5.3 Desegregation of the military and defense industries

The U.S. military's desegregation was a gradual process that gained momentum after World War II. Pressure from civil rights groups and African American veterans led to President Truman's Executive Order 9981 in 1948, which called for equal treatment in the armed forces.

The Korean War sped up integration, with most units desegregated by war's end. While this opened up opportunities for African American personnel, challenges remained. The defense industry also faced hurdles in desegregation, with resistance from companies and unions slowing progress.

Desegregation of the U.S. Military

Process of military desegregation

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• U.S. military remained largely segregated during World War II
  • African American soldiers served in separate units often assigned non-combat roles (supply, transportation, labor)
• Pressure for desegregation increased during and after the war
  • Civil rights organizations (NAACP) and African American leaders advocated equal treatment
  • Returning African American veterans demanded equal rights and opportunities after serving their country
• Initial steps towards desegregation began in the late 1940s
  • President Truman issued Executive Order 9981 in 1948 calling for equal treatment and opportunity in the armed forces
  • Established the President's Committee on Equality of Treatment and Opportunity in the Armed Services to oversee desegregation process
• Korean War (1950-1953) accelerated desegregation process
  • Need for manpower led to integration of some combat units
  • Most units were desegregated by the end of the war demonstrating the effectiveness of integrated forces

Impact of Executive Order 9981

• Executive Order 9981, issued on July 26, 1948, was a landmark decision in military desegregation
  • Stated "there shall be equality of treatment and opportunity for all persons in the armed services without regard to race, color, religion or national origin"
  • Required armed forces to implement the policy as rapidly as possible
• Established the President's Committee on Equality of Treatment and Opportunity in the Armed Services (Fahy Committee)
  • Tasked with overseeing the implementation of the order
  • Investigated instances of discrimination and made recommendations for improvement
• Provided legal framework and political support for desegregation
  • Demonstrated federal government's commitment to racial equality in the military
  • Faced resistance from some military leaders and politicians but set the stage for significant progress in the following years

Impact and Challenges of Desegregation

Effects on African American personnel

• Desegregation provided increased opportunities for African American servicemen and women
  • Gained access to a wider range of positions and roles within the military (combat, technical, leadership)
  • Able to advance in rank and take on leadership positions demonstrating their capabilities
• Integration of units led to improved relationships and understanding among soldiers of different races
  • Shared experiences and challenges helped break down racial barriers and stereotypes
  • African American soldiers demonstrated competence and valor earning respect from white counterparts
• Positive impact on morale and performance of African American servicemen and women
  • Equal treatment and opportunities boosted sense of pride and belonging in the military
  • Felt more valued and motivated to serve their country knowing they had equal status
• Despite progress, African American personnel still faced discrimination and challenges
  • Some instances of racism and prejudice persisted within the military
  • Often had to work harder to prove themselves and gain recognition for achievements

Challenges in defense industry desegregation

• Desegregation of defense industries met with significant challenges and resistance
  • Many companies and unions reluctant to hire African American workers or integrate facilities
  • Segregation and discrimination deeply entrenched in defense industry workforce
• Resistance stemmed from various factors
  • Racial prejudice and stereotypes about African American workers' abilities and work ethic
  • Fear of job competition and economic insecurity among white workers
  • Concerns about social mixing and potential conflicts in the workplace
• African American workers faced numerous barriers to employment and advancement
  • Discriminatory hiring practices and unequal pay were common (lower wages, last hired/first fired)
  • Often relegated to low-skilled, low-paying positions (janitorial, manual labor)
  • Limited opportunities for training and promotion to advance careers
• Government intervention and civil rights activism played crucial role in desegregating defense industries
  • Executive orders and legislation (Fair Employment Practices Committee) prohibited discrimination in defense contracts
  • Civil rights organizations (Urban League) and labor unions advocated equal employment opportunities
  • Boycotts, protests, and legal challenges put pressure on companies to desegregate workforces
• Progress in desegregating defense industries was gradual and uneven
  • Some companies and regions more receptive to change than others
  • Resistance and discrimination persisted even as formal policies of segregation dismantled
  • Full integration and equal opportunities remained an ongoing struggle in the decades following World War II