Gender in Defence the Honourable

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RUSI of Australia Website Presentation Transcript

Gender in Defence and Security Leadership: Keynote Speaker – Gender in Defence

The Honourable Stephen Smith MP, Minister for Defence spoke at the Gender in Defence and Security Leadership Conference in Canberra on 13 March 2013

The Department of Defence and the Royal United Services Institute of Australia jointly hosted a conference on Gender in Defence and Security Leadership. The Defence Minister provided Opening Comments for Day 2, as captured below in this transcript. ______I welcome the attendance of Ms Elizabeth Broderick, Sex Discrimination Commissioner and Commissioner Responsible for Age Discrimination. I acknowledge participants from the Australian Defence Force and the Defence organisation more generally, as well as international representatives from the Canada, New Zealand, United Kingdom and United States. I am very pleased to address the first Gender in Defence and Security Leadership Conference. I congratulate General Hurley for this important initiative to highlight gender-related challenges and opportunities in the modern Australian Defence Force and in Defence more generally. I welcome the very strong commitment of the Secretary, the Chief of the Defence Force, the Vice Chief and the Service Chiefs to building a Defence culture that the Australian people can (Defence Photo: Hon Stephen Smith, MP) ______have confidence in and which creates a workforce that genuinely reflects the modern, diverse, tolerant Australian community it serves. I thank the Royal United Services Institute for hosting this important event in conjunction with The conference has an impressive range of Defence. speakers and collective experiences to work towards the conference objectives of: I acknowledge the Secretary of the Department of Defence, Dennis Richardson and the Chief of the • examining how gender equity and Defence Force, General David Hurley. diversity builds capability in Defence; I also acknowledge the Chief of the Navy, Vice • considering how to utilise gender Admiral Ray Griggs, Chief of Army Lieutenant diversity to enhance defence and security General David Morrison and Chief of Air Force, policy; Air Marshal Geoff Brown. • benchmarking Australia’s efforts in equity and diversity in comparison to

The aims of the RUSI of Australia are to promote informed debate, and to improve public awareness and understanding, of defence and national security. The views expressed by speakers are not to be regarded as being endorsed by the RUSI of Australia or its Constituent Bodies. © Copyright by RUSI Australia Inc 2013.

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international organisations; and overseas during the Malayan Emergency and Australian service-women worked in British • exploring where the Australian Defence Commonwealth Occupation Force hospitals in Organisation generally can implement Japan and Korea during the Korean War. tangible improvements in gender equity and diversity. During the Korean War, over 150 Australian nurses with the Royal Australian Air Force Each country and organisation represented at Nursing Service and the Royal Australian Army this conference is at a different point on the path Nursing Service served in Commonwealth toward gender equity. Collectively we represent a hospital units. Manpower shortages during the wide variety of views and experiences. Korean War also led to the permanent This conference provides an opportunity to establishment of female branches of the military. compare our experiences and learn from each During the Vietnam War, 43 members of the other as we make decisions about future actions Royal Australian Army Nursing Corps were in our own organisations and nations. deployed. Australian women civilians also deployed to Vietnam serving as journalists, entertainers, Red Cross support and civilian Introduction medical teams. This conference is being held shortly after During the first (1990-1991) and second (2001- International Women’s Day. Women have a present) Gulf conflicts, Australian forces proud history in Defence. The first women to deployed to the Persian Gulf to enforce trade serve in Defence were those in the New South embargoes on Iraq and ground forces were Wales Army Nursing Service, which was assembled throughout the Middle East. established in 1899. Women were and are active in service for both of Army nurses subsequently served in the Boer these conflicts as pilots, medical and support staff War in 1901 and the Australian Army Nursing on military bases from Saudi Arabia to Reserve was created in 1902. Since then, women Afghanistan. Australian Service-women also have served in every major conflict Australia has deployed on ships in all roles except as naval been involved in. Between 1914 and 1919, over divers. 2130 Australian Army Nursing Service personnel served overseas, of which over 420 worked in Australian military hospitals. During World War Women in Defence today One, 29 nurses died on active service. Today, women represent 14 per cent of personnel In 1939 the Australian Army Nursing Service was in the Australian Defence Force. The percentage again placed on active duty and nurses served of women serving in each service is 18.5 per cent overseas as part of the 2nd Australian Imperial for Navy; 10.3 per cent for Army; and 17 per cent Force. for Air Force. However, the percentage of women During World War Two, 71 nurses died on active in the Australian Defence Force has increased by service. World War Two saw the formation of only two per cent over the past 20 years. Women’s Services, where 60,000 women served This progress is far too slow and is very much out in the three Services. During World War Two, the of step with other relevant industries, where Australian Women’s Land Army was established women’s representation has been steadily in July 1942, in response to labour shortages in increasing. The figures are more encouraging in country areas. The Women’s Land Army the Defence public service workforce where recruited women to work on farms where there women represent over 40 per cent of the were no men left to do the labour that was workforce. But this is still lower than the average traditionally assigned to men. across the wider public service of over 57 per After World War Two, 33 nurses deployed cent.

