ࡱ> g 6bjbjVV @r<r<_nnA'A'A'A'A'U'U'U'8'4'\U'(("((()*L4+($ȉV!A'\+))\+\+A'A'((΂^,^,^,\+4A'(A'(^,\+^,^,/z(.b++}Js0u}<,"A'T^,\+\+\+^,\+\+\+\+\+\+\+\+\+\+\+\+\+\+\+\+n &: Chapter 3: The ADF Culture: The experience of and attitudes towards women Contents  TOC \o "1-2" Chapter 3: The ADF Culture: The experience of and attitudes towards women  PAGEREF _Toc206382544 \h 1 3.1 Organisational culture in the ADF  PAGEREF _Toc206382545 \h 3 3.2 Women same or different?  PAGEREF _Toc206382546 \h 3 3.3 Women as other  PAGEREF _Toc206382547 \h 7 3.4 Sexual harassment  PAGEREF _Toc206382548 \h 9 3.5 Making a complaint  PAGEREF _Toc206382549 \h 10 3.6 Work or family the choices women make  PAGEREF _Toc206382550 \h 11 3.7 Representation of women  PAGEREF _Toc206382551 \h 13 3.8 Conclusion  PAGEREF _Toc206382552 \h 14  In summary Most ADF members are ambivalent about whether the ADF should increase the representation of women. There are differences between the views and experiences of men and women about womens place in the ADF. There are inconsistencies and contradictions about whether men and women should be treated identically or differently. Quantitative research indicates that female ADF members are less likely than male ADF members to believe that women have the same career opportunities as men in their Service. The binary choice between the ADF or family is more keenly felt by women. Both men and women fear negative consequences if they bring a complaint. Many argue that the low representation of women in the ADF is just a reflection of the wider Australian culture. Many women spoke to the Review about feeling marginalised. Navy, Army and Air Force have introduced programs that aim to create more inclusive and diverse workplaces. The Recommendations contained in this Report build on those programs.The ADF is the one of the nations largest employers, yet despite this many Australians would have minimal insight into what it is like to work as a member of the ADF to put on a uniform, train for duty, establish friendships, and compete for promotions, all while juggling family and other outside obligations. Change within any organisation must be founded in an understanding of its daily reality, and so the Review was determined to develop a better appreciation of the way the ADF is experienced by personnel. This Chapter draws on extensive consultations, submissions and survey data undertaken by the Review to gain insight into the way that ADF members, both women and men, perceive their careers and the organisation. This Chapter commences with a brief consideration of organisational culture, before exploring the contradictions that abound in how women in the ADF are assumed to be treated the same as men yet, too often, are pushed to the margins. Organisational culture in the ADF Definitions of organisational culture can be elusive but according to Jans: Culture is to an organisation as personality or character is to an individualLike personality, culture provides a coherent view of the world and a way of thinking about and making sense of that world. Defined as a system of shared meaning held by organisational members, it goes beyond style to the spirit or the soul inside the body corporate.1 Like many large, complex, geographically diverse organisations, there is no single, homogenous organisational culture in the ADF. Each Service is proud of its particular heritage, and within each Service there are many different cultures, often based on trade or occupational grouping. Pilots are different to technicians, sailors stationed on board ships are different to submariners. Sometimes these groupings are referred to as tribes. MAJGEN Craig Orme describes tribalism in the ADF as: Asense of hyper-alignment with a component of the organisation. This can be anything from a small team, Platoon, Flight, Regiment, Platform, Ship, Department or Force Element Group. It can also be found amongst sub-groups in the ADF. This concept of tribalism in military culture is often masked by the more reasonable notion of team, identity and loyalty. Tribalism in this sense is not just about those in the team; it is a cultural view of the world that sees the team to which someone belongs as better than the other teams in the organisation [generating] a commitment to mission and each other that accepts the risk of death to ensure the team achieves its objective. To compromise that characteristic is to risk compromising military effectiveness. The down side to military tribalism is that while those who are in the tribe belong; those who are not, are considered to be outsiders (those others) and somehow lesser contributors. The others are seen to be less worthy and therefore less deserving of the status of those in the dominant sub-group.2 This sense of belonging, or not belonging, of being same or other underpins much of the experience of women in the ADF. Women same or different? Many women spoke positively about their experience of being a woman in the ADF. They described workplaces that were respectful and supportive and where