The U.S. Coast Guard seeks to attract, recruit, and retain a workforce that represents all segments of U.S. society. However, in the current active-duty Coast Guard, representation of women and of members of racial and ethnic minority groups declines as rank increases, ultimately resulting in a less diverse senior leadership. These demographics are largely the cumulative effect of the service's personnel system in which the pool of potential senior leaders narrows at each stage of the career life cycle, along with the number of candidates from underrepresented groups. To identify the root causes of the underrepresentation of women and of members of racial and ethnic minority groups in the Coast Guard, researchers used a mixed-method approach involving literature reviews, analysis of personnel data, interviews with subject-matter experts, focus groups, and a survey of active-duty personnel. The team examined the factors that shape representation at each phase of the military career life cycle-recruiting, career development, promotion and advancement, and retention-and identified facilitators of and barriers to improving diversity in the Coast Guard. The report includes recommendations to help the Coast Guard achieve its ultimate goal of a workforce that looks like the nation it serves.