2016 DACOWITS Annual Report

1 Defense Advisory Committee on Women in the Services

Cover photograph captions First Female Marine Blue Angels Pilot, Captain Katie Higgins, USMC One of the Twelve Outstanding Airmen of the Year 2016, Staff Sergeant Raquel Caramanno, USAF First Female Enlisted Sailor Submariner, Chief Dominique Saavedra, USN One of the First Women to Graduate From the Army’s Elite Ranger Training Course, Captain Kristen Griest, USA First Female African-American Helicopter Pilot in the U.S. Coast Guard, Lieutenant Junior Grade Lashanda Holmes, USCG

The estimated cost of this report or study for the Department of Defense is approximately $1,024,000 in Fiscal Years 2016 - 2017. This includes $365,000 in expenses and $659,000 in DoD labor. Generated on 2016Nov17 RefID: 3-7F10CB6 Chapter 1 : Introduction Ms. Ashley Schaad Vice Admiral Carol Pottenger, Pottenger, Admiral Carol Vice USN, Retired Sergeant Major of the Army USA, Retired Kenneth Preston, Jackie Young Dr. Ms. Allyson Corbo Ms. Rachel Gaddes Ms. Rachel Holzwart Ms. Rebekah Myers Ms. Ronke Oyebode Ms. Haley Rugh The Reverend (Doctor) Cynthia The Reverend August 2016) Lindenmeyer (Through Major General John Retired Macdonald, USA, Ms. Donna McAleer Ms. Monica Medina Ms. Janie Mines JoAnnFleet Master Chief Ortloff, USN, Retired USCG, Retired Captain Beverly Kelley, Major General Gale Pollock, USA, June 2016) (Through Retired Insight Policy Research ICF USA, Military Director Ms. Jessica Myers, Deputy Director Robert Bowling, Operations Officer Mr. Master Sergeant (Select) Kristine Executive Support Seebeck, USAF, Colonel Aimee Kominiak, Command Sergeant Major Michele Jones, USA, Retired USN, Retired (Through June 2016) (Through USN, Retired Major General Sharon Retired USAF, Dunbar, Christenson Ms. Teresa Ms. Sharlene Hawkes Wilson, USMC, Retired (Chair Retired Wilson, USMC, 2016) June through Anderson Kristy Dr. Colonel John Boggs, USMC, Retired Fleet Master Chief Jacqueline DiRosa, General Janet Wolfenbarger, General Janet Wolfenbarger, (Chair) Retired USAF, BerniseChief Master Sergeant Chair) (Vice Retired USAF, Belcer, FrancesLieutenant General Report Contributors DACOWITS Staff List of Members List of Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services Executive Summary 5 Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

6 Defense Advisory Committee on Women in the Services

Contents

Executive Summary______iii

Chapter 1. Introduction______1

Chapter 2. Recruitment and Retention Recommendations and Continuing Concerns______8 Mentorship 7 Single Parent Waivers 11 Continuing Concern: Accession and Marketing 14

Chapter 3. Employment and Integration Recommendations and Continuing Concerns______17 Chaplain Corps 18 Gender Integration 20 Continuing Concern: Combat Gear and Equipment 26

Chapteri 4. Well-Being and Treatment Recommendations and Continuing Concerns______29 Consolidated Service-Wide Pregnancy and Parenthood Instruction 30 Marine Corps Performance Evaluation System 31 Obstetrics Multidisciplinary Interdisciplinary Discharge Summary 33 Physical Standards 34 Strategic Communication 38 Transition Services 46 Continuing Concern: Maternity Uniforms 48 Continuing Concern: Sexual Harassment and Sexual Assault Training 49

Appendices Appendix A. DACOWITS Charter A-1 Appendix B. Research Methodology B-1 Appendix C. Biographies of DACOWITS Members C-1 Appendix D. Installations Visited D-1 Appendix E. DACOWITS Requests for Information and Corresponding List of Responses Received E-1 Appendix F. Percentages of Male and Female Active Duty Officers and Enlisted Service Members in Each Service, 2012–2016 F-1 Appendix G. Abbreviations and Acronyms Used in Report G-1 Appendix H. References H-1

i ARMY iii

Defense Advisory Committee on Women in the Services

Executive Summary

iii Defense Advisory Committee on Women in the Services

The Defense Advisory Committee on Women Single-Parent Waivers in the Services (DACOWITS) (hereafter re- The Secretary of Defense should require ferred to as the “Committee” or “DACOWITS”) each of the Military Services to adopt was established in 1951 with a mandate to a policy regarding accession of single provide the Secretary of Defense (SECDEF) custodial parents into the military to al- with independent advice and recommen- low such accessions when facts, circum- dations on matters and policies relating to stances, and occupational requirements servicewomen in the Armed Forces of the would allow, and when the Military United States. The Committee is comprised Services would benefit. of no more than 20 members who are appointed by the SECDEF and serve in a volun- Continuing Concern tary capacity for 1- to 4-year terms. Accessions and Marketing Each December, the Committee selects several study topics to examine during the fol- Employment and Integration lowing year. For 2016, DACOWITS studied Chaplain Corps 14 topics. The Committee gathered informa- The Secretary of Defense should exam- tion from multiple sources in examining these ine the unchanged percentage of wom- topics; for example, briefings and written en since 2006 in the Chaplain Corps. responses from DoD, Service-level military representatives, and subject matter experts; The Secretary of Defense should establish data collected from focus groups and inter- clear oversight of the Services’ Chaplain actions with Service members during instal- Corps and set guidelines for increas- lation visits; and peer-reviewed literature. ing the diversity of the Chaplain Corps in alignment with the Force of the Future.i Based upon the data collected and analyzed, DACOWITS offers 14 recommendations and Gender Integration four continuing concerns, which follow. The Secretary of Defense should require detailed information from the Marine DACOWITS 2016 Corps that will delineate its comprehensive plan to fully integrate women into all Recommendations and military occupational specialties. Continuing Concerns The Secretary of Defense should require the Marine Corps and the Army to col- Recruitment and Retention laborate on Infantry training to share best Mentorship practices on gender integration. The Secretary of Defense should require Continuing Concern the Military Services to include training Combat Gear and Equipment on mentorship as an essential part of leadership training, including discussion of the role and the meaning of mentorship, and of the mentoring of women by both women and men. The Committee does not recommend formal, mandatory mentorship programs.

i The Force of the Future, announced by SECDEF Ash Carter on November 19, 2015, is a set of initiatives designed to maintain DoD’s competitive edge in recruiting top talent to serve the Nation. iv Executive Summary v ------Sexual Harassment and Sexual Assault Training The Secretary of Defense should re The Secretary of Defense should and imag that strategic wording quire platforms all communication ing across regarding positively shape perceptions performthe ability of servicewomen to of combat to the highest standards readiness. ag The Secretary of Defense should public and educate the gressively military personnel on the differences and between occupational standards physical fitness standards. The Secretary of Defense should re view and enhance the content of cur to programs assistance transition rent better meet the unique needs of transi tioning servicewomen. Maternity Uniforms A one-page synopsis for each recom mendation or continuing concern and the sup follows. Detailed reasoning reasoning porting is each of these recommendations in the full annual report for 2016, provided DACOWITSthe on available is which (http://dacowits.defense.gov/). Website Transition Services Continuing Concerns Strategic Communication ------discharge summaries and ii cal research data regarding body fat fat body data regarding cal research determined via abdominal circumfer to eliminate gen ence measurement der variance. (DoDI 1308.3) with the recent open (DoDI 1308.3) with the recent than 200,000 positions to ing of more servicewomen. The Secretary of Defense should consider Service-wide adoption of methodology and medi the Air Force The Secretary of Defense should re and update a complete review quire of the 2002 DoD Physical Fitness Procedures and Body Fat Programs a policy regarding the proper use and the proper a policy regarding distribution of the computer-generated OB MultiID release make every the effort to restrict Health Information (PHI).of Protected tions by annotating pregnancy on the tions by annotating pregnancy PES form. issueThe Secretary of Defense should the Office of General Counsel re of General the Office view the Marine Corps Performance cur Evaluation System (PES), which between women’s differentiates rently temporary medical condi and men’s thorough resource for both Service for both resource thorough commands. members and their haveThe Secretary of Defense should The Secretary of Defense should direct Defense should direct The Secretary of a con to create each of the Services and parenthood solidated pregnancy all-inclusive,an to provide instruction Obstetrics Multidisciplinary Interdisciplinary Physical Standards Obstetrics Multidisciplinary Obstetrics Multidisciplinary Summary Interdisciplinary Discharge Marine Corps Performance Evaluation System Consolidated Service-Wide PregnancyConsolidated Service-Wide Instruction and Parenthood Well-Being and Treatment Well-Being ii Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Mentorship near-universal preference for informal mentorship. In the context of this discussion, DACOWITS continues to be interested in most participants defined a formal mentor- the retention, talent management, and ca- ship program as one in which mentors and reer progression of servicewomen, and the protégés are matched in some systematic Committee believes mentorship is a con- fashion, such as by matching junior and se- tributing factor to success in these areas. nior Service members within the same unit, DACOWITS has heard focus group par- rather than allowing mentoring relationships ticipants during the past several years as- to develop organically through self-selection. sert that there is a need for mentorship in Many participants felt that formal mentorship the Armed Forces, particularly for women. programs added little value, and literature on This year, DACOWITS examined the topic mentorship has supported this view. of mentorship in greater detail, with a focus on comparing how Service members Though participants felt mentors should define mentorship and the types of mentor- have more knowledge and experience than ship efforts they expect from the Services protégés, they also said mentors could vary to what the Services are doing to encour- in pay grade and age, come from the same age and address mentorship. To inform its or different career field, and—for most situa- recommendation on this topic, DACOWITS tions—be of another gender. However, same- identified and reviewed several data sourc- gender mentors were preferred for personal es, all of which are listed in the references advice, and female mentors were preferred for this report. by women for career guidance. As in past years, the Committee also heard about the challenges servicewomen have faced in Recommendation finding a mentor. Many servicewomen work The Secretary of Defense should re- with few other women, so identifying a fe- quire the Military Services to include male mentor can be difficult. Moreover, some training on mentorship as an essential Service members stated that men are some- part of leadership training, including times reluctant to mentor women because discussion of the role and meaning of they fear being accused of fraternization. mentorship, and of the mentoring of DACOWITS believes this fear is hindering women by both women and men. The the ability of servicewomen to find and ben- Committee does not recommend for- efit from mentorship in the military. mal, mandatory mentorship programs. Despite being opposed to formal mentorship programs, some participants recognized the benefit of institutionalizing certain aspects that Reasoning Summary could lead to the organic formation of suc- Concerns surrounding mentorship or the cessful mentoring relationships. Accordingly, lack thereof have been voiced by partici- the Committee recommends that the Military pants in DACOWITS focus groups every Services consider instruction on mentorship year since 2011. Based on these past find- as an essential part of leadership training, in- ings, the Committee chose to examine men- cluding discussion of the role and meaning torship in its 2016 focus groups. During of mentorship, and guidance for both men this more concerted study, the Committee and women on how to mentor servicewomen. perceived a clear theme: Mentorship is im- The Committee does not recommend formal, portant to Service members, but there is a mandatory mentorship programs. vi Executive Summary vii ------ommends that each of the Services con policy to its single-parent sider revising allow for the option of a waiver to autho militarythe in serve to parents single rize without giving up custody of their children, circum the facts, when in cases but only stances, and occupational requirements positions to women, DACOWITS believespositions to women, DACOWITS to re it would be prudent for the Services andview these positions, assignments, to expand the individual circumstances singlepool of eligible applicants to include plans (e.g., family care with strong parents living in with grandparents single parents the same domicile, custody arrangements, other committed adults). the challenges, DACOWITS recognizes sin of accessions of risks expenses, and Militarythe into and Services parents gle needs, that each Service has different assignment policies, and basing condi tions. Furthermore,each of the Services in how it assigns personnel, man differs and deploys Service ages replacements, members in conjunction with contingency operations. In many cases, those down sides may outweigh the benefits of recruit but in other cases, they ing single parents, the Committee rec may not. Accordingly, viable family care plans that would ensure ensure would that plans care family viable thus allow them and for their children care believes each ofto serve. The Committee the Military have the abil Services should to allow single parents ity to grant waivers giving up custody of theirto serve without when it would be useful and ben children, eficial to the Service. the is changing across Family structure in parents single more are Nation. There At now than ever before. the United States face a unique the Armed present, Forces en dilemma: The population of eligible number oflistees is declining while the is in jobs open to women in the Services of all combat With the opening creasing. ------when facts, circumstances, and oc when facts, circumstances, al would requirements cupational Militarythe when and Services low, would benefit. The Secretary of Defense should re The Secretary of Defense should each of the Military quire Services acces regarding policy a adopt to into sion of single custodial parents the military to allow such accessions Recommendation are more restrictive than others. Some restrictive more are ofaccessions the Services ban or restrict Others al enlisted recruits. single-parent low for waivers, such as in cases where members can demonstrate prospective ingful recruiting pool in single parents, pool in single parents, ingful recruiting all Services particularly women. Presently, have policies or waiver criteria that allow the to join; however, some single parents Services, and some across policies differ Reasoning Summary As the demographics of the Nation and the military shift, and as the need to re militarythe into women cruit persists, may be a mean DACOWITS believes there identified and reviewed several data sourc several identified and reviewed in the references listed es, all of which are for this report. need to recruit more women persists, the women persists, more need to recruit if the Services might Committee wondered their potential unnecessarily narrowing be allowing singlenot applicants by of pool inform its To to join the military. parents topic, DACOWITS on this recommendation As part examination of the of its ongoing and accessions of women into recruitment DACOWITS examinedthe Armed Forces, Services’ policies related DoD and the As of single parents. to the accessions shift and the demographics the Nation’s Single-Parent Waivers Single-Parent Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

would permit, and when the Services would benefit. The Services would maintain the ability to develop their own criteria for when such waivers would be permitted, and each Service would retain the right to be as strict or lenient as needed in granting such waivers to meet the needs of the Service.

viii Executive Summary ix - - The Committee has continued to closely has continued The Committee theof women into accessions follow the last few years have seenServices. The to both parental respect changes with the opening of all po leave policies and These changes, in thesitions to women. supportshould the view, Committee’s re to continue to increase Services’ efforts cruitment of women. ------aging trend and applauds those Military and applauds aging trend a com Services that have demonstrated ofmitment to accelerating the accessions goals. higher recruitment women through en into the Militarycre Services will help Some capable force. more ate a stronger, credible, of the Services have instituted women.for goals accession meaningful an encour DACOWITS believes that this is topic, all of which are listed in the referenc listed topic, all of which are es for this report. Reasoning that theDACOWITS continues to believe numbers of wom accessions of increasing Services’ marketing had changed with theServices’ marketing to servicewomenopening of all positions of changes to pa and the implementation DACOWITS identifiedpolicies. leave rental on this sources several data and reviewed This year, DACOWITS continued its ongo This year, of the accessions of anding examination highly qualified female marketing toward Committee was particuapplicants. The in understanding how the larly interested Continuing Concern: Concern: Continuing and Marketing Accessions Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Chaplain Corps chaplain gender. A few of these participants indicated that they perceived the personality The proportion of female military chaplains of the chaplain as more important than the has remained static at approximately 5 per- gender. When asked to identify situations in cent during the past 10 years despite in- which a Service member might prefer to con- creases in the overall percentage of women sult a chaplain of a particular gender, some in the Services and the opening of all occu- Service members identified circumstances pational specialties to women. Following up under which a female chaplain could be pre- on its study of the Chaplain Corps in 2006, ferred (e.g., marital problems, sexual harass- the Committee focused on the progress the ment, sexual assault, gender discrimination). Services have made toward increasing the Given the focus group findings and the pro- number of female chaplains in the Armed portion of women chaplains, the Committee Forces. To inform its recommendations on believes the SECDEF should examine why this topic, DACOWITS identified and re- the proportion of women in the Chaplain viewed several data sources, all of which are Corps has not changed since 2006. listed in the references for this report.

Recommendation 2 Recommendation 1 The Secretary of Defense should es- The Secretary of Defense should exam- tablish clear oversight of the Services’ ine the unchanged percentage of wom- Chaplain Corps and set guidelines for en since 2006 in the Chaplain Corps. increasing the diversity of the Chaplain Corps in alignment with the Force of the Future. Reasoning Summary The Committee recommended in 2006 that the Chaplain Corps should increase its pro- Reasoning Summary portion of female chaplains. Since then, In September 2016, the Committee re- there has been no change in the percent- quested a written response from DoD to de- age of women in the Chaplain Corps despite termine who has oversight of the Services’ steady progress in increasing the numbers Chaplain Corps and who is working to ad- of women in all other branches and job posi- dress the lack of progression, the extremely tions in the Services. The focus of this rec- limited number of promotions, and the mini- ommendation is to examine the proportional mal increase in the number of women in the opportunities of female chaplains as a mi- Chaplain Corps. DoD provided the following nority group. response: “The Chiefs of Chaplains of the When asked about the role of a chaplain, Military Departments, as special staff officers participants in the 2016 DACOWITS focus to their respective Service Chiefs, exercise groups noted that chaplains serve as the oversight of the Services’ Chaplain Corps. link between the Service member and the The Armed Forces Chaplains Board, com- command and as a resource for command- prised of the Chief and Active Duty Deputy ers. When asked about their perceptions of Chief of Chaplains of each of the three female chaplains, female chaplains were Military Departments, makes policy recom- generally viewed the same as male chap- mendations to the Secretary of Defense and lains. Many participants felt indifferent about the Under Secretary of Defense for Personnel

x Executive Summary xi has no oversight authority regarding the authority regarding has no oversight Military Departments Corps.” The Chaplain believes that themajority of the Committee establish clear oversightSECDEF should guidelinesset and Corps Chaplain the of the diversity within the Corps. for improving and Readiness on religious, ethical and ethical on religious, and Readiness for the Militarymoral matters but Services, Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Gender Integration The Marine Corps presented its integration plan in both fishbone and scorecard formats, Following the December 3, 2015, decision neither of which included a specific timeline. by the SECDEF to open all previously closed DACOWITS believes the SECDEF should re- units and positions to women, DACOWITS quire such a timeline. has been closely monitoring the Services’ efforts to develop and implement plans to fully integrate women into all occupational Recommendation 2 specialties. The Committee was interested in The Secretary of Defense should re- the Services’ implementation plans, their require the Marine Corps and the Army to spective rates of progression on implement- collaborate on Infantry training to share ing those plans, any facilitators and barriers best practices on gender integration. to progress in this area, and the number of women in each of the following status cat- egories for the newly opened positions: ap- Reasoning Summary plied, accepted, in progress, failed, and The Army has a history of gender-integrat- graduated. To inform its recommendations ed training, whereas the Marine Corps still on this topic, DACOWITS identified and re- carries out some of its training separately viewed several data sources, all of which are for male and female marines. The Marine listed in the references for this report. Corps utilizes Army schools for most of its initial training in Ground Combat Arms Recommendation 1 specialties. For example, Marine Corps Armor training is conducted at Fort Knox, The Secretary of Defense should require KY; Artillery training is conducted at Fort detailed information from the Marine Sill, OK; and Combat Engineer training and Corps that will delineate its comprehen- Military Police training are conducted at sive plan to fully integrate women into all Fort Leonard Wood, MO. This cross-Service military occupational specialties. use of resources is not only cost effective but also strengthens both Services. Reasoning Summary Given the Army’s history of gender integra- Full integration of women into all specialties tion, its study of gender integration, and the begins with training; those who successfully Army’s timeline-based plan for integrating complete the training for an occupational Infantry training, it would be worthwhile for specialty are then assigned to operational the Army and Marine Corps to collaborate units. Most of the Services and the United and share ideas on training. This approach States Special Operations Command have could further reduce training-related costs created clear training tracks with estab- for DoD and allow the two Services to le- lished, progressive timelines and dash- verage and complement each other’s gen- boards outlining their plans for successful der integration efforts. DACOWITS believes gender integration. this collaboration between the two Services should be required by the SECDEF.

xii Executive Summary xiii ------

The Committee applauds the progress of progress The Committee applauds the the Armyall of the Services, and especially and ac and the Marine Corps, in refining procure celerating the development, the fitting ment, and the distribution of properly oncombat equipment. With an emphasis now openthe new combat assignments continueto women, the Committee will the Army and updates from to request in progress the Marine Corps regarding collaboration ef as well as these areas, Committeeforts the CS-WEB. The through should bebelieves that such updates included as part of the SecDef Annual re which were Assessment Requirements, cently established to track the gender inte of combat units. gration progress equipment designs and features in 2016. features designs and equipment that recognized Corps recently The Marine inventory its it needed to modify to better the female population. Inaccommodate its equipment sizingJuly 2016, it expanded a wider spectrum of bodyto cover range women for the 2nd percentile sizes: from the for men. All of up to the 98th percentile to develop and pro Services collaborate the Cross equipment through combat cure (CS- Board Equipment Service Warfighter The WEB), which is convened quarterly. common solu focus is to develop board’s and indi tions for organizational clothing uniformsincluding vidual equipment, and equipment. personal protective ------Historically, the Army’s approach has been approach the Army’s Historically, and field combat gear sized for to procure This is an ongoing prior the female body. which added several new ity for the Army, Services—especially the Army the and development, Marine Corps—on product fit properly of procurement and testing, ting combat equipment for servicewom injuryof potential the decrease en will and further combat readiness. improve This continuing concerncontinuing This to similar is 2014 in DACOWITS by expressed ones and 2015. As all combat assignments continued open to women, a now are the focus by and collaboration among soon as possible. DACOWITS identifiedsoon as possible. DACOWITS this on data sources several reviewed and in the refer listed topic, all of which are ences for this report. Reasoning year, DACOWITS continued to monitor themonitor to continued DACOWITS year, to its 2012–2014 rec Services’ responses that the Services work col ommendations with properly women laboratively to provide asequipment combat fitted and designed Providing servicewomen with properly servicewomen with properly Providing fitted combat equipmentdesigned and safety and well-being,is essential to their unimpeded performancemilitary of du military Thisties, and overall readiness. Continuing Concern:Continuing and Equipment Combat Gear Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Consolidated Service-Wide roles in helping Service members successfully continue their careers while experiencing Pregnancy and Parenthood and enjoying these events. At the same time, Instruction Service members need to understand and fulfill their roles and duties to their Services Continuing its work from 2015, DACOWITS while starting and raising their families. examined pregnancy and parenthood instructions offered by each Service branch For each Service, there are many instruc- to its members. The Committee wanted to tions and policies addressing pregnancy, understand each policy and determine how the postpartum period, and parenthood. In best to combine pregnancy, postpartum, 2015, the Committee made a recommenda- and parenthood instructions and policies tion to consolidate all of these guidelines into into one instruction per Service. To inform its one instruction per Service, thus providing a recommendation on this topic, DACOWITS single resource to assist Service members identified and reviewed several data sourc- and their commands.iii The Navy and the es, all of which are listed in the references Marine Corps, for example, each have con- for this report. solidated and outlined all administrative issues, regulations, and policies pertaining to starting and/or expanding families into one Recommendation instruction. The Navy has also developed The Secretary of Defense should direct an official Navy Pregnancy and Parenthood each of the Services to create a con- Mobile Application that provides guidance solidated pregnancy and parenthood for both Service members and command instruction to provide an all-inclusive, leadership. The application includes discus- thorough resource for both Service sions on family planning, pregnancy, health members and their commands. care, breastfeeding, adoption, assignments, separation from the military, retention by the military, and other related topics. Reasoning The Committee believes the other Services A clear understanding of decisions, actions, should emulate the Navy’s best practices and requirements surrounding pregnancy, and develop similar resources—including the postpartum period, and parenthood is mobile applications—to help Service mem- vital to ensure the safety, health, and well- bers and their commands navigate through being of families as they experience these these complex issues with the least amount life events, which are both rewarding and of disruption and frustration. challenging. It is imperative that the Services recognize that having children is not incompatible with military service. Commanding officers and supervisors can play significant

iiiIn 2015, DACOWITS made the following recommendation: The Department of Defense should require that all of the Services create a consolidated pregnancy and parenthood instruction. xiv Executive Summary xv