performance was assessed in objective and transparent terms. Many spoke of having excellent career and development opportunities and most women felt that the ADF was a good employer for women: Particularly during my pregnancy/maternity leave Ifelt very well supported both medically and employment-wise, but more so since then. Im married to a Service member and Ive found the support, particularly from my Unit, very, very good in understanding Iguess the more unique issues that go along with having a Service member partner and a small child with that partner deployed.3 In my 15 years of service at sea and ashore, Ihave never been disadvantaged because Iam a woman. Ihave never felt harassed or discriminated against. Even early in my career Ibelieve Iwas given all the same opportunities as my male counterparts. Iwould recommend joining the ADF to any woman.4 The Review also uncovered some deep and systemic contradictions. On the one hand, there is an overwhelming organisational mantra in the ADF to treat everyone the same. Everyone wears the same uniform, is assessed on performance, is promoted on merit: Doesnt matter if youre male or female. If you do your job and do it well, then youre well respected.5 Last week Igot one of the biggest compliments Iwas talking to the guys and Isaid something jokingly but Im a chick and they went youre no chick, youre just a cool dude with a pony tail for me that was a compliment from my colleagues because that would mean that Im not any different.6 Further, there are strong organisational pressures to treat women and men identically: Gender is not an issue to be considered in the sense of whether or not someones capable of more senior appointments. Its based on merit and performance, not what type of clothes they wear, how they wear their hair and so forth.7 Its just about nuking out gender at the moment, and going back to the fundamentals. We all contribute as individual members to a team collectively, it doesnt matter what background we have, doesnt matter what genderbut we all should feel comfortable in the workplace.8 On the other hand, there are some aspects of ADF life and operations that very clearly set women apart. For example, different requirements regarding physical fitness, their ability to come in from field exercises to take showers and separated living quarters mean that women are sometimes seen as having special privileges: Were all supposed to be doing the same job. My view is they sort of over reacted giving a lot of concessions, like giving separate rooms. Half the shower block was taken away. They shouldnt be] giving women those extra titbits and things.9 Thats the double standard we see. We all wear basically the same issue clothing, we are treated the same but then they get all this sort of special isolation and treatment.10 as a male Ihave had to sacrifice many things in my personal life to have the privilege of serving and Ifind it hard to accept that a female could be afforded many more benefits just because of her sex. Ithought it was all about sexual equality in the workplace so we should all get the same benefits. Only once we are all receiving the same thing will full acceptance and workplace equality happen.11 We find that women will get 'special treatment' out field. Exceptions are made for them that my men are not entitled to. Sometimes it seems that the DFDA[Defence Force Discipline Act] does not apply to women who can merely 'flutter their eyelashes'.12 Many women are also against any form of special treatment: Its eight blokes going out to go on patrol to get dirty and grubby and messy. They dont want to have to consider female cycles, female showering. Weve got all these other entitlements that come with being a female, which are quite embarrassing if you ever want to try and enforce them.13 The ADF shouldn't be developing strategies to 'improve the representation of women in the senior ranks'. They should be developing strategies to ensure women have the same opportunities as men. Different or better treatment than men, either perceived or real, will undermine women in the ADF. We just want to be treated equally, not different.14 You joined the Army, it didnt join you. Its a mans world. Why should those fifty people stop being able to use a particular word because Im sensitive to that, why do fifty people have to be impacted by my one view on a particular thing.15 In addition to views that women receive preferential treatment in the field, there is an equally strong view among some members that women generally have it easier than men in terms of their careers: The majority of females Ireckon get it easyIf they request something and two people put their paperwork in, generally females would probably get it first.16 If [a man doesnt] do it correctlyhell get blasted, hell deal with itImagine if Istarted crying during aweapons drill how much these blokes would give it to me, forever.17 Awoman can take extended leave to look after children without impact on her career. Aman would be disadvantaged if he took leave for the