ࡱ> g !\bjbjVV Wr<r<Qz  h~...BBB8z<LBs:<<<<VVVrrrrrrr$uwr.D\U+VD\D\r<<U9r___D\<r<r_D\r__nD2@6Xq<Ob\4p&lrr0sZpx]xLXqXq0x.qVcX_uYQZVVVrr^VVVsD\D\D\D\xVVVVVVVVV .:  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: the adequacy and appropriateness of measures to promote gender equality; the adequacy and appropriateness of measures to ensure womens safety; and/or the adequacy and appropriateness of measures to address and prevent sexual harassment and abuse, and sex discrimination. The adequacy and effectiveness of existing initiatives and approaches at the Australian Defence Force Academy to drive cultural change in the treatment of women in relation to: training; education; mentoring; and/or development. Introduction I have been the Deputy Commandant of ADFA since January 2009, and this is my second appointment as a staff member here (I was the Operations Officer during the 1999 reform period after the Grey Review). As a member of the military staff at ADFA, I am part of the team responsible for the command, management, welfare and military training of the midshipmen, cadets and advanced students who study here. The public discourse about ADFA in the wake of the Skype incident, has made it clear that very few people in Australia have any firsthand knowledge or understanding of the Academy. Public perceptions seem to be shaped by Hollywood stereotypes, and even ADF personnel who have not studied or worked at ADFA know little about it. I am hopeful that this Review will illuminate the discourse, and in particular, the circumstances of women who work and study at ADFA. ADFA is a unique institution it is not just a university campus and Defence training establishment, it is also the home for one thousand young men and women who have embarked upon a challenging profession, unlike any other occupation in business or government. Each year over three hundred new midshipmen and cadets commence training and studying for this profession, and it is an exciting and daunting prospect for them. Most will have a positive experience in Defence, and it will be transformative for all of them. The transformation is most rapid in the first weeks and months at ADFA. In this period, most cadets will achieve all of their adult firsts: Voting Drinking alcohol (at least legally) Being paid (substantial money) Doing their own domestic chores Entering serious intimate relationships Taking independent decisions, and being held accountable for them. These are important milestones on the road to becoming an adult, and in my opinion, women travel a harder road at ADFA than men. This is not to say that they are subject to systemic disadvantage or mistreatment, but it reflects the challenging realities of service in the military. Indeed, I suspect that it is these very challenges that appeal to many of the capable and motivated women who are at ADFA. When I talk to them and observe them in training, I do not see women struggling against a system that conspires against them. I see women who are embarked on a path which can seem a little steep at times, but which is open to anyone with the skills and commitment required to serve their country. In this submission, I outline my views on why this path is a little steeper for women, and what more can be done to pave the road. Enduring challenges Working in a male dominated organisation For the sixty women who arrive at ADFA each year, the challenges they face will be exacerbated by some enduring facts about the Academy. Most obviously, they will be part of a minority group, and while precise numbers of women fluctuate from year to year, they are currently only twenty percent of the student population. Even with the opening of all occupations in the ADF to women, it seems very unlikely that women will ever form fifty percent of the student population at ADFA. Almost all the midshipmen and cadets at ADFA are from places outside the ACT, and they therefore make their transition to military service separated from their family and old friends. For women, this means there are fewer female confidantes and mentors. While men must also deal with this separation from family, the simple fact is that there are far more brothers and father figures at ADFA than there are sisters and mother figures. The solution to this demographic imbalance is not the use of quotas. There is no shortage of women (or men) who want to come to ADFA, but entry standards into ADFA are rigorously applied, and many women are turned away. Quotas for women would almost certainly require some reduction in entry standards, and the consequences of this would be felt soon after arrival in higher drop out rates. Moreover, women at ADFA do not want quotas my sense is that they value the uncompromising nature of their achievement, and they are concerned that quotas would create a risk to their credibility among peers and subordinates. There is no such risk to their credibility now every man and woman who graduates from ADFA has our confidence that they deserve the privilege of commanding Australian service personnel. The selection process, despite being lengthy, delivers quality young people to Defence, and contributes to ADFAs low failure rates. There may be some dissonance between glossy recruiting images and the grittier reality of service in the military, but on balance, I consider that the selection process works to the benefit of women at ADFA. There are checks for criminal records, psychological tests, and strict academic entry standards. The