**THE SECRETARY OF THE ARMY'S**

**SENIOR REVIEW PANEL ON SEXUAL HARASSMENT**

**EXECUTIVE SUMMARY**

***General***

The Senior Review Panel's mission was to review the human relations
environment in the Army with particular emphasis on sexual harassment
issues. Our assessment took us to Army locations worldwide. The Panel
visited units forward deployed, in garrison, at training sites, and in
classrooms. We saw America's soldiers in every conceivable location,
performing every type of mission. The Panel delved deeply into the human
relations environment, identified shortcomings, and has recommended
changes. While there are definitely shortcomings that need to be
addressed and are discussed within this report, it is important to state
that the Panel also saw a trained and ready Army\--the best Army that
the Panel members have seen in over 200 years collective experience with
the Army. Our soldiers are ready to perform any mission assigned,
effectively and efficiently, anywhere in the world. America's sons and
daughters who are today's soldiers are better trained and better
equipped than any Army before and they are rightfully proud to be called
soldiers.

***Purpose***

The Secretary of the Army has said, "The Army is based on trust." In the
fall of 1996, the trust between leaders and soldiers was called into
question by serious allegations of sexual impropriety at several Army
installations. Investigation indicated that breakdowns in good order and
discipline had occurred and that some leaders had abused the authority
and power vested in them. Accordingly, the Secretary of the Army
directed that a Senior Review Panel on Sexual Harassment be established
to undertake the following missions:

-   Conduct a systems review of the Army's policies on sexual harassment
    and of the processes currently in place.

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-   Recommend changes needed to improve the human relations environment
    in which our soldiers live and work, with the specific goal of
    eradicating sexual harassment.

-   Examine how Army leaders throughout the chain of command view and
    exercise their responsibility to prevent sexual harassment,
    specifically addressing behaviors that fail to acknowledge the
    dignity and respect to which every soldier is entitled.

***Scope and Methodology***

The focus of the Panel's assessment has been the human relations
environment in which our soldiers live and work, measured in terms of
the dignity and respect we extend to one another as an Army. Panel
members, supported by a working group of over 40 military and civilian
personnel, conducted an extensive policy review, collected data at 59
Army installations worldwide, and completed exhaustive analysis of the
data collected. We used four methods of inquiry to collect the data:
surveys, focus groups, personal interviews, and observation. Before
leaving a unit or installation, Panel members outbriefed senior leaders
on their observations. This allowed leaders to immediately begin
addressing issues raised at their installations. This has been a very
positive aspect of the Panel's efforts\--teaching and advising, not just
the gathering of data. In all, the effort took eight months with results
based on information provided by over 30,000 Army respondents.

***Findings***

Our findings center on four main areas: the Army equal opportunity (EO)
program, the extent of sexual harassment in the Army, leadership, and
Initial Entry Training (IET). We found that:

-   The Army lacks institutional commitment to the EO program and
    soldiers distrust the EO complaint system.

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-   Sexual harassment exists throughout the Army, crossing gender, rank,
    and racial lines; sex discrimination is more common than is sexual
    harassment.

-   Army leaders are the critical factor in creating, maintaining, and
    enforcing an environment of respect and dignity in the Army; too
    many leaders have failed to gain the trust of their soldiers.

-   The overwhelming majority of drill sergeants and instructors perform
    competently and well, but respect as a Army core value is not well
    institutionalized in the IET process.

***Conclusions and Recommendations***

The Panel concludes that the human relations environment of the Army is
not conducive to engendering dignity and respect among us. We are firmly
convinced that leadership is the fundamental issue. Passive leadership
has allowed sexual harassment to persist; active leadership can bring
about change to eradicate it.

Our recommendations are broad based and cover a wide variety of Army
processes, including: leader development, EO policy and procedures, IET
soldierization, unit and institutional training, command climate, and
oversight. Key recommendations follow:

-   Assign to one Department of the Army (DA) staff agency the primary
    responsibility for leadership, leader development, and human
    relations for the Army.

-   Incorporate the human dimension of warfare into Army operational
    doctrine.

-   Conduct a critical review of the staffing and organization of the DA
    elements responsible for human relations problems and issues and of
    the resourcing of those agencies responsible for assisting
    commanders in implementing and executing human relations policy.

-   Embed human relations training in the Army training system as a
    doctrinal imperative.

-   Re-engineer the EO program from top to bottom to make it responsive
    to leaders and soldiers, to protect those who use it, and to ensure
    that those working in it are not stigmatized.

-   Mandate the conduct of a command climate assessment down to
    company-sized units at least annually; establish a mechanism to hold
    commanders accountable for their unit's command climate.

-   Publish Army Regulation (AR) 600-20, *Army Command Policy*,
    immediately and publish interim changes in a timely manner.

-   Increase the length of IET to allow for more intense, rigorous
    soldierization and the inculcation of Army values; design new
    training to inculcate Army values, appropriate behavior, and team
    building in IET.

-   Improve IET cadre and recruiter training to include tools and
    techniques for addressing inappropriate behaviors in units;
    incorporate ethics and human relations training in recruiting and
    IET cadre courses, to include professionally facilitated sensitivity
    training.

-   Implement a renewed Advanced Individual Training (AIT) approach that
    focuses on the continuation of the soldierization process begun in
    Basic Combat Training (BCT), as well as technical and soldier skills
    and attitudes.

-   Ensure that professionals and leaders (e.g., commanders, inspectors
    general, health care practitioners, criminal investigators,
    chaplains) who are expected to deal with soldiers reporting
    incidents of inappropriate sexual behavior are trained and
    qualified.

The Panel very strongly believes that we must ensure that we maintain a
positive human relations environment in the Army. Personnel readiness
relies on a positive human relations environment. It is the vital base
upon which we build our Army, and the combat effectiveness of our most
important weapon system\--the soldier.

**SENIOR REVIEW PANEL ON SEXUAL HARASSMENT**

  -----------------------------------------------------------------------
  This report provides the observations, findings, conclusions, and
  recommendations of the Secretary of the Army's Senior Review Panel on
  Sexual Harassment. The Secretary established the Panel on November 21,
  1996, in response to the allegations of sexual misconduct at Aberdeen
  Proving Ground, Maryland. The Secretary directed the Panel to examine
  the human relations environment in the United States Army, review
  policies and procedures that contribute to that environment, and
  recommend ways to achieve an Army where all soldiers and civilians are
  treated with dignity and respect. Panel members were:

  -----------------------------------------------------------------------

+--------------------------------------+-------------------------------+
| Major General Richard S. Siegfried   | Senior Review Panel Chair     |
+--------------------------------------+-------------------------------+
| Brigadier General Evelyn P. Foote    | Senior Review Panel Vice      |
|                                      | Chair                         |
+--------------------------------------+-------------------------------+
| Mr. John P. McLaurin III             | Deputy Assistant Secretary of |
|                                      | the Army (Military Personnel  |
|                                      | Management and Equal          |
|                                      | Opportunity Policy)           |
+--------------------------------------+-------------------------------+
| Lieutenant General Claudia J.        | Deputy Chief of Staff for     |
| Kennedy                              | Intelligence                  |
+--------------------------------------+-------------------------------+
| Major General Larry R. Ellis         | Commanding General,           |
|                                      |                               |
|                                      | 1st Armored Division          |
+--------------------------------------+-------------------------------+
| Mrs. Ruby B. DeMesme                 | Deputy Assistant Secretary of |
|                                      | the                           |
|                                      |                               |
|                                      | Air Force (Force Management   |
|                                      | and Personnel)                |
+--------------------------------------+-------------------------------+
| Command Sergeant Major Cynthia A.    | Post Command Sergeant Major,  |
| Pritchett                            |                               |
|                                      | Fort Belvoir, Virginia        |
+--------------------------------------+-------------------------------+

***Acknowledgments***

  -----------------------------------------------------------------------
  The Panel could not have accomplished its mission without the hard work
  and assistance of the over 40 officers, noncommissioned officers, and
  Army civilian employees who were members of the Panel's working group.
  These full-time members provided support in developing data collection
  tools, coordinating and conducting field visits to 59 Army
  installations and locations worldwide, collecting and analyzing data,
  and providing detailed policy research.

  -----------------------------------------------------------------------

The Panel was aided by the following consultants who provided invaluable
contributions to the overall effort:

  ----------------------------------- -----------------------------------
  LTG Robert H. Forman, USA (Ret.)    Dr. Laura Miller

  COL Karen L. Frey, USA (Ret.)       BG Mary Morgan

  Dr. Annabel Hagood                  Dr. Mady Segal

  Mr. Dan Lumpkin                     Dr. Judith Youngman
  ----------------------------------- -----------------------------------

  -----------------------------------------------------------------------
  The Panel also wishes to acknowledge the cooperation of the thousands
  of soldiers and Department of the Army civilians who facilitated our
  visits and participated in the data collection. Finally, the Panel
  wishes to recognize the editorial support provided by the United States
  Army Center of Military History and the contributions of the various
  consultants and outside agencies, both federal and private, who
  provided valuable time and expertise to this effort.

  -----------------------------------------------------------------------

+-----------------------------------+---+--------------------------------+
| Richard S. Siegfried              |   | Evelyn P. Foote                |
|                                   |   |                                |
| Major General, United States Army |   | Brigadier General, United      |
|                                   |   | States Army                    |
| Senior Review Panel Chair         |   |                                |
|                                   |   | Senior Review Panel Vice Chair |
+-----------------------------------+---+--------------------------------+
| Mr. John P. McLaurin III          |   | Claudia J. Kennedy             |
|                                   |   |                                |
| Deputy Assistant Secretary of the |   | Lieutenant General, United     |
| Army                              |   | States Army                    |
+-----------------------------------+---+--------------------------------+

+-----------------------------------+---+---+----+-------------------------+
| Larry R. Ellis                    |   | M |    |                         |
|                                   |   | r |    |                         |
| Major General, United States Army |   | s |    |                         |
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|                                   |   |   |    |                         |
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|                                   |   | f |    |                         |
|                                   |   | t |    |                         |
|                                   |   | h |    |                         |
|                                   |   | e |    |                         |
|                                   |   | A |    |                         |
|                                   |   | i |    |                         |
|                                   |   | r |    |                         |
|                                   |   | F |    |                         |
|                                   |   | o |    |                         |
|                                   |   | r |    |                         |
|                                   |   | c |    |                         |
|                                   |   | e |    |                         |
+-----------------------------------+---+---+----+-------------------------+
| Cynthia A. Pritchett              |   |   |    |                         |
|                                   |   |   |    |                         |
| Command Sergeant Major, United    |   |   |    |                         |
| States Army                       |   |   |    |                         |
+-----------------------------------+---+---+----+-------------------------+

**Table of Contents**

Section [Page]{.underline}

Executive Summary 1

Forwarding Letter 5

Table of Contents 8

List of Tables 10

List of Figures 11

Part I Introduction 13

Part II Survey Results 15

Senior Review Panel (SRP) Army Survey 15

Trainee Survey 29

Trainer Survey 42

Part III Focus Group Results 54

Military Focus Groups 54

Trainee Focus Groups 62

Trainer Focus Groups 69

Part IV Individual Interview Results 75

Military Leader Interviews 75

Equal Opportunity Advisor Interviews 85

Mental Health Providers Interviews 92

Judge Advocate Interviews 97

Annex A SRP Army Wide Survey Form A A-1

Data A-11

Annex B SRP Army Wide Survey Form B B-1

Annex C SRP Army Wide Survey Form S C-1

Annex D Trainee Survey D-1

Data D-11

Annex E Trainer Survey E-1

Data E-10

Annex F Military Focus Group Protocol F-1

Data Slides F-7

Annex G Trainee Focus Group Protocol G-1

Data Slides G-6

Annex H Trainer Focus Group Protocol H-1

Data Slides H-5

Annex I Military Leader Interview Protocol I-1

Data Slides I-7

Annex J Equal Opportunity Advisor Interview Protocol J-1

Data Slides J-7

Annex K Mental Health Provider Interview Protocol K-1

Annex L Judge Advocate Interview Protocol L-1

Annex M Civilian Focus Group Protocol M-1

Data Slides M-6

Annex N Civilian Manager Interview Protocol N-1

Data Slides N-5

Annex O Equal Employment Opportunity Officer Interviews O-1

Data Slides O-4

LIST OF TABLES

[Table]{.underline} [Page]{.underline}

1 Demographics of the Army sample 17

2 Comparisons of research findings among surveys 20

3 Subgroup analysis of sexual harassment 23

4 Leadership and SEQ behavior correlations 25

5 Complaint process 26

6 Form A, B and S comparison 28

7 Demographics of the trainee sample 29

8 Observation of sexual harassment 32

9 Percent trainees who have experienced sexual harassment 33

10 Who sexually harassed trainees 35

11 Reported sexual harassment by training type 36

12 Trainees who experienced SEQ Behaviors 37

13 Demographics of the trainer sample 42

14 Trainer observation of sexual harassment 45

15 Percent trainers who have experienced sexual harassment 47

16 Who sexually harassed trainers 48

17 Percent trainers who have experienced SEQ behaviors 49

18 Rule of thumb for interpreting the size of a correlation

coefficient 53

LIST OF FIGURES

[Figure]{.underline} [Page]{.underline}

1 Incidence of SEQ behaviors, sexual harassment

and sexual harassment in the company 17

2 Sexual harassment in the past 12 months 18

3 Percent experiencing each SEQ factor 19

4 Men who have experienced any SEQ behaviors 21

5 Women who have experienced SEQ behaviors 21

6 Amount of time spent in POSH and EO training 27

7 Expectations of male and female trainees to achieve to the

same standards during training 30

8 Treatment of trainees by drill sergeants and instructors 31

9 Encouragement of trainees by drill sergeants and instructors 31

10 Sexually harassment by gender 33

11 Sexually harassment by training type and gender 33

12 Place sexual harassment occurred for trainees 34

13 Location of most recent incident for trainees 34

14 Experienced crude/offensive behaviors by training type 37

15 Experienced sexist behavior by training type 38

16 Experienced unwanted sexual attention by training type 38

17 Experienced sexual coercion by training type 39

18 Experienced sexual assault by training type 39

19 Training received at DSC/ITC 43

20 Treatment of trainers at DSC/ITC 44

21 Support of chain of command for trainers 44

22 Treatment of trainers in their current position 45

23 Trainer sexual harassment by gender 46

24 Location of most recent incident of trainer sexual

harassment 47

**Part I**

**INTRODUCTION**

Volume II of the Secretary of the Army's Senior Review Panel on Sexual
Harassment Report details the research design and findings on which
Volume I of the Report is based.

Narrative summaries of all major surveys, focus group discussions, and
personal interviews are contained in this volume. Included in the
Annexes are copies of all questionnaires and protocols used and data for
each item in the major surveys and protocols.

**Methodology**

In the fall of 1996, Secretary of the Army, Togo West formed the Senior
Review Panel on Sexual Harassment and directed the Panel undertake the
following missions:

-   Conduct a systems review of the Army's policies on sexual harassment
    and on the processes currently in place.

-   Recommend changes needed to improve the human relations environment
    in which our soldiers live and work, with the specific goal of
    eradicating sexual harassment.

-   Examine how Army leaders throughout the chain of command view and
    exercise their responsibility to address sexual harassment, together
    with recommendations for improvement. Of particular concern are
    those behaviors that fail to acknowledge the dignity and respect to
    which every soldier is entitled.

Secretary West told the Panel that he believed the views, opinions, and
experiences of soldiers should be considered in this assessment. To
fulfill its mission, the Panel assembled a working group of more than 40
soldiers and civilian employees. Included in the working group were
seven scientists with PhD's in the social and behavioral sciences who
developed the research design for the project.

Three methods were used by the Panel to scientifically sample the
perceptions of Army leaders, soldiers, and civilians: surveys, focus
group discussions, and individual interviews. In addition, Panel members
observed soldiers, family members, and civilian employees and the human
relations environments in which they live and work. Insights Panel
members gathered world-wide proved to be invaluable complements to the
scientific data collected during our travel.

Using a stratified random sample design, 59 locations throughout the
world were chosen. Type of installation (FORSCOM vs. TRADOC) and
location (CONUS vs. OCONUS) were used as sampling strata. Surveys were
administered to randomly selected companies with at least 60% of all
soldiers assigned to those companies participating in the survey. Focus
group discussions and individual interviews were conducted with randomly
selected individuals meeting selection requirements provided by the
Panel. Participation was voluntary and all participants were guaranteed
confidentiality and assured that their comments would be used only for
the purpose of the report.

Five different questionnaires were used in surveying the Army population
at large. Form A, the Trainee Survey, and the Trainer Survey were used
in the analyses for this report. Details of the sample and methods used
in the Form A, Trainee and Trainer analyses are included in Part II of
this report. Two additional forms (B and S) are versions of Form A which
were administered to limited samples. Copies of each questionnaire and
frequency tables for Form A, Trainee and Trainer surveys are included in
Annexes A-E.

Focus group discussions consisted of eight to twelve people stratified
into rank-gender groups (e.g., Junior Enlisted Females). Groups of
soldiers, civilian employees, drill sergeants and instructors, and
trainees were conducted. Participants were randomly selected by the last
2 digits of their social security number. Focus group facilitators and
note takers, usually the same gender as the group, conducted their
discussions using standardized question protocols. A narrative summary
of data from each protocol is provided in Part III of this report and
copies of the protocols and question-by-questions results, where
possible, are included in Annexes F-H and Annex M. Focus group comments
were entered into a software program that facilitated content analysis
of all comments.

Panel and working group members conducted individual interviews with
military and civilian personnel. Interview protocols were developed for
military leaders, equal opportunity advisors, mental health providers,
staff judge advocates, civilian managers, and equal employment
opportunity officers. Part IV of the report details results from the
interview protocols and copies of these protocols and
question-by-question results, where possible, are provided in Annexes
I-M. Comments were entered into a computer software program for further
content analysis.

After visiting 59 locations worldwide for data collection, 22,952
soldiers were surveyed, 7,401 soldiers and 1,007 civilians were in focus
group discussions, and 808 leaders were interviewed. This unprecedented
data collection effort serves as the basis for the Report from the Panel
and represents the voices of the thousands of soldiers and civilians who
shared their perceptions and experiences with the Panel and working
group.

**Part II**

**SURVEY RESULTS**

**SENIOR REVIEW PANEL (SRP) SURVEY**

**Instrument**

Three different survey versions (Form A, Form B, and Form S) which share
the same core set of items were used. The main survey (Form A) was a
company-level assessment and was used for the primary analysis. The core
set of survey items that the surveys shared were: demographics, unit
characteristics, climate/culture items, and a modified version of the
Sexual Experiences Questionnaire (Fitzgerald et al; 1988).

Minor modifications were made to Form A during the study. During the
initial administration of the survey, it became apparent that some of
the survey questions were considered inflammatory and offensive, and
felt by some soldiers to be an invasion of privacy to the extent that
some refused to complete the survey. Since the items did not directly
contribute to the overall design of the research, it was decided that to
continue using these questions would not have been in the best interest
of the assessment effort. The use of multiple methods of data collection
provided ample opportunity for relevant data to surface elsewhere in
focus groups and interviews. A revised survey was written which omitted
six questions related to adultery, pornography, and sexual behaviors.
One item was revised since it was "double barreled" and asked two
questions in one. When the data from the revised Form A were merged with
the two surveys, only the 157 items found on all forms were included in
the final data set for analysis.

Form B was a TDA / fixed facility version of the modified Form A which
replaces "company" with "organization." A military student survey, Form
S, was constructed to measure subjects attending major Army schools such
as Command and General Staff Course (CGSC), the Sergeant Major Academy,
and the First Sergeant Course. The main version analyzed and presented
in this report is Form A, the version created for assessment at the
company level. A copy of each version of the surveys is included in
Annexes A-C along with the frequency tables for Form A.

**Subjects**

Subjects were chosen using a stratified random sampling approach. Units
were randomly selected from major Army installations or locations. All
types of units were included in the sample to ensure representativeness.
Approximately 220 different companies were surveyed. These companies
were drawn from both CONUS and OCONUS units, and included combat arms
units, combat support and combat service support units.

Survey Form A yielded 14,498 useable subjects. Form B yielded 2,076
subjects and Form S yielded 455 subjects. Due to the small number of

respondents for Forms B and S, these data were omitted from the detailed
analyses presented in this report.

**Analysis**

SPSS was used for all analyses. Question response rates for each
question vary as not all respondents answered all questions. Table
percentages may not sum to 100% due to rounding and nonresponses.

The 22-items adopted from the Sexual Experiences Questionnaire
(Fitzgerald et al., 1988) covered a broad spectrum of situations that
could be considered sexual harassment. Items in the questionnaire
addressed issues ranging from being told suggestive stories or offensive
jokes to being sexually assaulted. Reliability analysis was used to
collapse the list of questions into substantive groupings previously
defined in the DoD 1995 Sexual Harassment Survey. This resulted in
identifying five major categories will be discussed in detail later in
the report:

Crude/Offensive Behaviors (alpha = .77)

Sexist Behaviors (alpha = .75)

Unwanted Sexual Attention (alpha = .90)

Sexual Coercion (alpha = .94)

Sexual Assault (alpha = .86)

Leadership questions were factor analyzed to determine underlying
structures in the questions.[^1] A factor analysis of the Form A
leadership items (items 36 through 61) resulted in six factors
(discussed in detail later):

Positive Leadership (alpha = .92)

Self-Centered Leadership (alpha = .91)

NCO Leadership (alpha = .89)

Officer Leadership (alpha = .84)

Respect (alpha = .80).

Acceptance of Women(alpha = .82).

SEQ and leadership factors were used in correlations to determine
relationships between variables.[^2]

**Demographics**

The sample demographics of those responding to Form A reflect those of
the Army (see Table 1). For example, in the survey sample regarding
gender, this composition is 85% male and 15% female, compared to the
Army which is 86% male and 14% female.

The sample consisted of slightly more enlisted than the Army. This is
probably due to the survey being based at the company level. Since lower
enlisted tend to be younger and unmarried, the sample was also overly
representative of the "Not Married" than the Army as a whole. Race
breakdowns between the survey sample and the Army were very similar.

Table 1. Demographics of the Army sample

[Male]{.underline} [Female]{.underline} [Married]{.underline} [Not
Married]{.underline} [Officer]{.underline} [Enlisted]{.underline}
[White]{.underline} [Black]{.underline} [Other]{.underline}

SRP Survey 85% 15% 56% 44% 10% 90% 57% 26% 17%

Army 86% 14% 63% 37% 14% 83% 61% 27% 12%

**Major Findings**

-   Large numbers of soldiers reported experiencing SEQ behaviors.
    However, most soldiers did not consider all the SEQ behaviors as
    constituting sexual harassment.

-   Most soldiers have experienced crude/offensive behaviors. More women
    than men reported experiencing SEQ behaviors.

-   Crude/Offensive behaviors such as hearing suggestive stories,
    offensive jokes or sexual remarks were the most frequently
    experienced behaviors by men and women.

-   Few soldiers used the complaint process. Soldiers preferred to
    handle incidences of sexual harassment themselves rather than
    reporting it to the chain of command or military authorities.

-   Positive leadership items were associated with greater respect among
    soldiers in the company, greater acceptance of women, and fewer SEQ
    behaviors.

-   Almost all soldiers reported receiving Prevention of Sexual
    Harassment and Equal Opportunity training.

**SEQ Behaviors**

The data indicate that 80% of the sample reported experiencing at least
one of the SEQ behaviors. However, only 9% of the sample reported that
during the past 12 months they had been sexually harassed. This suggests
that individuals' definitions of sexual harassment may not include these
behaviors.

As Figure 1 and 2 show, while both men and women reported similar
amounts of experience with SEQ behaviors (80% and 84%, respectively),
women reported experiencing more sexual harassment than men (22% vs.
7%). Although more women than men

![](media/image1.emf) Figure 1. Incidence of SEQ behaviors,

reported being sexually harassed, the majority (78%) of women said they
had "never" been sexually harassed in the past 12 months.

When asked about sexual harassment in the company, 11% of the sample
agreed that there were high levels of sexual harassment in their
companies. More women than men reported high levels of sexual harassment
in their companies (17% vs. 10%).

![](media/image2.emf)

Figure 2. Sexual harassment in the past 12 months

When the SEQ factors were looked at by category, most soldiers reported
experiencing Crude/Offensive behaviors (76%) and sexist behaviors (64%).
Many also reported experiencing unwanted sexual attention (32%), and a
few reported experiencing coercion (9%) and sexual assault (6%). Figure
3 illustrates SEQ behaviors by gender. More women than men reported
experiencing SEQ behaviors across all categories.

**Crude/Offensive Behaviors**

The category of Crude/Offensive Behaviors included survey items on:
hearing suggestive stories or offensive jokes; crude or offensive sexual
remarks; being whistled, called, or hooted at in a sexual way;
witnessing sexual gestures or body language; being stared at, leered at
or ogled; or having had someone physically expose themselves to you.
Both men and women most frequently reported experiencing behaviors of
this nature (76% and 78% respectively).

**Sexist Behaviors**

The majority of soldiers had experienced sexist behaviors. Experiencing
sexist behaviors included being treated differently because of your
gender; having pornography or sexist materials displayed; hearing sexist
comments; or being put down because of your gender (men 63%; women 72%).

**Unwanted Sexual Attention**

This category included: someone attempting to discuss your sex life or
sexual matters with you; being touched in a way that made you feel
uncomfortable; receiving unwanted sexual attention; having someone try
to establish a romantic sexual relationship with you despite your
continued efforts to discourage it; someone making unwanted attempts to
fondle you; or someone continually asking you for dates or to dinner
despite your efforts to discourage the person. Being in a situation
where a fellow soldier or superior made a sexist remark was the most
frequently reported behavior in this category for men and women (men
30%; women 47%).

**Sexual Coercion**

This category included behaviors that focused on job benefits or losses
conditioned upon sexual cooperation. The questions asked about whether
you felt bribed to engage in sexual behaviors; were implied faster
promotion for sex; had to respond positively to sexual invitations to be
treated well on the job; made you believe that you would be treated
badly for being uncooperative sexually; or treated you badly for
refusing to have sex. The prevalence of these behaviors was lower than
for the previous three SEQ behavior categories (men 8%; women 15%).

**Sexual Assault**

This category consisted of two behaviors: someone having made unwanted
attempts to have sex with you which resulted in you struggling; or
having sex with you without your consent. Like sexual coercion,
relatively few soldiers reported experiencing these behaviors (men 6%;
women 7%).

![](media/image3.emf) Figure 3. Percent experiencing each SEQ factor

**Comparisons to Other Studies**

The Senior Review Panel (SRP) survey results generally followed the
trends found in previous research on sexual harassment in the Army
(Table 2). Differences in male responses between the current SRP survey
and the 1995 Defense Manpower Data Center (DMDC) survey (Bastian et al;
1995) may be due to the wording of the "Crude/Offensive" and "Sexist"
items. For example, the DMDC version asked in the past 12 months has
anyone \--"Repeatedly told sexual stories or jokes *that were offensive
to you?"* The SRP survey simply asked if the behavior occurred and not
whether the behavior was offensive to the respondent. For example, "In
the past 12 months had fellow soldiers or supervisors "told suggestive
stories or offensive jokes?" The SRP, therefore was a measure of the
frequency of behaviors, not a measure of whether they were considered
offensive.

Table 2. Comparisons of research findings among surveys

[Any SEQ]{.underline} [Crude]{.underline} [Sexist]{.underline} [Unwanted
Sexual]{.underline} [Coercion]{.underline} [Assault]{.underline}
[Sexually]{.underline}

[Behavior]{.underline} [Behavior]{.underline} [Attention]{.underline}
[Harassed]{.underline}

**[SRP Survey (1997)]{.underline}**

Men 80% 76% 63% 30% 8% 6% 7%

Women 84% 78% 72% 47% 15% 7% 22%

**[DMDC Survey (1995)]{.underline}**

Men 37% 35% 16% 8% 4% 2% N/A

Women 82% 74% 67% 47% 18% 8% N/A

**[Rosen & Martin(1996)]{.underline}**

Men 70% 38% 9% 8%

Women 82% 55% 15% 30%

**[SSMP (1995)]{.underline}**

Men 3%

Women 25%

**[Navy EO/SH (1996)]{.underline}**

Women 27%

**Tolerance of Sexual Harassment**

An important issue is the link between experienced SEQ behaviors and the
perception of sexual harassment. The data suggested a fairly high
"threshold" or tolerance of harassment. Figures 4 and 5 show the
discrepancy between experiencing SEQ behaviors and perceptions of sexual
harassment for the SRP survey. The "threshold" of harassment is
indicated by the gap between the experienced behaviors and being
sexually harassed. As the gap between the two narrows, the threshold is
reached in terms of experienced behaviors becoming perceived as sexual
harassment. There was a strong link between experiencing more egregious
SEQ behaviors and the perception of being sexually harassed.
Specifically, there seems to be a threshold between what behaviors were
acceptable/tolerated and what behaviors were not.

![](media/image4.emf) Figure 4. Men who have experienced any SEQ
Behaviors

![](media/image5.emf)

Figure 5. Women who have experienced any SEQ Behaviors

When the behaviors experienced included Coercion, soldiers were much
more likely to say that they were sexually harassed. Very few soldiers
reported being sexually harassed if the experienced behaviors were
limited to the lower-level behavior types such as Crude/Offensive
Behaviors and Sexist Behaviors. For example, 96% of men and 93% of women
*who reported experiencing any type of SEQ behaviors* reported that
these behaviors included Crude/Offensive Behaviors. Of these people,
only 8% of men and 26% of women reported that they had been sexually
harassed. This suggests that even though the vast majority experienced
these types of behaviors, relatively few viewed them as sexual
harassment. Overall, for the population who experienced any type of SEQ
behavior (n=11,608), only 11% reported they had been sexually harassed
when the behaviors were limited to Crude/Offensive Behaviors, Sexist
Behaviors, or Unwanted Sexual Attention. In contrast, 54% of the people
who experienced Coercion or Assault reported that they had been sexually
harassed. This makes sense conceptually since Coercion and Assault can
seldom be rationalized as a misunderstanding or something to be
tolerated.

Another important result is the difference in threshold between men and
women. Male soldiers seemed to have a higher tolerance for viewing SEQ
behaviors as sexual harassment than female soldiers. Male soldiers
perceived the SEQ behaviors to be sexual harassment less often than
female soldiers. However, men and women have the same threshold of
behaviors which they perceive constituted sexual harassment. For
example, when the experienced behaviors were limited to Crude/Offensive
Behaviors, Sexist Behaviors, and Unwanted Sexual Attention, 8% of men
and 26% of women reported being sexually harassed. When the "threshold"
was reached, (i.e., when the experienced behaviors include Coercion and
Assault), 49% of men and 69% of women reported being sexually harassed.

The difference between male percentages in the DMDC and SRP surveys (see
Table 2) provides more support for a higher male threshold. As was
previously mentioned, the DMDC asked if the behaviors "\...*were
offensive to you*." The SRP only asked if the behavior occurred. For the
SRP, 76% of males reported experiencing Crude/Offensive Behaviors, but
for the DMDC, only 35% of males reported them. The lower percentages for
the DMDC study suggest that compared to women, fewer men who experienced
SEQ behaviors considered them to constitute sexual harassment or be
offensive. The percent of women who reported that they have experienced
Crude/Offensive Behaviors is 78% for the SRP and 74% for the DMDC. The
consistency for women among studies suggests that their tolerance for
these behaviors was generally more stable and included less offensive
behaviors than men.

The most striking difference between men and women was in the experience
of Sexist Behaviors. In the SRP, 63% of men reported Sexist Behaviors
whereas on the DMDC only 16% of men reported Sexist Behaviors (that were
offensive to them). In contrast, 72% of women on the SRP reported these
behaviors and 67% of women reported them on the
DMDC![](media/image6.emf)

**Subgroup Findings**

Just as there were differences in thresholds, a subgroup analysis
revealed similar differences between ranks and between genders (see
Table 3). Lower enlisted soldiers reported higher levels of sexual
harassment. Female soldiers consistently reported higher levels of
sexual harassment regardless of subgroup. At first glance, there seems
to be a difference between Whites and Blacks in terms of sexual
harassment (8% White and 13% Blacks). The differences across Whites and
Blacks in reporting sexual harassment can be attributed to the large
proportion of males in this group reporting no sexual harassment, which
in turn brings down the overall White percentage, versus the relatively
large proportion of black females reporting sexual harassment, raising
the overall Black percentage. (Whites are 90% male and 10% female
whereas Blacks are 75% male and 25% female). In other words, the
difference was due to male vs. female differences, not racial
differences. If gender is controlled for, there were no differences
between races. Overall, junior enlisted women appeared to be the
subgroup experiencing the most sexual harassment (29%).

Table 3. Subgroup analysis of sexual harassment

[Sexually Harassed]{.underline} [High Levels of Sexual
Harassment]{.underline}

[in Last 12 Months]{.underline} [in Company]{.underline}

White 8% ( 6% Male, 23% Female) 10% ( 9% Male, 15% Female)

Black 13% (10% Male, 20% Female) 12% (11% Male, 17% Female)

Hispanic 10% ( 7% Male, 29% Female) 13% (12% Male, 20% Female)

Other 11% ( 8% Male, 26% Female) 14% (12% Male, 24% Female)

Enlisted 13% (10% Male, 29% Female) 16% (14% Male, 23% Female)

NCO 7% ( 5% Male, 17% Female) 8% ( 7% Male, 13% Female)

Officer 3% ( 2% Male, 6% Female) 3% ( 2% Male, 4% Female)

Married 7% ( 6% Male, 19% Female) 9% ( 8% Male, 13% Female)

Not Married 12% ( 9% Male, 25% Female) 13% (12% Male, 20% Female)

Male Supervisor 9% ( 7% Male, 22% Female) 11% (10% Male, 17% Female)

Female Supervisor 12% ( 8% Male, 24% Female) 13% (10% Male, 20% Female)

**Leadership**

Several questions addressing leadership, respect, and acceptance of
women were analyzed. Each factor addressed specific aspects of
leadership in a company. For example, some questions addressed officer
leadership while others looked at NCO leadership.

The Positive Leadership (POSLEAD) factor was comprised of positive
leadership items: leaders in this company set high standards for
soldiers in terms of good behavior and discipline; leaders in this
company encourage soldiers to be all they can be; leaders in this
company are able to take on tough problems without getting flustered; I
am impressed with the quality of leadership in this company; my chain of
command works well; I would go for help with a personal problem to
people in the company chain of command; leaders in this company enforce
the standards they set for good behavior; leaders in this company can
take charge of things; leaders in this company set good examples for
soldiers by behaving the way they expect soldiers to behave; leaders in
this company are able to make tough decisions.

Self-Centered Leadership (SELFCENT) was made up of negative,
self-centered items: leaders in this company are more interested in
looking good than in being good; leaders in this company are
self-centered; leaders in this company are bossy; leaders in this
company push soldiers very hard to get things done without regard for
the soldiers' needs; leaders in this company are not concerned with the
way soldiers treat each other as long as the job gets done; leaders in
this company just look out for themselves; leaders in this company are
more interested in furthering their careers than in the well-being of
their soldiers.

NCO Leadership (NCOLEAD) was made up of the "NCO" leadership items: NCOs
most always get willing and whole-hearted cooperation from the soldiers
in this company; NCOs are interested in what I think and how I feel
about things; NCOs are interested in my personal welfare; NCOs in my
chain of command are a good source of support; NCOs in this company
would lead well in combat.

Officer Leadership (OFFLEAD) was comprised of items assessing officer
leadership. These items included: officers are interested in my personal
welfare; officers in this company would lead well in combat; officers
most always get willing and whole-hearted cooperation from the soldiers
in this company; officers are interested in what I think and how I feel
about things.

Respect (RESPECT) was comprised of general respect items: *(To what
extent do the soldiers in your company)* say insulting things to each
other; gossip behind one another's backs; do what is right; respect one
another; treat each other as they themselves would like to be treated.

Acceptance of Women (ACCEPTW) was a measure of overall acceptance of
women in the company. This factor was composed of the extent to which:
soldiers in your company say degrading things about women; are
respectful towards women; male soldiers accept female soldiers as
equals; female soldiers in this company get treated better than male
soldiers; male and female soldiers in this company work well together in
garrison; male and female soldiers in this company work well together in
the field; female soldiers in this company try as hard as the men;
female soldiers pull their load; women in this company are competent
soldiers.

The correlations between the various leadership factors, SEQ factors,
and the "respect" and "acceptance for women" factors are presented in
Table 4. In general, positive leadership behaviors were negatively
correlated with SEQ behaviors and negative leadership was positively
correlated with SEQ behaviors. In other words, the higher the positive
leadership, the [less]{.underline} SEQ behaviors were present, whereas
negative, self-centered leadership was associated with
[more]{.underline} SEQ behaviors.

Positive leadership (POSLEAD) had a direct relationship (+.52) to
"respect" while self-centered leadership (SELFCENT) had an inverse
relationship (-.51) with "respect." Higher levels of positive leadership
were associated with higher levels of respect. Additionally, higher
levels of negative, self-centered, careerist leadership were associated
with lower levels of respect. Likewise, positive leadership was directly
related to higher levels of acceptance for women while negative
leadership was inversely related to acceptance for women (i.e. more
negative leadership is associated with less acceptance for women). There
was also a positive (direct) relationship between "respect" and
"acceptance for women." Higher levels of respect were associated with
higher levels of acceptance for women.

Table 4. Leadership and SEQ behavior correlations

POSLEAD SELFCENT NCOLEAD OFFLEAD RESPECT ACCEPTW

SEQ -.28 .28 -.24 -.21 -.31 .04

CRUDE -.29 .29 .25 -.23 -.35 .01

SEXIST -.33 .32 -.27 -.25 -.39 -.15

UNWANATT -.23 .22 -.20 -.16 -.24 .05

COERCION -.13 .14 -.12 -.09 -.13 .01

ASSAULT -.10 .11 -.10 -.07 -.11 .002

RESPECT .52 -.51 .43 .39 1.00 .18

ACCEPTW .06 -.13 .06 .07 .18 1.00

For the individual leadership items, there was evidence of both a
positive view of leadership (e.g., 71% of men and 62% of women agreed
that leaders set high standards for soldiers in terms of good behavior
and discipline) and a negative view of leadership (e.g., 43% of men and
47% of women agreed that leaders are more interested in looking good
than in being good).

There were also differences in perceptions of leadership between men and
women. Women, in general, were less positive about their leadership than
men. For example, 54% of men agreed that the leaders in their company
set good examples for soldiers by behaving the way they expected
soldiers to behave. In contrast, only 41% of the women agreed with this
same statement.

**Complaint System**

The survey showed that overall, very few people used the complaint
system (Table 5). Soldiers preferred to use informal methods of dealing
with personal experiences of sexual harassment rather than relying on
the formal system. Of the soldiers reporting that they were sexually
harassed, 34% used either the formal or informal complaint system (25%
used informal complaints, 4% used formal complaints, and 5% used both
methods).

Table 5. Complaint process

[YES]{.underline} [NO]{.underline}

Filed **FORMAL** complaint against

someone **IN** the company 3% 97%

Filed **FORMAL** complaint against

someone **OUTSIDE** the company 2% 98%

**INFORMALLY** handled complaint

against someone **IN** the company 6% 94%

**INFORMALLY** handled complaint

against someone **OUTSIDE** the company 4% 96%

**Training**

Over 90% of the sample reported receiving Prevention of Sexual
Harassment (POSH) training and over 90% of the sample received Equal
Opportunity (EO) training (Figure 6). Due to the wording of the question
in the survey, it is not possible to determine if these two training
areas were presented separately.

![](media/image7.emf)![](media/image8.emf)

Figure 6. Amount of time spent in POSH and EO training

**Differences in Surveys**

In general, Form B of the survey (TDA) mirrored the results of Form A
(See Table 6). The overall percentage of soldiers reporting sexual
harassment was slightly higher in Form B than in Form A (11% vs. 9%).
This was probably due to the higher proportion of women in the Form B
sample. The gender breakdown for Form B is 71% male and 29% female
compared to 85% male and 15% female for Form A. Just as the Black/White
subgroup difference in Form A was due to different proportions of males
and females, the overall difference in reports of being sexually
harassed between Forms A and B was due to gender composition. In fact,
when looking at percentages of sexually harassment by gender, Form B
females actually showed a **lower** rate of reporting sexual harassment
(22% in Form A and 20% in Form B). Since there was a higher proportion
of females in Form B, this 20% pulled up the overall number to one
higher than Form A (11% vs. 9%).

Other differences of interest between the two forms were that Form B was
overrepresented in officers compared to Form A (33% vs. 10%), people who
reported being sexually harassed in Form B were more likely to use the
complaint system (48% for Form B vs. 39% for Form A), and Form B showed
slightly greater amounts of POSH and EO training.

The student form, Form S, was expectedly different from the other two
forms. The sample was much smaller (n=455) than the other forms and was
made up of more senior soldiers (Majors and senior NCOs) taking part in
select military schools (CGSC, Sergeant Major Academy, and First
Sergeant Academy). Not surprisingly, this sample showed much lower rates
of sexual harassment and much more positive evaluations of the Army as a
whole. The following chart outlines key comparisons between the three
forms.

