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.

Second IG Disparity Review Survey coming

Beginning April 9, the Department of the Air Force will be seeking feedback through a survey for the second ongoing Inspector General Independent Disparity Review. (U.S. Air Force courtesy graphic)

Beginning April 9, the Department of the Air Force will be seeking feedback through a survey for the second ongoing Inspector General Independent Disparity Review. (U.S. Air Force courtesy graphic)


Beginning April 9, the Department of the Air Force will be seeking feedback through a survey for the second ongoing Inspector General Independent Disparity Review.

The review was directed by Acting Secretary of the Air Force John P. Roth, Air Force Chief of Staff General Charles Q. Brown, Jr., and Chief of Space Operations Gen. John Raymond and expands its focus to gender and ethnicity, including Hispanics, Latinos, Asians, American Indians, Alaska Natives, Native Hawaiians and other Pacific Islanders.

“Each Airman and Guardian should have the opportunity to thrive,” said Acting Secretary of the Air Force John Roth. “As a Department, we need to understand what is happening, so we can knock down barriers to success; that process requires listening and gathering the facts. I ask and encourage all Airmen or Guardians to share their inputs and ideas so we can address the issues that will make our services better, more inclusive organizations.”

The first review focused primarily on racial disparity among African-Americans in the service. It confirmed racial disparity exists in multiple areas, including military justice, administrative separations, placement into occupational career fields, certain promotion rates, professional military educational development and leadership opportunities.

“The review we conducted last year and the follow up efforts we’ve taken since have really opened the door to meaningful, enduring and sustainable change in the areas of racial disparity,” said Air Force Chief of Staff Gen. Charles Q. Brown, Jr. “But we have a lot more work to do, and the overwhelming responses we had from our first review indicate that our Airmen and Guardians want to have a voice in the solution. I am 100 percent focused on ensuring we follow through with lasting results.”

This review will be conducted in the same manner as the first one through anonymous online surveys, targeted interviews, targeted small-group surveys and a comprehensive review of available data.

“Diversity and inclusion underpins the readiness of our Air and Space Forces," said Chief of Space Operations Gen. John Raymond. “This disparity review across gender, race, and ethnicity opens the aperture, allowing us to dig deeper into an issue that affects all of our Guardians and Airmen. We will continue to solicit and hear the experiences, perspectives, and concerns of those who serve. Together, we will create an environment where Guardians and Airmen can thrive, and where they are only defined by their excellence.”

Since the release of the first DAF-IG Disparity Review in December 2020, key stakeholders throughout the Department have been deliberately addressing the findings and recommendations in the report. Part of that includes carefully conducting root-cause analysis and when warranted, devising systemic, meaningful and lasting corrective actions.

The Air Force recently released the Air Force’s Rated Diversity Initiative Strategy focused on increasing diversity within rated career fields, launched the Aim High Flight Academy to expose 72 more diverse, highly qualified applicants from underrepresented groups to a 3-week solo flight academy experience and expanded college scholarships for underrepresented selectees to attend more high-graduation-rate colleges.

The Space Force established a University Partnership Program that intentionally includes Historically Black Colleges and Universities and other minority serving institutions, is leveraging minority mentoring partnerships with organizations such as SPACE CAMP that supports diversity of perspectives for STEM-centric fields, and is integrating experiential instruction into the Space Force NCO Academy curriculum to bridge the gap between theory and application of cultural competency skills.

The Department of The Air Force Inspector General will provide this summer a publicly-released update on progress since the release of the first racial disparity review, as well as the results of the second disparity review.

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.