same reason. Awoman can take 'easier' or less 'high profile' jobs in her career without detriment, as the Army is looking to increase women in senior ranks. Aman's promotional prospects would be negatively impacted from this.18 Beyond this, the Review encountered a genuine fear, distrust, or resentment of women by some male personnel who were uncertain about how to interact with them: The reason some [Instructors] wont tear shreds off some of the womenis because there is that thought in the back of their mind that if they turn around and say something, one thing slightly wrong to a female recruit, all theyve got to do is put their hand up and scream sexual assault and the rest of their careers gone.19 In my roleIm usually required to speak to people one on one. With females Iwont do one on one. Shit scared. In the past Ive spoken to a person thats worked for me and Ive told her shes no good at her job because she wasntShe took that as far as she could because she didnt like being told she was no good at her job. And since then, Iwont speak to a female one on one.20 Ifeel like sometimes when Im talking to [women], you look down the hallway and people look at youTheres nothing going on, but even Imyself sometimes get worried about that whole fraternisation thing getting brought up when theres nothing happening.21 Mixed messages about whether women are the same or different, as well as about relationships between men and women, can be confusing, especially for recruits: They [women] are sort of made to look like us, Imean theyve got to act like us as well.22 When we were out field when we were setting up all the tents we had to keep a five metre radius away from them and they were pretty much segregated from us, because we were all close together. Literally my tent would be right next to his tent and the girls were a good three, five metres away. So it makes them feel different, and makes you feel like theyre different or other in some way [and] you dont really want to talk to them just in case you get in trouble.23 They sell condoms at the shop where you get bread. And they give them away in medical. They do a big talk you know if you want condoms, come and get them, but you cant fraternise.24 Women as other Unsurprisingly, mateship and the bonds between colleagues is a key feature of team work and operational effectiveness. In fact, in surveys conducted of soldiers undertaking various training courses, mates was cited as the number one thing Ilike most about the Army by those who attended Corporal courses, Sergeant courses, Warrant Officer courses and Regimental Sergeant Major courses.25 Rather than feeling the bonds of mateship, many women repeatedly reported feeling or being treated as other. They spoke of risks associated with trying to fit in, some women describing it as a no-win proposition, with some who tried to be friendly accused of always being on [their] back ; while those who did not try to fit in accused of being a bitch:26 When Ihad my first interview with XXXX, the first thing he said to me was Private XXXX, just so you know, Idont think women should be in [this Service].27 If there was one female, they all bitched about it in their off hours, going oh, Ive got a girl in the class, cant talk about this, cant show these pictures. To be honest, Ifind the same jokes funny, but they still dont like girls in the class.28 Baking a cake for unit members is acceptable whereas disciplining recalcitrant members is not. Women in ADF are defined by their gender first prior to being identified by their rank or position. They are still seen as objects who need to be sexually conquered by their male counterparts.29 Additionally, despite perceptions about women having it easier, some women also spoke about the pressure to succeed and to do twice as much to be recognised for their efforts. This is despite the fact that, in many cases, they function at a palpable disadvantage: You do have to work harder as a woman to prove yourself in the Navy. Its like that in every male dominated area, and Im sure the men would say thats bullshit, because they dont have to do it.30 Ihave the smallest armour that they could provide me and it was too wide in the chest therefore Icant hold my weapon standing up, let alone laying down.31 Ihave to wear my armour back to front just to make it fit properly. It just doesnt work.32 Meanwhile, some women spoke to the Review about extremely demeaning attitudes towards women. Women often spoke of being called sluts and bitches33 or of being called gay, dykes or lesbians34 in a derogatory manner: An instructor would constantly make unacceptable comments about females menstrual cycles. He had a [sailor] working for him that was pregnant and he would refer to her as the bag of spare parts.35 We had one girl get promoted not long ago and one of the guys actually turned around and said Im sick and tired of incompetent vaginas being promoted around this place.36 A: His quote was, and excuse my language here, but the only thing that a woman at my patrol base would be good