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.

Equal Opportunity, Affirmative Employment and Diversity and Inclusion to align

Courtesy Graphic

Courtesy Graphic

HILL AIR FORCE BASE, Utah – Currently, the offices of Equal Opportunity, Affirmative Employment and Diversity and Inclusion are not all aligned under the same organization, but that’s about to change.

Air Force Material Command is standing up new Diversity, Equity and Inclusion offices at bases across the command, including at Hill, to provide better service to the customer.

Combining these like functions into one organization will increase effectiveness, allow for a single leader to oversee the programs, provide strategic communication and will highlight diversity and inclusion at individual, organizational, and operational levels.

This new organization will include the DEI director, Resource Advocacy manager, Affirmative Employment Program manager, Disability Program manager and the existing Equal Opportunity office.

“These manager positions are actively being recruited, so anyone interested in helping us fill these critical positions should frequently check USAJobs for the job postings,” said Samantha Morrison, Hill’s acting Diversity, Equity and Inclusion director.

Each of these functions has an important mission.

Diversity, Equity and Inclusion, also referred to as the DEI Office, will strive to attract, recruit, develop and retain a high quality, diverse Total Force, ensuring a culture of inclusion in order to leverage the diversity of the nation for strategic advantage in Air Force, joint and coalition operations.

They will also execute diversity management and equal opportunity policies and programs affecting active duty and reserve component military personnel, and DOD civilian employees.

The Installation Affirmative Employment Program Manager will develop action plans, implement, and manage the installation’s Affirmative Employment Program and the six Special Emphasis Programs as outlined in the governing Air Force instruction.

The Disability Program Manager will communicate the needs of individuals with disabilities and provide information relevant to ensuring Air Force compliance with affirmative employment initiatives and federal law. This includes barrier and trend analysis and subsequent recommendations for eliminating unlawful employment practices and procedures.

Equal Opportunity ensures equal opportunity compliance, provides proactive human relations services, and champions the Air Force policy of zero tolerance for unlawful discrimination and sexual harassment for all agency employees, Air Force members, and tenants.

Resource Advocacy will lead strategic communication and other messaging to highlight diversity and inclusion value at the individual, organizational, and operational levels. They will also provide guidance for processing, resolving, and tracking allegations of harassment in accordance with department of Defense instruction.

“We are looking for people who want to make a difference and who want to make Hill a diverse and inclusive place to work, in defense of our nation,” Morrison said.

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.