The idea that your leaders must look like you is an interesting one. When I was a JO, there were initially zero women over the rank of LCDR in my field -- a handful (literally) made O-5 before I got out. None of my leaders EVER looked like me. Not one in any job I was ever in. There were also almost no people of color in leadership positions. Not saying any of the above was ideal or even good -- it was what it was at that time in the military. However, my generation of women and people of color -- mentored almost exclusively by white males -- went on to great success in leadership.
I think it's troubling to suggest that leaders must look like you, which implies that people who look the same think the same, which we all know isn't true. Leaders must lead and mentor subordinates of what they look like.
USNA has had gender-blind admissions for at least 20 years (maybe closer to 30). The percentage of women has steadily increased because more women have applied over the years and, taking the most excellent candidates overall has therefore increased the number and percentage of women.
I would like to think that, if admissions were color-blind AND there was effective recruiting by the Admissions departments at the SAs, the number/percentage of people of color applying would also increase. Thus, taking the best would result in a higher number / percentage of people of color at the SAs. The above said, I know it's not that simple.
Thoughtful insights.
I was commissioned in ‘78. Until I retired 26 years later, there was not one woman above me in my chain of command all the way up to CNO, until my last tour, when I was privileged to work for VADM Patricia Tracey, the first woman in any service to put on 3 stars. She had been a mentor of mine, along with a few other senior women, remotely, in the sense there were so few, and you met them, and they offered to be a sounding board for you, you contacted them when you needed to. For everyday mentoring in the workplace, for things big and small, it was the male senior officers (and definitely the male chiefs, senior chiefs and master chiefs when I was a JO) who were my mentors and professional development coaches. I was grateful for the ones who mentored regardless of gender, skin color, ethnicity. They were focused on performance as an officer. I can close my eyes and think about CWO4 Roy Perez, LCDR Steve Flood, BTCM Higgins (his first name was Master Chief to me, and he was Black, and his lessons in deckplate leadership were gold, and his empathy for knowing how it felt to not be in the majority was powerful), and so many other Dept heads, XOs, COs, Chiefs of Staff, flag officers over the years. Sure, I encountered my share of those with a severe case of Disinclination In Mentoring Women In The Service (had to work for that acronym), but there were enough right-minded officers to carry on the work of developing those who came behind them. I also mentored without regard to whatever label or category might apply. That was my duty and also a great source of professional pleasure. I now volunteer with two non-profits mentoring military members in career transition out of the military through coaching calls, for the same reasons. (For my veteran friends here, if you haven’t already checked them out, Veterati and American Corporate Partners.)
I find today’s mix of people in the service to be energizing. One day, none of it will matter.
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