for is to get fed every night by us while were on picket. Idont know if you know what the term fed means. B: Having sex? A: Yes, basically.37 Some women felt that these attitudes were promulgated or reinforced by male supervisors and that this influenced younger male members: Older male members of the militaryshould be told they shouldnt publicly express their personal opinions about women in the military... They turn around and (say) Idont think women should be in the Army, Idont think women should be allowed to do this, and these younger guys are like, well Ididnt see a problem with it before but yeah.38 they learn the ethos from the older ones. It sort of breeds itself.39 Further, a number of women also spoke to the Review about the importance of reputation and the onus they felt was on them to behave appropriately. Some women described the talk that they received to be careful of their reputation and not sleep around. Differences were perceived between the talks for men and women: It was, take all the girls aside and have that chat and say dont sleep around, be careful of your reputation. Be aware that when you step on a ship guys will have points against your name and theyll keep a ledger and try and get you theyll turn on the charm because theyre just trying to get you into bed so that they can brag about it in the mess Idont know that thats the best approach to tell women to be fearfulBut men dont get that side chat.40 You get given the perception talk very early on Even just in social settings, work get togethers, youre expected to leave as soon as the fun was starting.41 Awomans reputation regarding sexual behaviour sticks and follows her throughout her career: Ive had it where guys have actually said, yeah Ive slept with herno one listens to you, you just get the reputation and once you got the reputation, [clicks fingers] it goes round every single base in Australia.42 Theyre a stud, and youre a slut.43 The Reviews online survey also indicated that there are marked differences between men and womens attitudes about the impact of reputation on ones career.44 Men and women were more likely to believe that a womans reputation would have more impact than a mans and women were much more likely to believe this. Nearly twice as many women (68%) as men (35%) agreed that a womans reputation can inhibit her military career. Much lower proportions of women (13%) and men (25%) agreed that a mans reputation can inhibit his career. Sexual harassment Women spoke to the Review about their experiences of sexual harassment and of working in highly sexualised workplaces. These issues will be explored in detail in Chapter 7, and are of relevance to the culture of the ADF as experienced by women: The corporals, sergeants and above are supposed to be leading by example displaying high levels of professionalism. Instead they prey on unsuspecting teenagers, lie or just fail to mention their marriages, engagements, existing relationships and inevitably people get hurt.45 At the time Iwas living by myself in an isolated area, all they would have had to do was follow me home. These [text] messages were psychotic . This guy is still in the [workplace] and Istill have to work with him every day and no-one will do anything about it because its not classed as harassment.46 Ive had a sergeant come on to me and because Ive said no, bugger off, Ive then got a really bad PAR [Performance Appraisal Report].47 Ive heard all the comments as soon as someone posts on board, all the males opinions on whether they think that that persons hot or not. Its like, oh, fresh meat.48 There was a strong recurring theme that it was the very nature of the ADF that somehow explained the prevalence of these attitudes: Something happens when you put on a uniform as a male, and when you step into that environment and you are fixing a $70 million [piece of equipment]. You just tend to take on a persona that you might not ordinarily.49 Once you get out field in an all-male environment its almost primal.50 Ive had the [commanding officer] explain to me that its because of the nature of our business that the culture is different He was trying to explain to me that were in the profession of arms and the business of war so people have to let off steam and that sort of makes it ok, because we are different and we are special. And Ijust kept saying to them, we should be held to a higher standard.51 There were many who argued that what happens in ADF is just a reflection of wider Australian society: It troubles me that often people vilify the [ADF] culture Its not really [ADF] culture, its just Australian culture. You go to a bunch of truckies, a bunch of mine workers, a bunch of council workers, elite sportsmen, theyll have exactly the same mentality.52 As part of the Review, a survey of 1,000 members was undertaken to determine prevalence rates of sexual harassment in the ADF. The survey found that prevalence rates of sexual harassment in the ADF are similar to the general population. The survey also found that women experience sexual