Table 6. Form A, B and S Comparison

**[Form]{.underline}**

[N]{.underline} [Any SEQ]{.underline} [Crude]{.underline}
[Sexist]{.underline} [Unwanted Sexual]{.underline}
[Coercion]{.underline} [Assault]{.underline} [Sexually]{.underline}

[Behavior]{.underline} [Behavior]{.underline} [Attention]{.underline}
[Harassed]{.underline}

**A**

Overall 14,498 80% 76% 64% 32% 9% 6% 9%

Male 85% 80% 76% 63% 30% 8% 6% 7%

Female 15% 84% 78% 72% 47% 15% 7% 22%

**B**

Overall 2,076 81% 77% 63% 32% 9% 5% 11%

Male 71% 80% 76% 59% 26% 8% 5% 7%

Female 29% 83% 78% 71% 47% 12% 5% 20%

**S**

Overall 455 75% 70% 56% 14% 1% 0.4% 2%

Male 89% 74% 71% 53% 12% 1% 0.5% 1%

Female 11% 88% 69% 81% 35% 0% 0% 10%

The relationship between leadership and acceptance for women, however,
was weaker in Form A than for the other two versions. The sample in Form
B (the TDA survey) was, overall, slightly more positive about leadership
than Form A. Form S (military student sample) was the most positive
about leadership.

**TRAINEE SURVEY**

**Analysis**

The trainee survey yielded 5,669 useable subjects from 14 different
training posts. SPSS was used for basic descriptive analyses. The number
of respondents (n) varied on several questions due to non-responses.

The 22-items adopted from the Sexual Experiences Questionnaire
(Fitzgerald et al., 1988) covered a broad spectrum of situations that
could be considered sexual harassment. Items in the questionnaire
addressed issues ranging from being told suggestive stories or offensive
jokes to being sexually assaulted. Reliability analysis was used to
collapse the list of questions into substantive groupings previously
defined in the DoD 1995 Sexual Harassment Survey. This resulted in
identifying five major categories:

Crude/Offensive Behaviors (alpha=.78)

Sexist Behaviors (alpha=.70)

Unwanted Sexual Attention (alpha=.88)

Sexual Coercion (alpha= .86)

Sexual Assault (alpha=.75)

**Demographics**

The trainee sample included trainees and students from BCT (31%), OSUT
(17%), and AIT (52%). Table 7 shows the gender, marital status and
race/ethnic composition of the sample.

Table 7. Demographics of the Trainee sample

  ------------- ------- -------- --------- --------- ------- ------- ------- ------- ------- --------
                Male    Female   Married   Not       White           Black           Other   
                                           Married                                           

  SRP Trainee   74%     25%      25%       75%               59%             22%             19%
  Survey                                                                                     

  n =           4,146   1,442    1,221     4,189             3,240           1,239           1,052
  ------------- ------- -------- --------- --------- ------- ------- ------- ------- ------- --------

**Major Findings**

-   Large numbers of trainees were experiencing SEQ behaviors. However,
    most trainees did not consider all the SEQ behaviors as constituting
    sexual harassment.

-   Fewer trainees have experienced crude/offensive behaviors, sexist
    behavior, unwanted sexual attention, coercion or assault than in the
    SRP Army Wide Survey.

-   Most of the sexual harassment involved trainees with other trainees.

-   Trainees who did not report incidents to the chain of command or
    another military authority preferred to handle it themselves. Few
    trainees choose to report the incident due to fear of reprisals.

-   The majority of trainees reported that they were receiving excellent
    or above average training.

-   Sexual harassment and discrimination did not significantly affect
    trainees satisfaction with their choice to enlist in the Army,
    career intentions or commitment to the Army.

-   Many men and women trainees believed that the two genders were held
    to the same standards, worked as hard in performing their assigned
    tasks; performed equally in their assigned tasks; and were treated
    the same by cadre and were expected to achieve the same.

**Training Experiences**

Most soldiers (58%) rated their training as above average or excellent
and were either satisfied or very satisfied with their decision to
enlist (63%). In assessing how their drill sergeant/instructors worked
together, 73% felt that they worked well together. Ratings for how well
drill sergeants/instructors worked together was highest for BCT trainees
(83%) with OSUT at 72% and AIT at 68%. Forty-five percent of the men and
43% of the women reported that since enlisting, their commitment to an
Army career was greater.

Within this section on training, trainees were asked to rate various
aspects of integrated training. The majority of the women (58%) believed
that men and women were expected to achieve the same standards, whereas
56% of the men believed that they were expected to achieve higher
standards than the women (Figure 7). However, the majority of men (59%)
and women (69%) believed that

![](media/image9.emf)

**(Men n=3785; Women n=1438)**

Figure 7. Expectations of male and female trainees to achieve to the
same

standards during training

men and women work as hard in performing their assigned tasks during
training. In performing their tasks, 66% of the men and 73% of the women
believed that men and women performed equally.

In general, both men and women thought that drill sergeants treated the
two genders equally (Figure 8). However, men and women were more likely
to report that women were treated easier by male drill sergeants than by
female drill sergeants.

![](media/image10.emf) **(Men n=3669; Women n=1440)**

![](media/image11.emf) **(Men n=3660; Women n=1440)**

Figure 8. Treatment of trainees by drill sergeants and instructors

In general, both men and women thought that drill sergeants encouraged
the two genders equally (Figure 9). However, 27% of the women reported
that they were encouraged more than men by female drill sergeants.

![](media/image12.emf)

**(Men n=3668; Women n=1438)**

![](media/image13.emf) **(Men n=3669; Women n=1440)**

Figure 9. Encouragement of trainees by drill sergeants and instructors

**Observing Sexual Harassment**

In the survey, the Army definition of sexual harassment was printed
before the section of questions addressing sexual harassment issues.
This was done to ensure that trainees knew the Army's definition of what
constituted sexual harassment and answered the questions accordingly.

Thirty percent of female trainees and 24% of male trainees reported that
they had observed sexual harassment in their training company. Students
in AIT reported observing the greatest amounts of sexual harassment
(Table 8).

Table 8. Observation of sexual harassment

  --------------- ----------- ---------- --------- ------------- ---------- ---------
                  **MALES**                        **FEMALES**              

                  **BCT**     **OSUT**   **AIT**   **BCT**       **OSUT**   **AIT**

  Never           80%         81%        74%       75%           75%        66%

  1-2 times       9%          9%         10%       13%           15%        14%

  3 or more times 11%         10%        15%       12%           10%        19%

  n=              1205        718        2009      466           158        782
  --------------- ----------- ---------- --------- ------------- ---------- ---------

**Occurrence of Sexual Harassment Incidents**

The number of trainees who indicated that they had experienced sexual
harassment was significantly lower than the number who reported having
observed sexual harassment in the company.

On a single item assessing sexual harassment, "Since you enlisted in the
Army, have YOU been sexually harassed?", 24% of the women and 7% of the
men said yes. A composite assessment of sexual harassment was created
based on the answer to the previous question and three related
questions: "In the most recent incident, where did the sexual harassment
take place?" ; " Who sexually harassed you?"; and "Did you report the
incident to your chain of command or other military authority?"
Answering yes to the single item question or answering 2 of the 3
related questions yielded an affirmative answer to "Have you been
sexually harassed since entering the military?" The composite assessment
yielded 30% of the women and 18% of the men being sexually harassed
(Figure 10).

On both the single item and composite assessments, fewer OSUT trainees
reported being sexually harassed than BCT and AIT trainees. For example,
on the single item assessment, only 6% of the OSUT trainees reported
being harassed compared to 8% of BCT trainees and 15% of AIT students.
Figure 11 illustrates the composite and single items by gender.

![](media/image14.emf)

**(Men n=3669; Women n=1440)**

Figure 10. Sexual harassment by gender

![](media/image15.emf) **(Men n=4086; Women n=1462)**

![](media/image16.emf) **(Men n=3901; Women n=1371)**

Figure 11. Sexual harassment by training type and gender

Compared to the SRP Army Wide survey results, the incidence of sexual
harassment for trainees was lower, with the exception of AIT (Table 9).

Table 9. Percent trainees who have experienced sexual harassment

  -------------- --------- ---------- --------- --------- ----------- --------- ---------- --------- ---------
                 **Men**                                  **Women**                                  

                 **BCT**   **OSUT**   **AIT**   **SRP**               **BCT**   **OSUT**   **AIT**   **SRP**

  SH- single     6%        4%         9%        7%                    15%       15%        30%       22%
  item                                                                                               

  n=             1,197     777        1,887                           471       149        801       
  -------------- --------- ---------- --------- --------- ----------- --------- ---------- --------- ---------

**The Circumstances in Which the Sexual Harassment Occurred**

Respondents who indicated that they had been sexually harassed were
asked several questions relating to the most recent incident. These
detailed questions referred to the location of the sexual harassment,
where the harassment occurred, who did the harassing and whether the
incident was reported. The next several sections provide a summary of
these details about the situation.

**Where the Most Recent**

**Incident Took Place**

Most incidents of sexual harassment occurred during BCT, OSUT, or AIT.
However, a small percent of men and women reported that they were
sexually harassed at the recruiting station or reception battalion prior
to reaching their training units (Figure 12).

![](media/image17.emf) **(Men n=305; Women n=344)**

Figure 12. Place sexual harassment occurred for trainees

More than a third of the sexual harassment men and women trainees
experienced occurred during training (Figure 13). These occurrence rates
for each place were similar across BCT, OSUT, and AIT for each gender.

**Location of Most Recent Sexual Harassment Occurrence**

![](media/image18.emf)**Men**

![](media/image19.emf)**Women**

**(Men n=1248; Women n=548)**

Figure 13. Location of most recent incident of trainee sexual harassment

Thirty percent of the women trainees and 23% of the men trainees
reported observing sexual harassment in their current training unit.
There were no significant differences between BCT, OSUT, and AIT in the
percent observing sexual harassment in their current training unit.

**Who was the Sexual Harasser**

Both men and women cited other military members as being the sexual
harasser. Men were most likely to report that drill sergeants were the
sexual harasser (42%). Similar proportions of women said that another
trainee was the sexual harasser in the most recent incident (42%). Drill
sergeants and other trainees were the most frequently reported sexual
harassers by both men and women in BCT, OSUT, and AIT (Table 10).

Table 10. Who sexually harassed trainees

  --------------------------- -------------------- ----------------------
                              **MEN**              **WOMEN**

  Drill Sergeants             42%                  27%

  Another Trainee             22%                  42%

  AIT Instructors             10%                  7%

  Officer in CoC              10%                  5%

  n=                          744                  409
  --------------------------- -------------------- ----------------------

**Reporting of the Incident**

Of those who were sexually harassed, 50% of the men and 33% of the women
reported the incident to their chain of command or other military
authority. The most frequent reason for not reporting the incident was
that they handled it themselves. For the most part, trainees felt free
to report sexual harassment without fear of reprisal. Only 9% of the
soldiers cited fear of reprisal as their reason for not reporting the
incident. AIT trainees lack of reporting due to fear of reprisals was
slightly higher than that of the other training types (See Table 11). Of
those who reported the incident, over half did not know the outcome.
Only a small percent (13%) reported that nothing was done in response to
the complaint.

Table 11. Reported sexual harassment by training type

  --------------- --------- ---------- --------- ----------- ---------- ---------
                  **MEN**                        **WOMEN**              

                  **BCT**   **OSUT**   **AIT**   **BCT**     **OSUT**   **AIT**

  Reported, not   47%       42%        34%       23%         13%        14%
  aware of                                                              
  outcome                                                               

  Reported,       7%        5%         5%        10%         13%        13%
  action taken                                                          

  Reported, no    3%        5%         8%        4%          0%         5%
  action                                                                

  Not reported,   19%       17%        24%       43%         44%        43%
  handled myself                                                        

  Not reported,   18%       27%        21%       17%         22%        11%
  not bothered by                                                       
  behavior                                                              

  Not reported,   7%        5%         9%        4%          9%         13%
  afraid of                                                             
  reprisal                                                              

  n=              134       60         265       79          23         236
  --------------- --------- ---------- --------- ----------- ---------- ---------

**SEQ Behaviors**

Although the percent of trainees indicating that they had experienced
sexual harassment was high, when individual behaviors defined by the SEQ
to constitute sexual harassment were examined the numbers increased
dramatically.

An overall assessment of the incidence of sexual harassment showed that
73% of male trainees and 72% of female trainees reported experiencing at
least one of the behaviors from the modified Sexual Experiences
Questionnaire (SEQ; Fitzgerald, 1988). These behaviors ranged from
offensive jokes to coerced sex and assault. It is important to remember
that when asked "Have you been sexually harassed since enlisting in the
Army?," 7% of the men and 24% of the women said they had experienced
sexual harassment (Table 12). Clearly, soldiers were not interpreting
all of these behaviors as constituting sexual harassment. In BCT, OSUT
and AIT, service members most frequently reported experiencing Crude/
Offensive Behaviors. Being told suggestive or offensive jokes was the
most frequently mentioned specific behavior.

The percent of trainees indicating that they experienced SEQ behaviors
was consistently lower than that found in the SRP Army Wide survey
(Table 12).

Table 12. Trainees who experienced SEQ Behaviors

Percent who said they have experienced SEQ behaviors:

  -------------- ----------- ---------- ----------- ---------- ----------- --------- ---------- --------- ----------
                 **Men**                                       **Women**                                  

                 **BCT**     **OSUT**   **AIT**     **ARMY**               **BCT**   **OSUT**   **AIT**   **ARMY**

  Crude behavior 64%         70%        71%         76%                    64%       74%        82%       78%

  Sexist         43%         50%        55%         63%                    56%       65%        71%       72%
  behavior                                                                                                

  Unwanted       17%         21%        28%         30%                    27%       33%        50%       47%
  sexual                                                                                                  
  attention                                                                                               

  Coercion       3%          2%         7%          8%                     3%        4%         13%       15%

  Assault        1%          1%         3%          6%                     2%        3%         5%        7%

  n=             1206-1231   780-781    2020-2026                          469       148        786-787   
  -------------- ----------- ---------- ----------- ---------- ----------- --------- ---------- --------- ----------

Note: Army data are based on the SRP Army Wide survey data.

**Crude/Offensive Behaviors**

The category of Crude/Offensive Behaviors included survey items on:
hearing suggestive stories or offensive jokes; crude or offensive sexual
remarks; being whistled, called, or hooted at in a sexual way;
witnessing sexual gestures or body language; being stared at, leered at
or ogled; or having had someone physically expose themselves to you.
Both men and women in all training types most frequently reported
experiencing behaviors of this nature (Figure 14). For men and women,
reporting was highest in AIT (71% and 82%, respectively).

![](media/image20.emf) **(Men n=4013; Women n=1404)**

Figure 14. Experienced crude/ offensive behaviors by training type

![](media/image21.emf) **(Men n=4007; Women n=1404)**

Figure 15. Experienced sexist behavior by training type

**Sexist Behaviors**

Half of the male trainees and 65% of the female trainees experienced
sexist behaviors (Figure 15). Experiencing sexist behaviors included
being treated differently because of your gender; having pornography or
sexist materials displayed; hearing sexist comments; or being put down
because of your gender.

**Unwanted Sexual Attention**

This category included: someone attempting to discuss your sex life or
sexual matters with you; being touched in a way that made you feel
uncomfortable; receiving unwanted sexual attention; having someone try
to establish a romantic sexual relationship with you despite your
continued efforts

to discourage it; someone making unwanted attempts to fondle you; or
someone continually asking you for dates or to dinner despite your
efforts to discourage the person. The greatest amounts of unwanted
sexual attention were reported to occur during AIT by both men and women
(Figure 16).

![](media/image22.emf) **(Men n=4013; Women n=1404)**

Figure 16. Experienced unwanted sexual attention by training type

![](media/image23.emf) **(Men n=4012; Women n=1404)**

Figure 17. Experienced sexual coercion by training type

**Sexual Coercion**

This category included behaviors that focused on job benefits or losses
that were conditional upon sexual cooperation. The questions asked about
whether you felt bribed to engage in sexual behaviors; were implied
faster promotion for sex; had to respond positively to sexual
invitations to be treated well on the job; made you believe that you
would be treated badly for being uncooperative sexually or treated you
badly for refusing to have sex. Similar to other SEQ

behavior categories, the percent experiencing sexual coercion was
greater in AIT (Figure 17). However, the prevalence was less than that
reported by the SRP Army Wide survey (men 8%; women 15%).

![](media/image24.emf) **(Men n=4012; Women n=1403)**

Figure 18. Experienced sexual

assault by training type

**Sexual Assault**

This category consisted of two

behaviors: someone having made

unwanted attempts to have sex with

you which resulted in you struggling;

or having sex with you without your

consent (Figure 18).

**Discrimination**

Trainees were also asked if they had experienced any discrimination
since joining the Army. Most men (68%) and women (59%) report that they
had not experienced any discrimination. Of the male trainees who had
experienced discrimination, the most frequent response was "other"
discrimination (10%) which included discrimination because of age or
weight, followed by racial discrimination (9%). Of the women who had
experienced discrimination, the most frequent response was gender
discrimination (15%), followed by "other" discrimination (13%).

**Effects of Sexual Harassment and Discrimination**

Experiencing sexual harassment or discrimination did not significantly
change trainees' assessment of their training. The majority of trainees,
regardless of whether they experienced sexual harassment or
discrimination, reported that they were receiving excellent or above
average training. Experiencing sexual harassment did not significantly
decrease trainees' ratings of their training or drill
sergeants/instructors, their satisfaction with their choice to enlist in
the Army, career intentions or commitment to the Army. This was true for
both men and women.

**Conclusion**

Overall, large numbers of trainees were experiencing SEQ behaviors.
However, most trainees did not consider all the SEQ behaviors to be
sexual harassment. Consequently, there was a discrepancy in the percent
reporting a SEQ behavior and the percent reporting sexual harassment.
This was likely due to trainees using their own definition of what
constitutes sexual harassment rather than the Army's definition when
determining whether or not they had been sexually harassed.

The percent of trainees who experienced SEQ behaviors revealed a similar
trend to that found in the SRP Army Wide survey. However, in comparison
to the SRP Army Wide survey, the percent of trainees who had experienced
crude/offensive behaviors, sexist behavior, unwanted sexual attention,
coercion or assault were all smaller. Most of the sexual harassment
reported involved trainees with other trainees. Trainees who did not
report incidents to the chain of command or another military authority
preferred to handle it themselves. Few trainees choose not to report the
incident due to fear of reprisals. When assessing these percentages, it
is important to keep in mind that trainees had been in the Army for a
significantly shorter period of time than most of the soldiers in the
SRP Army Wide survey.

Despite occurrences of sexual harassment and discrimination, there does
not appear to be any change in outcome measures. The majority of
trainees, whether having experienced sexual harassment or discrimination
or not, reported that they were receiving excellent or above average
training. Sexual harassment and discrimination also did not
significantly affect their satisfaction with their choice to enlist in
the Army, career intentions or commitment to the Army.

Most men and women trainees believed that the two genders were held to
the same standards, worked as hard in performing their assigned tasks
and performed equally in their assigned tasks. Overall, most trainees
believed that men and women were treated the same by cadre and were
expected to achieve to the same standards.

**TRAINER SURVEY**

**Analysis**

The trainer survey of drill sergeants and AIT instructors yielded 254
useable subjects from 14 different training posts. SPSS was used for
basic descriptive analyses. Due to the small sample size, analysis by
gender was often not possible. Similarly, it was not possible to analyze
responses by trainer type (e.g., BCT drill sergeant, OSUT drill
sergeant, AIT drill sergeant, or AIT instructor). The number of
respondents (n) varied on several questions due to non-responses.

The 22-items adopted from the Sexual Experiences Questionnaire
(Fitzgerald et al., 1988) covered a broad spectrum of situations that
could be considered sexual harassment. Items in the questionnaire
addressed issues ranging from being told suggestive stories or offensive
jokes to being sexually assaulted. Reliability analysis was used to
collapse the list of questions into substantive groupings previously
defined in the DoD 1995 Sexual Harassment Survey. This resulted in
identifying five major categories:

Crude/Offensive Behaviors (alpha=.76)

Sexist Behaviors (alpha=.73)

Unwanted Sexual Attention (alpha=.91)

Sexual Coercion (alpha= .83)

Sexual Assault (alpha=.69)[^3]

**Demographics**

The sample includes BCT drill sergeants (30%), OSUT drill sergeants
(8%), AIT drill sergeants (31%), and AIT instructors (31%). Ninety-one
percent of the sample were NCO's with 1% warrant officers and 9%
commissioned officers. Twenty-two percent of the sample were combat
arms, 22% combat support and 56% combat service support. The race/ethnic
composition of the sample varied for men and women. Of the women, most
were black (69%) while many (47%) of the men were white. Table 13 shows
the gender, marital status and race/ethnic composition of the sample
compared to that of the Army.

Table 13. Demographics

+-----------+------+-------+--------+--------+-------+------+-------+
|           | **Ma | **Fem | **Mar  | **Not  | **Wh  | *    | **Ot  |
|           | le** | ale** | ried** | Mar    | ite** | *Bla | her** |
|           |      |       |        | ried** |       | ck** |       |
+-----------+------+-------+--------+--------+-------+------+-------+
| Trainer   | 76%  | 24%   | 74%    | 26%    | 41%   | 44%  | 12%   |
| Survey    |      |       |        |        |       |      |       |
|           | \(1  | \     | \      | \(65\) | \(    | \(1  | \     |
|           | 90\) | (61\) | (189\) |        | 103\) | 13\) | (38\) |
+-----------+------+-------+--------+--------+-------+------+-------+
| Army      | 86%  | 14%   | 63%    | 37%    | 61%   | 27%  | 12%   |
+-----------+------+-------+--------+--------+-------+------+-------+

**Major Findings**

-   The majority of trainers reported that the training they received
    did not prepare them for their current position.

-   Most men and women trainers felt that they were treated with respect
    and dignity, had the support of their chain of command, and were
    treated well by their peers.

-   Large numbers of trainers reported experiencing SEQ behaviors.
    However, most trainers did not consider all the SEQ behaviors as
    constituting sexual harassment.

-   More trainers had experienced crude/offensive behaviors, sexist
    behavior, unwanted sexual attention, coercion or assault than in the
    SRP Army Wide Survey.

-   Trainers who did not report incidents to the chain of command or
    another military authority preferred to handle it themselves. Few
    male trainers chose not to report the incident due to fear of
    reprisals. Some female trainers did fear reprisals.

-   Racial discrimination was the most frequent type of discrimination
    for men. Women reported higher levels of gender discrimination.

**Training Experiences**

Trainers were asked several questions rating their training at either
the Drill Sergeant Course (DSC) or Instructor Training Course (ITC).
Most male and female trainers agreed that in DSC and ITC they learned
more effective ways to train soldiers (64% and 47%, respectively).
However, most (69%) felt that DSC and ITC only slightly or moderately
prepared them for their current job (Figure 19).

![](media/image25.emf) **(Men n=167 ; Women n=57)**

![](media/image26.emf) **(Men n=167 ; Women n=57)**

Figure 19. Training received at DSC/ITC

While at DSC/ITC, the majority of trainers (77%) both male and female
reported being treated with respect and dignity. Fewer female trainers
(7%) than male trainers (13%) felt that they were not treated with
respect and dignity.

Most drill sergeants and instructors reported receiving fair treatment
from their instructors (82%) and peers (88%) during the training courses
(Figure 20). However, more women (11%) than men (3%) felt that they did
not receive fair treatment from their peers.

**At the DSC/ITC,\...**

![](media/image27.emf) **(Men n=166 ; Women n=57)**

![](media/image28.emf) **(Men n=166 ; Women n=57)**

Figure 20. Treatment of trainers at DSC/ITC

**Current Position**

When asked about their current position, more men than women reported
feeling that they had the support of their chain of command (60% vs.
44%; Figure 21).

**In my current position, I have the support of my chain of
command\...**

![](media/image29.emf)**(n=190)**

![](media/image30.emf)**(n=61)**

Figure 21. Support of chain of command for trainers

A greater percent of men than women reported that they received fair
treatment from their current chain of command (65% vs. 53%) and peers
(84% vs. 69%; Figure 22). The percent of female trainers who reported
receiving fair treatment from their peers in their current position was
significantly less than while at DSC/ITC (84% vs. 53%).

**In my current position,\...**

![](media/image31.emf) **(Men n=190 ; Women n=61)**

![](media/image32.emf) **(Men n=190 ; Women n=61)**

Figure 22. Treatment of trainers in their current position

**Observing Sexual Harassment**

In the survey, the Army definition of sexual harassment was printed
before the section of questions addressing sexual harassment issues.
This was done to ensure that trainers knew the Army's definition of what
constituted sexual harassment and answered the questions that followed
accordingly.

Women reported observing more sexual harassment in their current
training company than men. Thirty-three percent of female trainers and
17% of male trainers reported that they had observed sexual harassment
at least once in their current training company (Table 14).

BCT and OSUT trainers were similar in their reports of observing sexual
harassment (19% and 18% respectively); whereas AIT trainers reported
more observations of sexual harassment, with 27% observing it at least
once in their current training company.

Table 14. Trainer observation of sexual harassment

  --------------- --------------------------- ---------------------------
                  **MEN**                     **Women**

  Never           83%                         67%

  1-2 times       9%                          23%

  3 or more times 8%                          10%

  n=              189                         61
  --------------- --------------------------- ---------------------------

**Occurrence of Sexual Harassment Incidents**

The number of trainers who indicated that they had experienced sexual
harassment in the last 12 months were slightly lower than those who
reported having observed sexual harassment in the company.

On a single item assessing sexual harassment, "In the last 12 months
have YOU been sexually harassed?", 39% of the women and 2% of the men
said "yes." A composite assessment of sexual harassment was created
based on the answer to the previous question and three related
questions: "In the most recent incident, where did the sexual harassment
take place?"; "Who sexually harassed you?"; and "Did you report the
incident to your chain of command or other military authority?"
Answering yes to the single item question or answering 2 of the 3
related questions yielded an affirmative answer to "Have you been
sexually harassed since entering the military?" The composite assessment
yielded 39% of the women and 22% of the men being sexually harassed
(Figure 23).

![](media/image33.emf)

**(Men n=181-189 ; Women n=57-64)**

Figure 23. Trainer sexual harassment by gender

Compared to the SRP Army Wide Survey results, the percent of men
indicating that they had experienced sexual harassment was lower (Table
15). However, the percent of women indicating that they had experienced
sexual harassment was significantly higher than that of women Army wide
as reported in the SRP Army Wide Survey results.

Table 15. Percent trainers who have experienced sexual harassment

  ---------------- ---------------- --------- ------------------ ----------
                   **Men**                    **Women**          

                   **Trainer**      **SRP**   **Trainer**        **SRP**

  SH- single item  2%               7%        39%                22%

  n =              182                        64                 
  ---------------- ---------------- --------- ------------------ ----------

**The Circumstances in Which the Sexual Harassment Occurred**

Respondents who indicated that they had been sexually harassed were
asked several questions relating to the most recent incident. These
detailed questions referred to the location of the sexual harassment,
where the harassment occurred, who did the harassing and whether the
incident was reported.

**Where the Most Recent Incident Took Place**

Most women who reported being sexually harassed reported that it
occurred at their previous job (44%) or at their present job (28%); the
remaining women reported that it occurred at either DSC or ITC (28%).
Too few men (n=4) answered this question to make any conclusions.

For both men (49%) and women (39%) trainers, the most frequent place for
sexual harassment to occur was "elsewhere on post" (Figure 24). During
training (35%) and in the barracks (26%) were the next most frequent
responses for the women trainers. Men reported in the barracks and
during training with similar frequency (22% and 21% respectively).

![](media/image34.emf) **(Men n=68 ; Women n=23)**

Figure 24. Location of most recent incident of trainer sexual harassment

**Who was the Sexual Harasser**

The person reported to be the sexual harasser varied for men and women
(Table 16). Most men and women cited other military members as the
sexual harassers.

Table 16. Who sexually harassed trainers

  ---------------------- ---------------------- -------------------------
                         **MEN**                **WOMEN**

  Drill Sergeants        24%                    30%

  AIT Instructors        33%                    5%

  Officer in CoC         30%                    10%

  1SG                    9%                     20%

  Other NCO              0%                     20%

  Enlisted               3%                     5%

  Civilian               0%                     10%
  ---------------------- ---------------------- -------------------------

**Reporting of the Incident**

Of those who were sexually harassed, 92% of the men and 22% of the women
reported the incident to their chain of command or other military
authority. The most frequent reason for not reporting the incident was
that they handled it themselves (8% men; 44% women). Fear of reprisals
did not prevent men from reporting the incident. However, 28% of the
women trainers reported fear of reprisals as the reason for not
reporting the incident. Of those who reported the incident, over half
did not know the outcome. Only a small percent (19%) reported that
nothing was done in response to the complaint.

**SEQ Behaviors**

Although the percent of trainers indicating that they had experienced
sexual harassment was high enough to indicate a serious problem, when
individual behaviors defined by the SEQ to constitute sexual harassment
were examined, the numbers increased dramatically.

An overall assessment of the incidence of sexual harassment showed that
91% of the male trainers and 95% of the female trainees reported
experiencing at least one of the behaviors from the modified Sexual
Experiences Questionnaire (SEQ; Fitzgerald, et.al.; 1988). These
behaviors ranged from offensive jokes to coerced sex and assault. It is
important to remember that when asked "Have you been sexually harassed
in the last 12 months?", 2% of the men and 39% of the women said they
had experienced sexual harassment (Table 17). Clearly, trainers were not
interpreting all of these behaviors as constituting sexual harassment.
Trainers most frequently reported experiencing Crude/ Offensive
Behaviors with "being told suggestive or offensive jokes" the most
frequent behavior.

The percent of trainers indicating that they experienced SEQ behaviors
was consistently greater than that found in the SRP Army Wide Survey
(Table 17).

Table 17. Percent trainers who have experienced SEQ Behaviors

  ----------------- ------------- ------------- --------- ------------- -------------
                    **SRP Army                            **SRP         
                    Wide**                                Trainers**    

                    **Men**       **Women**     **Men**                 **Women**

  Crude/Offensive   76%           78%           90%                     93%
  Behaviors                                                             

  Sexist Behavior   63%           72%           73%                     93%

  Unwanted Sexual   30%           47%           39%                     83%
  Attention                                                             

  Coercion          8%            15%           6%                      40%

  Assault           6%            7%            2%                      10%

  n=                                            189                     60
  ----------------- ------------- ------------- --------- ------------- -------------

Note: Army refers to data collected from the SRP Army Wide Survey.

**Crude/Offensive Behaviors**

The category of Crude/Offensive Behaviors included survey items on:
hearing suggestive stories or offensive jokes; crude or offensive sexual
remarks; being whistled, called, or hooted at in a sexual way;
witnessing sexual gestures or body language; being stared at, leered at
or ogled; or having had someone physically expose themselves to you.
Both men and women in all training types most frequently reported
experiencing behaviors of this nature (88% and 90%, respectively).

**Sexist Behaviors**

The majority of the trainers have experienced sexist behaviors.
Experiencing sexist behaviors included being treated differently because
of your gender; having pornography or sexist materials displayed;
hearing sexist comments; or being put down because of your gender. Most
men (73%) and women (93%) reported experiencing sexist behaviors.

**Unwanted Sexual Attention**

This category included: someone attempting to discuss your sex life or
sexual matters with you; being touched in a way that made you feel
uncomfortable; receiving unwanted sexual attention; having someone try
to establish a romantic sexual relationship with you despite your
continued efforts to discourage it; someone making unwanted attempts to
fondle you; or someone continually asking you for dates or to dinner
despite your efforts to discourage the person. Being in a situation
where a fellow trainer or superior made a sexist remark was the most
frequently reported behavior in this category for men (67%) and women
(85%).

**Sexual Coercion**

This category included behaviors that focused on job benefits or losses
conditioned on sexual cooperation. The questions asked about whether you
felt bribed to engage in sexual behaviors; were implied faster promotion
for sex; had to respond positively to sexual invitations to be treated
well on the job; made you believe that you would be treated badly for
being uncooperative sexually; or treated you badly for refusing to have
sex. However, the prevalence was less than that reported in the SRP Army
Wide Survey for men (6% vs. 8%) and greater for women (40% vs. 15%).

**Sexual Assault**

This category consisted of two behaviors: someone having made unwanted
attempts to have sex with you which resulted in you struggling; or
having sex with you without your consent. Like sexual coercion, a
smaller percent of men and a greater percent of women reported
experiencing assault than was found on the SRP Army Wide Survey (men 2%
vs. 6%; women 10% vs. 7%).

**Discrimination**

Trainers were also asked if they had experienced any discrimination in
the past 12 months. Most men (79%) and women (67%) reported that they
had not experienced any discrimination. Of the male trainers who had
experienced discrimination, the most frequent response was racial
discrimination (11%), followed by "other" discrimination (4%) which
included discrimination because of age or weight. Of the women who had
experienced discrimination, the most frequent response was gender
discrimination (21%), followed by "other" discrimination (5%) and racial
discrimination (5%).

**Conclusion**

Overall, large numbers of trainers were experiencing SEQ behaviors.
However, most trainers did not consider all the SEQ behaviors to be
sexual harassment. Consequently, there was a discrepancy in the percent
reporting a SEQ behavior and the percent experiencing sexual harassment.
This was likely due to trainers using their own definition of what
constitutes sexual harassment rather than the Army's definition when
determining whether or not they had been sexually harassed.

The percent of trainers who experienced SEQ behaviors revealed a similar
trend to that found in the SRP Army Wide Survey. However, in comparison
to the SRP Army Wide Survey, the percent of trainers in general who had
experienced crude/offensive behaviors, sexist behavior, unwanted sexual
attention, coercion or assault were all greater. For the female
trainers, the difference was significant. Most of the sexual harassment
reported involved trainers with other trainers. Trainers who did not
report incidents to the chain of command or another military authority
preferred to handle it themselves. Few trainers chose not to report the
incident due to fear of reprisals.

Despite the large number of trainers who reported experiencing SEQ
behaviors, the majority of trainers reported that they were treated with
respect and dignity. Furthermore, they felt that they received fair
treatment from their peers and chain of command.

References

Bastian, L.D., Lancaster, A.R., & Reyst,H. E. (1996). Department of
Defense 1995 Sexual Harassment Study. (Report No. 96-014). Arlington,
VA: Defense Manpower Data Center

Fitzgerald, L.F., Shullman,S., Bailey, N., Richard, M., Swecker, J.,
Gold, A., Omerod, A. J., & Weitzman, L. (1988). The incidence and
dimensions of sexual harassment in academia and the workplace. [Journal
of Vocational Behavior, 32,]{.underline} 152-175.

Peterson, M.P. (1996). Information Paper . Subject: Army Sample Survey
of Military Personnel. U.S. Army Research Institute for the Behavioral
and Social Sciences.

Rosen, L.N. and Martin, L. (1996). The integration of women into Army
units: Impact of sexual harassment and gender bias. Technical Report.
Walter Reed Army Institute of Research, Washington, D.C.

Thomas, P.J., Newell, C.E., and Eliassen, D.M., (1995). Sexual
harassment of Navy personnel. Technical Report. Navy Personnel Research
and Development Center, San Diego, CA.

**Part III**

**FOCUS GROUP RESULTS**

**MILITARY FOCUS GROUPS**

***Subjects***

A total of 487 military focus group discussions were conducted with
5,887 soldiers. Groups were conducted with soldiers selected at random
at each location the Panel visited. Groups were formed based on rank and
gender. Junior Enlisted (E4 and below), Junior NCOs (E5 and E6), Senior
NCOs (E7 and above), Company Grade Officers (Captains and below), and
Field Grade Officers (Majors and above) were the rank groupings used.
All male and all female groups were conducted, with same gender
facilitators and note takers. In some remote locations, mixed gender
facilitators and note takers were used due to the small number of staff
that visited those locations. There were no differences in the comment
categories most frequently mentioned for these groups, so they have been
included in this overall analysis.

***Analysis Methodology***

The Military Focus Group Protocol consisted of 17 questions; one
question asked for a definition of sexual harassment in order to
determine soldiers' understanding of the Army definition. This question
was not analyzed.

All responses for each question in the protocol were read and
transcribed into a computer software program. A list of unique responses
was compiled for each question and grouped into categories. A 20% random
sample of the comments for each question was then coded according to
these categories. After refining the coding categories, a 3-digit number
was assigned to each category, making it easier to determine the
frequency with which each comment category was mentioned. A second
sample of comments was then coded to test the corrected categories.
Final corrections, if needed, were made and all comments were then coded
into categories.

Determining the frequency of a comment category was complicated by the
fact that 18 people were involved in taking notes during the focus
groups. This resulted in some error due to variations in precision. For
example, if there were 10 people in a group and 8 members responded
"yes" to a question, some note takers recorded the number of respondents
answering yes while others simply said "most said yes." In this event,
coders recorded a positive response for half the number of people in the
group, and coded the negative responses as given. This procedure was
adapted to minimize coding error and to ensure all comments were coded
consistently across all protocols. After all comments had been coded,
the comments that did not fit the original categories (and were coded
"other") were isolated and re-coded into new coding categories. In
addition, some categories were merged.

With the exception of the question asking for a definition of sexual
harassment, all questions in the protocol were analyzed by rank and
gender. The participant's confidentiality was stressed and guaranteed
prior to all focus group discussions. Examples will be given of quotes
which are illustrative of quotes given in the focus groups. A summary of
the most frequently mentioned categories of comments and examples of
quotes are provided for each of the questions in the summary of results
which follows. A copy of the Military Focus Group protocol can be found
in Annex F.

***Summary of Results***

**The Army Career**

***♦ The most satisfying aspects of an Army career involved
interpersonal interaction and the job itself. The most dissatisfying
aspects of an Army career involved leadership and the impact of
downsizing.***

When asked about the most satisfying aspects of their career in the
Army, different assignments and people the people they had worked with,
the most frequently mentioned comments were: the job itself; travel
opportunities; sense of accomplishment; and opportunity for leadership.
For example, one soldier remarked that the most satisfying aspect of the
Army was the "ability to make a difference, even at a small level."
Another soldier mentioned that it was "the challenge, new jobs and new
positions" that was exciting. The interpersonal aspects of the Army were
cited by many as a positive. For example, one soldier commented on "the
comradeship- \[and how\] it is unique in the military and you don't find
it anywhere else." Several comments from focus groups indicated that
"the people \[and\] quality of the solders and NCO's" made their career
in the Army satisfying.

With regard to dissatisfying aspects of their Army career, frequently
mentioned comments from focus groups indicated poor leadership, lack of
benefits, unfair treatment, and downsizing. Comments indicated that
soldiers perceived leaders as being "afraid to make decision\[s\]
because they're afraid of rank" and "reluctant to take care of soldiers
below them." A common complaint was that "leaders are not visible."
Another area of dissatisfaction revolved around the effects of
downsizing on troops and available benefits. Describing the impact of
downsizing, one of the comments from a focus group stated that "\[it\]
has led to back stabbing and going back to a high school mentality." In
addition to creating a fiercely competitive environment, several
comments from focus groups indicated that there has been an overall
"loss of respect for the institution as a result of the drawdown."
Downsizing has reduced available resources. A soldier in a focus group
felt that "if you're dedicated to the Army, the Army should be dedicated
to you\...benefits are dwindling." Eroding family medical and dental
benefits was a common concern voiced in many focus groups.

***♦ When assessing whether they had gotten a fair deal in their
promotions, senior officers' comments were largely positive. Other rank
groups' comments indicated that they believed the system was broken*.**

When asked to reflect on their promotions and whether or not they "have
gotten a fair deal," senior officers' comments were more positive than
other rank groups. Among senior officers, the sentiment was that the
system was effective. In other rank groups there was a common belief
that the system was broken and "based on who you know." They felt that
the system was unfair, laden with preferential treatment for certain
populations and based too much on civilian education credits. Soldiers'
concerns regarding quotas were exemplified by one soldier's statement
that "I'm not getting promoted and I'm told that there are race and
sexual quotas." The emphasis on education was particularly worrisome for
those who were "always deployed overseas \[and did\] not have enough
opportunity to go to school." Across all ranks many felt that the system
had to be worked to get the jobs needed for promotion. One soldier
poignantly stated that "it gets to the point to where you have to do
things almost to the point of back stabbing to get ahead." Soldiers in
several focus groups commented that "you should be told by the DA board
why you did not get promoted."

***♦ When assessing whether they had gotten a fair deal in getting
assignments that were good for their career about half felt they had.
Most soldiers indicated that branch managers were the key to receiving
good assignments*.**

Reflecting on their assignments, about half felt that they received
assignments that were good for their career. This was most frequently
attributed to managing their own career and staying in close contact
with the branch manager. One soldier commented "I've gotten everywhere I
wanted to go, but you have to work the system." Another soldier remarked
that "calling DA helps."

