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The paper aims to examine literature on the issues of the pilot shortage in the United States Air Force and the demographic diversity dilemma within the United States Air Force pilot community and how it relates to the National Defense Strategy. In addition, there is an examination of current initiatives designed to combat these issues.

The paper opted for an exploratory review of 90 sources from 2012 to 2023 to examine the pilot shortage and pilot diversity issues within the United States Air Force. Three theories, the theory of generative interactions, the theory of cognitive diversity and the identity theory, were examined in relation to the barriers to the pilot diversity issue.

The paper provides emergent insights from the literature into the growing pilot shortage and diversity disparity found within the United States Air Force pilot community. These issues were associated with many barriers, including geographic disparity, socioeconomic status, culture, education, mentorship and life balance.

The current initiatives examined are new and, as such, warrant future research. In particular, what are the long-term projections for the youth flight programs? An examination of the effectiveness of improving the pilot shortage and pilot diversity within the Air Force should be further scrutinized in the coming years as new cadets enter pilot training after accession.

This paper highlights a need to further study the effectiveness of youth flight programs and other United States Air Force initiatives in improving pilot numbers and diversity.

Due to their multifarious backgrounds, multinational enterprises from emerging economies offer unique research opportunities to push the boundaries of our understanding knowledge of diversity management in transitional contexts. In that regard, Central and Eastern European multinationals present a blind spot in diversity management research.

This article examines the extent to which context shapes the discourse on diversity management in the Oil and Gas industry across Central and Eastern Europe (CEE) through a qualitative approach based on content analyses of corporate communication data matched with data on national institutional contexts.

The data suggests a lack of effective pro-diversity pressures across CEE except for cultural pressure in European Union member countries. However, CEE Oil and Gas companies report a broader scope of diversity management than studies of Western counterparts suggest. Companies with subsidiaries in Western countries show convergence towards etic diversity approaches, while local and regional companies are more divergent.

This article defines the boundary conditions of diversity management in the Oil and Gas industry across nine CEE countries and how they impact the diversity discourse in the industry. This article also showcases the impact of foreign market presence in the West as a driver for diversity management reporting.