harassment at a greater rate than men and that, on average, the harassment continued over a longer period for women than men. In addition, women tended to perceive the harassment as more offensive and more intimidating than male targets of harassment. The ADF component of the survey is discussed in Chapter 7 and the full ADF results are contained in Appendix N.4. Making a complaint Whilst women and men spoke of being aware of the complaints mechanisms that exist they also spoke of their reluctance to report unacceptable behaviour and the possible consequences if they did: People dont want to cause too much trouble. Ithink thats always a concern. Not so much being a victim, but just people knowing that youve had a whinge.53 He [the harasser] was the person who wrote my assessment. Thats probably a common thought that if you do report it or if you do take it further, at some stage in the future Im going to come across him again.54 Idont know whether it was just the culture of where Iactually was, (but) it was always said, that you put complaints forward you kiss your career goodbye.55 Many people the Review spoke with expressed concerns about the Equity and Diversity (E&D) process: If you stick up for yourself and do E&D, youll be isolated, no-one will like you.56 You do on occasion hear immature comments, Im going to E&D you like its a cricket bat.57 Higher ranks and a lot of teachers will be very cautious around that female because [she is] known for E&DYou look at [her] the wrong way, [shell] go and put a complaint in, which ruins it for people that want to put in a proper complaint and have a legit reason to put a complaint in.58 Women and men differ in their views about experiencing and reporting sexual harassment. In the Reviews online survey, perceptions regarding the incidence and impact of sexual harassment, discrimination and abuse tended to be less positive for females compared to males: Ahigher percentage of female respondents felt that experiencing sexual harassment or discrimination would have a negative impact on career progress (60% females, 41% males). Ahigher percentage of female respondents believed that women are more likely to experience sexual harassment or discrimination in the ADF than men (65% females, 44% males). Ahigher percentage of female respondents believed that women are more likely to experience sexual abuse in the ADF than men (54% females, 39% males). Ahigher percentage of female respondents felt that experiencing sexual abuse in the ADF would have a negative impact on career progress (58% females, 41% males). Ahigher percentage of male respondents believed that appropriate action would be taken if they were to report an incident of unacceptable behaviour (66% females, 83% males). Work or family the choices women make Beyond this, ADF women feel they face a stark choice between career and family. This mutually exclusive choice was described by both men and women, but it was women who felt most keenly that they must choose whether to have a career, or a family, but could certainly not have both: Im 35, and Im at that point now where Im looking at my career going, do Iwant to stay in the Navy...because Icant see me putting 100 percent into my jobas well as being 100 percent into my family Ihave to choose.59 It all depends what youre willing to sacrifice. Women tend to take on the role as primary care giver it really comes down to how much you want it, but it is obviously going to backtrack your career.60 Idont want to feel as though Ive taken on a Command role to make Army happy and then find that my kids are failing grade 3.61 In contrast, men often framed this choice as just the way things are: Women get to a certain level and then they leave or they dont progress further. Ive not seen anything that [doesnt] want them to progress. Ithink human nature happens.62 Female officers fight against that maternal instinct. They want to be a mumthats what theyre hardwired biologically to do.63 Both men and women across all ranks perceived this choice as an individual one. In fact, a widespread organisational acceptance was apparent regarding the inevitability of losing serving women when they become pregnant and needed to balance work and family responsibilities. As discussed in Chapter 1 and section 4.3, losing highly committed, trained women has an impact on the capability and sustainability of the organisation, representing a major loss on the time and resources Defence has invested in skills and talent development. In the Reviews online survey, men tended to have a more favourable view of the balance between work and family responsibilities than women: Ahigher percentage of male respondents felt that the ADF supports women through the different stages of their lives. (51% females, 67% males). Ahigher percentage of female respondents believed that their career is impacted by family/caring responsibilities (57% females, 36% males). Ahigher percentage of female respondents believed that the ADF should be more flexible towards the different life courses of men and