ࡱ> DGABCg bjbjVV r<r<sx x nnn8,lnR^WU0UUancncncncncncn$psnnXTTXXnU9n]]]Xan]Xan]]k0r@86/mP<AZN3l$Mnn0nWlt\tH/m/mBtnqmUV]%W|W)UUUnn\UUUnXXXXtUUUUUUUUUx :  SHAPE \* MERGEFORMAT   SHAPE \* MERGEFORMAT   SHAPE \* MERGEFORMAT  You must address at least one of the Terms of Reference. We are keen to hear your personal experiences.Which term(s) of reference does your submission address? (eg. TOR A.1/ TOR B.4) The treatment of women at the Australian Defence Force Academy:  FORMCHECKBOX  the adequacy and appropriateness of measures to promote gender equality;  FORMCHECKBOX  the adequacy and appropriateness of measures to ensure womens safety; and/or  FORMCHECKBOX  the adequacy and appropriateness of measures to address and prevent sexual harassment and abuse, and sex discrimination. DEFENCE REVIEW BY SEX DISCRIMINATION COMMISSIONER PHASE ONE, PART A SUBMISSION EXECUTIVE SUMMARY This submission is forwarded for consideration by the review team, and provides both personal experience, results from my recent research regarding the Characteristics of Sexual Violence in the ADF and reflection of the issues from international research entities. This submission is forwarded for consideration by the review team, and provides both personal experience, results from my recent research regarding the Characteristics of Sexual Violence in the ADF and reflection of the issues from international research entities. Sexual Violence is the use of power by one to bring another to a state of powerlessness through the weapon of sexuality. Like the threat posed by mine capability, sexual violence does not have to be at the extreme physical end of the continuum to inflict a serious threat of powerlessness. Frequent anti-feminine language use is sufficient to create an environment that accepts objectification and depersonalization of women, antecedents to the act of sexual assault. This submission utilizes the term sexual violence to refer to the behaviours under review, in particular it is considered as the continuum of behaviors from street harassment, sexual harassment, peeping to sexual unacceptable behaviour, bastardisation, acts of indecency and sexual assault. Sexual Violence is submitted as being separate in behaviour construct, intention and contextual interaction to other forms of Equity and Diversity incidents. The specificity of sexual violence requires the presence of focused policy and response that facilitates the complexity of issues in addressing, preventing and responding to sexual violence incidents. The presence of sexual violence in the Australian Defence Force Academy (ADFA), and broader Australian Defence Force (ADF) cannot be measured by the number of reports of incidents received due to the behaviour's silence enforcing nature. Such issues' require consideration of the context behind the presenting physical symptom of incident reports. This consideration is achieved through the analysis of; the institution's policies, implementation of policies, congruency between behaviour codes and senior officers' behaviour, training methods, content, and instruction as well as the practice of administration of justice, through a framework of the four preconditions of sexual violence. The key preconditions that the academy can be seen to influence are the conscience, social and victim response danger. This submission proffers the view that the Academy (and the broader ADF), through it's institutional structures has supported, even increased above broader societal levels, the presence and level of the preconditions to sexual violence. The support and increase in these levels of preconditions cogently demonstrates the ADFA's, and the ADF's, failure to address the issues of sexual violence past a superficial stance. This statement does present a complete picture of failure by the Academy and broader ADF to adequately address sexual violence and women's safety; such a stance is supported in analysis of the institution's structures with comparison to the large body of empirical data that is available regarding best practice in this area. The submission focuses on response to Part A Question 2 and 3, however the detailed review of these areas also reflect on how measures of training, mentoring, education and development at the Academy lack credibility and design to support cultural change. A2. The adequacy and appropriateness of measures to ensure women's safety Some key areas of the Academy's institutional structures identified and explored further in this submission that violate the preconditions that can be correlated with reduction in safety of women include: DI (G) PERS 35 - 3's and DI (G) PERS 35 - 4's and ADFA's Standard Operating Procedures non conformance with Commonwealth and Territorial laws; o In relation to sexual offence definitions, and criminal element focus, (ACT Crimes Act 1900) o Absence of consent definitions and negation of consent conditions, (ACT Crimes Act 1900) o Absence of risk management for full spectrum of sexual violence behaviours (ACT Civil Law (Wrongs) 2002; Cmwlth Occupational Health and Safety Act 1991), Inadequacies in the Sexual Violence training; o the placement of sexual violence with in the workplace relations area of Equity and Diversity o The provision of Sexual Violence training at the most basic level, which is restricted to defining behaviours and their consequences on victims and perpetrators and provision of information regarding services available for support, o The employment of e-training (computer based training) for the delivery of annual Sexual Violence sessions, o The use of facilitators with limited training in Sexual Violence for face-to-face sessions, with inclusion of a case example to emphasis "a need to bring an incident to a minimum state." Frequent demonstration of antifeminity by Military Training Staff, Objectification and depersonalization of women by Military Training Staff, and their inaction in correcting such behaviours by cadets, Disjointed Equity and Diversity system, without uniformity across the Services and lacking clarity in role definitions and responsibilities, Existence of Management of Sexual Offences and Unacceptable Behaviour policies that are not based on best practice response to sexual violence, nor consider trauma response and patterns of victim behaviour in listed response protocol, Profusion of equity and diversity policies (8), with no ongoing evaluation of staff implementation and effectiveness of these policies, Presence of a Military Justice System (inclusive of Discipline and Administrative areas) ill prepared and lacking policy to adequately address both the disciplining and risk management requirements of sexual violence incidences. A3. The adequacy and appropriateness of measures to address and prevent sexual