------cent periods should be removed from fit from cent periods should be removed ness reports; doing so will better protect Marines’ medical privacy and eliminate information that potentially jeopardizes re in future fair and equitable treatment associated with promotions reviews cords and assignments. nancy are not cause for adverse fitness re not cause for nancy are ports or evaluations.” on the ser The annotation of pregnancy performance evaluation/fit vicewoman’s potential for bias the ness report creates for promo when the member is assessed tion. DACOWITS is concernedwhat as to to gaininsights the Marine Corps may seek on pregnancy by documenting a marine’s rele the questions and fitness report her an evaluationa notation to of such vance of performance and potential for advance no ment in duty or pay grade. Importantly, other Service includes pregnancy-relat evaluations.personnel on comments ed Marine Corps servicewomen should be re fitness on treatment same the afforded ports as their male counterparts and wom en in other Services. The SECDEF should the Marine Corps follows DoDD ensure 1308.1 and MCO 5000.12E. All references and postpartumto pregnancy convales report do not align. Departmentalign. not report do Defenseof the DoD 1308.1, detailing (DoDD) Directive and Body Fat Program, Physical Fitness Service members shall states, “Pregnant of fitness and standards not be held to the until at least 6 months afterbody fat testing Marine termination.” Moreover, pregnancy (MCO) 5000.12E, the Marine Corps Order andCorps Policy Concerning Pregnancy that “en procedures requires Parenthood, not are servicewomen pregnant that sure adverse receive or evaluated adversely a conse fitness reports or evaluations as shall not Pregnancy quence of pregnancy. comments section.be mentioned in the exceeded during preg standards Weight ------Throughout a Throughout iv and men’s temporary medical condi and men’s on the tions by annotating pregnancy PES form. The Secretary of Defense should Counsel of General have the Office Performance the Marine Corps review cur Evaluation System (PES), which between women’s differentiates rently Recommendation In 2015, DACOWITS made the following recommendation: The Marine Corps PerformanceIn 2015, DACOWITS made the following recommendation: Evaluation System should not notates pregnancy on a fitness report. The notates pregnancy DoD from guidances written respective and the Marine Corps on whether/how fitness marine’s a in pregnancy record to affect the MRO’s [marine reported on] per the MRO’s affect formance of duties or diminish his or her yet pregnancy as a leader,” effectiveness to is the only medical condition required be documented on a fitness report. The Marine Corps is the only Service that an and select marines for augmentation, ad vancement, schooling, and command. The to provide PES states that it is inappropriate “comments pertaining to medical issues (physical and/or psychological) that do not This recommendation follows up on one the follows This recommendation Committee made in 2015. and prior fitness all current career, marine’s by selection reviewed routinely reports are performance to evaluate career boards Reasoning Summary DACOWITS identified and reviewed sev and reviewed identified DACOWITS listed in all of which are eral data sources, for this report. the references Continuing its work from 2015, DACOWITS 2015, DACOWITS from Continuing its work issue of annotating preg examined the Corps Performancenancy on the Marine in (PES) form.Evaluation System To on this topic, form its recommendation Marine Corps Performance Corps Performance Marine System Evaluation differentiate between women’s and men’s temporary medical conditions and all references to pregnancy and postpartum to pregnancy temporary medical conditions and all references and men’s between women’s differentiate medical privacy. fairness fitness reports to ensure and the individual’s from convalescent periods should be removed iv Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Obstetrics Multidisciplinary setting, this information is used to generate the OB MultiID discharge summary. Based Interdisciplinary Discharge on written responses from the Services to a Summary DACOWITS RFI in September 2016, there are still many challenges and a lack of DACOWITS continued its study from 2015 specificity regarding dissemination of this on the use and distribution of the Obstetrics document and/or the information it contains. Multidisciplinary Interdisciplinary (OB MultiID) discharge summary. Upon a servicewoman’s The purpose of the discharge summary is to release from a hospital setting, the hospital outline the details of a patient’s hospital stay provides her with the summary, which includes and provide recommendations for care fol- details on her obstetric history, her hospital lowing discharge from the hospital. This is stay, and post-discharge care instructions. PHI and belongs to the patient. A discharge The Committee wanted to better understand summary should be treated as a personal what measures are taken to restrict the im- medical record and protected as such and proper release of OB MultiID discharge sum- should never be used as a leave request for mary information, and how the information is a commanding officer. used. To inform its recommendation on this There is no policy outlining the requirement topic, DACOWITS identified and reviewed for a servicewoman to share OB MultiID dis- several data sources, all of which are listed in charge summary information with her chain the references for this report. of command to justify an inability to perform particular job functions and/or request convalescent leave. This lack of guidance Recommendation creates confusion and instances in which The Secretary of Defense should issue servicewomen share PHI needlessly. a policy regarding the proper use and distribution of the computer-generated A Service member’s chain of command OB MultiID discharge summaries and needs to know only whether there are limi- make every effort to restrict the release tations in the member’s ability to perform of Protected Health Information (PHI). duties, information that can be obtained through communication with medical pro- viders treating the member. Leaders also Reasoning Summary need to know the expected length of convalescent leave; however, specific etiology DACOWITS repeats this recommenda- is generally not necessary. In cases of other tion from 2015.v DACOWITS continues to illnesses and/or injuries, specific diagno- be concerned about the improper release ses usually are not shared with leaders be- and/or use of PHI. When a servicewoman cause it is generally not necessary for the receives care from a military obstetrician/ chain of command to know specifically why gynecologist, she is required to complete a medical limitation is in place. Therefore, a form detailing her obstetric history. The DACOWITS believes the SECDEF should is- provider then assimilates the information sue a policy on how such personal medical from the form into the servicewoman’s com- information is used and distributed. prehensive obstetric medical record. After treatment in and release from a hospital

vIn 2015, DACOWITS made the following recommendation: The Department of Defense should issue a policy regarding the proper use and distribution of the computer-generated OB MultiID Discharge Summaries and make every effort to eliminate the release of this protected health information. xvi Executive Summary xvii ------eating disorder symptoms and diagnoses eating disorder found that in the Services, researchers military and fitness tests weight standards symptoms in contribute to eating disorder Service members (both male the military. and female) often resort to unhealthy mea to pass to lose weight quickly in order sures mass (e.g., weight). that the The Committee recommends andSECDEF update the height, weight, chartsfat body Militarythe for Services data andbased on the latest medical health information injury en to prevent and fit and opera are Service members sure the Coast Guard, Army, The tionally ready. currently the Marine Corps, and the Navy based on calculate body fat percentages al the and weight; height individual’s an gender and age. by lowable ranges differ the differentiation, gender preclude To that body fat be Committee recommends calculated solely by measuring abdomi an accepted method of nal circumference, level of body fat, which has testing one’s been adopted by the Air Force. body fat testing method Under current the discharged from ologies, women are than their Military frequently Services more male counterparts. In a meta-analysis of The instruction is 14 years old as of the old as of is 14 years The instruction a is based upon this report and writing of Under and methodology. dated approach whosemembers “Service DoDD 1308.1, muscular and cardio-respi duties require inratory be hampered endurance may performing body fat ex their duties when percent and 36 males in 26 percent ceeds Marine Corps applies thein females.” The whereas fat standard, most stringent body slightly lessthe other Military are Services combatstrict. The opening of additional a needpositions to women necessitates for servicewomen to be able to accumulate and endurance, muscular strength greater overall body and thus, the need to increase ------ence measurement to eliminate gen ence measurement der variance. The Secretary of Defense shouldDefense of Secretary The consider Service-wide adoption of methodology and medi the Air Force fat body data regarding cal research determined via abdominal circumfer of more than 200,000 positions to than 200,000 of more servicewomen. Recommendation 2 The Secretary of Defense should re The Secretary of Defense should and update a complete review quire andof the 2002 DoD Physical Fitness (DoDI Procedures Fat Programs Body [Department of Defense Instruction] opening1308.3) with the recent Recommendation 1 With the recent opening of more than opening of more With the recent 200,000 positions to servicewomen, it is vi a complete re tal that the SECDEF require view of the DoD Physical Fitness and Body (DoDI 1308.3). Procedures Fat Programs Reasoning Summary several data sources, all of which are listed of which are all several data sources, for this report. in the references policies are perceived by Service mem by perceived policies are policy, each behind rationale the and bers opening of more recent especially with the than 200,000 positions to servicewomen. on this inform recommendations its To reviewed topic, DACOWITS identified and DACOWITS continues to be interested in to be interested DACOWITS continues retention the affect directly policies that of servicewomen in the and promotion policies relat specifically, Armed – Forces The Committee standards. ed to physical these how in understanding interested is Physical Standards Physical Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

the body composition test, but there is also a direct correlation between the historically more stringent body composition standards for female Service members and eating disorders. Under the Force of the Future initiative, DoD is emphasizing the military’s retention of women. As part of this effort, the SECDEF should require a full review of DoD’s approach to body composition requirements as well as subsequent impacts of these policies on operational readiness, family planning, and the overall health and wellness of women serving in the Armed Forces.

xviii Executive Summary xix ------differences in the imagery representation in the imagery representation differences of servicewomen by Service. Of the im ages that included people, only 6 percent of of those on the “.mil” sites and 4 percent portrayedsites “.com” the on those women in nontraditional roles. der integration,” which some associate der integration,” which some recom with a social agenda, DACOWITS such mends that DoD use other language, combat as “talent leverage,” to highlight believes it is im DACOWITS readiness. perative that both militaryand personnel the differ the public clearly understand physi and occupational between ences cal fitness standards. aIn October 2016, DACOWITS conducted used of the images review comprehensive (those primary Website on each Service’s ending in “.mil”) and addresses with Web ad (those with Web Website recruiting ending in “.com”). The imagerydresses of servicewomen in the representation of the vi military was not representative by senior leadership. Across sion provided all of the “.mil” and “.com” sites, only a of the images of people small percentage and 23 per included women (21 percent substantial were There cent, respectively). target audience as it relates to a specific to as it relates target audience in women serving this case, campaign—in combat. direct gener focus groups DACOWITS’ 2016 to gender related ated several findings First, participantsintegration efforts. had on gender integration, mixed opinions number noting the value with a growing capabilities and perspectives female of concerned about alle while others were physical fitness and oc gations of lower women. Second, for cupational standards participants said most 2016 focus group neutral” they disliked the phrase “gender blanket term the “stan and preferred the phrase “gen Instead of using dards.” ------military personnel of the differences military personnel of the differences between occupational standards and physical fitness standards. Recommendation 2 ag The Secretary of Defense should educate the public and gressively require that strategic wording and wording strategic that require all communication imaging across platforms positively shape percep ability of service the tions regarding women to perform to the highest of combat readiness. standards Recommendation 1 The Secretary of Defense should es their capabilities and contributions toand contributions capabilities their es of the Services. The the combat readiness Committee believes the mission for mar keting communication, both internal and external, of the is to shape the impressions Reasoning Summary DACOWITS believes that female Service to pursu receptive members will be more success serving in, ing, and have greater newly opened combat positions if strategic address effectively more communication the references for this report. for the references DoD and Service communications aboutDoD and Service gender integration and itsthe purpose of in To to combat readiness. relationship this topic,form on its recommendations sev DACOWITS identified and reviewed inlisted are which of all sources, data eral As part of its review of the Services’ genderAs part of its review DACOWITS examinedintegration efforts, to efforts relevant strategic communication Theto women. positions all of opening the under better in was interested Committee of members’ perceptions standing Service Strategic Communication Communication Strategic Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

DACOWITS recommends DoD use a strategic communication strategy that focuses on text and image selection to positively shape perceptions regarding the talent women contribute to combat readiness. We believe that a centralized, strategic communication plan will help minimize misconceptions about the purpose of gender integration and the differences between physical fitness and occupational standards.

xx Executive Summary xxi ------eran women and both veteran and nonvet eran women and both veteran and that theeran men. The report also found veteransrate of homelessness for female for nonvet in 2013 was nearly double that eran women. content The SECDEF should augment TAP of tran to better meet the unique needs sitioning servicewomen. In concertwith partners, conduct a DoD should its TAP andneeds assessment of servicewomen session for female breakout develop a TAP needs.military those members to address DoD and the Militaryalso Services should of ad undertake review a comprehensive by various military offered hoc programs units and external transition support pro best practices in transi grams to promote tion support approaches. and referral less likely to be married; more likely to be likely more to be married; less likely member if mar to a fellow Service married more likely to be a single parent; ried; more likely to and more likely to be divorced; following militarybe unemployed service. also tended to be young veterans Women counterpartser than their male and, for were not well understood, that are reasons benefits. VA less likely to use report, compared to the DAV According female veterans havewith male veterans, to translate technical difficult found it more skills they gained in the military in to jobs veterans have Female the private sector. thestruggled with unemployment following lagging behind nonvet recession, recent ------sitioning servicewomen. Recommendation re should Defense Secretary of The cur view and enhance the content of to programs transition assistance rent tran better meet the unique needs of vices provided by the U.S. Departmentvices provided of Female veterans dis (VA). Affairs Veterans played unique transition circumstances: with men, women were when compared grams serving veterans. DAV’s research research grams serving veterans. DAV’s showed female veterans had knowledge gaps about transition services available DoD, and many lacked through ser for their eligibility of understanding (TAP) does not include content that ad (TAP) needsand challenges unique the dresses of transitioning servicewomen. This con tent gap has been noted in a comprehen AmericanDisabled the by assessment sive of the policies and pro (DAV) Veterans Reasoning Summary Assistance Program Transition The current inform its recommendation on this topic, inform on its recommendation sev DACOWITS identified and reviewed listed in the are all of which eral sources, report. for this references to help them transition to civilian life. The life. civilian to transition them help to data on the well reviewed Committee also after transitioning ness of servicewomen concernsto civilian life to understand the for transitioning most relevant that are To servicewomen and their prevalence. As part of its review of servicewomen’s of servicewomen’s As part of its review DACOWITS exam overall wellness, services available to ined the transition The Committee was Service members. in better understanding what interested available to servicewomen services were Transition Services Transition Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Continuing Concern: depending on the rank/rate of the Service member and her Service. Several of the Maternity Uniforms Services are working to update their mater- This year, DACOWITS reviewed maternity nity uniforms and policies related to the ad- uniform designs, prices, and distribution pol- ministration of these items. The Committee icies. DACOWITS was interested in under- will follow these updates closely and review standing servicewomen’s experience with any changes. maternity uniform policies and the quality and utility of the garments available to them. DACOWITS identified and reviewed several data sources on this topic, all of which are listed in the references for this report.

Reasoning During its 2016 focus groups, the Committee heard servicewomen’s concerns about the design and appearance of maternity uniforms. To follow up, the Committee then received briefings from the Services on these issues. As was explained to the Committee in September 2016, there is a wide variety of maternity uniform designs, materials, sizes, and prices. Moreover, there are several different distribution/purchasing policies,

xxii Executive Summary xxiii ------Assault in the Armed Forces. In the Committee’s 2016 focus groups, groups, 2016 focus In the Committee’s their opinions some participants offered sexual as that sexual harassment and sault training was necessaryuse and the ful, but others criticized the content, of the train and the frequency delivery, ing. Some of the participants perceived and com PowerPoint lectures Microsoft be less effective training to puter-based in cul than interactive skits and lectures harass sexual about awareness tivating ment and sexual assault. to the This topic continues to be of interest Committee. DACOWITS acknowledges two other Federal Advisory Committees that monitor sexual assault: the Judicial Panel, and the Defense Proceedings Advisory Committee on Investigation, and Defense of Sexual Prosecution, ------Some participants described how this fre feelingsto contribute could training quent interac professional around of trepidation tions between men and women. combat positions to women, the timing is As in previ right for such a reevaluation. ous years, in 2016, the Committee found sexual training around that groups focus in harassment and sexual assault was influ encing the gender integration process. reevaluated to reemphasize the critical to reemphasize reevaluated andlinkages between sexual harassment impact ofsexual assault and the negative and readiness these behaviors on force the opening of With combat effectiveness. Reasoning de DACOWITS believes that the content, of sexual harass and frequency livery, must bement and sexual assault training and any adverse or unintended factorsand any adverse or unintended of the training. as a result that occurred sev DACOWITS identified and reviewed harassment on sexual eral data sources which are and sexual assault training, all of for this report. listed in the references Service. The Committee was interested in was interested Service. The Committee the best practices inbetter understanding The Committee was also interest this area. about theed in how Service members felt what made of the training, effectiveness the training successful or unsuccessful, Sexual Assault Training Sexual Assault years, DACOWITS con As it has for several sexual harassment andtinued to examine by each training provided sexual assault Continuing Concern: Concern: Continuing and Sexual Harassment Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee AIR FORCE 1

Defense Advisory Committee on Women in the Services

Chapter 1

Introduction

1 Defense Advisory Committee on Women in the Services

The Defense Advisory Committee on Women The Committee is organized into three sub- in the Services (DACOWITS) (hereafter re- committees: Recruitment and Retention; ferred to as “the Committee” or “DACOWITS”) Employment and Integration; and Well- was established in 1951 with a mandate to Being and Treatment. Each December, each provide the Secretary of Defense (SECDEF) subcommittee selects several study topics with independent advice and recommen- to examine during the following year, with the dations on matters and policies relating to understanding that topics can be added or servicewomen in the Armed Forces of the eliminated based on the information gained United States. (See Appendix A for a copy throughout the research cycle. For 2016, of the Committee’s charter.) DACOWITS has DACOWITS studied 14 topics; their research made hundreds of recommendations to the informed the development of several recom- Secretary of Defense during the past 65 mendations and continuing concerns, which years. Most recently, DACOWITS provided are presented in Chapters 2–4 of this report. research for and was an instrumental voice At times, the Committee chooses to repeat that contributed to the SECDEF’s decision on a recommendation or continuing concern December 3, 2015, to open all military occu- made in a previous year if it has not yet been pational specialties to women. DACOWITS fully addressed by DoD and/or the Military is a Federal Advisory Committee that oper- Services. Table 1.1 lists the study topics ex- ates in accordance with the provisions of the amined during 2016. Federal Advisory Committee Act. Committee The Committee engages in a range of ac- members serve as individuals, not as official tivities each year to explore its chosen representatives of any group or organization topics and, ultimately, inform its recommen- with which they may be affiliated. Members dations. DACOWITS is one of the only DoD include prominent civilian women and men federal advisory committees to conduct an- from academia, industry, public service, nual focus groups with Service members. and other professions. Selection is based The Committee bolsters its findings from on experience in the military or with work- the focus groups with input from several force issues related to women. Members other sources, including site visit informa- are appointed by the SECDEF, voluntarily tion; survey data collected from focus group serve 1- to 4-year terms without compensa- participants; briefings from Service repre- tion, and perform a variety of duties; these sentatives in response to requests for infor- include visiting military installations annually, mation (RFIs) presented at the Committee’s reviewing and evaluating current research on quarterly business meetings; written RFI re- military women, and developing an annual sponses from the Services submitted prior report with recommendations on these is- to quarterly meetings; and formal literature sues for Service leadership and the SECDEF. reviews and ad hoc analyses carried out by Nominees cannot be on active duty or in the its research contractor. Figure 1.1 depicts Reserves, nor can they be current federal the data sources that inform the Committee’s employees. The Committee is comprised of annual recommendations. no more than 20 members. See Appendix C for 2016 DACOWITS member biographies.

2 Chapter 1 : Introduction 3

1 1 1 1 Number of Continuing Concerns

1 1 2 2 1 1 1 2 2 1 Number of Other Sources ad hoc analyses) (literature reviews, Recommendations Members of Defense With Service Focus Groups to the Secretary Recommendations Well-Being and Treatment Well-Being Recruitment and Retention Employment and Integration Study Topic Responses to Quarterly RFIs Table 1.1. DACOWITS 2016 Study Topics and Study Topics 2016 1.1. DACOWITS Table Corresponding Recommendations and Continuing Concerns Recommendations and Corresponding Figure 1.1. Data Sources That Inform DACOWITS’ Annual Recommendations 1.1. Data Sources Figure Physical Standards Strategic Communication Services Transition Maternity Uniforms Training Sexual Harassment and Sexual Assault Combat Gear and Equipment Instruction and Parenthood Consolidated Service-Wide Pregnancy Marine Corps Performance Evaluation System Performance Obstetrics Multidisciplinary Interdisciplinary Discharge Summary Single-Parent Waivers Single-Parent Accessions and Marketing Chaplain Corps Gender Integration Mentorship Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Chapters 2-4 present the Committees’ 2016 responses received. Appendix F shows recommendations and continuing concerns percentages of women in each Service organized by subcommittee and alphabeti- during the past 5 years, Appendix G lists cally by topic. Following each recommen- abbreviations and acronyms used in the re- dation/series of related recommendations port and appendices, and Appendix H lists or continuing concern is a section that references for the report. Appendix H is or- outlines the evidence the Committee ex- ganized by study topic to allow readers to amined and explains the reasoning for the quickly reference topics of interest. recommendation(s) or continuing concern. Sources referenced in this report and Appendix A provides the Committee’s char- available for review and download on the ter, Appendix B describes the Committee’s DACOWITS website (http://dacowits.de- research methodology, Appendix C pres- fense.gov) include the 2016 quarterly busi- ents biographies for current DACOWITS ness meeting minutes, the 2016 focus group members, and Appendix D lists installa- report, RFIs sent to DoD and the Military tions visited by DACOWITS members in Services, briefing materials and written re- 2016 to collect focus group data. Appendix sponses delivered to the Committee, and a E outlines the Committee’s RFIs for each of collection of recent news articles relevant to its quarterly business meetings as well as the issues examined in 2016 by DACOWITS.

