Gender, Sexual, And Sexual Harassment And Assault Response And Prevention

Women have been sexually harassed and assaulted in the work force for years, and for many years, the US Army has been dealing with this enormous and overwhelming issue, through the help of their agency known as the Equal Opportunity Program (EOP). In the US Army regulation 600-20, Army Chief of Staff, General Raymond T Odierno, States the purpose, “This regulation prescribes the policies and responsibilities of command, which include the Well-being of the force, military discipline, and conduct, the Army Equal Opportunity (EO) Program, and the Army Sexual Assault Victim Program.“ For a long time, the Army’s EOP Equal Opportunity

Female integration in the infantry has been a recent topic of discussion with many voicing their own opinion on the matter. With the recent opening of all jobs in the military to all genders, more are beginning to show their stance. Voicing her own opinion on the matter is former U.S. Army Captain Julie Pulley for an editorial in the Wall Street Journal titled “Women In The Infantry? No Thanks”. In this article she sees the juxtaposition between females integrating among the ranks of the infantry. Pulley displays her stance firmly with her thesis stating “As a former captain and airborne soldier in the Army’s Second Infantry Division Support Command, I say be careful what you wish for. Overturning a long-standing tradition in a martial organization

Introduction/Objective: Women serving in combat positions has been a highly controversial topic and is openly criticized by many. The push for equality by allowing women to serve in combat positions is not just isolated to a few military branches of service. Secretary Carter stated, “For the first time in U.S. military history, as long as they qualify and meet specific standards, women will be able to contribute to the Defense Department mission with no barriers at all in their way.” (Pellerin, 2016). Based on the Secretary’s recommendation, women will be eligible for all positions to include roles in combat. Senior leaders noted that this will provide a better selection of candidates, therefore increasing the quality of the selection process, (Commander Call Topics, 2015). The leading idea behind gender neutrality is to improve the military’s position regarding well-qualified personnel in key positions, (Commander Call Topics, 2015). This integration is supported through equal opportunity for everyone who inspires to serve their country. The standards will remain the same, therefore women will need to pass the same requirements as their male counterparts, (Commander Call Topics, 2015).

This article evaluates how leaders and peers’ attitude affect the capability and well-being of women in the military. It presents the best possible condition for a successful integration of women by combining data from various recent research papers and from lessons from the history of diversity in the military like race and sexual orientation. Additionally, the article evaluates women’s family issues, particularly the effects of deployment and how the behaviors of leaders and peers can affect the condition.

Having women in military platoons dramatically increases a military’s ability to elicit critical intelligence, which means a mission’s failure or success, with lives in the balance. Military forces should embed an all-female cultural support teams in their units, because all armies need the same skill set that women are adept at providing. Also, including women in the front-line units would be seen as more than an exercise in social equality. This would be a valuable enhancement of military effectiveness and national security. Women serving in close-combat roles

Currently, there are female soldiers who are interested in serving in combat units. Recently, “the 4th Brigade Combat Team (BCT)…welcomed the first army women to its ranks. 35 women who joined the 101st are among more than 200 participating in the Women in Service Review” (“First Female Soldiers Report” 1). The Army will assess the impact of changes within a 6-month period to see the progress of those female soldiers and then make recommendations on their future assignments that are part of the infantry. Many women are slowly transitioning into joining combat units because of the opportunity and the new challenges that have been presented to them. The Army is taking into consideration this systematic approach of integrating women into combat

Ever since the formation of a formal military, there has always been the conflict of gender and identity and their place in the armed forces. Back to the days of the Romans and the Greeks women made an effort to enter the battlefield. In the modern military, women have their place in the service, but some still desire more. More women are attempting to answer the call of duty every day, some are even trying to join special forces teams that are for only the best of the best. Recently in America we have progressed in our acceptance of women in the military made it possible for them to join these elite forces. The integration of women into the service has been a topic of great magnitude recently, and the movement continues forward with each day.

In the research study “Two sides of the same coin: Gender harassment and heterosexist harassment in LGBQ work lives”, the researchers, Lilia M. Cortina and Veronica Caridad Rabelo, focused their study on people of the LGBQ (Lesbian, Gay, Bisexual, and Queer) community in the workplace. Individuals who consider themselves to be a part of the LGBQ community face many hardships in everyday life, and dealing with hate in the workplace is simply one of the many burdens placed upon them. Some are constantly harassed by coworkers because of their sexuality. They reported being stressed when in the workplace and that stress reflected in their work with their task being lower in quality. A few individuals have attempted to file complaints under Title VII which is supposed to protect individuals from sexual harassment in the place of work, but it failed to protect cases where the person filed for harassment because of sexual orientation. The goal of the study was to assist those dealing with LGBQ civil rights in the workplace and to also assist in the legal struggle to redefine what is protected under Title VII.