harassment and abuse, and sex discrimination. The key measures implemented both at the Academy, and broader ADF, to prevent sexual harassment, abuse and sex discrimination include: Annual Equity and Diversity awareness sessions Presence of Sexual Offence and Unacceptable behaviour policies Brochures on Equity and Diversity issues and avenues of resolution. The measures in place to address sexual violence include: Presence of a Senior NCO in Division Staff to provide mentoring and support to cadets, Establishment of a hotline to provide advice to members subjected to sexual violence and broader Equity and Diversity issues, Presence of support personnel for members to obtain assistance post sexual violence incidents, Annual memorandums from the Chiefs of each Service and Chief of Defence Force to remind members of the ADF stance of "Zero tolerance of unacceptable behaviour". Some of the fundamental shortfalls in these measures outlined in this submission include: Inadequate design of the Equity and Diversity Awareness Sessions to meet the goals of prevention, Inadequate design of policies to guide behavioural standards and address and respond to sexual violence incidents, Inadequate training of Equity and Diversity Advisors and Senior NCOs in responding to sexual violence, Hotline personnel and Support Professionals not trained to respond to presentations of sexual violence trauma or perpetration. Attached to this submission to assist the review team are some highly acclaimed sexual misconduct policies and response protocols in use by educational facilities and workplaces across the United States of America, and more recently adopted by the United States Department of Defence as their uniformed response to sexual violence. In 2004 the United States Department of Defence in partnership with the Government conducted an extensive review of response and prevention practices at their key Military Academies. The report highlights problematic areas mirrored in the Australian Defence Force Academy, in addition to reviewing the various instituted response and prevention programs. It is attached to assist the review committee to understand the unique nature of Military Academies and their correlations with sexual violence issues. A DVD by the National Judicial Education Center in the United States titled "The Undetected Rapist has been sent to the Commission for viewing by the review team. This DVD is a 15 minute presentation of an interview with a college student who had raped a fellow student, however had not been charged over the offence. The DVD demonstrates critical thinking errors and belief in rape myths by the college student, however it also demonstrates a level of premeditation to acts of sexual violence that contradicts the misguided ADFA's view that sexual violence is just miscommunication. It is believed that the DVD offers the review team a unique insight into the sexual violence behaviours profile, necessary when considering adequacy and appropriateness of policies, measures and practices. PHASE ONE SUBMISSION Key Concepts: 3 Preconditions to Sexual Violence relevant for Academy practice / policies: (as defined in Finkelhor, 1984). Consciences: Refers to the internal barrier that prevents one from acting on sexual abuse/ aggressive motivations. Eroding the consciences barrier involves entertaining thoughts or cultivating attitudes that: Get over the fear of getting caught Convince the self that the victim does not matter Ignore the fact that sexual abuse / violence is wrong, abusive and harmful. Social: Is the third condition that involves overcoming the external barriers or social protections and finding a way to offend. Social Protections are social values, attitudes and prevention measures that prevent sexual violence from occurring. Overcoming external obstacles includes: Gaining access to victim Finding the right time and place. Victim Response/ Danger: The final precondition is overcoming the victim's resistance; that is the victim's capacity to avoid or resist the abuse and tell others about the abuse. Overcoming this barrier may involve a variety of strategies inclusive of guilt, threats, coercion and force. The choice of victim often is the result of calculation of likely or present resistance and can include considerations such as: age, subordinate position, or new status in location, victim in a vulnerable position - intoxication, out at night, trainee victim likelihood to go to the police, tell another about the incident. A2. The adequacy and appropriateness of measures to ensure women's safety A written policy on sexual violence provides the tone, guidance for investigations and complaint interpretations and official view of issues in sexual violence. Thus if a policy reflects an attitude of rape myths or assigns an overall purpose of the policy to one of differentiating between true and false reports of such incidents, support can be identified as strengthen the victim response/ danger and social precondition. One key inadequacy in the present ADF policies regarding Sexual Offences and unacceptable behaviour is their non-conformity with relevant Commonwealth and Territorial Law. This non-compliance can be seen to directly affect women's safety through the influence of policy on training, cultural practices and attitudes and recognition of social wrong and harm due to the nature of these characteristics influence on the sexual violence preconditions of conscience, social and victim response/danger. Consideration of the following non-conformance examples from the current policies will demonstrate the ADF's practice that strengthens the sexual violence preconditions, henceforth reduction in safety of both women and men. Sexual Offence Definitions; The Management of Sexual Offence policy attempts to summarize the identity and criminal composition of sexual offences by reference to the key concept of consent. However examination of the relevant legislation ACT Crimes Act 1900, shows that the concept of consent applies to only 2 of 8 offences. The focus on consent in the ADF policy leads responders and investigators to concentrate their attention on the behaviours of the victim rather then the perpetrator. This was a key factor in the review of sexual offence legislation by the ACT, NSW and WA in 1998, where by the relevant jurisdictions identified the need to focus offence elements on perpetrator behaviour rather than victims to promote access to justice for victims and bring the sexual offences back in line with elements for other offences such as assault, robbery and fraud. o The effect of misaligned definitions and focus on victims behaviour promotes a cultural attitude and sexual violence response that promotes the acceptance of the rape myths. Acceptance of rape myths