ࡱ> g vbjbjVV <r<r<m*TTaaaaabbb8Hb Tbbspbpbbbbccc$o!bacccccaabbH-TeTeTecababTecTeTe@b鉬9hd8ޑC0s&2e"p\anpccTecccccTecccscccccccccccccT `: Introduction I am a Sub Lieutenant in the Royal Australian Navy. I enlisted in February 1994 as recruit Aircraft Technician Avionics (ATV). I worked my way up through the ranks to Petty Officer before commissioning in January 2008. I am currently in my final year of degree Studies in Electrical Engineering at RMIT University in Melbourne. Career History: February - May 1994: Recruit School HMAS Cerberus May 1994 December 1995: Initial Technical training RAAF Wagga It was a period of change for the Navy in 1994 and I was on the second tri service initial technical training course conducted at RAAF Wagga. The training itself was good and my training was good. In April 1995 I experienced some sexual harassment from a fellow naval trainee who was undergoing training at the same time. Good Working Relations (GWR) had just been introduced and I felt that the way in which my situation was handled was ineffective. It was recorded on my personnel file as being dealt with. I was not entirely happy with the outcome but I put it behind me and did the best I could since I didnt think it was worth pursuing. I completed my technical training two months ahead of schedule in December 1995. January 1996 June 1999: HMAS Albatross After completing all required training, I posted to HS 816 Squadron and commenced shift work. I was a part of a team and there were no real issues with me working there. There were the odd comments and suggestions, but in general nothing really stood out as being difficult. At that stage there were no females above the rank of Able Seaman at the squadron and it was still very much a mans world.I first contemplated seeking commissioned rank in 1997 as I observed a lack of female supervisors and role models. At my first attempt at Officer Candidate (OC) I was told I was too shy, and wouldnt cut it as an officer and I didnt do too well in the entrance exams. I set myself the goal of rectifying both issues. I enrolled in night school to complete a tertiary preparation certificate and joined Toastmasters and Rotoract in an effort to help me overcome my shyness. My second attempt at OC in 1998 was more successful as I did reasonably well in the RMIT entrance exams but then I fell pregnant with my first child and that resulted in a change of focus for me. Once I had my pregnancy confirmed I set about ensuring all my technical trade qualifications and promotion prerequisites to Leading Seaman were completed before I took maternity leave in June 1999. This task in itself was daunting as I was working in a maintenance watch routine and not all of the tasks were available at any given time. Also, as the squadron had never had a pregnant sailor working on the shop floor, there were no real guidelines as to how I should be managed. Medical staff informed me that I wouldnt be restricted in carrying out my day to day duties but to take things easy, avoid harsh chemicals and heavy lifting. So I continued with basic maintenance tasks working in a watch. I advised my maintenance manager (Petty Officer) of my condition but he failed to let other team leaders know (Leading Seaman) that I would be excluded from working with dangerous chemicals. I was asked by my LS supervisor to carry out a de-fuel evolution when I was 4 months pregnant. I advised him that I could not do the task and he ordered me to do it. I approached my PO supervisor and told him of the situation and found out that he had not briefed the LS in charge of my restrictions and there was a misunderstanding. This set off a chain of events where I felt like I was wrapped in cotton wool as they restricted me from doing absolutely anything that may require effort, even emptying a waste paper bin. So for the next 4 months I was given light duties and most days they did not know what to do with me and I felt pretty useless. My husband at the time was in the process of transferring category to ATV from a boatswains mate fire fighter and he was due to post to RAAF Wagga when I was due to take maternity leave (July 1999). The beginning of his technical training coincided with the birth of our first child and I applied for 12 months maternity leave so I could spend time with him and our daughter in Wagga. June 1999 Jan 2000: Maternity Leave 鱨վ 6 months into my maternity leave, I started to get restless and wanted to return to some meaningful work. I wasnt aware of it at the time, but I was suffering post natal depression. Also, I didnt want to be separated from my family so I applied for Discharge at Own Request (DAOR) in order to take up employment in Wagga to get me feeling useful again. As I was still technically posted to HS 816 Squadron I had to travel back to Nowra to explain why I wanted to discharge. I was unaware at the time that I could apply for a compassionate posting so thought DAOR was my only option. My divisional staff gave me the opportunity to get a compassionate posting to RAAF Wagga for the duration of my husbands training as an alternative to discharging as it would only be another 10 months. February 2000 December 2000: RAAF Wagga I took the compassionate posting opportunity and worked at RAAF Wagga in the Navy Administration department until my husband finished training. I was promoted to Leading Seaman in July 2000. January 2001 November 2001: Maternity leave and Fleet Aviation Engineering Unit HMAS Albatross I commenced working in a less physically demanding role at Fleet Aviation Engineering Unit (FAEU). This allowed me to care for