4 Chapter 1 : Introduction 5 Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee COAST GUARD

Defense Advisory Committee on Women in the Services 7

Defense Advisory Committee on Women in the Services

Chapter 2

Recruitment and Retention Recommendations and Continuing Concerns Defense Advisory Committee on Women in the Services

This chapter presents DACOWITS’ 2016 of mentorship, their perceptions on recommendations and continuing con- what makes a person a good mentor cerns related to recruitment and retention, or protégé and what makes for a good organized alphabetically by topic. The mentor-protégé relationship, and their recommendations are presented first, fol- preferences regarding mentorship pro- lowed by the continuing concerns. Each grams (Focus Group Report, 2016)1 recommendation, or set of recommenda- DACOWITS’ recommendation and support- tions, is preceded by a brief overview of ing reasoning on mentorship follow. the data sources the Committee examined for the related topic. Following each recommendation is the Committee’s reason- Recommendation ing for presenting the recommendation, The Secretary of Defense should re- based on its investigation of the topic in quire the Military Services to include 2016. Continuing concerns are presented training on mentorship as an essential as overarching topics; the section discuss- part of leadership training, including ing each concern includes additional infor- discussion of the role and meaning of mation on why the Committee selected the mentorship, and of the mentoring of topic for additional study. women by both women and men. The Committee does not recommend for- Mentorship mal, mandatory mentorship programs. DACOWITS continues to be interested in the retention, talent management, and career progression of servicewomen, and the Reasoning Committee believes mentorship is a con- Concerns surrounding mentorship or the lack tributing factor to success in these areas. thereof have been voiced by participants in DACOWITS has heard focus group partici- DACOWITS focus groups every year since pants during the past several years assert 2011. Past participants discussed a need that there is a need for mentorship in the for mentorship to enhance career progres- Armed Forces, particularly for women. This sion and facilitate the gender integration year, DACOWITS examined the topic of process; in particular, several women have mentorship in greater detail, with a focus on advocated for more female mentors. comparing how Service members define In 2011, focus group participants commented mentorship and the types of mentorship ef- on the importance of mentorship and the com- forts they expect from the Services to what mon difficulty in obtaining a mentor, prompting the Services are doing to encourage and DACOWITS to recommend an increased em- address mentorship. To inform its recom- phasis on mentorship—particularly informal mendation on this topic, DACOWITS iden- mentorship—as a best practice.2 The follow- tified and reviewed several data sources. ing year, participants suggested that having The Committee examined data it obtained a mentor was one of the primary factors in- in past years through focus groups and fluencing their military career plans.3 In the briefings and also researched the following 2013 focus groups, participants expressed primary source of data, which is available a need for more women in leadership roles on the DACOWITS Website: to serve as role models and mentors.4 This Findings from focus groups with Service was reiterated in 2014 by participants’ de- members to assess their definitions sire to find and utilize female mentors as role

8 Chapter 2 : Recruitment and Retention Recommendations and Continuing Concerns 9 ------

8 —Female Officer —Senior Enlisted Man —Junior Enlisted Woman ferent and that Service members tend to haveferent needs. different mentors to address different mentors different many have I believe that “I subject because I want to go to different matter experts. For finances I have some for personal one, for family I have another, things I have another.” ship would look like; they also preferred preferred ship would look like; they also methods rather than in-person electronic re of communication within the mentoring lationship. Furthermore, in those organiza tions that had formal mentorship programs, confusedjunior Service members often mentorship with leadership in general. gap. . . . People is a generational “There have to do . . . We seeking mentors. aren’t . . .something [to encourage mentorship]. out yet.” that figured have just don’t We a certain“When [you] reach rank, [mentor ing] should be in your job title. I would ex pect [those Service members to mentor me and to be able to trust them].” be in describing the relationships Similarly, focus grouptween mentors and protégés, dif is participantsrelationship each that noted mentoring to be superior to informal to be superior mentoring men produce rarely . . formaltoring . programs support.” equivalent career for informal mentorship This preference in partially differences stem may from definitions and under Service members’ and opinions aboutstanding of mentorship particiMost mentors. as serve should who that mentorship was aboutpants indicated advice and both career guidance, including issues. In other ways,counsel on personal dif though, younger and older generations Younger on the idea of mentorship. fered less likely to seek Service members were whoof view mentors and had an expanded the relation could be a mentor and what

5 ------Though 6

7 informal mentoring relationships are com are informalrelationships mentoring informal tosuperior is mentoring pared, that formally assigned. In fact, not a single study has shown formalwell-controlled ed little value, and literature on mentorship ed little value, and literature As reported in a has supported this view. College Review article on 2010 Naval War “Both tradi mentoring in the U.S. military, reviews tional and meta-analytic literature consistently indicate that when formal and junior and senior Service members within the same unit, rather than allowing men to develop organically toring relationships self-selection. Many participantsthrough add formalthat felt programs mentorship is a near-universal preference for informal preference is a near-universal discus mentorship. In the context of this sion, most participants defined a formal one in which men as mentorship program matched in some are tors and protégés systematic fashion, such as by matching roles of mentors; and characteristics of of mentors; and roles and good or bad mentors, protégées, pairings, the Committee mentor-protégé Mentorship is a clear theme: perceived important there but members, Service to reer progression. reer theBased on these past findings, mentor Committee chose to examine During this ship in its 2016 focus groups. concerted mem more study of Service types and for mentorship; bers’ desire again, and this time proposed mentorshiptime proposed again, and this the gender integrationas a way to facilitate Participants a that suggested also process. lack of available mentors for women—par ca ticularly same-sex mentors—deterred The 2014 findings prompted the Committee prompted The 2014 findings that the Services “supportto recommend mentoring to provide innovative programs opportunities for military women.” mentor not asked about were focus groups ship in 2015, participants raised the issue models and the belief that there was a lack there and the belief that models military. the mentors throughout of female Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Despite these generational differences in un- servicewomen work with few other women, derstanding of what a mentor does, percep- so identifying a female mentor can be dif- tions about characteristics of good and bad ficult. Moreover, some Service members mentors were fairly consistent across both stated that men are sometimes reluctant to younger and older Service members. As il- mentor women because they fear being ac- lustrated in Figure 2.1, good mentors were cused of fraternization. DACOWITS believes described as being trustworthy, willing, com- this fear is hindering the ability of service- patible, committed, available, good listen- women to find and benefit from mentorship ers, unselfish, and caring. Bad mentors were in the military. defined as hypocritical, selfish, having a bad “If someone is of the opposite sex, now, there attitude, being demanding/directive, offering is that risk of what [people perceive] happens bad advice, emotional, incompatible with the when I close the door. . . . The mentor/men- protégé, dishonest, unwilling to listen, and tee relationship isn’t always within the line, so unavailable. Though participants felt mentors now it’s [considered] fraternization. . . Well, if should have more knowledge and experience I’m at work, it’s fine, but that doesn’t make a than protégés, they also said mentors could good mentor. You need to be able to [meet vary in pay grade and age, come from the with your mentor] outside of work for issues same or different career field, and—for most that come up. That’s at least my concern.” situations—be of another gender. However, same-gender mentors were preferred for —Male Officer personal advice, and female mentors were “The mentorship program led to [fraterniza- preferred by women for career guidance. tion] issues. It became a question . . . if they As it has in past years, the Committee also were spending time together. . . That makes heard about the challenges servicewom- it hard to have a mentor.” en have faced in finding a mentor. Many —Female Officer

Figure 2.1. Characteristics of Good and Bad Mentors

10 Chapter 2 : Recruitment and Retention Recommendations and Continuing Concerns 11

- - - - - 11

10 Summaries of briefings on the Services’ enlistment of the policies regulating the rationale including single parents, affect for the policies and how they and re the Services’ ability to attract cruit highly qualified female applicants (December 2015) the Air Force from A written response allow for its methodology describing including to enlist, ing single parents the entry counseling and documenta and the parents, for single tion required successes and challenges in Service’s implementing this policy (June 2016) Navy, the Army, from responses Written their con and Marine Corps regarding siderations/plans for implementing pol to allow icies similar to the Air Force’s to enlist (June 2016) single parents and projected recruitable population recruitable and projected including the proportion of by gender, thisin included that are single parents population (September 2016) A briefing summary on DoD’s definition A briefing summary on DoD’s and estimation of the size of the current ------

vi erational differences in the recruitable in the recruitable erational differences views population, including differing marriage, and chil on family structure, (December 2015) dren A briefing summary describing gen All of the primary data sources that are listed in this report and that are available on the DACOWITS Website are posted on the posted are available on the DACOWITS Website listed in this report and that are All of the primary that are data sources tion on this topic, DACOWITS identified andidentified DACOWITS topic, this on tion The follow several data sources. reviewed available on theing primary are sources DACOWITS Website: demographics shift and the need to re to need the and shift demographics women persists, the Committeecruit more unnec be might Services the if wondered their potential pool ofessarily narrowing to parents single allowing not by applicants inform its recommenda To join the military. As partAs re the of examination ongoing its of into thecruitment and accessions of women DoDArmed DACOWITS examined Forces, to the ac and the Services’ policies related As the Nation’s cessions of single parents. to mentor servicewomen. The Committee to mentor servicewomen. The formal,mandatorydoes not recommend mentorship programs. Single-Parent Waivers Committee recommends that the Military Committee recommends on mentor Services consider instruction ship as an essential part of leadership of the role training, including discussion and guid and meaning of mentorship, how women on and men for both ance from learning un and about mentorship from importancederstanding the of seeking well suited to advise are out mentors who well as their per as them on their careers the Accordingly, sonal goals and interests. ognized the benefit of institutionalizing institutionalizing of benefit the ognized certaincould lead to the aspects that organic formation successful men of participants,few A relationships. toring particularly pay grades, those in senior members could benefit believed Service Despite being opposed to formal being opposed Despite mentor some participants rec ship programs, site under Reports and Meetings. vi Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

Summaries of briefings from the Services have the ability to grant waivers to allow sin- on their definitions of the recruitable pop- gle parents to serve without giving up custody ulation, including the rationale for these of their children, when it would be useful and definitions and the criteria for gauging beneficial to the Service. the likelihood of success for potential DACOWITS recognizes the challenges, recruits; policies regarding what dis- expenses, and risks of accessions of sin- qualifiers can and cannot be waived for gle parents into the Military Services and enlistment; and total number by Service that each Service has different needs, as- of single-parent waivers approved and signment policies, and basing conditions. the approval authority for those waivers Furthermore, each of the Services differs in (September 2016)14 how it assigns personnel, manages replace- DACOWITS’ recommendation and support- ments, and deploys Service members in ing reasoning on single-parent waivers follow. conjunction with contingency operations. In many cases, those downsides may outweigh the benefits of recruiting single parents, but Recommendation in other cases, they may not. Accordingly, The Secretary of Defense should re- the Committee recommends that each of the quire each of the Military Services to Services consider revising its single-parent adopt a policy regarding accession of policy to allow for the option of a waiver to single custodial parents into the military authorize single parents to serve in the to allow such accessions when facts, military without giving up custody of their circumstances, and occupational re- children, but only in cases when the facts, quirements would allow, and when the circumstances, and occupational require- Military Services would benefit. ments would permit and when the Services would benefit. The Services would maintain the ability to develop their own criteria for Reasoning when such waivers would be permitted, and As the demographics of the Nation and the each Service would retain the right to be as military shift, and as the need to recruit women strict or lenient as needed in granting such into the military persists, DACOWITS believes waivers to meet the needs of the Service. there may be a meaningful recruiting pool in Family structure is changing across the single parents, particularly women. Presently, Nation. There are more single parents in the all Services have policies or waiver criteria United States now than ever before.21 One- that allow some single parents to join; how- third of U.S. children today are living with an ever, the policies differ across Services, and unmarried parent—up from just 9 percent in some are more restrictive than others. Some 1960, and 19 percent in 1980.22 In most cas- Services ban or restrict accessions of sin- es, these unmarried parents are single (not gle-parent enlisted recruits. Others allow for living with a partner). Furthermore, while the waivers, such as in cases where prospective Committee understands that the Services’ members can demonstrate viable family care primary concern about accessing single plans that would ensure care for their children parents is separating Service members from and thus allow them to serve.15 (See Table their families for extended periods during 2.1 for an overview of the Services’ accession initial training, Service members who be- policies for single parents.) The Committee come single parents after enlisting are often believes each of the Military Services should away from family for long periods of time for

12 Chapter 2 : Recruitment and Retention Recommendations and Continuing Concerns 13 ------Yes Yes Yes Yes Yes Officer waivers granted? Officer

No No Yes Yes Yes implemented by the Armythe by implemented inNavy the and acces single-parent the 1970s restricting ripe for change. DACOWITS rec sions are ommends that each of the Services review eligibility and its policies on single-parent waiver criteria and be open to customiz the eligible and ing said policies to ensure inwant to serve who qualified population open to women in the Services is increas open to women in the Services posi ing. With the opening of all combat believes ittions to women, DACOWITS to care would be prudent for the Services all positions and assignments, fully review of individual as well as the circumstances eligiblethe pool of candidates, to expand with applicants to include single parents plans (e.g., single par family care strong living in the same ents with grandparents otherarrangements, custody domicile, committed adults). Given the changing the policies demographics of U.S. society, the Reserve Component? - - - Enlisted waivers granted in Enlisted waivers granted No No No No Yes : The Coast Guard does not accept applicants who have sole custody of their children; does not accept applicants who have sole custody of their children; : The Coast Guard waivers on a case-by-case the Marine Corps grants : For all waiverable requirements, : The Air Force looks at the recruit as a whole person and will issue a dependency waiver a whole person and will issue a dependency as looks at the recruit : The Air Force must spend train : The Army active duty recruits has found that the amount of time new : In light of the demands of Navy schools and time spent at sea and traveling to different geo and time spent at sea and traveling to different : In light of the demands of Navy schools while the number of jobs Active Component? 24 This ban on single-parent This ban on single-parent Table 2.1. Service-Level Policies on Single-Parent Enlistments on Single-Parent Policies 2.1. Service-Level Table 23 Enlisted waivers granted in the Enlisted waivers granted not grant waivers for single parents. Rationale not possible to be successful in the Navy as a single parent. graphic locations, the Navy believes it is Rationale (DCOs) and Of Commission Officers for Direct does make an exception the Coast guard however, Commissions. ficer Candidate School (OSC)—Temporary Rationale does as a whole person. For enlisted members, the Marine Corps basis by examining the recruit Rationale 6 months of initial entrying—an average of not at least 6 days a week for long hours—is training up so that In the Reserve Component, the training can be split conducive to being a sole parent. support for the child. care network can help the parent’s Rationale the and approving reviewing but only after applicant with up to 3 children, for a married or single plan. care family applicant’s 16 18 19 17 20 Service Navy Guard Marine Corps Army Coast Air Force already in the Service. already the Armed face a unique At present, Forces enlist eligible population of The dilemma: ees is declining this blanket policy is unnecessary;a family that dependent chil plan can ensure care for in the event that a will be cared dren must deploy or leave home single parent plan is all for training. Indeed, a family care who are of single parents that is required dren to enlist. dren enlistments unduly and unfairly affects potential women enlistees because they likely to have formal more custody of are Furthermore,their dependent children. training and deployment but are allowed to training and deployment but are in the military. remain Services but the Air Force in all Currently, and the Army Reserves, single parents legal custody of their chil must surrender Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee Defense Advisory Committee on Women in the Services

our Nation’s military have the opportunity to Reasoning meet the Services’ goals and needs. DACOWITS continues to believe that the accessions of increasing numbers of women Continuing Concern: into the Military Services will help create a stronger, more capable force. Some of the Accessions and Marketing Services have instituted credible, meaningful This year, DACOWITS continued its ongo- accession goals for women. DACOWITS being examination of the accessions of and lieves that this is an encouraging trend and marketing toward highly qualified female applauds those Military Services that have applicants. The Committee was particu- demonstrated a commitment to accelerating larly interested in understanding how the accessions of women through higher recruit- Services’ marketing had changed with the ment goals. opening of all positions to servicewomen and the implementation of changes to pa- The Committee has continued to closely rental leave policies. DACOWITS identified follow the accessions of women into the and reviewed several data sources on this Services. The last few years have seen topic. The following primary sources are changes with respect to both parental leave available on the DACOWITS Website: policies and the opening of all positions to women. These changes, in the Committee’s Summaries of briefings from the Services view, should support the Services’ efforts to on their marketing strategies to increase continue to increase recruitment of women. the accessions of women, particularly into newly opened units and positions (June 2016)25 Written responses describing the Services’ initiatives for recruiting women specifically and the percentage of women assigned to recruiting billets during the past 5 years (June 2016)26 A briefing summary on DoD’s definition and estimation of the size of the current and projected recruitable population by gender (September 2016)27 Summaries of briefings from the Services describing their definitions of the recruitable population, including the rationale for developing each definition and the criteria for gauging the likelihood of success for potential recruits (September 2016)28 DACOWITS’ reasoning for continuing its examination of the Services’ accessions and marketing follows.

14 Chapter 2 : Recruitment and Retention Recommendations and Continuing Concerns 15 Defense Advisory Committee on Women in the Services in the AdvisoryDefense on Women Committee MARINES 17

Defense Advisory Committee on Women in the Services

Chapter 3

Employment and Integration Recommendations and Continuing Concerns

17 Defense Advisory Committee on Women in the Services

This chapter presents DACOWITS’ 2016 A briefing summary on the genera- recommendations and continuing concerns tional differences in religiosity, among related to employment and integration, or- other attitudes, including a decline in ganized alphabetically by topic. The recom- religiosity among younger generations mendations are presented first, followed by (December 2015)31 the continuing concerns. Each recommenda- A briefing summary on the Services’ tion, or set of recommendations, is preceded recruitment goals and accessions pro- by a brief overview of the data sources the cesses for the Chaplain Corps, including Committee examined for the related top- tracking women throughout these pro- ic. Following each recommendation is the cesses (March 2016)32 Committee’s reasoning for presenting the A written response outlining the list of re- recommendation, based on its investigation ligious advisory, or “endorsing,” agencies of the topic in 2016. Continuing concerns are for the Chaplain Corps, including which presented as overarching topics; the section agencies endorse women (June 2016)33 discussing each concern includes additional information on why the Committee selected DACOWITS’ recommendations and support- the topic for additional study. ing reasoning on increasing the number of women in the Chaplain Corps follow. Chaplain Corps The proportion of female military chaplains Recommendation 1 has remained static at approximately 5 per- The Secretary of Defense should ex- cent during the past 10 years despite in- amine the unchanged percentage of creases in the overall percentage of women women since 2006 in the Chaplain in the Services and the opening of all occu- Corps. pational specialties to women. Following up on its study of the Chaplain Corps in 2006, the Committee focused on the progress the Reasoning Services have made toward increasing the The Committee recommended in 2006 that number of female chaplains in the Armed the Chaplain Corps should increase its pro- Forces. To inform its recommendations on portion of female chaplains.34 Since then, this topic, DACOWITS identified and re- there has been no change in the percent- viewed several data sources. The following age of women in the Chaplain Corps despite primary data sources are available on the steady progress in increasing the numbers DACOWITS Website: of women in all other branches and job posi- Findings from focus groups with Service tions in the Services.35,36,37 The focus of this members to assess their perceptions of recommendation is to examine the propor- the role of the chaplain and their pref- tional opportunities of female chaplains as a erences for male or female chaplains minority group. The low proportion of female (Focus Group Report, 2016)29 chaplains in the Chaplain Corps reflects the fact that only a small percentage of religious A written response on the accessions agencies (denominations) endorse women and promotions of chaplains by gender, as religious leaders. The majority of military including who has oversight for ensuring chaplains represent denominations that do that the Chaplain Corps reflects the diver- not ordain women. sity of the larger Service-member population (December 2015, September 2016)30

18 Defense Advisory Committee on Women in the Services Chapter 3 When asked about the role of a chaplain, “Personal connection . . . If I personally participants in the 2016 DACOWITS focus connect with male over female, then I will groups noted that chaplains serve as the link go to a male and vice versa. It has nothing between the Service member and the com- to do with gender.”

mand and as a resource for commanders. : Employment and Integration Recommendations and Continuing Concerns —Senior Enlisted Woman “They are a gateway to an officer, especial- “Personally, I’ve never thought about it. ly for enlisted folks. You don’t necessarily It’s about personality; it honestly has noth- go to the [general officer], but you can go ing to do with gender. It’s about if you can outside of the chain of command if you go trust them or you don’t. I’ve never seen a to the chaplain. It is a neutral ground, a way female chaplain, but I think it would be the to self-check and also bring up things that same. If you’re willing to talk to a chaplain, need to be addressed. If you see [some- it doesn’t matter.” thing] going on and it is bothering you, [the chaplain is someone to go to].” —Junior Enlisted Woman —Senior Enlisted Man When asked if they thought more women should be serving as chaplains, most “A chaplain is a trusted agent. Chaplains Service members indicated that they were get out there and get to know the [Service unconcerned about chaplain gender. Most members], and the chaplain in turn helps said they were agreeable to the chaplain me [as the unit leader] see the tenor and being either male or female as long as the understand where the morale is in the unit. person was qualified, met the right stan- . . . My office is right by [the chaplain’s], so dards, and performed the job well. I can see who is coming in and out more often. [The chaplain is a] useful barometer.” “I don’t think that it is something you can force. The chaplain is something [you] —Female Officer do because that is your calling. . . . The When asked about their perceptions of fe- people who enroll are the people who en- male chaplains, female chaplains were gen- roll. You take the best candidates because erally viewed the same as male chaplains. they’re the best, not because they’re male and female.” “The chaplain I had was personable, and it didn’t matter if [the chaplain was] a male —Senior Enlisted Man or a female because anyone who had that “I don’t think the military should recruit connection, they talked to.” female chaplains just because they’re fe- —Junior Enlisted Woman male. It’s about relatability and personality.” Participants were asked to identify situa- —Female Officer tions where a Service member might prefer “It doesn’t matter what gender you are. It to consult a chaplain of a particular gen- matters what you bring to the table.” der. Many participants felt indifferent about chaplain gender. A few of these participants —Senior Enlisted Woman indicated that they perceived the personal- When asked to identify situations in which ity of the chaplain as more important than a Service member might prefer to consult the gender. a chaplain of a particular gender, some Service members identified circumstances under which a female chaplain could

