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2011 Annual Report

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2011 Annual Report 1 Defense Advisory Committee on Women in the Services (DACOWITS) 4000 Defense Pentagon, Room 2C548A Washington, District of Columbia 20301-4000 We, the appointed members of the Defense Advisory Committee on Women in the Services (DACOWITS), do hereby submit the results of our findings and offer our recommendations to improve the policies, procedures, and climate within the Department of Defense. LTG (Ret) Claudia J. Kennedy, who chaired the Committee until September 30, also contributed to the work and recommendations of the Committee in 2011. Table of Contents Defense Advisory Committee on Women in the Services Executive Summary _______________________________________ i Introduction _____________________________________________ 1 Wellness Research and Recommendations ____________________ 3 Summary of Select Briefings Presented to DACOWITS 3 Summary of Focus Group Findings 6 Relevant Literature and Other Resources 9 Recommendations 10 Continuing Concerns 11 Assignments Research and Recommendations _________________ 13 Summary of Select Briefings Presented to DACOWITS 13 Summary of Focus Group Findings 15 Relevant Literature and Other Resources 17 Recommendations 19 Best Practices 20 Endnotes _____________________________________________ 23 Appendices ___________________________________________ 27 Executive Summary The Defense Advisory Committee on Women in the as an important prevention tool. The Committee Defense Advisory Committee on Women in the Services Services (DACOWITS) was established in 1951. Its determined in 2011 to focus its work on further ef- mandate is to provide the Secretary of Defense with ad- forts that might be made to prevent sexual assault and vice and recommendations on matters and policies re- sexual harassment in the first instance, with a view lating to the women in the Armed Forces of the United to reducing their incidence within the military com- States. The individuals who comprise the Committee munity and thereby promoting the wellness of female are appointed by the Secretary of Defense to serve in a Service members. voluntary capacity for three-year terms. As explained in more detail in the full 2011 report, As in the previous year, in 2011 DACOWITS di- DACOWITS made the following recommendations, vided its work into two general areas, Wellness and based on the reasoning set forth below, and also iden- Assignments, with subcommittees formed for each. tified some continuing concerns. The subcommittees selected specific topics for study, as described below. Recommendations To undertake its work on the selected topics, the Committee gathered both primary and secondary sources of information, including briefings from mili- Recommendation 1: This recommendation is tary representatives and subject matter experts; data three-fold and addresses the Committee’s view collected during installation visits from focus groups that publicizing the outcomes of sexual assault and surveys; and literature reviews, other survey data cases more broadly within the military, and on and available research and resources. These sources of an installation level, would be helpful in reducing information formed the basis for the Committee’s rea- sexual assaults. soning and recommendations. The Committee agreed on recommendations at its Recommendation September 2011 meeting. The Committee approved DoD should publicize reports of sexual assault and this report at its December 2011 meeting. their dispositions in a simple format accessible to a wide military audience, to be used in required Wellness Recommendations training and other venues. DoD should consider requiring local command- and Continuing Concerns ers to publicize, in a timely manner, this same in- DACOWITS has addressed the issues of sexual as- formation, including information on reports and sault and sexual harassment several times in past years. dispositions at their specific installations. Most recently, in 2010 the Committee received brief- Sexual assault information to be publicized should ings from the Department of Defense’s (DoD) Sexual include the number of reports and type of disci- Assault Prevention and Response Office (SAPRO) and plinary actions taken as a result of sexual assault reviewed relevant literature. The Committee observed investigations. Because there may be valid reasons that DoD and the Services have necessarily placed a why disciplinary action is not taken in some cases, great deal of emphasis on data collection and on re- reasons should be provided for cases where no ac- sponse efforts once an assault has occurred, including tion is taken. All such information should be in improvements in reporting procedures for sexual as- aggregate form, as necessary to conform to any ap- saults and in services to sexual assault victims. They plicable privacy or other legal requirements, taking have also emphasized and refined training programs into account the needs of the victim as appropriate. i Executive Summary Executive Defense Advisory Committee on Women in the Services Assignments Recommendations year, including in the final report of the Military Leadership Diversity Commission and the state- and Best Practices ments of high-ranking DoD personnel. Equally In 2010, DACOWITS recommended that DoD important, the Committee found no insurmount- Reasoning Reasoning eliminate its 1994 combat exclusion policy, there- able obstacles to integrating women into currently by ending gender-based restrictions on military as- closed positions. Focus group participants stated that Service members Focus group research and DoD surveys reveal wide- signments and opening all career fields/specialties, are generally unaware of the extent to which there has spread agreement among Service members that sexual schooling and training opportunities that have been been follow-up on reported sexual assaults and the dis- assault and sexual harassment have negative effects closed to women. As a follow-up to this recommen- Recommendation 2: The Services should de- ciplinary or other action that has been taken. This lack on military readiness. As former Secretary of Defense dation, in 2011 DACOWITS decided to examine velop appropriate physical standards by MOS, of awareness makes it hard for Service members to as- Robert Gates stated with respect to sexual assault, “This ways to effectively and fully integrate women into relevant to the job to be performed. Introduction sess whether sexual assaults are actually taken seriously type of act in the military not only does unconscionable ground combat units, including any potential bar- and may contribute to the perception that an indi- harm to the victim; it destabilizes the workplace and riers to such integration. In addition, based on re- Reasoning vidual’s rank affects the outcome. This lack of aware- threatens national security.” Both focus group and oth- ports gathered by the Committee in 2010, in 2011 The Committee’s 2010 recommendation, repeated ness may also lead perpetrators to believe that they are er research reveal that a positive command climate can DACOWITS decided to examine the adequacy of above in 2011, would end gender-based restric- at little risk of being held to account. Finally, lack of help prevent sexual assault and harassment. Yet mea- the weapons training female Service members receive tions on military assignments. This would mean awareness may lead to lack of confidence in the Sexual sures of sexual assault and sexual harassment are not in preparation for deployment to combat zones. Assault Prevention and Response process and to a con- consistently and expressly taken into account in com- opening to women combat arms career fields sequent unwillingness to report assaults. Publicizing mand climate assessments. Including these measures in As explained in more detail in the full 2011 report, and MOSs that are currently closed and allowing information on case dispositions should demonstrate command climate assessments could help ensure that DACOWITS made the following recommenda- women to compete for all assignments for which and Recommendations that the military as a whole, as well as individual units, prevention of sexual assault and sexual harassment is a tions, based on the reasoning set forth below, and they are qualified. However, the Committee is con- Research Wellness do not tolerate sexual assault and will discipline fairly. command priority. also suggested some best practices: cerned that DoD and the Services, in the review Including information on why disciplinary action is that they are currently undertaking of assignment Although this recommendation pertains to command not taken in some cases should also foster increased policies for women, may be evaluating women on climate assessments, many of the same considerations confidence in the system, potentially leading both to Recommendation 1: DoD should eliminate an “average” rather than an individual basis and could apply to including sexual assault and sexual fewer assaults and greater reporting of assaults that do the 1994 combat exclusion policy and direct may be using or establishing standards to judge harassment measures in individual performance occur. This recommendation is consistent not only the Services to eliminate their respective as- women’s qualifications that have not been vali- evaluations of commanders, and the Committee has with focus group participant recommendations but signment rules, thereby ending the gender- dated, even for men. Instead, the selection of mili- identified this as a continuing concern for possible also
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