Today's military includes women who train at boot camps, serve on warships and fly combat planes. Women currently represent fifteen percent of military personnel, and their presence is increasing among new recruits, up twenty-five percent in the A ir Force. Among officers and enlisted personnel, fifty five percent, or 107, 733 women report some form of sexual harassment. Recent accusations of sexual misconduct against drill sergeants at the Aberdeen Proving Ground, and a separate case against Ser geant Major Gene McKinney of the US Army, have some people questioning whether integration of women in the military has been successful. In addition to sexual harassment, gender integration issues include ingrained cultural patterns,

Women total up till about 14% of the 1.4 million military personnel in the United States army. (Gabbatt, 2013) The statistics in pentagon state that about 144 military women have been killed and around 865 women have been injured in combat and noncombat incidents in Afghanistan and in Iraq. (Parrish ,2012) As of 2012, there were about 20,000 women deployed in Afghanistan and this number is even likely to increase. Women have become an integral part of the army service in Afghanistan and Iraq. Seeing how women have been equally hurt and injured in the wars, they should be given an equal position along with their male counterparts. Apart from equality in the military, it is quite essential for women to be given same ranks because this inequality is the leading cause of increased sexual assaults on women. This sort of change is required and needs to be implemented in a very organized manner. Transformational leadership needs to come into play where everyone's ideologies are kept intact but the change is made merely by producing enthusiasm in the entire group. (Denning, 2007)

Women’s rights in the military play a big part in their ability to handle and perform well in combat situations. Women’s marks credentials in the military help determine whether women are or aren’t fit to be in the military at all. Outgoing Defense Secretary, Leon Panetta states, “We will continue to open as many positions as possible to women so that anyone qualified to serve can have the opportunity to do so.” More and more positions are being opened to women in that military and if a woman is qualified to excel in that position then they are capable to

It is perhaps an exaggeration to recommend that no hypothetical work has been done around the area of Sexual Harassment, as the primary systematic attempt to outline theoretical space of Sexual Harassment and build up a complete classification system had started in the year 1980 (Fitzgerald et al. 2010). Sexual Harassment is defined as the unprompted male conduct that asserts a women’s sex role over her function as employee or intimidation of a sexual nature or the inappropriate promises of rewards in return for sexual favors (Fitzgerald 1990). In most of the modern cultures, it is very illegal and illegitimate to intimidate a person because of person’s sex. Sexual harassment is an issue which has been prevailing in the current workplace and is a major attribute that prompts the effectiveness of an organization as it plays a main role in the happiness of the employees which in turn results in goals of overall company to be achieved (Reese et al. 2004). Employers should make this a top priority and see that it is not effecting the performance of employees to achieve the goals of the organization (Collier 1995). Information had been gathered through a survey which included females from two diverse cultures who worked in a public-sector company. The results showed that inappropriate behavior and sexual harassment were co-related and harassment based on gender was a bridge amongst the two behaviors. In addition, these practices tend to happen again and

For centuries, women in the U.S. military have had a tough time due to all the discrimination, harassment, and sexual assault just because our society’s fundamental belief is that going to war and protecting our homes is a man’s work. The discrimination and harassment occurs since women are entering an all-male dominated area, and are seen as “outsiders.” However, as a male in the AFROTC program, I have seen numerous well qualified women who can take charge and lead better than a lot of males can. In fact, the Wing Commander, the person in charge of the entire detachment for the AFROTC program at San Diego State University, is a female. It is time for women to deserve fair treatment in a non-hostile environment in order to further their careers on an equal foot with men since they have gone to extreme lengths in order to be seen as equal. Men have always been in charge of the military, holding all the high ranking positions and calling all the shots, but in recent decades, women have not only been able to achieve high commanding positions, but have also been allowed to fight on the front lines.

Every work industry around the world has numerous discriminations afoot, but many studies have been conducted that highlight challenges faced specifically by women in the workplace. Women face many uphill battles to include differences in pay levels compared with male counterparts; the balance of full-time compared to part-time employment; and the occupational echelons at which women are typically employed. The Equal Opportunities Commission (EOC) reported that “women remain disadvantaged compared to men, as occupational segregation means they are concentrated in lower skilled and lower paid jobs with less access to vocational training and education” (Bimrose, 2004, p. 110). Sexual harassment represents one important instrument for maintaining occupational separation for women in the workplace. Nevertheless, two legislative Acts in the UK that victims can use to confront it are the Sex Discrimination Act (SDA) of 1975 and the Employment Rights Act (ERA) of 1996. Under the SDA, sexual harassment is illegal if it can be construed as sex discrimination and distinguishes between direct and indirect discrimination with sexual harassment identified as a form of direct discrimination. On the other hand, the ERA only applies when an individual has a minimum of 1 years’ service with an employer and has been dismissed, resigned or is considering leaving because of harassment (Bimrose, 2004, p. 110). Additionally, two codes of practice have been implemented to help prevent sexual

According to the online program, Sexual harassment is a form of sex discrimination that violates the civil rights act of 1964. Sexual harassment includes sexual favors, non-welcome sexual advances, and other verbal and nonverbal conducts.