FEMALE RETENTION IN THE U.S. NAVY SUPPLY CORPS

Abstract

Our research uses a quantitative and survey-based approach to study gender disparities in retention among Navy Supply Corps officers. Our work offers a clear assessment of retention and separation rates over the course of one officer life cycle, from the end of their first term of service to the last promotion milestone (15 years) before retirement eligibility to help provide a focal point for retention efforts. Using individual data from the Defense Manpower Data Center on Navy officers who commissioned from 2006 to 2021, we find that the female Supply Corps officers separate at higher rates than males and are less likely to be married or have children. These gender differences are statistically significant. Supply Corps female retention and separation patterns, across gender and children, align to Medical Corps. Married female Supply Corps officers' retention and separation patterns fall between SW and Medical Corps, but align more closely to SW. Our survey respondents noted family support, work-life balance, and career-enhancing opportunities as retention incentives. In comparison, they noted a lack of family support and work-life balance as primary separation drivers. Bonuses and lack of transparency around detailing were also mentioned as additional separation drivers.