students who make it through this process are motivated, and have many common interests. Men and women at ADFA are united by these factors to a much greater extent than they are divided by their gender. This is an important point, and our training is not defined by male domination, but by the immutable nature of war. In being drawn to military service, a female cadet at ADFA has more in common with her male colleagues than she does with most women outside the ADF. Training standards Despite the challenges of the road travelled by women at ADFA, in some respects they outperform the men. This may be because we recruit more of the cream from the female half of the population, or it may be because they feel a need to strive harder. In any case, women win their share, and more, of major prizes at graduation. The notable exception to this is in physical training, and proportionally more women than men undertake remedial physical training at ADFA. This is despite the fact that fitness standards include allowance for the physiological differences between men and women. It is not clear why physical fitness is a problematic issue, but it is a matter of active consideration at ADFA. Notwithstanding, the problem becomes less significant as women progress through training, and by the time of graduation, all cadets men and women have met the necessary fitness requirements for their Service. More generally, I have never known a woman to ask for gender based special consideration in training. I am, however, aware that some cadets are under the misapprehension that there is discrimination in favour of women at ADFA. In particular, rumours persist that there are quotas for female prize-winners. This is not the case. Aside from the physical training standards noted above, in my time at ADFA there has been no consideration of gender in deciding who passes, who fails, or who receives recognition and reward. Resources and infrastructure ADFA is currently well resourced, and I do not believe funding constraints are having an impact on the treatment of women. The infrastructure is showing its age, but it is about to be redeveloped, and at the end of this process, the campus will have some of the best and most innovative facilities of any university in Australia. In particular, the lecture theatre complexes will be upgraded to include informal and collaborative learning spaces, which I am certain will provide an even more productive learning environment. I acknowledge concerns by some ADFA staff that the clusterplex design of the cadet accommodation conspires against good management, and I share this view. Nonetheless, the accommodation buildings are in the middle of a comprehensive refurbishment program, and the midshipmen and cadets are generally happy with them. Although the accommodation is isolated from community infrastructure, it is as good as or superior to accommodation available in other student residential colleges. I also note that some cadets appreciate the privacy provided by the clusterplex design. In due course a rebuild of the accommodation may see a very different design, but I see no reason to bring this rebuild forward. The most significant infrastructure issue that directly affects women, and which is of concern to me, is the adequacy of campus lighting. Work is underway to improve this in order to provide better personal security, especially in car parks and pedestrian thoroughfares. In some respects, this issue is more relevant to staff and visitors (who have to walk to car parks after hours) than to cadets. Dont forget the staff at ADFA I cannot speak too highly of the staff at ADFA, all of whom are committed to assisting the midshipmen and cadets in successfully completing their training. This is not always a simple or angst free process, and ADFA provides no respite for military personnel who may be recently returned from operations and other demanding jobs. Good command on their part requires a mix of motivation and enforcement of standards, and this often involves unpalatable decisions about students. The military staff at ADFA are held to a high standard, and in my time, we have had cause to remove only one staff member for falling short of this standard. While relatively few in number, the women on staff are exceptional role models for the female midshipmen and cadets. This emphasis on the careful selection of quality staff is, without doubt, the most important factor in sustaining the morale and welfare of students at ADFA. Early consultation each year between ADFA and the Service career management agencies is essential to achieving this. Staff development is also very important, but the constraints of academic and military training programs, means there is insufficient time to undertake all necessary training before cadets arrive in January each year. For this reason, staff education and training is progressively staged throughout the year. Some staff arriving at ADFA have had limited experience working with women, and some take longer than others to become comfortable with this. In fairness, this is just one of the challenges facing new staff, and it would be wrong to over-emphasise this aspect of staff induction at the expense of other important issues such as safety and security. While staff induction and development training will always be subject to review and evolution, I am confident that it is moving in the right direction. It is appropriate that this review into the treatment of women at ADFA focus