and peer support and modeling for acceptance of rape myths has been identified as significantly increasing a male college student's likelihood of committing Sexual Assault. Thus by defining sexual offences through a focus on consent can be seen to strengthen the preconditions of sexual violence of conscience (through attitudes of right and wrong, acceptable behaviour), social (support for attitudes of right and wrong, permission for activities not defined) and victim response / danger (sexual violence acts not identified as "offences" thus victims are unlikely to report incidents, will believe perpetrator rationalizations of victim guilt and responsibility and thus not label or recognize the behaviour as sexually violent or as an offence). o Closely related to misaligned sexual offence definitions and focus on consent is the actual definition of consent within the policy and identification of any conditions that automatically negate consent. The policy has a sub paragraph (23) that does not define consent but attempts to identify areas of question and investigation that need to be considered. In addition to the absence of consent definition, the paragraph stops at defining levels of criminal mens rea of; knowledge should have reasonably known or was indifferent to presence of non-consent. What is missing is the conditions that consent is negated, in the ACT Crimes Act 1900 these are inclusive of key elements relevant to the Defence Force and Academy environment such as power differentiation, intoxication of victim, fraudulent misrepresentations, use of psychological threats or coercion, or being in company. The omission of these conditions of consent negations removes the necessary guide to responders and investigators to consider the broader contextual issues related to sexual violence. In addition, it limits the broader understanding of the offence nature and profile, which restricts general awareness to what actually constitutes sexually violent behaviour and inadvertently promotes the ignorance behind the rape myths. In surmise the risk to safety posed by lack of definition and negation of consent is the lack of awareness by all, but particularly the victims, of offensive behaviour in addition to voiding the risk of harm assessments conducted once a complaint is made. These safety effects can be thus seen to influence victim likelihood of reporting and seeking help, conjointly with supervisors failing to correct and demonstrate disapproval for offensive behaviour. All of which increases the presence of preconditions of social and victim response / danger. o The ADF policies for Managing Sexual Offences and Unacceptable Behaviour dictate an isolation of jurisdictions in which such behaviours are managed. The fallacy in this construct design is two fold: * It breaks the relationship and chain of events between all behaviours on the sexual violence continuum thus creating a response and attitude that the behaviours have significantly different causes, motives and preconditions. * Fails to provide risk management for the full spectrum of sexual violence behaviours thus results in the ADF only partially meeting it's requirements under Commonwealth Laws (OH& S Act 1991, Sex Discrimination Act 1984) in relation to duty of care and workplace harm minimization. The break in sexual violent behaviours, provided in the ADF policies, into sexual offences and unacceptable behaviours results in the omission of a considerable number of sexually violent behaviours that are delineated as criminal offences or acts that pose similar level of threat to safety as those identified in the offence range. Conceptually, the ADF policies represent actions and response for the extreme ends of the sexual violence continuum, missing the considerably disruptive behaviours of the middle of the continuum. In addition to the lack of representation of the sexual violence behaviours this breaking of the concept between the two policies demonstrates varying levels of importance assigned to sexual violence acts as well as configuring two profiles for the behaviour without relation two each other or recognition of the risk posed by progression from unacceptable behaviour to sexual offences. From review of both college students sexual experience surveys and convicted sexual offenders offence analysis there is a clearly identified pattern of behaviour that demonstrates progression from unacceptable behaviour to sexual assault. This progression has been identified in eight studies as being statistically significant causation in later sexual offences, p< 0.001, Eta Squared = 0.587, and in repeated offences. The substantial relationship between prior unacceptable behaviour acts and sexual assault returns the focus of response to sexual violence in the workplace to not solely a criminal matter but one that needs to be actively risk managed. The risk management is conducted under administrative facilities, normally through a code of conduct and sexual misconduct policy. The administrative facilities differ in investigation and consideration of the complained about behaviour as it looks to not only identify if the behaviour breaches the code of conduct but also how the risk of harm, litigation and adverse media associated with the behaviour can be mitigated. Whilst the ADF has several policies regarding sexual offences, equity and diversity issues and workplace bullying there is no consolidated or appropriately comprehensive code of conduct or sexual misconduct policy. The absence of such documents limits command decision capability in regards to risk assessment and immediate action as well as open the individual supervisors and senior leaders of the Services to scrutiny from external bodies and Courts. Whilst scrutiny by external bodies of administrative actions is important, supervisors and senior officials need to have a policy that ensures their action (as long as it complies with the policy) will withstand scrutiny and sustain the integrity of the response. Essential in the implementation of such policies is the use of risk assessment tools that are based on behaviour and reflect evidence substantiated by statistical analysis and research integrity. The link between safety and appropriate identification, assessment, investigation and response by the ADF and in particular the ADFA, again returns to both the development of internal attitudes of members as well as provision of social restraints or promotion and victim likelihood of reporting such incidents. But the link with safety here is extended to also include the likelihood of action and accuracy in risk assessment by relevant authorities. Leading from policy in the meeting of safety needs is training. This submission focuses on the Academy and standard Annual