Soldiers who felt they had not received assignments that were good for
their careers often mentioned that they had problems with their branch
manager. For example one soldier stated that "promotion and assignments
has a vicious cut throat cycle. You have to get to be buddies with
\[the\] branch manager." A large number of soldiers commented on how
receiving career enhancing assignments depended on who you know. This
was exemplified by one group's discussion of the "good old boy network."

***♦ Generally, soldiers reported getting jobs that were good for their
career. However, soldiers who were not working in their MOS felt that
they were not receiving career enhancing job positions*.**

Most comments indicated that soldiers have gotten jobs in their units
that were good for their career; that is, if they were working in their
MOS. Those that have been working in their MOS found "assignments and
job positions are not a problem." Some soldiers commented that they
"can't get jobs that are needed for promotion." An example would be
receiving promotions and career enhancing positions. Soldiers also
commented that getting jobs that were good for their career depended on
who you knew. Another frequently mentioned reason for not receiving
needed jobs was not working in their MOS. One soldier stated, "I've
worked in my MOS six months in the last five years."

Some female soldiers felt that they did not receive the same
consideration for jobs as men. One woman explained, "there is no level
playing field in being selected for jobs. Most women are not considered
the first choice for a tough job." A few women indicated that they had
not received a job because of being women. For example, "my senior rater
did not like women in the Army and stated he would do his best to get
them out."

**The Work Environment**

***♦ The majority of enlisted and NCOs comments indicated that they did
not think that people in the unit treated each other with dignity and
respect*.**

More female comments than male comments indicated that soldiers were not
being treated with respect and courtesy. Comments from enlisted soldiers
were more negative than those from officers. Enlisted women were the
most negative and male field grade officers the most positive. Several
comments focused on the lack of respect between officers and enlisted.
For example, "respect goes both ways, officers here always demand
respect but do not give it." Another soldier explained, "a lot of
officers and senior NCOs are stepping on subordinates to get ahead."

***♦ Most comments by enlisted soldiers and junior officers indicated
that their leaders did not maintain fair standards.***

Overall, comments from enlisted soldiers indicated that they did not
believe that leaders maintained fair standards. Field grade officers
were largely more positive in their comments. Double standards among
officer-enlisted; senior enlisted-junior enlisted and male-female were
the most frequently mentioned lack of fair standards. There was a
general sentiment that "rules apply to 'us' and not to 'them.'" For
example one soldier stated, "My commander always picks males over
females; \[there are\] no females in leadership" Another stated that
"some men and senior officers have a different standard." Several other
comments addressed cliques or "favorites" receiving special treatment.
Some references were made to the type of standards in the unit. One
officer explained that "in order to maintain fair standards, you have to
have standards." Going even further, another officer continued, "if you
have a hard core standard, people adhere to it. If you have a soft
standard, people adhere to that."

**Sexual Harassment in the Work Place**

***♦ Most comments indicated that leaders took positive actions to
eliminate discrimination and harassment*.**

When asked what actions their leaders took to eliminate discrimination
or harassment, most responses indicated that there were positive leader
actions. Actions taken included from responding immediately to any know
instance, leading by example, and communicating effectively up and down
the chain of command. Several responses indicated that "the command does
not hesitate to fix a problem quickly and fairly." Having unit meetings
was frequently mentioned as a means for action. Meetings provided an
opportunity for "leaders \[to\] communicate tolerance standards" and
"ask how everything is going and what's not working."

Some comments indicated that leaders either took no action or
inappropriate actions when sexual harassment occurred. Several soldiers
felt that "the Army has not failed to inform, they have failed to
enforce" and that there was a "lack of proactive efforts." More
poignantly, one soldier commented that "they (leaders) don't know what
is going on and don't want to know." Inappropriate actions cited in
responses included attempting to cover-up the incident or taking
negative actions toward the victim.

***♦ Soldiers believed that the Army is making a fair and reasonable
effort to eliminate sexual harassment. However, they also believed that
there has been an overreaction to the recent media attention*.**

Overall, comments reflected the belief that "the army is trying to take
care of its problems," but the Army policies are not implemented
properly. One soldier expressed, "there are programs in place; however,
the leadership is not doing a good job enforcing these programs." To
many soldiers, the "problem is not policy or procedure, it is the person
you take the complaint to." When steps are taken to stop sexual
harassment, one soldier stated that "prevention is not discussed as much
as reaction."

Several comments indicated that many soldiers felt the Army was
overreacting to recent media attention. Soldiers believed this
over-reaction resulted in females being penalized or "being treated as a
second class citizen," and men being afraid to work with women. One
woman explained, "Men are fearful of me now\... I can't be part of the
team."

***♦ Female soldiers felt less free than men to report any
discrimination/harassment without fear of bad things happening to
them*.**

Overall, more women than men from all rank groups indicated that they do
not feel free to report incidents. Fear of reprisals from their chain of
command and from other soldiers, and lack of trust in the system, are
the primary reasons for not reporting sexual harassment or
discrimination. When discussing repercussions, one soldier stated that
"this is serious matter, my family's livelihood would be threatened."
Others did not report incidents "because the leaders are doing the
harassing and they will get you somehow."

***♦ Soldiers attempted to handle sexual harassment themselves before
reporting it*.**

When asked about sexual harassment, most who said that they would report
the incident would go to the chain of command only after trying to
handle it themselves. A typical response was "yes (I would report it),
after I have done everything to stop it on my own." One soldier who
would report an incident pointed out that "after (reporting) you'll have
to go through hell and high water."

Among those who indicated that they would not report sexual harassment,
the most frequently given reasons for not reporting were: chain of
command will not take any action; complaints will not be acted upon; and
fear of reprisals from the command and other soldiers. Many comments
exemplified the complexities associated with choosing to report an
incident, for example, "leaders want to succeed and if your reporting
threatens that success, your report will go nowhere." A male soldier
reflected that "males won't report it; other males were chastised."

***♦ Gender differences exist in experiencing and witnessing sexual
harassment*.**

Gender differences were found in experiencing or witnessing sexual
harassment. In all rank groups, more female comments than male comments
mentioned that they had witnessed or experienced sexual harassment. The
majority of women indicated they had experienced or witnessed sexual
harassment. Sexual harassment encompasses a wide array of behaviors.
Along the continuum of behaviors was a woman who explained "my AIT NCO
told me that if I slept with him I would get a good grade." One female
soldier expressed her dismay with her experiences, "I joined the Army to
be a soldier not to be fondled." For some women, they have experienced
sexual harassment often enough that "jokes/comment are tolerated and
expected to a degree."

Male field grade officers were least likely to comment that they had
witnessed or experienced sexual harassment. Some men were unsure what
constituted sexual harassment: "I guess the things I hear guys telling
women around here could be sexual harassment."

***♦ Sexual harassment was not perceived to affect the unit's ability to
accomplish its mission*.**

While sexual harassment was not seen as affecting the unit's ability to
do its mission, there were severe negative effects on cohesion, morale,
and trust. Soldiers who have had sexual harassment issues in their
company, frequently mentioned that it led to a break down in unit
cohesion. Some male soldiers "don't think its worth talking to females."
One female soldier elaborated, "it's (sexual harassment) kind of
segregating the males and females. You're never part of the group. Men
are afraid to say anything and you can't work with them." Another
frequently mentioned effect was that of decreased morale. A soldier
highlighted sexual harassment's effect commenting, "you can't work with
someone you feel you have to defend yourself against." Another soldier
said, "Are you willing to go to war with these people knowing that these
attitudes are around you?" The potential for being falsely accused of
sexual harassment has created an atmosphere of mistrust and fear.

**Awareness Training**

***♦ Most soldiers have received EO and sexual harassment training in
the past 12 months. The perceived effectiveness of the training was
mixed.***

Almost all soldiers reported attending equal opportunity training in the
last 12 months. EOAs and EORs were the most frequently mentioned
trainers for this type of training. The training was generally conducted
at the unit level.

Like EO training, most soldiers reported attending sexual harassment
prevention classes in the past 12 months. The most frequently mentioned
training was for the entire chain of command and company. Generally, the
trainers were the EOA/EOR or commander.

Comments regarding the effectiveness of the training were mixed. Those
who thought it was effective found that scenario-based training,
discussion groups, skits and having a JAG to answer questions were the
most helpful. Those who felt it was ineffective saw the training as
merely "check the box training" which was boring and too repetitive.
Non-interactive lectures with repetitive information, dated slides, and
irrelevant material was frequently mentioned as making training
uninteresting and unhelpful.

**Suggestions**

-   ***Recommendations for improving the current situation varied
    widely.***

When asked for ways to address the problems and issues of sexual
harassment and discrimination, responses were diverse and often did not
pertain to the question. Notwithstanding, a few broad categories of
responses emerged. A frequently mentioned suggestion was to increase the
training soldiers received on interpersonal skills including how to
behave. Several comments regarding training on these issues reflected,
"you can have all the classes in the world, but unless you enforce
standards, you lose it." Another common recommendation was to make
punishments known and uniform regardless of rank.

Several comments referred to the treatment of the victim. One soldier
recommended "pay\[ing\] more attention to the victim after the fact."
Another remarked that investigators "put the victim on trial."

A large number of comments referred to leadership issues. For example,
one soldier suggested holding "commanders accountable for the EO
program." Several soldiers, male and female, commented that "females
need to be more visible and they need to be in top leadership
positions."

**TRAINEE FOCUS GROUPS**

***Subjects***

Groups were conducted with male and female trainees selected at random
from TRADOC installations. A total of 84 focus group discussions were
conducted with 994 trainees. Of that number, 63% were males and 37% were
females. These soldiers were either in AIT, BCT, OSUT, or undetermined
(14 groups had identifying information omitted). Since some of the
groups were mixed with respect to type (AIT, BCT, or OSUT), no breakdown
of type is shown and results are presented with all types grouped
together.

***Analysis Methodology***

The Trainee Focus Group protocol consisted of 15 questions; one question
asked for a definition of sexual harassment and was used as an
opportunity to determine whether or not soldiers-in-training had an
understanding of the Army definition. This question was not analyzed.

All responses for each question in the protocol were read and typed into
a computer software program. A list of unique responses was compiled for
each question and grouped into categories. A 20% random sample of
comments to each question was then coded according to these categories.
After refining the coding categories, a 3-digit number was assigned to
each category, making it easier to determine the frequency with which
each comment category was mentioned. A second sample of comments was
then coded to test the corrected categories. All comments were then
coded into the final coding categories.

Determining the frequency of a comment category was complicated by the
fact that 18 people were involved in taking notes during the focus
groups. This resulted in some error due to variations in precision. For
example, if there were

10 people in a group and 8 people in the group responded "yes" to a
question, some note takers recorded the number answering yes while
others simply said "most said yes." In this event, coders recorded a
positive response for half the number of people in the group, and coded
the negative responses as given. This procedure was adapted to minimize
coding error and to ensure all comments were coded consistently across
the protocols. After all comments had been coded, the comments that did
not fit the original categories (and were coded "other") were isolated
and re-coded into new coding categories. In addition, some categories
were merged.

One scientist coded the Trainee data, thus making it unnecessary to
perform an inter-rater reliability analysis. Codes and categories were
reviewed by senior scientists to ensure consistency in reporting.

With the exception of the question asking for a definition of sexual
harassment, all questions in the protocol were analyzed. The
participant's confidentiality was stressed and guaranteed prior to all
focus group discussions. Examples will be given of quotes which are
illustrative of quotes given in the focus groups. A summary of the most
frequently mentioned categories of comments and examples of quotes are
provided for each of the questions in the summary of results which
follows. A copy of the Trainee Focus Group protocol can be found in
Annex G.

***Summary of Results***

***♦ Trainees experienced a variety of good experiences during their
training***

Male soldiers-in-training (trainees) indicated that getting into shape
and training were the two best things that happened to them during their
current training. Getting into shape included losing weight, completing
the runs without falling out, and getting more physically fit in
general. One male soldier reported that he, "never did this much
exercise before, feels good." Training included a variety of areas such
as weapons training, field training exercises, and completing the
confidence course. Another male soldier reported the things he liked
about training were, "learning to shoot M-16, obstacle course, soldierly
things." Male trainees also commented that they experienced personal
growth and enjoyed working with and meeting new people. Personal growth
included things like building self-esteem, sense of accomplishment,
integrity, and confidence. One male commented that he was "no longer
treated like a thing, feeling like a person."

Women on the other hand indicated that working with and meeting new
people and personal growth as the two best things that happened to them
during their current training. Working with and meeting new people
included such things as working with people from different backgrounds
and making new friends. A common response from the women referenced
"meeting people and making friends." Personal growth included building
self-esteem, sense of accomplishment, integrity, and confidence. One
female commented on feeling a sense of accomplishment by saying, "sense
of accomplishment, exceed your own expectations." Females also commented
that being in the Army has been a good experience overall and they have
enjoyed getting into shape. Some of the females found training to
actually be fun and enjoyable as this comment indicates, "I love BCT, I
think it's fun." While getting into shape does not appear to be as
important for the females as it was for the males, it was still the
fourth most frequently mentioned issue. A female captured this point by
saying, "good PT, I use to be a couch potato."

***♦ Trainees also experienced a variety of bad experiences during their
training***

Both for males and females, there were a lot of different issues
mentioned for the worst things that happened to them during their
current training. Since there were so many issues mentioned, the top
three comments will be discussed. Three of the worst things that
happened to the males during their current training were the Drill
Sergeants' (DS) treatment of soldiers in general, being away from their
family, and lack of sleep. The Drill Sergeants' treatment of soldiers
included comments like DSs lack of respect for their soldiers and
swearing at soldiers. For example, "DSs cuss at the soldiers too much,
'f\*\*\* s\*\*\*, 'stupid SOB', 'm\*\*\* f\*\*\*'. One DS cusses so
much, but he does not give clear, concise instructions. You don't know
what they want." Being away from their family included comments such as
missing their family, and missing their spouse. Lack of sleep covered
areas such as getting up at 4:30 A.M. and not getting enough sleep in
general.

Three of the worst things that happened to the women during their
current training were the DSs' treatment of soldiers, getting smoked /
mass punishment, and quality of life issues. The females also commented
that the DSs yelled and cursed at them too much. Getting smoked and mass
punishment included getting dropped for 50 push-ups for no apparent
reason and everyone getting punished for the actions of one or two
people. Quality of life issues focused on living conditions (barracks,
shower facilities, laundry facilities, not enough personal space, etc.).
As one female put it, for example, "Living conditions for females suck.
49 people on 1/2 an open bay barracks. We're all piled up. Males have
personal rooms, and have an open bay." It should be noted that living
conditions vary at the different training locations.

***♦ For the most part trainees are expected to achieve the same
standards***

Overall, many comments indicated that all soldiers were expected to
achieve the same standards. As one male said, "Yes, everyone is held to
the same standard" and a female agreed by saying, "Yes, the standards
are the same for everyone. Soldiers need to do what they are required to
do if they don't want to get picked on." Of the negative comments, both
males and females reported male / female double standards as the most
negative response. Male / female double standards include a variety of
areas such as males get privileges females do not get or only males have
to do the heavy details while the females get to sit in the office. For
example, a couple of males commented that there were "different details,
females do paperwork and males dig up trees" and "females are punished
to a different standard. I get dropped for 50 push-ups; the women do
less." A female used the following example of male / female double
standards, "overall standards for males and females are different. The
females wax the floor, spit shine our boots. The males floor can look
bad, brush shine boots and they get commended for this 'improvement'.
The female Drill Instructor (DI) pushes us harder, let the males get
away with things."

***♦ For the most part trainees were equally encouraged to succeed
during training***

When asked if all soldiers were equally encouraged to succeed during
training, many male comments and about half of the female comments
indicated that all soldiers were equally encouraged to succeed during
training. A couple of males commented that "as a whole they encourage
equally" and "everybody is encouraged to do better, but not in the
civilian way. They always yell at you." An example that a female gave
was, "Yes, my drill instructors would get on the track and run with you
if you were hurting at PT. They don't want to send you home." Of the
negative comments from males, some reported favoritism as the most
negative response. Males commented that, "Every DS picks a favorite it
seems" and "DSs play favoritism male / female." Approximately half of
the negative comments from females indicated male / female double
standards as their most negative response. A female commented that, "If
someone is encouraged, they'll try. There was a female soldier who was
having trouble in school and she was belittled. A guy that was in the
same situation was encouraged and he tried harder."

***♦ Nearly half of the trainees expressed fair treatment of soldiers
within their unit***

When asked if soldiers in their unit were treated fairly, about half the
comments indicated that they were treated fairly. An example of this
from one of the males was we, "all get treated equally bad when
something goes wrong, all get treated equally treated good when things
are going good." And one of the females commented that, "overall things
are fair, fair treatment." Of the negative comments, both men and women
reported male / female double standards as the most common response. A
couple of male responses to this were, "No, the females 'get off' a lot
easier than the males do" and "we had two stout females volunteer for
file cabinet moving detail and the Drill said 'no!' we need males." On
the other hand women commented that, "males are always given hints on
how to improve, but females aren't" and "No, males get special passes
and females never do. Not in our platoon anyway."

***♦ Trainees views on equal treatment by male and female Drill
Sergeants***

Trainees were asked two questions about whether or not male and female
DSs treated male and female soldiers equally. Male comments indicated
equal treatment by male and female DSs. A couple of examples of male DSs
equal treatment were, "Yes, everyone is treated the same" and "Females
get it just like the males do. No one gets over." General comments were
made for female DSs such as "Some soldiers felt, 'we get treated all the
same'." Of the negative comments by males, some males reported male DSs
were easier on females and female DSs were harder on females. Easier on
females refers to favoritism and females being able to "get over" on DSs
by getting out of doing something they were told to do such as, "females
are treated better, they don't do anything hard or heavy" and "I think
that some male DS are easy on females because they are afraid that they
will get in trouble (harassment charges, etc.). Feel that males are held
more accountable for actions." Harder on females refers to pushing them
harder in general such as, "Our female drills are harder on females."

Many female comments indicated equal treatment by male Dss. Fewer female
comments indicated female DSs provided equal treatment. A couple of
comments from females on equal treatment from male DSs were, "No
difference when it comes to training (i.e., details, drop for push-ups)
all equal" and "All 'suck it up' the same." Close to half of the
negative comments by females indicated that male / female double
standards as the most negative comment for male DSs, and some of the
negative comments indicated that female DSs were harder on females, but
in a positive way. Male / female double standards cover a variety of
areas such as males receiving more current or accurate information than
females or males getting certain privileges that females do not get. For
example, "In BRM the male Drill Sergeants are more enthusiastic about
males than females" and "they humiliate the females in front of the
whole company. They don't do that to the guys." Female DSs being harder
on females in a positive view refers to the perception that female
trainees are glad the female drills are harder on them because it helps
them to succeed. For example, "Females just keep pushing, and I like
being pushed. I like a challenge. And, it makes me stronger and builds
my self-esteem" and "we have a female drill that is much harder on the
females. They think we need to achieve higher standards. But, this isn't
a bad thing."

***♦ Gender differences exist between trainees in their views on
witnessing or experiencing sexual harassment***

Overall, when asked if they had witnessed or experienced any sexual
harassment in the Army, many of the male and some of the females
comments were negative. Both male and female comments indicated that the
examples given in the vast majority of cases were not really sexual
harassment, but rather consensual sex between DS and trainees and
between trainees. In some cases, when examples were given, they were
incomplete and difficult to determine the circumstances surrounding the
incident.

***♦ For the most part trainees indicated that they would report a
sexual harassment incident***

Overall, most of the males' comments indicated that they would report if
they were sexually harassed and if the behavior continued. Some of the
males indicated they would not report the incident because they would
handle it on their own or they would be considered the joke of the town
if they did report. Of the men who said they would report sexual
harassment, reporting to the chain of command (unspecified) and Drill
Sergeants were the two most frequently mentioned choices along with the
Chaplain and the EOA/EOR.

Overall, most of the females' comments indicated that they would report
if they were sexually harassed and if they were unable to handle it on
their own. Some of the females indicated that they would not report the
incident because they would handle it on their own. Others believed
nothing would be done about it if they did report the incident. Of the
females who said they would report sexual harassment, reporting to the
chain of command (unspecified) and Drill Sergeants were the two most
frequently mentioned choices along with commanders and chaplains.

***♦ The majority of trainees have had Equal Opportunity training***

Ninety-eight percent of males and 100% of females have received training
on equal opportunity since they joined the Army. Drill Sergeants,
EOA/EORs, and Commanders were the most frequently mentioned for
conducting training for the males and Drill Sergeants, Commanders, and
EOA/EORs were the most frequently mentioned for conducting training for
the females.

***♦ The majority of trainees have also had training on the prevention
of sexual harassment and, for the most part, training was effective***

Ninety-nine percent of the males and 100% of the females have received
training on the prevention of sexual harassment since joining the Army.
Commanders and Drill Sergeants were the two most frequently mentioned
for conducting training for both males and females. Of the positive
comments, many soldiers reported the training was effective/very
effective. In fact a male trainee said the training was "quite
effective. It has opened my eyes to things that I could have gotten in
trouble for if I did." As for negative comments, some of the males
commented that the training made them scared. Now, they are afraid to
even talk with a female not to mention working side by side with them
everyday. Men are afraid if they say anything to a female she will file
sexual harassment charges against him. For example, a couple of male
trainees said, "Messed me up. We went on family day pass and I did not
know how to approach a girl" and "two soldiers admitted being scared to
talk to other military women for fear of punishment." Of the negative
comments for females, some of the females commented that there has been
too much training. For example, "It's gone overboard", "In basic, we had
so many classes that it was overkill", and "It's good to have a class,
but they are having so many classes with the same information."

***♦ Suggestions for improving the human relations environment in the
Army were varied***

When asked to suggest some practical ways to improve the human relations
environment in the Army males and females responded in a variety of
ways. Only the top five comments will be discussed. Males suggested that
males and females should be separated during BCT training. It is too
much of a distraction to have females training along with the males.
However, the trainees did say males and females should train together
during AIT. While some males commented that males and females should be
separated during BCT, others commented that they should train together
from the very beginning. Everyone will have to work together at some
point, so start them off working together from the beginning. The males
also suggested that BCT needs to be harder. They expected training to be
a lot harder than it was; it's gotten too soft. Recruiters need to start
telling the truth about what to expect in BCT. If young recruits know
the whole story before entering the Army, they will be better equipped
to handle the situation. Males also suggested that they need more
privileges. For the most part, this means more passes and more phone
use.

Females suggested that the Army needs to re-look the battle-buddy
policy. They wondered why they always have to have a battle buddy with
them all the time - even if they have to use the latrine. In some
locations only the females have a battle buddy, while the males do not
have to have one. Another suggestion was to improve the living
conditions (barracks). They suggested adding more space, stop
overcrowding, adding more shower stalls, and fixing the broken washers
and dryers. Females also suggested that the sexual harassment training
needed to be improved. Training should be more current, use more
realism, and more varied (not the same old training over and over).
Communication needs to be improved both between DSs and trainees and
between trainees according to the female trainees. For the most part,
communication needs to be improved between everyone. And finally, women
suggested that mass punishment needs to stop. Punish the individual, not
everyone else.

**TRAINER FOCUS GROUPS**

***Subjects***

A total of 58 focus group discussions were conducted with 520 drill
sergeants and AIT instructors. Of that number, 63.1% were drill
sergeants and 36.9% were instructors; 30.5% were females and 69.5% were
males. This resulted in 16.3% of female drill sergeants and 48.1% of
male drill sergeants; 14.1% of female instructors and 21.4% of male
instructors. One focus group included both males and females. In order
to examine gender differences, the data from this group were excluded,
resulting in the exclusion of 11 people from any gender analysis. Due to
the small number of respondents and the further complication that many
groups were mixed with respect to type (BCT, OSUT, or

AIT), no breakdown of type is presented and results are presented with
all types grouped together.

***Analysis Methodology***

The Trainer Focus Group protocol consisted of 13 questions; one question
asked for a definition of sexual harassment in order to determine
soldiers' understanding of the Army definition. This question was not
analyzed.

All responses for each question in the protocol were read and typed into
a computer software program. A list of unique responses was compiled for
each question and grouped into categories. A 20% random sample of the
comments for each question was then coded according to these categories.
After refining the coding categories, a 3-digit number was assigned to
each category, making it easier to determine the frequency with which
each comment category was mentioned. A second sample of comments was
then coded to test the corrected categories. Final corrections, if
needed, were made and all comments were then coded into categories.

Determining the frequency of a comment category was complicated by the
fact that 18 people were involved in taking notes during the focus
groups. This resulted in some error due to variations in precision. For
example, if there were 10 people in a group and 8 members responded
"yes" to a question, some note takers recorded the number of respondents
answering yes while others simply said "most said yes." In this event,
coders recorded a positive response for half the number of people in the
group, and coded the negative responses as given. This procedure was
adapted to minimize coding error and to ensure all comments were coded
consistently across all the protocols. After all comments had been
coded, the comments that did not fit the original categories (and were
coded other) were isolated and re-coded into new coding categories. In
addition, some categories were merged.

One scientist developed the codes and coded the Trainer data, thus
making it unnecessary to perform an inter-rater reliability analysis.
Codes and categories were reviewed by senior scientists to ensure
consistency in reporting.

Groups were conducted with drill sergeants and instructors selected at
random from TRADOC installations. Due to the small number of female
drill

sergeants and/or instructors at some installations, groups were
conducted with all female drill sergeants or instructors at those
installations. In addition, groups of female trainers tended to be much
smaller than groups of male trainers.

Some comments indicated that some units involved in the focus groups
were all male. This may have affected the incidence of sexual harassment
noted by male responses. However, women are present on every post so it
is unclear how the absence of women in the workplace affected whether
respondents witnessed sexual harassment. Since no information was
gathered to determine whether women were present in these units, the
comments contributed by these all-male groups cannot be separated from
the rest of the comments.

With the exception of the question asking for a definition of sexual
harassment, all questions in the protocol were analyzed. The
participant's confidentiality was stressed and guaranteed prior to all
focus group discussions. Examples will be given of quotes which are
illustrative of quotes given in the focus groups. A summary of the most
frequently mentioned categories of comments and examples of quotes are
provided for each of the questions in the summary of results which
follows. A copy of the Trainer Focus Group protocol can be found in
Annex H.

***Summary of Results***

**♦ *Male and female trainers reported a variety of good and bad aspects
of their jobs***

When questioned about positive job attributes, male comments indicated
that career advancement and leadership experience was the most positive
characteristic. For example, one male comment reported, "develop(ing)
leadership skills in myself as a leader." Male comments also mentioned
that being around different people was an enjoyable aspect; other
comments simply mentioned that it was enjoyable work or a good job. One
male instructor stated, "(being) able to attend college. You can
actually plan to do something as an instructor." Another male drill
sergeant stated, "It is an honor and career enhancer to be a drill
sergeant."

In regard to negative job aspects, male comments commonly reported poor
leadership and poor support from the Chain of Command as the most
negative aspect of their jobs. Male comments also indicated that poor
resources and a low number of personnel, as well as working long hours
and having too many responsibilities are also problems. Many male
comments also reported that poor quality of soldiers was also a
negative; one trainer stated, "Some soldiers shouldn't be here due to
generalized technical or specialized training scores. Don't lower the
standard of soldiers you bring in." In addition, male comments suggested
that the Army has become too soft on soldiers and no longer has the
discipline required to adequately train the soldiers. Another trainer
reported, "Article 15's here (are) not proper punishment. Our officers
are too soft; 14 days extra duty doesn't do it." Finally, male comments
also reported

that the additional emphasis and reaction to sexual harassment along
with the negative media surrounding the issue has made their jobs
harder.

Female comments varied from the most frequently mentioned comments
reported by the males. Female comments indicated that being a positive
role model was the most positive aspect of their jobs. For example, one
female trainer stated, "The way privates look at you, you know that
you're a mentor and role model to them"; another stated, "Here we can
show what females can do (and be) positive role models." Female comments
also remarked that it was enjoyable work and a good job, as well as
mentioning having good co-workers. One female comment noted having a
"close knit group with two other male drill sergeants - we work well
together." Female comments also reported being in a good post location
with a positive environment as positive aspects.

Like the male comments, the female comments also reported a lot of
negative aspects of their jobs. Unlike the male comments, however, the
female comments listed male and female conflict as the most negative
aspect. One comment summed it up well, stating "If a female drill is
trying to excel, males don't like that; often you're breaking their
stereotypes of weak females." Female comments also reported long hours
and too many responsibilities as well as poor resources and a low number
of personnel (including too few female trainers) as being detrimental to
getting the job done. One female comment stated, "Long hours, getting
up, 12 hour days; sometimes 4am until 8pm"; another stated it "hurts
female drill sergeants because there are very few females to deal with
female issues. Female students feel more comfortable coming to females."
Like the male trainer comments, female comments indicated having poor
leadership and poor support from the Chain of Command and having a poor
quality of soldiers. One female trainer stated, "Soldiers are out of
control - no discipline. Must begin in basic training and they're not
getting the discipline they need in basic."

♦ ***Male trainers report better working relationships than female
trainers***

Male comments reported more positive working relationships than female
comments, both within their trainer group as well as between. Female
comments again stated that male / female conflict was the problem,
whereas male comments reported that when negative relationships existed,
inequalities in the enforcement of standards or disrespect from senior
officers were the cause. One female trainer reported that "men will
openly say women do not belong." However, many female trainers have had
positive experiences with their co-workers; one female instructor stated
"From my experience, the initial reaction to me is 'Oh my God, it's a
female'. I had to prove that I could teach. Now the men really respect
me as an instructor. Now they don't want me to PCS (permanent change of
station)."

Some male comments also reported that having too few drill sergeants and
instructors created tension in the working environment and that poor
attitudes often caused problems. Other female comments indicated that
poor attitudes as well as animosity towards women and disrespect were
problems at their jobs.

When trainer groups were compared, both drill sergeants and instructors
reported positive relationships, with drill sergeants comments reporting
slightly more positive relationships. Again, both groups' comments
attributed negative relationships to unequal enforcement of standards ,
male / female conflict, and disrespect from senior officers. One male
instructor commented, "Command puts the drill sergeants up on the
highest esteem, etc. They forget about us." Another instructor stated,
"It's the Chain of Command that's the problem. They'll pull the students
out to rake leaves, cut grass, etc."

♦ ***Both male and female comments report a lack of respect from their
officers and from the Chain of Command***

Although both male and female comments reported a lack of respect from
their Officers and from the Chain of Command, male comments reported
less respect than female comments. Male responses described the lack of
respect as micro-management and standards not being followed, with one
male drill sergeant stating, "Commanders in this arena micro-manage.
Captains tell each drill sergeant how to do it, where to do it, when to
do it, how long to do it." Male comments also indicated that officers
were often just worried about themselves or their reports. One male
trainer commented, "Officers will support you until they get in trouble.
Staff sergeants or sergeant first class will take the fall, not the
officer."

Female comments, on the other hand, described the lack of respect as
sexism or racism. One female trainer reported, "One officer we know
tells the guys to watch out for horny females right in front of us like
we're invisible." Female comments also indicated that micro-management,
as well as a lack of communication attributed to the lack of respect.

Drill sergeant comments reported receiving less respect than instructor
comments; both groups described the lack of respect as micro-management.

♦ ***Gender differences exist in willingness to report sexual
harassment***

When asked about sexual harassment, the vast majority of female comments
(74%) reported that they would [not]{.underline} report sexual
harassment due to a fear of reprisal and a belief that reports will not
be investigated. Many female comments were offered; for example, "I
would report it, but it may get ignored or even reversed"; "Nothing
happens. You are looked at as not being able to do

your job"; "No, I'm told, seasoned soldier, suck it up"; "I wrote up a
statement that went nowhere. After making my statement I was given a
letter of reprimand and threatened with being moved"; "No, I don't even
care. I'm at the point where I'm fed up"; and "It is proven that it
can't be done without coming back to you."

In contrast, the vast majority of male comments (73%) reported that they
[would]{.underline} report sexual harassment. Both male and female
comments reported that if not reporting, they would confront the accused
themselves. If reporting, both groups would report through the Chain of
Command and the EO. However, many indicated that the Chain of Command is
not receptive to sexual harassment reports. One male trainer stated,
"Chain of Command puts out a message - don't make waves." In addition,
one female trainer commented, "If you do, paperwork disappears; people
are too afraid."

♦ ***Gender differences also exist in reported experiences or witnessing
of sexual harassment***

Gender differences were also found in regard to the experience or
witnessing of sexual harassment. The majority of female comments (73%)
indicated that they [have]{.underline} witnessed or experienced it, with
most of the harassment being verbal. Of reported harassment, most was
reportedly initiated by privates or trainees with some being initiated
by drill sergeants, and most was corrected when it occurred. One female
trainer stated, "Trainees are bold and weak male drills can be easily
coerced." Another female instructor commented, "Students have too much
time on their hands and sexual harassment is one of many problems."

In contrast, the majority of male comments indicated they have
[not]{.underline} witnessed or experienced it. However, a few male
comments did suggest that sexual harassment is a growing problem; for
example, one stated, "These days you see very aggressive females. They
harass males frequently now."

♦ ***Neither the Drill Sergeants Course nor training to be an Instructor
prepared trainers to handle harassment or discrimination***

Training was reported to be lacking in preparing both drill sergeants
and instructors in handling incidences of sexual harassment. Both groups
reported that even when training was included, it consisted mainly of
memorizing modules and regulations and provided no hands on ways of
dealing with sexual harassment. One trainer reported, "They show you a
little film, they show you how to recognize it, but not how to handle
it." Another drill sergeant stated, "Drill sergeant school is a joke.
Memorizing modules is a waste. The school needs to teach more reality."

♦ ***Gender differences again exist in the perceived effectiveness of
the Prevention of Sexual Harassment training***

All respondents reported receiving training in the prevention of sexual
harassment within the last 12 months. Again, there were gender
differences in reporting on the effectiveness of the training. Female
comments reported that the training was not effective, with the majority
of male comments reporting that the training was effective. For example,
a typical female comment stated "Even after all the training, guys still
do things that they shouldn't do, such as using swear words and joking
about sex openly." When asked why training was not effective, both
groups reported that they were oversaturated with training and that the
training was becoming repetitive.

A few male comments indicated that training is teaching avoidance of
female soldiers. For example, one male trainer reported, "She can be
half naked, I don't care. I don't talk to women in the military."

♦ ***Suggestions for improving the human relations environment in the
Army were varied***

When asked for ways to improve the human relations environment in the
Army, responses were diverse and many did not pertain to the question.
However, when narrowed down into categories, male comments recommended
more discipline for soldiers and equal pay for drill sergeants,
recruiters and instructors. Male comments also recommended giving power
back to the drill sergeants and allowing them to do their jobs. Other
suggestions included enforcing equality and fairness as well as Army
values and standards. One male trainer stated, "Females get to walk
through Drill Sergeant School. They get over because they must graduate
a certain number of females. Let's be professional." Another
recommendation from male comments was to improve recruitment standards,
or better stated, "Quit the college crap and sell a career and
lifestyle."

Female comments recommended more/better training in dealing with sexual
harassment and recommended having training for everyone once a year. One
female trainer recommended, "Need to focus sexual harassment training
with EOA's instead of these other yo-yo's." Female comments also
recommended having more discipline for handling trainees, enforcing
equality and fairness as well as Army values and standards, and having
better recruitment standards for soldiers. One female comment put it
well in stating, "Not every person that raises their hand is cut out to
be in the military." In addition, female comments pointed out the need
for more females in all positions, including leadership.

**Part IV**

**INDIVIDUAL INTERVIEW RESULTS**

**MILITARY LEADER INTERVIEWS**

**Subjects**

Interviews were conducted with male and female military leaders in a
variety of positions such as Chaplains, Inspector Generals, Commanders,
First Sergeants, and Sergeants Major selected at random from sample
installations. A total of 612 interviews were conducted. Due to the
small number of females in some of the positions, the results are
presented with males and females combined.

**Analysis Methodology**

The Military Leader Interview protocol consisted of 17 questions; one
question asked for a definition of sexual harassment and was used as an
opportunity to determine whether or not military leaders had an
understanding of the Army definition. This question was not analyzed.

All responses for each question in the protocol were read and typed into
a computer software program. A list of unique responses was compiled for
each question and grouped into categories. A 20% random sample of
comments to each question was then coded according to these categories.
After refining the coding categories, a 3-digit number was assigned to
each category, making it easier to determine the frequency with which
each comment category was mentioned. A second sample of comments was
then coded to test the corrected categories. All comments were then
coded into the final coding categories. After all comments had been
coded, the comments that did not fit the original categories (and were
coded "other") were isolated and re-coded into new coding categories. In
addition, some categories were merged.

With the exception of the question asking for a definition of sexual
harassment, all questions in the protocol were analyzed. The
participant's confidentiality was stressed and guaranteed prior to all
interviews. Examples will be given of quotes which are illustrative of
quotes given in the interviews. A summary of the most frequently
mentioned categories of comments and examples of quotes are provided for
each of the questions in the summary of results which follows. A copy of
the Military Leader Interview protocol can be found in Annex I.

**Summary of Results**

***♦ Leaders reported good climate and facilities as positive features
of their installation while downsizing and poor location were negative
features.***

When asked about the positive and negative aspects of life at their post
location, leaders commented that the following four were the most
positive aspects. The most positive aspect cited was good command
climate. An example of this was, "Good atmosphere, respect and dignity
are preached within the company." The second most positive aspect was
good post location and the outside community. One leader said, "Pretty
post, good community involvement (civilian, military activity). NCO,
soldier, volunteer of month gets awards from community." Good facilities
and activities were also mentioned. For example, "Clean area and nice
facilities. The post support are very helpful." The fourth positive
aspect was that leaders viewed their jobs as a positive mission and an
enjoyable job overall. As one leader stated, "It's an honor to be in
leadership environment and be a first sergeant (1SG)."

The most negative aspect mentioned by leaders were the issues
surrounding the downsizing such as the lack of resources and personnel
shortages. One of the comments mentioned by a leader was that there are
"Not enough people to do the mission. Training has been affected due to
the downsizing." Another negative aspect was the poor services,
facilities, and housing. Most of the comments focused on the housing
situation, "Hard to find housing that is suitable." Some leaders also
commented that their post was in a poor location and the outside
location was rather lacking in things to do. For example, "Have to drive
1 hour to get anywhere" and "Nothing to do here after hours." These
examples not only apply to the leaders, but their family members as
well. The fourth negative comment mentioned was the high operations
tempo and the negative aspects of deployment. This comment ties in with
the downsizing issues as well. As one leader put it, "Operations tempo
(OPTEMPO) is going nuts - nothing being done to slow it down."

♦ ***Thoughts on whether or not leaders duty positions were viewed as
enjoyable or frustrating***

Leaders were asked to think about their current duty position, and
without respect to its career implications, would they say it is
enjoyable or frustrating. The most frequently mentioned comment made by
leaders was that they enjoyed working with the soldiers. As one leader
said, "It's like being a parent - when my soldiers do well, it's
exhilarating. When they do poorly, it's depressing." Comments were also
made about the job being enjoyable in general, "Enjoyable - no two days
are the same." Another enjoyable aspect of their job included training
soldiers and developing them professionally. For example, one of the
leaders said, "Most rewarding seeing soldiers who first come in with
discipline problems, then turn around and graduate." And fourth, leaders
view their jobs as enjoyable because they feel like they are making a
difference and having an impact on their soldiers. A leader summed up
this by saying that the job is "rewarding because I can have a positive
impact on others. Strong believer in spending time with troops."

The most frustrating thing about their jobs mentioned was the lack of
resources / money. As one leader put it, "I have a lot of confidence in
people who work for me, but I would hate to go to war because I don't
think we have the resources." Another frustrating aspect of the leader's
job included the lack of personnel which also ties in with lack of
resources. A leader commented that, his "staff has been cut by 20% over
the past year. \[I\] fear that experienced personnel are going to go
faster than we can replace them." There were also quite a few general
comments made about the job being frustrating in general. For example,
"the job is more frustrating than enjoyable." The fourth most frequently
mentioned comment made by leaders concerning frustration were the
problems with and lack of support from the chain of command. An example
given of the lack of support from the chain of command was, "Part \[of
the frustration\] is when you try to put a soldier out of the Army
because of discipline problem, but battalion commander won't let you -
does not support your judgment call."

***♦ Training, classes, and education are the best ways to ensure that
proper relations between different ranks are maintained***

When asked how leaders ensure that proper relations between soldiers of
different ranks are maintained, the most frequently mentioned comments
were to provide training, classes, and education. In fact, a "Good
education program is the basis for ensuring the respect between the
ranks." Leaders also commented that they counsel and brief soldiers on
proper relations between soldiers of different ranks. For example, as
one male leader commented, "Every quarter his unit has classes on
improper associations and counsels his cadre on maintaining proper
relationships."