on the female midshipmen and cadets, but in my experience, the female staff also need support. The female midshipmen and cadets are largely untroubled by the issues which challenge women further into their careers, such as disruptions due to pregnancy and raising children. Indeed, none of the female midshipmen or cadets at ADFA are mothers, and few are even married. On the other hand, many of the women on staff are at an age when they are raising or starting families often at the same time that they are competing for promotion. Moreover, a very large percentage of servicewomen are married to servicemen, and this compounds the challenges of raising a family especially when one partner is deployed on operations. It will be no surprise to the Review Panel that a balanced commitment to family and work at ADFA is often harder for women to achieve. In my time at ADFA, almost half of the women on military staff have started families while working here, or already had young children at home. This is a harder road for women, and while ADF provisions for parental leave are excellent, improvements such as an on site crche would go some way towards improving the ability of women to stay in the race. Family friendly facilities could be shared with UNSW (who outnumber ADF staff four to one), and might also be shared with adjacent units such as RMC Duntroon. I also see scope to make better use of existing social infrastructure such as the four messes on base to provide a family friendly environment. This would require a new approach to the provision of social amenities in the ADF, but a lot could be done with a modest increase in garrison support resources. Finally, I believe that another important way to support the interests of women at ADFA is to facilitate informal interaction between cadets and staff. Military staff at ADFA are expected to involve themselves in after-hours activities such as weekend training, sport and social functions, and while this carries its own rewards, it is also extremely demanding of them and their families. Anything which can be done to make this easier for staff and families will be welcome. Incidents and incident management It is ironic that it was an incident of unacceptable behaviour that has triggered this review into the treatment of women at ADFA. There are many significant aspects of ADFA that need work, but I am confident that incidents of unacceptable behaviour are closely watched for, and are carefully and sensitively dealt with. This may surprise those people whose only knowledge of ADFA is recent media reports, and I do not pretend that I know of everything which happens here. Nonetheless, this subject is constantly emphasised to our people, andthe conclusions of this Review will assist us in determining if we need to do more in this area. Our risk management and student review processes integrate all staff, including medical and other professional support services. Students have multiple options for reporting problems or seeking advice, and progress on serious and sensitive issues is carefully tracked. Not every problem can be resolved to the satisfaction of affected parties, however our people have normally (but not always) been appreciative of the management and professional support made available to them. Our procedures have been most severely tested by a small number of serious incidents involving women. In recent weeks, there has been some misleading media reporting of the extent of these incidents. One report cited 25 complaints of sexual assault at ADFA between 2000 and 2008, and several more in recent years. To set the record straight, there have been four reports of sexual assault at ADFA since 2006, and all were appropriately reported and investigated. Only one of these allegations was confirmed as a sexual assault, and the ACT Police investigation did not yield a suspect. I am also aware of two allegations of the sexual assault of female students while they were away from the Academy. Neither of these incidents yielded suspects, and the Police investigations did not suggest there was any connection with ADFA. These statistics, of course, do not adequately describe the human impact of such issues. Even where an allegation of sexual assault was not confirmed, there can be no doubt that the victims were sufficiently distressed at the time to make a complaint, and they have all deserved support. There have also been complaints about lesser incidents, and each has required individual handling. Some people have been resilient, while others have been deeply affected by ostensibly minor issues. None have been ignored. I also acknowledge that it is unlikely that every incident has been reported, and that some women are not comfortable making such complaints to their chain of command. With this in mind, I consider it might be helpful to streamline the number of external options for reporting incidents of unacceptable behaviour. While I hope that all our staff and students have confidence in their chain of command, a single Defence 1800 help number to triage calls may be worth considering. Finally, notwithstanding my confidence in our procedures and management, there are some deficiencies. The most notable is in our equity and diversity training, which despite ongoing improvements, needs work to ensure it focuses on topical examples which are relevant to ADFA. Policy and Support Services One of the biggest criticisms made by the 1998 Grey Review into ADFA was that midshipmen and cadets tried too hard to resolve serious inter-personal issues among themselves. In some cases, they were reluctant to report serious matters to ADFA staff, and this deprived them of access to appropriate management and support services. 