Equity and Diversity training that includes slides and comment on sexual assault and unacceptable behaviour (Sexual Violence). Some of core inappropriateness and inadequacies in the ADF training programs relate to the program design, delivery and training of facilitators. Program Design. First consideration of design is the placement of sexual violence within the broader field of Equity and Diversity. Whilst sexual violence directly relates to workplace relations and human rights, the behaviour profile and differential response requirements makes this placement inappropriate. Core in this assessment is the focus of Equity and Diversity resolution on resolving issues at the lost possible level. Whilst valid for the majority of equity and diversity issues, this resolution process denies the level of influence of contextual factors such as power differentiation, threats of harm and rape myths that inhibit the safety and effectiveness of such resolution. In addition the focus on informal resolution and complainant confronting the respondent creates two key promoting attitudes of sexual violence; that the behaviour of complaint is just a misinterpretation or miscommunication and the investigation and response to such behaviours require less design, consideration or compliance with due process standards and policies. Sexual Violence at all levels of the continuum pose significant risk to the safety of ADFA, and ADF, members in addition to affecting operational readiness and capability at a level that threatens the safety of a unit, deployed force and broader Service. Thus it is necessary that sexual violence is not combined with Equity and Diversity in initial and annual training sessions but is addressed in its own right through specifically focused training sessions. A second core consideration is the content and structure of content contained within the training program. The Initial, annual and manager level Equity and Diversity Awareness sessions contain 3 slides related to sexual unacceptable behaviour and Sexual Assault. The information contained in these slides and presentation plan responds to what Berkowitz (2010) identifies as the most basic level of sexual violence education. This level is restricted to defining behaviours and their consequences on victims and perpetrators and provision of information regarding services available for support. To achieve the goal of prevention, a program requires content that addresses awareness of the continuum of sexual violence behaviours, the influence of rape and military myths on response and reporting of incidents, sexual violence responsibilities, how members can respond to disclosure by peers, how they can keep their peers safe and time for discussion of concerns around the issue of sexual violence. The design addresses both the behaviours included within the category of sexual violence but more importantly provide the resources to members to identify such behaviour and respond in a manner that promotes safety and reduces the presence of preconditions to such abuse. Some of the most promising results come from the designs provided in the international research that include sessions directly addressing masculinity within the context of the military, victim empathy and challenge to perceived social norms regarding sexual behaviour and alcohol use. A multilevel and angle prevention campaign that includes publications, media use, ongoing training in awareness and response and Senior Officer presentation and reinforcement provide greatest lowering of preconditions to abuse and significantly increase social support for culture change and progress. Program Delivery: The delivery of content can be considered as important as the content included in any training package. The ADF and ADFA (from 2nd year onwards) engage in the use of E-learning delivery mode for the Annual Equity and Diversity Awareness program. The provision of training through self -paced e-learning sessions does not require the person to engage with the material, just the simple clicking a mouse button. Importantly the delegation of Equity and Diversity Awareness sessions to E-Training delivery mode sends a very clear attitude of Senior Officers that the session and topic area is of little importance. Sexual Violence is a highly contextual continuum of behaviours, and such to obtain the goal of prevention and safety a program needs to challenge social attitudes and rationalizations which can not be achieved through self-learning. Further the leaving of awareness and understanding of sexual violence to an individual, without an environment of peer challenge or the presence of one experienced and trained in sexual violence literature reduces the fidelity of such a measure due to likely variation in individual interpretation and reasoning. This creates the opportunity and framework for growth in the preconditions of conscience, and social to abuse thus directly increasing the risk to safety of women, and men of the ADFA and broader ADF. In line with delivery mode, a limited trained facilitator can promote the attitudes aligned with rape myths or worse appear to minimize the harm, danger and concern caused by sexual violence. Unfortunately the level of training and evaluation received by Equity Advisors (key presenters of the program) in the ADF and particularly at the ADFA, fall into a standard detailed above. One case scenario that is presented during the program (with the scenario appearing to be copied by several Facilitators) is the following: In guidance to response protocol of report of sexual assault the facilitator concluded, "The most important consideration during your response actions is to identify the level of offence incurred. There was this one case that a sailor reported that she had been assaulted and thus taken to the local hospital for a Sexual Assault Forensic Examination (SAFE). However when the test was being conducted the sailor stated that there hadn't been any intercourse just the touching of her breasts and vagina. So it is important to clarify upfront what level of event has occurred so as to not waste resources." This scenario has several faults; the three that are most important include the inaccurate presentation of assault victims, the unreality of a victim willingly undergoing a SAFE without need considering effects of examination and trauma response, and the promotion of a false need for the first responder to obtain any idea of the incident particulars. A first responder to a disclosure of sexual violence needs as a priority to listen, and provide all options of action to the victim. The victim alone needs to decide whether or not a SAFE will be undertaken. Further a facilitator needs to be able to clearly present the sexual violence behaviours