Practical Steps to End Military Discrimination, from Within the Ranks

The U.S. military is built on principles of discipline, unity, and loyalty. However, discrimination, whether based on race, religion, disability, rank, or background, still occurs within its own structure. This undermines trust, damages morale, and affects mission readiness.

To uphold its core values, the armed forces must continually strive to create a culture of fairness, respect, and merit. This blog outlines practical steps that can be taken within the military to identify, prevent, and eliminate internal discrimination.

1. Acknowledge Discrimination without Defensiveness

Change starts with recognizing that discrimination exists. Whether it’s unequal treatment in promotions, biased evaluations, or being excluded from key assignments, many service members have faced barriers not because of performance but because of bias.

What leaders and personnel can do:

• Encourage open and respectful conversations about inequality.

• Actively listen to concerns and avoid minimizing others’ experiences.

• Recognize patterns, such as underrepresentation of certain groups in leadership, and take them seriously.

2. Reinforce Clear Standards of Conduct

Every military branch already has codes of conduct and equal opportunity policies, but these must be consistently upheld and transparently enforced.

Action steps:

• Regularly communicate a zero-tolerance stance on discriminatory behavior.

• Hold all ranks accountable, including senior leaders.

• Ensure that complaints are investigated fairly and without delay.

3. Improve Transparency in Promotion and Evaluation

Bias in evaluations or promotion boards can prevent qualified individuals from advancing.

Recommendations:

• Standardize performance metrics to reduce subjective judgment.

• Implement blind review processes where feasible to reduce unconscious bias.

• Regularly audit outcomes to ensure diversity and fairness in leadership appointments.

4. Offer Equal Access to Training and Career Development

Opportunities for advancement should not depend on personal connections or favoritism.

What units can do?

• Make leadership courses, special training, and deployments accessible to all qualified personnel.

• Track who is selected for prestigious assignments and ensure broad representation.

• Encourage mentorship programs that support underrepresented groups.

5. Provide Ongoing Cultural Competency Training

Effective teamwork relies on mutual respect and understanding. All personnel benefit from learning how to work with colleagues from different backgrounds.

Practical implementation:

• Conduct annual training focused on inclusion, communication, and cultural awareness.

• Use real-life case studies from within the military to discuss what respectful leadership looks like.

• Encourage participation, not just passive attendance, in these sessions.

6. Ensure Equal Treatment Across Ranks

Discrimination isn’t only based on identity; it can also occur between ranks. Junior personnel may feel ignored, dismissed, or unfairly disciplined compared to higher-ranking peers.

Steps to bridge the gap:

• Promote leadership styles that emphasize respect for all service members, regardless of rank.

• Offer leadership training that emphasizes servant leadership and ethical decision-making.

• Create open-door policies where junior members can speak to leadership without fear.

7. Make Reporting Safe and Accessible

One of the biggest barriers to addressing discrimination is fear of retaliation or career damage. Reporting systems must be confidential, trustworthy, and transparent.

Key improvements:

• Provide multiple reporting channels, including anonymous options.

• Protect whistleblowers from retaliation.

• Train commanders and EO officers to handle complaints with impartiality and care.

8. Recognize and Accommodate Disabilities with Respect

Service members with physical or psychological injuries or conditions should not face stigma or exclusion.

Practical accommodations:

• Follow ADA-compliant guidelines when assigning duties.

• Treat requests for accommodation with seriousness, not suspicion.

• Integrate disability awareness into leadership training.

9. Encourage Leadership by Example

Culture in any organization is shaped from the top. Officers and senior NCOs set the tone for inclusion and respect.

How leaders can lead better:

• Model respectful behavior in every interaction.

• Intervene when discrimination occurs, even informally.

• Reward ethical conduct and inclusive leadership, not just operational success.

10. Foster Unit Cohesion Through Mutual Respect

A strong unit is built on trust. That trust is eroded when favoritism, exclusion, or bias go unchecked.

Build a better unit culture by:

• Encouraging team-building that values everyone’s contributions.

• Celebrating service milestones and backgrounds fairly across the board.

• Creating time for peer feedback and reflection after deployments or training cycles.

Ending discrimination within the military isn’t a one-time effort; it’s a continuous commitment to fairness, discipline, and leadership excellence. When every service member is treated with dignity, the force becomes stronger, more united, and better prepared to meet any challenge.

Join Dr. Gary Mason II, the author of A Divine Solution: Unconditional Love as an Antidote to Racial Discrimination in the U.S. Army, in a transformative call to action. He asks us to embrace unconditional love as the foundation for healing, justice, and unity in the U.S. Army. A Divine Solution offers spiritual leadership and practical guidance to end racial discrimination from within the ranks.

Click here to learn more.