my daughter and still work effectively. In February 2001 I commenced my Leading Seaman Leadership Course. Just after this I discovered I was pregnant again and immediately set about getting all my required promotion prerequisites to Petty Officer completed before I took maternity leave in November 2001. I took my 12 weeks maternity leave at half pay then used Part time leave without pay (PTLWOP) so I could continue to progress my career without detriment to my family life. On paper I was doing part time work (80% capacity), but the actual work load was much higher and started to take its toll. November 2002 June 2003: Avionics HMAS Albatross This posting was supposed to be a day job to allow me to transition back into full time work, generally starting at 7am and finishing at 3pm. Coincidentally my husband was also posted to Avionics at that time; he was on shift work in a different area. Although we were working in different areas and had different immediate supervisors, someone higher up thought the fact that we were both in the same area and having lunch together would be seen as fraternisation so we were put on opposite shifts and were instructed not to talk to each other at work. This was hardly a workable solution since we would have to do a hand over for the family requirements of picking up kids from day care and other family requirements. This put a huge strain on our marriage. An opportunity came up for my husband to be a Recruit Instructor at HMAS Cerberus. His application was accepted and the question was, do I discharge and accompany him (to keep family stability) or ask for a posting to be there with him? July 2003 July 2005: Engineering Faculty HMAS Cerberus I was granted an out of branch posting to HMAS Cerberus working at the Engineering Faculty (EF) regulating office. It was around this time we decided that we could no longer function as a family unit and separated. As our separation was amicable we both took responsibility for the raising of our children so it had little impact on our work routine. My posting at the Engineering Faculty allowed me to see what the wider Navy (outside Aviation) was doing. I gained many insights as to what was happening in the fleet and how women were treated from initial entry and through category training. I could see some deficiencies in the treatment of women so I became an Equity Adviser. The posting was great and I felt like I belonged to the Military. It was at this time the Commander in charge at EF suggested I look into applying for commission. I didnt really put much thought into it at that stage as I still thought I would be able to go to sea. If I were to pursue a commission it would rule out sea time. Additionally my children were still very young and I didnt know if I could cope with the additional pressures at that time. In January 2005 I was promoted to Petty Officer. While this was a mile stone, it meant that I had to consolidate my training at a Squadron in a specific timeframe, else I lose the rank. I was granted a six month waiver to stay at HMAS Cerberus until my (ex) husband finished his posting at Recruit School. We both then returned to HMAS Albatross in July 2005. August 2005 April 2007: HS 816 Squadron - HMAS Albatross Immediately I was put in a watch routine that meant that I was a shift worker. I still managed to get my Maintenance Manager qualifications in five months. This is a feat in itself as it usually takes anywhere between 6 12 months. A major incentive for me to complete this milestone was that once qualified, I would be competitive for a sea position; something that I always wanted to do. Managing childcare was not an issue as my ex husband took a day shift role at his Squadron and this allowed me to obtain my qualification. My time at the Squadron was rewarding but very hard. My experience was that some Senior Sailors were supportive of me being there, but there were many others that were not. No overt discrimination occurred; however I was always overlooked for detachments and trips away. The reasons given were that there were no other females going and having one female is against policy. On the occasions that females were going (usually Commissioned Officers), they were the training priority and I couldnt be spared. The only detachment I was sent on was one that no other Senior Sailor wanted, which was an anti-submarine exercise in November 2005 and due to manning and aircraft operations they needed a minimum number of people to attend. As I was only weeks away from completing my training I was sent. I thoroughly enjoyed the detachment and the operational tempo enabled me to gain a real insight into what it was like at sea. It highlighted some key deficiencies in the Aviation world about how they deal with women and it put the idea into my head that things had to change. My then Aeronautical Engineer suggested I was wasted as a Petty Officer and he encouraged me to look at commissioning. I had been given a posting date to go to sea and I didnt want to jeopardise that chance so I said I would think about it. During my time at the squadron I had good and bad experiences but I think the higher supervisors such as the CO and AEO were unaware of how things worked on the shop floor and they seemed to be more interested in operational commitments. I also did not raise any issues as I could not prove discrimination had occurred. At this time the Navy was suffering from manning shortfalls and as such the flights at sea were reduced from five flights, to three. My posting was cancelled and I was put in an office role at the squadron. Coincidentally, the