women (61% females, 49% males). Ahigher percentage of female respondents agreed that family responsibilities affect their ability to go on deployment (56% females, 39% males agreeing). There was a high degree of uncertainty about whether accessing flexible working arrangements would have a negative career impact. Further, only 18% of female respondents and 20% of male respondents did not believe that accessing flexible work would negatively impact on their career. These issues will be further detailed in Chapter 6. Representation of women Finally, the Review found deep organisational ambivalence about whether the ADF should increase the representation of women. The Review heard many times that women are simply not attracted to a career in Defence; that there were no impediments to womens progression; and that the representation of women at about 14% was about right.64 There is strong resistance to any targets or quotas for women from men and women the notion of differential treatment flying in the face of equality as it is understood in the ADF. Many ADF members consider that equality will be achieved through identical treatment, with very little appetite, for example, for targets or quotas: Ithink there are two key problems with [quotas]. One, every single person in this room would fight back because youre taking one of our spots and two, there are females who can make it without a quota and youre completely undermining their positionYoure just going to completely ruin the female name within the ADF.65 Idont think we should have targets for any of this gender stuff because it diminishes what all of us in this room have achieved to date.66 [For] the people that have worked so long for twenty years to be thought of as equal and then when you finally get promoted theyll say you only got it because youre a female. Ruins everything weve done. Horrible, horrible thought.67 Results from the Reviews online survey suggest that large numbers of ADF members are uncertain about, or disagree with the idea that the ADF should increase the representation of women (47% of female respondents, 66% of male respondents). 鱨վ half of women and one-third of men agreed that the ADF should increase the representation of women (53% of female respondents, 34% of male respondents); and more men than women believed that the ADF supports the recruitment and retention of women (64% female respondents, 81% male respondents) and also that the ADF is committed to improving the representation of women in senior ranks (50% female respondent, 63% male respondents). Men were slightly more likely than women to believe that ADF personnel were promoted on merit. 73% of male respondents and 63% of female respondents believe that men are promoted on merit; and 64% of male respondents and 60% of female respondents believed that women were promoted on merit. Finally, men and women also returned different responses to the survey items dealing with career progression: Ahigher percentage of male respondents believed that women have the same career opportunities as men in their Service (62% females, 80% males). Ahigher percentage of male respondents believed that women are well represented in career streams where there are good opportunities for progression (57% females, 72% males). Ahigher percentage of female respondents (and very few male respondents) believed that women hit a glass ceiling at Lieutenant Colonel / Commander / Wing Commander level (27% females, 7%males). Ahigher percentage of female respondents believed that there should be more women in leadership positions in the ADF (62% females, 32% males). The results suggest that there is evidence of blind spots in the organisation about the adverse, differential impact on women of the current career development and promotion processes. This is explored in section 4.4. By contrast some personnel do see a role for quotas. As one senior officer acknowledged: Many will argue that they dont want to be promoted based on a quota, that they want to get there on merit [but] quotas and merit are not mutually exclusive ideas. Well, we all need to get over it. The reality is that every woman who goes to the short list at a promotion board has merit anyway.68 Conclusion Clearly, there is some dissonance between the views and beliefs of many in the ADF and the reality that was apparent to the Review. Despite assertions that men and women receive equal treatment, for example, there are many complaints about women receiving preferential treatment, while women often report feeling decidedly on the margins. For many personnel there is also an enduring ambivalence about whether and where women fit, whether there should be more serving women, whether the presence of women affects capability and what roles they should perform. This is of concern, given research informs us that gender diversity is a key marker of the health of organisations.69 As one expert states: The canaries arent just warning that the mine is a bad place for birds; they are just the first ones to indicate that something is