and contextual issues in addition to being able to discuss scenarios with members to guide them to consider cognitive errors or the presence of rape myths in their thinking. For such challenge to be successful, a delivery style of non-confronting but challenging and perceived purpose to provide support for the members to learn new skills needs to be applied. However such a style requires training that is comprehensive, and reflective of discussion that is likely to occur during sessions. The way content is delivered, particularly with regard to facilitator's attitude, presence, training style and knowledge again is correlated to what attitudes and concepts are readily expressed, accepted and reinforce by the members. This relation between content delivery and safety is at its greatest level of influence during the Military Introduction weeks - a cadet's first six weeks at the Academy. Thus any behaviour modeled during this period is likely to be unchallenged and readily internalized for self-regulation. This internalization and social influence again provides the scaffold to either increase or decrease the preconditions of abuse. Thus due to the level of training provided to the Equity Advisors, and the placement of such training duties as ancillary, the ADFA, and broader ADF, have directly acted to increase the precondition risks inadequately addressing the safety of women. Attached for the Review committee is a Campus Sexual Misconduct Judicial Hearing Training manual created by the National Centre for Higher Education Risk Management (2010). The manual covers topics on general sexual violence information, Trauma Response Syndrome, victim impacts in relation to their psychological, physical and processing capability, rape myths, other contextual issues, jurisdiction and due process requirements, effects on the respondent to a sexual violence allegation, consequences of judicial hearings on both victim and respondents and guidance on conduct assessment by witness examination, written statements and respondents claims. Foulbert (2011), and Berkowitz (2010) recommend a similar level of comprehensive and intense training for specialist responders (such as equity advisers) and facilitators of programs on sexual violence. Through such a measure, the fidelity of the message and prescribed behaviour has its greatest effect and influence on members everyday practices and attitudes. A third avenue of fault, with the ADFA's and ADF's presented measures of safety refer directly to the mannerisms, language and behaviour modeled by training staff and more broadly senior Non-Commissioned Officers and Officers. The tailoring of methods of training and relating in the ADF over the past 20 years has created the military myth of "the ADF is getting soft". Whilst this "softening" of the ADF is resisted in many ways, one that directly influences the preconditions of sexual violence and therefore safety is the use of antifeminine language and behaviours that objectify and depersonalize women. Language such as "toughen up princess", "even a girl can do more push ups then you" and "your bitch (refers to one's rifle)" that is common place and readily accepted as part and parcel of military training by recruits provides the internal configuration for cadets to consider women as "other". Many trainers and military staff will argue that there is nothing meant by the comments and such comments are certainly not sexual violence; however the influence of language in the context of sexual violence is substantial due to its involvement in establishing societal norms, attitudes, beliefs and justifications. Reconsider the precondition of conscience; the overcoming of fear of being caught, the ability to convince the self that the victim does not matter and that abuse or sexual violence is not wrong and justified. The cognitive process to achieve these characteristics requires the learning of socially defined classes, the devaluation by society of a particular class and internalizing of these beliefs. Thus the use of derogative and antifeminine language, whilst apparently used for motivational purposes, continually reinforces the devaluation and separateness of from the men. Due to the short submission period, this submission has not been able to be completed in entirety. The second section of this Submission will be provided for consideration by 11 July 2011 should the review team be interested in considering the material provided. References: 1.Finkelhor, D. (1984) Sexual Abuse: New Theory and Research, Free Press As assessed through the use of the Likelihood of Committing Sexual Assault Scale, r=0.53 offence rate; in Sexual Assault in Context edited by Kilmartin,C., & Berkowitz, A.D. (2010), Taylor and Francis, London. Berkowitz, A (1965, 1994, 1997 & 2000); Earle, J.P. (1992), Foubert, J., & Marriott, K.A., (1997, 1998); Groth, J.P., (1979); Lisik, D., (1997). Finkelhor, D. (1984) Sexual Abuse: New Theory and Research, Free Press. SUBMISSION PHASE ONE PART B Compiled by Danielle Lewin A2. The adequacy and appropriateness of measures to ensure women's safety (cont......) Submission Part A concluded with discussion of the use of anti-feminine language by Military Training Staff, and the role such language plays in modeling cultural attitudes, behaviours and expectations. The use of this style of language needs to be considered further, from the perspective of the developmental psychological status of the majority of cadets entering the Academy. The review teams attention is drawn to the predominant age group of cadets when they are subjected to the first 6 weeks of Common Military Training and subsequent 4 weeks of Single Service Training; that is their first 10 weeks of life in the Military. The age group is between 17 to 19 years and corresponds to the developmental life stage of late adolescent to early adulthood. Specific to this age group psychological need is the adaptation of their individual beliefs, identity and social worldview to meet those required and promoted within a workplace. The point in this consideration is the introduction to the military provided during those first 10 weeks requires highly specific and focused behaviours from the staff in order to model standards of behaviour expected to the cadets. The motivation by staff of calling or comparing cadets behaviour to that of a stereotypical girl thus takes on a more cynical implication and demonstration of the military devaluing females. Whilst most cadets will not act in a sexually violent way as a result of this conditioning, most importantly they also will not act to prevent or correct a peer's sexually violent behaviour due to the perceived social norm of such actions. This conditioning appears implicit in the actions revealed in the