three other squadrons also had female Petty Officers and they were all delegated to be in charge of the Aircraft Maintenance Control Office (AMCO) which is a back office duty away from the general day to day running of the squadrons compared to operational commitments. Once things started to improve in personnel numbers, my flight was re-instated but not surprisingly another Petty Officer was selected to take my place. When I questioned this I was told that I would be too close to Chief Petty Officer requirements and would probably not stay in the billet the full term as promotions to CPO at that time were quick. Another reason I was given is that I was in a specialised area that needed my knowledge and the Squadron would suffer if I left AMCO and there was no one else to replace me. In hindsight I consider this reason dubious, as there was no Petty Officer in the role before me and when I left they did not replace me immediately. As there was no further opportunity for me to progress due to a lack of sea postings, my career was effectively at a standstill. I was frustrated and annoyed that I had overloaded myself to get qualified in less than minimum time, worked overtime and did whatever it took to make sure I was able to get to sea, to then have my dreams shattered. I started thinking about where to from here and applied for long service leave and a posting to Melbourne. Considering there were other Senior Sailors that were trying to take long service leave and their requests were being rejected due to manning requirements, I was surprised that I was granted long service leave in minimum processing time (6 weeks). I was given a posting to Director General Technical Airworthiness (DGTA) at RAAF Williams, Laverton. I discussed my plans of moving to Melbourne with my ex husband and taking the children with me, as his family was down there and they would have stability. He did not support my decision, but at the same time did not fight it. He did not transfer with me and I took both children. This was the first time I lived effectively as a single parent. April July 2007: Long Service Leave (Melbourne) July December 2007: Directorate General Technical Airworthiness (DGTA) RAAF Williams The posting I had been pencilled in for had been given to someone else while I was on long service leave and I had not been advised. I turned up to my place of work with no position to fill. There was discussion about posting me to HMAS Cerberus at Recruit School so I could hold an effective billet but I said that was not feasible as I had just settled my daughters into school and was developing a support network to help me manage my career and my family life. Taking a posting to Cerberus, more importantly at Recruit School would mean long hours and shift work and I would not be able to fulfil that role effectively. A work around was made and the Captain at DGTA suggested I work as his personal assistant until a more suitable role was found. Whilst working with him he suggested I would be a good candidate for commission and asked if I had ever contemplated commissioning. I told him that I didnt see myself staying in the Navy as things stood, as there was no support for single parents. He asked me what my intentions were after that posting. I mentioned that I was thinking of discharging and going back to school to retrain as I could no longer see a future in the Military with things the way they were. He suggested I look into transferring to a commissioned rank as an Aeronautical Engineer. He had transferred many years ago, he had children and he thought I could make it. Not only would it give me some stability in Melbourne, but I could continue my career in the Aviation branch. I admit that I was fast tracked through the application process. I feel that my case was supported as I was different, a woman and had something to prove. I really didnt digest exactly how I would achieve this outcome but as so many people have suggested I transfer I started to think I could actually do it. I gained full support of an Officer Selection Board in October 2007, passed the entrance exams and was accepted to commence degree studies in 2008. There was one hitch. I had not been fully educationally ratified by Naval Personnel and Training in Canberra even though I had successfully passed the required entrance exams set. Although I had made sure I had all the educational requirements back in 1998, (at some stage policy had changed) and I no longer had full educational requirements. I did have the compulsory Maths, English and a Science but I was lacking in a generic subject. There was some correspondence about whether I should do ADSCAP or commence fulltime studies immediately. I feel that as my position at DGTA was temporary and it was only a paperwork exercise to get me ready for studies I was granted approval to start degree studies. January 2008 Current: Degree Studies RMIT University Melbourne I started at RMIT as an (Weapons) Electrical Engineering (Aeronautical) undergraduate. This was not all plain sailing as there was a female Commander at Director Naval Officer Postings (DNOP) that was determined I follow strict protocol and get that last subject signed off before I start my degree. It was also mentioned in a confidential email sent to the Staff Officer at RMIT stating that I also believe that there are other risks with this candidate that could further complicate matters .The Staff Officer at RMIT at the time was also a female and was I think the very first female commissioned from the ranks engineer (and single parent) so she fought for me to stay on course. By