19 Defense Advisory Committee on Women in the Services

be preferred (e.g., marital problems, sexual Gender Integration harassment, sexual assault, gender discrimination). Given the focus group findings Following the December 3, 2015, decision and the proportion of women chaplains, the by the SECDEF to open all previously closed Committee believes the SECDEF should ex- units and positions to women, DACOWITS amine why the proportion of women in the closely monitored the Services’ efforts to de- Chaplain Corps has not changed since 2006. velop and implement plans to fully integrate women into all occupational specialties. The Committee was specifically interested in the Recommendation 2 Services’ implementation plans, their re- The Secretary of Defense should es- spective rates of progression on implement- tablish clear oversight of the Services’ ing those plans, any facilitators and barriers Chaplain Corps and set guidelines for to progress in this area, and the number of increasing the diversity of the Chaplain women in each of the following status cat- Corps in alignment with the Force of egories for the newly opened positions: ap- the Future.vii plied, accepted, in progress, failed, and graduated. To inform its recommendations on this topic, DACOWITS identified and re- Reasoning viewed several data sources. The following primary sources are available on the In September 2016, the Committee re- DACOWITS Website: quested a written response from DoD to determine who has oversight of the Services’ Findings from focus groups with Service Chaplain Corps and who is working to ad- members to assess changes they had dress the lack of progression, the extremely seen as a result of the gender integration limited number of promotions, and the mini- effort, and barriers that hinder or factors mal increase in the number of women in the that aid gender integration (Focus Group Chaplain Corps. DoD provided the following Report, 2016)39 response: “The Chiefs of Chaplains of the Findings from a small number of focus Military Departments, as special staff officers groups with leaders and trainers of newly to their respective Service Chiefs, exercise opened specialty schools to assess their oversight of the Services’ Chaplain Corps. perceptions of women’s interest in the The Armed Forces Chaplains Board, com- newly opened positions, factors that might prised of the Chief and Active Duty Deputy discourage women from joining newly in- Chief of Chaplains of each of the three tegrated units or positions, and support Military Departments, makes policy recom- for gender integration from senior leader- mendations to the Secretary of Defense and ship (Focus Group Report, 2016)40 the Under Secretary of Defense for Personnel Summaries of briefings and written follow- and Readiness on religious, ethical and mor- up responses to those briefings discuss- al matters for the Military Services, but has ing the Services’ progress on achieving no oversight authority regarding the Military full and effective integration of women 38 Departments Chaplain Corps.” into previously closed combat positions, The majority of the Committee believes the including best practices and any signifi- SECDEF should establish clear oversight of cant barriers (March 2016, September the Chaplain Corps and set guidelines for 2016)41,42 increasing the diversity of the Corps in alignment with the Force of the Future.

viiThe Force of the Future, announced by SECDEF Ash Carter on November 19, 2015, is a set of initiatives designed to maintain DoD’s 20 competitive edge in recruiting top talent to serve the Nation. Defense Advisory Committee on Women in the Services Chapter 3 Written responses and briefings ad- DACOWITS’ recommendations and sup- dressing the Services’ implementation porting reasoning on gender integration plans and timelines for continued full follow. and effective integration of women, in-

cluding any efforts to encourage lateral : Employment and Integration Recommendations and Continuing Concerns moves into these newly opened posi- Recommendation 1 tions (June 2016, September 2016)43,44 The Secretary of Defense should re- A written response and a briefing sum- quire detailed information from the mary by DoD on its newly developed Marine Corps that will delineate its integration implementation oversight comprehensive plan to fully integrate plan, issued by the Force Resiliency women into all military occupational Office (June 2016)45 specialties. Written responses and a briefing summary on the Marine Corps’ plan and timeline for fully integrating entry-level Reasoning recruit training, including the ratio- Full integration of women into all specialties nale for any planned deviations from begins with training; those who successful- full training integration (June 2016, ly complete the training for an occupational September 2016)46,47 specialty are then assigned to operational Written responses outlining the Marine units. Most of the Services and the United Corps’ plan for tracking women who States Special Operations Command successfully graduated from the en- (USSOCOM) have created clear training listed Infantry training battalion, includ- tracks with established, progressive time- ing whether they have qualified for the lines and dashboards outlining their plans occupational specialty and when they for successful gender integration. In 2016, will be assigned to Infantry units (June all of the Services either made their official 2016, September 2016)48,49 integration plans available to the Committee or briefed the Committee on their plans. A written response detailing the Navy’s Figures 3.1 through 3.5 provide examples progress on integrating women into the of timeline-based plans by the Army,52 50 submarine community (June 2016) 53 54 55 Air Force, Navy, and USSOCOM. The Briefings and written responses from Marine Corps presented its integration the Army and the Marine Corps out- plan56 in both fishbone and scorecard for- lining a comparison of the respective mats, neither of which included a specific curricula and standards for Army and timeline. DACOWITS believes SECDEF Marine Corps infantry officer schools should require such a timeline. (September 2016)51

21 Defense Advisory Committee on Women in the Services

Figure 3.1. Army Gender Integration Plan

22 Defense Advisory Committee on Women in the Services Chapter 3

Figure 3.2. Air Force Gender Integration Plan AF Implementation Timeline

(Nov-Dec 17) First Female SOWT(s) (Aug/Sep 16) could be : Employment and Integration Recommendations and Continuing Concerns First Female assigned to 1 Jan 16 PJ/CRO/STO/ operational Plans due CCT(s) could units to SECDEF enter IST and (Jan-Feb17) (Jul 18) 4 Jan 16 First Female First Female TACP First Female Recruiting TACP could be assigned PJ/CRO/STO/ CCT(s) Begins retrainee to to operational could be assigned to enter IST units operational units

NOV- DEC JAN DEC JAN JAN JUL DEC FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC 2015 2016 2016 2017 2018 2018 2017

(Apr 16) (Mar 16) CCT/SOWT (Aug 16) (Oct 16) PJ/CRO/ Phase 2 CCT/SOWT PJ/CRO/ STO Phase 2 Average Attrition Rates at Initial Skills Training STO Phase 2 (IST) could delay entry to operational units: Phase 2 85-90% PJ For PJ/CRO/STO/CCT/SOWT 70-75% CCT/SOWT Phase 1 is application process 40-50% TACP Phase 2 is one-week pre-assessment course 5-10% STO/CRO (due to Phase 2)

PRE-DECISIONAL/FOUO (U)

Figure 3.3. Navy Gender Integration Plan

23 Defense Advisory Committee on Women in the Services

Figure 3.4. USSOCOM Gender Integration Plan

24 Defense Advisory Committee on Women in the Services Chapter 3

Figure 3.5. Marine Corps Gender Integration Plan : Employment and Integration Recommendations and Continuing Concerns

25 Defense Advisory Committee on Women in the Services

to its 2012–2014 recommendations that the Recommendation 2 Services work collaboratively to provide The Secretary of Defense should re- women with properly designed and fitted quire the Marine Corps and the Army to combat equipment as soon as possible. collaborate on Infantry training to share DACOWITS identified and reviewed data it best practices on gender integration. obtained in previous years as well as the following data source, which is available on the DACOWITS Website: Reasoning Written responses from the Army and The Army has a history of gender-integrated the Marine Corps on the development, training, whereas the Marine Corps still car- collaboration, procurement, and is- ries out some of its training separately for male suance of protective equipment and and female marines.57 The Marine Corps utiliz- combat gear sized for servicewomen es Army schools for most of its initial training in (September 2016)58 Ground Combat Arms specialties. For exam- DACOWITS’ reasoning for continuing its ex- ple, Marine Corps Armor training is conducted amination of combat gear and equipment at Fort Knox, KY; Artillery training is conducted follows. at Fort Sill, OK; and Combat Engineer training and Military Police training are conducted at Fort Leonard Wood, MO. This cross-Service Reasoning use of resources is not only cost effective but This continuing concern is similar to ones ex- also strengthens both Services. pressed by DACOWITS in 2014 and 2015. As all combat assignments are now open to Given the Army’s history of gender integra- women, a continued focus by and collabo- tion, its study of gender integration, and the ration among the Services—especially the Army’s timeline-based plan for integrating Army and the Marine Corps—on product Infantry training, it would be worthwhile for development, testing, and procurement of the Army and Marine Corps to collaborate properly fitting combat equipment for ser- and share ideas on training. This approach vicewomen will decrease the potential of in- could further reduce training-related costs jury and further improve combat readiness. for DoD and allow the two Services to leverage and complement each other’s gen- Historically, the Army’s approach has been to der integration efforts. DACOWITS believes procure and field combat gear sized for the this collaboration between the two Services female body. This is an ongoing priority for the should be required by SECDEF. Army, which added several new equipment designs and features in 2016.59 The Marine Corps recently recognized that it needed to Continuing Concern: Combat modify its inventory to better accommodate Gear and Equipment the female population. In July 2016, it expanded its equipment sizing range to cover Providing servicewomen with properly de- a wider spectrum of body sizes: from the 2nd signed and fitted combat equipment is essen- percentile for women up to the 98th percentile tial to their safety and well-being, unimpeded for men.60 All of the Services collaborate to de- performance of military duties, and overall velop and procure combat equipment through military readiness. This year, DACOWITS the Cross Service Warfighter Equipment Board continued to monitor the Services’ responses (CS-WEB), which is convened quarterly. The

26 Defense Advisory Committee on Women in the Services Chapter 3 board’s focus is to develop common solu- to women, the Committee will continue tions for organizational clothing and indi- to request updates from the Army and vidual equipment, including uniforms and the Marine Corps regarding progress in personal protective equipment.61 these areas, as well as collaboration ef-

forts through the CS-WEB. The Committee : Employment and Integration Recommendations and Continuing Concerns The Committee applauds the progress of believes that such updates should be all of the Services, and especially the Army included as part of the SecDef Annual and the Marine Corps, in refining and ac- Assessment Requirements, which were re- celerating the development, the procure- cently established to track the gender inte- ment, and the distribution of properly fitting gration progress of combat units. combat equipment. With an emphasis on the new combat assignments now open

27 NAVY 29

Defense Advisory Committee on Women in the Services

Chapter 4

Well-Being and Treatment Recommendations and Continuing Concerns

29 Defense Advisory Committee on Women in the Services

This chapter presents DACOWITS’ 2016 recommendations and continuing concerns re- Recommendation lated to well-being and treatment, organized The Secretary of Defense should direct alphabetically by topic. The recommenda- each of the Services to create a con- tions are presented first, followed by the solidated pregnancy and parenthood continuing concerns. Each recommenda- instruction to provide an all-inclusive, tion, or set of recommendations, is preceded thorough resource for both Service by a brief overview of the data sources the members and their commands. Committee examined for the related topic. Following each recommendation is the Committee’s reasoning for presenting the Reasoning recommendation, based on its investigation A clear understanding of decisions, actions, of the topic in 2016. Continuing concerns are and requirements surrounding pregnancy, presented as overarching topics; the section the postpartum period, and parenthood is discussing each concern includes additional vital to ensure the safety, health, and well- information on why the Committee selected being of families as they experience these the topic for further study. life events, which are both rewarding and challenging. It is imperative that the Services Consolidated Service-Wide recognize that having children is not incompatible with military service. Commanding Pregnancy and Parenthood officers and supervisors can play significant Instruction roles in helping Service members successful- Continuing its work from 2015, DACOWITS ly continue their careers while experiencing examined pregnancy and parenthood in- and enjoying these events. At the same time, structions offered by each Service branch Service members need to understand and to its members. The Committee wanted to fulfill their roles and duties to their Services understand each policy and determine how while starting and raising their families. best to combine pregnancy, postpartum, and For each Service, there are many instruc- parenthood instructions and policies into one tions and policies addressing pregnancy, instruction per Service. To inform its recom- the postpartum period, and parenthood. In mendation on this topic, DACOWITS identi- 2015, the Committee made a recommenda- fied and reviewed several data sources. The tion to consolidate all of these guidelines into following primary source is available on the one instruction per Service, thus providing a DACOWITS Website: single resource to assist Service members viii Written responses from the Military and their commands. The Navy and the Services detailing any updates or re- Marine Corps, for example, each have con- visions to their current pregnancy solidated and outlined all administrative is- and parenthood instructions and poli- sues, regulations, and policies pertaining to cies, including breastfeeding/lactation starting and/or expanding families into one rooms, postpartum operational defer- instruction. The Navy has also developed an ment, and postpartum fitness testing official U.S. Navy Pregnancy and Parenthood (September 2016)62 Mobile Application that provides guidance for both Service members and command DACOWITS’ recommendation and support- leadership. The application includes discus- ing reasoning on a consolidated Service-wide sions on family planning, pregnancy, health pregnancy and parenthood instruction follow.

viiiIn 2015, DACOWITS made the following recommendation: The Department of Defense should require that all of the Services create 30 a consolidated pregnancy and parenthood instruction. Defense Advisory Committee on Women in the Services Chapter 4 DACOWITS’ recommendation and supporting reasoning on the Marine Corps PES follow. : Well-Being and Treatment Recommendations and Continuing Concerns Recommendation The Secretary of Defense should have the Office of General Counsel review the Marine Corps Performance Evaluation System (PES), which currently differentiates between women’s care, breastfeeding, adoption, assign- and men’s temporary medical condi- ments, separation from the military, reten- tions by annotating pregnancy on the tion by the military, and other related topics. PES form. The Committee believes the other Services should emulate the Navy’s best practices Reasoning and develop similar resources—including mobile applications—to help Service mem- This recommendation follows up on one the ix bers and their commands navigate through Committee made in 2015. MCO 1610.7, these complex issues with minimal disrup- issued February 13, 2015, revised the poli- tion and frustration. cies, procedures, and standards for the PES, which is the main component used to evaluate a marine’s performance:66 Marine Corps Performance “The completed fitness report is the most Evaluation System important information component in man- Continuing its work from 2015, DACOWITS power management. It is the primary examined the issue of annotating preg- means of evaluating a [m]arine’s perfor- nancy on the Marine Corps Performance mance. The fitness report is the [c]om- Evaluation System (PES) form. To inform its mandant’s primary tool available for the recommendation on this topic, DACOWITS selection of personnel for promotion, reten- identified and reviewed several data sourc- tion, career designation, resident school- es. The following primary sources are avail- ing, command, and duty assignments.” able on the DACOWITS Website: —General Charles Krulak, 31st A written response from the Marine Commandant of the Marine Corps Corps regarding whether it is con- Throughout a marine’s career, all current sidering changing the Marine Corps and prior fitness reports are routinely re- Performance Evaluation System, and if viewed by selection boards to evaluate so, when (June 2016)63 career performance and select marines The DoD Physical Fitness and Body for augmentation, advancement, school- Fat Program (Department of Defense ing, and command. The PES states that it Directive [DoDD] 1308.1)64 is inappropriate to provide “comments per- The Marine Corps Policy Concerning taining to medical issues (physical and/or Pregnancy and Parenthood (Marine psychological) that do not affect the MRO’s Corps Order [MCO] 5000.12E)65 [marine reported on] performance of

ixIn 2015, DACOWITS made the following recommendation: The Marine Corps Performance Evaluation System should not differentiate between women’s and men’s temporary medical conditions, and all references to pregnancy and postpartum convalescent periods should be removed from fitness reports to ensure fairness and the individual’s medical privacy. 31 Defense Advisory Committee on Women in the Services

duties or diminish his or her effectiveness as record pregnancy in a marine’s fitness re- a leader,”67 yet pregnancy is the only medi- port do not align. DoDD 1308.1, detailing the cal condition required to be documented on DoD Physical Fitness and Body Fat Program, a fitness report. states, “Pregnant Service members shall The Marine Corps is the only Service that an- not be held to the standards of fitness and notates pregnancy on a fitness report. The body fat testing until at least 6 months af- 69 PES states that it is unacceptable to note if ter pregnancy termination.” Moreover, a Marine is pregnant unless the note is re- MCO 5000.12E, the Marine Corps Policy lated to adherence to weight standards or Concerning Pregnancy and Parenthood, completing the Physical Fitness Test (PFT) requires procedures that “ensure that preg- or Combat Fitness Test (CFT). When a nant servicewomen are not adversely evalu- Marine’s weight exceeds the maximum al- ated or receive adverse fitness reports or lowable standard, the body fat percentage evaluations as a consequence of pregnan- is recorded. The instructions for completing cy. Pregnancy shall not be mentioned in the the report state, “If the MRO is pregnant, comments section. Weight standards ex- omit the weight and enter the four letter ceeded during pregnancy are not cause for 70 code ‘PREG.’”68 Furthermore, the PES states adverse fitness reports or evaluations.” that if the body fat percentage reported is Requiring a pregnant servicewoman to greater than the maximum allowed for the weigh in is not only demeaning but also of- marine’s age grouping, the report is consid- fensive as well as potentially damaging to ered adverse unless a statement is included her career. Since a pregnant woman’s weight that says (1) an appropriately credentialed gain is the result of an underlying cause cer- health care provider diagnosed the marine’s tified by an appropriately credentialed health weight condition to be the result of an under- provider, there is no reason or justification for lying cause or associated disease process, documenting authorized waivers for preg- (2) the marine is within the 42-day postpar- nant women differently than those for men. tum convalescent period, (3) or the marine Therefore, any reference to the marine’s is within the 6-month period following the weight gain because of her postpartum sta- conclusion of her pregnancy and has been tus, childbirth, etc., is inappropriate and un- declared fit for full duty by a medical officer. necessary. Furthermore, the annotation of Moreover, when a marine (male or female) pregnancy on the servicewoman’s perfor- is unable to take or pass the PFT or CFT be- mance evaluation/fitness report creates the cause of a temporary medical condition, in- potential for bias when the member is as- cluding pregnancy, the evaluator must enter sessed for promotion. the code NMED (Not Medically Qualified) in In a written response to a May 26, 2016, the fitness report. When NMED is used, the Committee RFI regarding the disparity be- evaluator must provide a clarifying comment tween the treatment of women and men with in the narrative section of the fitness report. temporary medical conditions, the Marine To ensure fairness to all marines, the com- Corps offered the following explanation: ment should be gender neutral and make “The Marine Corps attempts to capture the no reference to pregnancy or postpartum information within a fitness report to further status; for example, “MRO was exempt from explain why an individual is either ‘in stan- taking the PFT/CFT because of a temporary dards’ or ‘out of standards’ per MCO. When medical condition.” a [m]arine (male or female) is out of stan- The respective written guidances from DoD dards, an explanation is required in the form and the Marine Corps on whether/how to of directed comments contained in section 32 Defense Advisory Committee on Women in the Services Chapter 4 I of the report. This information provides and eliminate information that potentially additional insight into why the [m]arine jeopardizes fair and equitable treatment in would be out of height/weight standards. future records reviews associated with pro- A female can be out of height/weight stan- motions and assignments.

dards for two reasons: an underlying med- : Well-Being and Treatment Recommendations and Continuing Concerns ical condition or disease process and her unique, gender specific role of pregnancy; Obstetrics Multidisciplinary a male can be out of height/weight stan- Interdisciplinary Discharge dards for only one [reason]: an underlying Summary medical condition or disease process.” DACOWITS continued its study from 2015 —Marine Corps Response on the use and distribution of the Obstetrics to DACOWITS RFI Multidisciplinary Interdisciplinary (OB This explanation does nothing to allay MultiID) discharge summary. Upon a ser- DACOWITS’ concerns. It merely affirms vicewoman’s release from a hospital setting, that the Marine Corps treats women dif- the hospital provides her with the summary, ferently than men for purposes of the fit- which includes details on her obstetric his- ness report, which is a critical evaluation tory, her hospital stay, and post-discharge of a marine’s performance and potential, care instructions. The Committee wanted to by singling out and recording the tempo- better understand what measures are taken rary medical condition of pregnancy. What to restrict the improper release of OB MultiID “additional insight” might be gained from discharge summary information, and how this information is not clear. Simply anno- the information is used. To inform its recom- tating “temporary medical condition” on mendation on this topic, DACOWITS identi- the PES form provides sufficient detail for fied and reviewed data it obtained in 2015 both male and female marines without the as well as information from several other need for further differentiation. sources. The following primary source is available on the DACOWITS Website: DACOWITS is concerned as to what “additional insight” the Marine Corps may A written response from the DoD Health seek to gain by documenting a marine’s Affairs Office on its policy regarding the pregnancy on her fitness report and ques- proper use and distribution of the com- tions the relevance of such a notation to puter-generated OB MultiID Discharge an evaluation of performance and po- Summary (June 2016)71 tential for advancement in duty or pay DACOWITS’ recommendation and sup- grade. Importantly, no other Service in- porting reasoning regarding OB MultiID cludes pregnancy-related comments on discharge summaries follow. personnel evaluations. Marine Corps servicewomen should be afforded the same treatment on fitness reports as their male Recommendation counterparts and women in other Services. The Secretary of Defense should is- The SECDEF should ensure the Marine sue a policy regarding the proper Corps follows DoDD 1308.1 and MCO use and distribution of the comput- 5000.12E. All references to pregnancy and er-generated OB MultiID discharge postpartum convalescent periods should summaries and make every effort to be removed from fitness reports; doing so restrict the release of Protected Health will better protect Marines’ medical privacy Information (PHI).

