About D&I in AETC

Air Education and Training Command leaders are diligently working to remove barriers, promote mutual respect, and encourage tough conversations in safe spaces.

The First Command is leading efforts to strengthen diversity through deliberate actions to raise awareness about opportunities; developing partnerships with underrepresented groups; removing barriers to serve and providing mentorship to our current force.

 Air Force Instruction (AFI) 36-7001, Diversity & Inclusion, broadly defines diversity as “a composite of individual characteristics, experiences, and abilities consistent with the Air Force Core Values and the Air Force Mission. Air Force diversity includes, but is not limited to: personal life experiences, geographic and socioeconomic backgrounds, cultural knowledge, educational background, work experience, language abilities, physical abilities, philosophical and spiritual perspectives, age, race, ethnicity, and gender.” The Air Force increases its warfighting capabilities and lethality by attracting talent from a diverse body of applicants and leveraging their unique characteristics, experiences, and abilities.

 

Learn more about the U.S. Air Force Rated Diversity Improvement Strategy here. 

 

Diversity and Inclusion Videos

Video by Andriy Agashchuk, Marcelo Joniaux, Tech. Sgt. Tenelle Marshall
Real Talk: Race and Diversity in the Air Force - June 17, 2021
502nd Air Base Wing Public Affairs
June 17, 2021 | 48:52
Lt. Gen. Brad Webb, commander of Air Education and Training Command, hosts the seventh episode of Real Talk: Race and Diversity in the Air Force, June 17th, 2021. Joining Lt. Gen. Webb for this episode will be: Brig. Gen. Brenda Cartier, Incoming AETC Director of Operations.
More

Air Force marks ongoing commitment to rated diversity with newly released strategy

Graphic of RDI Goals

Rated Diversity Improvement Strategy is the Air Force’s flight plan to strengthen diversity within rated career fields through three overarching goals: Attract and recruit the best talent from diverse backgrounds to cultivate a high performing and innovative Air Force reflective of the best of our nation. Develop and retain the Air Force’s best rated aircrew by harnessing diversity as a force-multiplier and fostering a culture of inclusion. Optimize diversity advancement efforts by leveraging data driven approaches.

WASHINGTON (AFNS)-- Air Force leaders officially released the service’s Rated Diversity Improvement Strategy March 17, marking the force’s ongoing commitment to attract, recruit, develop and retain a diverse rated corps.

Acting Secretary of the Air Force John P. Roth, Air Force Chief of Staff Gen. Charles Q. Brown, Jr. and Chief Master Sergeant of the Air Force Joanne S. Bass signed the newly released RDI Strategy, co-sponsored by Air Education and Training Command’s Rated Diversity Improvement team headquartered at Joint Base San Antonio-Randolph, Texas.

The RDI Strategy is the Air Force’s flight plan to strengthen diversity within rated career fields through three overarching goals:

• Attract and recruit the best talent from diverse backgrounds to cultivate a high performing and innovative Air Force reflective of the best of our nation.
• Develop and retain the Air Force’s best-rated aircrew by harnessing diversity as a force-multiplier and fostering a culture of inclusion.
• Optimize diversity advancement efforts by leveraging data driven approaches.

Rated Air Force career fields consist of pilots (manned and unmanned aircraft), air battle managers and combat systems officers.

“Our aviation community remains one of the very least diverse in our Air Force,” Brown said. “In order to change this, we need to do a better job of providing young people from diverse backgrounds an exposure to aviation career fields much earlier. I’ve always believed young people only aspire to be what they can see.”

The RDI Strategy is a collaborative effort with the Total Force recruiting enterprise, aerial demonstration teams, affinity groups and other community organizations to increase awareness and cultivate engagement among qualified Airmen and youth, with a focus on those of underrepresented groups – the outcome being an agile and diverse workforce that approaches challenges from varying perspectives.

“The RDI Strategy is part of the Air Force’s broader initiative to improve diversity and inclusion across the entirety of the force,” Bass said. “We will continue to take action in ensuring diversity, inclusion and equal opportunity for all service members, generations to come.”

While RDI is part of an Air Force-wide initiative, AETC plays a key role in its success, as AETC leadership is responsible for integrating, synchronizing and ensuring implementation of the RDI Strategy across the force.

“AETC is focused on accelerating the Department of the Air Force efforts to improve the diversity of our rated career fields,” said Lt. Gen. Brad Webb, AETC commander. “We will consider success when diversity and inclusion are fully ingrained throughout the force, and every Airman and family is supported and empowered to reach their full potential.”

Air Force Policy Directive 36-70 defines diversity as “a composite of individual characteristics, experiences and abilities consistent with the Air Force Core Values and the Air Force mission. Air Force diversity includes, but is not limited to: personal life experiences, geographic and socioeconomic backgrounds, cultural knowledge, educational background, work experience, language abilities, physical abilities, philosophical and spiritual perspectives, age, race, ethnicity and gender.”

To accelerate Air Force aircrew diversity efforts and safely meet accession demands during the ongoing study, critical flying CEA carrier fields and applicable aircraft were surveyed at the request of Air Education and Training Command leadership. Based on preliminary data, interim height standards have been established for specific CEA Air Force Specialty Codes (AFSCs), and are effective immediately. (U.S. Air Force graphic / Master Sgt. Caitlin Jones Martin)
Recognizing the value of having and developing agile thinkers at all levels of the Air Force who have diverse backgrounds and experiences, Air Education and Training Command leaders have taken deliberate actions focused on diversity and inclusion for both recruits and current Airmen and Guardians. At 19th Air Force, several initiatives have been undertaken to identify and eliminate structural bias undergraduate flying training pipeline processes and syllabi in order to better foster an environment of dignity, respect, mentorship and inclusion through improved dialogue, training and professional development.
AFRS’ Detachment 1 was activated in October 2018 and develops innovative programs in support of the service’s Total Force (active-duty, Air National Guard and Air Force Reserve) recruiting efforts. Members of the detachment focus on pre-accession audiences (youths, young adults and their influencers) and work with partners to provide pathways to accession sources like The U.S. Air Force Academy, ROTC and Officer Training School.
As part of the Air Force's efforts to provide early exposure to aviation to raise awareness of potential opportunities to serve among diverse youth, the Air Force Recruiting Service and AFRS Det.1 active-duty Aviation Inspiration Mentors facilitate programs like Pathway to Wings and Aim High Flight Academies. Additional programs are run through Air University's Headquarters Reserve Officer Training Corps and Junior ROTC programs, including scholarships and a flight academy.
Rated Diversity Improvement Strategy is the Air Force’s flight plan to strengthen diversity within rated career fields through three overarching goals: Attract and recruit the best talent from diverse backgrounds to cultivate a high performing and innovative Air Force reflective of the best of our nation. Develop and retain the Air Force’s best rated aircrew by harnessing diversity as a force-multiplier and fostering a culture of inclusion. Optimize diversity advancement efforts by leveraging data driven approaches.