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It is critical for the future of Defence that we address this recruitment challenge. The Australian Defence Force’s future capability will depend on our ability to attract, recruit and retain the very best from the entire population of Australian workers. Defence must have a workforce that is reflective of the diversity of the modern Australian community. Over the next few decades, Australia is likely to experience an unprecedented shortage of human resources. Australia’s ageing population, combined with fewer school leavers and an (Defence Photo) increasingly strong employment market means that in forthcoming years there will be fewer The Chief of Army also issued a Directive on 20 people available to meet demand. Competition for August 2012 called “Enhancing Capability talent, especially school-leavers, who make up Through Gender Diversity”, with the aim the majority of entrants to the Australian Defence of increasing the percentage of women in fulltime Force, will be fierce. service from 10 to 12 percent in Army by mid Greater inclusion of women in Defence’s core 2014. business will establish and cement its place as a In order to deliver the required numbers, Defence workforce leader. Force Recruiting has for the first time been given Having attracted women to serve in the a specific target to enlist 570 women into Army Australian Defence Force, it is critically in 2012-13. To support this, Army has also important to retain them. Unlike other reduced the Initial Minimum Period of Service to organisations which can hire new talent when one year for 12 General Entry roles. personnel leave, the Australian Defence Force Turnover is expensive and if the Australian needs to “grow their own” and has no quick or Defence Force cannot retain workers for longer- easy means of replacing experienced personnel term careers it is a significant waste of training, who opt to leave the Australian Defence Force at resources and time invested. critical career or life stages. A more diverse mix of backgrounds and skills This includes the need to promote and retain will also lift performance and capability in a women who have built experience and skills at world where fast-paced problem solving is a senior levels in the Australian Defence Force. significant requirement. In this context, I am pleased to announce the There are a number of initiatives underway across promotion of Brigadier Simone Wilkie to Major Defence to support the increased representation General. Simone will become the first General of and participation of women in Defence. Service female officer to reach Major General in the Army and will take up her new position as Commander Australian Defence College from Women in combat July this year.1 In April 2011, the Government announced that Defence would bring forward for implementation the opening up of all roles in the Australian Defence Force to women, including combat roles, 1 Brigadier Wilkie was present in the audience and the Minister went on the basis that determination for suitability for forward to personally congratulate her – see photo above. roles in the Australian Defence Force should be

Page 4 of 8 based on physical and intellectual ability, not Reviews into aspects of the culture within both gender. Prior to this announcement, women were the Australian Defence Force Academy and the eligible to serve in 93 per cent of employment Australian Defence Force to address ongoing categories. concern in relation to failure to meet appropriate standards of conduct. Roles to be open in the future to women from which women were previously excluded are: The Reviews included the Use of Alcohol in the Navy Clearance Divers and Mine Clearance Australian Defence Force, Personal Conduct of Diver Officers; Air Force Airfield Defence Australian Defence Force Personnel, the Use of Guards and Ground Defence Officers; Army Social Media in Defence, Australian Public Infantry and Armoured Corps and some Army Service Women’s Leadership Pathways in Artillery roles; Explosive Ordnance Disposal and Defence and the Management of Incidents and Combat Engineer Squadrons; and Special Forces. Complaints in Defence. In September 2011 the Government approved the The reviews assessed the good work that had Implementation Plan for the removal of gender been done to date in these areas and examined restrictions on Australian Defence Force combat what further improvements would be made. role employment opportunities. The Plan details In summary, the reviews found that while good the steps Defence will take to enable women to progress had been made over the years, there meet the demands of the role and to pursue the were still serious areas of weakness and more careers they choose. The Plan will be work was required to ensure Defence culture is implemented over five years to ensure commensurate with our nation’s modern day appropriate levels of support are available for all expectations. The reviews found that members of people who choose to pursue a career in combat the Australian Defence Force and the Defence roles. Women are now able to serve in job Organisation generally are dedicated categories which were previously restricted to professionals who contribute to a long standing men. reputation for operational excellence. Yesterday, I was pleased to see the Chief of However, they also identified significant areas of Navy’s announcement that Navy is poised to Defence culture which needed improvement to break new ground with its first woman clearance ensure it is commensurate with the contemporary diver now in training. expectations of the modern Australian nation. Future selection for all positions in the Australian Three key reviews targeted the treatment of Defence Force will be based on ability to do the women in the Australian Defence Force and in job rather than gender. It will increase the Defence generally. employment opportunities for women in the Australian Defence Force and it will improve Australian Defence Force capability. There will Broderick Review be no reduction to any standards associated with this change. The Federal Sex Discrimination Commissioner, Ms Elizabeth Broderick, on behalf of the This is not about encouraging or coercing women Australian Human Rights Commission, into non-traditional employment roles, but is conducted two reviews into the treatment of about providing the opportunity for women who women in Defence. have an interest in these categories to pursue those careers. Phase One of the Broderick Review, into the Treatment of Women at ADFA, was tabled in

