San Diego Union-Tribune (Sunday)
RECORDS INDICATE DEEP-ROOTED RACISM IN U.S. MILITARY
Service members filed hundreds of complaints last year
For Stephanie Davis, who grew up with little, the military was a path to the American dream, a realm where everyone would receive equal treatment.
She joined the Air Force in 1988 and steadily advanced over the course of decades, becoming a flight surgeon, commander of flight medicine at Fairchild Air Force Base in Washington and, eventually, a lieutenant colonel.
But many of her service colleagues, Davis says, viewed her only as a Black woman. Or for the White resident colleagues who gave her the call sign of ABW — it was a joke, they insisted — an “angry black woman,” a classic racist trope.
White subordinates often refused to salute her and she was attacked with racial slurs, she said.
“For Blacks and minorities, when we initially experience racism or discrimination in the military, we feel blindsided,” Davis said. “We’re taught to believe that it’s the one place where everybody has a level playing field and that we can make it to the top with work that’s based on merit.”
In interviews with The Associated Press, current and former enlistees and officers in nearly every branch of the armed services described a deep-rooted culture of racism and discrimination that stubbornly festers, despite repeated efforts to eradicate it.
The AP found that the
military’s judicial system has no explicit category for hate crimes, making it difficult to quantify crimes motivated by prejudice.
The Defense Department also has no way to track the number of troops ousted for extremist views, despite its repeated pledges to root them out. More than 20 people linked to the Jan. 6 siege of the U.S. Capitol were found to have military ties.
The AP also found that the Uniform Code of Military Justice does not adequately address discriminatory incidents and that rank-and-file people of color commonly face court-martial panels made up of all-white service members, which some experts argue can lead to harsher outcomes.
The military said it processed more than 750 complaints of discrimination by race or ethnicity from service members in the fiscal year 2020 alone. But discrimination doesn’t exist just within the military rankand-file. That same fiscal year, civilians working in the financial, technical and support sectors of the Army, Air Force and Navy also filed 900 complaints of racial discrimination and over 350 complaints of discrimination by skin color, data from the U.S. Equal Employment Opportunity Commission shows.
In February, Lloyd Austin — a former Army general who now is secretary of defense, the first Black man to serve in the post — ordered commanders and supervisors to take an operational pause for one day to discuss extremism in the ranks with their service members.
The Southern Poverty Law Center sent Austin a letter shortly after his order, applauding him for his decisive action but underscoring that systemic change on all military levels is urgent.
“Those who are indoctrinated into white supremacist ideology present a significant threat to national security and the safety of our communities,” SPLC President Margaret Huang wrote.
In a statement to the AP, the Defense Department said extremism is not “widespread” in the armed forces, but acknowledged that “efforts to stamp out extremist views from the rank-and-file have historically been reactive versus proactive until recently.” Pentagon spokesman Maj. Cesar Santiago pointed to Austin’s standdown order in February that stressed the oath of office taken by military personnel, including a “commitment to protecting our nation from enemies foreign and domestic.”
Santiago added that “we know that far too many service members indicate they experience discrimination.” He noted that the Defense Department had launched multiple efforts in the past year, including updating its anti-harassment policy, assessing its training on implicit bias, and developing data-driven strategies to guide efforts to attract and retain diverse members and also identify unhealthy work environments.
In the midst of last year’s summer of unrest sparked by police killings of Black Americans across the nation, Army Gen. Mark A. Milley, who is also the Department of Defense’s Chairman of the Joint Chiefs of Staff, told congressional leaders the military cannot afford racism or discrimination.
“We who wear the cloth of our nation understand that cohesion is a force multiplier,” Milley said. “Divisiveness leads to defeat.”
Austin pledged to rid the ranks of “racists and extremists” during his confirmation hearing before Congress, which came on the heels of the Capitol insurrection. “The job of the Department of Defense is to keep America safe from our enemies,” he said. “But we can’t do that if some of those enemies lie within our own ranks.”
Representation matters
It’s standard custom for enlisted personnel to show their respect to higher-ranking colleagues by offering salutes that are held until the gesture is returned.
When Marine Maj. Tyrone Collier was a newly minted second lieutenant and judge advocate, he had a profound experience with that practice. Collier, a Black man, was at Joint Base Myer-henderson Hall in Virginia when he was saluted by a Black enlisted Marine. But even after Collier acknowledged the gesture, the salute continued. Puzzled, Collier asked why the Marine held it for so long.
“He said, ‘Sir, I just have to come clean with something. We never see Black officers. We never see people like you and it makes me extraordinarily proud,’” Collier recalled.
“You can imagine what it’s like for a Black enlisted Marine who, for example, might want to consider becoming a warrant officer or a commissioned officer or who served under commander after commander and received so few opportunities to see people that look like them in higher ranks,” Collier said. “Representation really does matter.”
Though that prolonged salute took place in 2010, the racial picture has not improved much since.
At the end of 2020, the Defense Department released a report aimed at identifying ways to improve racial and ethnic diversity in the U.S. military. Among the findings: The enlisted ranks of the active and reserve military were “slightly more racially and ethnically diverse than its U.S. civilian counterparts.” But not the officer corps.
The breakdown of all active commissioned officers: 73 percent White; 8 percent each Black and Hispanic; 6 percent Asian; 4 percent multiracial; and less than 1 percent Native Hawaiian, Pacific Islander, American Indian or Alaska Native. And the diversity gap widened the higher individuals moved up in the ranks.
Several Black officers interviewed by the AP said the culture must give way if they are ever to flourish.