that stage I had already started my first semester at university so I was put on probation as to pass all subjects on threat of removal from course. Thankfully the first two years were rather uneventful and I managed okay. Outside events at the end of my second year started to create some fears about my ability to handle my role as a mother and an Officer. By the end of the second year I was starting to feel the strain. I enrolled in summer schooling in January 2010 to provide a back-up plan should I need to reduce my workload during the year. Academically I was doing fine but emotionally and other outside factors made me feel that I wasnt coping as well as I should be. I made a self referral to the military psychologists and notified my immediate supervisor of my situation. Various solutions were discussed and the eventual plan of attack was to drop one subject so I can get some respite. (This action would not have been detrimental to me graduating on time as I had already had an extra subject completed). He was fully supportive of this and I thought there would be no problems as I had done everything I could to ensure I was progressing. At no stage did I fail a subject but due to the timing of withdrawing from a subject I incurred a did not complete penalty. I attended an academic review board in July 2010, to which I was very surprised by the outcome. I was verbally told I was no longer officer material as I put the needs of my children (and my sanity) before the Navy and I was to cease course immediately. It was totally left field and even my immediate supervisor was stunned at the outcome. No official documentation was ever raised to reflect the Boards comments nor did I receive the Commanding Officer warning required for this administrative process. I continually sought follow up advice from my immediate supervisor. He suggested I continue on with my studies at a reduced workload of three subjects a semester until I get official notification of the Navys intention as per policy guidelines. It never came. I attended the next academic review board in December 2010 expecting to get reprimanded for disobeying a directive. But due to my outstanding results and outside involvement in industry (I ran an International Engineering Student Congress to keep me focussed), I was told that I could continue with my degree studies but at a reduced workload of three subjects a semester. This effectively put me back six months. I disputed this ruling as I argued that I could maintain my studies at a full time capacity. As I had already pushed the boundaries before, I accepted what the Board said and only studied part time in 2011. I have not attended any academic review boards this year as I have maintained a high passing average that has enabled me to avoid further attention. In July this year, I raised the career continuum topic with my supervisor as I had received no notification as to what was happening and PMKeys still had me posting back to HMAS Albatross in December 2011. To this date, nothing has been done that I am aware of to identify where to from here. I have made enquiries and requested attendance at the next Academic Review Board to highlight my case and to identify further career options that not only benefit me but also the Navy and keep me in the military as an effective member. I have two subjects to complete and all going well I will graduate with honours in July 2012. My current concern for my career is there is no policy or guidelines to follow as to how to proceed from here and I may be forced to move during the middle of my eldest daughters first year of high school. I had wanted to graduate at the end of 2011 to avoid the turbulence created by the move. I have been put in a position that makes me ponder whether it is really worth staying around or do I resign? I feel I have many good years left in the military and have identified three different options that would enable me to continue my career without detriment to the Navy. I am in the process of exploring these options and hopefully it will pave the way for other women, and single parents to provide effective service. Conclusions: I have had a varied and colourful career to date. I have experienced some sexual harassment issues but they were addressed in an effective manner and in accordance with exisiting policy guidelines in a timely manner. I have managed to reach each rank in almost minimum time even though I had periods of in-active service and out of branch postings. I have actively sought ways to ensure my career has stayed on track and performed at my best for most of that time. I would like to point out that all of my immediate supervisors in the past five years have been extremely supportive and accommodating for my needs. So I think there is definitely a cultural shift taking place. I think if I can make it through with all of the hurdles I have faced, then there is definitely a positive way ahead for females in Defence. It is changing the mindset of the few dinosaurs that are left that being different doesnt mean being less effective. Outcomes in relation to the terms of reference: 1. Increasing the enlistment of women By promoting women who can provide a realistic view of what is experienced and expected in the Defence Force. By reviewing the Womens action plan, it does not cover the whole range of circumstances women (and single parents) can find themselves in. 2. Mentoring and networking frameworks In my experience I have had some wonderfully supportive bosses. I have found that all of these supportive people have had children, so can relate to