wrong inthe mine, which needs to be addressed.70 Perhaps the experience of women is signalling that the mine isno longer the most effective workplace for todays people and families. The Review acknowledges the programs introduced in recent times by Navy, Army and Air Force aimed at creating more diverse and inclusive workplaces. The Recommendations in this Report will build on these programs and create a blueprint for further reform. As women and mens working patterns and expectations converge, what will make a difference for women willlikely also make a difference for men. After a detailed examination of the ADF workforce pipeline, the Report will explore some of these perceptions and experiences further before moving to its final recommendations. The recommendations have been developed having in mind the culture and beliefs of the ADF that are reflected above. They have also been developed with a view to improving the experiences of both women and men, and creating a better and high performing ADF. 1 N Jans and D Schmidtchen, The Real C-Cubed: Culture, Careers and Climate and How They Affect Capability (2002), Chapter 3. 2 MAJGEN C Orme, Beyond Compliance; An Operations Focussed Culture and the Australian Profession of Arms, draft discussion paper, 2 June 2011, provided to the Review. 3 Focus group 3B. 4 Treatment of Women in the Australian Defence Force Survey. 5 Focus group 20D. 6 Focus group 30A. 7 Focus group 9A. 8 Focus group 13B. 9 Focus group 34F. 10 Focus group 24A. 11 Treatment of Women in the Australian Defence Force Survey. 12 Treatment of Women in the Australian Defence Force Survey. 13 Focus group 20B. 14 Treatment of Women in the Australian Defence Force Survey. 15 Focus group 20D. 16 Focus group 24C. 17 Focus group 24A. 18 Treatment of Women in the Australian Defence Force Survey. 19 Focus group 34B. 20 Focus group 17D. 21 Focus group 24A. 22 Focus group 24A. 23 Focus group 24A. 24 Focus group 24A. 25 K Woods, Has ADF Leadership Changed over the Last 20 Years and Can We Make it Better? (2012) 187 Australian Defence Force Journal 48, pp 52-54. 26 Focus group 35B. 27 Focus group 6A. 28 Focus group 7B. 29 Confidential submission 14. 30 Focus group 4C. 31 Focus group 34E. 32 Focus group 34E. 33 Focus groups 4A, 16B, 27A, 34B, 12B, 4B; Public submission 9 Lang; Confidential submission 14. 34 Focus groups 16B, 9B. 35 Focus group 3B. 36 Focus group 11E. 37 Focus group 11E. 38 Focus group 34E. 39 Focus group 11E. 40 Focus group 19B. 41 Focus group 27A. 42 Focus group 16B. 43 Focus group 35F. 44 All survey figures in this Chapter are taken from the electronic sample of the Treatment of Women in the Australian Defence Force Survey. Further discussion and analysis of the survey is at Appendix B. 45 Public submission 30. 46 Focus group 7B. 47 Focus group 7B. 48 Focus group 19B. 49 Focus group 7B. 50 Focus group 11D. 51 Focus group 16B. 52 Focus group 11D. 53 Focus group 7A. 54 Focus group 4B. 55 Focus group 6A. 56 Focus group 7B. 57 Focus group 17D. 58 Focus group 24C. 59 Focus group 12B. 60 Focus group 11E. 61 Focus group 27A. 62 Focus group 23C. 63 Focus group 9A. 64 For example, Focus group 24C. 65 Focus group 11C. 66 Focus group 27A. 67 Focus group 27A. 68 GPCAPT S McGready, Speech to the Air Force Womens Development Forum, 20 June 2012, provided to the Review by SQNDLR F James, 28 June 2012. 69 Deloitte and Women & Leadership Australia, Impacting Gender Diversity, Exploring the Challenges and generating strategies for Change (2011), p 3. At http://www.deakin.edu.au/equity-diversity/assets/resources/impacting-gender-diversity-2011.pdf (viewed 26 June 2012). 70 B Bagley, Women and Workplace Flexibility: Canaries in the Coal Mine, The Glasshammer, 2 November 2010. At http://www.theglasshammer.com/news/2010/11/02/women-and-workplace-flexibility-canaries-in-the-coal-mine/ (viewed 26 June 2012).     PAGE  PAGE 1 鱨վ Review into the Treatment of Women in the Australian Defence Force Phase 2 Report 2012   ./JKLUVdetӵypbpQbpb?p?#hhg+OJQJmHnHtHu jhg+UmHnHujhg+UmHnHuhg+mHnHuhg+mHnHsH tH uhhg+mHnHsH tH uhiIjhiIUh$ h$ 5CJ$aJ$ h$ h$ hwEhAmH nH sH tH hg+5aJ$mH nH sH tH #hwEhA5aJ$mH nH sH tH hwEmH nH sH tH hAhAmH nH sH tH KLU T F %  H :$IfgdavgdT$d# >`#$gdg+gd$  & FgdwE        4 5 O P Q R S T W X i j jqhg+UmHnHu jhg+UmHnHu jwhg+UmHnHu jhg+UmHnHu#hhg+OJQJmHnHtHu j}hg+UmHnHujhg+UmHnHuhg+mHnHu2 % & @ A B D E F I J b c } ~  ?@UVś|uqkqkq hav0Jhav hhThhT5 hhavhThT5h$ hiIjhiIU jhg+UmHnHu jkhg+UmHnHu#hhg+OJQJmHnHtHu jhg+UmHnHujhg+UmHnHuhg+mHnHu( mA-$WG<gd_6gdavgdavgdavgd+0Wkde$$If<, ,    ^, 2 24` ^ap ^yt :$IfgdavZ [ !!""##&&&&S(U(P)R)S)** , ,,,d.f.//00r2t233445577}88::;;(<*<&=(=H>J>@@@@AAAAAAAABBgCiCiDkDLFNFFFIIEJGJHJIJJJKKKKhm$MhPhavmH sH  hav0Jhavh_YG\ !!"#%&&V(S))* ,,-h./0.1u234557gdav6gdav<gdav788:;+<)=L>Y? @@AAAABjCHDWDmDDOFFGIIJJJgdm$M6gdm$M<gdavgdavgdav6gdavJJJKKMMNOQQDRRSSzUUVYxYYMZZ[`\\]v]<gdPgdav6gdav<gdavgdavKILKLOO QQQQARCRSSSSwUyUVVZZ[[]\_\]]r]t]^^bbbcee\e|eee`fbfVgXgggiioo*r,rrrssqwsw||Y[*HfRV"\;[^`QRh,a" h]i&0Jhavhav5OJQJ\^Jh]i&h_ hav0JhavTv]^_X`aa@bbc3deecffZggijkkGll1nInop>w<gdavgdav>gdav5gdavgdav6gdavp-rrsNvqwrwswwsx$yyzzW{{||*,Rdgd]i&$dgdav>w5gdavgdav6gdav<gdavɅۅS ]qՇj~Èֈagd]i&azɉ݉.':NauË֋%9Magd]i&VȎʎˎߎG^_`bcefhiklrstuvw}~"$.046ܹyh!h!CJaJ%hUh!B*CJOJQJaJphhUh!CJaJh0J"5mHnHuh!h!0J"5jh!h!0J"5Uh! h!0J"jh!0J"Uh`_jh`_UhwEh,a" h]i&0J+h]i& h]i&0J+atь`n_abdeghjktuv h]hgd! f(&#$gdZch]hgd! &`#$gdZc dgd!gdpgd]i&0246gdp  !