Comments also indicated that command policy and philosophy were used as
a means for maintaining proper relationships. This was elaborated on by
a leader saying that he "puts out a fraternization policy letter. \[I\]
wanted more specific guidelines. Every unit has fraternization problems,
so I wanted a clearer policy. I don't allow lieutenants to date enlisted
in the battalion and NCOs can't date within the same company." Another
way of maintaining proper relations between soldiers of different ranks
is by defining and enforcing unit standards. A leader summed this up
well by saying that the "Commanding General has clearly set policies on
behavior between seniors and subordinates. Enforcement belongs to
officers and NCOs. I believe one should never walk past a mistake."
Leaders also commented that you have to be able to communicate with your
soldiers in order to maintain the proper working environment. A leader
commented that he did this "through communication and checking with
soldiers to ensure leaders are informing them of the standards."

***♦ Senior leaders ensure a climate of respect and dignity by providing
education, training, and inbriefs***

The most frequently mentioned comment for ensuring a climate of respect
and dignity was by providing education, training, and inbriefs. One
leader commented that "I've personally taken the initiative of teaching
classes on ethical leadership in the unit. Teach what dignity and
respect mean." Another way of ensuring a climate of respect and dignity
is by policy and command philosophy. For example, "We set and enforce
standards by policy letters, open door policy, and each unit has at
least two EORs." Leaders also commented that it is important to
communicate and inform soldiers of what respect and dignity really mean.
In fact, "the commanding general makes a point of reminding folks that
soldiers are our credentials. Take care of them, make sure they do the
right thing - on / off duty." In addition, good leadership and personal
leader involvement are also key factors in ensuring a climate of respect
and dignity. One of the leaders commented that "the commander is up
front about setting climate and lived up to it. Treat others as they
want to be treated." Good command climate is the fifth most frequently
mentioned comment by leaders for ensuring a climate of respect and
dignity. In fact, as one of the leaders commented, "The commanding
general leads the way in setting the standards for respect and dignity."

♦ ***Leaders ensure that subordinate leaders in their unit make honest
and reasonable efforts to promote a climate of dignity and respect
through training and education***

The most frequently mentioned comment from leaders was training and
education for ensuring that subordinate leaders in their unit make
honest and reasonable efforts to promote a climate of dignity and
respect. Training and education were reinforced by "conduct \[ing\]
monthly noncommissioned officers professional development programs which
include platoon leaders, platoon sergeants, and squad leaders. Select
different topics every month, but cover real situations that have
occurred and how to handle them." The second most frequently mentioned
comment was that leaders need to enforce the standards and emphasize the
command philosophy. One leader accomplished this by "publishing command
philosophy; talking dignity and respect at all inbriefs - emphasizing
values." The next three most frequently mentioned comments were
communication, lead by example, and observation / monitoring.
Communication includes "listening to their ideas, sometimes it's hard
but it shows respect to listen to their view and possibly implement
their ideas." One leader summed up this next idea by saying, "Leading by
example; \[I\] can't ensure what they do. \[I\] can just set what the
expectations are. Guidelines are there, but it's personal
responsibility - some people will never treat one another with dignity
and respect." Through observation / monitoring leaders are able to "be
around them as often as possible keeping a finger on pulse of unit,
talking to soldiers and being around."

♦ ***Most leaders indicated that they feel free to investigate or pursue
allegations of discrimination or harassment without being
over-supervised or influenced***

Most of the leaders commented that they feel free to investigate or
pursue allegations of discrimination or harassment without being
over-supervised or influenced. As the comments indicated, this is
because they believe they received good support from their chain of
command, they have an open climate in which to work, and they are not
pressured or influenced in any way to do their job.

Of the negative comments, very few leaders indicated that they did not
feel free to investigate or pursue allegations of discrimination or
harassment without being over-supervised or influenced. Some of the
reasons given were that it is being viewed as an over-reaction to the
situation, the EO personnel should be the ones handling it, and leaders
don't want to hear about it. Comments stated by leaders on these issues
are that "No, people get involved too fast. \[It's\] taken out of your
hands. Everyone is overly sensitive.", "No, I don't feel I should be
involved. Let the EO channels deal with these types of problems.", and
"Sometimes senior leaders don't want you to express, they want to hear
everything is okay."

♦ ***Most instances of sexual harassment involved male soldiers
harassing female soldiers.***

Of the comments indicating an investigation (formal or informal) was
conducted, most of the cases involved female soldiers. Most of the cases
were initiated by male NCOs, male soldiers, or male officers. Of
reported outcomes, most of the comments indicated that there were a
variety of outcomes. The two most common outcomes were unsubstantiated
complaints or substantiated with offender given a reprimand. When
specified, the comments indicated that the chain of command was
supportive of the investigation and the finding. Below are some examples
of some of the comments made by leaders on investigations (formal or
informal) they have dealt with: "2 NCOs (1 male, 1 female). He said she
was promoted because she was sleeping with so and so. He was given a
letter of reprimand"; "Improper comments - female AIT soldier -
engagement ring. NCO commented you only got it because you give good
head. Documented letter of counseling"; "Unfounded cases - he said, she
said"; "Staff sergeant watching X-rated show on duty. Started asking his
co-worker about her sexual partner. Staff sergeant received a letter of
reprimand from the general"; and "Had various male soldiers use the term
bitch around a female. Soldier was given a counseling statement,
behavior stopped."

♦ ***For the most part, sexual harassment issues did not affect the
unit's ability to do its job***

Most of the comments indicated that sexual harassment issues did not
affect the unit's ability to do its job. As one of the comments
indicated, "No, a harasser (accused) comes out of the environment and
the mission goes on." Three of the ways in which leaders commented that
sexual harassment issues did affect the unit's ability to do its job
were by breaking down cohesion / negative effect on mission, affected
morale, and it was a distraction / disruption. Examples of each are as
follows: "One case caused the unit cohesion to go out the window.
Individuals that made the complaints felt the commander would not help
them."; "Had an incident that brought morale down in my unit for a
couple of months. You could feel the tension in the air."; and
"Absolutely. It's detrimental anytime it happens - it affected our
logistics operation."

♦ ***Most of the leaders have had EO and prevention of sexual harassment
training within the last year***

When leaders were asked if they had attended or conducted EO training
within the last year, most responded "yes." However, in most cases,
comments did not distinguish between attending or conducting training.
When asked what kind of training they received, most of the comments
indicated EO and sexual harassment training. For the most part, training
was conducted by the EORs and commanders.

Most of the comments also indicated that leaders had training in the
prevention of sexual harassment within the last year. Chain teaching was
the most common response when asked what kind of training they had
received. Most of the comments indicated that training was conducted by
the EORs and field grade officers. When asked who attended from the
chain of command, most of the comments indicated the entire chain of
command was in attendance.

♦ ***Training was viewed as effective, for the most part, in making
soldiers aware of behaviors that might be discrimination or
harassment***

Most of the comments indicated that the training was effective and it
makes you aware of what is right and wrong. A couple of comments given
as examples of this were, "The chain teaching was very good. Brought up
things that are inappropriate that we didn't really know were sexual
harassment." and "Gets across in right way. Key is awareness and getting
their attention. It does that. Lets them know what the standard is and
what things won't be tolerated."

Some of the reasons given for training not being effective were that
only some were hearing it, it doesn't change attitudes, and more
specific / additional information was needed. Some of the comments given
as examples of these issues were "I don't think its \[training\] very
effective. \[Training is\] usually done in a classroom environment,
doesn't hold their attention.", "I don't think its effective in changing
behaviors and values.", and "Training is bland and boring. Needs to be
more creative in terms of soldier interest. Don't want touchy-feely, but
go to get at the source."

♦ ***Training was viewed as effective, for the most part, in actually
preventing / reducing behaviors that might be seen as any kind of
discrimination or harassment***

Most of the comments indicated that training was "effective" and it
makes you aware of accountability. For example, "Very effective in
preventing and reducing. Knowledge is power" and "I believe if someone
was doing it, they'd think twice before they'd consider it a second
time."

For those who indicated that the training was not very effective, some
of the comments given were that you cannot change everyone / some do not
want to change, not effective (in general), and training doesn't prevent
harassment from occurring. Some of the comments given for these issues
were that "A leopard won't change his spots", "It keeps the honest
people honest, but doesn't touch the hard core violator", "Not
effective, these patterns are ingrained", and "Think people will be more
discreet. Won't prevent it or reduce it, just be more discreet."

♦ ***Leaders' views on what elements of the Army's system have the
highest expertise and ability to prevent harassment or discrimination***

It should be noted that there were some misunderstandings as to what
this question meant. Leaders, in some cases, had a hard time with the
phrase, "what elements of the Army's system." Individual interviewers
also had a difficult time trying to explain what it meant in a few cases
as well. The discussion of this question will be broken down into two
areas: individuals and elements. When individuals were mentioned, most
of the comments indicated that EO personnel, unspecified leader /
commander, and NCOs had the most expertise and ability to prevent
harassment or discrimination from happening. An example of an EO comment
was that the "EOA has the highest expertise because of their training.
They can help people define the true meaning of sexual harassment or
discrimination." A commander comment was, "Commanders most immediate
effect on how a unit does business. If the commander is weak and allows
that type of behavior, no 'helpers' can fix it." And, an NCO example
was, "It's everyone's responsibility, but NCOs are the ones who need to
watch out for it and stop it when it happens. They're closest to the
soldier."

When elements were mentioned, most of the comments indicated that the
chain of command and leadership have the most expertise and ability to
prevent harassment or discrimination from happening. An example of a
chain of command comment was, "Chain of command. They see it, although
they're the ones who close their eyes and ignore and are part of the
problem instead of the solution." A leadership example was that it
"should be the leaders, because they set the climate for the unit. If
they are doing wrong, how can they expect their soldiers to do the right
thing." One comment that really summed everything up was, "Everyone in
the Army has the responsibility to prevent sexual harassment or
discrimination - it has to start with soldiers themselves."

♦ ***The system responds fairly, for the most part, to proven cases of
harassment or discrimination***

When asked if the system responds fairly to proven cases of harassment
or discrimination, most of the leaders' comments indicated "yes" the
punishments are fair as this comment indicates, "Yes, when valid,
punishments fit the crimes. When people see punishment happening, it's a
good deterrent." Also, comments indicated that in some cases the
fairness may not be apparent because each case is different as this
comment indicates, "Younger soldiers would say no because they are not
privy to the three hours of discussion between the commander and the
command sergeant major, looking at the whole person. Soldiers can't
understand why two individuals may not get the same punishment. Leaders
don't go back and tell them why."

Of the comments indicating the system was not fair, the following are
some of the reasons why the system was perceived not to be fair: not
fair (unspecified), the system is too lenient, and punishment depends on
level of command. An example of not fair (unspecified) was simply,
"Punishment is unfair - doesn't fit the crime." An example of the system
being too lenient was, "In certain circumstances more should be done to
soldiers who are proven to have harassed or discriminated against
someone. Some need to be kicked out of the Army. If a soldier is found
guilty, they should get slammed." A couple of examples of comments for
punishment depends on the level of command were, "There should be more
accountability the higher up you go, however, the opposite happens" and
"there are great variations in punishment, depends upon level of command
handling the issues."

♦ ***In order to reduce incidents of sexual harassment in the Army,
leaders need to educate, train, and mentor soldiers better and more
effectively***

When asked in their own view, what needs to be done to reduce incidents
of sexual harassment in the Army, the most common response leaders gave
was education, training, and mentoring. An example of this was, "Better
quality training, not the old stand up, show a chart, speak. Not the old
'propaganda' they showed in the '70s. Need to update our film library
and come on line with the times through better, innovative,
participative training." Clarifying and enforcing standards was another
comment mentioned. This can be accomplished by "enforce (ing) the
standards - system already in place." Another way of reducing incidents
of sexual harassment that was mentioned was by improving leadership. As
one of the comments indicated, "Needs to be more command involvement.
Higher command level needs to get more involved. Don't have a deaf ear,
always be available. Let your presence be known seven days a week.
Leaders set the tone for problems with units." Continuous awareness was
another issue mentioned; "Increase awareness at all levels. Ensure that
all levels are aware, trained, and educated. Prevent assumption that all
leaders are well aware and prepared to deal with sexual harassment / EO
issues." The fifth most frequently mentioned comment indicated that the
Army needs faster / stricter punishments. This issue can be summed up
with one quote, "Pinch a butt, go to jail."

♦ ***Suggestions for improving the environment were varied and focused
on training, leadership, and downsizing.***

When asked if they had any other comments they would like to make, the
responses were varied. Only the top four positive and negative comments
will be discussed. Leaders comments indicated that there needs to be
more positive training / teaching issues, as stated in this example,
"Try to educate soldiers. Talk about values / beliefs more. Work on
young soldiers and refresh old soldiers." Positive leadership issues was
another positive comment indicated by this example, "Great efforts
should be made for senior leaders to mentor subordinates in core values
related to moral dimensions of leadership. Generation Xers coming out of
USMA and ROTC have more in common with their soldiers than do their
senior leaders. Senior leaders must make the effort to understand
generation Xers." Positive standards and values need to be stressed more
as indicated in this quote, "Morals and values teaches leadership.
Educate in first week and refresh once in a while." Leaders comments
also indicated that the Army needs to provide positive monitoring and
addressing of the problem. As one leader commented, "The Secretary of
the Army is doing a good job. Soldiers genuinely respect how and what
he's trying to do for soldiers and their families."

Negative comments centered around issues such as downsizing, leadership,
training / teaching, and OPTEMPO issues. Downsizing also included issues
focusing on lack of resources and personnel issues. One of the comments
was, "End the drawdown. If we drawdown anymore, we'll go beyond what
we're capable of doing. Fewer people, more missions, fewer resources,
more deployments." An example of a leadership issue was, "Perception of
zero tolerance for defects-that's the perception here. I have one
company commander who feels making a mistake is a career ender. I have
another commander who has made mistakes and learned from them. What a
difference! If we grow generations of leaders who are looking over their
shoulder, that's bad. I'm worried about it." The problems with training
/ teaching issues were summed up by this comment, "Lecture is shown to
be the least effective form of learning. Videos are the same way. Most
effective learning would be in a small group discussion, active
participation." The fourth most frequently mentioned comment was concern
with OPTEMPO issues. As a leader viewed this, "Operations tempo
(OPTEMPO) takes away from creating 'professional' soldiers. No time to
teach moral courage."

**EQUAL OPPORTUNITY ADVISOR INTERVIEWS**

**Subjects**

A total of 71 Equal Opportunity Advisor (EOA) interviews were conducted.
Soldiers serving as EOA's, EOR's, and Equal Opportunity Officers were
included in the sample. Due to the small number of respondents, no
breakdown of type or gender is presented and results are presented with
all types grouped together. Additionally, it should be noted that there
were no differences in response frequency for these groups.

**Analysis Methodology**

The Equal Opportunity Advisor (EOA) Interview protocol consisted of 17
questions. All responses for each question in the protocol were read and
typed into a computer software program. A list of unique responses was
compiled for each question and grouped into categories. A 20% random
sample of the comments for each question was then coded according to
these categories. After refining the coding categories, a 3-digit number
was assigned to each category, making it easier to determine the
frequency with which each comment category was mentioned. A second
sample of comments was then coded to test the corrected categories.
Final corrections, if needed, were made and all comments were coded into
categories.

After all of the comments had been coded, the comments that did not fit
the original categories (and were coded "other") were isolated and
re-coded into new coding categories. In addition, some categories were
merged.

One scientist checked and coded all of the EOA data, thus making it
unnecessary to perform an inter-rater reliability analysis. Codes and
categories were reviewed by senior scientists to ensure consistency in
reporting.

All of the questions in the protocol were analyzed. The participant's
confidentiality was stressed and guaranteed prior to all interviews.
Examples will be given of quotes which are illustrative of quotes given
in the interviews. A summary of the most frequently mentioned categories
of comments and examples of quotes are provided for each of the
questions in the summary of results which follows. A copy of the Equal
Opportunity Advisor Interview protocol can be found in Annex J.

**Summary of Results**

♦ ***Various positive and negative aspects of life were presented, with
more negative than positive comments***

Commonly reported positive aspects of life included having a good
command climate, a good level of support for EOA's, and good base
facilities and activities. For example, one comment stated that "senior
leaders are aware of policy and try to set the example."

However, the majority of comments reported negative aspects of life. The
most frequently mentioned comments related to a lack of EO support along
with poor leadership in dealing with equal opportunity issues. One EOA
commented, "\[There is a\] lack of taking care of soldiers by the senior
NCO's. People are afraid to complain, they will be targeted as a whistle
blower and targeted for elimination." Another stated, "\[There is\] a
hidden fear of reprisal, fear to go to the Chain of Command. \[We\] feel
afraid to report violations if \[we\] don't have proof to back up
allegations." Negative comments also indicated problems with housing,
facilities, and base activities; poor communication with leaders; and a
poor location.

♦ ***Various positive and negative aspects of the duty position were
also presented, again with more frustrating than enjoyable comments***

Of positive aspects of the job, most reported that helping, working
with, and training soldiers was the most enjoyable. One EOA summed it up
in stating, "\[I\] enjoy getting a chance to teach about a program that
I think is more important than any other program a commander has. I get
to educate folks." Other positive comments provided demonstrated a
general job satisfaction and having free reign to do the job.

Again, more negative comments than positive were provided. The most
common comments noting frustration with the job indicated a lack of EO
support. An EOA stated that it is "frustrating dealing with commanders
that don't believe in or understand the program." Other frustrating
aspects of the job included a shortage of personnel and resources and
again, poor leadership.

♦ ***Many reported that improper relationships are not tolerated in the
units***

While many of the comments indicated that improper relationships are not
tolerated, about one fourth of the comments reported that they are
allowed. Most frequently mentioned relationships were between soldiers
in the same company. Comments indicated that in these situations,
commanders are not punishing or substantiating complaints. One comment
indicated that "Command is aware but turns a blind eye." Additionally,
about one-fifth of the comments were 'unsure' or 'maybe' responses. In
some cases, improper relationships are not openly tolerated, but they
still occur and are "swept under the rug - no blemish on my watch."
Another EOA commented that "it seems like it's enforced according to
personal moral standards."

In the instances where relationships are not allowed, comments
attributed the intolerance to good leadership with commanders who act
quickly and place a strong emphasis on sexual harassment prevention and
education. For example, one comment stated, "It does happen but the
commander doesn't tolerate \[it\]. When the Chain of Command becomes
aware, they act immediately."

♦ ***Actions in support of Equal Opportunity Programs were reported to
help ensure a climate of dignity and respect***

Effective leader actions stemmed from support of the EOA's, enforcing
equal opportunity issues, and "by sending a message that inappropriate
behavior will not be tolerated." Included in this were training,
briefings, and sensing sessions designed to address the occurrence of
sexual harassment. Comments also indicated that policy letters and
written articles concerning command policies in handling sexual
harassment were helpful. Examples provided were open door policies,
monthly newsletters emphasizing equal opportunity issues, and
participating in ethnic observances. Additional actions also mentioned
were leaders that are proactive instead of reactive in their concern for
soldiers.

However, some of the comments indicated that leaders do not ensure a
climate of respect, or that the effort is reactive or insincere. For
example, one EOA remarked that "they do their training but I think they
do the minimum. I don't think they really care." These comments
suggested that leaders do not attend EO activities and training, and use
vulgar language when addressing soldiers. Another issue deals with
favoritism in handling complaints; one EOA states, "Leadership ensures
soldiers get the help they need unless it is a complaint against a
leader."

♦ ***Many of the comments reported that commanders make honest and
reasonable efforts to stop sexual harassment or discrimination***

Of positive efforts reported, most comments mentioned rapid and fair
investigations and resolutions, using the EOA as an advisor on cases,
and providing training and policy letters. Most comments stressed
immediate and clear briefings regarding sexual harassment issues:
"Commanders brief their soldiers when they arrive and tell them they
don't tolerate it and they re-emphasize their policies on sexual
harassment."

Of the remaining comments, about one-third reported that commanders were
not making honest and reasonable efforts. According to one comment,
"Verbal harassment is not being stopped. Leaders can do it, so can I."
Some comments reported that commanders don't take equal opportunity
issues seriously or are reluctant to report cases to or include the EOA.
One EOA reported that he or she has "seen cases that should have been
substantiated but were found unsubstantiated because they put their own
interpretation into the situation without consulting their EOA's for
advice on how to handle \[it\]."

A few of the comments reported that there was no clear cut answer; some
made reasonable efforts in some situations, and some did not. For
example, one EOA commented, "All depends on who you are. If the
commander likes the individual, they will handle the situation."

Similar results were found with subordinate leaders, with about half of
the comments stating that they made reasonable efforts to stop sexual
harassment or discrimination. However, some of the comments were either
negative or mixed in their review of subordinate leaders' efforts to
stop harassment. In these instances, comments indicated that subordinate
leaders are not getting appropriate training, not seeking EOA advice,
and not acknowledging sexual harassment when it occurs. One comment even
stated that "they accommodate the behavior and laugh right along with
it."

♦ ***EOA's felt free to inquire or pursue allegations of sexual
harassment or discrimination***

The majority of EOA's reported having command support and an open
relationship with the commander, allowing them free reign to pursue
allegations. However, of those who did not feel free to investigate,
fear of retribution from the command was frequently mentioned. For
example, one EOA stated, "\[I\] have been personally and professionally
threatened for doing the right thing." Another remarked, "\[I\] don't
have free reign to talk to soldiers. If I talk to soldiers and they
address concerns and I take them to battalion, the only question I get
asked is, 'Why were you out in the companies talking to soldiers
anyway?' My own boss asks the same question."

♦ ***The current complaint procedures are not effective***

Only one-third of the comments reported that the procedures are
effective, with the remainder reporting that they are not effective. The
comments presented many components of the complaint procedure that are
lacking. For example, many comments indicated that longer timelines are
needed for investigations; safeguards are needed to protect those who
report from reprisals; regulations and procedures, specifically
AR600-20, need to be clearer; EOA's need to be able to take sworn
complaints; and all complaints need to be formal. One EOA stated that
there are "certain gray areas with respect to commander involvement with
making the final decision or corrective action. Too much room for what
appears legal but is really reprisal." Also, "the procedures are in
place but there is a tremendous reluctance to report for fear of
bringing unwanted attention or being isolated by others."

Some of the positive comments were in direct opposition to the negative
comments. For example, most commonly mentioned is that timelines assure
investigations are completed in a timely manner. Comments also reported
that the review, follow-up, and appeals systems are all effective.

♦ ***Most comments indicated that the Command Sergeant Major and the
Chief of Staff are the most common raters of EOA's***

A wide variety of raters were mentioned, including the EEO Officer and
the Director of Personnel and Community Activity, but the most
frequently mentioned raters were the Command Sergeant Major and the
Chief of Staff. Comments also indicated that the most common location
for the EO office was in the command group and that most EOA's meet with
their commander at least once a week. Many also said that they were able
to schedule meetings any time they needed to see the commander. In
addition, most of the EOA's reported that they attend staff meetings.

♦ ***There was disagreement as to whether sexual harassment issues had
affected the unit's ability to do its job***

A little over half of the comments reported that the units have not been
effected. However, some of the comments reported a negative effect. The
comments suggested that sexual harassment disrupted morale, created
reprisals or fear of reprisals for those experiencing sexual harassment,
created divisiveness within the unit and resulted in tension, and
resulted in male and female conflict. Some comments also indicated that
men are in fear of unwarranted allegations; "Male officers and senior
NCO's are walking on eggshells."

♦ ***EO representatives have a variety of responsibilities***

Comments reported many EOA responsibilities within the unit. Most
frequently mentioned were conducting unit training, advising and
assisting the commander, conducting ethnic observances, providing
classes to new leaders, handling informal complaints, assisting in
quarterly reporting, and gathering information.

♦ ***Units are not responsive to EO and sexual harassment training and
the Chain of Command is often absent***

According to EOA comments, only two-fifths said that unit members are
responsive to training. Some of the comments stated that training was
effective at some levels, but not overall, and a few reported that
training was not effective at any level.

In addition, about half of the EOA comments reported that someone in the
Chain of Command attended training. Some comments also indicated that
senior leaders do not attend training. One EOA stated, "Rarely is the
senior leadership attending EO training. They ensure soldiers attend,
but do not make an appearance themselves."

♦ ***Training was effective in making soldiers aware of sexual
harassment or discrimination, but may not be effective in preventing or
reducing behavior***

Most EOA's reported that training was effective in helping soldiers to
recognize harassment or discrimination; however, less than half reported
that training reduced harassing or discriminating behavior. Some
reported that they were unsure as to whether training reduced behavior
or not. One quarter of the responses remarked that training was not
effective at all.

Most comments recommended changes to training content, including command
climate issues, and using more effective training methods. Most comments
reported that current training consisted of small group discussions,
videos, and lectures, and occurs mostly quarterly.

♦ ***EOA's have the highest expertise and ability to prevent sexual
harassment or discrimination***

The most frequently mentioned person with the expertise and ability to
prevent sexual harassment and discrimination was the EOA, with
commanders listed as second. A few comments mentioned junior NCO's due
to the direct contact with younger soldiers. Only 18 comments addressed
who was least apt to prevent sexual harassment, and these were split
between junior enlisted soldiers and brigade commanders.

♦ ***The system responded fairly for the most part, but punishments were
not fair***

Many EOA's reported that the system did respond fairly, but some
reported that the system is not fair. Most negative comments reported
that often judgments were made too quickly in reaction to the recent
emphasis and attention on sexual harassment. Comments also suggested
that EOA's were not included in investigations and that leaders didn't
enforce regulations and often showed favoritism. For example, one
comment stated, "On a case by case basis, no, the system doesn't respond
fairly. It depends on what that commander's attitude is about EO." Some
comments also reported that the victim often becomes the focus of
attention.

Only a third of the comments indicated that the punishment fits the
crime. Many comments reported that punishments are too light or are
based on rank. "The higher rank you are, the less punishment you will
get." Some comments also suggested that punishment is applied
inconsistently or suggests favoritism. For example, "Commanders are
unwilling to ruin a senior leader's career so they discount the victim
and give a punishment that doesn't take into account the severity of the
offense."

♦ ***More or better training is needed to reduce incidents of sexual
harassment***

The most frequently mentioned suggestion for reducing sexual harassment
in the Army was for more or better training - "Some people don't know
that they don't know." Training related suggestions included EOA
training in BCT, AIT, and in schools; training of senior leaders;
quarterly training for everyone; an increased focus on dignity and
respect in training; including skills in confronting and handling
situations; training at all entry points; better training examples and
aides; and training on installation policies during inprocessing.

Other recommendations included increased leader support and emphasis on
EO issues, and leading by example. Stricter and more consistent
punishment, as well as a reprisal policy to eliminate the stigma of
reporting are also necessary. Communication also needs to be improved.

Some comments also offered suggestions on changes to the EO system. Such
recommendations included forming an EO MOS, making the EOA part of the
Criminal Investigation Division, and increasing the number of EOA's. One
EOA remarked that "there should be more than one EOA at the installation
and brigade level. Too much work for one person to be proficient."
Comments also suggested that all EOR's be E6 or E7 in rank and "not E5;
they don't have the experience." EOA's also recommended better and
clearer policies and regulations regarding sexual harassment, and
requiring all training to be conducted by EOA's.

**Mental Health Provider Interviews**

**Subjects**

Twenty-nine (29) mental health providers, to include psychiatrists,
psychologists, clinical social workers, and directors of drug and
alcohol centers were interviewed. Seventeen (17) of the mental health
providers were male, and twelve (12) were female. Because of the small
number of subjects, a question-by-question analysis was not presented
and results from this section should be used with caution.

**Analysis Methodology**

The Mental Health Provider Interview protocol consisted of 13 questions.
The qualitative data was collected via one-on-one structured interviews
with mental health providers. The mental health providers interviewed
were selected based on their availability at the different
installations.

Soldiers and civilian workers occasionally used the military mental
health system as an avenue to present their sexual harassment
complaints. These clients[^4] presented their concerns either directly
as occupational or performance problems, interpersonal conflicts with
coworkers or supervisors, or victims of rape or sexual assault; or
indirectly as anxiety, depression, or other psychological factors.

All responses for each question in the protocol were read and typed into
a computer software program. A list of unique responses was compiled for
each question and grouped into categories. All comments were then coded
according to these categories. After refining the coding categories, a
3-digit number was assigned to each category, making it easier to
determine the frequency with which each comment category was mentioned..

All questions in the protocol were analyzed. The participant's
confidentiality was stressed and guaranteed prior to all interviews. A
discussion of the most frequently mentioned categories of comments are
provided for each of the questions in the summary of results which
follows. A copy of the Mental health Provider Interview protocol can be
found in Annex K.

**Summary of Results**

***♦ Cases with sexual harassment as a primary issue constituted a small
proportion of mental health providers' cases.***

Mental health providers reported that only a handful of their yearly
cases involved sexual harassment. In general, most providers estimated
spending a significantly small amount of time working with clients who
had sexual harassment as the primary clinical issue. It was difficult to
quantify the amount of time providers were spending with these types of
clients because of the small number of providers interviewed and the
diversity in how providers reported their cases.

In many of the cases, the client was often aware of inappropriate
behavior but was not sure if it constituted sexual harassment. Of the
mental health cases involving sexual harassment, there were no specific
issues that arose uniformly among cases. When issues of sexual
harassment arose, they covered a wide range of behaviors including
sexual comments, after duty hours behavior, and being targeted for
unfair treatment. Most of the problems presented to mental health
providers did not relate to sexual harassment, but involved
interpersonal conflicts related to occupational stress, going out to the
field, adjustment issues, duty requirements, and deployments.

***♦ Most clients who had experienced sexual harassment and were seen by
mental health professionals reported it to the proper military
authorities. Those who had not reported the sexual harassment were
encouraged to report it.***

Most of the clients seen by mental health professionals who had
experienced sexual harassment reported it to the chain of command prior
to being seen in the clinic. The typical practice in sexual harassment
cases was:

1.) If the client was command referred[^5] to a mental health
professional, then the client was encouraged to deal with the
psychological and interpersonal issues having arisen from the sexual
harassment.

2.) If the client was self-referred, then the health care provider was
to assess and rule out any psychiatric problems, to educate the client
on sexual harassment, deal with the issues surrounding the sexual
harassment, and encouraged to report the sexual harassment and/or seek
out guidance from the EO/EEO office.

***♦ A client experiencing sexual harassment did not, in itself, merit a
psychiatric diagnosis. The mental health professional's standards of
care dictated an initial assessment and evaluation for both psychiatric
problems.***

With only a few exceptions, mental health providers reported not having
been given direct guidance from their command regarding handling clients
with sexual harassment issues. As far as assigning diagnoses when
clients reported sexual harassment problems, none of the providers
reported receiving specific guidance. Being a victim of sexual
harassment is not a diagnosable mental health disorder. Consequently,
experiencing sexual harassment does not in itself warrant a psychiatric
diagnosis. However, associated features such as anxiety, insomnia and
depressive symptoms may receive a diagnostic classification. In the
cases that warrant a psychiatric diagnosis, initially, a diagnosis of
acute stress disorder may be given. As one provider indicated,
post-traumatic stress disorder (PTSD) is normally the diagnosis given in
severe cases when symptoms last more than one month.

Other than encouraging individuals in the mental health care system who
had not reported the incident to do so, there was little commonality
among cases in treatment of sexual harassment cases. Sexual harassment
can exacerbate other life problems, relationship difficulties and mental
health issues. Consequently, treatment plans are typically individually
tailored. Standard practice when working with clients is to assess
clients and evaluate their presenting issues. A treatment plan is made
after the initial assessment and evaluation is completed. In the cases
of rape and sexual assault, crisis intervention counseling is
appropriate. Both short and long term assistance are offered, and
occasionally, medication is prescribed.

As part of military mental health standard care, soldiers who come to
the mental health clinics are not referred off the installation.
However, civilian workers and family members may be referred off the
installation or given the option to be seen off the installation when
adequate care is not available on post.

***♦ There are severe limits to a client's privacy and confidentiality,
and providers are interpreting those limits individually.***

Mental health providers discussed their roles and responsibilities of
maintaining privacy when working with a sexual harassment case. The
right of privacy is often confused with the privilege of
confidentiality.[^6] A client has a right to a private session, but the
information obtained in the session is not necessarily confidential.
While current command policies regarding confidentiality are in
accordance with AR 44-60, *Medical Records and Quality Assurance
Administration* and AR 340-21, *The Army Privacy Program*, the adherence
to the regulations and enforcement of these regulations varies from
provider to provider. Currently, to maintain mission readiness, the
client's right to confidentiality and privilege does not exist.

According to these regulations and upon formal request, information and
case notes regarding a client may be released to the soldier's
commander, CID, or JAG. Consulting with soldiers' commanders is common
and accepted practice, particularly when the soldiers are command
referred for an evaluation of fitness for duty, are a risk or danger to
themselves or others, or their ability to perform their duties is
impaired. Other reasons frequently cited for providing clinical
information included official investigations and requests by the IG or
CID. Despite the guidance given in the regulations, providers often make
discretionary decisions as to what information should and should not be
shared. Usually, information is only shared on a "need to know" basis
with commanders and others. Providers interpreting the regulations for
themselves often leads to confusion and a lack of uniformity when
releasing information. One provider clearly stated that "no policy
existed" and that he chooses what is to be shared with commanders unless
it is a formal investigation. Another clinician stated that there is
"strict anonymity and follows the well-known privacy act." A third
clinician explained that information is shared with the command only
when the client was command referred. These responses seem to reflect
various points on the confidentiality continuum.

***♦ Most mental health providers had some training in sexual harassment
issues.***

While most providers indicated that they had formal training in handling
rape and sexual trauma cases, several had also received some additional
formal and informal training. Formal training was generally part of
required schooling for a professional degree. However, the sexual
harassment and equal opportunity training that the providers received
from the Army was not specific to mental health providers and was often
the same training that the majority of the Army received.

***♦ Few providers indicted that they had experienced or witnessed
sexual harassment.***

Most mental health providers, themselves, reported not having witnessed
or experienced sexual harassment in the workplace. Those that did
experience it or knew of it happening in their work place indicated that
it was handled by the individual and resolved or reported and handled
appropriately. Race and gender discrimination were experienced by even
fewer providers.

***♦ Providers recognized that experiencing sexual harassment had a
serious impact on a client's life.***

Despite seeing a limited number of cases involving sexual harassment,
providers recognized that sexual harassment may have a devastating
effect on a person's life. There was a significant amount of attention
and training on the effects of rape and assault, but little recognition
was given to the psychological effects of sexual harassment on soldiers
in the workplace.

Most mental health providers believe that sexual harassment is a
significant workplace problem and thus is an Army problem. Additionally,
false sexual harassment allegations were seen as weakening bona fide
complaints. Finally, there was a strong sentiment for the need of better
education and training for all soldiers as a means of preventing sexual
harassment in the workplace.

**Staff Judge Advocate Interviews**

**Subjects**

Thirty-nine Staff Judge Advocates (SJA) and two Trial Defense Service
attorneys (TDS) were interviewed. Any SJA or TDS attorney who was
currently involved in a case involving sexual harassment was excluded.
Because of the small number of SJA interviews, a question-by-question
analysis is not presented and results from this section should be used
with caution.

**Analysis Methodology**

The Judge Advocate Interview consisted of 15 questions. The qualitative
data presented here are from one-on-one structured interviews with SJAs.
At each installation, the Panel requested staff judge advocate and trial
defense service attorneys be available for individual interviews. A copy
of the protocol used is included in Annex L of this volume.

All responses for each question in the protocol were read and typed into
a computer software program. A list of unique responses was compiled for
each question and grouped into categories. After coding each question
according to these categories, coding categories were refined and a
final set of coding categories was developed. After all comments had
been coded, the comments that did not fit the original categories (and
were coded other) were isolated and re-coded into new coding categories.
In addition, some categories were merged.

One scientist coded the Staff Judge Advocate Interviews, thus making it
unnecessary to perform inter-rater reliability analysis. Codes and
categories were reviewed by senior scientists to ensure consistency in
reporting.

All of the questions in the protocol were analyzed. The participant's
confidentiality was stressed and guaranteed prior to all interviews.
Examples will be given of quotes which are illustrative of quotes given
in the interviews. A summary of the most frequently mentioned categories
of comments and examples of quotes are provided for each of the
questions in the summary of results which follows.

**Summary of Results**

-   ***The chains of command understand the Army policy on the
    prevention of sexual harassment and have local policies regarding
    sexual harassment.***

By and large, staff judge advocates indicate that Army policies are
adequate for the prevention of sexual harassment. Some did report that
some commanders seem to lack understanding of what constitutes a hostile
work environment. In addition, some find the definition of
fraternization to be ambiguous. They also recommended having a separate
Equal Opportunity regulation with clear, simple rules for behavior. One
JAG said, "Parts of the policy are unclear. For example 'unwelcome
behavior'\--how do you know until you try?"

-   ***Commanders have adequate authority to address problems involving
    sexual harassment and most take quick action to resolve any
    complaints.***

SJAs reported that commanders have adequate authority to address
problems involving sexual harassment or sexual misconduct. They did note
that the Army has the tools to deal with problems [after]{.underline}
the fact rather than a more proactive approach. SJAs also note that some
company grade officers need to use their authority and investigate
thoroughly any claims of sexual harassment.

"Company grade officers don't investigate well."

In their experience, SJAs believe that most commanders take quick action
to deal with sexual harassment complaints. However, some commanders try
to resolve issues quietly as well as quickly. "No one (commanders) wants
to have to report an incident\--they regard that as a career killer."
Trying to resolve issues quickly results in some incidents not being
investigated thoroughly\--or at all. Timely actions are needed in
handling sexual harassment issues, however, some SJAs see the lack of
experience and the pressure to not have a formal complaint surface as
interfering with good, thorough investigations.

-   ***Most SJAs think the UCMJ adequately provides for prosecution of
    sexual misconduct, but would like additional guidance on the issues
    of fraternization and what constitutes a hostile work
    environment.***

Some SJAs suggest a separate article for charging sexual harassment
and/or sexual misconduct. They also suggest clarification of the
concepts of fraternization and hostile work environment.

-   ***SJAs frequently provide advice to investigating officers and are
    most effective when their advice is requested early in the
    process.***

SJAs interface with a wide variety of officials in handling sexual
harassment/misconduct cases. Besides commanders and first sergeants,
Inspectors General (IG), Criminal Investigation Division (CID), Provost
Marshalls (PM), Equal Opportunity Advisors (EOA) and Equal Employment
Opportunity (EEO) personnel are frequently involved in complaints. One
of the most important interfaces is with officers assigned the duty of
investigating complaints.

SJAs report that many investigations are "timely, thorough, and
complete." They also note that the best investigations often begin with
investigating officers seeking their advice early in the process and
continuing to consult with them as the investigation proceeds. They
report that investigators require good oversight and guidance to ensure
the investigation is complete and thorough.

OPTEMPO and time demands take a toll on investigations as well. Since
investigations are extra duties, the amount of time it takes to
investigate allegations ties up key players. Consequently, the quality
of investigations can suffer. "Investigating officers tend to ask
'yes/no' kinds of questions instead of asking who, what, when, where,
and why."

-   ***Most commands/installations have a victim/witness assistance
    program, but few are well publicized and there is limited
    coordination with military and civilian agencies providing
    victim/witness assistance.***

Victim/Witness Assistance Programs are usually publicized through the PM
or CID offices, but not through general publicity. "It is publicized in
certain ways\--through a CID brochure, but not widely publicized (PAO)
however." Most SJAs also report they do not know of any mechanism in
place to measure the effectiveness of the program, but recognize the
need for one.

-   ***SJAs sometimes provide training on legal aspects of sexual
    harassment, but more commonly provide EOAs or commanders with
    information for them to provide training.***

Some SJAs are asked to conduct training in the prevention of sexual
harassment (POSH), but most provide information to others. The most
frequently mentioned persons who request information are EOAs and
commanders. "The EO/EEO offices have the lead in POSH training; SJA
assists as requested."

-   ***SJAs offer many suggestions to aid in the prevention of sexual
    harassment. Training at all levels, emphasizing values and
    standards, and preparing leaders to take ownership of this issue
    were identified as keys to prevention.***

SJAs suggest education as most important in preventing sexual
harassment. This training should emphasize values and standards. "Focus
on values, on and off duty" and "Peer pressure and lack of clear moral
values are key influences of soldiers' behavior." A few SJAs noted that
the Army sometimes sends conflicting messages to soldiers regarding
standards of conduct and fraternization. "We unify the club system so
everyone socializes together, officers and enlisted marry and live
together in housing\--this leaves soldiers confused." Another noted
"enforcement of standards must be strong and actions must be fair and
swift." Training that includes Army values and emphasizes the importance
of upholding Army standards was mentioned as the most important
preventive measure the Army can take.

SJAs also note the importance of leaders in the prevention process. One
said, "leaders need to talk to their soldiers." Another mentioned, "We
need to show commanders how to deal with sexual harassment
complaints\--too many don't know." One SJA also noted, "Victims are
confused and embarrassed\--many leaders don't know how to help them."
They also reported that commanders must enforce standards equally for
all soldiers and eliminate double standards.

SJAs also suggest that investigating officer duty should be viewed as a
priority duty and free these officers to conduct a thorough
investigation. They also note that the Army should begin to emphasize
and recognize the good soldiers that we have, and not focus on the bad
eggs.