problems encountered. I have only come across one female supervisor that was supportive of my needs, she too was a single parent and went through the RMIT scheme from a junior sailor. I have actually had the most resistance from a female Commander that didnt think I would make it through my degree due to being a single parent so actively opposed my degree studies by using a loop hole in policy to exclude me from undertaking studies. Additionally, I think I would have benefited greatly if I had someone at the squadron level to interact with and provide support. As it was, at the time, they were too operationally goal orientated to consider people like me so I was excluded from many detachments and exercises without being asked if I could participate. It was only when no-one else wanted to go and there was an operational need for an exercise to go ahead was I asked if I wanted to go. After proving myself on this operational detachment, I was given the opportunity by a Chief Petty Officer to do a sea ride with his flight to see if I would be able to meet the expectations and be away from my children for long periods of time. I am eternally grateful for that experience and the effort he went to, to ensure I had the opportunity to determine if I was suitable. If it wasnt for that sea ride of three weeks, I am sure I would have left the Navy long ago. Mentors and networking frameworks do not just have to be women for women. I have had some great support and mentoring from men. I have yet to find someone who has experienced nearly half of what I have so far and it would be good to see how other people cope. 3. Awareness of and access to flexible work practices (e.g. career breaks, carers leave, job sharing, maternity leave, part-time work, childcare etc.) I started my family when flexible work practices were just coming into effect. I think there is already enough awareness of these policies and work practices for women to make informed decisions. Perhaps linking it in with a mentoring role or have a Question and Answer forum about peoples past experiences with utilising these services, and how it has impacted on their career, would highlight the deficiencies that are not being addressed. 4. Career management policy and practice A lot more needs to be done in this area. From my experience, the navy is too rigid in how things should be progressed. If other pathways are identified that benefit both the member and the service, these avenues should be further investigated, not just signed off as not currently in the policy so we cant do anything. I understand that there may be a minority of people that may abuse this avenue, but if they really want to progress and have actively sought other avenues that can support their career but also fulfil their job requirements, why cant they be investigated and implemented? This would mean better policies be identified and implemented to allow a more flexible career management system. 5. Effectiveness of commanders in supporting the career management and retention of personnel Re-educating all ranks, not just at commander level, on how to support their members would have a huge impact. I have experienced both good and bad commanders in supporting my needs as a single parent. They say they are promoting women in Defence, but one on one the picture is very different. There are still a few dinosaurs out there that think that if you are to have a family then you are no longer useful to the military. Thankfully, I have also experienced the positive and supportive commanders that have actively promoted and supported my needs to allow me to further my career. b 1) Measures and initiatives required to improve the pathways for increased representation of women into the senior ranks and leadership of the Australian Defence Force. By providing alternate pathways to allow women and more importantly single parents the opportunities that could help them achieve higher ranks. By being more flexible in how to achieve career milestones and timing of those milestones to work your way up through the ranks. For example, instead of doing promotion courses in steps A, B, C. If they are not pre-requisites (in the manner that they have to be done in a set order, merely policy states it be that way), then why not let members progress in steps A,C B or B, C, A as circumstances allow. This would allow more flexibility for career planning whilst maintaining a family. b 2) Any other matters incidental to the terms of reference such as sexual harassment and abuse and sex discrimination. Although in the past I have experienced some sexual discrimination, it had been covertly done so it would have been hard to prove. Having more experienced women in higher ranks could prevent some of these behaviours. I think the military is getting better at dealing with both sexual discrimination and sexual harassment. The culture is changing for the better, but it will still take some time to stamp out most discrimination and harassment. The education and awareness is sufficient, just needs to be continually monitored for effectiveness and applicability to circumstances. General recommendations: Better training of personnel in awareness of discrimination and career advancement avenues. Policies should be updated to include flexible career management avenues Allow more flexibility in career planning and advancement to accommodate single parents (not just women). Have a process to identify personnel that are not actively supporting the Militarys changing environment ( i.e. weed out the dinosaurs).      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