#]gd!>00P:pZc|. A!"#$% Dp}DyK _Toc206382544}DyK _Toc206382545}DyK _Toc206382546}DyK _Toc206382547}DyK _Toc206382548}DyK _Toc206382549}DyK _Toc206382550}DyK _Toc206382551}DyK _Toc206382552$$If!vh#v, :V <   ^, 5, / /  2 24 ` ^ap ^ytbA 666666666vvvvvvvvv6>6666>66666>>66666666666666666666666666666666666666>6h86666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~PJ_HmH nH sH tH V`V 2Normal$d  CJOJQJ_HaJmH sH tH X@X g+ Heading 1$ Fd,@&5CJ$PJ\^JaJ V@V g+ Heading 2$ & F@&5CJPJ\^JaJN@N g+ Heading 3$ & F@&5PJ\^JT@T g+ Heading 4$ & F@&56PJ\]^JD@D q Heading 5 $@& 5PJ^JF@F q Heading 6 $@&6PJ]^JP@P v\s Heading 7$d,@&5CJ$PJ]^JL@L g+ Heading 8$@&5B*PJ^JaJph@@@DA D Default Paragraph FontRi@R 0 Table Normal4 l4a (k ( 0No List VoV g+Heading 1 Char"5CJ$OJPJQJ\^JaJ tH VoV g+Heading 2 Char"5CJOJPJQJ\^JaJtH VoV g+Heading 3 Char"5CJOJPJQJ\^JaJtH \o!\ g+Heading 4 Char(56CJOJPJQJ\]^JaJtH To1T qHeading 5 Char5CJOJPJQJ^JaJtH VoAV qHeading 6 Char"6CJOJPJQJ]^JaJtH VoQV v\sHeading 7 Char"5CJ$OJPJQJ]^JaJtH XoaX g+Heading 8 Char$5B*CJOJPJQJ^Jph@@@tH L&`qL YFootnote ReferenceCJH*OJQJ6X`6 Y0Emphasis6OJQJ]F*`F Y0Endnote Reference H*OJQJJ+@J +00 Endnote Textd^7`CJJoJ +00Endnote Text CharOJQJaJtH NV`N Y0FollowedHyperlink>*B*OJQJphF @F Y0Footerd!5CJBoB Y0 Footer Char5OJQJaJtH ^`^  Y0 Footnote Texts^`sOJQJ_HmH sH tH HoH Y0Footnote Text Char OJPJQJ:: Y0 Normal Indent!^:)`!: Y Page Number CJOJQJ,@, iIpTOC 2#d4@4 g+pTOC 1$d`#>W`Q> Y`Strong56B*OJQJ\phJJ@J 'YSubtitle& &B*CJ$PJ^JaJ$phXoqX &Y Subtitle Char%B*CJ$OJPJQJ^JaJ$phtH XoX Y0Table Normal 10pt Arial:V((OJQJX>@X *YTitle)d,m$$5@B*CJ4KHPJ^JaJ4ph\o\ )Y Title Char05@B*CJ4KHOJPJQJ^JaJ4phtH >U`> Y0 Hyperlink>*B*OJQJphTVaV qPIntense Emphasis56B*OJQJ\]phO >0Internal Title AHRC)-*$1$7$8$9DH$^`'5B*CJOJQJ\^JaJphmoptH R@R />0 Balloon Text .dCJOJQJ^JaJRoR .>0Balloon Text CharCJOJQJ^JaJtH L`Lb0Revision0 CJOJQJ_HaJmH sH tH lol g+List Para Recs 21^`m$5CJaJmH sH tH jo"j g+List Para Recs 12$^`m$5CJaJmH sH tH xO2x "J Recs Text$3$d7*$1$7$8$9DH$'5B*CJ\^JaJmH phsH tH |O| oh0 List Para 1.,4$dR*$1$7$8$9DH$^S`B*^J aJmH phsH tH OR oh0List Para +5pt35$ F d7R*$1$7$8$9DH$^S`B*^J aJmH phsH tH hObh !0 Quote +10pt6*$1$7$8$9DH$^7B*^J aJmH phsH tH xOrx T0[Basic Paragraph]7$1$7$8$9DH$!B*OJ QJ ^J mH phsH tH |o| 7_0 List Para >8 & F%d^`-B*CJOJQJ^J _HaJmH phsH tH rOr oh0 Table Text"9$dd*$1$7$8$9DH$!B*CJ^J aJmH phsH tH O I 0List Para Margin0:$ F&d*$1$7$8$9DH$^`B*^J aJmH phsH tH tOt oh0 List Para a)$;$d*$1$7$8$9DH$^S`B*^J aJmH phsH tH 4Oa4 _0 Quote +5pt<do R0Endnote Bullets6=$ 7Vd *$1$7$8$9DH$^`VB*^J aJmH phsH tH >OQ> wy0List Para +10pt>>> @!0Header?d!BoB ?!0 Header CharCJOJQJaJtH PK![Content_Types].xmlN0EH-J@%ǎǢ|ș$زULTB l,3;rØJB+$G]7O٭V'}ʅ$I1Ê9cY<;*v7'aE\h>=,*8;*4?±ԉoAߤ>82*<")QHxK |]Zz)ӁMSm@\&>!7;ɱʋ3װ1OC5VD Xa?p S4[NS28;Y[꫙,T1|n;+/ʕj\\,E:! t4.T̡ e1 }; [z^pl@ok0e g@GGHPXNT,مde|*YdT\Y䀰+(T7$ow2缂#G֛ʥ?q NK-/M,WgxFV/FQⷶO&ecx\QLW@H!+{[|{!KAi `cm2iU|Y+ ި [[vxrNE3pmR =Y04,!&0+WC܃@oOS2'Sٮ05$ɤ]pm3Ft GɄ-!y"ӉV . `עv,O.%вKasSƭvMz`3{9+e@eՔLy7W_XtlPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-![Content_Types].xmlPK-!֧6 0_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!!Z!theme/theme/theme1.xmlPK-! ѐ'+ theme/theme/_rels/themeManager.xml.relsPK]&   K6IKLNRW G7JJv]paa6JMOPQSTUVXYUd4PRi%ADb~ %%%%%%%%%  !!L# @0(  B S  ? _Toc206382544 _Toc206382545 _Toc206382546 _Toc206382547 _Toc206382548 _Toc206382549 _Toc206382550 _Toc206382551 _Toc206382552m 0ExQZ1ftJ 0EQ[Hft2 ^_vw -mL S !!--44 66j;^_v33333333333^_v"sYi @ C Xp$mz<+>w"  Ec^Kꍐ;h.!$0\.'rWt`)9*61B_+B^gu/ f/Lm4( 6\)7 u.s9"&:Na>XP"Srn^?Wz.5n0 [;$^rm^ (]K`& v7`v_#heH:_#%hx谳orj7)H%k>"8J pn ư%nZ'JDrrgsw"`%n9*m4h.!$C Na>#+<#%hn0 [Wt`)f/K$^0\.'orj(]K`P"Sn^?Wru/m^6\)7H%ku.s9""                                                              т]                                            V2ڻ        r:        n                 !                 4i^U                 |>                                  O5I !K=IiIyRPN,a"]i&(g+ -,a.14J:n;D;wE"Jm$M&O%W([`_ajbZcv\savwyE~7_r9M(GG'_>+0G_ >!AbUeDY"q}VTT2/mWPohi8.IRp`+Y% #xE>$ _a@@UnknownG* Times New Roman5Symbol3. * Arial7@Cambriak HelveticaNeue-BoldHelvetica Neue;WingdingsG=  jMS Mincho-3 fgK=   jMS Gothic-3 0000C  PLucida Grandea HelveticaNeueHelvetica NeueK Times-RomanTimescHelveticaCYPlainHelvetica CY?= *Cx Courier NewA$BCambria Math"17hGG4+sE4+sE0JHP$P>2! xx0 ,Jo ClarkMatthew Bretag"                           ! Oh+'0( px    Jo Clark Normal.dotmMatthew Bretag2Microsoft Office Word@@b@b4+s՜.+,0 hp   Jo ClarkE  Title  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ\]^_`abdefghijklmnopqrstuvwxyz{|}~Root Entry FUbData [1TablecWordDocument @SummaryInformation(DocumentSummaryInformation8MsoDataStoreb.bAJN1HJ1BZKQ==2b.bItem  PropertiesUCompObj r   F Microsoft Word 97-2003 Document MSWordDocWord.Document.89q