**COMMAND AND SOLDIER CLIMATE ASSESSMENT SURVEY - A**

The Army is conducting a survey on the human relations environment in
the Army. The purposes of the study is to develop information that will
be used to make recommendations to the Secretary of the Army regarding
ways to improve the Army's climate of respect for all soldiers. This
questionnaire asks soldiers about their perceptions of unit climate
including relationships between leaders and subordinates and
relationships among peers. The questionnaire also asks about your
perceptions of mission readiness and gender integration. There are no
right or wrong answers. We are interested in your opinions and
perceptions. The survey is anonymous and voluntary.

**Please use a #2 pencil and fill in the bubble which corresponds to
your answers. Please be sure to fill in the center of the bubble
clearly.**

  ------------------------- ------------------------- -------------------
  **O RIGHT**               **O WRONG**               **O WRONG**

  ------------------------- ------------------------- -------------------

+---+-----------------------+-----------+-----------+-----------------+
| * | **Current Rank**      |           |           |                 |
| * |                       |           |           |                 |
| A |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **MOS or Specialty    |           |           |                 |
| * | (Example, 71L or      |           |           |                 |
| B | 42A)**                |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Gender**            |           |           |                 |
| * |                       |           |           |                 |
| C | A. Male               |           |           |                 |
| . |                       |           |           |                 |
| * | B. Female             |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Which of the        |           |           |                 |
| * | following best        |           |           |                 |
| D | describes your duty   |           |           |                 |
| . | position?**           |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Nonsupervisory     |           | E.        |                 |
|   | position              |           | Platoon   |                 |
|   |                       |           | Leader    |                 |
|   | B. Squad              |           |           |                 |
|   | leader/Section        |           | F.        |                 |
|   | Sergeant              |           | Company   |                 |
|   |                       |           | Commander |                 |
|   | C. Platoon Sergeant   |           |           |                 |
|   |                       |           | G.        |                 |
|   | D. First Sergeant     |           | Executive |                 |
|   |                       |           | Officer   |                 |
|   |                       |           |           |                 |
|   |                       |           | H. Other  |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Current Age**       |           |           |                 |
| * |                       |           |           |                 |
| E |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **How many hours do   |           |           |                 |
| * | you usually work in a |           |           |                 |
| F | day?**                |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Number of MEN in    |           |           |                 |
| * | your COMPANY you work |           |           |                 |
| G | with on a daily       |           |           |                 |
| . | basis**               |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Number of WOMEN in  |           |           |                 |
| * | your COMPANY you work |           |           |                 |
| H | with on a daily       |           |           |                 |
| . | basis**               |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Marital Status**    |           |           |                 |
| * |                       |           |           |                 |
| I |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Single             | C.        |           | E.              |
|   |                       | Divorced  |           | Widow/Widower   |
|   | B. Married            |           |           |                 |
|   |                       | D.        |           |                 |
|   |                       | Separated |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **During the past     |           |           |                 |
| * | year has your unit    |           |           |                 |
| J | deployed anywhere for |           |           |                 |
| . | a period of three     |           |           |                 |
| * | months or more?**     |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Yes                | C. No     |           |                 |
|   |                       |           |           |                 |
|   | B. Currently deployed | D. Don't  |           |                 |
|   |                       | Know      |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **What is the sex of  |           |           |                 |
| * | your first line       |           |           |                 |
| K | supervisor?**         |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Male               |           | B. Female |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Sequence Number:**  |           |           |                 |
| * |                       |           |           |                 |
| L |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+

**Please turn your answer form over. Begin with number 1. There are more
bubbles in this section than answers. Fill in your answer according to
the matching bubble (if your answer is A, fill in the bubble marked
"A")**.

<table>
<colgroup>
<col style="width: 6%" />
<col style="width: 8%" />
<col style="width: 3%" />
<col style="width: 10%" />
<col style="width: 2%" />
<col style="width: 0%" />
<col style="width: 1%" />
<col style="width: 5%" />
<col style="width: 4%" />
<col style="width: 7%" />
<col style="width: 3%" />
<col style="width: 3%" />
<col style="width: 7%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 6%" />
<col style="width: 4%" />
<col style="width: 3%" />
<col style="width: 13%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="2">O</td>
<td colspan="2">O</td>
<td colspan="5">O</td>
<td colspan="3">O</td>
<td colspan="3">O</td>
<td colspan="3">O</td>
<td>O</td>
</tr>
<tr class="even">
<td><strong>1.</strong></td>
<td colspan="18"><strong>Ethnic Group</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="7"><p>A. White (Non-Hispanic)</p>
<p>B. African-American (Non Hispanic)</p></td>
<td colspan="6"><p>C. Hispanic</p>
<p>D. Asian</p>
<p>E. Multi-Racial</p></td>
<td colspan="5"><p>F. Native American</p>
<p>G. Pacific Islander</p></td>
</tr>
<tr class="even">
<td><strong>2.</strong></td>
<td colspan="18"><strong>Highest Level of Education</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="6"><p>A. Some high school</p>
<p>B. High school graduate</p>
<p>C. GED</p></td>
<td colspan="6"><p>D. Some College</p>
<p>E. College Graduate</p></td>
<td colspan="6"><p>F. Graduate training</p>
<p>G. Graduate degree</p></td>
</tr>
<tr class="even">
<td><strong>3.</strong></td>
<td colspan="18"><strong>How many times in the past year did your
company go into the field?</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="5"><p>A. 0</p>
<p>B. 1</p>
<p>C. 2</p></td>
<td colspan="5"><p>D. 3</p>
<p>E. 4</p>
<p>F. 5</p></td>
<td colspan="5"><p>G. 6</p>
<p>H. 7</p>
<p>I. 8</p></td>
<td colspan="3"><p>J. 9</p>
<p>K. 10</p>
<p>L. 11 or more</p></td>
</tr>
<tr class="even">
<td colspan="19"></td>
</tr>
<tr class="odd">
<td colspan="19"></td>
</tr>
<tr class="even">
<td colspan="19"><strong>The following questions are about the soldiers
in your company. Fill in your answer according to the matching bubble
(if your answer is A, fill in the bubble marked “A”). Please answer the
questions using the following scale:</strong></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>A. Not At All</strong></td>
<td colspan="2"><strong>B. Slight Extent</strong></td>
<td colspan="5"><strong>C. Moderate Extent</strong></td>
<td colspan="3"><strong>D. Great Extent</strong></td>
<td colspan="4"><strong>E. Very Great Extent</strong></td>
<td colspan="2"><strong>F. Not Applicable</strong></td>
</tr>
<tr class="even">
<td colspan="19"><strong>To what extent do the soldiers in your
company:</strong></td>
</tr>
<tr class="odd">
<td><ol start="4" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>say insulting things to each
other?</strong></td>
</tr>
<tr class="even">
<td><ol start="5" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>like to get things done?</strong></td>
</tr>
<tr class="odd">
<td><ol start="6" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>say degrading things about women?</strong></td>
</tr>
<tr class="even">
<td><ol start="7" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>say degrading things about men?</strong></td>
</tr>
<tr class="odd">
<td><ol start="8" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>work hard to achieve their goals?</strong></td>
</tr>
<tr class="even">
<td><ol start="9" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>enjoy a challenge?</strong></td>
</tr>
<tr class="odd">
<td><ol start="10" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>have high expectations of
themselves?</strong></td>
</tr>
<tr class="even">
<td><ol start="11" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>gossip behind one another’s
backs?</strong></td>
</tr>
<tr class="odd">
<td><ol start="12" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>do what is right?</strong></td>
</tr>
<tr class="even">
<td><ol start="13" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>respect one another?</strong></td>
</tr>
<tr class="odd">
<td><ol start="14" type="1">
<li></li>
</ol></td>
<td colspan="18"><strong>treat others as they themselves would like to
be treated?</strong></td>
</tr>
</tbody>
</table>

+---+-------+---------+--------+----------+----------+--------------+
| * |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
| P |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| r |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| c |       |         |        |          |          |              |
| h |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| m |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| b |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| w |       |         |        |          |          |              |
| u |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| i |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| h |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| f |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| w |       |         |        |          |          |              |
| i |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| c |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| : |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| * |       | **B.    | **C.   | **D.     | **E.     | **F. Not     |
| * |       | Agree** | Not    | Di       | Strongly | Applicable** |
| A |       |         | Sure** | sagree** | Di       |              |
| . |       |         |        |          | sagree** |              |
| S |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| r |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| y |       |         |        |          |          |              |
| A |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| r |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| * | **Sol |         |        |          |          |              |
| * | diers |         |        |          |          |              |
| 1 | in    |         |        |          |          |              |
| 5 | this  |         |        |          |          |              |
| . | co    |         |        |          |          |              |
| * | mpany |         |        |          |          |              |
| * | are   |         |        |          |          |              |
|   | exp   |         |        |          |          |              |
|   | ected |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | c     |         |        |          |          |              |
|   | omply |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | the   |         |        |          |          |              |
|   | law   |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | pr    |         |        |          |          |              |
|   | ofess |         |        |          |          |              |
|   | ional |         |        |          |          |              |
|   | stan  |         |        |          |          |              |
|   | dards |         |        |          |          |              |
|   | over  |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | above |         |        |          |          |              |
|   | other |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | nside |         |        |          |          |              |
|   | ratio |         |        |          |          |              |
|   | ns.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **The |         |        |          |          |              |
| 6 | sol   |         |        |          |          |              |
| . | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | respe |         |        |          |          |              |
|   | ctful |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | wards |         |        |          |          |              |
|   | wom   |         |        |          |          |              |
|   | en.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **Sol |         |        |          |          |              |
| 7 | diers |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | str   |         |        |          |          |              |
|   | ictly |         |        |          |          |              |
|   | obey  |         |        |          |          |              |
|   | the   |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | olici |         |        |          |          |              |
|   | es.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **Sol |         |        |          |          |              |
| 8 | diers |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | do    |         |        |          |          |              |
|   | not   |         |        |          |          |              |
|   | have  |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | nough |         |        |          |          |              |
|   | time  |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | spend |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | fr    |         |        |          |          |              |
|   | iends |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | fami  |         |        |          |          |              |
|   | ly.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **Sol |         |        |          |          |              |
| 9 | diers |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | do    |         |        |          |          |              |
|   | not   |         |        |          |          |              |
|   | tol   |         |        |          |          |              |
|   | erate |         |        |          |          |              |
|   | s     |         |        |          |          |              |
|   | exual |         |        |          |          |              |
|   | har   |         |        |          |          |              |
|   | assme |         |        |          |          |              |
|   | nt.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **Sol |         |        |          |          |              |
| 0 | diers |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | feel  |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | there |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | no    |         |        |          |          |              |
|   | moral |         |        |          |          |              |
|   | re    |         |        |          |          |              |
|   | stric |         |        |          |          |              |
|   | tions |         |        |          |          |              |
|   | on    |         |        |          |          |              |
|   | their |         |        |          |          |              |
|   | b     |         |        |          |          |              |
|   | ehavi |         |        |          |          |              |
|   | or.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **Sol |         |        |          |          |              |
| 1 | diers |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | do    |         |        |          |          |              |
|   | not   |         |        |          |          |              |
|   | have  |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | nough |         |        |          |          |              |
|   | time  |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | relax |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | ntert |         |        |          |          |              |
|   | ainme |         |        |          |          |              |
|   | nt.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **Sol |         |        |          |          |              |
| 2 | diers |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | able  |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | take  |         |        |          |          |              |
|   | on    |         |        |          |          |              |
|   | tough |         |        |          |          |              |
|   | pro   |         |        |          |          |              |
|   | blems |         |        |          |          |              |
|   | wi    |         |        |          |          |              |
|   | thout |         |        |          |          |              |
|   | ge    |         |        |          |          |              |
|   | tting |         |        |          |          |              |
|   | fl    |         |        |          |          |              |
|   | uster |         |        |          |          |              |
|   | ed.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | *     |         |        |          |          |              |
| 3 | *Each |         |        |          |          |              |
| . | so    |         |        |          |          |              |
|   | ldier |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | de    |         |        |          |          |              |
|   | cides |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | himse |         |        |          |          |              |
|   | lf/he |         |        |          |          |              |
|   | rself |         |        |          |          |              |
|   | what  |         |        |          |          |              |
|   | is    |         |        |          |          |              |
|   | right |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | wro   |         |        |          |          |              |
|   | ng.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **The |         |        |          |          |              |
| 4 | sol   |         |        |          |          |              |
| . | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | have  |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | nough |         |        |          |          |              |
|   | s     |         |        |          |          |              |
|   | kills |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | I     |         |        |          |          |              |
|   | would |         |        |          |          |              |
|   | trust |         |        |          |          |              |
|   | them  |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | life  |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | comb  |         |        |          |          |              |
|   | at.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **    |         |        |          |          |              |
| 5 | There |         |        |          |          |              |
| . | are   |         |        |          |          |              |
|   | sol   |         |        |          |          |              |
|   | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | would |         |        |          |          |              |
|   | lend  |         |        |          |          |              |
|   | me    |         |        |          |          |              |
|   | money |         |        |          |          |              |
|   | in an |         |        |          |          |              |
|   | em    |         |        |          |          |              |
|   | ergen |         |        |          |          |              |
|   | cy.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **In  |         |        |          |          |              |
| 6 | this  |         |        |          |          |              |
| . | com   |         |        |          |          |              |
|   | pany, |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | look  |         |        |          |          |              |
|   | out   |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | each  |         |        |          |          |              |
|   | ot    |         |        |          |          |              |
|   | her's |         |        |          |          |              |
|   | go    |         |        |          |          |              |
|   | od.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **In  |         |        |          |          |              |
| 7 | this  |         |        |          |          |              |
| . | com   |         |        |          |          |              |
|   | pany, |         |        |          |          |              |
|   | sol   |         |        |          |          |              |
|   | diers |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | exp   |         |        |          |          |              |
|   | ected |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | f     |         |        |          |          |              |
|   | ollow |         |        |          |          |              |
|   | their |         |        |          |          |              |
|   | own   |         |        |          |          |              |
|   | per   |         |        |          |          |              |
|   | sonal |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | moral |         |        |          |          |              |
|   | belie |         |        |          |          |              |
|   | fs.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **In  |         |        |          |          |              |
| 8 | this  |         |        |          |          |              |
| . | com   |         |        |          |          |              |
|   | pany, |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | pr    |         |        |          |          |              |
|   | otect |         |        |          |          |              |
|   | their |         |        |          |          |              |
|   | own   |         |        |          |          |              |
|   | inte  |         |        |          |          |              |
|   | rests |         |        |          |          |              |
|   | above |         |        |          |          |              |
|   | all   |         |        |          |          |              |
|   | el    |         |        |          |          |              |
|   | se.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **    |         |        |          |          |              |
| 9 | There |         |        |          |          |              |
| . | is a  |         |        |          |          |              |
|   | lot   |         |        |          |          |              |
|   | of    |         |        |          |          |              |
|   | tea   |         |        |          |          |              |
|   | mwork |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | c     |         |        |          |          |              |
|   | ooper |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | among |         |        |          |          |              |
|   | sol   |         |        |          |          |              |
|   | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | compa |         |        |          |          |              |
|   | ny.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **    |         |        |          |          |              |
| 0 | There |         |        |          |          |              |
| . | is a  |         |        |          |          |              |
|   | lot   |         |        |          |          |              |
|   | of    |         |        |          |          |              |
|   | lying |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | d     |         |        |          |          |              |
|   | eceit |         |        |          |          |              |
|   | among |         |        |          |          |              |
|   | sol   |         |        |          |          |              |
|   | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | compa |         |        |          |          |              |
|   | ny.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **The |         |        |          |          |              |
| 1 | sol   |         |        |          |          |              |
| . | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | respe |         |        |          |          |              |
|   | ctful |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | wards |         |        |          |          |              |
|   | m     |         |        |          |          |              |
|   | en.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **    |         |        |          |          |              |
| 2 | There |         |        |          |          |              |
| . | are   |         |        |          |          |              |
|   | sol   |         |        |          |          |              |
|   | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | I     |         |        |          |          |              |
|   | would |         |        |          |          |              |
|   | con   |         |        |          |          |              |
|   | sider |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | frien |         |        |          |          |              |
|   | ds.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **    |         |        |          |          |              |
| 3 | There |         |        |          |          |              |
| . | are   |         |        |          |          |              |
|   | sol   |         |        |          |          |              |
|   | diers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | I can |         |        |          |          |              |
|   | go to |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | help  |         |        |          |          |              |
|   | when  |         |        |          |          |              |
|   | I     |         |        |          |          |              |
|   | have  |         |        |          |          |              |
|   | a     |         |        |          |          |              |
|   | per   |         |        |          |          |              |
|   | sonal |         |        |          |          |              |
|   | probl |         |        |          |          |              |
|   | em.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **My  |         |        |          |          |              |
| 4 | cl    |         |        |          |          |              |
| . | osest |         |        |          |          |              |
|   | rel   |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | ships |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | peers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | compa |         |        |          |          |              |
|   | ny.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **I   |         |        |          |          |              |
| 5 | have  |         |        |          |          |              |
| . | peers |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | mpany |         |        |          |          |              |
|   | that  |         |        |          |          |              |
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|   | c     |         |        |          |          |              |
|   | hoose |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | spend |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | time  |         |        |          |          |              |
|   | with  |         |        |          |          |              |
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|   | non   |         |        |          |          |              |
|   | -duty |         |        |          |          |              |
|   | hou   |         |        |          |          |              |
|   | rs.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+

+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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|   | terms |         |           |           |         |            |
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | more  |         |           |           |         |            |
|   | inter |         |           |           |         |            |
|   | ested |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | lo    |         |           |           |         |            |
|   | oking |         |           |           |         |            |
|   | good  |         |           |           |         |            |
|   | than  |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | being |         |           |           |         |            |
|   | go    |         |           |           |         |            |
|   | od.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 3 | **The |         |           |           |         |            |
| 9 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | s     |         |           |           |         |            |
|   | elf-c |         |           |           |         |            |
|   | enter |         |           |           |         |            |
|   | ed.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 0 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | bos   |         |           |           |         |            |
|   | sy.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 1 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | able  |         |           |           |         |            |
|   | to    |         |           |           |         |            |
|   | take  |         |           |           |         |            |
|   | on    |         |           |           |         |            |
|   | tough |         |           |           |         |            |
|   | pro   |         |           |           |         |            |
|   | blems |         |           |           |         |            |
|   | wi    |         |           |           |         |            |
|   | thout |         |           |           |         |            |
|   | ge    |         |           |           |         |            |
|   | tting |         |           |           |         |            |
|   | fl    |         |           |           |         |            |
|   | uster |         |           |           |         |            |
|   | ed.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **I   |         |           |           |         |            |
| 2 | am    |         |           |           |         |            |
| . | impr  |         |           |           |         |            |
|   | essed |         |           |           |         |            |
|   | with  |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | qu    |         |           |           |         |            |
|   | ality |         |           |           |         |            |
|   | of    |         |           |           |         |            |
|   | leade |         |           |           |         |            |
|   | rship |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | compa |         |           |           |         |            |
|   | ny.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **My  |         |           |           |         |            |
| 3 | chain |         |           |           |         |            |
| . | of    |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mmand |         |           |           |         |            |
|   | works |         |           |           |         |            |
|   | we    |         |           |           |         |            |
|   | ll.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **I   |         |           |           |         |            |
| 4 | would |         |           |           |         |            |
| . | go    |         |           |           |         |            |
|   | for   |         |           |           |         |            |
|   | help  |         |           |           |         |            |
|   | with  |         |           |           |         |            |
|   | a     |         |           |           |         |            |
|   | per   |         |           |           |         |            |
|   | sonal |         |           |           |         |            |
|   | pr    |         |           |           |         |            |
|   | oblem |         |           |           |         |            |
|   | to    |         |           |           |         |            |
|   | p     |         |           |           |         |            |
|   | eople |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | chain |         |           |           |         |            |
|   | of    |         |           |           |         |            |
|   | comma |         |           |           |         |            |
|   | nd.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 5 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | push  |         |           |           |         |            |
|   | sol   |         |           |           |         |            |
|   | diers |         |           |           |         |            |
|   | very  |         |           |           |         |            |
|   | hard  |         |           |           |         |            |
|   | to    |         |           |           |         |            |
|   | get   |         |           |           |         |            |
|   | t     |         |           |           |         |            |
|   | hings |         |           |           |         |            |
|   | done  |         |           |           |         |            |
|   | wi    |         |           |           |         |            |
|   | thout |         |           |           |         |            |
|   | r     |         |           |           |         |            |
|   | egard |         |           |           |         |            |
|   | for   |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | sold  |         |           |           |         |            |
|   | iers' |         |           |           |         |            |
|   | nee   |         |           |           |         |            |
|   | ds.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 6 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | en    |         |           |           |         |            |
|   | force |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | stan  |         |           |           |         |            |
|   | dards |         |           |           |         |            |
|   | they  |         |           |           |         |            |
|   | set   |         |           |           |         |            |
|   | for   |         |           |           |         |            |
|   | good  |         |           |           |         |            |
|   | b     |         |           |           |         |            |
|   | ehavi |         |           |           |         |            |
|   | or.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 7 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | not   |         |           |           |         |            |
|   | conc  |         |           |           |         |            |
|   | erned |         |           |           |         |            |
|   | with  |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | way   |         |           |           |         |            |
|   | sol   |         |           |           |         |            |
|   | diers |         |           |           |         |            |
|   | treat |         |           |           |         |            |
|   | each  |         |           |           |         |            |
|   | other |         |           |           |         |            |
|   | as    |         |           |           |         |            |
|   | long  |         |           |           |         |            |
|   | as    |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | job   |         |           |           |         |            |
|   | gets  |         |           |           |         |            |
|   | do    |         |           |           |         |            |
|   | ne.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 8 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | can   |         |           |           |         |            |
|   | take  |         |           |           |         |            |
|   | c     |         |           |           |         |            |
|   | harge |         |           |           |         |            |
|   | of    |         |           |           |         |            |
|   | thin  |         |           |           |         |            |
|   | gs.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 9 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | set   |         |           |           |         |            |
|   | good  |         |           |           |         |            |
|   | exa   |         |           |           |         |            |
|   | mples |         |           |           |         |            |
|   | for   |         |           |           |         |            |
|   | sol   |         |           |           |         |            |
|   | diers |         |           |           |         |            |
|   | by    |         |           |           |         |            |
|   | beh   |         |           |           |         |            |
|   | aving |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | way   |         |           |           |         |            |
|   | they  |         |           |           |         |            |
|   | e     |         |           |           |         |            |
|   | xpect |         |           |           |         |            |
|   | sol   |         |           |           |         |            |
|   | diers |         |           |           |         |            |
|   | to    |         |           |           |         |            |
|   | beha  |         |           |           |         |            |
|   | ve.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **The |         |           |           |         |            |
| 0 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | able  |         |           |           |         |            |
|   | to    |         |           |           |         |            |
|   | make  |         |           |           |         |            |
|   | tough |         |           |           |         |            |
|   | de    |         |           |           |         |            |
|   | cisio |         |           |           |         |            |
|   | ns.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **The |         |           |           |         |            |
| 1 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | just  |         |           |           |         |            |
|   | look  |         |           |           |         |            |
|   | out   |         |           |           |         |            |
|   | for   |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | mselv |         |           |           |         |            |
|   | es.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **The |         |           |           |         |            |
| 2 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | more  |         |           |           |         |            |
|   | inter |         |           |           |         |            |
|   | ested |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | furth |         |           |           |         |            |
|   | ering |         |           |           |         |            |
|   | their |         |           |           |         |            |
|   | ca    |         |           |           |         |            |
|   | reers |         |           |           |         |            |
|   | than  |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | well- |         |           |           |         |            |
|   | being |         |           |           |         |            |
|   | of    |         |           |           |         |            |
|   | their |         |           |           |         |            |
|   | s     |         |           |           |         |            |
|   | oldie |         |           |           |         |            |
|   | rs.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **My  |         |           |           |         |            |
| 3 | off   |         |           |           |         |            |
| . | icers |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | inter |         |           |           |         |            |
|   | ested |         |           |           |         |            |
|   | in my |         |           |           |         |            |
|   | per   |         |           |           |         |            |
|   | sonal |         |           |           |         |            |
|   | welfa |         |           |           |         |            |
|   | re.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **The |         |           |           |         |            |
| 4 | off   |         |           |           |         |            |
| . | icers |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | co    |         |           |           |         |            |
|   | mpany |         |           |           |         |            |
|   | would |         |           |           |         |            |
|   | lead  |         |           |           |         |            |
|   | well  |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | comb  |         |           |           |         |            |
|   | at.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **Off |         |           |           |         |            |
| 5 | icers |         |           |           |         |            |
| . | most  |         |           |           |         |            |
|   | a     |         |           |           |         |            |
|   | lways |         |           |           |         |            |
|   | get   |         |           |           |         |            |
|   | wi    |         |           |           |         |            |
|   | lling |         |           |           |         |            |
|   | and   |         |           |           |         |            |
|   | who   |         |           |           |         |            |
|   | le-he |         |           |           |         |            |
|   | arted |         |           |           |         |            |
|   | c     |         |           |           |         |            |
|   | ooper |         |           |           |         |            |
|   | ation |         |           |           |         |            |
|   | from  |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | sol   |         |           |           |         |            |
|   | diers |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | compa |         |           |           |         |            |
|   | ny.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+

**Please continue to rate each statement using the following scale:**

  ------------ --------- ----------- ------------ ------------ --------------
  **A.         **B.      **C. Not    **D.         **E.         **F. Not
  Strongly     Agree**   Sure**      Disagree**   Strongly     Applicable**
  Agree**                                         Disagree**   

  ------------ --------- ----------- ------------ ------------ --------------

+---+------------------------------------------------------------------+
| 5 | **My officers are interested in what I think and how I feel      |
| 6 | about things.**                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 5 | **NCOs most always get willing and whole-hearted cooperation     |
| 7 | from the soldiers in this company.**                             |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 5 | **My NCOs are interested in what I think and how I feel about    |
| 8 | things.**                                                        |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 5 | **My NCOs are interested in my personal welfare.**               |
| 9 |                                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 6 | **The NCOs in my chain of command are a good source of           |
| 0 | support.**                                                       |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 6 | **The NCOs in this company would lead well in combat.**          |
| 1 |                                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+

+---+------+--------+----------+----------+---------+---------------+
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
| T |      |        |          |          |         |               |
| h |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| f |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| w |      |        |          |          |         |               |
| i |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| m |      |        |          |          |         |               |
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| n |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| b |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| u |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| y |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| u |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
| c |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| m |      |        |          |          |         |               |
| p |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| y |      |        |          |          |         |               |
| . |      |        |          |          |         |               |
| P |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| c |      |        |          |          |         |               |
| h |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| m |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| u |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| i |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| h |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| c |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| : |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| * |      | **B.   | **C. Not | **D.     | **E.    | **F. Not      |
| * |      | A      | Sure**   | Di       | S       | Applicable**  |
| A |      | gree** |          | sagree** | trongly |               |
| . |      |        |          |          | Dis     |               |
| S |      |        |          |          | agree** |               |
| t |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| y |      |        |          |          |         |               |
| A |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **   |        |          |          |         |               |
| 2 | This |        |          |          |         |               |
| . | com  |        |          |          |         |               |
|   | pany |        |          |          |         |               |
|   | tr   |        |          |          |         |               |
|   | eats |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | oldi |        |          |          |         |               |
|   | ers' |        |          |          |         |               |
|   | spo  |        |          |          |         |               |
|   | uses |        |          |          |         |               |
|   | with |        |          |          |         |               |
|   | re   |        |          |          |         |               |
|   | spec |        |          |          |         |               |
|   | t.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **   |        |          |          |         |               |
| 3 | Fami |        |          |          |         |               |
| . | lies |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | i    |        |          |          |         |               |
|   | mpor |        |          |          |         |               |
|   | tant |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | co   |        |          |          |         |               |
|   | mpan |        |          |          |         |               |
|   | y.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **   |        |          |          |         |               |
| 4 | This |        |          |          |         |               |
| . | com  |        |          |          |         |               |
|   | pany |        |          |          |         |               |
|   | va   |        |          |          |         |               |
|   | lues |        |          |          |         |               |
|   | sold |        |          |          |         |               |
|   | iers |        |          |          |         |               |
|   | who  |        |          |          |         |               |
|   | can  |        |          |          |         |               |
|   | take |        |          |          |         |               |
|   | ch   |        |          |          |         |               |
|   | arge |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | hing |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **T  |        |          |          |         |               |
| 5 | here |        |          |          |         |               |
| . | is   |        |          |          |         |               |
|   | no   |        |          |          |         |               |
|   | room |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | ne's |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | mo   |        |          |          |         |               |
|   | rals |        |          |          |         |               |
|   | or   |        |          |          |         |               |
|   | et   |        |          |          |         |               |
|   | hics |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | co   |        |          |          |         |               |
|   | mpan |        |          |          |         |               |
|   | y.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| * | *    |        |          |          |         |               |
| * | *The |        |          |          |         |               |
| 6 | most |        |          |          |         |               |
| 6 | i    |        |          |          |         |               |
| . | mpor |        |          |          |         |               |
| * | tant |        |          |          |         |               |
| * | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | com  |        |          |          |         |               |
|   | pany |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | each |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | oldi |        |          |          |         |               |
|   | er's |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | ense |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | r    |        |          |          |         |               |
|   | ight |        |          |          |         |               |
|   | and  |        |          |          |         |               |
|   | wron |        |          |          |         |               |
|   | g.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **Su |        |          |          |         |               |
| 6 | cces |        |          |          |         |               |
| . | sful |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | com  |        |          |          |         |               |
|   | pany |        |          |          |         |               |
|   | go   |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | boo  |        |          |          |         |               |
|   | k.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **   |        |          |          |         |               |
| 7 | Ever |        |          |          |         |               |
| . | yone |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | com  |        |          |          |         |               |
|   | pany |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | expe |        |          |          |         |               |
|   | cted |        |          |          |         |               |
|   | to   |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | tick |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | com  |        |          |          |         |               |
|   | pany |        |          |          |         |               |
|   | r    |        |          |          |         |               |
|   | ules |        |          |          |         |               |
|   | and  |        |          |          |         |               |
|   | p    |        |          |          |         |               |
|   | roce |        |          |          |         |               |
|   | dure |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **In |        |          |          |         |               |
| 8 | this |        |          |          |         |               |
| . | comp |        |          |          |         |               |
|   | any, |        |          |          |         |               |
|   | sold |        |          |          |         |               |
|   | iers |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | gu   |        |          |          |         |               |
|   | ided |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | heir |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | e    |        |          |          |         |               |
|   | thic |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **In |        |          |          |         |               |
| 9 | this |        |          |          |         |               |
| . | comp |        |          |          |         |               |
|   | any, |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | f    |        |          |          |         |               |
|   | irst |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | onsi |        |          |          |         |               |
|   | dera |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | whe  |        |          |          |         |               |
|   | ther |        |          |          |         |               |
|   | a    |        |          |          |         |               |
|   | deci |        |          |          |         |               |
|   | sion |        |          |          |         |               |
|   | viol |        |          |          |         |               |
|   | ates |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | la   |        |          |          |         |               |
|   | w.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 7 | **In |        |          |          |         |               |
| 0 | this |        |          |          |         |               |
| . | comp |        |          |          |         |               |
|   | any, |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | mo   |        |          |          |         |               |
|   | stly |        |          |          |         |               |
|   | out  |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | hems |        |          |          |         |               |
|   | elve |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+

  ------------ --------- ----------- ------------ ------------ ---------------
  **A.         **B.      **C. Not    **D.         **E.         **F. Not
  Strongly     Agree**   Sure**      Disagree**   Strongly     Applicable**
  Agree**                                         Disagree**   

  ------------ --------- ----------- ------------ ------------ ---------------

+---+------------------------------------------------------------------+
| 7 | **Regarding moral beliefs in this company, there is a sense that |
| 2 | "anything goes."**                                               |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **The most important concern in this company is the good of all  |
| 3 | the people in the company as a whole.**                          |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **The major concern in this company is always what is best for   |
| 4 | the other person.**                                              |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **The company values soldiers who are able to make tough         |
| 5 | decisions.**                                                     |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **There are high levels of sexual harassment in this company.**  |
| 6 |                                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **There are high levels of racial or ethnic discrimination in    |
| 7 | this company.**                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **If we went to war tomorrow, I would feel good about going with |
| 8 | this company.**                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 7 | **I think the level of training in this company is high.**       |
| 9 |                                                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+
| 8 | **I have real confidence in our company's ability to use our     |
| 0 | weapons or mission equipment.**                                  |
| . |                                                                  |
|   |                                                                  |
+---+------------------------------------------------------------------+

  ----------- -------------- -------- ------------ --------- ------------ ----------------
                                                                          

  **The                                                                   
  following                                                               
  questions                                                               
  deal with                                                               
  your                                                                    
  company's                                                               
  readiness                                                               
  to perform                                                              
  its                                                                     
  mission.                                                                
  Please rate                                                             
  each using                                                              
  the                                                                     
  following                                                               
  scale:**                                                                

  **A. Very                  **B.     **C. Not     **D.      **E. Very    **F. Not
  Poor**                     Poor**   Sure**       Good**    Good**       Applicable**

  **81.**     **How would                                                 
              you rate your                                               
              company's                                                   
              ability to                                                  
              perform its                                                 
              mission in                                                  
              war?**                                                      

  **82.**     **How would                                                 
              you describe                                                
              your fellow                                                 
              soldiers'                                                   
              readiness to                                                
              fight if and                                                
              when                                                        
              necessary?**                                                

  **83.**     **How would                                                 
              you rate the                                                
              condition of                                                
              your company's                                              
              equipment                                                   
              (trucks,                                                    
              tools,                                                      
              etc.)?**                                                    
  ----------- -------------- -------- ------------ --------- ------------ ----------------

+----+-----+--------+-----------+----------+-------------+------------+
|    |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  |     |        |           |          |             |            |
| *T |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| st |     |        |           |          |             |            |
| at |     |        |           |          |             |            |
| em |     |        |           |          |             |            |
| en |     |        |           |          |             |            |
| ts |     |        |           |          |             |            |
| c  |     |        |           |          |             |            |
| on |     |        |           |          |             |            |
| ce |     |        |           |          |             |            |
| rn |     |        |           |          |             |            |
| yo |     |        |           |          |             |            |
| ur |     |        |           |          |             |            |
| op |     |        |           |          |             |            |
| in |     |        |           |          |             |            |
| io |     |        |           |          |             |            |
| n. |     |        |           |          |             |            |
| Pl |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
| se |     |        |           |          |             |            |
| ra |     |        |           |          |             |            |
| te |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
| ch |     |        |           |          |             |            |
| s  |     |        |           |          |             |            |
| ta |     |        |           |          |             |            |
| te |     |        |           |          |             |            |
| me |     |        |           |          |             |            |
| nt |     |        |           |          |             |            |
| u  |     |        |           |          |             |            |
| si |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| t  |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| sc |     |        |           |          |             |            |
| al |     |        |           |          |             |            |
| e: |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| ** |     | **B.   | **C. Not  | **D.     | **E.        | **F. Not   |
| A. |     | A      | Sure**    | Di       | Strongly    | Ap         |
| St |     | gree** |           | sagree** | Disagree**  | plicable** |
| ro |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| ly |     |        |           |          |             |            |
| A  |     |        |           |          |             |            |
| gr |     |        |           |          |             |            |
| ee |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *8 | Men |        |           |          |             |            |
| 4. | sho |        |           |          |             |            |
| ** | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | est |        |           |          |             |            |
|    | ric |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | rom |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | sp  |        |           |          |             |            |
|    | eci |        |           |          |             |            |
|    | alt |        |           |          |             |            |
|    | ies |        |           |          |             |            |
|    | for |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ich |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | hey |        |           |          |             |            |
|    | can |        |           |          |             |            |
|    | q   |        |           |          |             |            |
|    | ual |        |           |          |             |            |
|    | ify |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 85 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | fu  |        |           |          |             |            |
|    | nda |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | tal |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | fi  |        |           |          |             |            |
|    | ght |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | win |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | Na  |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | n's |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ars |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *8 | Men |        |           |          |             |            |
| 6. | h   |        |           |          |             |            |
| ** | ave |        |           |          |             |            |
|    | an  |        |           |          |             |            |
|    | adv |        |           |          |             |            |
|    | ant |        |           |          |             |            |
|    | age |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | ver |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | hen |        |           |          |             |            |
|    | it  |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mes |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | hav |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ucc |        |           |          |             |            |
|    | ess |        |           |          |             |            |
|    | ful |        |           |          |             |            |
|    | mi  |        |           |          |             |            |
|    | lit |        |           |          |             |            |
|    | ary |        |           |          |             |            |
|    | car |        |           |          |             |            |
|    | eer |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 86 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | est |        |           |          |             |            |
|    | ric |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | rom |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | sp  |        |           |          |             |            |
|    | eci |        |           |          |             |            |
|    | alt |        |           |          |             |            |
|    | ies |        |           |          |             |            |
|    | for |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ich |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | hey |        |           |          |             |            |
|    | can |        |           |          |             |            |
|    | q   |        |           |          |             |            |
|    | ual |        |           |          |             |            |
|    | ify |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 87 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ain |        |           |          |             |            |
|    | fo  |        |           |          |             |            |
|    | cus |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | wa  |        |           |          |             |            |
|    | rfi |        |           |          |             |            |
|    | ght |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 88 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ave |        |           |          |             |            |
|    | an  |        |           |          |             |            |
|    | adv |        |           |          |             |            |
|    | ant |        |           |          |             |            |
|    | age |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | ver |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | hen |        |           |          |             |            |
|    | it  |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mes |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | hav |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ucc |        |           |          |             |            |
|    | ess |        |           |          |             |            |
|    | ful |        |           |          |             |            |
|    | mi  |        |           |          |             |            |
|    | lit |        |           |          |             |            |
|    | ary |        |           |          |             |            |
|    | car |        |           |          |             |            |
|    | eer |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+

