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Very true. </p>
<p>This incentive was apparently created to simply track “front runner” minorities and ensure that their career path selections are compatible with further promotion. What is the big deal? </p>
<p>First off we must examine why a minority O-6 has a substantially lesser chance, approximately 20%-25%, than his majority peer of being selected for flag rank. Why is there a “glass ceiling” and what can be done to correct it? In my opinion, it all boils down to only two possibilities. First, minority flag selectees are not as capable as their majority brethren. I cannot buy this. First off, to make O-6, one pretty much has to be a “water walker” from day one. Secondly, if this were truly the issue, there would be an effort to improve the quality of the raw material input. While the blog ‘pundits’ say it is actually decreasing, which I do not buy, I see no signs of an attempt to improve it. The second issue is that minorities have not had the opportunities since commissioning that has been afforded their majority peers. Analysis of the results of any and all selections boards should readily confirm this. Since the current directive addresses this possible inequity, I feel that unequal career paths may be the true issue.</p>
<p>How could this imbalance happen? First off, if there is truly the perception of a “glass ceiling”, perhaps minorities are not even requesting the career enhancing billets. As a general rule, the more career enhancing a billet, the greater the challenge and the more the sacrifice. Why, if there is no career enhancing reward, submit oneself to the ’pressure cooker’ at sea environment of a CarGru staff when one can have a cushy shore duty job?</p>
<p>Secondly , perhaps they are unable to ‘manipulate’ the system effectively and receive the mandatory assistance in order to ensure that they receive optimum assignments at each and every set of orders. This is where valued trusted advice comes into play. Each individual is ultimately responsible for his orders. He must interact and negotiate with the assignment detailer. How does he know that he is making the correct decision? In the Navy a very complex mentor/prot</p>