latest ADFA incident, but can also be seen reflected in the publically available submissions to this review (10 as of 5 July 2011). Assuring the safety of men and women in the ADF requires more than just not participating in unacceptable behaviour, it requires the active intervention and correction of such behaviours by peers and senior authorities. Thus the ADFA, and broader ADF, continue to inadequately address the safety of women whilst the fundamental concept of language and attitude is passed over as just "military practice and tradition" and something the cadets and other members of the ADF accept as part of the conditions of service. Closely related to the presence of anti-feminine language are behaviours that promote the objectification and depersonalization of females. Some of the most horrific and cogent demonstrations of this behaviour occur within the stream of the Royal Australian Navy. The review team is reminded that as part of the cadets introduction to military life they experience twice annually single service training, training or service experience in the cadet's assigned service. Naval single service training often includes the temporary assignment of cadets (Midshipmen) to Australian ships at sea. A common experience of these cadets (as reported to me in response to the research question and from my own 10 years of service), is of the ship pulling into a port for a visit, with the Wardroom President (the Executive Officer) hosting a port party where by students from local universities and nurses (whilst invitation is open, predominantly females respond) from local hospitals are invited on board for the party. The cost for the evening is a mandatory payment by all members of the wardroom, approved by the Commanding Officer, which enables extensive consumption of alcohol on the night. The objective of such parties is to get the female students and nurses highly intoxicated so that the Ship's officers (again predominantly the male officers however female officers have been similarly known to engage with the practice) are provided with "recreational sexual relations". This experience provides several messages to junior officers, cadets, and the enlisted men and women of the Ship's company - all of which contradicts the presented stance of the ADF regarding "zero tolerance of unacceptable behaviour". The occurrence detailed above demonstrates a practice of objectification and depersonalization of women by the use of the female students and nurses as bodies to which tension and sexual release can be acceptably applied to. Furthermore the promotion of alcohol consumption especially of use by the invitees (and to a lesser degree the officers) to a high level of intoxication demonstrates a blatant disregard (disregard of safety, harm, and integrity) for the members of the public by the officers, modeled by the Senior Officers of the ship. Importantly, this type of experience, means that within the first 10 weeks of a Midshipman's (Academy Cadet) entry to the ADF, a cadet has received verbal reinforcement of behaviours devaluing females by Academy staff but also the overt actions of objectification and depersonalization of women concreted by their observation and participation in the presented scenario where by the behaviours are actively promoted by senior officers. An adjunct lesson learned by the cadets (and crew of the ship) from such a scenario is the acceptability of the use of alcohol as a means to secure sexual intercourse. This lesson not only opens the ADF up to a large range of criminal offences in all states and territories of Australia but demonstrates the sanctioned practice of rape by the entire hierarchy of the Navy (based on the definition that consent is negated when intoxication has occurred), which to a degree is capable of being generalized to the broader ADF hierarchy. This example and reflection solidifies the analysis of the ADFA's and broader ADF's, inappropriate and inadequate measures currently taken to ensure the safety of women in the Service and civilian community. The everyday behaviours' of senior officers and training staff have the greatest influence on the behaviour of cadets (and service members). This influence cannot be negated or even partially indented by an annual memorandum citing zero tolerance of unacceptable behaviour by the ADF Hierarchy and a one-hour equity and diversity awareness lecture. The concept of adequate and appropriate safety measures is constructed by the presence of measures that address actual harm or danger and measures that act to address potential harm and risk. The setting up of a Department of Fairness and Resolution and Defence Equity Organization from 2004 by the ADF can be seen as an attempt to address both these requirements to ensure women's safety in the Services. Close consideration of the organizations structure and practices reflects that the set up occupy's a brochure status only, with the unit's structure, staff training and accountability and integration into the broader ADF, not only faulty by design but inadequate to seriously meet any safety objectives. For analysis of this safety measure understanding the whole of the Defence Force picture is necessary to facilitate accurate reflection on the level of adequacy and appropriateness of the ADFA's equity team. The ADF at a composite level has assigned equity and diversity, as well as sexual violence issues to the responsibility of two separate units within the Directorate of Fairness and Resolution; that of the office of Rights and Responsibilities and the office of Alternate Resolution and Equity. These offices are run in parallel to the individual Service's own equity and diversity systems. Importantly to note in the DI (G) PERS 35 - 07 each service reportedly has their own Service or Group Equity Coordinator that is emphasized as not being part of the Equity Network or related with the Defence Equity Organization, whom are also responsible for providing service specific training, advice and evaluations of equity and diversity issues and trends to their Services. The state of parallel systems results in several issues of which the most important is the lack of accountability and decrease in the fidelity and control of equity and diversity practices. The effect of such factors as lack of accountability and content / practice fidelity is compounded by the standard of training provided to and required to be undertaken by all positions within the Defence Equity Organization and Service Equity Coordinators. The training, focused on dispute resolution, conflict management and reading of the relevant policies can only be reasonably considered as a practice in tautology. Examined further what is implied is that those involved in creating the