Is the Gender Mix in the Military Representative of the Nation? Military Diversity and Equal Opportunity Issues for Congress

In the past, Congress has used its constitutional authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. In recent years, Congress and the Administration have taken actions to build a more diverse and representative military workforce in parallel with efforts to diversify the federal civilian workforce. Proponents of expanding diversity initiatives contend that a more diverse force has the potential to be a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills have to be developed from a shrinking pool of eligible candidates. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the nation as a "broadly representative military force is more likely to uphold national values and to be loyal to the government—and country—that raised it." In this regard, some say, in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society. Those who advocate for continued focus on equal opportunity initiatives in the military contend that historically underrepresented or discriminated-against demographic groups are still at a disadvantage, particularly in their ability to ascend to the highest leadership positions. Proponents of equal opportunity protections argue that if the military is to remain competitive with private sector employers in recruiting a skilled workforce, DOD should offer the same level of rights and protections as civilian employers. Some are concerned about how diversity and equal-opportunity initiatives might be implemented and whether they could harm military effectiveness. Others contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Some express concerns that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness—particularly in elite combat units.
Under Article 1, Section 8 of the U.S. Constitution, Congress has the authority to raise and support armies; provide and maintain a navy; and provide for organizing, disciplining, and regulating them. Congress has used this authority to establish criteria and standards that must be met for individuals to be recruited into the military, to advance through promotion, and to be separated or retired from military service. Throughout the history of the armed services, Congress has established some of these criteria based on demographic characteristics such as race, sex, and sexual orientation. Actions by prior congresses and administrations to build a more diverse and representative military workforce have often paralleled efforts to diversify the federal civilian workforce.
Diversity, inclusion, and equal opportunity are three terms that are often used interchangeably; however, there are some differences in how they are interpreted and applied between the Department of Defense (DOD) and civilian organizations. DOD's definitions of diversity and equal opportunity have changed over time, as have its policies toward inclusion of various demographic groups. These changes have often paralleled social and legal change in the civilian sector. The gradual integration of previously excluded groups into the military has been ongoing since the 19th century. In the past few decades there have been rapid changes to certain laws and policies regarding diversity, inclusion, and equal opportunity in the Armed Forces. Since 2009, DOD policy changes and congressional actions have allowed individuals who are gay to serve openly with recognition for their same-sex spouses as dependents for the purpose of military benefits and opened all combat assignments to women. On June 30, 2016, DOD announced the end of restrictions on service for those transgender troops already openly serving. However, in August of 2017, President Donald J. Trump directed DOD to (1) continue to prohibit new transgender recruits, (2) review policies on existing transgender sevicemembers, and (3) restrict spending on surgical procedures related to gender transition.
Military manpower requirements derive from National Military Strategy and are determined by the military services based on the workload required to deliver essential capabilities. Some argue that to effectively deliver these capabilities a workforce with a range of backgrounds, skills and knowledge is required. In this regard, DOD's pursuit of diversity is one means to acquire those necessary capabilities by broadening the potential pool of high-quality recruits and ensuring equal opportunities for advancement and promotion for qualified individuals throughout a military career. DOD has used diversity and equal opportunity programs and policies to encourage the recruitment, retention, and promotion of a diverse force that is representative of the nation.
Those who support broader diversity and equal-opportunity initiatives in the military contend that a more diverse force is a better performing and more efficient force. They point out that the nature of modern warfare has been shifting, requiring a range of new skills and competencies, and that these skills may be found in a more diverse cross-section of American youth. Many believe that it has always been in the best interest of the military to recruit and retain a military force that is representative of the nation as a "broadly representative military force is more likely to uphold national values and to be loyal to the government—and country—that raised it." They contend that in order to reflect the nation it serves the military should strive for diversity that mirrors the shifting demographic composition of civil society.
Some argue that historically underrepresented demographic groups continue to be at a disadvantage within the military and that efforts should be intensified to ensure equal opportunity for individuals in those groups. Some also contend that if the military is to remain competitive with private-sector employers in recruiting a skilled workforce, DOD should offer the same equal-opportunity rights and protections that civilian employees have.
Some who oppose the expansion of diversity and equal-opportunity initiatives have concerns about how these initiatives might be implemented and how they might impact military readiness. Some believe that diversity initiatives could harm the military's merit-based system, leading to accessions and promotions that prioritize demographic targets ahead of performance criteria. Some contend that a military that is representative of the nation should also reflect the social and cultural norms of the nation. In this regard, they argue that the popular will for social change should be the driving factor for DOD policies. Others express concern that that the inclusion of some demographic groups is antithetical to military culture and could affect unit cohesion, morale, and readiness—particularly in elite combat units. In terms of equal opportunity and inclusion, some argue that the military has a unique mission that requires the exclusion of some individuals based on, for example, physical fitness level, education attainment, or social characteristics.