+----+-----+--------+-----------+----------+-------------+------------+
| .  |     |        |           |          |             |            |
|    |     |        |           |          |             |            |
| *  |     |        |           |          |             |            |
| *T |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| st |     |        |           |          |             |            |
| at |     |        |           |          |             |            |
| em |     |        |           |          |             |            |
| en |     |        |           |          |             |            |
| ts |     |        |           |          |             |            |
| a  |     |        |           |          |             |            |
| re |     |        |           |          |             |            |
| to |     |        |           |          |             |            |
| be |     |        |           |          |             |            |
| c  |     |        |           |          |             |            |
| om |     |        |           |          |             |            |
| pl |     |        |           |          |             |            |
| et |     |        |           |          |             |            |
| ed |     |        |           |          |             |            |
| by |     |        |           |          |             |            |
| so |     |        |           |          |             |            |
| ld |     |        |           |          |             |            |
| ie |     |        |           |          |             |            |
| rs |     |        |           |          |             |            |
| in |     |        |           |          |             |            |
| u  |     |        |           |          |             |            |
| ni |     |        |           |          |             |            |
| ts |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| th |     |        |           |          |             |            |
| bo |     |        |           |          |             |            |
| th |     |        |           |          |             |            |
| m  |     |        |           |          |             |            |
| en |     |        |           |          |             |            |
| a  |     |        |           |          |             |            |
| nd |     |        |           |          |             |            |
| wo |     |        |           |          |             |            |
| me |     |        |           |          |             |            |
| n. |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
|    |     |        |           |          |             |            |
| *  |     |        |           |          |             |            |
| *[ |     |        |           |          |             |            |
| If |     |        |           |          |             |            |
| yo |     |        |           |          |             |            |
| ur |     |        |           |          |             |            |
| c  |     |        |           |          |             |            |
| om |     |        |           |          |             |            |
| pa |     |        |           |          |             |            |
| ny |     |        |           |          |             |            |
| do |     |        |           |          |             |            |
| es |     |        |           |          |             |            |
| n  |     |        |           |          |             |            |
| ot |     |        |           |          |             |            |
| ha |     |        |           |          |             |            |
| ve |     |        |           |          |             |            |
| ma |     |        |           |          |             |            |
| le |     |        |           |          |             |            |
| a  |     |        |           |          |             |            |
| nd |     |        |           |          |             |            |
| fe |     |        |           |          |             |            |
| ma |     |        |           |          |             |            |
| le |     |        |           |          |             |            |
| so |     |        |           |          |             |            |
| ld |     |        |           |          |             |            |
| ie |     |        |           |          |             |            |
| rs |     |        |           |          |             |            |
| ]{ |     |        |           |          |             |            |
| .u |     |        |           |          |             |            |
| nd |     |        |           |          |             |            |
| er |     |        |           |          |             |            |
| li |     |        |           |          |             |            |
| ne |     |        |           |          |             |            |
| }, |     |        |           |          |             |            |
| sk |     |        |           |          |             |            |
| ip |     |        |           |          |             |            |
| to |     |        |           |          |             |            |
| qu |     |        |           |          |             |            |
| es |     |        |           |          |             |            |
| ti |     |        |           |          |             |            |
| on |     |        |           |          |             |            |
| 11 |     |        |           |          |             |            |
| 2. |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
|    |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
| Pl |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
| se |     |        |           |          |             |            |
| u  |     |        |           |          |             |            |
| se |     |        |           |          |             |            |
| t  |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| sc |     |        |           |          |             |            |
| al |     |        |           |          |             |            |
| e: |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| ** |     | **B.   | **C. Not  | **D.     | **E.        | **F. Not   |
| A. |     | A      | Sure**    | Di       | Strongly    | Ap         |
| St |     | gree** |           | sagree** | Disagree**  | plicable** |
| ro |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| ly |     |        |           |          |             |            |
| A  |     |        |           |          |             |            |
| gr |     |        |           |          |             |            |
| ee |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 90 | **M |        |           |          |             |            |
| .  | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | "c  |        |           |          |             |            |
|    | ome |        |           |          |             |            |
|    | on" |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 91 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mpa |        |           |          |             |            |
|    | ny, |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | acc |        |           |          |             |            |
|    | ept |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | equ |        |           |          |             |            |
|    | als |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *9 | Sex |        |           |          |             |            |
| 2. | ual |        |           |          |             |            |
| ** | r   |        |           |          |             |            |
|    | ela |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | nsh |        |           |          |             |            |
|    | ips |        |           |          |             |            |
|    | b   |        |           |          |             |            |
|    | etw |        |           |          |             |            |
|    | een |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | ead |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | sub |        |           |          |             |            |
|    | ord |        |           |          |             |            |
|    | ina |        |           |          |             |            |
|    | tes |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | tol |        |           |          |             |            |
|    | era |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 92 | **  |        |           |          |             |            |
| .  | Fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | rea |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 93 | **M |        |           |          |             |            |
| .  | ale |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ork |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ell |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | her |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | ga  |        |           |          |             |            |
|    | rri |        |           |          |             |            |
|    | son |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 94 | **  |        |           |          |             |            |
| .  | Fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | "c  |        |           |          |             |            |
|    | ome |        |           |          |             |            |
|    | on" |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 95 | **M |        |           |          |             |            |
| .  | ale |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ork |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ell |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | her |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | fi  |        |           |          |             |            |
|    | eld |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 96 | **  |        |           |          |             |            |
| .  | Fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | try |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ard |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 97 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mpa |        |           |          |             |            |
|    | ny, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | p   |        |           |          |             |            |
|    | ull |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | oad |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 98 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | are |        |           |          |             |            |
|    | com |        |           |          |             |            |
|    | pet |        |           |          |             |            |
|    | ent |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 99 | **M |        |           |          |             |            |
| .  | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | rea |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 1  | **M |        |           |          |             |            |
| 00 | ale |        |           |          |             |            |
| .  | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | try |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ard |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 1  | *   |        |           |          |             |            |
| 01 | *In |        |           |          |             |            |
| .  | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mpa |        |           |          |             |            |
|    | ny, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | p   |        |           |          |             |            |
|    | ull |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | oad |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 1  | *   |        |           |          |             |            |
| 02 | *In |        |           |          |             |            |
| .  | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mpa |        |           |          |             |            |
|    | ny, |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | acc |        |           |          |             |            |
|    | ept |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | equ |        |           |          |             |            |
|    | als |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 1  | **  |        |           |          |             |            |
| 03 | The |        |           |          |             |            |
| .  | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | c   |        |           |          |             |            |
|    | omp |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | are |        |           |          |             |            |
|    | com |        |           |          |             |            |
|    | pet |        |           |          |             |            |
|    | ent |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+

+----+----------+--------------+--------------+--------------+--------+
| ** |          |              |              |              |        |
| To |          |              |              |              |        |
| Be |          |              |              |              |        |
| C  |          |              |              |              |        |
| om |          |              |              |              |        |
| pl |          |              |              |              |        |
| et |          |              |              |              |        |
| ed |          |              |              |              |        |
| By |          |              |              |              |        |
| A  |          |              |              |              |        |
| ll |          |              |              |              |        |
| S  |          |              |              |              |        |
| ol |          |              |              |              |        |
| di |          |              |              |              |        |
| er |          |              |              |              |        |
| s. |          |              |              |              |        |
| ** |          |              |              |              |        |
|    |          |              |              |              |        |
| ** |          |              |              |              |        |
| Pl |          |              |              |              |        |
| ea |          |              |              |              |        |
| se |          |              |              |              |        |
| an |          |              |              |              |        |
| sw |          |              |              |              |        |
| er |          |              |              |              |        |
| t  |          |              |              |              |        |
| he |          |              |              |              |        |
| f  |          |              |              |              |        |
| ol |          |              |              |              |        |
| lo |          |              |              |              |        |
| wi |          |              |              |              |        |
| ng |          |              |              |              |        |
| q  |          |              |              |              |        |
| ue |          |              |              |              |        |
| st |          |              |              |              |        |
| io |          |              |              |              |        |
| ns |          |              |              |              |        |
| u  |          |              |              |              |        |
| si |          |              |              |              |        |
| ng |          |              |              |              |        |
| t  |          |              |              |              |        |
| he |          |              |              |              |        |
| sc |          |              |              |              |        |
| al |          |              |              |              |        |
| e: |          |              |              |              |        |
| ** |          |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| ** |          | **B. Once or | **C.         | **D. Often** | **E.   |
| A. |          | Twice**      | Sometimes**  |              | Al     |
| N  |          |              |              |              | ways** |
| ev |          |              |              |              |        |
| er |          |              |              |              |        |
| ** |          |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| ** |          |              |              |              |        |
| Du |          |              |              |              |        |
| ri |          |              |              |              |        |
| ng |          |              |              |              |        |
| t  |          |              |              |              |        |
| he |          |              |              |              |        |
| pa |          |              |              |              |        |
| st |          |              |              |              |        |
| 12 |          |              |              |              |        |
| mo |          |              |              |              |        |
| nt |          |              |              |              |        |
| hs |          |              |              |              |        |
| in |          |              |              |              |        |
| th |          |              |              |              |        |
| is |          |              |              |              |        |
| co |          |              |              |              |        |
| mp |          |              |              |              |        |
| an |          |              |              |              |        |
| y, |          |              |              |              |        |
| ha |          |              |              |              |        |
| ve |          |              |              |              |        |
| y  |          |              |              |              |        |
| ou |          |              |              |              |        |
| ev |          |              |              |              |        |
| er |          |              |              |              |        |
| be |          |              |              |              |        |
| en |          |              |              |              |        |
| in |          |              |              |              |        |
| a  |          |              |              |              |        |
| s  |          |              |              |              |        |
| it |          |              |              |              |        |
| ua |          |              |              |              |        |
| ti |          |              |              |              |        |
| on |          |              |              |              |        |
| w  |          |              |              |              |        |
| he |          |              |              |              |        |
| re |          |              |              |              |        |
| fe |          |              |              |              |        |
| ll |          |              |              |              |        |
| ow |          |              |              |              |        |
| so |          |              |              |              |        |
| ld |          |              |              |              |        |
| ie |          |              |              |              |        |
| rs |          |              |              |              |        |
| or |          |              |              |              |        |
| su |          |              |              |              |        |
| pe |          |              |              |              |        |
| rv |          |              |              |              |        |
| is |          |              |              |              |        |
| or |          |              |              |              |        |
| s: |          |              |              |              |        |
| ** |          |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **told   |              |              |              |        |
| 05 | su       |              |              |              |        |
| .  | ggestive |              |              |              |        |
|    | stories  |              |              |              |        |
|    | or       |              |              |              |        |
|    | o        |              |              |              |        |
|    | ffensive |              |              |              |        |
|    | jokes?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 06 | crude    |              |              |              |        |
| .  | and      |              |              |              |        |
|    | o        |              |              |              |        |
|    | ffensive |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | remarks, |              |              |              |        |
|    | either   |              |              |              |        |
|    | publicly |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | in your  |              |              |              |        |
|    | wo       |              |              |              |        |
|    | rkplace) |              |              |              |        |
|    | or to    |              |              |              |        |
|    | you      |              |              |              |        |
|    | priv     |              |              |              |        |
|    | ately?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | *        |              |              |              |        |
| 07 | *treated |              |              |              |        |
| .  | you      |              |              |              |        |
|    | "diff    |              |              |              |        |
|    | erently" |              |              |              |        |
|    | because  |              |              |              |        |
|    | of your  |              |              |              |        |
|    | sex      |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | mi       |              |              |              |        |
|    | streated |              |              |              |        |
|    | or       |              |              |              |        |
|    | ignored  |              |              |              |        |
|    | you)?**  |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **di     |              |              |              |        |
| 08 | splayed, |              |              |              |        |
| .  | used or  |              |              |              |        |
|    | dis      |              |              |              |        |
|    | tributed |              |              |              |        |
|    | sexist   |              |              |              |        |
|    | or       |              |              |              |        |
|    | su       |              |              |              |        |
|    | ggestive |              |              |              |        |
|    | m        |              |              |              |        |
|    | aterials |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | p        |              |              |              |        |
|    | ictures, |              |              |              |        |
|    | stories  |              |              |              |        |
|    | or       |              |              |              |        |
|    | pornogr  |              |              |              |        |
|    | aphy)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 09 | sexist   |              |              |              |        |
| .  | re       |              |              |              |        |
|    | marks?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **"put   |              |              |              |        |
| 10 | you      |              |              |              |        |
| .  | down" or |              |              |              |        |
|    | was      |              |              |              |        |
|    | conde    |              |              |              |        |
|    | scending |              |              |              |        |
|    | to you   |              |              |              |        |
|    | because  |              |              |              |        |
|    | of your  |              |              |              |        |
|    | sex?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 11 | unwanted |              |              |              |        |
| .  | attempts |              |              |              |        |
|    | to draw  |              |              |              |        |
|    | you into |              |              |              |        |
|    | a        |              |              |              |        |
|    | di       |              |              |              |        |
|    | scussion |              |              |              |        |
|    | of       |              |              |              |        |
|    | personal |              |              |              |        |
|    | or       |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | matters  |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | tried to |              |              |              |        |
|    | discuss  |              |              |              |        |
|    | or       |              |              |              |        |
|    | comment  |              |              |              |        |
|    | on your  |              |              |              |        |
|    | sex      |              |              |              |        |
|    | life?**  |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | *        |              |              |              |        |
| 12 | *touched |              |              |              |        |
| .  | you in a |              |              |              |        |
|    | way that |              |              |              |        |
|    | made you |              |              |              |        |
|    | feel     |              |              |              |        |
|    | uncom    |              |              |              |        |
|    | fortable |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | laid a   |              |              |              |        |
|    | hand on  |              |              |              |        |
|    | your     |              |              |              |        |
|    | bare     |              |              |              |        |
|    | arm, put |              |              |              |        |
|    | an arm   |              |              |              |        |
|    | around   |              |              |              |        |
|    | your     |              |              |              |        |
|    | shoul    |              |              |              |        |
|    | ders)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **gave   |              |              |              |        |
| 13 | you      |              |              |              |        |
| .  | unwanted |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | atte     |              |              |              |        |
|    | ntion?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **a      |              |              |              |        |
| 14 | ttempted |              |              |              |        |
| .  | to       |              |              |              |        |
|    | e        |              |              |              |        |
|    | stablish |              |              |              |        |
|    | a        |              |              |              |        |
|    | romantic |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | rela     |              |              |              |        |
|    | tionship |              |              |              |        |
|    | with you |              |              |              |        |
|    | despite  |              |              |              |        |
|    | your     |              |              |              |        |
|    | efforts  |              |              |              |        |
|    | to       |              |              |              |        |
|    | di       |              |              |              |        |
|    | scourage |              |              |              |        |
|    | him or   |              |              |              |        |
|    | her?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 15 | unwanted |              |              |              |        |
| .  | attempts |              |              |              |        |
|    | to       |              |              |              |        |
|    | stroke   |              |              |              |        |
|    | or       |              |              |              |        |
|    | fondle   |              |              |              |        |
|    | you      |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | stroking |              |              |              |        |
|    | your leg |              |              |              |        |
|    | or       |              |              |              |        |
|    | neck)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **c      |              |              |              |        |
| 16 | ontinued |              |              |              |        |
| .  | to ask   |              |              |              |        |
|    | you for  |              |              |              |        |
|    | dates,   |              |              |              |        |
|    | drinks,  |              |              |              |        |
|    | dinner,  |              |              |              |        |
|    | etc.,    |              |              |              |        |
|    | even     |              |              |              |        |
|    | though   |              |              |              |        |
|    | you      |              |              |              |        |
|    | already  |              |              |              |        |
|    | said     |              |              |              |        |
|    | no?**    |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 17 | you feel |              |              |              |        |
| .  | you were |              |              |              |        |
|    | being    |              |              |              |        |
|    | subtly   |              |              |              |        |
|    | bribed   |              |              |              |        |
|    | with     |              |              |              |        |
|    | some     |              |              |              |        |
|    | sort of  |              |              |              |        |
|    | reward   |              |              |              |        |
|    | or       |              |              |              |        |
|    | special  |              |              |              |        |
|    | t        |              |              |              |        |
|    | reatment |              |              |              |        |
|    | to       |              |              |              |        |
|    | engage   |              |              |              |        |
|    | in       |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | beh      |              |              |              |        |
|    | avior?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 18 | you feel |              |              |              |        |
| .  | you were |              |              |              |        |
|    | being    |              |              |              |        |
|    | subtly   |              |              |              |        |
|    | th       |              |              |              |        |
|    | reatened |              |              |              |        |
|    | with     |              |              |              |        |
|    | some     |              |              |              |        |
|    | sort of  |              |              |              |        |
|    | ret      |              |              |              |        |
|    | aliation |              |              |              |        |
|    | for not  |              |              |              |        |
|    | being    |              |              |              |        |
|    | sexually |              |              |              |        |
|    | coo      |              |              |              |        |
|    | perative |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | the      |              |              |              |        |
|    | mention  |              |              |              |        |
|    | of an    |              |              |              |        |
|    | upcoming |              |              |              |        |
|    | eva      |              |              |              |        |
|    | luation, |              |              |              |        |
|    | review,  |              |              |              |        |
|    | etc.)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 19 | unwanted |              |              |              |        |
| .  | attempts |              |              |              |        |
|    | to have  |              |              |              |        |
|    | sex with |              |              |              |        |
|    | you that |              |              |              |        |
|    | resulted |              |              |              |        |
|    | in you   |              |              |              |        |
|    | p        |              |              |              |        |
|    | leading, |              |              |              |        |
|    | crying   |              |              |              |        |
|    | or       |              |              |              |        |
|    | ph       |              |              |              |        |
|    | ysically |              |              |              |        |
|    | strug    |              |              |              |        |
|    | gling?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **w      |              |              |              |        |
| 20 | histled, |              |              |              |        |
| .  | called   |              |              |              |        |
|    | or       |              |              |              |        |
|    | hooted   |              |              |              |        |
|    | at you   |              |              |              |        |
|    | in a     |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | way?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **made   |              |              |              |        |
| 21 | gestures |              |              |              |        |
| .  | or used  |              |              |              |        |
|    | body     |              |              |              |        |
|    | language |              |              |              |        |
|    | of a     |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | nature   |              |              |              |        |
|    | which    |              |              |              |        |
|    | emb      |              |              |              |        |
|    | arrassed |              |              |              |        |
|    | or       |              |              |              |        |
|    | offended |              |              |              |        |
|    | you?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | *        |              |              |              |        |
| 22 | *stared, |              |              |              |        |
| .  | leered   |              |              |              |        |
|    | or ogled |              |              |              |        |
|    | you in a |              |              |              |        |
|    | way that |              |              |              |        |
|    | made you |              |              |              |        |
|    | uncomfor |              |              |              |        |
|    | table?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | *        |              |              |              |        |
| 23 | *exposed |              |              |              |        |
| .  | th       |              |              |              |        |
|    | emselves |              |              |              |        |
|    | ph       |              |              |              |        |
|    | ysically |              |              |              |        |
|    | (for     |              |              |              |        |
|    | example  |              |              |              |        |
|    | "mooned" |              |              |              |        |
|    | you) in  |              |              |              |        |
|    | a way    |              |              |              |        |
|    | that     |              |              |              |        |
|    | emb      |              |              |              |        |
|    | arrassed |              |              |              |        |
|    | you or   |              |              |              |        |
|    | made you |              |              |              |        |
|    | feel     |              |              |              |        |
|    | uncomfor |              |              |              |        |
|    | table?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **had    |              |              |              |        |
| 24 | sex with |              |              |              |        |
| .  | you      |              |              |              |        |
|    | without  |              |              |              |        |
|    | your     |              |              |              |        |
|    | consent  |              |              |              |        |
|    | or       |              |              |              |        |
|    | against  |              |              |              |        |
|    | your     |              |              |              |        |
|    | will?**  |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+

<table style="width:100%;">
<colgroup>
<col style="width: 6%" />
<col style="width: 0%" />
<col style="width: 15%" />
<col style="width: 17%" />
<col style="width: 0%" />
<col style="width: 3%" />
<col style="width: 13%" />
<col style="width: 0%" />
<col style="width: 7%" />
<col style="width: 9%" />
<col style="width: 0%" />
<col style="width: 12%" />
<col style="width: 13%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="13"><p><strong>Please continue to answer the following
questions using the scale.</strong></p>
<p><strong>During the past 12 months in this company, have you ever been
in a situation where fellow soldiers or supervisors:</strong></p></td>
</tr>
<tr class="even">
<td colspan="3"><strong>A. Never</strong></td>
<td colspan="3"><strong>B. Once or Twice</strong></td>
<td colspan="3"><strong>C. Sometimes</strong></td>
<td colspan="3"><strong>D. Often</strong></td>
<td><strong>E. Always</strong></td>
</tr>
<tr class="odd">
<td><ol start="125" type="1">
<li></li>
</ol></td>
<td colspan="12"><strong>implied faster promotions or better treatment
if you were sexually cooperative?</strong></td>
</tr>
<tr class="even">
<td colspan="2"><strong>126.</strong></td>
<td colspan="11"><strong>made it necessary for you to respond positively
to sexual invitations in order to be well treated on the
job?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"><ol start="126" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>made you feel you’d be treated poorly if you
didn’t cooperate sexually?</strong></td>
</tr>
<tr class="even">
<td colspan="2"><ol start="127" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>treated you badly for refusing to have
sex?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"><ol start="128" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>sexually harassed you?</strong></td>
</tr>
<tr class="even">
<td colspan="13"></td>
</tr>
<tr class="odd">
<td colspan="13"></td>
</tr>
<tr class="even">
<td colspan="13"></td>
</tr>
<tr class="odd">
<td colspan="13"><strong>Handling Complaints:</strong></td>
</tr>
<tr class="even">
<td colspan="2"><strong>130.</strong></td>
<td colspan="11"><strong>In the past year, did you file a FORMAL
complaint of sexual harassment against someone IN your
company?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="6">A. Yes</td>
<td colspan="5">B. No</td>
</tr>
<tr class="even">
<td colspan="2"><strong>131.</strong></td>
<td colspan="11"><strong>If yes, were you satisfied with the system’s
process to resolve your complaint?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="even">
<td colspan="2"><strong>132.</strong></td>
<td colspan="11"><strong>Were you satisfied with the result of your
complaint?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="even">
<td colspan="2"><strong>133.</strong></td>
<td colspan="11"><strong>In the past year, did you file a FORMAL
complaint of sexual harassment against someone OUTSIDE your
company?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="5">A. Yes</td>
<td colspan="6">B. No</td>
</tr>
<tr class="even">
<td colspan="2"><strong>134.</strong></td>
<td colspan="11"><strong>If yes, were you satisfied with the system’s
process to resolve your complaint?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="2"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="even">
<td colspan="2"><strong>135.</strong></td>
<td colspan="11"><strong>Were you satisfied with the results of your
complaint?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
</tbody>
</table>

<table style="width:100%;">
<colgroup>
<col style="width: 6%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 10%" />
<col style="width: 12%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 2%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 9%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 9%" />
<col style="width: 1%" />
<col style="width: 5%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 2%" />
<col style="width: 6%" />
<col style="width: 16%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="3"><strong>136.</strong></td>
<td colspan="20"><strong>In the past year, did you take care of a
personal experience of sexual harassment INFORMALLY IN your company
without going through the system?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="3">A. Yes</td>
<td colspan="17">B. No</td>
</tr>
<tr class="odd">
<td colspan="3"><strong>137.</strong></td>
<td colspan="20"><strong>If yes, were you satisfied with this INFORMAL
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="9"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>138.</strong></td>
<td colspan="20"><strong>Were you satisfied with the results of dealing
with the experience INFORMALLY?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="8"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="4"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>139.</strong></td>
<td colspan="20"><strong>In the past year, did you take care of a
personal experience of sexual harassment INFORMALLY OUTSIDE your company
without going through the system?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="4">A. Yes</td>
<td colspan="16">B. No</td>
</tr>
<tr class="odd">
<td colspan="2"><strong>140.</strong></td>
<td colspan="21"><strong>If yes, were you satisfied with this INFORMAL
process to take care of your complaint?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="8"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="5"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>141.</strong></td>
<td colspan="21"><strong>Were you satisfied with the results of dealing
with the experience INFORMALLY?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="8"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="5"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>142.</strong></td>
<td colspan="21"><strong>In the past 12 months, how many hours of sexual
harassment prevention training have you had?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="13"><p>A. zero hours</p>
<p>B. up to 1/2 hour</p>
<p>C. up to 1 hour</p></td>
<td colspan="8"><p>D. up to 2 hours</p>
<p>E. up to 3 hours</p>
<p>F. more than 3 hours</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>143.</strong></td>
<td colspan="21"><strong>In the past 12 months, how many hours of equal
opportunity training have you had?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="13"><p>A. zero hours</p>
<p>B. up to 1/2 hour</p>
<p>C. up to 1 hour</p></td>
<td colspan="8"><p>D. up to 2 hours</p>
<p>E. up to 3 hours</p>
<p>F. more than 3 hours</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>144.</strong></td>
<td colspan="21"><strong>When you go to the field, how many days do you
usually spend away overnight?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3">A. 0</td>
<td colspan="4">B. 1-4</td>
<td colspan="5">C. 5-8</td>
<td colspan="3">D. 9-12</td>
<td colspan="6">E. 13-16</td>
<td>F. 17 or more</td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="13"></td>
<td colspan="8"></td>
</tr>
<tr class="even">
<td colspan="2"><strong>145.</strong></td>
<td colspan="21"><strong>How long have you been in your present
company?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="3">A. less than 1 year</td>
<td colspan="9">B. 1-2 years</td>
<td colspan="7">C. 2-3 years</td>
<td colspan="2">D. more than 3 years</td>
</tr>
<tr class="even">
<td colspan="2"><strong>146.</strong></td>
<td colspan="21"><strong>Version</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="7">A. Team 1</td>
<td colspan="8">B. Team 2</td>
<td colspan="6">C. Team 3</td>
</tr>
</tbody>
</table>

***Any comments you make on this survey will be kept confidential and no
follow-up action will be taken in response to any specifics reported. If
you want to report a complaint, contact your local Inspector General for
more information.***

![](media/image35.emf)

Annex A Tables

**COMMAND AND SOLDIER CLIMATE ASSESSMENT SURVEY - B**

The Army is conducting a survey on the human relations environment in
the Army. The purposes of the study is to develop information that will
be used to make recommendations to the Secretary of the Army regarding
ways to improve the Army's climate of respect for all soldiers. This
questionnaire asks soldiers about their perceptions of unit climate
including relationships between leaders and subordinates and
relationships among peers. The questionnaire also asks about your
perceptions of mission readiness and gender integration. There are no
right or wrong answers. We are interested in your opinions and
perceptions. The survey is anonymous and voluntary.

**Please use a #2 pencil and fill in the bubble which corresponds to
your answers. Please be sure to fill in the center of the bubble
clearly.**

  ------------------------- ------------------------- -------------------
  **O RIGHT**               **O WRONG**               **O WRONG**

  ------------------------- ------------------------- -------------------

+---+-----------------------+-----------+-----------+-----------------+
| * | **Current Rank**      |           |           |                 |
| * |                       |           |           |                 |
| A |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **MOS or Specialty    |           |           |                 |
| * | (Example, 71L or      |           |           |                 |
| B | 42A)**                |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Gender**            |           |           |                 |
| * |                       |           |           |                 |
| C | A. Male               |           |           |                 |
| . |                       |           |           |                 |
| * | B. Female             |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Which of the        |           |           |                 |
| * | following best        |           |           |                 |
| D | describes your duty   |           |           |                 |
| . | position?**           |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Nonsupervisory     |           |           |                 |
|   | position              |           |           |                 |
|   |                       |           |           |                 |
|   | B. Division Chief     |           |           |                 |
|   |                       |           |           |                 |
|   | C. Directorate Head   |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Current Age**       |           |           |                 |
| * |                       |           |           |                 |
| E |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **How many hours do   |           |           |                 |
| * | you usually work in a |           |           |                 |
| F | day?**                |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Number of MEN in    |           |           |                 |
| * | your ORGANIZATION you |           |           |                 |
| G | work with on a daily  |           |           |                 |
| . | basis**               |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Number of WOMEN in  |           |           |                 |
| * | your ORGANIZATION you |           |           |                 |
| H | work with on a daily  |           |           |                 |
| . | basis**               |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Marital Status**    |           |           |                 |
| * |                       |           |           |                 |
| I |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Single             | C.        |           | E.              |
|   |                       | Divorced  |           | Widow/Widower   |
|   | B. Married            |           |           |                 |
|   |                       | D.        |           |                 |
|   |                       | Separated |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **How long have you   |           |           |                 |
| * | been in your current  |           |           |                 |
| J | organization?**       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Less than one year | C. Four   |           |                 |
|   |                       | years to  |           |                 |
|   | B. One year to three  | six years |           |                 |
|   | years                 |           |           |                 |
|   |                       | D.        |           |                 |
|   |                       | Greater   |           |                 |
|   |                       | than      |           |                 |
|   |                       | seven     |           |                 |
|   |                       | years     |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **What is the sex of  |           |           |                 |
| * | your first line       |           |           |                 |
| K | supervisor?**         |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+
|   | A. Male               |           | B. Female |                 |
+---+-----------------------+-----------+-----------+-----------------+
| * | **Sequence Number:**  |           |           |                 |
| * |                       |           |           |                 |
| L |                       |           |           |                 |
| . |                       |           |           |                 |
| * |                       |           |           |                 |
| * |                       |           |           |                 |
+---+-----------------------+-----------+-----------+-----------------+

**Please turn your answer form over. Begin with number 1. There are more
bubbles in this section than answers. Fill in your answer according to
the matching bubble (if your answer is A, fill in the bubble marked
"A")**.

<table>
<colgroup>
<col style="width: 6%" />
<col style="width: 8%" />
<col style="width: 3%" />
<col style="width: 10%" />
<col style="width: 2%" />
<col style="width: 1%" />
<col style="width: 5%" />
<col style="width: 4%" />
<col style="width: 7%" />
<col style="width: 7%" />
<col style="width: 7%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 11%" />
<col style="width: 3%" />
<col style="width: 13%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="2">O</td>
<td colspan="2">O</td>
<td colspan="4">O</td>
<td colspan="2">O</td>
<td colspan="3">O</td>
<td colspan="2">O</td>
<td>O</td>
</tr>
<tr class="even">
<td><strong>1.</strong></td>
<td colspan="15"><strong>Ethnic Group</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="6"><p>A. White (Non-Hispanic)</p>
<p>B. African-American (Non Hispanic)</p></td>
<td colspan="5"><p>C. Hispanic</p>
<p>D. Asian</p>
<p>E. Multi-Racial</p></td>
<td colspan="4"><p>F. Native American</p>
<p>G. Pacific Islander</p></td>
</tr>
<tr class="even">
<td><strong>2.</strong></td>
<td colspan="15"><strong>Highest Level of Education</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="5"><p>A. Some high school</p>
<p>B. High school graduate</p>
<p>C. GED</p></td>
<td colspan="5"><p>D. Some College</p>
<p>E. College Graduate</p></td>
<td colspan="5"><p>F. Graduate training</p>
<p>G. Graduate degree</p></td>
</tr>
<tr class="even">
<td colspan="16"></td>
</tr>
<tr class="odd">
<td colspan="16"></td>
</tr>
<tr class="even">
<td colspan="16"><strong>The following questions are about the people in
your organization. Fill in your answer according to the matching bubble
(if your answer is A, fill in the bubble marked “A”). Please answer the
questions using the following scale:</strong></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>A. Not At All</strong></td>
<td colspan="2"><strong>B. Slight Extent</strong></td>
<td colspan="4"><strong>C. Moderate Extent</strong></td>
<td colspan="2"><strong>D. Great Extent</strong></td>
<td colspan="3"><strong>E. Very Great Extent</strong></td>
<td colspan="2"><strong>F. Not Applicable</strong></td>
</tr>
<tr class="even">
<td colspan="16"><strong>To what extent do the people in your
organization:</strong></td>
</tr>
<tr class="odd">
<td><ol start="3" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>say insulting things to each
other?</strong></td>
</tr>
<tr class="even">
<td><ol start="4" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>like to get things done?</strong></td>
</tr>
<tr class="odd">
<td><ol start="5" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>say degrading things about women?</strong></td>
</tr>
<tr class="even">
<td><ol start="6" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>say degrading things about men?</strong></td>
</tr>
<tr class="odd">
<td><ol start="7" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>work hard to achieve their goals?</strong></td>
</tr>
<tr class="even">
<td><ol start="8" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>enjoy a challenge?</strong></td>
</tr>
<tr class="odd">
<td><ol start="9" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>have high expectations of
themselves?</strong></td>
</tr>
<tr class="even">
<td><ol start="10" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>gossip behind one another’s
backs?</strong></td>
</tr>
<tr class="odd">
<td><ol start="11" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>do what is right?</strong></td>
</tr>
<tr class="even">
<td><ol start="12" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>respect one another?</strong></td>
</tr>
<tr class="odd">
<td><ol start="13" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>treat others as they themselves would like to
be treated?</strong></td>
</tr>
</tbody>
</table>

+---+-------+---------+--------+----------+----------+--------------+
| * |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
| P |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| r |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| c |       |         |        |          |          |              |
| h |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| m |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| b |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| w |       |         |        |          |          |              |
| u |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| i |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| h |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| f |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| w |       |         |        |          |          |              |
| i |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| s |       |         |        |          |          |              |
| c |       |         |        |          |          |              |
| a |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| : |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| * |       | **B.    | **C.   | **D.     | **E.     | **F. Not     |
| * |       | Agree** | Not    | Di       | Strongly | Applicable** |
| A |       |         | Sure** | sagree** | Di       |              |
| . |       |         |        |          | sagree** |              |
| S |       |         |        |          |          |              |
| t |       |         |        |          |          |              |
| r |       |         |        |          |          |              |
| o |       |         |        |          |          |              |
| n |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| l |       |         |        |          |          |              |
| y |       |         |        |          |          |              |
| A |       |         |        |          |          |              |
| g |       |         |        |          |          |              |
| r |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| e |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
| * |       |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| * | **P   |         |        |          |          |              |
| * | eople |         |        |          |          |              |
| 1 | in    |         |        |          |          |              |
| 4 | this  |         |        |          |          |              |
| . | or    |         |        |          |          |              |
| * | ganiz |         |        |          |          |              |
| * | ation |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | exp   |         |        |          |          |              |
|   | ected |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | c     |         |        |          |          |              |
|   | omply |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | the   |         |        |          |          |              |
|   | law   |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | pr    |         |        |          |          |              |
|   | ofess |         |        |          |          |              |
|   | ional |         |        |          |          |              |
|   | stan  |         |        |          |          |              |
|   | dards |         |        |          |          |              |
|   | over  |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | above |         |        |          |          |              |
|   | other |         |        |          |          |              |
|   | co    |         |        |          |          |              |
|   | nside |         |        |          |          |              |
|   | ratio |         |        |          |          |              |
|   | ns.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **The |         |        |          |          |              |
| 5 | p     |         |        |          |          |              |
| . | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | respe |         |        |          |          |              |
|   | ctful |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | wards |         |        |          |          |              |
|   | wom   |         |        |          |          |              |
|   | en.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **P   |         |        |          |          |              |
| 6 | eople |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | str   |         |        |          |          |              |
|   | ictly |         |        |          |          |              |
|   | obey  |         |        |          |          |              |
|   | the   |         |        |          |          |              |
|   | orga  |         |        |          |          |              |
|   | nizat |         |        |          |          |              |
|   | ional |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | olici |         |        |          |          |              |
|   | es.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **P   |         |        |          |          |              |
| 7 | eople |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | do    |         |        |          |          |              |
|   | not   |         |        |          |          |              |
|   | have  |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | nough |         |        |          |          |              |
|   | time  |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | spend |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | fr    |         |        |          |          |              |
|   | iends |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | fami  |         |        |          |          |              |
|   | ly.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **P   |         |        |          |          |              |
| 8 | eople |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | do    |         |        |          |          |              |
|   | not   |         |        |          |          |              |
|   | tol   |         |        |          |          |              |
|   | erate |         |        |          |          |              |
|   | s     |         |        |          |          |              |
|   | exual |         |        |          |          |              |
|   | har   |         |        |          |          |              |
|   | assme |         |        |          |          |              |
|   | nt.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 1 | **P   |         |        |          |          |              |
| 9 | eople |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | feel  |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | there |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | no    |         |        |          |          |              |
|   | moral |         |        |          |          |              |
|   | re    |         |        |          |          |              |
|   | stric |         |        |          |          |              |
|   | tions |         |        |          |          |              |
|   | on    |         |        |          |          |              |
|   | their |         |        |          |          |              |
|   | b     |         |        |          |          |              |
|   | ehavi |         |        |          |          |              |
|   | or.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **P   |         |        |          |          |              |
| 0 | eople |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | do    |         |        |          |          |              |
|   | not   |         |        |          |          |              |
|   | have  |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | nough |         |        |          |          |              |
|   | time  |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | relax |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | e     |         |        |          |          |              |
|   | ntert |         |        |          |          |              |
|   | ainme |         |        |          |          |              |
|   | nt.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **P   |         |        |          |          |              |
| 1 | eople |         |        |          |          |              |
| . | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | able  |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | take  |         |        |          |          |              |
|   | on    |         |        |          |          |              |
|   | tough |         |        |          |          |              |
|   | pro   |         |        |          |          |              |
|   | blems |         |        |          |          |              |
|   | wi    |         |        |          |          |              |
|   | thout |         |        |          |          |              |
|   | ge    |         |        |          |          |              |
|   | tting |         |        |          |          |              |
|   | fl    |         |        |          |          |              |
|   | uster |         |        |          |          |              |
|   | ed.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | *     |         |        |          |          |              |
| 2 | *Each |         |        |          |          |              |
| . | p     |         |        |          |          |              |
|   | erson |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | de    |         |        |          |          |              |
|   | cides |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | himse |         |        |          |          |              |
|   | lf/he |         |        |          |          |              |
|   | rself |         |        |          |          |              |
|   | what  |         |        |          |          |              |
|   | is    |         |        |          |          |              |
|   | right |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | wro   |         |        |          |          |              |
|   | ng.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **    |         |        |          |          |              |
| 3 | There |         |        |          |          |              |
| . | are   |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | would |         |        |          |          |              |
|   | lend  |         |        |          |          |              |
|   | me    |         |        |          |          |              |
|   | money |         |        |          |          |              |
|   | in an |         |        |          |          |              |
|   | em    |         |        |          |          |              |
|   | ergen |         |        |          |          |              |
|   | cy.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **In  |         |        |          |          |              |
| 4 | this  |         |        |          |          |              |
| . | org   |         |        |          |          |              |
|   | aniza |         |        |          |          |              |
|   | tion, |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | look  |         |        |          |          |              |
|   | out   |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | each  |         |        |          |          |              |
|   | ot    |         |        |          |          |              |
|   | her's |         |        |          |          |              |
|   | go    |         |        |          |          |              |
|   | od.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **In  |         |        |          |          |              |
| 5 | this  |         |        |          |          |              |
| . | org   |         |        |          |          |              |
|   | aniza |         |        |          |          |              |
|   | tion, |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | exp   |         |        |          |          |              |
|   | ected |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | f     |         |        |          |          |              |
|   | ollow |         |        |          |          |              |
|   | their |         |        |          |          |              |
|   | own   |         |        |          |          |              |
|   | per   |         |        |          |          |              |
|   | sonal |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | moral |         |        |          |          |              |
|   | belie |         |        |          |          |              |
|   | fs.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **In  |         |        |          |          |              |
| 6 | this  |         |        |          |          |              |
| . | org   |         |        |          |          |              |
|   | aniza |         |        |          |          |              |
|   | tion, |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | pr    |         |        |          |          |              |
|   | otect |         |        |          |          |              |
|   | their |         |        |          |          |              |
|   | own   |         |        |          |          |              |
|   | inte  |         |        |          |          |              |
|   | rests |         |        |          |          |              |
|   | above |         |        |          |          |              |
|   | all   |         |        |          |          |              |
|   | el    |         |        |          |          |              |
|   | se.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **    |         |        |          |          |              |
| 7 | There |         |        |          |          |              |
| . | is a  |         |        |          |          |              |
|   | lot   |         |        |          |          |              |
|   | of    |         |        |          |          |              |
|   | tea   |         |        |          |          |              |
|   | mwork |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | c     |         |        |          |          |              |
|   | ooper |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | among |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | organ |         |        |          |          |              |
|   | izati |         |        |          |          |              |
|   | on.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **    |         |        |          |          |              |
| 8 | There |         |        |          |          |              |
| . | is a  |         |        |          |          |              |
|   | lot   |         |        |          |          |              |
|   | of    |         |        |          |          |              |
|   | lying |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | d     |         |        |          |          |              |
|   | eceit |         |        |          |          |              |
|   | among |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | organ |         |        |          |          |              |
|   | izati |         |        |          |          |              |
|   | on.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 2 | **The |         |        |          |          |              |
| 9 | p     |         |        |          |          |              |
| . | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | respe |         |        |          |          |              |
|   | ctful |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | wards |         |        |          |          |              |
|   | m     |         |        |          |          |              |
|   | en.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **    |         |        |          |          |              |
| 0 | There |         |        |          |          |              |
| . | are   |         |        |          |          |              |
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|   | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | I     |         |        |          |          |              |
|   | would |         |        |          |          |              |
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|   | sider |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | frien |         |        |          |          |              |
|   | ds.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **    |         |        |          |          |              |
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| . | are   |         |        |          |          |              |
|   | p     |         |        |          |          |              |
|   | eople |         |        |          |          |              |
|   | in    |         |        |          |          |              |
|   | this  |         |        |          |          |              |
|   | or    |         |        |          |          |              |
|   | ganiz |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | that  |         |        |          |          |              |
|   | I can |         |        |          |          |              |
|   | go to |         |        |          |          |              |
|   | for   |         |        |          |          |              |
|   | help  |         |        |          |          |              |
|   | when  |         |        |          |          |              |
|   | I     |         |        |          |          |              |
|   | have  |         |        |          |          |              |
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|   | sonal |         |        |          |          |              |
|   | probl |         |        |          |          |              |
|   | em.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
| 3 | **My  |         |        |          |          |              |
| 2 | cl    |         |        |          |          |              |
| . | osest |         |        |          |          |              |
|   | rel   |         |        |          |          |              |
|   | ation |         |        |          |          |              |
|   | ships |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | with  |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | peers |         |        |          |          |              |
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|   | organ |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+
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| . | peers |         |        |          |          |              |
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|   | to    |         |        |          |          |              |
|   | spend |         |        |          |          |              |
|   | my    |         |        |          |          |              |
|   | time  |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+

+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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|   | and   |         |           |           |         |            |
|   | who   |         |           |           |         |            |
|   | le-he |         |           |           |         |            |
|   | arted |         |           |           |         |            |
|   | c     |         |           |           |         |            |
|   | ooper |         |           |           |         |            |
|   | ation |         |           |           |         |            |
|   | from  |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | p     |         |           |           |         |            |
|   | eople |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | organ |         |           |           |         |            |
|   | izati |         |           |           |         |            |
|   | on.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 5 | **My  |         |           |           |         |            |
| 3 | le    |         |           |           |         |            |
| . | aders |         |           |           |         |            |
|   | are   |         |           |           |         |            |
|   | inter |         |           |           |         |            |
|   | ested |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | what  |         |           |           |         |            |
|   | I     |         |           |           |         |            |
|   | think |         |           |           |         |            |
|   | and   |         |           |           |         |            |
|   | how I |         |           |           |         |            |
|   | feel  |         |           |           |         |            |
|   | about |         |           |           |         |            |
|   | thin  |         |           |           |         |            |
|   | gs.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+

