Race in Military
The racial diversity of people in the United States affects absolutely all social institutions. The army institution is significant since this institution has mission-critical for the security of the state and its citizens. Historically, the US has been involved in coercive counterinsurgency projects since the Indian Wars in the 19th century. Naturally, often the enemy differed not only in military objectives but in a race. In this retrospective, racism does the actual work of achieving agreement on counterinsurgency wars, enabling capitalism to withstand the challenges of its legitimacy (Camp & Greenburg, 2020). However, the same actions can be directed in the opposite direction – eradicate racial discrimination.
Equality Achievements and Racism Problems
Currently, the US Army, in addition to its primary function, is the largest employer in the country. Current trends in politics and society are aimed at achieving equality between people of different races. The international diversity in the army allows this institution to have other points of view, and strengths of the military of various origins. However, this also entails possible manifestations of discrimination. Moreover, racial discrimination in the military is complicated by the rank structure and strict chain of command. A soldier cannot disobey an officer. Otherwise, the offense will result in more severe punishment.
Given such a rigid framework and the specifics of the army, racial discrimination requires immediate attention. Even today, 20 to 30 percent of African American, Asian, and Hispanic military personnel are attacked (Coughlin, 2021). Although the direct dependence of physical health on manifestations of racism has not yet been proven, there can be no question of a positive impact. Consequently, the military, like no one else, requires constant healthy physical training. In addition, the army needs psychologically balanced soldiers, free from anxiety, anger, and feelings of injustice. It, therefore, argues for research on the health of US military personnel who experience racism and discrimination in the military, including longitudinal studies examining predictors of adverse health outcomes over time (Coughlin, 2021). These studies can help not only the US Army but will also be helpful to society as a whole. Consideration of specific cases will allow avoiding the same mistakes within other social institutions.
The versatile organization of the army began its work after Truman’s degree in 1948. Then the methods of racial integration were first applied. At the same time, the idea of creating an “army of one” was born, and soldiers began to take pride in breaking down social boundaries (Ray, 2018). It should be noted that the army regulations and strict observance of the chain of command have their advantages as an institution. Soldiers of various races have adapted and have had higher happiness scores over time. This fact was reflected in an increase in the number of marriages and wealthy citizens (Ray, 2018). Consequently, the gains made in integrating racial diversity into the military, powered by non-discrimination and meritocracy policies, far exceed the rates of integration in the civilian world. The civilian labor market is much more scarce than the working conditions in the US military.
However, the armed forces cannot be called a stronghold of equality. First, it is worth considering the rather specific structure of the army institution. Secondly, the very issue of racial diversity requires more detailed elaboration. Often, the discrimination attacks are investigated collectively or individually, making it challenging to find the root cause. Taking into account the flexibility of racism is one of the most critical points. For example, the historical scaling of each racist issue can help – attacks on different races are dictated by various reasons (Christian, 2019). The fight against discrimination is often faced with the problem of a lack of reliable information. Military units hide from higher authorities and publicity cases of various levels of danger to preserve their reputation. The strict daily routine and the constant presence of a person inside the team do not leave him time and the opportunity to turn for help outside the army institute.
Specific mechanisms within the US military deserve attention. The army institution has internal restrictions that can stifle statements of discrimination, leaving soldiers without outside help. Likewise, the timing for promotions, the application of military justice, and the care of wounded veterans remain unequal across races (Ray, 2018). Despite this, the military is 13% African American. There are good reasons for this, which often cover all kinds of risks of joining this institution. First, the development of physical strength, a strong spirit, and a stable psychological state make representatives of other races immune and invulnerable to attacks. Secondly, representatives of different races constantly coexist with each other, perform everyday tasks and live under one roof. This fact hones behavior and improves adaptation, develops respect for each other’s lifestyles.
However, there is an opinion that the army, as an institution, instills “white” norms of behavior in soldiers of other races, which improves their future position in society. It should be noted here that the universal values of morality and ethics are viewed through the prism of a historical stereotype. In this formulation, it has a place to be and is valid to a certain extent. However, the root cause of unequal treatment in career advancement and other aspects of the institution of the army should no longer be limited to the color of the soldier’s skin.
It should be noted that specific achievements and ideas are already being undertaken on this issue. It is planned to delegate promotion to a special commission, which will consider personal files without names, an indication of race, photo, and even gender (Christian, 2019). However, we shouldn’t stop there. First of all, secretaries and higher bodies must get rid of historically formed stereotypes in themselves so as not to expose the selection to incompetence with incomplete information provided.
Conclusion
The US Armed Forces managed to achieve equality at the ideological level. High rates of incoming African Americans, Hispanics, and people of Asian descent demonstrate the institution’s viability. People of different races are convinced of their safety, and they have the opportunity to live in prosperity, recognition in society, and other benefits of a free individual. However, today the problem of the social structure of the army institution still exists. Unquestioning subordination and the lack of opportunities for victims of discrimination to seek external assistance continue to maintain a high percentage of attacks among the military. Unfortunately, high rates of entry for people of different races do not mean equal rates of social status in the future. Racial diversity is reduced to the development and adoption of “white” philosophy, and only it allows you to move up the social structure. More research is needed to identify and address the causes of discrimination in the US military. It is worth relying on the positive experience of meritocracy politics and getting rid of historical stereotypes at various levels of the social structure.
References
Camp, J. T., & Greenburg, J. (2020). Counterinsurgency Reexamined: Racism, Capitalism, and US Military Doctrine. Antipode, 52(2), 430-451.
Christian, M. (2019). A global critical race and racism framework: Racial entanglements and deep and malleable whiteness. Sociology of Race and Ethnicity, 5(2), 169-185.
Coughlin, S. S. (2021). Racism and Discrimination in the Military and the Health of US Service Members. Military Medicine, 186(5-6), 147-147.
Ray, V. E. (2018). Critical diversity in the US military: From diversity to racialized organizations. In Challenging the Status Quo (pp. 287-300). Brill.