33 Defense Advisory Committee on Women in the Services

Reasoning member’s career because of the potential introduction of personal bias into the de- DACOWITS repeats this recommenda- cision-making matrix of that Service mem- tion from 2015.x DACOWITS continues to ber’s chain of command. be concerned about the improper release and/or use of PHI. When a servicewoman A Service member’s chain of command receives care from a military obstetrician/ needs to know only whether there are limi- gynecologist, she is required to complete tations in the member’s ability to perform a form detailing her obstetric history. The duties, information that can be obtained provider then assimilates the information through communication with medical pro- from the form into the servicewoman’s com- viders treating the member. Leaders also prehensive obstetric medical record. After need to know the expected length of con- treatment in and release from a hospital valescent leave; however, specific etiology setting, this information is used to generate is generally not necessary. In cases of other the OB MultiID discharge summary. Based illnesses and/or injuries, specific diagno- on written responses from the Services to a ses usually are not shared with leaders be- DACOWITS RFI in September 2016, there cause it is generally not necessary for the are still many challenges and a lack of spec- chain of command to know specifically why ificity regarding dissemination of this docu- a medical limitation is in place. Therefore, ment and/or the information it contains.72 DACOWITS believes the SECDEF should issue a policy on how such personal medical The purpose of the discharge summary is information is used and distributed. to outline the details of a patient’s hospital stay and provide recommendations for care following discharge from the hospital. This is Physical Standards PHI and belongs to the patient. A discharge DACOWITS continues to be interested in summary should be treated as a personal policies that directly affect the retention and medical record and protected as such and promotion of servicewomen in the Armed should never be used as a leave request for Forces. The Committee was interested in un- a commanding officer. derstanding how the policies are perceived There is no policy outlining the requirement by Service members and the rationale be- for a servicewoman to share OB MultiID dis- hind each policy, especially with the recent charge summary information with her chain opening of more than 200,000 positions to of command to justify an inability to per- servicewomen. To inform its recommenda- form particular job functions and/or request tions on this topic, DACOWITS identified convalescent leave. This lack of guidance and reviewed several data sources. The fol- creates confusion and instances in which lowing primary sources are available on the servicewomen share PHI needlessly. DACOWITS Website: Medical documents that contain technical Findings from focus groups with Service medical terminologies, such as pregnan- members to assess their perceptions on cy/gestational data, and information on physical standards and policies (Focus final outcomes of a pregnancy/gestation, Group Report, 2016)73 such as that contained in the discharge Summaries of briefings from each of the summary, can be misinterpreted by non- Services on current physical standards medical personnel. This misinterpreted in- policies and the rationale behind each formation can adversely affect a Service policy (December 2015)74

xIn 2015, DACOWITS made the following recommendation: The Department of Defense should issue a policy regarding the proper use and distribution of the computer-generated OB MultiID Discharge Summaries and make every effort to eliminate the release of 34 this protected health information. Defense Advisory Committee on Women in the Services Chapter 4 DACOWITS’ recommendations and sup- misperception at the time that “women porting reasoning on physical standards were basically men with too much body fat follow. and their performance might come closer to that of the male counterparts if they were

held to leaner standards.”76 Friedl also : Well-Being and Treatment Recommendations and Continuing Concerns Recommendation 1 suggested that the “inclusion of women in The Secretary of Defense should re- Military Services further complicates the quire a complete review and update issue because of sexually dimorphic char- of the 2002 DoD Physical Fitness acteristics that make gender-appropriate, and Body Fat Programs Procedures rather than gender-neutral standards es- (DoDI [Department of Defense sential to optimal health and performance Instruction] 1308.3) with the recent of the force.”77 Friedl’s assertion supports opening of more than 200,000 posi- DoD’s gender-appropriate body composi- tions to servicewomen. tion standards. Friedl (2012) highlighted the challenges DoD faces in establishing appropriate Recommendation 2 body composition standards while ensuring operational requirements are support- The Secretary of Defense should ed. He advocated for a body fat range, with consider Service-wide adoption of the most restrictive range equating to an at- the Air Force methodology and medi- tractive military appearance and the most cal research data regarding body fat liberal range equating to increased health determined via abdominal circumfer- risk. He reiterated that the optimal body ence measurement to eliminate gen- composition (for many types of physical der variance. performance) should fall somewhere in the middle of these two extremes. Reasoning Under DoDD 1308.1, “Service members With the recent opening of more than whose duties require muscular and cardio- 200,000 positions to servicewomen, it is vi- respiratory endurance may be hampered tal that the SECDEF require a complete re- in performing their duties when body fat exceeds 26 percent in males and 36 per- view of the DoD Physical Fitness and Body 78 Fat Programs Procedures (DoDI 1308.3).75 cent in females.” The Marine Corps ap- The instruction is 14 years old as of the plies the most stringent body fat standard, writing of this report and is based upon a whereas the other Military Services are dated approach and methodology. slightly less strict (see Figure 4.1). Friedl (2012) pointed out that the strongest wom- In a 2012 article written for the Journal en tend to carry more weight and fat and of Strength and Conditioning Research, have a larger average waist circumference Friedl (2012) discussed the historical con- than weaker women.79 The opening of ad- text surrounding the creation of DoD’s cur- ditional combat positions to women neces- rent female body composition criteria. The sitates a need for servicewomen to be able article noted that when DoD standards for to accumulate greater muscular strength body composition were established, there and endurance, and thus, the need to in- was an adjustment made to tighten stan- crease overall body mass (e.g., weight). dards for women that was based upon a

35 Defense Advisory Committee on Women in the Services

Figure 4.1. Range of Allowable Body Fat Percentages by Service

Low High

40% 36% 36% 36% 34% 29% 30%

26% 20% 22% 22% 20% 18% 10%

Allowable Body Fat Percentage 0% DoD Army Coast Guard Marine Corps Navy Service

Note: This figure was compiled based on information provided to DACOWITS at its December 2015 quarterly business meeting.

Allowable ranges vary based on gender and by the Air Force. According to Air Force age group; Figure 4.1 represents the lowest Instruction 36-2095, this test is “a circumfer- and highest allowable body fat percentages ential measure of abdominal girth at the iliac regardless of age and gender. The Air Force crest (curved ridge at the top of hip bone) uses a different methodology than the other that is positively and highly correlated with Services, and its body composition stan- internal fat and in turn disease risk indepen- dards are based on abdominal circumfer- dent of body mass.”81 The Air Force initiated ence rather than height-weight calculations its AC testing program in 2004 and updated of body fat percentages; its allowable rang- it in 2010. The test measures AC, rather than es are therefore not included in this figure. body fat or body mass index, to estimate total adiposity as a fitness predictor. Using this The Committee recommends that the test, airmen are scored based on high, mod- SECDEF update the height, weight, and erate, or low health risk criteria. In a briefing body fat charts for the Military Services to the Committee in December 2015, Dr. Neal based on the latest medical data and health Baumgartner, chief of the Air Force Fitness information to prevent injury and ensure Testing and Standards Unit, explained that Service members are fit and operation- given the inherent morphologic differences ally ready. The Army, the Coast Guard, the in body fat deposition patterns between men Marine Corps, and the Navy currently cal- and women, a female must have a lower AC culate body fat percentages based on an measure than a male to achieve the same individual’s height and weight; the allowable health outcome.82 The current taping meth- ranges differ by gender and age. While the od (employing a tape measure) used by the Air Force does calculate body mass index, other Military Services requires women’s hips it is for clinical and preventive medical care to be measured. However, depending where recommendations only, and not for admin- the tape “passes over the greatest protru- istrative or separation action.80 To preclude sion of the gluteal muscles (buttocks),”83 this gender differentiation, the Committee recom- measurement is often of the thighs and but- mends that body fat be calculated solely by tocks, not the hips. Friedl (2012) pointed out measuring abdominal circumference (AC), that waists are “the most labile sites of fat an accepted method that has been adopted 36 Defense Advisory Committee on Women in the Services Chapter 4 deposition.”84 According to a 1999 report eating disorder symptoms in the military.87 by The Naval Health Research Center, “For Service members (both male and female) women, waist circumference was the best often resort to unhealthy measures to lose predictor of body fat content.”85 weight quickly in order to pass the body

composition test, but there is also a direct : Well-Being and Treatment Recommendations and Continuing Concerns Under current body fat testing method- correlation between the historically more ologies, women are discharged from the stringent body composition standards for Military Services more frequently than their female Service members and eating dis- male counterparts. Figure 4.2 illustrates orders. Servicewomen have significantly the rates at which women were discharged higher rates of eating disorders as com- from the Services for body fat testing fail- pared with civilian women88 (see Table ures, according to information provided in 4.1). This was particularly true for women briefings to the Committee.86 in the Marine Corps. Disturbingly, the study In a meta-analysis of eating disorder also found female cadets at higher risk of symptoms and diagnoses in the Services, eating disorders as compared with their researchers found that military weight male counterparts and civilian women89 standards and fitness tests contribute to (see Table 4.2).

Figure 4.2. Services’ 2014 Discharge Rates for Women Based on Body Fat Testing Failures

Women Men

10% 9%

8% 7% 6% 6% 4% 4% 3% 3% 3%

Discharge Rate 2% 1%

0% Army Coast Guard Marine Corps Navy Service

Note: Air Force data was not included in this figure because the Service does not track body fat testing-related discharges.

37 Defense Advisory Committee on Women in the Services

Table 4.1. Rates of Eating Disorder Diagnosis Among Female Civilians, All Servicewomen, and Female Marines

Diagnosis Civilian Women All Servicewomen Female Marines

Anorexia 1–2% 1.1% 4.9% Bulimia 2% 8.1% 15.9% Other 3–35% 62.8% 76.7%

Table 4.2. Range of Eating Disorder Risk Among Female and Male Cadets and Nonmilitary College Women

Population Range of Eating Disorder Risk

Female Cadets 20–29.6% Nonmilitary College Women 10–16% Male Cadets 2–7%

The study also found that “the use of laxa- Strategic Communication tives, diuretics, diet pills, vomiting, and fasting for standards increased during the As part of its review of the Services’ gender body measurement and fitness periods for integration efforts, DACOWITS examined all Services, but year-round use of many strategic communication efforts relevant to of these behaviors occurred at significant- the opening of all positions to women. The ly higher rates among Marines.”90 Many Committee was interested in better under- Service members do not seek medical as- standing Service members’ perceptions of sistance for their eating disorders for fear of DoD and Service communications about the being processed out of the military. purpose of gender integration and its relationship to combat readiness. To inform its Under the Force of the Future initiative, DoD recommendations on this topic, DACOWITS is emphasizing women’s retention. As part identified and reviewed several data sourc- of this effort, the SECDEF should require es. The following primary sources are avail- a full review of DoD’s approach to body able on the DACOWITS Website: composition requirements as well as subsequent impacts of these policies on op- Findings from focus groups to assess erational readiness, family planning, and Service members’ perceptions on com- the overall health and wellness of women munications and messaging surround- serving in the Armed Forces. Furthermore, ing gender integration (Focus Group 91 the SECDEF should consider standardizing Report, 2016) height, weight, and body fat charts across Summaries of briefings on the Services’ the Services, based on the latest medical gender integration plans, including their data and health information, and review how internal strategic communication plans the Marine Corps’ stringent female body (June 2016)92 composition standard may be adversely af- Summaries of briefings on the Services’ fecting its recruitment and retention efforts. plans for messaging about gender integration (June 2016)93

38 Defense Advisory Committee on Women in the Services Chapter 4 Written responses from DoD and the communication more effectively address- Services regarding their efforts to coun- es their capabilities and contributions ter negative stereotypes surrounding to the combat readiness of the Services. gender integration and strategies in Any strategic communication plan should

place to address these misperceptions include compelling messaging (text and : Well-Being and Treatment Recommendations and Continuing Concerns (September 2016)94 images) and the best means of delivery for the target audience. Effective, deliber- DACOWITS’ recommendations and sup- ate communication in all its forms using a porting reasoning on strategic communi- variety of vehicles is essential to ensuring cation follow. the successful inclusion of female Service members in combat roles. Recommendation 1 The recommendations being proposed by The Secretary of Defense should DACOWITS are driven by these questions: require that strategic wording and Is DoD doing enough to strategically imaging across all communication and positively shape perceptions by platforms positively shape percep- the public and military personnel to tions regarding the ability of service- disprove misperceptions about women women to perform to the highest in the military? Do these strategies fo- standards of combat readiness. cus on the contributions of women to the highest levels of combat readiness and talent management? Recommendation 2 Is there a deliberate messaging plan— especially within the Services—and if The Secretary of Defense should ag- so, is it being delivered effectively? gressively educate the public and military personnel on the differences Does the public perceive a difference between occupational standards and between physical fitness standards physical fitness standards. and occupational standards? Is there a belief that gender integration has more to do with a social agenda Reasoning than a need for women to serve be- Negative stereotypes and misperceptions cause of their talent? Does this belief regarding the abilities of servicewomen hurt the ability of women to succeed in to succeed in combat positions continue these new roles? to persist. Emotions remain mixed, both within and outside the military, regarding Communicating the Purpose the inclusion of female Service members in of Gender Integration combat roles. Some servicewomen believe The Committee believes the mission for the decision to open all units and positions marketing communication, both internal to women is more about advancing a so- and external, is to shape the impressions cial agenda than ensuring the future com- of the target audience as it relates to a bat readiness of the Armed Forces. specific campaign—in this case, women DACOWITS believes that female Service serving in direct combat. If messaging is members will be more receptive to pursu- done poorly or not at all, old stereotypes ing, and have greater success serving in, can be reinforced, a culture can remain newly opened combat positions if strategic unchanged, and servicewomen may face

39 Defense Advisory Committee on Women in the Services

a new set of challenges in entering previ- infantry and armor, but [women are going to] ously closed units and positions. If execut- do phenomenal because our whole system ed well with effective messaging (including is based on meritocracy.” 97 images), these communications can create —Under Secretary of the a new, positive perspective about a wom- Army Patrick Murphy an’s potential in the military. Whether on the battlefield or orchestrating a major organizational shift such as opening all units and “Gender has nothing to do with it. They positions to women, routine and deliberate are not women soldiers, women marines, communication is key to success. Strategic or women sailors. . . . They are soldiers. communication is not the same as educa- Marines. Sailors. They are leaders. Heroes. tion or training about the logistics of imple- Full stop. This isn’t about leveling the play- menting policy—it is about the deliberate ing field. . . . It’s about making sure we put use of appropriate wording and images to the best possible team on the playing field, counter potential and known bias. An article it’s about including in that team a diverse yet in Psychology Today described the perva- cohesive group, made up of people with dif- 95 siveness of such implicit biases: ferent perspectives, life experiences, and Psychologists once believed that only big- strengths. Gender integration is a net posi- oted people used stereotypes. Now the tive on combat effectiveness.”98 study of unconscious bias is revealing the —Commander of the U.S. unsettling truth: We all use stereotypes, all Southern Command Kurt Tidd the time, without knowing it. We have met the enemy of equality, and the enemy is us. However, when DACOWITS conducted focus groups with Service members in 2016, —Annie Murphy Paul, Journalist it heard a different viewpoint. In one focus In defense of the recent groundbreaking group, 12 female junior officers were asked changes to fully integrate women into all as- if they thought gender integration was about pects of national defense, DoD’s senior lead- advancing a social agenda or promoting ers explained that the integration of women combat readiness, and they unanimously and into all units and positions is focused on tal- immediately responded with “social agenda.” ent management. These women did not view gender integration as a requirement to ensure the broadest “Our force of the future must continue to possible pool of talent is available for nation- benefit from the best people America has to al security.99 Based on the reaction of these offer. In the 21st century, that requires draw- women to the issue, it is necessary to con- ing strength from the broadest possible pool sider a question: If women do not believe the of talent. This includes women.” 96 impetus behind gender integration is to utilize —Secretary of Defense Ash Carter their talents, what do their male colleagues “We had 872 women in the Army who think is the purpose of gender integration? have been wounded in action in Iraq and For meaningful changes in unconscious at- Afghanistan, so to me we’ve had women titudes among members of an organization since the beginning of combat in American to take place, the mission, the vision, and history, but for the first time ever we’re open- related goals established by senior leaders ing every [occupational specialty], and it’s need to align across all organizational levels. about time. I think women will obviously Although the findings from DACOWITS’ 2016 look to their leaders for support, as officers, focus groups were encouraging in that they noncommissioned officers in combat arms, showed a growing number of participants 40 Defense Advisory Committee on Women in the Services Chapter 4 value female perspectives and capabili- Participants also perceived that gender ties, some participants had different per- dynamics sometimes impeded gender ceptions. Participants from a few officer integration. They perceived that interac- and senior enlisted groups cited specific tions between men and women could be

examples of how women added value problematic. Some described experienc- : Well-Being and Treatment Recommendations and Continuing Concerns to units by doing things that men could es with overt sexism or bias; many feared not do or offering valuable alternative accusations of sexual harassment; and in perspectives. some groups, participants feared resis- tance to gender integration could dam- “There was this one guy on my platoon age unit cohesion. who had a lot of spunk and fight, but when we went into Iraq, we [had the protective To communicate the purpose of gender in- equipment necessary for a certain situa- tegration effectively, DACOWITS believes tion only in a size small], so he couldn’t get that text and images used by the Services into it. A female [did] what he couldn’t do. . for marketing should consistently— . . Females [addressed the situation when] Reflect combat readiness goals it wasn’t safe for him to do that.” Avoid inadvertent social agenda —Male Officer messaging While some participants recognized the Convey talents and capabilities of fe- value that women add, other participants male Service members in physically were concerned about allegations of lower and mentally demanding roles, includ- physical fitness and occupational stan- ing combat positions dards for women. The most commonly cit- Explain and reinforce differences be- ed concern regarding gender integration tween an occupational standard and was that physical fitness or occupational the physical fitness test, including their standards had been or would be lowered different uses and methodologies inappropriately for women. DACOWITS recommends that the SECDEF “I heard the biggest complaint is that they should review and update—as appropri- changed standards so women could pass. ate—all text and images used in Service I don’t know if that’s true or not.” websites, press releases, briefings, print —Senior Enlisted Woman materials, etc., to accurately reflect all jobs for which women might be qualified, and Other participants questioned the ability possibly already hold, rather than only of women to meet physical fitness and oc- those positions that women have histori- cupational standards. Some participants, cally and traditionally filled (e.g., nurses, both men and women, anticipated that fe- administrative). male Service members would struggle to meet physical fitness or occupational stan- Communication Surrounding dards. In particular, some felt that women were unlikely to meet occupational stan- Standards dards for newly integrated positions. Most 2016 focus group participants said they disliked the phrase “gender neutral” “If you have a 6’2”, 200-pound male, how and preferred the blanket term “standards.” can you expect the same from a 5’3”, 130-pound female?” “It should be [an occupational specialty] standard, not a gender standard.” —Junior Enlisted Woman —Senior Enlisted Woman 41 Defense Advisory Committee on Women in the Services

Instead of using the phrase “gender inte- Service’s primary Website (those with Web gration,” which some associate with a so- addresses ending in “.mil”) and recruiting cial agenda, DACOWITS recommends that Website (those with Web addresses ending DoD use other language, such as “talent in “.com”). This review examined almost 100 leverage,” to highlight combat readiness. webpages and nearly 900 images. Using Verbiage and imaging should emphasize the a methodology designed by a member of DoD mission to identify and capitalize on the DACOWITS, the support contractor cap- most qualified and talented individuals—use tured all images on the sites’ home pages of the phrase “gender integration” tends to and each page that one could navigate raise fears of quotas and/or diminished stan- to directly (i.e., pages that were one click dards. Focusing communications on the dif- away) from the home page. Each image was ferences between occupational standards assessed independently by two research- (which are strictly job specific and not gen- ers using the following method to ascertain der standardized) and the biannual physical whether it met certain criteria: (1) is there is fitness test required by all Service members a person in the photo; (2) if so, is the gen- (which is age and gender standardized) is der of the person obvious; (3) if the gender key to dispelling the belief held by some that is obvious, is the person a man or woman; the Services have lowered standards to help and (4) if the person is a woman, is she per- women qualify for certain previously closed forming a traditional or nontraditional task for units and positions. the military. For the purposes of this review, the researchers considered the following ac- DACOWITS recommends DoD replace the tivities nontraditional: holding a gun or rifle; phrase “gender-neutral standard” with sim- operating heavy machinery or equipment; ply “standard”—promoting the idea that the working while wearing combat gear (i.e., hel- Service member must “perform to the stan- met, goggles, tactical vest); and serving as a dard.” Such a change could help reduce firefighter or drill instructor. the perception that standards were lowered. The Army and the Air Force have already As shown in Figures 4.3 and 4.4, the imagery moved in this direction—each Service has representation of servicewomen in the mili- ceased using the phrase “gender-neutral” tary was surprisingly outdated and not rep- in favor of “occupational or physical stan- resentative of the vision provided by senior dards” (Army) or “occupationally relevant leadership. Furthermore, the percentage of standards” (Air Force). images that included women, either alone or as part of a group, and the percentage DACOWITS believes it is imperative that of images that depicted women in nontradi- both military personnel and the public clearly tional roles each varied greatly by Service. understand the differences between occu- Across all of the “.mil” sites, approximately pational standards and physical fitness stan- 21 percent of the images of people included dards. This differentiation will better support at least one woman (94 out of 445); the pro- the efforts to positively shape perceptions of portion of images with women ranged from a the talent women bring to national defense. high of 42 percent for the Coast Guard site to a low of 8 percent for the Marine Corps Review of Images on Services’ site. Similarly, across all of the “.com” sites, Websites 23 percent of the images of people included In October 2016, DACOWITS and its sup- at least one woman (61 out of 265), and the port contractor conducted a comprehen- Coast Guard site featured the highest pro- sive review of the images used on each portion of images with women (50 percent),

42 Defense Advisory Committee on Women in the Services Chapter 4 whereas the Marine Corps site had the images that included people, only 6 per- smallest proportion (5 percent). Far fewer cent of those on the “.mil” sites and 4 per- images on these sites included at least cent of those on the “.com” sites portrayed one woman in a nontraditional role. Of the women in nontraditional roles. : Well-Being and Treatment Recommendations and Continuing Concerns

Figure 4.3. Depiction of Women on Military Service Primary Websites, All Services, October 2016

Total images

592 Images with people

445 Gender obvious images

Images 279 with women 94 M 6% Images with women in nontraditional roles

Table 4.3. Depiction of Women on Military Service Primary Websites, October 2016

Air Force Army Coast Guard Marine Corps Navy www.af.mil www.army.mil www.uscg.mil www.marines.mil www.navy.mil

Image Description No. Percent No. Percent No. Percent No. Percent No. Percent

Images with people 121 100 182 100 12 100 49 100 81 100 Images with women 29 24 25 14 5 42 4 8 31 38 Images with women 8 7 5 3 2 17 1 2 10 12 in nontraditional roles

43 Defense Advisory Committee on Women in the Services

Figure 4.4. Depiction of Women on Military Service Recruiting Websites, All Services, October 2016

Total images

305 Images with people

265 Gender obvious images

Images 182 with women 61 M 4% Images with women in nontraditional roles

Table 4.4. Depiction of Women on Military Service Recruiting Websites, October 2016

