An Analysis of the Career Progression of First-Term Navy Enlisted Women

Abstract

In this thesis, I analyze both pre-accession and post-accession characteristics of enlisted personnel in the Navy and evaluate how these traits specifically affect the career progression of enlisted women. To measure career progression, I use attrition, reenlistment, and promotion as observable outcomes. Using longitudinal files of personnel data on Navy enlisted personnel from accession until 2013, or until they separated, I estimate multivariate regression models to examine any differences in outcome between women and men. I find that pre- and post-accession characteristics do not explain away the gender differences in first-term attrition and retention. However, pre- and post-accession characteristics help explain part of the gender differences in fast-track promotion. Overall, enlisted women are more likely to separate from the Navy before the conclusion of their first-term enlistment contract compared to enlisted men. However, among those who do not attrite, they are more likely to remain on active-duty at least three months past their initial four-year obligation. Finally, among the E4 personnel, enlisted women are less likely to promote to the rank of E5 in less than four years compared to enlisted men. These findings support further research on potential factors that might explain the gender gap in the Navy.