+---+------+--------+----------+----------+---------+---------------+
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
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| c |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
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| : |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| * |      | **B.   | **C. Not | **D.     | **E.    | **F. Not      |
| * |      | A      | Sure**   | Di       | S       | Applicable**  |
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| . |      |        |          |          | Dis     |               |
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| t |      |        |          |          |         |               |
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| y |      |        |          |          |         |               |
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| * |      |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **   |        |          |          |         |               |
| 4 | This |        |          |          |         |               |
| . | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | tr   |        |          |          |         |               |
|   | eats |        |          |          |         |               |
|   | peop |        |          |          |         |               |
|   | les' |        |          |          |         |               |
|   | spo  |        |          |          |         |               |
|   | uses |        |          |          |         |               |
|   | with |        |          |          |         |               |
|   | re   |        |          |          |         |               |
|   | spec |        |          |          |         |               |
|   | t.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **   |        |          |          |         |               |
| 5 | Fami |        |          |          |         |               |
| . | lies |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | i    |        |          |          |         |               |
|   | mpor |        |          |          |         |               |
|   | tant |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | org  |        |          |          |         |               |
|   | aniz |        |          |          |         |               |
|   | atio |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **   |        |          |          |         |               |
| 6 | This |        |          |          |         |               |
| . | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | va   |        |          |          |         |               |
|   | lues |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | who  |        |          |          |         |               |
|   | can  |        |          |          |         |               |
|   | take |        |          |          |         |               |
|   | ch   |        |          |          |         |               |
|   | arge |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | hing |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **T  |        |          |          |         |               |
| 7 | here |        |          |          |         |               |
| . | is   |        |          |          |         |               |
|   | no   |        |          |          |         |               |
|   | room |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | ne's |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | mo   |        |          |          |         |               |
|   | rals |        |          |          |         |               |
|   | or   |        |          |          |         |               |
|   | et   |        |          |          |         |               |
|   | hics |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | org  |        |          |          |         |               |
|   | aniz |        |          |          |         |               |
|   | atio |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| * | *    |        |          |          |         |               |
| * | *The |        |          |          |         |               |
| 5 | most |        |          |          |         |               |
| 8 | i    |        |          |          |         |               |
| . | mpor |        |          |          |         |               |
| * | tant |        |          |          |         |               |
| * | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | each |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | on's |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | ense |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | r    |        |          |          |         |               |
|   | ight |        |          |          |         |               |
|   | and  |        |          |          |         |               |
|   | wron |        |          |          |         |               |
|   | g.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **Su |        |          |          |         |               |
| 8 | cces |        |          |          |         |               |
| . | sful |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | go   |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | boo  |        |          |          |         |               |
|   | k.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **   |        |          |          |         |               |
| 9 | Ever |        |          |          |         |               |
| . | yone |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | expe |        |          |          |         |               |
|   | cted |        |          |          |         |               |
|   | to   |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | tick |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | or   |        |          |          |         |               |
|   | gani |        |          |          |         |               |
|   | zati |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | r    |        |          |          |         |               |
|   | ules |        |          |          |         |               |
|   | and  |        |          |          |         |               |
|   | p    |        |          |          |         |               |
|   | roce |        |          |          |         |               |
|   | dure |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **In |        |          |          |         |               |
| 0 | this |        |          |          |         |               |
| . | o    |        |          |          |         |               |
|   | rgan |        |          |          |         |               |
|   | izat |        |          |          |         |               |
|   | ion, |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | gu   |        |          |          |         |               |
|   | ided |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | heir |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | e    |        |          |          |         |               |
|   | thic |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **In |        |          |          |         |               |
| 1 | this |        |          |          |         |               |
| . | o    |        |          |          |         |               |
|   | rgan |        |          |          |         |               |
|   | izat |        |          |          |         |               |
|   | ion, |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | f    |        |          |          |         |               |
|   | irst |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | onsi |        |          |          |         |               |
|   | dera |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | whe  |        |          |          |         |               |
|   | ther |        |          |          |         |               |
|   | a    |        |          |          |         |               |
|   | deci |        |          |          |         |               |
|   | sion |        |          |          |         |               |
|   | viol |        |          |          |         |               |
|   | ates |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | la   |        |          |          |         |               |
|   | w.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **In |        |          |          |         |               |
| 2 | this |        |          |          |         |               |
| . | o    |        |          |          |         |               |
|   | rgan |        |          |          |         |               |
|   | izat |        |          |          |         |               |
|   | ion, |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | mo   |        |          |          |         |               |
|   | stly |        |          |          |         |               |
|   | out  |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | hems |        |          |          |         |               |
|   | elve |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **R  |        |          |          |         |               |
| 3 | egar |        |          |          |         |               |
| . | ding |        |          |          |         |               |
|   | m    |        |          |          |         |               |
|   | oral |        |          |          |         |               |
|   | bel  |        |          |          |         |               |
|   | iefs |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | rgan |        |          |          |         |               |
|   | izat |        |          |          |         |               |
|   | ion, |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | here |        |          |          |         |               |
|   | is a |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | ense |        |          |          |         |               |
|   | that |        |          |          |         |               |
|   | "    |        |          |          |         |               |
|   | anyt |        |          |          |         |               |
|   | hing |        |          |          |         |               |
|   | goes |        |          |          |         |               |
|   | ."** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | *    |        |          |          |         |               |
| 4 | *The |        |          |          |         |               |
| . | most |        |          |          |         |               |
|   | i    |        |          |          |         |               |
|   | mpor |        |          |          |         |               |
|   | tant |        |          |          |         |               |
|   | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | good |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | all  |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | as a |        |          |          |         |               |
|   | whol |        |          |          |         |               |
|   | e.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | *    |        |          |          |         |               |
| 5 | *The |        |          |          |         |               |
| . | m    |        |          |          |         |               |
|   | ajor |        |          |          |         |               |
|   | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | al   |        |          |          |         |               |
|   | ways |        |          |          |         |               |
|   | what |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | best |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | ther |        |          |          |         |               |
|   | p    |        |          |          |         |               |
|   | erso |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | *    |        |          |          |         |               |
| 6 | *The |        |          |          |         |               |
| . | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | va   |        |          |          |         |               |
|   | lues |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | who  |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | able |        |          |          |         |               |
|   | to   |        |          |          |         |               |
|   | make |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | ough |        |          |          |         |               |
|   | deci |        |          |          |         |               |
|   | sion |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **T  |        |          |          |         |               |
| 7 | here |        |          |          |         |               |
| . | are  |        |          |          |         |               |
|   | high |        |          |          |         |               |
|   | le   |        |          |          |         |               |
|   | vels |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | se   |        |          |          |         |               |
|   | xual |        |          |          |         |               |
|   | ha   |        |          |          |         |               |
|   | rass |        |          |          |         |               |
|   | ment |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | org  |        |          |          |         |               |
|   | aniz |        |          |          |         |               |
|   | atio |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **T  |        |          |          |         |               |
| 8 | here |        |          |          |         |               |
| . | are  |        |          |          |         |               |
|   | high |        |          |          |         |               |
|   | le   |        |          |          |         |               |
|   | vels |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | ra   |        |          |          |         |               |
|   | cial |        |          |          |         |               |
|   | or   |        |          |          |         |               |
|   | et   |        |          |          |         |               |
|   | hnic |        |          |          |         |               |
|   | di   |        |          |          |         |               |
|   | scri |        |          |          |         |               |
|   | mina |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | org  |        |          |          |         |               |
|   | aniz |        |          |          |         |               |
|   | atio |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 6 | **If |        |          |          |         |               |
| 9 | we   |        |          |          |         |               |
| . | were |        |          |          |         |               |
|   | at   |        |          |          |         |               |
|   | war  |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | omor |        |          |          |         |               |
|   | row, |        |          |          |         |               |
|   | I    |        |          |          |         |               |
|   | w    |        |          |          |         |               |
|   | ould |        |          |          |         |               |
|   | feel |        |          |          |         |               |
|   | good |        |          |          |         |               |
|   | a    |        |          |          |         |               |
|   | bout |        |          |          |         |               |
|   | wor  |        |          |          |         |               |
|   | king |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | org  |        |          |          |         |               |
|   | aniz |        |          |          |         |               |
|   | atio |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 7 | **I  |        |          |          |         |               |
| 0 | t    |        |          |          |         |               |
| . | hink |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | l    |        |          |          |         |               |
|   | evel |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | trai |        |          |          |         |               |
|   | ning |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | orga |        |          |          |         |               |
|   | niza |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | hig  |        |          |          |         |               |
|   | h.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+

+----+-----+--------+-----------+----------+-------------+------------+
|    |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  |     |        |           |          |             |            |
| *T |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| st |     |        |           |          |             |            |
| at |     |        |           |          |             |            |
| em |     |        |           |          |             |            |
| en |     |        |           |          |             |            |
| ts |     |        |           |          |             |            |
| c  |     |        |           |          |             |            |
| on |     |        |           |          |             |            |
| ce |     |        |           |          |             |            |
| rn |     |        |           |          |             |            |
| yo |     |        |           |          |             |            |
| ur |     |        |           |          |             |            |
| op |     |        |           |          |             |            |
| in |     |        |           |          |             |            |
| io |     |        |           |          |             |            |
| n. |     |        |           |          |             |            |
| Pl |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
| se |     |        |           |          |             |            |
| ra |     |        |           |          |             |            |
| te |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
| ch |     |        |           |          |             |            |
| s  |     |        |           |          |             |            |
| ta |     |        |           |          |             |            |
| te |     |        |           |          |             |            |
| me |     |        |           |          |             |            |
| nt |     |        |           |          |             |            |
| u  |     |        |           |          |             |            |
| si |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| t  |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| sc |     |        |           |          |             |            |
| al |     |        |           |          |             |            |
| e: |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| ** |     | **B.   | **C. Not  | **D.     | **E.        | **F. Not   |
| A. |     | A      | Sure**    | Di       | Strongly    | Ap         |
| St |     | gree** |           | sagree** | Disagree**  | plicable** |
| ro |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| ly |     |        |           |          |             |            |
| A  |     |        |           |          |             |            |
| gr |     |        |           |          |             |            |
| ee |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 72 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | est |        |           |          |             |            |
|    | ric |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | rom |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | sp  |        |           |          |             |            |
|    | eci |        |           |          |             |            |
|    | alt |        |           |          |             |            |
|    | ies |        |           |          |             |            |
|    | for |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ich |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | hey |        |           |          |             |            |
|    | can |        |           |          |             |            |
|    | q   |        |           |          |             |            |
|    | ual |        |           |          |             |            |
|    | ify |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 73 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | fu  |        |           |          |             |            |
|    | nda |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | tal |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | fi  |        |           |          |             |            |
|    | ght |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | win |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | Na  |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | n's |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ars |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *7 | Men |        |           |          |             |            |
| 4. | h   |        |           |          |             |            |
| ** | ave |        |           |          |             |            |
|    | an  |        |           |          |             |            |
|    | adv |        |           |          |             |            |
|    | ant |        |           |          |             |            |
|    | age |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | ver |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | hen |        |           |          |             |            |
|    | it  |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mes |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | hav |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ucc |        |           |          |             |            |
|    | ess |        |           |          |             |            |
|    | ful |        |           |          |             |            |
|    | mi  |        |           |          |             |            |
|    | lit |        |           |          |             |            |
|    | ary |        |           |          |             |            |
|    | car |        |           |          |             |            |
|    | eer |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 74 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | est |        |           |          |             |            |
|    | ric |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | rom |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | sp  |        |           |          |             |            |
|    | eci |        |           |          |             |            |
|    | alt |        |           |          |             |            |
|    | ies |        |           |          |             |            |
|    | for |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ich |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | hey |        |           |          |             |            |
|    | can |        |           |          |             |            |
|    | q   |        |           |          |             |            |
|    | ual |        |           |          |             |            |
|    | ify |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 75 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ain |        |           |          |             |            |
|    | fo  |        |           |          |             |            |
|    | cus |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | wa  |        |           |          |             |            |
|    | rfi |        |           |          |             |            |
|    | ght |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 76 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ave |        |           |          |             |            |
|    | an  |        |           |          |             |            |
|    | adv |        |           |          |             |            |
|    | ant |        |           |          |             |            |
|    | age |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | ver |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | hen |        |           |          |             |            |
|    | it  |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mes |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | hav |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ucc |        |           |          |             |            |
|    | ess |        |           |          |             |            |
|    | ful |        |           |          |             |            |
|    | mi  |        |           |          |             |            |
|    | lit |        |           |          |             |            |
|    | ary |        |           |          |             |            |
|    | car |        |           |          |             |            |
|    | eer |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+

+----+-----+--------+-----------+----------+-------------+------------+
| .  |     |        |           |          |             |            |
|    |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
| Pl |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
| se |     |        |           |          |             |            |
| u  |     |        |           |          |             |            |
| se |     |        |           |          |             |            |
| t  |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| sc |     |        |           |          |             |            |
| al |     |        |           |          |             |            |
| e: |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| ** |     | **B.   | **C. Not  | **D.     | **E.        | **F. Not   |
| A. |     | A      | Sure**    | Di       | Strongly    | Ap         |
| St |     | gree** |           | sagree** | Disagree**  | plicable** |
| ro |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| ly |     |        |           |          |             |            |
| A  |     |        |           |          |             |            |
| gr |     |        |           |          |             |            |
| ee |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 78 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | "c  |        |           |          |             |            |
|    | ome |        |           |          |             |            |
|    | on" |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 79 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | rga |        |           |          |             |            |
|    | niz |        |           |          |             |            |
|    | ati |        |           |          |             |            |
|    | on, |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | acc |        |           |          |             |            |
|    | ept |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | equ |        |           |          |             |            |
|    | als |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *8 | Sex |        |           |          |             |            |
| 0. | ual |        |           |          |             |            |
| ** | r   |        |           |          |             |            |
|    | ela |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | nsh |        |           |          |             |            |
|    | ips |        |           |          |             |            |
|    | b   |        |           |          |             |            |
|    | etw |        |           |          |             |            |
|    | een |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | ead |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | sub |        |           |          |             |            |
|    | ord |        |           |          |             |            |
|    | ina |        |           |          |             |            |
|    | tes |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | tol |        |           |          |             |            |
|    | era |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 80 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | rea |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 81 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ork |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ell |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | her |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 82 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | "c  |        |           |          |             |            |
|    | ome |        |           |          |             |            |
|    | on" |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 83 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | try |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ard |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 84 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | rga |        |           |          |             |            |
|    | niz |        |           |          |             |            |
|    | ati |        |           |          |             |            |
|    | on, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | so  |        |           |          |             |            |
|    | ldi |        |           |          |             |            |
|    | ers |        |           |          |             |            |
|    | p   |        |           |          |             |            |
|    | ull |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | oad |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 85 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | are |        |           |          |             |            |
|    | com |        |           |          |             |            |
|    | pet |        |           |          |             |            |
|    | ent |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 86 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | rea |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
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|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 87 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | try |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ard |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
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| 88 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
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|    | rga |        |           |          |             |            |
|    | niz |        |           |          |             |            |
|    | ati |        |           |          |             |            |
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|    | the |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | p   |        |           |          |             |            |
|    | ull |        |           |          |             |            |
|    | th  |        |           |          |             |            |
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|    | l   |        |           |          |             |            |
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|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 89 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | rga |        |           |          |             |            |
|    | niz |        |           |          |             |            |
|    | ati |        |           |          |             |            |
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|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | acc |        |           |          |             |            |
|    | ept |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | equ |        |           |          |             |            |
|    | als |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 90 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | org |        |           |          |             |            |
|    | ani |        |           |          |             |            |
|    | zat |        |           |          |             |            |
|    | ion |        |           |          |             |            |
|    | are |        |           |          |             |            |
|    | com |        |           |          |             |            |
|    | pet |        |           |          |             |            |
|    | ent |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+

+---+---------+-------------+-------------+-------------+------------+
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| 9 | **told  |             |             |             |            |
| 2 | sug     |             |             |             |            |
| . | gestive |             |             |             |            |
|   | stories |             |             |             |            |
|   | or      |             |             |             |            |
|   | of      |             |             |             |            |
|   | fensive |             |             |             |            |
|   | j       |             |             |             |            |
|   | okes?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **made  |             |             |             |            |
| 3 | crude   |             |             |             |            |
| . | and     |             |             |             |            |
|   | of      |             |             |             |            |
|   | fensive |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | r       |             |             |             |            |
|   | emarks, |             |             |             |            |
|   | either  |             |             |             |            |
|   | p       |             |             |             |            |
|   | ublicly |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | in your |             |             |             |            |
|   | wor     |             |             |             |            |
|   | kplace) |             |             |             |            |
|   | or to   |             |             |             |            |
|   | you     |             |             |             |            |
|   | priva   |             |             |             |            |
|   | tely?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **      |             |             |             |            |
| 4 | treated |             |             |             |            |
| . | you     |             |             |             |            |
|   | "diffe  |             |             |             |            |
|   | rently" |             |             |             |            |
|   | because |             |             |             |            |
|   | of your |             |             |             |            |
|   | sex     |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | mis     |             |             |             |            |
|   | treated |             |             |             |            |
|   | or      |             |             |             |            |
|   | ignored |             |             |             |            |
|   | you)?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **dis   |             |             |             |            |
| 5 | played, |             |             |             |            |
| . | used or |             |             |             |            |
|   | dist    |             |             |             |            |
|   | ributed |             |             |             |            |
|   | sexist  |             |             |             |            |
|   | or      |             |             |             |            |
|   | sug     |             |             |             |            |
|   | gestive |             |             |             |            |
|   | ma      |             |             |             |            |
|   | terials |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | pi      |             |             |             |            |
|   | ctures, |             |             |             |            |
|   | stories |             |             |             |            |
|   | or      |             |             |             |            |
|   | p       |             |             |             |            |
|   | ornogra |             |             |             |            |
|   | phy)?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **made  |             |             |             |            |
| 6 | sexist  |             |             |             |            |
| . | rem     |             |             |             |            |
|   | arks?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **"put  |             |             |             |            |
| 7 | you     |             |             |             |            |
| . | down"   |             |             |             |            |
|   | or was  |             |             |             |            |
|   | condes  |             |             |             |            |
|   | cending |             |             |             |            |
|   | to you  |             |             |             |            |
|   | because |             |             |             |            |
|   | of your |             |             |             |            |
|   | sex?**  |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **made  |             |             |             |            |
| 8 | u       |             |             |             |            |
| . | nwanted |             |             |             |            |
|   | a       |             |             |             |            |
|   | ttempts |             |             |             |            |
|   | to draw |             |             |             |            |
|   | you     |             |             |             |            |
|   | into a  |             |             |             |            |
|   | dis     |             |             |             |            |
|   | cussion |             |             |             |            |
|   | of      |             |             |             |            |
|   | p       |             |             |             |            |
|   | ersonal |             |             |             |            |
|   | or      |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | matters |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | tried   |             |             |             |            |
|   | to      |             |             |             |            |
|   | discuss |             |             |             |            |
|   | or      |             |             |             |            |
|   | comment |             |             |             |            |
|   | on your |             |             |             |            |
|   | sex     |             |             |             |            |
|   | life?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 9 | **      |             |             |             |            |
| 9 | touched |             |             |             |            |
| . | you in  |             |             |             |            |
|   | a way   |             |             |             |            |
|   | that    |             |             |             |            |
|   | made    |             |             |             |            |
|   | you     |             |             |             |            |
|   | feel    |             |             |             |            |
|   | uncomf  |             |             |             |            |
|   | ortable |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | laid a  |             |             |             |            |
|   | hand on |             |             |             |            |
|   | your    |             |             |             |            |
|   | bare    |             |             |             |            |
|   | arm,    |             |             |             |            |
|   | put an  |             |             |             |            |
|   | arm     |             |             |             |            |
|   | around  |             |             |             |            |
|   | your    |             |             |             |            |
|   | should  |             |             |             |            |
|   | ers)?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **gave  |             |             |             |            |
| 0 | you     |             |             |             |            |
| 0 | u       |             |             |             |            |
| . | nwanted |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | atten   |             |             |             |            |
|   | tion?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **at    |             |             |             |            |
| 0 | tempted |             |             |             |            |
| 1 | to      |             |             |             |            |
| . | es      |             |             |             |            |
|   | tablish |             |             |             |            |
|   | a       |             |             |             |            |
|   | r       |             |             |             |            |
|   | omantic |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | relat   |             |             |             |            |
|   | ionship |             |             |             |            |
|   | with    |             |             |             |            |
|   | you     |             |             |             |            |
|   | despite |             |             |             |            |
|   | your    |             |             |             |            |
|   | efforts |             |             |             |            |
|   | to      |             |             |             |            |
|   | dis     |             |             |             |            |
|   | courage |             |             |             |            |
|   | him or  |             |             |             |            |
|   | her?**  |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **made  |             |             |             |            |
| 0 | u       |             |             |             |            |
| 2 | nwanted |             |             |             |            |
| . | a       |             |             |             |            |
|   | ttempts |             |             |             |            |
|   | to      |             |             |             |            |
|   | stroke  |             |             |             |            |
|   | or      |             |             |             |            |
|   | fondle  |             |             |             |            |
|   | you     |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | s       |             |             |             |            |
|   | troking |             |             |             |            |
|   | your    |             |             |             |            |
|   | leg or  |             |             |             |            |
|   | n       |             |             |             |            |
|   | eck)?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **co    |             |             |             |            |
| 0 | ntinued |             |             |             |            |
| 3 | to ask  |             |             |             |            |
| . | you for |             |             |             |            |
|   | dates,  |             |             |             |            |
|   | drinks, |             |             |             |            |
|   | dinner, |             |             |             |            |
|   | etc.,   |             |             |             |            |
|   | even    |             |             |             |            |
|   | though  |             |             |             |            |
|   | you     |             |             |             |            |
|   | already |             |             |             |            |
|   | said    |             |             |             |            |
|   | no?**   |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **made  |             |             |             |            |
| 0 | you     |             |             |             |            |
| 4 | feel    |             |             |             |            |
| . | you     |             |             |             |            |
|   | were    |             |             |             |            |
|   | being   |             |             |             |            |
|   | subtly  |             |             |             |            |
|   | bribed  |             |             |             |            |
|   | with    |             |             |             |            |
|   | some    |             |             |             |            |
|   | sort of |             |             |             |            |
|   | reward  |             |             |             |            |
|   | or      |             |             |             |            |
|   | special |             |             |             |            |
|   | tr      |             |             |             |            |
|   | eatment |             |             |             |            |
|   | to      |             |             |             |            |
|   | engage  |             |             |             |            |
|   | in      |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | beha    |             |             |             |            |
|   | vior?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **made  |             |             |             |            |
| 0 | you     |             |             |             |            |
| 5 | feel    |             |             |             |            |
| . | you     |             |             |             |            |
|   | were    |             |             |             |            |
|   | being   |             |             |             |            |
|   | subtly  |             |             |             |            |
|   | thr     |             |             |             |            |
|   | eatened |             |             |             |            |
|   | with    |             |             |             |            |
|   | some    |             |             |             |            |
|   | sort of |             |             |             |            |
|   | reta    |             |             |             |            |
|   | liation |             |             |             |            |
|   | for not |             |             |             |            |
|   | being   |             |             |             |            |
|   | s       |             |             |             |            |
|   | exually |             |             |             |            |
|   | coop    |             |             |             |            |
|   | erative |             |             |             |            |
|   | (e.g.,  |             |             |             |            |
|   | the     |             |             |             |            |
|   | mention |             |             |             |            |
|   | of an   |             |             |             |            |
|   | u       |             |             |             |            |
|   | pcoming |             |             |             |            |
|   | eval    |             |             |             |            |
|   | uation, |             |             |             |            |
|   | review, |             |             |             |            |
|   | e       |             |             |             |            |
|   | tc.)?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **made  |             |             |             |            |
| 0 | u       |             |             |             |            |
| 6 | nwanted |             |             |             |            |
| . | a       |             |             |             |            |
|   | ttempts |             |             |             |            |
|   | to have |             |             |             |            |
|   | sex     |             |             |             |            |
|   | with    |             |             |             |            |
|   | you     |             |             |             |            |
|   | that    |             |             |             |            |
|   | r       |             |             |             |            |
|   | esulted |             |             |             |            |
|   | in you  |             |             |             |            |
|   | pl      |             |             |             |            |
|   | eading, |             |             |             |            |
|   | crying  |             |             |             |            |
|   | or      |             |             |             |            |
|   | phy     |             |             |             |            |
|   | sically |             |             |             |            |
|   | strugg  |             |             |             |            |
|   | ling?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **wh    |             |             |             |            |
| 0 | istled, |             |             |             |            |
| 7 | called  |             |             |             |            |
| . | or      |             |             |             |            |
|   | hooted  |             |             |             |            |
|   | at you  |             |             |             |            |
|   | in a    |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | way?**  |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **made  |             |             |             |            |
| 0 | g       |             |             |             |            |
| 8 | estures |             |             |             |            |
| . | or used |             |             |             |            |
|   | body    |             |             |             |            |
|   | l       |             |             |             |            |
|   | anguage |             |             |             |            |
|   | of a    |             |             |             |            |
|   | sexual  |             |             |             |            |
|   | nature  |             |             |             |            |
|   | which   |             |             |             |            |
|   | emba    |             |             |             |            |
|   | rrassed |             |             |             |            |
|   | or      |             |             |             |            |
|   | o       |             |             |             |            |
|   | ffended |             |             |             |            |
|   | you?**  |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **      |             |             |             |            |
| 0 | stared, |             |             |             |            |
| 9 | leered  |             |             |             |            |
| . | or      |             |             |             |            |
|   | ogled   |             |             |             |            |
|   | you in  |             |             |             |            |
|   | a way   |             |             |             |            |
|   | that    |             |             |             |            |
|   | made    |             |             |             |            |
|   | you     |             |             |             |            |
|   | un      |             |             |             |            |
|   | comfort |             |             |             |            |
|   | able?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **      |             |             |             |            |
| 1 | exposed |             |             |             |            |
| 0 | the     |             |             |             |            |
| . | mselves |             |             |             |            |
|   | phy     |             |             |             |            |
|   | sically |             |             |             |            |
|   | (for    |             |             |             |            |
|   | example |             |             |             |            |
|   | "       |             |             |             |            |
|   | mooned" |             |             |             |            |
|   | you) in |             |             |             |            |
|   | a way   |             |             |             |            |
|   | that    |             |             |             |            |
|   | emba    |             |             |             |            |
|   | rrassed |             |             |             |            |
|   | you or  |             |             |             |            |
|   | made    |             |             |             |            |
|   | you     |             |             |             |            |
|   | feel    |             |             |             |            |
|   | un      |             |             |             |            |
|   | comfort |             |             |             |            |
|   | able?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **had   |             |             |             |            |
| 1 | sex     |             |             |             |            |
| 1 | with    |             |             |             |            |
| . | you     |             |             |             |            |
|   | without |             |             |             |            |
|   | your    |             |             |             |            |
|   | consent |             |             |             |            |
|   | or      |             |             |             |            |
|   | against |             |             |             |            |
|   | your    |             |             |             |            |
|   | will?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+
| 1 | **      |             |             |             |            |
| 1 | implied |             |             |             |            |
| 2 | faster  |             |             |             |            |
| . | pro     |             |             |             |            |
|   | motions |             |             |             |            |
|   | or      |             |             |             |            |
|   | better  |             |             |             |            |
|   | tr      |             |             |             |            |
|   | eatment |             |             |             |            |
|   | if you  |             |             |             |            |
|   | were    |             |             |             |            |
|   | s       |             |             |             |            |
|   | exually |             |             |             |            |
|   | coopera |             |             |             |            |
|   | tive?** |             |             |             |            |
+---+---------+-------------+-------------+-------------+------------+

<table style="width:100%;">
<colgroup>
<col style="width: 7%" />
<col style="width: 15%" />
<col style="width: 17%" />
<col style="width: 0%" />
<col style="width: 3%" />
<col style="width: 13%" />
<col style="width: 0%" />
<col style="width: 7%" />
<col style="width: 9%" />
<col style="width: 0%" />
<col style="width: 12%" />
<col style="width: 13%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="12"><p><strong>Please continue to answer the following
questions using the scale.</strong></p>
<p><strong>During the past 12 months in this organization, have you ever
been in a situation where fellow coworkers or
supervisors:</strong></p></td>
</tr>
<tr class="even">
<td colspan="2"><strong>A. Never</strong></td>
<td colspan="3"><strong>B. Once or Twice</strong></td>
<td colspan="3"><strong>C. Sometimes</strong></td>
<td colspan="3"><strong>D. Often</strong></td>
<td><strong>E. Always</strong></td>
</tr>
<tr class="odd">
<td><strong>113.</strong></td>
<td colspan="11"><strong>made it necessary for you to respond positively
to sexual invitations in order to be well treated on the
job?</strong></td>
</tr>
<tr class="even">
<td><ol start="114" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>made you feel you’d be treated poorly if you
didn’t cooperate sexually?</strong></td>
</tr>
<tr class="odd">
<td><ol start="115" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>treated you badly for refusing to have
sex?</strong></td>
</tr>
<tr class="even">
<td><ol start="116" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>sexually harassed you?</strong></td>
</tr>
<tr class="odd">
<td colspan="12"></td>
</tr>
<tr class="even">
<td colspan="12"></td>
</tr>
<tr class="odd">
<td colspan="12"></td>
</tr>
<tr class="even">
<td colspan="12"><strong>Handling Complaints:</strong></td>
</tr>
<tr class="odd">
<td><ol start="117" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>In the past year, did you file a FORMAL
complaint of sexual harassment against someone IN your
organization?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="6">A. Yes</td>
<td colspan="5">B. No</td>
</tr>
<tr class="odd">
<td><strong>118.</strong></td>
<td colspan="11"><strong>If yes, were you satisfied with the system’s
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>119.</strong></td>
<td colspan="11"><strong>Were you satisfied with the result of your
complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>120.</strong></td>
<td colspan="11"><strong>In the past year, did you file a FORMAL
complaint of sexual harassment against someone OUTSIDE your
organization?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="5">A. Yes</td>
<td colspan="6">B. No</td>
</tr>
<tr class="odd">
<td><strong>121.</strong></td>
<td colspan="11"><strong>If yes, were you satisfied with the system’s
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="2"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>122.</strong></td>
<td colspan="11"><strong>Were you satisfied with the results of your
complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
</tbody>
</table>

<table style="width:100%;">
<colgroup>
<col style="width: 6%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 10%" />
<col style="width: 12%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 2%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 9%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 9%" />
<col style="width: 1%" />
<col style="width: 5%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 2%" />
<col style="width: 6%" />
<col style="width: 16%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="3"><strong>123.</strong></td>
<td colspan="20"><strong>In the past year, did you take care of a
personal experience of sexual harassment INFORMALLY IN your organization
without going through the system?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="3">A. Yes</td>
<td colspan="17">B. No</td>
</tr>
<tr class="odd">
<td colspan="3"><strong>124.</strong></td>
<td colspan="20"><strong>If yes, were you satisfied with this INFORMAL
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="9"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>125.</strong></td>
<td colspan="20"><strong>Were you satisfied with the results of dealing
with the experience INFORMALLY?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="8"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="4"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>126.</strong></td>
<td colspan="20"><strong>In the past year, did you take care of a
personal experience of sexual harassment INFORMALLY OUTSIDE your
organization without going through the system?</strong></td>
</tr>
<tr class="even">
<td colspan="3"></td>
<td colspan="4">A. Yes</td>
<td colspan="16">B. No</td>
</tr>
<tr class="odd">
<td colspan="2"><strong>127.</strong></td>
<td colspan="21"><strong>If yes, were you satisfied with this INFORMAL
process to take care of your complaint?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="8"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="5"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>128.</strong></td>
<td colspan="21"><strong>Were you satisfied with the results of dealing
with the experience INFORMALLY?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="8"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="8"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="5"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>129.</strong></td>
<td colspan="21"><strong>In the past 12 months, how many hours of sexual
harassment prevention training have you had?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="13"><p>A. zero hours</p>
<p>B. up to 1/2 hour</p>
<p>C. up to 1 hour</p></td>
<td colspan="8"><p>D. up to 2 hours</p>
<p>E. up to 3 hours</p>
<p>F. more than 3 hours</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>130.</strong></td>
<td colspan="21"><strong>In the past 12 months, how many hours of equal
opportunity training have you had?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="13"><p>A. zero hours</p>
<p>B. up to 1/2 hour</p>
<p>C. up to 1 hour</p></td>
<td colspan="8"><p>D. up to 2 hours</p>
<p>E. up to 3 hours</p>
<p>F. more than 3 hours</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>131.</strong></td>
<td colspan="21"><strong>When you go to the field, how many days do you
usually spend away overnight?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3">A. 0</td>
<td colspan="4">B. 1-4</td>
<td colspan="5">C. 5-8</td>
<td colspan="3">D. 9-12</td>
<td colspan="6">E. 13-16</td>
<td>F. 17 or more</td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="13"></td>
<td colspan="8"></td>
</tr>
<tr class="even">
<td colspan="2"><strong>132.</strong></td>
<td colspan="21"><strong>How long have you been in your present
organization?</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="3">A. less than 1 year</td>
<td colspan="9">B. 1-2 years</td>
<td colspan="7">C. 2-3 years</td>
<td colspan="2">D. more than 3 years</td>
</tr>
<tr class="even">
<td colspan="2"><strong>133.</strong></td>
<td colspan="21"><strong>Version</strong></td>
</tr>
<tr class="odd">
<td colspan="2"></td>
<td colspan="7">A. Team 1</td>
<td colspan="8">B. Team 2</td>
<td colspan="6">C. Team 3</td>
</tr>
</tbody>
</table>

***Any comments you make on this survey will be kept confidential and no
follow-up action will be taken in response to any specifics reported. If
you want to report a complaint, contact your local Inspector General for
more information.***

**COMMAND AND SOLDIER CLIMATE ASSESSMENT SURVEY - S**

The Army is conducting a survey on the human relations environment in
the Army. The purpose of the study is to develop information that will
be used to make recommendations to the Secretary of the Army regarding
ways to improve the Army's climate of respect for all soldiers. This
questionnaire asks students about their perceptions of the Army and your
school climate. There are no right or wrong answers. We are interested
in your opinions and perceptions. The survey is anonymous and voluntary.

**Please use a #2 pencil and fill in the bubble which corresponds to
your answers. Please be sure to fill in the center of the bubble
clearly.**

  ------------------------- ------------------------- -------------------
  **O RIGHT**               **O WRONG**               **O WRONG**

  ------------------------- ------------------------- -------------------

+---+-----------------------+-----------------------+-----------------+
| A | **Current Rank**      |                       |                 |
| . |                       |                       |                 |
|   |                       |                       |                 |
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| B | **MOS or Specialty    |                       |                 |
| . | (Example, 71L or      |                       |                 |
|   | 42A)**                |                       |                 |
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| C | **Gender**            |                       |                 |
| . |                       |                       |                 |
|   | A. Male               |                       |                 |
|   |                       |                       |                 |
|   | B. Female             |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| D | **Which of the        |                       |                 |
| . | following best        |                       |                 |
|   | describes your        |                       |                 |
|   | position?**           |                       |                 |
|   |                       |                       |                 |
|   | A. Student            |                       |                 |
|   |                       |                       |                 |
|   | B. Faculty            |                       |                 |
|   |                       |                       |                 |
|   | C. Other              |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| E | **Current Age**       |                       |                 |
| . |                       |                       |                 |
|   |                       |                       |                 |
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| F | **Number of MEN you   |                       |                 |
| . | work with on a daily  |                       |                 |
|   | basis**               |                       |                 |
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| G | **Number of WOMEN you |                       |                 |
| . | work with on a daily  |                       |                 |
|   | basis**               |                       |                 |
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| H | **Marital Status**    |                       |                 |
| . |                       |                       |                 |
|   |                       |                       |                 |
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
|   | A. Single             | C. Divorced           | E.              |
|   |                       |                       | Widow/Widower   |
|   | B. Married            | D. Separated          |                 |
+---+-----------------------+-----------------------+-----------------+
|   |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+
| * | **Sequence Number:**  |                       |                 |
| * |                       |                       |                 |
| I |                       |                       |                 |
| . |                       |                       |                 |
| * |                       |                       |                 |
| * |                       |                       |                 |
+---+-----------------------+-----------------------+-----------------+

**Please turn your answer form over. Begin with number 1. There are more
bubbles in this section than answers. Fill in your answer according to
the matching bubble (if your answer is A, fill in the bubble marked
"A")**.