13 years on, and the situation is fundamentally different. There is still some reluctance among our cadets to dob in colleagues for minor misdemeanours, but compared to my experience in 1999, there is now immeasurably greater trust between cadets and staff. Notwithstanding, ADFA does not have any policy or support services which are dedicated to the needs of women. We have dedicated services for other minority groups such as the international students but our efforts in support of women have been limited to informal mentoring and networking activities. Given the small proportion of women at ADFA, this may not be enough. I have, however, noted ambivalence by many women at ADFA towards initiatives focussed on their gender, and there appears to be more interest in self-organisation than official support programs. In particular, there are solid peer support systems in the many sporting and other extra curricular clubs at ADFA. Sport is not compulsory at ADFA, but 85 percent of midshipmen and cadets participate in teams as either players or support staff. The female teams clearly provide opportunities for mentoring and peer support that we want to sustain and reinforce. For this reason, I do not recommend establishment of an official womens network. My own observation is that this would have limited membership, and might be viewed sceptically by both men and other women at ADFA. Instead, there may be opportunities to better leverage existing peer support networks inside the chain of command, sporting and extra curricular clubs. Conclusion While I would never take this matter for granted, I do not consider that there is a significant or systemic problem with the treatment of women at ADFA. The staff and cadets at ADFA have made every effort to support this review, and I look forward with quiet confidence to reading its conclusions, although I do not expect a blemish free assessment of ADFA. I am very aware of many matters at ADFA that require ongoing improvement, but I do not believe the treatment of women is the most pressing of these. I believe ADFAs problems are relatively low order and consistent with wider society, but this Review will be our first independent assessment of this. If I am right in my judgement, then staff and students at ADFA will feel some vindication that their reputation did not deserve the sullying it received over the last four months. If I am wrong, then our organisational deficiencies deserve to be exposed, and they will receive action. Despite my comments, it is not enough for ADFA to be merely consistent with wider society. We hold ourselves to a higher standard, and we should be a benchmark for other organisations. Good questions have been asked about the cost of ADFA, and Australians should expect a world class institution in return for their investment. More importantly, we train officers who will be expected to lead sailors, soldiers, airmen and airwomen in some of the most difficult circumstances imaginable, and in such situations, good leadership will not favour Service, age, race or gender. If this Review into the treatment of women at ADFA shows that more can be done to improve the qualities of leadership among our officers in training, then every midshipman, cadet and member of staff at ADFA will be listening. I do not ask anyone to take my word for this - I encourage anyone with a concern about ADFA to inform themselves firsthand by visiting here, or by talking to someone who serves in the ADF or has a son or daughter here. We are happy for the scrutiny. Footnotes Less than eighty of the one thousand cadets at ADFA are from Canberra families. Midshipmen and cadets who are unable to pass their physical fitness assessment are required to attend a remedial physical training program. http://www.theaustralian.com.au/national-affairs/adfa-dogged-by-litany-of-abuse/story-fn59niix-1226078810081  Less than eighty of the one thousand cadets at ADFA are from Canberra families.  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L^`LhH. ^`hH. ^`hH. oL^o`LhH.h^h`.8^8`.L^`L. ^ `. ^ `.xL^x`L.H^H`.^`.L^`L.^`.^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L.^`o(.^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L.h^h`.8^8`.L^`L. ^ `. ^ `.xL^x`L.H^H`.^`.L^`L. ^`OJQJo( ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo( O^ 2SaT$rB\~}| d^                                            ,9+?%1<p e*@QQ@ yNyNyNyN!T@Unknown G* Times New Roman5Symbol3. * Arial7.@ Calibri9Garamond5. *[`)Tahoma?= *Cx Courier New;WingdingsA$BCambria Math"qhfff6 E )j F *Y 24QSJQHX  $P!xx ]Submissions will be accepted over a two week period from Monday 27 June to Friday 8 July 2011 Jaejin Fisher Citrix AdminL           Oh+'0  8D d p | `Submissions will be accepted over a two week period from Monday 27 June to Friday 8 July 2011Jaejin Fisher81CCEBC1.dotmCitrix Admin4Microsoft Office Word@ԭ@z3b@0b@z3b 6 E՜.+,0d hp  F$鱨վ)Q ^Submissions will be accepted over a two week period from Monday 27 June to Friday 8 July 2011 Title  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~ Root Entry F`PbData 1Table1yWordDocument WSummaryInformation(DocumentSummaryInformation8MsoDataStoreyMbOb5X4LZ4UCWJCJRA==2yMbObItem  PropertiesUCompObj r   F Microsoft Word 97-2003 Document MSWordDocWord.Document.89q