Parliament in November 2011. Implementation Cultural change of the 31 recommendations of Phase One is being progressed through Pathways to Change. In April 2011, in the aftermath of the so-called ‘ADFA Skype incident’, I announced a range of Phase Two, which considered the treatment of

Page 5 of 8 women in the Australian Defence Force environment that is optimal for, and takes generally, and pathways for women into full advantage of, the strengths of both leadership roles in the Australian Defence Force, men and women; was tabled in Parliament in August 2012. • leaders will be held to account for the In November 2012, I announced that Defence had wellbeing and culture of their teams; accepted all 21 Recommendations from the Phase 2 report of the Broderick Review, six in- • every sexual offender and harasser will be principle and 15 in full. held to account together with leaders who fail to appropriately address the behavior; Key measures to be adopted to implement the recommendations include: • flexible working arrangements enhance capability and are an important • the establishment of a dedicated Sexual recruitment and retention tool; and Misconduct Prevention and Response Office to coordinate timely responses, • women are essential to the sustainability victim support, education, policy, practice and operational effectiveness of the and reporting for any misconduct of a Australian Defence Force because they sexual nature, including sexual contribute to a diverse workforce which harassment and abuse; strengthens the Australian Defence Force’s ability to be an effective, modern, • implementation of restricted reporting relevant and high performing outside the Line of Command, so that organisation. personnel can make confidential reports of sexual harassment, sex discrimination and Implementation of Phase Two of the Broderick sexual abuse (also recommended by the Review will be incorporated into Pathway to DLA Piper Review); Change and will be subject this year to an independent audit of the implementation of the • the introduction of Waivers for Initial recommendations, together with any further Minimum Provision of Service and recommendations necessary to advance the Return of Service Obligations for victims treatment of women in the Australian Defence of sexual assault or harassment, so they Force. can discharge from the Australian Defence Force expeditiously and without The Broderick Review, phases one and two, have financial penalty; provided the Australian Defence Force with genuine opportunities to progress Australian • increasing diversity on promotion boards Defence Force culture for all serving members. and selection for most senior positions; Many of the review recommendations do not specifically target women; rather, they address

• introducing growth targets for recruiting building an inclusive, flexible organisational women; and culture where all members can thrive, through • the production of an Annual Report various life and career stages. ‘Women in the Australian Defence Force’ I thank Elizabeth Broderick and her team for this to report on implementation of the outstanding contribution to Defence. Reviews’ recommendations and related initiatives. The Defence senior leadership also signed a McGregor Review statement committing Defence to implementing In addition to the two Broderick reviews, the then the Review’s recommendations. This statement Deputy Australian Public Service Commissioner, commits that: Ms Carmel McGregor, examined the • targets are required to create an effectiveness of current strategies and proposed recommendations to increase the representation