Air Force Army Coast Guard Marine Corps Navy www.airforce.com www.goarmy.com www.gocoastguard.com www.marines.com www.navy.com

Image Description No. Percent No. Percent No. Percent No. Percent No. Percent

Images with people 82 100 47 100 14 100 84 100 38 100 Images with women 23 28 14 30 7 50 4 5 13 34 Images with women in 2 2 3 6 1 7 3 4 2 5 nontraditional roles

44 Defense Advisory Committee on Women in the Services Chapter 4 Message Delivery awareness campaign would help positively influence our military culture. The SECDEF’s decision to open all units and positions throughout the military to all 2016 focus group participants made the qualified individuals was historic, ground- following recommendations to improve in- : Well-Being and Treatment Recommendations and Continuing Concerns breaking, and extremely controversial. Most ternal communication: participants in the 2016 focus groups said Increase top-down and in-person they first heard about the decision through communication. One of the most wide- external communication channels (e.g., ci- ly recommended improvements was vilian news media, social media), not through for more top-down communication; that internal military channels of communication. is for high-ranking leaders and officials Given the overwhelming perception of the to openly communicate official military 2016 focus group participants that there information with lower ranking Service is a lag between breaking news and of- members rather than having Service ficial channels of communication, the members hear about new changes SECDEF should review the delivery of im- from unofficial sources. portant messages from senior leadership Decrease passive communica- to the subordinate level ranks; this is par- tion, including training sessions and ticularly important when messages affect PowerPoints briefs. Many Service military culture. A contributor to Forbes members were very vocal in their dis- Magazine asserted100 — like of passive forms of communica- “Internal communication is the glue that tion—for example, training sessions holds an organization together and should and slide presentations. Service mem- not be treated as an after-thought. Without bers said that they felt overwhelmed it, a company is just a collection of discon- by the number of training sessions nected individuals each working individu- and that the sessions were poor sub- ally at his or her own job. With it, a company stitutes for personal communication, is a unit with power far beyond the sum of especially regarding important mes- its parts.” sages such as those related to women serving in direct combat positions. —Conor Neill Improve leverage of official military Focus group participants expressed re- communications, considered the most sentment and frustration about the lack of trustworthy source of information by official communication regarding gender Service members. Participants across integration efforts. In their analysis of the all Services and pay grades agreed that use of media in relation to war and peace, official military communications were Stanford University’s Manzaria and Bruck the most credible information sources. (n.d.) describe how external media ef- Many participants did not believe what forts can “manipulate people’s attitudes they heard about women serving in and behaviors. . . . Those who control and direct combat positions until they re- have access to media have access to ceived word of it in an official communi- and potential control of public opinion.”101 cation with an official signature. DACOWITS believes it would be best for Address misinformation about women DoD to take the lead on shaping the opin- serving in combat, and disseminate ions, attitudes, and behaviors of those gender integration plans. Most partici- within its ranks rather than allow others to pants mentioned that rumors on social do so. Furthermore, a more focused media 45 Defense Advisory Committee on Women in the Services

and news media and among Service and their prevalence. To inform its recom- members in their units had created mendation on this topic, DACOWITS iden- much misinformation and propagated tified and reviewed several sources. The false or negative stereotypes regarding following primary sources are available on the opening of all positions to women. the DACOWITS Website: Although each Service released its gen- A literature review by the DACOWITS der integration plan a few months before support contractor that compiled re- DACOWITS focus groups were held, search related to homelessness, suicide, when asked whether they had looked for unemployment, and posttraumatic stress their Service’s respective plans, only a disorder experienced by female veterans few participants said they had seen or compared with male Service members looked for this information. and civilians (December 2015)102 In conclusion, DACOWITS recommends Summaries of briefings by the Services DoD use a strategic communication strategy on their transition programs and unique for both internal and external audiences that resources for women, including those focuses on text and image selection to posi- that support servicewomen at risk for tively shape perceptions regarding the tal- unemployment, homelessness, and sui- ent women contribute to combat readiness. cide, and those who have experienced In the absence of a detailed plan to commu- military sexual trauma (March 2016)103 nicate strategically about gender integration A summary of public comments during a efforts, messages are being spread through quarterly business meeting that provided random acts of communication; this is not a an overview of Operation Reinvent, an realistic strategy for achieving an organiza- organization focused on helping female tional change of attitudes and behaviors. We veterans transition out of the militaryxi believe that a centralized, strategic commu- (June 2016)104 nication plan to promote respect for women’s ability to support combat readiness will help DACOWITS’ recommendation and support- minimize misconceptions about the purpose ing reasoning on transition services follow. of gender integration and the differences between physical fitness and occupational standards. Such a plan will improve wom- Recommendation en’s chances to be recognized, engaged, The Secretary of Defense should re- respected, and promoted for their talent. view and enhance the content of current transition assistance programs to better meet the unique needs of transi- Transition Services tioning servicewomen. As part of its review of servicewomen’s overall wellness, DACOWITS examined transition services available to Service members. Reasoning The Committee wished to better understand The current Transition Assistance Program what services were available to servicewom- (TAP) does not include content that address- en to help them transition to civilian life. The es the unique challenges and needs of transi- Committee also reviewed data on the well- tioning servicewomen. This content gap has ness of servicewomen after transitioning to been noted in a comprehensive assessment civilian life to understand concerns that are by the Disabled American Veterans (DAV) of most relevant for transitioning servicewomen the policies and programs serving veterans.

xiDACOWITS notes that the presentation and distribution of materials during the public comment period does not constitute 46 endorsement by DoD, DACOWITS, or the Military Services of the information, products, or services featured therein. Defense Advisory Committee on Women in the Services Chapter 4 DAV’s research showed female veterans they gained in the military to jobs in the pri- had knowledge gaps about transition ser- vate sector. Female veterans have struggled vices available through DoD, and many with unemployment following the recent re- lacked understanding of their eligibility for cession, lagging behind nonveteran women

services provided by the U.S. Department and both veteran and nonveteran men.111 : Well-Being and Treatment Recommendations and Continuing Concerns of Veterans Affairs (VA).105 Female veterans The report also found that the rate of home- displayed unique transition circumstances: lessness for female veterans in 2013 was when compared with men, women were nearly double that for nonveteran women.112 less likely to be married; more likely to be DACOWITS believes the SECDEF should married to a fellow Service member if mar- augment TAP content to better meet the ried; more likely to be a single parent; more unique needs of transitioning servicewom- likely to be divorced; and more likely to be en. In concert with its TAP partners, DoD unemployed following military service.106 should conduct a needs assessment of Women veterans also tended to be young- servicewomen and develop a TAP break- er than their male counterparts and, for out session for female military members to reasons that are not well understood, were address those needs. DoD and the Military less likely to use VA benefits. Services should also undertake a compre- The DAV report found that female veterans hensive review of ad hoc programs offered were frustrated with the transition process. by various military units and external tran- Of significance, women were less likely sition support programs to promote best than men (32 percent versus 47 percent) practices in transition support and referral to believe the military was doing enough approaches. A list of some of these pro- to ease their transition to civilian life. They grams follows. were also more likely than their male coun- Confidence Outside the Uniform. This terparts (18 percent versus 7 percent) to event, offered by the Texas Veterans doubt the utility of their military skills in the Commission at Fort Hood, TX, aimed civilian job market.107 Still other studies to help female veterans, transitioning have shown that female veterans felt they servicewomen, and spouses to trans- were led to believe military training would late military skills to the private sector, be more valuable in their search to secure readjust to civilian culture, search for civilian employment.108 Further complicat- employment, and take the lead in their ing the transition for female veterans, wom- careers.113 en in the civilian workforce in general earn 79 cents for every dollar a similarly skilled Fatigues to Fabulous (F2F). This is a and experienced male earns. Studies show nonprofit organization that assists woman even wider earnings gap among women en making the transition from military to of color.109 As outlined in the “Population civilian life; working with partners, F2F Representation in the Military Services: offers resume building, interviewing Fiscal Year 2014 Summary Report,” ser- skills, and workplace attire advice. F2F vicewomen were considerably more likely also raises funds to support research than servicemen to belong to racial and on health conditions that female veter- 114 ethnic minorities.110 ans face. Operation Reinvent. This is a nonprofit According to the DAV report, compared with organization based out of New York male veterans, female veterans have found and dedicated to providing guidance it more difficult to translate technical skills and resources to help transitioning

47 Defense Advisory Committee on Women in the Services

military women identify career paths Continuing Concern: that suit their skills, education, goals, and interests. The organization’s Career Maternity Uniforms Transition and Empowerment Program This year, DACOWITS reviewed maternity features hands-on professional image uniform designs, prices, and distribution development and stress management policies. DACOWITS was interested in un- and includes 1 year of mentoring and derstanding servicewomen’s experience real-time job search opportunities.115 with maternity uniform policies and the qual- Redefining Your Future. In May 2016, ity and utility of the garments available to Joint Base Lewis-McChord hosted a them. DACOWITS identified and reviewed 2-day transition event for servicewomen several data sources on this topic. The fol- to help address the unique challenges lowing primary sources are available on the women face when exiting the military.116 DACOWITS Website: Service Women’s Transition Seminar. Feedback from focus group participants The Service Women’s Action Network on their concerns about their experienc- partnered with the Northern Virginia es with maternity uniform policies (Focus Technology Council’s Veteran Employment Group Report, 2016)120 Initiative to offer an all-female veteran ca- Written responses and summaries of reer transition seminar. It provided career briefings from the Services on current education and personal growth experi- maternity uniforms and any future proto- ence tailored to female veterans. The types (September 2016)121 program included skills assessments, career coaching, mentor matching, in- DACOWITS’ reasoning for continuing its ex- terview skills training, training on salary amination of the issue of maternity uniforms negotiation, and panel discussions with follows. female executives.117 Reasoning Stand-Up for Women Vets. The mission of Final Salute, which sponsors the During its 2016 focus groups, the Committee Stand-Up for Women Vets events, is to heard servicewomen’s concerns about the provide homeless women veterans with design and appearance of maternity uni- safe, suitable housing. These events forms. To follow up, the Committee then re- provide support for women veterans and ceived briefings from the Services on these military women in transition by providing issues. As was explained to the Committee professional business attire, dress shoes, in September 2016, there is a wide variety accessories, makeovers, image consult- of maternity uniform designs, materials, sizing, and professional headshots.118 es, and prices. Moreover, there are several different distribution/purchasing policies, Veteran Women Igniting the Spirit of depending on the rank/rate of the Service Entrepreneurship. This program, which member and her Service. Several of the is run through Syracuse University, helps Services are working to update their mater- female veterans identify their passions nity uniforms and policies related to the ad- and learn business skills to turn their ministration of these items. The Committee ideas into growth ventures.119 will follow these updates closely and review any changes.

48 Defense Advisory Committee on Women in the Services Chapter 4 Continuing Concern: Sexual Harassment and Sexual Assault Training : Well-Being and Treatment Recommendations and Continuing Concerns As it has for several years, DACOWITS continued to examine sexual harassment and sexual assault training provided by each Service. The Committee was interested in better understanding the best practices in this area. The Committee was also interested in how Service members felt about the effectiveness of the training, what made the training successful or unsuccessful, and any adverse or unintended factors that occurred as a result of the training. DACOWITS identified and reviewed several data sources on sexual harassment and sexual assault training. The following primary sources are available on the DACOWITS Website: Feedback from focus group participants about their dissatisfaction with sexual harassment and sexual assault training (Focus Group Report, 2016)122 A briefing summary discussing a report on the role of the Office of Diversity Management and Equal Opportunity (ODMEO) in sexual harassment cases DACOWITS’ reasoning for continuing its (March 2016)123 examination of the issue of sexual harass- A briefing summary from DoD’s Sexual ment and sexual assault training follows. Assault Prevention and Response Office (SAPRO) (March 2016)124 Reasoning SAPRO’s comments on its report about DACOWITS believes that the content, retaliation that can occur after a Service delivery, and frequency of sexual harass- member reports a sexual assault ment and sexual assault training must be (December 2015)125 reevaluated to reemphasize the critical linkages between sexual harassment and A written response and a briefing sum- sexual assault and the negative impact of mary from SAPRO on its retaliation these behaviors on force readiness and strategy (June 2016)126 combat effectiveness. With the opening A written response from ODMEO on of combat positions to women, the tim- the Integrated Process Team report ing is right for such a reevaluation. As in 127 (June 2016) previous years, in 2016, the Committee

49 Defense Advisory Committee on Women in the Services

found in focus groups that training around sexual harassment and sexual assault was influencing the gender integration process. Some participants described how this frequent training could contribute to feelings of trepidation around professional interac- tions between men and women. “For the most part, [men] are scared of of- fending us. . . . We have so much [sexual harassment] training that they are scared to do anything with us. . . .” —Junior Enlisted Woman “The [sexual harassment and assault program] pendulum has swung so far that there are people manipulating the system, and it makes males fearful of having women [in This topic continues to be of interest to the their units].” Committee. DACOWITS acknowledges two other Federal Advisory Committees that —Female Officer monitor sexual assault: “You have [male leaders] who have not had Judicial Proceedings Panel. The Judicial to work with females or lead a female. . . . Proceedings Panel conducts an inde- This goes back to making them aware and pendent review and assessment of judi- giving training. The only thing that we have cial proceedings conducted under the is [sexual harassment and assault training], Uniform Code of Military Justice involving and . . . the prevailing mindset is that you adult sexual assault and related offenses. have to walk on eggshells, or you’ll get the The purpose of the review is to develop book thrown at you.” recommendations on how to improve —Senior Enlisted Man such proceedings.xii

In the Committee’s 2016 focus groups, some Defense Advisory Committee on Invest- participants offered their opinions that sexual igation, Prosecution, and Defense of harassment and sexual assault training was Sexual Assault in the Armed Forces. necessary and useful, but others criticized Through DoD’s General Counsel, this the content, the delivery, and the frequency new committee will advise the SECDEF of the training. Some of the participants per- on the investigation, prosecution, and ceived Microsoft PowerPoint lectures and defense of allegations of rape, forcible computer-based training to be less effective sodomy, sexual assault, and other sexu- than interactive skits and lectures in culti- al misconduct involving members of the xiii vating awareness about sexual harassment Armed Forces. and sexual assault.

xiiFor more information, visit http://jpp.whs.mil/ xiiiFor more information, visit https://www.federalregister.gov/documents/2016/02/23/2016-03749/charter-establishment-of-department- of-defense-federal-advisory-committees

50 Defense Advisory Committee on Women in the Services Chapter 4 : Well-Being and Treatment Recommendations and Continuing Concerns

51 AIR FORCE 53

Defense Advisory Committee on Women in the Services

Appendix A

DACOWITS Charter

53 Defense Advisory Committee on Women in the Services

Committee’s Official Designation: The Designated Federal Officer: The Committee’s Committee will be known as the Defense Designated Federal Officer (DFO) shall be Advisory Committee on Women in the a full-time or permanent part-time DoD em- Services (“the Committee”). ployee, and shall be appointed in accordance with established DoD policies and Authority: The Secretary of Defense, in ac- procedures. cordance with the provisions of the Federal Advisory Committee Act (FACA) of 1972 (5 The Committee’s DFO is required to be in at- U.S.C., Appendix, as amended) and 41 C.F.R. tendance at all meetings of the Committee § 102-3.50(d), established the Committee. and its subcommittee for the entire duration of each and every meeting. However, in the Objectives and Scope of Activities: The absence of the Committee’s DFO, a properly Committee shall examine and advise on mat- approved Alternate DFO, duly appointed to ters relating to women in the Armed Forces the Committee according to established DoD of the United States. policies and procedures, shall attend the en- Description of Duties: The Committee shall tire duration of all meetings of the Committee provide the Secretary of Defense and the and its subcommittees. Deputy Secretary of Defense, through the The DFO, or the Alternate DFO, shall call Under Secretary of Defense for Personnel all meetings of the Committee and its sub- and Readiness (USD(P&R), independent committees; prepare and approve all meet- advice and recommendations on matters ing agendas; adjourn any meeting when and policies relating to women in the Armed the DFO, or the Alternate DFO, determines Forces of the United States. adjournment to be in the public interest or Agency or Official to Whom the Committee required by governing regulations or DoD Reports: The Committee shall report to policies and procedures; and chair meet- the Secretary of Defense and the Deputy ings when directed to do so by the official to Secretary of Defense, through the USD(P&R). whom the Panel reports. The USD(P&R), pursuant to Department Estimated Number and Frequency of of Defense (DoD) policy, may act upon the Meetings: The Committee shall meet at the Committee’s advice and recommendations. call of the Committee’s DFO, in consultation Support: The DoD, through the Office of with the Committee’s Chairperson. The es- the USD(P&R), shall provide support, as timated number of Committee meetings is deemed necessary, for the Committee’s per- four per year. formance and functions, and shall ensure Duration: The need for this advisory function compliance with the requirements of the is on a continuing basis; however, this char- FACA, the Government in the Sunshine Act ter is subject to renewal every two years. of 1976 (5 U.S.C. § 552b, as amended) (“the Sunshine Act”), governing Federal statutes Termination: The Committee shall terminate and regulations, and established DoD poli- upon completion of its mission or two years cies and procedures. from the date this charter is filed, whichever Estimated Annual Operating Costs and Staff is sooner, unless the Secretary of Defense extends it. Years: The estimated annual operating cost, to include travel, meetings, and contract Membership and Designation: The support, is approximately $975,000.00. The Committee shall be comprised of no more estimated annual personnel costs to the DoD than 20 members who are appointed by are 4.0 full-time equivalents. the Secretary of Defense or the Deputy

A-2 Defense Advisory Committee on Women in the Services

Secretary of Defense and who have ex- service without Secretary of Defense or perience with the military or with women’s Deputy Secretary of Defense approval. This workforce issues. The Secretary or the same term of service limitation also applies Deputy Secretary of Defense shall select to any DoD authorized subcommittees. and appoint the Committee’s Chairperson All Committee members will be reimbursed from the total membership. All Committee for travel and per diem as it pertains to member appointments must be renewed official business of the Committee. The by the Secretary of Defense or the Deputy Committee members, who are appointed Secretary of Defense on an annual basis. by the Secretary of Defense or the Deputy The Secretary of Defense or the Deputy Secretary of Defense as SGE members, Secretary of Defense may appoint the will serve without compensation. Director of the Center for Women Veterans Subcommittees: The DoD, when neces- for the Department of Veterans Affairs to Appendix A sary and consistent with the Committee’s serve as a non-voting ex-officio regular mission and DoD policies and proce- government employee (RGE) member, who dures, may establish subcommittees, task participates in the Committee’s delibera- forces, or working groups to support the tions. If appointed, he or she will not count Committee. Establishment of subcommit- toward the Committee’s total membership tees will be based upon a written deter-

or to determine whether a quorum exists. : DACOWITS Charter mination, to include terms of reference, The USD(P&R) may request the appoint- by the Secretary of Defense, the Deputy ment of additional experts and consultants Secretary of Defense, or the USD(P&R), as to advise the Committee as subject mat- the DoD Sponsor. ter experts. If approved by the Secretary Such subcommittees shall not work in- of Defense, these experts and consultants, dependently of the Committee, and shall appointed under the authority of title 5 report all of their recommendations and U.S.C. § 3109, shall have no voting rights advice solely to the Committee for full on the Committee or its subcommittees, and open deliberation and discussion. shall not count toward the Committee’s to- Subcommittees, task forces, or working tal membership, and shall not engage in groups have no authority to make deci- Committee deliberations. sions and recommendations, verbally or Committee members appointed by the in writing, on behalf of the Committee. No Secretary of Defense or the Deputy subcommittee or any of its members can Secretary of Defense, who are not full-time update or report, verbally or in writing, on or permanent part-time Federal employ- behalf of the Committee, directly to the ees, shall be appointed as experts and DoD or any Federal officers or employees. consultants, under the authority of 5 U.S.C. The Secretary of Defense or the Deputy § 3109, to serve as special government Secretary of Defense will appoint sub- employee (SGE) members. Committee committee members to a term of service members appointed by the Secretary of of one to four years, even if the mem- Defense, who are full-time or permanent ber in question is already a member of part-time Federal employees, shall serve the Committee. Subcommittee members as RGE members. Committee members shall not serve more than two consecu- shall serve a term of service of one-to-four tive terms of service, unless authorized years on the Committee. No member may by the Secretary of Defense or the Deputy serve more than two consecutive terms of Secretary of Defense.

A-3 Defense Advisory Committee on Women in the Services

All subcommittee members, if not full-time All subcommittees operate under the provi- or permanent part-time Federal employees, sions of FACA, the Sunshine Act, governing will be appointed as experts and consul- Federal statutes and regulations, and estab- tants, under the authority of 5 U.S.C. § 3109, lished DoD policies and procedures. to serve as SGE members, whose appoint- Recordkeeping: The records of the ments must be renewed on an annual ba- Committee and its subcommittees shall be sis. Subcommittee members appointed by handled according to Section 2, General the Secretary of Defense, who are full-time Records Schedule 26 and governing DoD or permanent part-time Federal employees, policies and procedures. These records will shall serve as RGE members. With the ex- be available for public inspection and copy- ception of reimbursement of official travel ing, subject to the Freedom of Information and per diem related to the Committee or Act of 1966. (5 U.S.C. § 552, as amended). its subcommittees, subcommittee members shall serve without compensation. Filing Date: April 22, 2014

A-4 Defense Advisory Committee on Women in the Services Appendix A : DACOWITS Charter

A-5 ARMY 7

Defense Advisory Committee on Women in the Services

Appendix B

Research Methodology

7 Defense Advisory Committee on Women in the Services

This appendix provides an overview of the most appropriate methodologies to ad- DACOWITS’ research methodology. The dress each research question (e.g., solicit- Committee bases its work on a yearlong re- ing Service input through RFIs, performing search cycle. literature reviews, conducting focus group discussions). This methodology information was entered into a research plan matrix and Study Topic Development was revisited quarterly to address new in- The current cycle began in December 2015. formation obtained during the Committee’s At this meeting, members identified study business meetings and new questions that topics for the coming year based on current arose. This research plan formed the basis issues affecting servicewomen and linger- for the development of the focus group ma- ing concerns carried over from the previ- terials and the RFIs the Committee released ous research cycle. Following this meeting, in preparation for each of its quarterly busi- the Committee developed clear, testable ness meetings (see Table B.1). research questions to guide its work on these topics. The Committee then identified

Table B.1. DACOWITS 2016 Study Topics and Data Sources

Data Sources

Responses Focus Other Study Topic to RFIs Groups Sources

Recruitment and Retention Mentorship *  Single-Parent Waivers   Accessions and Marketing   Employment and Integration Chaplain Corps  *  Gender Integration  *  Combat Gear and Equipment    Well-Being and Treatment Consolidated Service-Wide Pregnancy and Parenthood Instruction    Marine Corps Performance Evaluation System  Obstetrics Multidisciplinary Interdisciplinary Discharge Summary  Physical Standards    Strategic Communication  *  Transition Services   Maternity Uniforms    Sexual Harassment and Sexual Assault Training   

* The selected topics were primary study topics for the 2016 DACOWITS focus groups. The remaining topics listed in this column were raised spontaneously by participants during the open discussion period at the end of each focus group and occurred with enough frequency to allow the research team to use the input on these topics to draw conclusions.