various policies have had the same focused training with limited if any exposure to the research behind sexual violence and the subsequent developed best practices; thus their ability to critically examine the issues and evaluate the network design is stymied to what has previously been considered. Simply stated, the ADF has implemented an entangled set of systems of the "blind leading the blind", that not only fail in their objectives to prevent sexual violence and other equity and diversity issues but also incapacitate the Commanders and Unit leaders ability to ensure the safety of their members post incident. Taking the Defence Equity Organization setup as discussed above the implications at the level of ADFA multiply. At one level the Academy again has it's own equity system design, being the mismatch of ideas from all three Services and the Defence Equity Organization. Similar to other Unit / base level equity systems the key personnel have limited training on the cores issues behind Equity, Diversity and sexual violence behaviours and thus interpret situations based on their own ideas, explanations, experiences and understanding of social norms. The review team is reminded that the equity system whilst supposed to be only advising commanders and defence members on possible solutions and resolutions to complaints and issues; have on many occasions been engaged to provide the units response to a complaint, inclusive of the investigation and media response. The effect is the provision of ill-informed, ill prepared and undertaken investigations and judgments that are frequently reliant on the rape myths. (Recent events in the media and events related to HMAS SUCCESS demonstrate acceptance of and reference to rape myths by investigators and Senior Officers addressing the media such as: prior consent to sexual relations with a person implies consent to that person in all conditions and subsequent interactions, sexually expressive young women do want sex even when they say no and are willing to participate in any condition of the sexual relation with out specific consent .... eg. videoing of sex, watching of the sexual play by others etc etc etc.) Further, the conglomerate design of an equity system at the Academy prevents assignment of responsibility and accountability of practices undertaken and inhibits an effective evaluation of response and practices of the system. The implication of the whole of Defence Force equity system and the subsequent setup at the Academy is a serious threat to the safety of men and women in the forces. An analysis of the safety threats invoked by the systems requires a rather extensive undertaking, however key to this review is the threat made towards the reporting of such incidents by victims, and the sustaining of a cultural attitude toward equity, diversity and most importantly sexual violence issues as being of nothing more than political correctness. These threats are directly related to the supporting of the preconditions of social and victim response / danger in abusive behaviour, thus attributable to the increasing of safety risk to women at the Academy and members of the forces rather than its reduction. Whilst individual Academy practices contribute to the measure of safety of women both while actually at the Academy and in broader Service life, analysis of these practices in isolation and separate from the wider Defence Force institution and practices leads to recommendations that the ADF can discredit due to the non-compliance of such actions with the broader policies. Such a practice can be seen in the many reviews of the ADFA and the ADF by external and internal authorities since 1992. In addition to the set up and training of staff in the Defence Equity Organisation, other Whole of Defence issues that directly affect the safety of women at the Academy include: Inadequate construct and interplay of the many parts of the Military Justice System (particularly the Discipline and Administrative responses), the profusion of policies Commanders, and Defence Force members need to refer to for guidance on equity and diversity issues, and the lack of alignment of these policies with empirical based practices in the field of sexual violence, trauma response and investigations. RECOMMENDATIONS: 1. A separation of responsibility for all sexual offences and sexually unacceptable behaviour from the Defence Equity Organization and Service Equity Coordinators. The creation of an all service response unit similar in design to the United States, British and Canadian's Department of Defence Sexual Assault Response Coordination Office is strongly recommended. 2. Cancelling of all current Equity and Diversity, Bullying, Sexual Offences and unacceptable behaviour policies; with a change to a Sexual Misconduct Policy (eg. provided in attachments to Part A submission) and a Code of Conduct similar to other Governmental Departments, which would facilitate administrative action and risk management. 3. Provision of sexual violence judicial training (similar to that provided in Part A submission-Judicial Training Manual) to all officers and enlisted members engaged in Administrative or disciplinary investigation of sexual misconduct. 4. A change in Equity and Diversity Awareness training content and facilitation. Facilitators to be trained through an intensive course, inclusive of material in the Judicial Training Manual prior to any sexual misconduct presentations. Content to be changed to reflect a delivery style of promotion of peer intervention and response skilling, as well as challenging rape myths and misperceptions, consent and negation of consent and trauma response. Two programs actively in use that includes this content in the United States of America are "The Men's Program (and The Women's Program)" by Dr. J. Foubert, and the No Zebra program by Dr. S. Thomson. Additionally the current research indicates single sex sessions facilitate greater peer discussion of sexual violence and behaviour awareness; thus a similar style is recommended for the ADF and ADFA. 5. Unify the equity and diversity systems to one centrally located system that responds to and trains all services without exception 6. Participation for all Academy Military Training Staff prior to the start of their posting, in a series of sexual violence education sessions covering rape myths and misperceptions, sexual trauma response and requirements, ongoing case management requirements of sexual violence victims and perpetrators and responsibilities to address sexual violence through consideration of own behaviour, language and relationship expectations. A program design of this nature, with several studies supporting its use can be found in John Foubert's 2010 Training Manual for "The Men's and Women's Program". 