While serving in Afghanistan, one Marine officer recalled being questioned by a White colleague about why he was conversing with fellow Black officers. “My response to him was ‘I don’t ask you why you’re always hanging out with White officers,’” said the Marine, who asked not to be named because he remains on active duty. “Why can’t they just be officers? Why the qualifier?”
Thomas Hobbs, an infantry colonel who retired after 27 years of service in the Marine Corps in 2018, was among the officers interviewed who spoke of the pressures of trying to blend into an overwhelmingly “White male culture,” while also feeling the need to outperform White officers to negate racial stereotypes.
Hobbs said the Marines have done better than other branches of the service in recruiting Black candidates into the officer corps, but noted that “many of them don’t stay in the military past their 10th year.”
“Why don’t they stay in? Because they’re exhausted from having to act a certain way all the time and they can never be themselves,” Hobbs said.
The Marine who remains on active duty also called it “exhausting,” adding “not only do you have to deal with your own things but whenever a Black enlisted Marine gets in trouble, they will come to you and say, ‘Oh man, what’s wrong with these guys?’ Coming to you like you’re the expert on everything Black.”
Pressure to act differently
Collier said he felt pressure to act differently from the first moments he was recruited, recalling an encounter at a formal dinner with a Marine major trying to bring him into the service.
“I was one of two Black men who were applying ... and he and I were chatting, and the selection officer kind of mentioned to us, ‘Hey, you guys might not want to isolate yourselves in this way because it might not look good,’” Collier said. “I mean, this is one of my first experiences involving the Marine Corps and I have a Marine major telling me I can’t talk to another Black person without worrying about how people will look at us if we’re purposely isolating ourselves from the group.”
Other service members of color detailed incidents in which they said they were discouraged by superiors from openly embracing their cultures. Some said they were told to avoid speaking languages other than English to not offend their mostly White colleagues.
And some Black women detailed the challenges they faced navigating a culture that often labels them as “aggressive or difficult” and their natural hair as unkempt or unprofessional.
Demarcus Gilliard, a 34year-old former Marine captain, told the AP that he felt an unspoken pressure to prove himself better than his peers when he entered the Basic School, where new officers learn the ropes, feeling like a symbol of Black Americans.
But he said he never experienced overt racism there and credits the Marine Corps for making strides toward diversifying its top ranks.
“It’s a great idea, ‘I don’t see color,’ but it actually is pretty dismissive. And I think not talking about issues of race actually exacerbates the problem and we need to be able to talk about these things,” said Gilliard. “I think the Marine Corps would be a great place to do it.”
The Basic School told the AP that sessions on diversity and inclusion are a core part of the training it offers, including “discussions about the negative impact bias has on leadership, decisionmaking and cohesiveness.”
Last year, Gen. David Berger, who became the top general of the Marine Corps in 2019, used the occasion of the Marine Corps Association’s annual Modern Day Marine expo to drive home the message that diversifying the service will save lives.
“I am absolutely convinced: Too much similarity, too much that we look all the same, think the same, got the same background — we’re going to get killed because we’re going to end up with solutions that we’re all familiar with, but they’re easy to counter,” Berger said.
Surveying the ranks
Racism in the ranks is not merely a modern stain. A half-century ago in 1971, Frank W. Render, a Black man who was assistant secretary of defense, resigned over what he viewed as unequal treatment of people of color.
That same year, the Defense Department created what is now known as the Defense Equal Opportunity Management Institute — the Pentagon’s premier agency for education and training programs covering diversity and inclusion within the U.S. military.
One of its tools is an anonymous, voluntary “organizational climate” survey that offers a snapshot of a unit’s institutional effectiveness and provides commanders with insight into diversity and inclusion issues within their ranks and how they are addressed.
“Racist, sexual and bigoted jokes are a daily occurrence in my ‘work place,’” a Marine at California’s Camp Pendleton wrote in one December 2017 survey. “Very little has really ever been done to prevent it.” Another Marine said slurs were commonly uttered by officers and enlisted colleagues with no repercussions.
But not everyone is comfortable filling out the surveys or with being honest. Women assigned to Navy SEAL units, for example, fear they can be identified since the surveys break down demographics by gender, rank and race and not many women are assigned to special operation units.
Congress and the Defense Department have mandated that the surveys be conducted annually or whenever a unit changes commanders, but response rates vary widely across units, the surveys do not fall under the Federal Records Act and they are destroyed after three years.
Looking to change
A round of sweeping changes to the National Defense Authorization Act — which primarily funds and lays out policies governing the Defense Department and military services — could present a unique opportunity to turn the tide.
A bill passed earlier this year ordered the Secretary of Defense to devise a plan to remove all names, symbols and monuments that honor the Confederacy, including renaming military bases such as Fort Benning and Fort Hood, which honor Confederate leaders.
“Several years ago, they uncovered a cell of White supremacists down at Fort Bragg,” U.S. House Majority Whip Jim Clyburn recalled in an interview with the AP. “Were they there because of the attitudes they brought with them or were they celebrating the fact that Fort Bragg is named after a segregationist?”
The bill also lays out tracking mechanisms and reporting requirements for supremacist, extremist and criminal gang activity, and creates an inspector general to oversee diversity and inclusion efforts.
When Stephanie Davis was medically retired by the Air Force in 2019 after more than two decades of service, she felt ground down by overt racism and noted how insidious it can be to members of the ranks — service members entrust their lives to their fellow troops, and a lack of cohesion in a unit can be deadly.
“It creates a harmful and dangerous work environment,” she said. “And a lot of us suffer in silence because we feel like there’s nothing that can be done.”
As a Marine lance corporal, Laporta once served under the command of Col. Thomas Hobbs, but did not work for him directly.