B-2 Defense Advisory Committee on Women in the Services

As shown in the timeline presented in Figure B.2, data collection activities moved quickly once the Committee developed its research plan.

Figure B.2. Timeline of Key Research Activities

Hold quarterly meeting (ongoing briefings, written RFIs, literature reviews) Dec Determine study topics Draft research questions

Develop focus group protocols Appendix B Jan-Feb

Hold quarterly meeting (ongoing briefings, written RFIs, literature reviews) Pretest focus group protocol Mar : Research Methodology

Conduct site visits, collect focus group data Apr-May

Analyze focus group data and prepare final focus group presentation and report Hold quarterly meeting (ongoing briefings, written RFIs, literature reviews) Jun

Review all data collected Draft recommendation language Jul-Aug

Propose and vote on recommendations Hold quarterly meeting (ongoing briefings, written RFIs, literature reviews) Sept

Compile final report Oct-Nov

Hold quarterly meeting (ongoing briefings, written RFIs, literature reviews) Sign final report Dec

B-3 Defense Advisory Committee on Women in the Services

Requests for Information Each protocol covered either one or two topics to ensure each study topic was addressed by In advance of each meeting, DACOWITS pre- each Service, gender, and military pay grade pares RFIs for DoD or the Services. These re- group, as relevant given the study topic. quests include targeted research questions Protocols with two topic modules were used and the preferred delivery method for each for 90-minute focus groups; protocols with one request (i.e., briefing during a quarterly meet- topic module were used for 45-minute focus ing, written response). The Committee’s RFIs groups. Committee members facilitated the take many forms, including data calls, policy focus group discussions to elicit and assess briefs, literature reviews, and status updates. views, attitudes, and experiences of Service In 2016, DACOWITS received responses to members on the study topics. The Committee RFIs during each of its quarterly business also distributed mini-surveys to participants meetings (held in December, March, June, to determine the demographic composition and September). The Committee acknowl- of the groups. All data collection instruments edges each of the Service representatives for were approved by the support contractor’s the numerous briefings and written respons- Institutional Review Board, with concurrence es they develop to respond to DACOWITS’ from DoD’s Office of the Under Secretary of requests. Appendix D presents all of the Defense for Personnel and Readiness, and DACOWITS 2016 RFIs and the correspond- approval from the Washington Headquarters ing responses. Services Directives Division, to ensure the protection of human subjects. Focus Groups DACOWITS conducted 57 focus groups. Of Between the December and March 2016 these groups, 24 were conducted with men, meetings, the Committee worked with its sup- 26 were conducted with women, and seven port contractor to develop preliminary focus were comprised of participants of both gen- group protocols and mini-surveys to admin- ders. Eighteen groups were conducted with ister to focus group participants. Following junior enlisted participants (pay grades E1– the March meeting, DACOWITS pretested E5), 18 groups were held with senior enlisted the focus group protocols and mini-surveys participants (pay grades E6–E9), 18 were at a local military installation and adjusted conducted with officers, and three were held them in preparation for data collection. with participants of mixed ranks. In all, there were 545 participants, with an average of 10 The Committee collected qualitative data dur- participants per session. The gender inte- ing site visits to 14 military installations—rep- gration module was used in 27 groups;xiv the resenting all four DoD Service branches (Air strategic communication module was used in Force, Army, Marine Corps, and Navy) and 24 groups; the mentorship module was used the Coast Guard—from April to May 2016 in 30 groups; and the Chaplain Corps mod- (see Appendix C for the full list of installations ule was used in 27 groups. Each installation visited). During the focus groups at these was responsible for recruiting focus group sites, the Committee addressed four topics: participants from the demographic catego- 1. Gender Integration ries specified by DACOWITS (see Figure B.3). The results of these focus groups were 2. Strategic Communication presented to the public at the Committee’s 3. Mentorship June business meeting and through a report 4. Chaplain Corps posted to the DACOWITS Website (http://dacowits.defense.gov).

xivOf the 27 gender integration focus groups, three were conducted exclusively with leaders and trainers of newly opened specialty schools. B-4 Defense Advisory Committee on Women in the Services

Figure B.3. Focus Group Breakdown

Training unit leadership, 3 groups

Mixed gender, 8 groups Gender Chaplains, Junior integration, 27 groups enlisted, 27 groups 18 groups Women, 24 groups Officers, 18 groups Gender57 Ran57 kTopic108

Men, Strategic Appendix B 26 groups Mentorship, communication, Senior 30 groups 24 groups enlisted, 18 groups : Research Methodology Review of Other Data Recommendation Sources Development Throughout the year, Committee members During the September 2016 quarterly busi- reviewed data sources other than the fo- ness meeting, the Committee members cus group findings and responses to RFIs. voted on their recommendations and con- DACOWITS staff prepared research re- tinuing concerns. Members developed ports and digests of timely news articles these recommendations after reflecting for Committee members. The DACOWITS upon their site visits, carefully reviewing support contractor conducted several for- the focus group findings, and revisiting mal literature views on DACOWITS’ behalf; the RFI responses and all other informa- these studies included detailed reviews of tion received throughout the year. These recent peer-reviewed literature and data recommendations were then compiled into on the civilian population. In preparing the this final report, which the Committee ap- report, the support contractor team also proved and signed at the December 2016 worked with DACOWITS to conduct sev- quarterly meeting before selecting new eral ad hoc data analyses. study topics for 2017.

B-5 COAST GUARD

Defense Advisory Committee on Women in the Services 7

Defense Advisory Committee on Women in the Services

Appendix C

Biographies of DACOWITS Members

7 Defense Advisory Committee on Women in the Services

General Janet Wolfenbarger, USAF, on the AECOM board of directors and as a Retired—Mico, Texas (Committee Chair) trustee for the Falcon Foundation. General (Ret.) Janet C. Wolfenbarger retired Chief Master Sergeant Bernise Belcer, from the Air Force in July 2015. In her last USAF Retired—Columbia, South assignment before retirement, she served as Carolina (Committee Vice-Chair) Commander, Air Force Materiel Command Chief Master Sergeant (Ret.) Bernise Belcer (AFMC), at Wright-Patterson Air Force Base enlisted in the United States Air Force in (WPAFB), OH. The command employs some November 1982. She attended techni- 80,000 personnel and manages $60 billion cal training in the Personnel Career field at annually, executing the critical mission of Keesler Air Force Base, MS. She was pro- warfighter support through leading-edge moted to the rank of Chief Master Sergeant science and technology, cradle-to-grave life in October 2002. On December 1, 2012, cycle weapon systems management, world- she retired after 30 years of military ser- class developmental test and evaluation, vice from the position of Chief, Enlisted and world-class depot maintenance and Promotions, Evaluations, and Fitness Policy supply chain management. in the Manpower, Personnel and Services Gen. (Ret.) Wolfenbarger was commissioned Directorate, the Pentagon, Washington, D.C. in 1980 as a graduate of the U.S. Air Force CMSgt (Ret.) Belcer served in many posi- Academy and began her career in acquisi- tions throughout her career, including Group tion as an engineer at Eglin Air Force Base, Superintendent at MacDill Air Force Base, FL. She held a variety of assignments at FL; Osan Air Base, Korea; and Charleston headquarters Electronic Security Command Air Force Base, SC. She also served as and Air Force Systems Command. Gen. Command Chief Master for the 437th Airlift (Ret.) Wolfenbarger held several posi- Wing at Charleston Air Force Base, SC, tions in the F-22 System Program Office at and as 19th Air Force Command Chief at WPAFB, served as the F-22 Lead Program Randolph Air Force Base, TX. She deployed Element Monitor at the Pentagon, and was in support of Operation Iraqi Freedom to Al the B-2 System Program Director for the Udeid Air Base, Qatar. Aeronautical Systems Center, WPAFB, OH. She also commanded ASC’s C-17 Systems Her military decorations include the Legion of Group, Mobility Systems Wing. Merit, Meritorious Service Medal with one sil- ver and two bronze oak leaf clusters; Air Force She was the Service’s Director of the Air Commendation with one oak leaf cluster; and Force Acquisition Center of Excellence the Outstanding Airman of the Year Ribbon. at the Pentagon, then served as Director of the Headquarters AFMC Intelligence CMSgt (Ret.) Belcer earned her bachelor of and Requirements Directorate, WPAFB. arts degree in Education at the University She served as AFMC Vice Commander of South Carolina in Columbia, SC, and from December 2009 to September 2011. her master’s degree in Management from Prior to her last assignment, Gen. (Ret.) Webster University. She holds a Community Wolfenbarger was the Military Deputy, Office College of the Air Force degree and a gradu- of the Assistant Secretary of the Air Force for ate certificate from Villanova University, both Acquisition, the Pentagon, Washington, DC. in Human Resources Management. After retiring from the Air Force, in addition She has received advanced Senior to serving as the chair of DACOWITS, Gen. Leadership training at National Defense (Ret.) Wolfenbarger was elected to serve University, Keystone.

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Her additional academic credentials are hospice and palliative medicine, which fa- as follows: Command Senior Enlisted miliarized her with the issues facing veter- Leader Course, Washington, DC; Center ans and their loved ones as life comes to for Creative Leadership, LaJolla, CA; Air an end. She provides medical care for the Force Enterprise Management Seminar, residents at Blue Skies of Texas (formerly University of North Carolina at Chapel Hill, known as Air Force Village). NC; and Kenan-Flagler Business School Dr. Anderson is a native of Dallas, TX, and and Air Mobility Command Senior Mobility graduated from Garland High School as Leaders Course, USAF Expeditionary Appendix C her class valedictorian, setting a record Center, Fort Dix, NJ. for the highest GPA achieved by a student While on active duty, CMSgt (Ret.) in Texas. She then attended Sweet Briar Belcer served as the Air Force Military College where she graduated Summa Representative to DACOWITS. She Cum Laude with a bachelor of science de- serves as president of the board of di- gree, majoring in both Biology and Dance. rectors for the Belleclave Homeowner’s She was awarded the President’s Medal by : Biographies of DACOWITS Members Association. Bernise and her husband, the college for her efforts above and be- Derrick, live in Columbia, SC. Derrick is yond her degree program. She earned her also retired Air Force. doctorate in Medicine from The University of Texas Health Sciences Center at San Dr. Kristy Anderson—San Antonio, Texas Antonio, TX, in 2003. She completed her Dr. Kristy Anderson is a Family Medicine medical residency in Family Medicine with Physician. As a TRICARE provider, she has Scott & White Hospital/Texas A&M Health seen the influence and impact of military Sciences Center. She is board certified in service on every aspect of military families. Family Medicine as well as Hospice and Dr. Anderson’s experience in medical prac- Palliative Medicine. tice covers the spectrum of life from birth Dr. Anderson is married to an active duty to death, which gives her unique insight Air Force officer who serves as a squadron into the challenges that individuals experi- commander at Joint Base San Antonio. At ence during each stage of their lives. Her their previous assignment, she served as patients have included Service members, his unit’s key spouse. She is very involved their dependents, and retirees from each in her children’s extracurricular activities branch of DoD. and values the importance of family time. Dr. Anderson attended medical school Colonel John Boggs, USMC, in San Antonio, TX where she completed clinical clerkships at both Willford Hall Retired—Phoenix, Arizona Medical Center and Brooke Army Medical Colonel (Ret.) John Boggs U.S. Marine Center. She served as a civilian primary Corps is an author, speaker, and leader- care physician for the community of Fort ship and strategy development expert. Hood and the surrounding area from 2005 An Infantry Officer with more than 30 years to 2009. She relocated again with her of service to the Nation, Col (Ret.) Boggs husband to Wright-Patterson Air Force is one of the rare few to command at ev- Base (WPAFB) in 2009, where she joined ery rank held. When not in command, he a Family Medicine practice and later an served the Corps as a trainer, educator, or Internal Medicine group, serving the ex- on high-level staffs. tended WPAFB community. She also expanded the focus of her practice to include

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As a trainer and educator, Col (Ret.) Boggs Mrs. Christenson also has worked with the served at both of the Marine Corps’ Recruit Continuum of Resource Education, reaching Training Depots, Officer Candidates School, out to spouses on family and personal issues and the Head of the Marine Corps’ Distance through conferences and workshops to help Learning Programs. He was also a Professor educate families on how to navigate the mili- and Dean of Faculty and Academic Programs tary lifestyle. She has served in various ca- at the Industrial College of the Armed Forces. pacities with the Navy Marine Corps Relief As a staff member, Col (Ret.) Boggs served Society and local Navy (and now Army and as Chief of Staff of the National Defense international) spouse groups in the 17 duty University in Washington, DC—the world’s stations in three countries to which her family leading institute for producing strategic has been assigned in the last 26 years. leaders—and as a Fellow at the Council of Mrs. Christenson resides in Brussels, Foreign Relations. He was also the senior Belgium where she is the U.S. National Marine Readiness Advisor on the staff of Representative for the NATO Charity Bazaar, DoD’s Personnel and Readiness. raising money for international and Belgian As a businessman, he was a senior vice charities. Most importantly, she works with president for a major nonprofit in Washington, the local Army Community Services, or ACS, DC, and partner in an international business branch in Brussels to help combat isolation development firm. for military spouses and connect the dots of preparedness necessary in these uncertain Today, Col (Ret.) Boggs provides leadership times for the families stationed there. She is development for individuals and organiza- also a member of Americans Working Around tions that are diverse in size and complexity. the Globe, or AWAG, for the Benelux Region Teresa Christenson—Brussels, Belgium (Belgium, Netherlands, Luxembourg). While living in Germany, she was a member of the Mrs. Teresa Christenson comes to DACOWITS German-American Women’s Club, fostering with the perspective of a military spouse. German-American friendships. Long interested and involved in spouse education as well as military family readiness, she Teresa and her husband, Vice Admiral John has worked with organizations locally, nation- Christenson, have three grown children. ally, and now internationally for the benefit of Their daughter and oldest son live and work Service families and charities. in Raleigh, NC. and their youngest son at- tends the U.S. Naval Academy. They are im- Mrs. Christenson has been involved with mensely proud of all of them. the Command Spouse Leadership Course, the Navy’s only budgeted leadership course Major General Sharon Dunbar, USAF, for spouses, since 1998 when she attend- Retired—Alexandria, Virginia ed as a student. In 2005–2006, she was a Major General (Ret.) Sharon Dunbar retired Facilitator for the course, teaching and as- from the Air Force in 2014. Prior to her retire- sisting with curriculum development, includ- ment, she was dual-hatted as Commander ing helping write and develop the first Senior of the Air Force District of Washington Enlisted Spouse Leadership Course. She (AFDW) and the 320th Air Expeditionary serves as the Senior Flag Spouse Advisor to Wing, headquartered at Joint Base Andrews, the Steering Committee, the course’s adviso- MD. AFDW is the Air Force component to the ry board, and previously served as Director, Joint Forces Headquarters-National Capital mentor, and Flag Spouse Advisor. Region and is responsible for organizing,

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training, and equipping combat forces for our dedicated Service members. She is aerospace expeditionary forces, homeland an executive committee member for the operations, civil support, national special Association of the United States Army/Utah security events, and ceremonial events. region and is U.S. co-chair of the London- AFDW also provides major command-level based AMAR Foundation working in Middle support for 60,000 military and civilian per- East conflict areas. In 2008, she founded sonnel assigned worldwide. “Project Gratitude,” an annual program that brings moms, wives, and daughters of Maj. Gen. (Ret.) Dunbar was commis- fallen heroes to a complimentary VIP week- Appendix C sioned in 1982 upon graduation from the end at the Miss America Finals, where they U.S. Air Force Academy and graduated are formally recognized as Honorary Miss with distinction from National War College. Americas. Ms. Hawkes is the daughter of a During her Air Force career, she served in a World War II Veteran. variety of acquisition, joint, political-military and personnel positions. Her commands Ms. Hawkes holds a bachelor’s de- include a mission support squadron, Air gree in Communications from Brigham : Biographies of DACOWITS Members Force Basic Military Training, an air base Young University and a master’s degree wing, and AFDW. in Integrated Marketing Communication from the University of Utah. After college, She serves as Vice President, Human she signed with ESPN and spent 16 years Resources for General Dynamics Mission as an award-winning sportscaster, cover- Systems and leads people operations for ing such world-class events as World Cup 13,000 employees at more than 100 loca- Soccer, World Cup Skiing, the Kentucky tions. Her 180-person international team is Derby 1995–2004, the French Open, responsible for people excellence, internal and Big 10 College Football 1990–1995. communications, and community invest- She was a host and a feature producer ment for a $4.6-billion company that engi- of College Gameday, World Cup Soccer neers multidomain, defense-related, and Today, Scholastic Sports America, ESPN’s scientific capabilities for government and Sailing, and Great American Events. commercial customers worldwide. Ms. Hawkes was born in Paraguay and Sharlene Hawkes—Bountiful, Utah later lived in Ecuador, Chile, and Mexico, A specialist in strategic communication but she spent most of her teenage years and business development, Ms. Sharlene in Buenos Aires, Argentina. She is the only Hawkes is the founder of Remember My foreign-born Miss America (1985), and is Service (RMS) Productions and has served an accomplished musician and published as President since 2005. RMS specializes author. Ms. Hawkes and her husband, Bob, in both interactive and traditional publi- have four children and live in Bountiful, UT, cations for military units and commem- where they enjoy skiing, biking, and the orations, including the recent major great outdoors. commemoratives (book and documentary) Command Sergeant Major Michele produced for the Korean War 60th, Desert Storm 25th, and Vietnam War 50th anniver- Jones, USA, Retired— saries presented as free gifts to veterans Jacksonville, Florida in all States. In support of the troops, Ms. Command Sergeant Major (Ret.) Michele Hawkes has traveled to forward operat- Jones is President and CEO of The Bones ing bases in Iraq and Afghanistan to bet- Theory Group, LLC. Previously, she was ap- ter understand the service provided by pointed under the Obama Administration

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as a member of the Senior Executive Service Freedom, and Operation Enduring Freedom. from July 2009–December 2012. She served She toured extensively throughout Bosnia, as the Special Assistant to the Secretary of Kosovo, Iraq, Afghanistan, Kuwait, Qatar, Defense White House Liaison. She was the and Uzbekistan. principal DoD contact with the Presidential Some of her awards include the Legion Personnel Office, the White House Military of Merit, Meritorious Service Medal, Army Office, and the principal DoD liaison for the Parachutist Badge, German Army Forces White House Political Affairs Office, the White Airborne Wings, and Royal Thai Airborne House Intergovernmental Affairs Office, and Wings. the President’s Council on Women and Girls. She also served as the Special Assistant and Ms. Jones holds a bachelor of science de- Senior Advisor to both the Under Secretary gree (Cum Laude) in Business Administration of Defense for Personnel and Readiness and from Fayetteville State University, a con- the Principal Deputy. During this time, she stituent Institution of the University of North was selected for a special detail to the U.S. Carolina. She is a member of numerous ad- Office of Personnel Management and served visory boards across the United States. as a Co-Lead for the President’s Veteran’s Captain Beverly Kelley, USCG Employment Initiative and the First Lady’s Retired—Chester, Maryland Military Families Initiative. Captain (Ret.) Beverly Kelley served 30 years CSM (Ret.) Jones was appointed to the in the U.S. Coast Guard. Following gradua- newly created position of Director of External tion from the University of Miami with a bach- Veterans/Military Affairs and Community elor’s degree in Mathematics, she enlisted in Outreach, for which she developed strate- the Coast Guard in January 1976 and attend- gies, operational plans, and policies and is- ed Officer Candidate School in Yorktown, VA, sued pertinent guidelines and instructions for from February to June 1976. She held vari- recruiting, hiring, and retaining veterans and ous staff and leadership positions during her military spouses in support of the President’s service to the Nation. In April 1979, LTJG Veterans Employment Initiative and the Kelley became the first woman to command First Lady’s Military Families Initiative. She a Coast Guard cutter, the USCGC CAPE also served as the U.S. Office of Personnel NEWHAGEN. Two years earlier, the Coast Management liaison and representative on Guard had experimented with assigning the First Lady’s Joining Forces Initiative. women to seagoing ships. The high-endur- In her military career, she was the 9th CSM of ance Coast Guard cutters MORGENTHAU the Army Reserve from October 2002 through and GALLATIN received 10 enlisted women August 2006. She retired on March 1, 2007, and two female officers each. Kelley was after 25 years of service in both the Active one of those officers. Twenty years later, she and Reserve Components. A career sol- made history again as the first female to com- dier, CSM (Ret.) Jones held many positions mand a Coast Guard medium-endurance of leadership responsibility: Squad Leader, cutter, the USCGC NORTHLAND. CAPT Section Leader, Platoon Sergeant, First (Ret.) Kelley completed her 14 years of sea Sergeant and Command Sergeant Major. She duty and third command on the USCGC served during every major contingency op- BOUTWELL, a high-endurance cutter home- eration, including Operations Desert Shield/ ported in Alameda, CA. Storm, Restore Hope, Provide Comfort, Joint CAPT (Ret.) Kelley earned a master of arts Endeavor, Nobel Eagle, Operation Iraqi degree in National Security and Strategic

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Studies from the Naval War College in talks for Jiatong University, Gannett news, Newport, RI, and a master of science de- Air War College, and others. He is active gree in National Resource Management in assisting Korean War veterans, and from the Industrial College of the Armed will soon be helping Vietnam Veterans, Forces in Washington, DC. by providing a commemorative book to show sponsor’s appreciation for veterans’ Currently, CAPT (Ret.) Kelley holds an sacrifices. elected position as a school board member for the Queen Anne’s County Board He is a Master Aviator and a Master Appendix C of Education. She is married to Mr. Kevin Parachutist and is Ranger Qualified. He Tokarski, U.S. Maritime Administration, was awarded two Distinguished Service U.S. Department of Transportation. They Medals and 38 other military decorations. have one 13-year-old son, Morgan. MG (Ret.) Macdonald has served as a Major General John Macdonald, member of five boards associated with the