Page 6 of 8 of and career pathways for Defence Public These are supported through the implementation Service women. Defence’s public service women of 160 recommendations and advice from the make a considerable contribution to support culture reviews and other reforms in Pathway to Defence’s capability. Change including the recommendations from Broderick Phase 2 Report. Ms McGregor has subsequently joined Defence as Deputy Secretary Defence People, where she All of these recommendations were agreed or has a critical role in the implementation of agreed‑in‑principle. Pathway to Change and shaping Defence’s people strategies into the future. Most of the key actions and review recommendations are far-reaching actions that will take two years to fully implement and several Pathway to Change more years for their impacts to be institutionalised. In March last year, the then Secretary of the Department of Defence, Mr Duncan Lewis, the The approach being taken to implement Pathway Chief of the Defence Force, General David to Change includes the delivery of a five-year Hurley, and I released the comprehensive program of cultural reform and reinforcement in Defence response to the Reviews: Pathway to Defence. The program includes a detailed Change: Evolving Defence Culture. implementation strategy, a formal reporting regime and an evaluation framework to measure The Pathway to Change outlines how the change. recommendations of the reviews will be implemented consistent with the wider Defence At the first anniversary of the release of Pathway reform programme. to Change, 48 of the recommendations have been completed. Pathway to Change also builds on the institutional and personal accountability reforms These include: in Defence to implement the Review of the • plain language ‘fact’ sheets on the redress Defence Accountability Framework (the Black of grievance process have been produced Review) announced in August 2011. (Earley – Recommendation 2); The Black Review was the first comprehensive • the Director of Military Prosecutions has review to examine personal and institutional considered changes to policy to require accountability in Defence as a whole. consultation with a victim prior to any Implementation of the Pathway to Change covers relevant prosecution decision (Earley – a series of systemic changes, as well as more Recommendation 31); immediate and specific initiatives. This includes: • ADFA has developed and articulated a • Increasing diversity within leadership clear statement about diversity, inclusion groups; and gender equality (Broderick Phase 1 – Recommendation 6); • Fully implementing reforms at the Australian Defence Force Academy • ADFA is now teaching equity and (ADFA) to address safety and behavior diversity separately from complaints issues at ADFA; and procedures and as core values underpinning ethical leadership • Applying principles of the ADFA reforms (Broderick Phase 1 – Recommendations 7 to all new starter training institutes across and 8); Defence. • ADFA has strengthened the capacity of its Pathway to Change contains 15 key actions to Equity Advisers’ Network and embedded implement cultural change in Defence, which are Equity and Diversity in all policies and being implemented.

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practices (Broderick Phase 1 – reasons for officers and enlisted members Recommendations 9 and 10); (Broderick Phase 2 – Recommendation 20); and • Residential Support Officers have been appointed to each first year Division who • amendment to Defence Instruction was live in the residential block to provide made to include the reasons for a delegate after hours supervision to waiver Initial Military Period of (Broderick Phase 1 – Recommendation Service or a Return of Service Obligation 20); for members who reported sexual assault, sexual harassment or other significant • ADFA has established a 24 hour, seven workplace harassment (Broderick Phase 2 day, hotline for all cadets, staff, families – Recommendation 21). and sponsor families (Broderick Phase 1 – Recommendation 24); The remaining recommendations are being actively implemented, with Defence on track to • ADFA has developed a database relating implement the five-year program of cultural to individual complaints and this is reform. regularly reviewed by the Commandant (Broderick Phase 1 - Recommendations 27 and 28); Parliamentary oversight • ADFA Midshipmen and Cadets have been Ongoing implementation of all of the Pathway to provided details of a range of support Change reforms is critical to ensuring that options regarding health and wellbeing, Defence’s culture meets modern day standards. sexual or personal abuse and violence and ADFA has developed links with external As the Pathway to Change document states, the support services (Broderick Phase 1 – suite of Reviews remind us that “we need to Recommendation 31); ensure our people demonstrate exemplary behaviour commensurate with the nation’s • the Secretary and CDF have issued a expectations, in and out of uniform, on and off Diversity Statement and appointed a duty”. Diversity Champion (McGregor – Recommendation 1.2); To ensure that ongoing implementation of these essential reforms receives the highest levels of • women are now members of all of oversight, Defence will provide, through the Defence’s most senior committees Minister for Defence, an Annual Report to the (McGregor – Recommendation 1.5); Parliament on Defence’s implementation of the reform program. • the Chiefs of Services Committee (COSC) has issued a Foundation Statement underpinning its support for the implementation of the Broderick Phase 2 Conclusion Report (Broderick Phase 2 – As the Pathway to Change states, Defence must Recommendation 1); be ‘trusted to defend, proven to deliver and respectful always’. • a Sexual Misconduct Prevention and Response Office (SeMPRO) is A robust and agile Defence organisation will substantially established (Broderick Phase depend on every person in it having the 2 – Recommendation 18); opportunity to contribute fully. • amendments to Defence Personnel A key strength of Australian Defence Regulations for the inclusion of fit and Organisation of the future will be the quality, the proper person or good character calibre and the diversity of the people leading it consideration aligning the termination and working in it.

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This is why Defence Institutional Reform and I thank you for your contribution to this by your Culture will be a key theme of the 2013 Defence attendance here today. White Paper to be released in the second quarter ______of this year. It will embed the ongoing reform program in Defence policy to ensure that Defence culture is in line with modern Australian community expectations and standards. But institutionalising this reform will take more than setting down policy in the White Paper. Cultural reform in Defence will require ongoing individual and organisational commitment and effort into the future.

(Defence Photo)

Biography:

The Hon. Stephen Smith MP, Minister for Defence was sworn in as Minister for Defence on 14 September 2010. Prior to that, he was the Minister for Foreign Affairs and Trade. He has been the Federal Member for Perth since March 1993 and has held a range of Shadow Ministerial positions from 1996 until 2007.

(Defence Photo)