7. The updating of sexual offence / unacceptable behaviour policies to include consent definition and negation of consent conditions. 8. If a sexual misconduct policy is not undertaken then a redesign of the current sexual offence and unacceptable behaviour management guides to reflect control of process by Victim, and a discipline and administrative investigation undertaken to provide for risk management assessment and punitive goals. 9. The removal of e-training option for annual equity and diversity training. 10. The requirement for Sexual violence / Equity and Diversity Staff to partake in ongoing professional development through national training initiatives and national and international conferences. 11. The undertaking of annual evaluations of training programs, investigations, Equity, Diversity and sexual violence response standards and unit checks for compliance with and implementation of relevant policies. A3. The adequacy and appropriateness of measures to address and prevent sexual harassment and abuse, and sex discrimination. The response for A2 provided above included considerable discussion regarding effectiveness of measures currently used by the ADF and ADFA to address and prevent sexual harassment, abuse and sex discrimination. These behaviours and others such as sexual assault, bastardisation, and indecency fall within the category of sexual violence. Thus the term sexual violence will be continued to refer to the review behaviours under consideration. The executive summary identified the key measures used by the ADF and ADFA to address and prevent sexual violence. Unfortunately, the ADF's implementation of these measures are significantly affected by design of the Defence Equity Organization and Service Equity Co-ordination systems, training of both the wider members and members serving in equity roles and the construct and pluralism of policies. Another barrier present in ADF and ADFA members to the effective implementation of prevention and response policies is the pervasive perception that sexual violence incidents are rare and isolated and occur only to those considered letting the "team down". Again in the 10 responses displayed by the Sex Discrimination Commission for this review, all reflect these statements either overtly or through the qualification of the actions of the male(s) involved in the Skype incident. This barrier is constructed from protocol that focuses on victim's behaviour rather than the offending behaviour as previously discussed in A2. A focus on victim's behaviour not only effects safety measures but also permeates the premise and consideration in response policies and prevention measures. Research conducted by Foubert (1997) and Berkowitz (1984, 1987) resulted in statistically significant increases in rape myth acceptance and likelihood of committing sexual assault scores by college students when policies and educational sessions focus on victim behaviour rather than bystander intervention, perpetrator patterns and direct challenges to rape myths and social gender perceptions. In a follow up survey 12months after the educational session of one of the universities that participated in the study, reported sexual assaults dropped to a reporting rate of less than 1 in 20. (This survey was conducted via telephone and mail out survey by an external body, student participation earned a $20 I Tunes voucher, thus a response rate recorded was N= 4327, Males = 1642, Female = 2685). This research finding has significant ramifications for the ADF and ADFA, and raises considerable concern over levels of sexual violence that may presently be unreported or not addressed through either the administrative or discipline systems at the Academy. There is a strong and immanent need for the ADF to begin adopting and applying evidence based policy and practices for prevention and response to sexual violence. Until such practices are implemented the measures in place to address and prevent sexual violence not only are inadequate and inappropriate but are actually increasing the risk and occurrence of sexually violent incidents. Accompanying "The Undetected Rapist" DVD, sent to the commission is a copy of J. Foubert's (2010) "The Men's and Women's Program" manual. The manual provides brief synopsis of some of the most recent studies regarding rape prevention education and response protocols, in addition to the scripts for both programs and military versions of these programs. A quick scan of the manual highlights key practices, focus of policies and response protocols that have through several studies proven to adequately and appropriately address and prevent sexual violence. The review team is encouraged to peruse the manual to assist with their recommendations and conclusions. This submission (Part A and B) is forwarded to assist the ADF and ADFA to come to terms with what is meant by an adequate and appropriate policy, procedures and practices in prevention and addressing sexual violence and safety. I acknowledge the work and good intentions of the current personnel employed within the various equity and diversity roles, but propose that such intentions and effort be applied to the empirically supported practices of the 21st Century. Safety of women and prevention and addressing of sexual violence cannot be considered as isolated or separate practices, a comprehensive and all-inclusive model is needed in order to provide reinforcement, support and critical evaluation. Whilst sexual violence is a highly complex and emotive area, successful handling that results in reduction of risk for the ADF and level of harm to all parties is possible and with in the capabilities of the ADF and ADFA. 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O^ 2SaT$rB\~}|G                                             0,<lPy'Ry'R0,10[A+ &2m \<#.&8 :A 9T2aTe8Yw^+b|usw'{]^}d~P\edg=phn@sGUdb\Es^>,9?%1<p e*@@ @UnknownG*Ax Times New Roman5Symbol3. *Cx ArialK=   jMS Gothic-3 00007.@ Calibri9Garamond5. *[`)TahomaA$BCambria Math"qhkfkfrCk~kY 24JJQHP  $P!xx ]Submissions will be accepted over a two week period from Monday 27 June to Friday 8 July 2011 Jaejin Fisher Citrix AdminH          Oh+'0x 0< \ h t`Submissions will be accepted over a two week period from Monday 27 June to Friday 8 July 2011Jaejin FisherB77C7B7F.dotmCitrix Admin2Microsoft Office Word@@jA@jArC՜.+,0d hp  F$鱨վ~kJ ^Submissions will be accepted over a two week period from Monday 27 June to Friday 8 July 2011 Title  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./02345678:;<=>?@EFIRoot Entry FP<AHData 1TabletWordDocument SummaryInformation(1DocumentSummaryInformation89MsoDataStoreP:AP<AOZMGZ4MKOW0==2P:AP<AItem  PropertiesUCompObj r   F Microsoft Word 97-2003 Document MSWordDocWord.Document.89q