USA, Retired—Alexandria, Virginia Army and DoD. : Biographies of DACOWITS Members Major General (Ret.) John Macdonald John graduated from the United States completed 33 years of service to the Military Academy at West Point in 1979. Nation, retiring on August 31, 2012. During He holds a master of science degree his time in the U.S. Army, he served 17 in Business Administration from Central years outside of the United States. He Michigan University and a master of arts led troops in combat in Grenada, Saudi degree in National Security and Strategic Arabia, and Iraq, and most recently in Studies from the Naval War College at Afghanistan. An attack helicopter aviator, Newport, RI. MG (Ret.) Macdonald served 5 years in the He is most happily married to Brigadier 82nd Airborne Division and 18th Airborne General (Ret.) Anne Macdonald. They live Corps; 10 years along the Demilitarized in Alexandria, VA, from which they travel, Zone in Korea; and 6 years in Germany ski, and powerboat. before, during, and after the fall of the Iron Curtain. His last tour of duty was in Korea Donna McAleer—Park City, Utah as the CJ3 Operations Officer for a Four Ms. Donna McAleer is an award-win- Star, United Nations, Combined and Joint ning author of the groundbreaking book command, where he is credited with signif- “Porcelain on Steel: Women of West Point’s icantly advancing the ROK US warfighting Long Gray Line.” She graduated from West capability with creative exercises, tough Point in 1987 and served as an Army of- negotiations, and great team work in tense ficer in a variety of leadership positions in crisis situations: the North Korean sinking Germany. She earned a master’s degree in of the ROKS Cheonan and loss of 46 ROK Business Administration from the Darden sailors; the North Korean shelling of Y-P Do, Graduate School of the UVA. killing four individuals from the Republic of Korea; and the launch of a North Korean Ms. McAleer is a manager with Atlas failed satellite attempt. Research, a consulting firm providing strategic management and advisory services MG (Ret.) Macdonald is now an indepen- that help organizations improve perfor- dent consultant, focusing on War Gaming mance, transform operations, and make a for DoD and other Federal Government lasting difference in our society. Focused agencies; he has provided motivational on health care strategy, Donna supports

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the Secretary of Veterans Affairs initiative to having won the democratic nomination by modernize and transform enterprise contact an overwhelming majority of 66 percent. She centers to provide exceptional customer ser- is a keynote and inspirational speaker. She is vice and improve veterans’ experiences. a frequent contributor to the Huffington Post, Foreign Policy.com, and Time Magazine’s Ms. McAleer’s professional career includes Battleland Blog and has appeared on Al a variety of cross-sector leadership roles in Jazeera, CNN, Fox and Friends on Fox public, private, and nonprofit corporations. News, and other radio and news outlets. She began in the private sector with the Novations Consulting Group, later moving Donna lives in the mountains of Park City, UT, to William M. Mercer, Inc. Donna then be- with her daughter Carlyn Ann and their four- came a Vice President of Global Logistics legged running companion Abby. She is a and Support Services at GenRad, a lead- PSIA and ACE Level 2 ski instructor at Deer ing producer of electronic test equipment. Valley Ski Resort in Park City, UT. She is an There, she was responsible for the devel- avid outdoor enthusiast with a particular pas- opment and implementation of a global lo- sion for skiing, snowshoeing, mountain bik- gistics and customer support strategy. In ing, hiking, golfing, and traveling. February 2000, she relinquished her position Monica Medina—Chevy Chase, Maryland at GenRad to begin an intensive training reg- imen. She committed herself to the pursuit of Ms. Monica Medina serves as the Deputy a lifelong dream and a unique opportunity— Director of the Environment Program at the to represent the United States in the 2002 Walton Family Foundation. She is also an Winter Olympic Games in the medal debut Adjunct Professor in the School of Foreign of Women’s Bobsled. As a Bobsled Driver, Service at Georgetown University. Prior to she finished fourth in Olympic trial. joining the Walton Family Foundation, Ms. Medina was the Senior Director of Ocean Wanting to give back to her community, Ms. Policy at the National Geographic Society. McAleer became the Executive Director of From 2012 to 2013, she served as Special the People’s Health Clinic, a nonprofit based Assistant to the Secretary of Defense, advis- in Park City. In this capacity, she led strategic ing him on all issues concerning women in business model transition and financial turn- the military, military sexual assault, the lifting around to ensure financial stability for this or- of the combat exclusion rule, veterans’ em- ganization’s commitment to providing quality ployment, wounded warriors, traumatic brain medical and health care for the uninsured. injury and suicides, military health care, and As a consultant to the National Parks same-sex partner benefits, as well as en- Conservation Association, Ms. McAleer vironment and energy issues. Previously, advised the organization on its veterans Ms. Medina served as the Principal Deputy and military families programs. She is ac- Undersecretary of Commerce for Oceans tively involved in the West Point commu- and Atmosphere at the National Oceanic nity. She serves as Class President and is and Atmospheric Administration, where an Admissions Field Representative. She she led efforts on Arctic conservation and was elected to the West Point Association of restoration of the Gulf of Mexico after the Graduates Board of Directors and the West Deepwater Horizon oil spill. Earlier Ms. Point Women’s Network. Medina served on the Transition Team for the In 2012 and 2014, she was the Democratic Obama Administration. candidate for Utah’s 1st Congressional

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Ms. Medina has worked for nearly 30 years Ms. Mines served as the Senior Advisor, at the intersection of law and policy in Business Process, Senior Executive Washington, DC. She is a member of the Service in the Office of the Secretary of the Council on Foreign Relations. She attended Navy facilitating Flag Officers and Senior Georgetown University on an Army ROTC Executive Service leadership in the imple- scholarship and began her legal career on mentation of Lean Six Sigma and the result- active duty in the Honors Program of the ing transformational programs across the Army General Counsel’s office. For her Department of the Navy. She later served

service in the Army, she was awarded an as the Contractor Chief of Staff for the DoD Appendix C Army Commendation Medal in 1989 and a STEM Development Office. Meritorious Service Medal in 1990. In 2013, She manages her own business as an Secretary of Defense Leon Panetta award- executive consultant focusing on strate- ed Ms. Medina the Department of Defense gic planning, change management, qual- Distinguished Public Service Medal. ity and productivity, integrated business Janie Mines—Parkland, Florida transformation, and project management. : Biographies of DACOWITS Members She is a Six Sigma Master Black Belt, a Ms. Janie Mines entered Annapolis, the Project Management Professional, and United States Naval Academy, as the only Prosci Certified Change Manager. African-American female in the first class of women. She graduated in 1980 after Ms. Mines has drafted several internal pub- serving in several leadership positions lications for the Navy, Frito-Lay, Hershey in the Brigade of Midshipmen. She was Foods, and Bank of America. These publi- later selected to participate in the pres- cations cover topics ranging from process, tigious Sloan Fellows Program, through change, and project management to qual- which she earned a master’s degree in ity and productivity methodologies. She Business Administration from the Alfred P. has been published and quoted in numer- Sloan School of Business Management, ous magazines and books. Massachusetts Institute of Technology. Ms. Mines is also a National Women of During her rewarding military career, she Color in Business Award Winner. She served as a Supply Corps Officer and held founded a nonprofit organization, Boyz to several supply chain positions, including Men Club, Inc., after observing the needs a tour at the Navy Annex to the Pentagon of adolescent boys in the community. She and aboard the USS EMORY S. LAND was honored for her accomplishments by being selected as an Olympic Torchbearer, (AS-39). She was among the first genera- the Civic Volunteer of the Year, a winner of tion of women officers to serve on ships. the 9 Who Care Award for the Charlotte Ms. Mines has held management positions Metropolitan Area, and a South Carolina of increasing responsibility in several cor- Black History Honoree. Ms. Mines has porations. She has served as a produc- served as a member of the Rotary Club tion manager, shipping manager, logistics International, the Board of Directors of the manager, finance manager, procurement Founders Federal Credit Union, and the manager, and an internal consultant re- Board of the Springs Close Foundation. sponsible for implementing large-scale Brian Morrison—Falls Church, Virginia change resulting in significant savings. She also led a team of professionals at Bank of Mr. Brian Morrison is an executive with a America as the Senior Vice President of large international aerospace and defense Strategic Sourcing. company. C-9 Defense Advisory Committee on Women in the Services

Before entering the private sector, Mr. Selected to the Command Master Chief pro- Morrison served as Deputy Assistant gram in 2003, FMC (Ret.) Ortloff first served Secretary of Defense (Legislative Affairs), as Command Master Chief, USS MILIUS work for which he was awarded the Defense (DDG 69), from February 2004 to January Medal for Outstanding Public Service. He 2007. After a successful WESTPAC deploy- served in various positions with the United ment in 2005, she accepted orders to U.S. States House of Representatives’ Permanent Naval Hospital, Guam, in June 2007. She Select Committee on Intelligence, includ- next served as Commander, U.S. THIRD ing as Deputy Staff Director and General Fleet, Command Master Chief, 2009–2012. Counsel. Prior to that, he was an Assistant She completed her 33-year naval career as General Counsel at the Central Intelligence the U.S. Naval Forces Europe and Africa Fleet Agency and an attorney with the law firm of Master Chief from May 2012 to April 2015. Williams & Connolly LLP in Washington D.C. FMC (Ret.) Ortloff’s senior leader engage- A graduate of the Harvard Law School and ments included linking senior enlisted lead- Brandeis University, Mr. Morrison was a law ers from various naval communities, bridging clerk to the Honorable Hugh H. Bownes of communications, and enhancing engage- the United States Court of Appeals for the ment in maritime exercises. She assisted in First Circuit. policies that better prepared sailors for over- Brian was an officer in the U.S. Navy Reserve seas deployments and return; codesigned for nearly a decade, including a tour mobi- the Fleet CPO Training initiative; led the evo- lized to active duty in Iraq during the troop lution of the enlisted advancement final mul- surge of 2007. tiple score; provided the early research for the Navy’s current bystander intervention training; Fleet Master Chief JoAnn Ortloff, and established a progressive leadership USN Retired—Vista, California training program to African and European Fleet Master Chief (AW/SW) (Ret.) JoAnn Partner Nation Navies that encouraged further Ortloff joined the Navy in 1982. After she at-sea capabilities and NATO opportunities. completed basic training at Recruit Training She was recognized in 2000 with the Captain Command, Orlando, FL, and meritoriously Joy Bright Hancock Leadership Award and advanced to E-2, she continued to Air Traffic is a graduate of the Senior Enlisted Academy Control (AC) “A” School in Millington, TN. (Class 100 “Blue”) in 2002; Command FMC (Ret.) Ortloff’s early tours as an Air Traffic Master Chief/Chief of the Boat Course in Controller included Naval Outlying Landing 2004 (Class 5); KEYSTONE Senior Enlisted Field, San Nicholas Island, California, Naval Leadership Course in July 2008; and the Air Station Point Mugu, California, Fleet Area Executive Medical Department Enlisted and Control Surveillance Facility, Hawaii, Course in March 2009. She is also a Six Naval Outlying Landing Field San Clemente Sigma Greenbelt. Island, CA, Naval Air Station Lemoore, CA FMC (Ret.) Ortloff retired in 2015 and now and Naval Base Coronado. Aboard the USS volunteers for organizations that benefit JOHN C STENNIS (CVN 74), she was the those still serving. She serves as President OC Division Leading Chief and Carrier Air of the Enlisted Leadership Foundation, the Traffic Control Supervisor. After advanc- Senior Enlisted Advisor for the Sea Service ing to Senior Chief, she was appointed as Leadership Association (SSLA). a ship’s Section Leader and the Training Department Leading Chief.

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Her personal awards include the Legion Management Associate at Bridgewater of Merit; Meritorious Service Medal Associates and as Chief Operating Officer (two awards); Navy and Marine Corps at SNVC LLC. She is the Founder and Commendation Medal (three awards); Chief Executive Officer of Apogee Systems Navy and Marine Corps Achievement Corporation, a federal sector information Medal (four awards); Good Conduct Medal technology services company. (nine awards); Humanitarian Service LTC (Ret.) Park holds a bachelor of sci- Medal; Military Outstanding Volunteer ence degree from the United States Service Medal; and various campaign/ser- Appendix C Military Academy and a master’s degree vice ribbons. She and her husband, Rich, in Business Administration from Harvard have been married 32 years. University. Lieutenant Colonel Hae-Sue Park, Vice Admiral Carol Pottenger, Navy, USA Retired—Springfield, Virginia Retired—Jacksonville, Florida

Lieutenant Colonel (Ret.) Hae-Sue : Biographies of DACOWITS Members Vice Admiral (Ret.) Carol Pottenger gradu- Park, a U.S. Army veteran, enlisted as ated from Purdue University in May 1977 a Multichannel Radio Operator in 1982. and was commissioned as an ensign Subsequently, in 1987, she received a through NROTC. One of the first wom- commission in the regular Army upon en selected for sea duty, she reported graduation from the United States Military aboard USS YOSEMITE (AD 19) in 1978. Academy, West Point. LTC (Ret.) Park’s Subsequent sea tours included assign- 21 years of service to our Nation include ments aboard USS YELLOWSTONE (AD information technology assignments that 41) and USS KISKA (AE 35). range from the tactical arena of command and control communication operations in VADM (Ret.) Pottenger assumed com- the Republic of Korea’s Demilitarized Zone mand of USS SHASTA (AE 33) in 1996, to national strategic operations as com- and of USS BRIDGE (AOE 10) in 2001; she mander of DoD’s only secure satellite com- completed several deployments and was munications constellation. Throughout her awarded the Battle E and the Arleigh Burke career, LTC (Ret.) Park served in a spec- Fleet Trophy. trum of leadership positions, beginning as Shore tours encompassed various afloat a communications platoon leader in the staff and Headquarters assignments and 56th Field Artillery Command (Pershing) at USNA as a company officer. During sev- and culminating with selection to command eral tours at the Pentagon, she served as the 53rd Signal Battalion. Other highlights Executive Assistant, including for the Vice of her military service include assignments Chief of Naval Operations. as Assistant Professor of Economics at the United States Military Academy, West Upon selection to flag rank in 2005, she Point; Signal Corp Assignment Officer established a new Type Commander (Majors, Lieutenant Colonels, Colonels), for 40 combat logistics and special mis- U.S. Army Human Resource Command; sion ships. In 2006, she became the and Special Assistant to the Chief of Staff first female to command a strike group, Army, the Pentagon. Expeditionary Strike Group 7 / CTF 76. In 2008, she became the third Commander, After retirement from active duty, LTC (Ret.) Navy Expeditionary Combat Command Park has been applying Army leader- as a force provider of 40,000 Active and ship values in private industry, serving as Reserve Sailors.

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In her final 3 years in the U.S. Navy, VADM His military education includes the Basic (Ret.) Pottenger was promoted to Vice Noncommissioned Officer’s Course, Admiral and served as the Deputy Chief Advanced Noncommissioned Officer’s of Staff, Capability Development at NATO Course, First Sergeant’s Course, M1/ Headquarters Supreme Allied Commander M1A1 Tank Master Gunner Course, Transformation. She retired in May 2013. She Master Fitness Trainer Course, Battle Staff serves on the Board of Directors for the U.S. Noncommissioned Officer’s Course, and Navy Memorial Foundation and the Surface the United States Army Sergeants Major Navy Association and works as a private Academy, Class 46. Preston holds a mas- consultant supporting a range of U.S. and ter’s degree in Business Administration from international clients. Trident University International. In May 2007, VADM (Ret.) Pottenger re- His awards and decorations include the ceived an honorary doctorate (Ph.D.) from Distinguished Service Medal, the Legion of Purdue University. Personal awards include Merit with oak leaf cluster, and the Bronze the Defense and Navy Distinguished Service Star Medal. SMA (Ret.) Preston continues Medals, Legion of Merit, and other awards; to support soldiers and their families as the and the Order of St. George, presented to Director of Noncommissioned Officer and her by Bulgaria. Soldier Programs at the Association of the United States Army. Sergeant Major of the Army Kenneth Preston, Retired— Dr. Jackie Young—Honolulu, Hawaii Mount Savage, Maryland Dr. Jackie Young is a consultant, speaker, ad- Sergeant Major of the Army (Ret.) Kenneth vocate, and volunteer for projects and issues Preston served as the 13th Sergeant Major that inspire social change and healthy com- of the Army from January 15, 2004 to March munities. She serves as an appointed mem- 1, 2011. He retired as the longest serving ber of the Hawaii State Judicial Selection Sergeant Major of the Army, with more than 7 Commission; the Hawaii State Advisory years in the position. Committee for the U.S. Commission on Civil Rights; a board member of the American SMA (Ret.) Preston is a native of Mount Civil Liberties Union (ACLU) of Hawaii and Savage, MD. He entered the Army on June the American Cancer Society’s Hope Lodge 30, 1975. Throughout his 36-year career, he Hawaii Campaign Cabinet. served in every enlisted leadership position, from cavalry scout and tank commander to his Dr. Young holds a bachelor of science de- final position as Sergeant Major of the Army. gree in Speech Pathology and Audiology Other assignments he held as a command from the University of Hawaii; a master of sci- sergeant major were with the 3rd Battalion, ence degree in Speech and Education from 8th Cavalry Regiment, 1st Cavalry Division; Old Dominion University, VA; an Advanced 3rd “Grey Wolf” Brigade, 1st Cavalry Division; Certificate in School Administration from 1st Armored Division in Bad Kreuznach, Loyola College, MD; and a doctorate in Germany; and V Corps in Heidelberg, Women Studies and Communication from Germany. His most recent assignment prior Union Institute in Ohio. She worked at the to serving as the 13th Sergeant Major of the Hawaii Department of Education, where she Army was as the Command Sergeant Major managed programs related to special educa- for Combined Joint Task Force 7 in Iraq. tion, gender equity, and Title IX compliance.

C-12 Defense Advisory Committee on Women in the Services

She was also an adjunct professor at Dr. Young has received awards from orga- Hawaii Pacific University, where she taught nizations such as the National Education courses in culture and communication. Association, ACLU, and Hawaii Women Lawyers. The Korea Foundation pre- In 1990, she was elected to the Hawaii sented her with the Light of the Orient House of Representatives from the Award. She received the President’s Windward Area and then elected by her Award from the Union Institute and the peers as Vice-Speaker, the first woman Fellow of the Pacific Award from Hawaii to hold that position. Dr. Young became a Pacific University. The YWCA honored Appendix C founding member in 1992 of Hale Ola, a her as an outstanding woman leader in shelter for abused spouses in Windward Hawaii. In 2014, Punahou School’s Alumni Oahu, and continues to be active through Association presented her with the Judd her work with the Domestic Violence Award for Humanitarian Service. In 2016, Action Center. In 2010, she attended the Dr. Young was named a Distinguished Global Summit of Women in Beijing, China;

Alumni by the University of Hawaii. : Biographies of DACOWITS Members in 2013, she was a delegate to a Global Conference on Sexual Violence Research Jackie was as an army wife for more than Initiatives in Bangkok, Thailand. 20 years, moving frequently while raising four children. From 1999 to 2013, she was an executive with the American Cancer Society Hawaii Pacific. She retired in 2013 as its Chief Staff Officer.

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Defense Advisory Committee on Women in the Services

Appendix D

Installations Visited

15 Defense Advisory Committee on Women in the Services

Site Members Dates

Dr. Jackie Young and FLTCM Fort Lewis April 5–6, 2016 (Ret.) Jacqueline DiRosa

Ms. Sharlene Hawkes and SMA McChord AFB April 7–8, 2016 (Ret.) Kenneth Preston

VADM (Ret.) Carol Pottenger and NAVSTA Kitsap April 11–12, 2016 MG (Ret.) Gale Pollock

Coast Guard District Thirteen Dr. Kristy Anderson and Ms. Donna McAleer April 13, 2016

Coast Guard Sector Puget Sound Dr. Kristy Anderson and Ms. Donna McAleer April 14, 2016

CAPT (Ret.) Beverly Kelley and SUBASE New London April 19, 2016 Col (Ret.) John Boggs

CAPT (Ret.) Beverly Kelley and USCG Academy April 20, 2016 Col (Ret.) John Boggs

LTC Hae-Sue Park and SMA NECC Little Creek April 26–27, 2016 (Ret.) Kenneth Preston

Fort Lee LTC Hae-Sue Park and Ms. Monica Medina April 28. 2016

LtGen Wilson and Gen (Ret.) MCAS New River May 2–3, 2016 Janet Wolfenbarger

LtGen (Ret.) Frances Wilson and Camp Lejeune May 4, 2016 Rev. Cynthia Lindenmeyer

LtGen (Ret.) Frances Wilson and Cherry Point May 5–6, 2016 Rev. Cynthia Lindenmeyer

CMSgt (Ret.) Bernise Belcer and Pope Field May 9–10, 2016 MG (Ret.) John Macdonald

MG (Ret.) John Macdonald and Maj. Fort Bragg May 12–13, 2016 Gen. (Ret.) Sharon Dunbar

D-2 Defense Advisory Committee on Women in the Services Appendix D : Installations Visited

D-3 NAVY 5

Defense Advisory Committee on Women in the Services

Appendix E

DACOWITS Requests for Information and Corresponding List of Responses Received

5 Defense Advisory Committee on Women in the Services

This appendix presents a list of DACOWITS’ RFIs and the corresponding responses. The list is organized chronologically, presenting the RFI from each quarterly business meeting that was part of the 2016 research year: December 2015; March 2016; June 2016; and September 2016. The RFIs are presented +exactly as written by the Committee.

December 2015 RFI A1: DACOWITS continues to be interested in the propensity, recruitment and talent management of women joining the Armed Forces. The Committee requests a briefing from each of the Services on the following: What policy regulates recruit applicants’ enlistment in regards to joining the military with dependent children? Does this policy make exceptions based on the gender of the applicant? Example: Male applicants with dependent children may seek a waiver to join the military, whereas female applicants may not seek a waiver. [Exception: Female applicants with dependent children can legally sign over full custody in order to join the military. Servicewomen may not regain custody of their dependent children for the duration of their first enlistment; or risk discharge under the pretext of fraudulent enlistment.] When did the current policy go into effect? What is the methodology behind this current policy? How does this policy impact your Service’s ability to attract and recruit highly qualified female applicants?