<table>
<colgroup>
<col style="width: 6%" />
<col style="width: 8%" />
<col style="width: 3%" />
<col style="width: 10%" />
<col style="width: 2%" />
<col style="width: 1%" />
<col style="width: 5%" />
<col style="width: 4%" />
<col style="width: 7%" />
<col style="width: 7%" />
<col style="width: 7%" />
<col style="width: 2%" />
<col style="width: 3%" />
<col style="width: 11%" />
<col style="width: 3%" />
<col style="width: 13%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="2">O</td>
<td colspan="2">O</td>
<td colspan="4">O</td>
<td colspan="2">O</td>
<td colspan="3">O</td>
<td colspan="2">O</td>
<td>O</td>
</tr>
<tr class="even">
<td><strong>1.</strong></td>
<td colspan="15"><strong>Ethnic Group</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="6"><p>A. White (Non-Hispanic)</p>
<p>B. African-American (Non Hispanic)</p></td>
<td colspan="5"><p>C. Hispanic</p>
<p>D. Asian</p>
<p>E. Multi-Racial</p></td>
<td colspan="4"><p>F. Native American</p>
<p>G. Pacific Islander</p></td>
</tr>
<tr class="even">
<td><strong>2.</strong></td>
<td colspan="15"><strong>Highest Level of Education</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="5"><p>A. Some high school</p>
<p>B. High school graduate</p>
<p>C. GED</p></td>
<td colspan="5"><p>D. Some College</p>
<p>E. College Graduate</p></td>
<td colspan="5"><p>F. Graduate training</p>
<p>G. Graduate degree</p></td>
</tr>
<tr class="even">
<td colspan="16"></td>
</tr>
<tr class="odd">
<td colspan="16"></td>
</tr>
<tr class="even">
<td colspan="16"><strong>The following questions are about the students
in your class. Fill in your answer according to the matching bubble (if
your answer is A, fill in the bubble marked “A”). Please answer the
questions using the following scale:</strong></td>
</tr>
<tr class="odd">
<td colspan="3"><strong>A. Very Great Extent</strong></td>
<td colspan="2"><strong>B. Great Extent</strong></td>
<td colspan="4"><strong>C. Moderate Extent</strong></td>
<td colspan="2"><strong>D. Slight Extent</strong></td>
<td colspan="3"><strong>E. Not At All</strong></td>
<td colspan="2"><strong>F. Not Applicable</strong></td>
</tr>
<tr class="even">
<td colspan="16"><strong>To what extent do the students in your
class:</strong></td>
</tr>
<tr class="odd">
<td><ol start="3" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>say insulting things to each
other?</strong></td>
</tr>
<tr class="even">
<td><ol start="4" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>like to get things done?</strong></td>
</tr>
<tr class="odd">
<td><ol start="5" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>say degrading things about women?</strong></td>
</tr>
<tr class="even">
<td><ol start="6" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>say degrading things about men?</strong></td>
</tr>
<tr class="odd">
<td><ol start="7" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>work hard to achieve their goals?</strong></td>
</tr>
<tr class="even">
<td><ol start="8" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>enjoy a challenge?</strong></td>
</tr>
<tr class="odd">
<td><ol start="9" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>have high expectations of
themselves?</strong></td>
</tr>
<tr class="even">
<td><ol start="10" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>gossip behind one another’s
backs?</strong></td>
</tr>
<tr class="odd">
<td><ol start="11" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>do what is right?</strong></td>
</tr>
<tr class="even">
<td><ol start="12" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>respect one another?</strong></td>
</tr>
<tr class="odd">
<td><ol start="13" type="1">
<li></li>
</ol></td>
<td colspan="15"><strong>treat others as they themselves would like to
be treated?</strong></td>
</tr>
</tbody>
</table>

+---+-------+---------+--------+----------+----------+--------------+
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| : |       |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+
| * |       | **B.    | **C.   | **D.     | **E.     | **F. Not     |
| * |       | Agree** | Not    | Di       | Strongly | Applicable** |
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+---+-------+---------+--------+----------+----------+--------------+
| * | **Stu |         |        |          |          |              |
| * | dents |         |        |          |          |              |
| 1 | in    |         |        |          |          |              |
| 4 | this  |         |        |          |          |              |
| . | class |         |        |          |          |              |
| * | are   |         |        |          |          |              |
| * | exp   |         |        |          |          |              |
|   | ected |         |        |          |          |              |
|   | to    |         |        |          |          |              |
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|   | omply |         |        |          |          |              |
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|   | the   |         |        |          |          |              |
|   | law   |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | pr    |         |        |          |          |              |
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|   | stan  |         |        |          |          |              |
|   | dards |         |        |          |          |              |
|   | over  |         |        |          |          |              |
|   | and   |         |        |          |          |              |
|   | above |         |        |          |          |              |
|   | other |         |        |          |          |              |
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|   | ns.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
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|   | this  |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+
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|   | s     |         |        |          |          |              |
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|   | p     |         |        |          |          |              |
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|   | es.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
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|   | nt.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
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|   | are   |         |        |          |          |              |
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|   | stric |         |        |          |          |              |
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|   | b     |         |        |          |          |              |
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|   | or.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
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|   | lf/he |         |        |          |          |              |
|   | rself |         |        |          |          |              |
|   | what  |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+
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+---+-------+---------+--------+----------+----------+--------------+
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+---+-------+---------+--------+----------+----------+--------------+
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|   | their |         |        |          |          |              |
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|   | all   |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+
| 2 | **The |         |        |          |          |              |
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|   | this  |         |        |          |          |              |
|   | class |         |        |          |          |              |
|   | are   |         |        |          |          |              |
|   | respe |         |        |          |          |              |
|   | ctful |         |        |          |          |              |
|   | to    |         |        |          |          |              |
|   | wards |         |        |          |          |              |
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|   | en.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
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|   | this  |         |        |          |          |              |
|   | class |         |        |          |          |              |
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|   | ds.** |         |        |          |          |              |
+---+-------+---------+--------+----------+----------+--------------+
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+---+-------+---------+--------+----------+----------+--------------+
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|   | ships |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+
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|   | time  |         |        |          |          |              |
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+---+-------+---------+--------+----------+----------+--------------+

+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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|   | ed.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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|   | to    |         |           |           |         |            |
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|   | on    |         |           |           |         |            |
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+---+-------+---------+-----------+-----------+---------+------------+
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+---+-------+---------+-----------+-----------+---------+------------+
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|   | this  |         |           |           |         |            |
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|   | for   |         |           |           |         |            |
|   | the   |         |           |           |         |            |
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|   | ds.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 3 | **The |         |           |           |         |            |
| 5 | fa    |         |           |           |         |            |
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|   | in    |         |           |           |         |            |
|   | the   |         |           |           |         |            |
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|   | the   |         |           |           |         |            |
|   | stan  |         |           |           |         |            |
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|   | good  |         |           |           |         |            |
|   | b     |         |           |           |         |            |
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|   | or.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 3 | **The |         |           |           |         |            |
| 6 | fa    |         |           |           |         |            |
| . | culty |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | s     |         |           |           |         |            |
|   | chool |         |           |           |         |            |
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|   | dents |         |           |           |         |            |
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|   | each  |         |           |           |         |            |
|   | other |         |           |           |         |            |
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|   | long  |         |           |           |         |            |
|   | as    |         |           |           |         |            |
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|   | gets  |         |           |           |         |            |
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+---+-------+---------+-----------+-----------+---------+------------+
| 3 | **The |         |           |           |         |            |
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|   | this  |         |           |           |         |            |
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|   | by    |         |           |           |         |            |
|   | beh   |         |           |           |         |            |
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|   | the   |         |           |           |         |            |
|   | way   |         |           |           |         |            |
|   | they  |         |           |           |         |            |
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|   | xpect |         |           |           |         |            |
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+---+-------+---------+-----------+-----------+---------+------------+
| 3 | **The |         |           |           |         |            |
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| . | culty |         |           |           |         |            |
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|   | this  |         |           |           |         |            |
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|   | tough |         |           |           |         |            |
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|   | ns.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 3 | **The |         |           |           |         |            |
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| . | culty |         |           |           |         |            |
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|   | this  |         |           |           |         |            |
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|   | just  |         |           |           |         |            |
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|   | out   |         |           |           |         |            |
|   | for   |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | mselv |         |           |           |         |            |
|   | es.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
| 0 | fa    |         |           |           |         |            |
| . | culty |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | this  |         |           |           |         |            |
|   | s     |         |           |           |         |            |
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|   | is    |         |           |           |         |            |
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|   | ested |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | furth |         |           |           |         |            |
|   | ering |         |           |           |         |            |
|   | their |         |           |           |         |            |
|   | ca    |         |           |           |         |            |
|   | reers |         |           |           |         |            |
|   | than  |         |           |           |         |            |
|   | in    |         |           |           |         |            |
|   | the   |         |           |           |         |            |
|   | well- |         |           |           |         |            |
|   | being |         |           |           |         |            |
|   | of    |         |           |           |         |            |
|   | their |         |           |           |         |            |
|   | s     |         |           |           |         |            |
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+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
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| . | culty |         |           |           |         |            |
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|   | in my |         |           |           |         |            |
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|   | sonal |         |           |           |         |            |
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|   | re.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+
| 4 | **The |         |           |           |         |            |
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|   | in    |         |           |           |         |            |
|   | what  |         |           |           |         |            |
|   | I     |         |           |           |         |            |
|   | think |         |           |           |         |            |
|   | and   |         |           |           |         |            |
|   | how I |         |           |           |         |            |
|   | feel  |         |           |           |         |            |
|   | about |         |           |           |         |            |
|   | thin  |         |           |           |         |            |
|   | gs.** |         |           |           |         |            |
+---+-------+---------+-----------+-----------+---------+------------+

+---+------+--------+----------+----------+---------+---------------+
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| u |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| i |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| t |      |        |          |          |         |               |
| h |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| s |      |        |          |          |         |               |
| c |      |        |          |          |         |               |
| a |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| e |      |        |          |          |         |               |
| : |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| * |      | **B.   | **C. Not | **D.     | **E.    | **F. Not      |
| * |      | A      | Sure**   | Di       | S       | Applicable**  |
| A |      | gree** |          | sagree** | trongly |               |
| . |      |        |          |          | Dis     |               |
| S |      |        |          |          | agree** |               |
| t |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
| o |      |        |          |          |         |               |
| n |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| l |      |        |          |          |         |               |
| y |      |        |          |          |         |               |
| A |      |        |          |          |         |               |
| g |      |        |          |          |         |               |
| r |      |        |          |          |         |               |
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| e |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
| * |      |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **In |        |          |          |         |               |
| 3 | this |        |          |          |         |               |
| . | cl   |        |          |          |         |               |
|   | ass, |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | tude |        |          |          |         |               |
|   | nts' |        |          |          |         |               |
|   | spo  |        |          |          |         |               |
|   | uses |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | tre  |        |          |          |         |               |
|   | ated |        |          |          |         |               |
|   | with |        |          |          |         |               |
|   | re   |        |          |          |         |               |
|   | spec |        |          |          |         |               |
|   | t.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **   |        |          |          |         |               |
| 4 | Chea |        |          |          |         |               |
| . | ting |        |          |          |         |               |
|   | on   |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | ne's |        |          |          |         |               |
|   | sp   |        |          |          |         |               |
|   | ouse |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | lo   |        |          |          |         |               |
|   | oked |        |          |          |         |               |
|   | upon |        |          |          |         |               |
|   | with |        |          |          |         |               |
|   | dis  |        |          |          |         |               |
|   | appr |        |          |          |         |               |
|   | oval |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | clas |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **   |        |          |          |         |               |
| 5 | Fami |        |          |          |         |               |
| . | lies |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | i    |        |          |          |         |               |
|   | mpor |        |          |          |         |               |
|   | tant |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | clas |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **T  |        |          |          |         |               |
| 6 | here |        |          |          |         |               |
| . | is   |        |          |          |         |               |
|   | no   |        |          |          |         |               |
|   | room |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | ne's |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | mo   |        |          |          |         |               |
|   | rals |        |          |          |         |               |
|   | or   |        |          |          |         |               |
|   | et   |        |          |          |         |               |
|   | hics |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | clas |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| * | *    |        |          |          |         |               |
| * | *The |        |          |          |         |               |
| 4 | most |        |          |          |         |               |
| 7 | i    |        |          |          |         |               |
| . | mpor |        |          |          |         |               |
| * | tant |        |          |          |         |               |
| * | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | each |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | oldi |        |          |          |         |               |
|   | er's |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | ense |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | r    |        |          |          |         |               |
|   | ight |        |          |          |         |               |
|   | and  |        |          |          |         |               |
|   | wron |        |          |          |         |               |
|   | g.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **Su |        |          |          |         |               |
| 7 | cces |        |          |          |         |               |
| . | sful |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | go   |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | boo  |        |          |          |         |               |
|   | k.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **   |        |          |          |         |               |
| 8 | Ever |        |          |          |         |               |
| . | yone |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | expe |        |          |          |         |               |
|   | cted |        |          |          |         |               |
|   | to   |        |          |          |         |               |
|   | s    |        |          |          |         |               |
|   | tick |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | r    |        |          |          |         |               |
|   | ules |        |          |          |         |               |
|   | and  |        |          |          |         |               |
|   | p    |        |          |          |         |               |
|   | roce |        |          |          |         |               |
|   | dure |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 4 | **In |        |          |          |         |               |
| 9 | this |        |          |          |         |               |
| . | cl   |        |          |          |         |               |
|   | ass, |        |          |          |         |               |
|   | stud |        |          |          |         |               |
|   | ents |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | gu   |        |          |          |         |               |
|   | ided |        |          |          |         |               |
|   | by   |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | heir |        |          |          |         |               |
|   | own  |        |          |          |         |               |
|   | pers |        |          |          |         |               |
|   | onal |        |          |          |         |               |
|   | e    |        |          |          |         |               |
|   | thic |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **In |        |          |          |         |               |
| 0 | this |        |          |          |         |               |
| . | cl   |        |          |          |         |               |
|   | ass, |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | f    |        |          |          |         |               |
|   | irst |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | onsi |        |          |          |         |               |
|   | dera |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | whe  |        |          |          |         |               |
|   | ther |        |          |          |         |               |
|   | a    |        |          |          |         |               |
|   | deci |        |          |          |         |               |
|   | sion |        |          |          |         |               |
|   | viol |        |          |          |         |               |
|   | ates |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | la   |        |          |          |         |               |
|   | w.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **In |        |          |          |         |               |
| 1 | this |        |          |          |         |               |
| . | cl   |        |          |          |         |               |
|   | ass, |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | are  |        |          |          |         |               |
|   | mo   |        |          |          |         |               |
|   | stly |        |          |          |         |               |
|   | out  |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | t    |        |          |          |         |               |
|   | hems |        |          |          |         |               |
|   | elve |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | *    |        |          |          |         |               |
| 2 | *The |        |          |          |         |               |
| . | most |        |          |          |         |               |
|   | i    |        |          |          |         |               |
|   | mpor |        |          |          |         |               |
|   | tant |        |          |          |         |               |
|   | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | good |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | all  |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | pe   |        |          |          |         |               |
|   | ople |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | as a |        |          |          |         |               |
|   | whol |        |          |          |         |               |
|   | e.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | *    |        |          |          |         |               |
| 3 | *The |        |          |          |         |               |
| . | m    |        |          |          |         |               |
|   | ajor |        |          |          |         |               |
|   | con  |        |          |          |         |               |
|   | cern |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | c    |        |          |          |         |               |
|   | lass |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | al   |        |          |          |         |               |
|   | ways |        |          |          |         |               |
|   | what |        |          |          |         |               |
|   | is   |        |          |          |         |               |
|   | best |        |          |          |         |               |
|   | for  |        |          |          |         |               |
|   | the  |        |          |          |         |               |
|   | o    |        |          |          |         |               |
|   | ther |        |          |          |         |               |
|   | p    |        |          |          |         |               |
|   | erso |        |          |          |         |               |
|   | n.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **T  |        |          |          |         |               |
| 4 | here |        |          |          |         |               |
| . | are  |        |          |          |         |               |
|   | high |        |          |          |         |               |
|   | le   |        |          |          |         |               |
|   | vels |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | se   |        |          |          |         |               |
|   | xual |        |          |          |         |               |
|   | ha   |        |          |          |         |               |
|   | rass |        |          |          |         |               |
|   | ment |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | clas |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+
| 5 | **T  |        |          |          |         |               |
| 5 | here |        |          |          |         |               |
| . | are  |        |          |          |         |               |
|   | high |        |          |          |         |               |
|   | le   |        |          |          |         |               |
|   | vels |        |          |          |         |               |
|   | of   |        |          |          |         |               |
|   | ra   |        |          |          |         |               |
|   | cial |        |          |          |         |               |
|   | or   |        |          |          |         |               |
|   | et   |        |          |          |         |               |
|   | hnic |        |          |          |         |               |
|   | di   |        |          |          |         |               |
|   | scri |        |          |          |         |               |
|   | mina |        |          |          |         |               |
|   | tion |        |          |          |         |               |
|   | in   |        |          |          |         |               |
|   | this |        |          |          |         |               |
|   | clas |        |          |          |         |               |
|   | s.** |        |          |          |         |               |
+---+------+--------+----------+----------+---------+---------------+

+----+-----+--------+-----------+----------+-------------+------------+
|    |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  |     |        |           |          |             |            |
| *T |     |        |           |          |             |            |
| he |     |        |           |          |             |            |
| f  |     |        |           |          |             |            |
| ol |     |        |           |          |             |            |
| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| st |     |        |           |          |             |            |
| at |     |        |           |          |             |            |
| em |     |        |           |          |             |            |
| en |     |        |           |          |             |            |
| ts |     |        |           |          |             |            |
| c  |     |        |           |          |             |            |
| on |     |        |           |          |             |            |
| ce |     |        |           |          |             |            |
| rn |     |        |           |          |             |            |
| yo |     |        |           |          |             |            |
| ur |     |        |           |          |             |            |
| op |     |        |           |          |             |            |
| in |     |        |           |          |             |            |
| io |     |        |           |          |             |            |
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| Pl |     |        |           |          |             |            |
| ea |     |        |           |          |             |            |
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| ch |     |        |           |          |             |            |
| s  |     |        |           |          |             |            |
| ta |     |        |           |          |             |            |
| te |     |        |           |          |             |            |
| me |     |        |           |          |             |            |
| nt |     |        |           |          |             |            |
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| si |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| t  |     |        |           |          |             |            |
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| lo |     |        |           |          |             |            |
| wi |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| sc |     |        |           |          |             |            |
| al |     |        |           |          |             |            |
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| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| ** |     | **B.   | **C. Not  | **D.     | **E.        | **F. Not   |
| A. |     | A      | Sure**    | Di       | Strongly    | Ap         |
| St |     | gree** |           | sagree** | Disagree**  | plicable** |
| ro |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| ly |     |        |           |          |             |            |
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| gr |     |        |           |          |             |            |
| ee |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 57 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | est |        |           |          |             |            |
|    | ric |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | rom |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | sp  |        |           |          |             |            |
|    | eci |        |           |          |             |            |
|    | alt |        |           |          |             |            |
|    | ies |        |           |          |             |            |
|    | for |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ich |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | hey |        |           |          |             |            |
|    | can |        |           |          |             |            |
|    | q   |        |           |          |             |            |
|    | ual |        |           |          |             |            |
|    | ify |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 58 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | fu  |        |           |          |             |            |
|    | nda |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | tal |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | fi  |        |           |          |             |            |
|    | ght |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | win |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | Na  |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | n's |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | ars |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *5 | Men |        |           |          |             |            |
| 9. | h   |        |           |          |             |            |
| ** | ave |        |           |          |             |            |
|    | an  |        |           |          |             |            |
|    | adv |        |           |          |             |            |
|    | ant |        |           |          |             |            |
|    | age |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | ver |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | hen |        |           |          |             |            |
|    | it  |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mes |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | hav |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ucc |        |           |          |             |            |
|    | ess |        |           |          |             |            |
|    | ful |        |           |          |             |            |
|    | mi  |        |           |          |             |            |
|    | lit |        |           |          |             |            |
|    | ary |        |           |          |             |            |
|    | car |        |           |          |             |            |
|    | eer |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 59 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | est |        |           |          |             |            |
|    | ric |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | rom |        |           |          |             |            |
|    | any |        |           |          |             |            |
|    | sp  |        |           |          |             |            |
|    | eci |        |           |          |             |            |
|    | alt |        |           |          |             |            |
|    | ies |        |           |          |             |            |
|    | for |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ich |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | hey |        |           |          |             |            |
|    | can |        |           |          |             |            |
|    | q   |        |           |          |             |            |
|    | ual |        |           |          |             |            |
|    | ify |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 60 | **  |        |           |          |             |            |
| .  | The |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ain |        |           |          |             |            |
|    | fo  |        |           |          |             |            |
|    | cus |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | sho |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | wa  |        |           |          |             |            |
|    | rfi |        |           |          |             |            |
|    | ght |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 61 | *   |        |           |          |             |            |
| .  | *Wo |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ave |        |           |          |             |            |
|    | an  |        |           |          |             |            |
|    | adv |        |           |          |             |            |
|    | ant |        |           |          |             |            |
|    | age |        |           |          |             |            |
|    | o   |        |           |          |             |            |
|    | ver |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | w   |        |           |          |             |            |
|    | hen |        |           |          |             |            |
|    | it  |        |           |          |             |            |
|    | co  |        |           |          |             |            |
|    | mes |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | hav |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ucc |        |           |          |             |            |
|    | ess |        |           |          |             |            |
|    | ful |        |           |          |             |            |
|    | mi  |        |           |          |             |            |
|    | lit |        |           |          |             |            |
|    | ary |        |           |          |             |            |
|    | car |        |           |          |             |            |
|    | eer |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 62 | **  |        |           |          |             |            |
| .  | Men |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | "c  |        |           |          |             |            |
|    | ome |        |           |          |             |            |
|    | on" |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 63 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cla |        |           |          |             |            |
|    | ss, |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | acc |        |           |          |             |            |
|    | ept |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | equ |        |           |          |             |            |
|    | als |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 64 | **  |        |           |          |             |            |
| .  | Fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | rea |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+

+----+-----+--------+-----------+----------+-------------+------------+
| ** |     | **B.   | **C. Not  | **D.     | **E.        | **F. Not   |
| A. |     | A      | Sure**    | Di       | Strongly    | Ap         |
| St |     | gree** |           | sagree** | Disagree**  | plicable** |
| ro |     |        |           |          |             |            |
| ng |     |        |           |          |             |            |
| ly |     |        |           |          |             |            |
| A  |     |        |           |          |             |            |
| gr |     |        |           |          |             |            |
| ee |     |        |           |          |             |            |
| ** |     |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| *  | **  |        |           |          |             |            |
| *6 | Sex |        |           |          |             |            |
| 6. | ual |        |           |          |             |            |
| ** | r   |        |           |          |             |            |
|    | ela |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | nsh |        |           |          |             |            |
|    | ips |        |           |          |             |            |
|    | b   |        |           |          |             |            |
|    | etw |        |           |          |             |            |
|    | een |        |           |          |             |            |
|    | f   |        |           |          |             |            |
|    | acu |        |           |          |             |            |
|    | lty |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | uld |        |           |          |             |            |
|    | not |        |           |          |             |            |
|    | be  |        |           |          |             |            |
|    | tol |        |           |          |             |            |
|    | era |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 67 | **  |        |           |          |             |            |
| .  | Fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | "c  |        |           |          |             |            |
|    | ome |        |           |          |             |            |
|    | on" |        |           |          |             |            |
|    | to  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 68 | **  |        |           |          |             |            |
| .  | Fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | try |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ard |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 69 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cla |        |           |          |             |            |
|    | ss, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | p   |        |           |          |             |            |
|    | ull |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | oad |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 70 | **M |        |           |          |             |            |
| .  | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | get |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | rea |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 71 | **M |        |           |          |             |            |
| .  | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cl  |        |           |          |             |            |
|    | ass |        |           |          |             |            |
|    | try |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | h   |        |           |          |             |            |
|    | ard |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 72 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cla |        |           |          |             |            |
|    | ss, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | p   |        |           |          |             |            |
|    | ull |        |           |          |             |            |
|    | th  |        |           |          |             |            |
|    | eir |        |           |          |             |            |
|    | l   |        |           |          |             |            |
|    | oad |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 73 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cla |        |           |          |             |            |
|    | ss, |        |           |          |             |            |
|    | fem |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | acc |        |           |          |             |            |
|    | ept |        |           |          |             |            |
|    | m   |        |           |          |             |            |
|    | ale |        |           |          |             |            |
|    | st  |        |           |          |             |            |
|    | ude |        |           |          |             |            |
|    | nts |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | equ |        |           |          |             |            |
|    | als |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 74 | *   |        |           |          |             |            |
| .  | *Se |        |           |          |             |            |
|    | xua |        |           |          |             |            |
|    | lly |        |           |          |             |            |
|    | ex  |        |           |          |             |            |
|    | pli |        |           |          |             |            |
|    | cit |        |           |          |             |            |
|    | ma  |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | ial |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | *wo |        |           |          |             |            |
|    | rk* |        |           |          |             |            |
|    | en  |        |           |          |             |            |
|    | vir |        |           |          |             |            |
|    | onm |        |           |          |             |            |
|    | ent |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | tol |        |           |          |             |            |
|    | era |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 75 | *   |        |           |          |             |            |
| .  | *Se |        |           |          |             |            |
|    | xua |        |           |          |             |            |
|    | lly |        |           |          |             |            |
|    | ex  |        |           |          |             |            |
|    | pli |        |           |          |             |            |
|    | cit |        |           |          |             |            |
|    | ma  |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | ial |        |           |          |             |            |
|    | in  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | *s  |        |           |          |             |            |
|    | oci |        |           |          |             |            |
|    | al* |        |           |          |             |            |
|    | en  |        |           |          |             |            |
|    | vir |        |           |          |             |            |
|    | onm |        |           |          |             |            |
|    | ent |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | tol |        |           |          |             |            |
|    | era |        |           |          |             |            |
|    | ted |        |           |          |             |            |
|    | .** |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 76 | *   |        |           |          |             |            |
| .  | *As |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | res |        |           |          |             |            |
|    | ult |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | att |        |           |          |             |            |
|    | end |        |           |          |             |            |
|    | ing |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | cho |        |           |          |             |            |
|    | ol, |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | ela |        |           |          |             |            |
|    | tio |        |           |          |             |            |
|    | nsh |        |           |          |             |            |
|    | ips |        |           |          |             |            |
|    | b   |        |           |          |             |            |
|    | etw |        |           |          |             |            |
|    | een |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | men |        |           |          |             |            |
|    | are |        |           |          |             |            |
|    | :** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | A.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | B.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | C.  |        |           |          |             |            |
|    | The |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ame |        |           |          |             |            |
|    | D.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | E.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 77 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cla |        |           |          |             |            |
|    | ss, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | deg |        |           |          |             |            |
|    | ree |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | esp |        |           |          |             |            |
|    | ect |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | d   |        |           |          |             |            |
|    | ign |        |           |          |             |            |
|    | ity |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | owa |        |           |          |             |            |
|    | rds |        |           |          |             |            |
|    | *   |        |           |          |             |            |
|    | wom |        |           |          |             |            |
|    | en* |        |           |          |             |            |
|    | du  |        |           |          |             |            |
|    | rin |        |           |          |             |            |
|    | g** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | **  |        |           |          |             |            |
|    | OFF |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | ime |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | :** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | A.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | B.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | C.  |        |           |          |             |            |
|    | The |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ame |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | D.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | E.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 78 | *   |        |           |          |             |            |
| .  | *In |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | cla |        |           |          |             |            |
|    | ss, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | deg |        |           |          |             |            |
|    | ree |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | esp |        |           |          |             |            |
|    | ect |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | d   |        |           |          |             |            |
|    | ign |        |           |          |             |            |
|    | ity |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | owa |        |           |          |             |            |
|    | rds |        |           |          |             |            |
|    | *m  |        |           |          |             |            |
|    | en* |        |           |          |             |            |
|    | du  |        |           |          |             |            |
|    | rin |        |           |          |             |            |
|    | g** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | **  |        |           |          |             |            |
|    | OFF |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | ime |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | :** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | A.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | B.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | C.  |        |           |          |             |            |
|    | The |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ame |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | D.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | E.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | ON  |        |           |          |             |            |
|    | D   |        |           |          |             |            |
|    | UTY |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 79 | *   |        |           |          |             |            |
| .  | *At |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | cho |        |           |          |             |            |
|    | ol, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | deg |        |           |          |             |            |
|    | ree |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | esp |        |           |          |             |            |
|    | ect |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | d   |        |           |          |             |            |
|    | ign |        |           |          |             |            |
|    | ity |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | owa |        |           |          |             |            |
|    | rds |        |           |          |             |            |
|    | *   |        |           |          |             |            |
|    | wom |        |           |          |             |            |
|    | en* |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | :** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | A.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | B.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | C.  |        |           |          |             |            |
|    | The |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ame |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | D.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | E.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+
| 80 | *   |        |           |          |             |            |
| .  | *At |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | his |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | cho |        |           |          |             |            |
|    | ol, |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | deg |        |           |          |             |            |
|    | ree |        |           |          |             |            |
|    | of  |        |           |          |             |            |
|    | r   |        |           |          |             |            |
|    | esp |        |           |          |             |            |
|    | ect |        |           |          |             |            |
|    | and |        |           |          |             |            |
|    | d   |        |           |          |             |            |
|    | ign |        |           |          |             |            |
|    | ity |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | owa |        |           |          |             |            |
|    | rds |        |           |          |             |            |
|    | *m  |        |           |          |             |            |
|    | en* |        |           |          |             |            |
|    | is  |        |           |          |             |            |
|    | :** |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | A.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | B.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | bet |        |           |          |             |            |
|    | ter |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | C.  |        |           |          |             |            |
|    | The |        |           |          |             |            |
|    | s   |        |           |          |             |            |
|    | ame |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | D.  |        |           |          |             |            |
|    | So  |        |           |          |             |            |
|    | mew |        |           |          |             |            |
|    | hat |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
|    |     |        |           |          |             |            |
|    | E.  |        |           |          |             |            |
|    | M   |        |           |          |             |            |
|    | uch |        |           |          |             |            |
|    | wo  |        |           |          |             |            |
|    | rse |        |           |          |             |            |
|    | t   |        |           |          |             |            |
|    | han |        |           |          |             |            |
|    | the |        |           |          |             |            |
|    | A   |        |           |          |             |            |
|    | rmy |        |           |          |             |            |
|    | as  |        |           |          |             |            |
|    | a   |        |           |          |             |            |
|    | wh  |        |           |          |             |            |
|    | ole |        |           |          |             |            |
+----+-----+--------+-----------+----------+-------------+------------+

+----+----------+--------------+--------------+--------------+--------+
| ** |          |              |              |              |        |
| Pl |          |              |              |              |        |
| ea |          |              |              |              |        |
| se |          |              |              |              |        |
| an |          |              |              |              |        |
| sw |          |              |              |              |        |
| er |          |              |              |              |        |
| t  |          |              |              |              |        |
| he |          |              |              |              |        |
| f  |          |              |              |              |        |
| ol |          |              |              |              |        |
| lo |          |              |              |              |        |
| wi |          |              |              |              |        |
| ng |          |              |              |              |        |
| q  |          |              |              |              |        |
| ue |          |              |              |              |        |
| st |          |              |              |              |        |
| io |          |              |              |              |        |
| ns |          |              |              |              |        |
| u  |          |              |              |              |        |
| si |          |              |              |              |        |
| ng |          |              |              |              |        |
| t  |          |              |              |              |        |
| he |          |              |              |              |        |
| sc |          |              |              |              |        |
| al |          |              |              |              |        |
| e: |          |              |              |              |        |
| ** |          |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| ** |          | **B. Once or | **C.         | **D. Often** | **E.   |
| A. |          | Twice**      | Sometimes**  |              | Al     |
| N  |          |              |              |              | ways** |
| ev |          |              |              |              |        |
| er |          |              |              |              |        |
| ** |          |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| ** |          |              |              |              |        |
| Du |          |              |              |              |        |
| ri |          |              |              |              |        |
| ng |          |              |              |              |        |
| yo |          |              |              |              |        |
| ur |          |              |              |              |        |
| ti |          |              |              |              |        |
| me |          |              |              |              |        |
| as |          |              |              |              |        |
| a  |          |              |              |              |        |
| s  |          |              |              |              |        |
| tu |          |              |              |              |        |
| de |          |              |              |              |        |
| nt |          |              |              |              |        |
| in |          |              |              |              |        |
| th |          |              |              |              |        |
| is |          |              |              |              |        |
| s  |          |              |              |              |        |
| ch |          |              |              |              |        |
| oo |          |              |              |              |        |
| l, |          |              |              |              |        |
| ha |          |              |              |              |        |
| ve |          |              |              |              |        |
| y  |          |              |              |              |        |
| ou |          |              |              |              |        |
| ev |          |              |              |              |        |
| er |          |              |              |              |        |
| be |          |              |              |              |        |
| en |          |              |              |              |        |
| in |          |              |              |              |        |
| a  |          |              |              |              |        |
| s  |          |              |              |              |        |
| it |          |              |              |              |        |
| ua |          |              |              |              |        |
| ti |          |              |              |              |        |
| on |          |              |              |              |        |
| w  |          |              |              |              |        |
| he |          |              |              |              |        |
| re |          |              |              |              |        |
| fe |          |              |              |              |        |
| ll |          |              |              |              |        |
| ow |          |              |              |              |        |
| st |          |              |              |              |        |
| ud |          |              |              |              |        |
| en |          |              |              |              |        |
| ts |          |              |              |              |        |
| or |          |              |              |              |        |
| fa |          |              |              |              |        |
| cu |          |              |              |              |        |
| lt |          |              |              |              |        |
| y: |          |              |              |              |        |
| ** |          |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 81 | **told   |              |              |              |        |
| .  | su       |              |              |              |        |
|    | ggestive |              |              |              |        |
|    | stories  |              |              |              |        |
|    | or       |              |              |              |        |
|    | o        |              |              |              |        |
|    | ffensive |              |              |              |        |
|    | jokes?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 82 | **made   |              |              |              |        |
| .  | crude    |              |              |              |        |
|    | and      |              |              |              |        |
|    | o        |              |              |              |        |
|    | ffensive |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | remarks, |              |              |              |        |
|    | either   |              |              |              |        |
|    | publicly |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | in your  |              |              |              |        |
|    | wo       |              |              |              |        |
|    | rkplace) |              |              |              |        |
|    | or to    |              |              |              |        |
|    | you      |              |              |              |        |
|    | priv     |              |              |              |        |
|    | ately?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 83 | *        |              |              |              |        |
| .  | *treated |              |              |              |        |
|    | you      |              |              |              |        |
|    | "diff    |              |              |              |        |
|    | erently" |              |              |              |        |
|    | because  |              |              |              |        |
|    | of your  |              |              |              |        |
|    | sex      |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | mi       |              |              |              |        |
|    | streated |              |              |              |        |
|    | or       |              |              |              |        |
|    | ignored  |              |              |              |        |
|    | you)?**  |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 84 | **di     |              |              |              |        |
| .  | splayed, |              |              |              |        |
|    | used or  |              |              |              |        |
|    | dis      |              |              |              |        |
|    | tributed |              |              |              |        |
|    | sexist   |              |              |              |        |
|    | or       |              |              |              |        |
|    | su       |              |              |              |        |
|    | ggestive |              |              |              |        |
|    | m        |              |              |              |        |
|    | aterials |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | p        |              |              |              |        |
|    | ictures, |              |              |              |        |
|    | stories  |              |              |              |        |
|    | or       |              |              |              |        |
|    | pornogr  |              |              |              |        |
|    | aphy)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 85 | **made   |              |              |              |        |
| .  | sexist   |              |              |              |        |
|    | re       |              |              |              |        |
|    | marks?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 86 | **"put   |              |              |              |        |
| .  | you      |              |              |              |        |
|    | down" or |              |              |              |        |
|    | was      |              |              |              |        |
|    | conde    |              |              |              |        |
|    | scending |              |              |              |        |
|    | to you   |              |              |              |        |
|    | because  |              |              |              |        |
|    | of your  |              |              |              |        |
|    | sex?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 87 | **made   |              |              |              |        |
| .  | unwanted |              |              |              |        |
|    | attempts |              |              |              |        |
|    | to draw  |              |              |              |        |
|    | you into |              |              |              |        |
|    | a        |              |              |              |        |
|    | di       |              |              |              |        |
|    | scussion |              |              |              |        |
|    | of       |              |              |              |        |
|    | personal |              |              |              |        |
|    | or       |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | matters  |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | tried to |              |              |              |        |
|    | discuss  |              |              |              |        |
|    | or       |              |              |              |        |
|    | comment  |              |              |              |        |
|    | on your  |              |              |              |        |
|    | sex      |              |              |              |        |
|    | life?)** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 88 | *        |              |              |              |        |
| .  | *touched |              |              |              |        |
|    | you in a |              |              |              |        |
|    | way that |              |              |              |        |
|    | made you |              |              |              |        |
|    | feel     |              |              |              |        |
|    | uncom    |              |              |              |        |
|    | fortable |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | laid a   |              |              |              |        |
|    | hand on  |              |              |              |        |
|    | your     |              |              |              |        |
|    | bare     |              |              |              |        |
|    | arm, put |              |              |              |        |
|    | an arm   |              |              |              |        |
|    | around   |              |              |              |        |
|    | your     |              |              |              |        |
|    | shoul    |              |              |              |        |
|    | ders)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 89 | **gave   |              |              |              |        |
| .  | you      |              |              |              |        |
|    | unwanted |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | atte     |              |              |              |        |
|    | ntion?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 90 | **a      |              |              |              |        |
| .  | ttempted |              |              |              |        |
|    | to       |              |              |              |        |
|    | e        |              |              |              |        |
|    | stablish |              |              |              |        |
|    | a        |              |              |              |        |
|    | romantic |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | rela     |              |              |              |        |
|    | tionship |              |              |              |        |
|    | with you |              |              |              |        |
|    | despite  |              |              |              |        |
|    | your     |              |              |              |        |
|    | efforts  |              |              |              |        |
|    | to       |              |              |              |        |
|    | di       |              |              |              |        |
|    | scourage |              |              |              |        |
|    | him or   |              |              |              |        |
|    | her?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 91 | **made   |              |              |              |        |
| .  | unwanted |              |              |              |        |
|    | attempts |              |              |              |        |
|    | to       |              |              |              |        |
|    | stroke   |              |              |              |        |
|    | or       |              |              |              |        |
|    | fondle   |              |              |              |        |
|    | you      |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | stroking |              |              |              |        |
|    | your leg |              |              |              |        |
|    | or       |              |              |              |        |
|    | neck)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 92 | **c      |              |              |              |        |
| .  | ontinued |              |              |              |        |
|    | to ask   |              |              |              |        |
|    | you for  |              |              |              |        |
|    | dates,   |              |              |              |        |
|    | drinks,  |              |              |              |        |
|    | dinner,  |              |              |              |        |
|    | etc.,    |              |              |              |        |
|    | even     |              |              |              |        |
|    | though   |              |              |              |        |
|    | you      |              |              |              |        |
|    | already  |              |              |              |        |
|    | said     |              |              |              |        |
|    | no?**    |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 93 | **made   |              |              |              |        |
| .  | you feel |              |              |              |        |
|    | you were |              |              |              |        |
|    | being    |              |              |              |        |
|    | subtly   |              |              |              |        |
|    | bribed   |              |              |              |        |
|    | with     |              |              |              |        |
|    | some     |              |              |              |        |
|    | sort of  |              |              |              |        |
|    | reward   |              |              |              |        |
|    | or       |              |              |              |        |
|    | special  |              |              |              |        |
|    | t        |              |              |              |        |
|    | reatment |              |              |              |        |
|    | to       |              |              |              |        |
|    | engage   |              |              |              |        |
|    | in       |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | beh      |              |              |              |        |
|    | avior?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 94 | **made   |              |              |              |        |
| .  | you feel |              |              |              |        |
|    | you were |              |              |              |        |
|    | being    |              |              |              |        |
|    | subtly   |              |              |              |        |
|    | th       |              |              |              |        |
|    | reatened |              |              |              |        |
|    | with     |              |              |              |        |
|    | some     |              |              |              |        |
|    | sort of  |              |              |              |        |
|    | ret      |              |              |              |        |
|    | aliation |              |              |              |        |
|    | for not  |              |              |              |        |
|    | being    |              |              |              |        |
|    | sexually |              |              |              |        |
|    | coo      |              |              |              |        |
|    | perative |              |              |              |        |
|    | (e.g.,   |              |              |              |        |
|    | the      |              |              |              |        |
|    | mention  |              |              |              |        |
|    | of an    |              |              |              |        |
|    | upcoming |              |              |              |        |
|    | eva      |              |              |              |        |
|    | luation, |              |              |              |        |
|    | review,  |              |              |              |        |
|    | etc.)?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 95 | **made   |              |              |              |        |
| .  | unwanted |              |              |              |        |
|    | attempts |              |              |              |        |
|    | to have  |              |              |              |        |
|    | sex with |              |              |              |        |
|    | you that |              |              |              |        |
|    | resulted |              |              |              |        |
|    | in you   |              |              |              |        |
|    | p        |              |              |              |        |
|    | leading, |              |              |              |        |
|    | crying   |              |              |              |        |
|    | or       |              |              |              |        |
|    | ph       |              |              |              |        |
|    | ysically |              |              |              |        |
|    | strug    |              |              |              |        |
|    | gling?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 96 | **w      |              |              |              |        |
| .  | histled, |              |              |              |        |
|    | called   |              |              |              |        |
|    | or       |              |              |              |        |
|    | hooted   |              |              |              |        |
|    | at you   |              |              |              |        |
|    | in a     |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | way?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 97 | **made   |              |              |              |        |
| .  | gestures |              |              |              |        |
|    | or used  |              |              |              |        |
|    | body     |              |              |              |        |
|    | language |              |              |              |        |
|    | of a     |              |              |              |        |
|    | sexual   |              |              |              |        |
|    | nature   |              |              |              |        |
|    | which    |              |              |              |        |
|    | emb      |              |              |              |        |
|    | arrassed |              |              |              |        |
|    | or       |              |              |              |        |
|    | offended |              |              |              |        |
|    | you?**   |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 98 | *        |              |              |              |        |
| .  | *stared, |              |              |              |        |
|    | leered   |              |              |              |        |
|    | or ogled |              |              |              |        |
|    | you in a |              |              |              |        |
|    | way that |              |              |              |        |
|    | made you |              |              |              |        |
|    | uncomfor |              |              |              |        |
|    | table?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 99 | *        |              |              |              |        |
| .  | *exposed |              |              |              |        |
|    | th       |              |              |              |        |
|    | emselves |              |              |              |        |
|    | ph       |              |              |              |        |
|    | ysically |              |              |              |        |
|    | (for     |              |              |              |        |
|    | example  |              |              |              |        |
|    | "mooned" |              |              |              |        |
|    | you) in  |              |              |              |        |
|    | a way    |              |              |              |        |
|    | that     |              |              |              |        |
|    | emb      |              |              |              |        |
|    | arrassed |              |              |              |        |
|    | you or   |              |              |              |        |
|    | made you |              |              |              |        |
|    | feel     |              |              |              |        |
|    | uncomfor |              |              |              |        |
|    | table?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | **had    |              |              |              |        |
| 00 | sex with |              |              |              |        |
| .  | you      |              |              |              |        |
|    | without  |              |              |              |        |
|    | your     |              |              |              |        |
|    | consent  |              |              |              |        |
|    | or       |              |              |              |        |
|    | against  |              |              |              |        |
|    | your     |              |              |              |        |
|    | will?**  |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+
| 1  | *        |              |              |              |        |
| 01 | *implied |              |              |              |        |
| .  | faster   |              |              |              |        |
|    | pr       |              |              |              |        |
|    | omotions |              |              |              |        |
|    | or       |              |              |              |        |
|    | better   |              |              |              |        |
|    | t        |              |              |              |        |
|    | reatment |              |              |              |        |
|    | if you   |              |              |              |        |
|    | were     |              |              |              |        |
|    | sexually |              |              |              |        |
|    | cooper   |              |              |              |        |
|    | ative?** |              |              |              |        |
+----+----------+--------------+--------------+--------------+--------+

<table style="width:100%;">
<colgroup>
<col style="width: 7%" />
<col style="width: 15%" />
<col style="width: 17%" />
<col style="width: 0%" />
<col style="width: 3%" />
<col style="width: 13%" />
<col style="width: 0%" />
<col style="width: 7%" />
<col style="width: 9%" />
<col style="width: 0%" />
<col style="width: 12%" />
<col style="width: 13%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="12"><p><strong>Please continue to answer the following
questions using the scale.</strong></p>
<p><strong>During your time as a student in this school, have you ever
been in a situation where fellow students or faculty:</strong></p></td>
</tr>
<tr class="even">
<td colspan="2"><strong>A. Never</strong></td>
<td colspan="3"><strong>B. Once or Twice</strong></td>
<td colspan="3"><strong>C. Sometimes</strong></td>
<td colspan="3"><strong>D. Often</strong></td>
<td><strong>E. Always</strong></td>
</tr>
<tr class="odd">
<td><strong>102.</strong></td>
<td colspan="11"><strong>made it necessary for you to respond positively
to sexual invitations in order to be well treated on the
job?</strong></td>
</tr>
<tr class="even">
<td><ol start="103" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>made you feel you’d be treated poorly if you
didn’t cooperate sexually?</strong></td>
</tr>
<tr class="odd">
<td><ol start="104" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>treated you badly for refusing to have
sex?</strong></td>
</tr>
<tr class="even">
<td><ol start="105" type="1">
<li></li>
</ol></td>
<td colspan="11"><strong>sexually harassed you?</strong></td>
</tr>
<tr class="odd">
<td colspan="12"></td>
</tr>
<tr class="even">
<td colspan="12"></td>
</tr>
<tr class="odd">
<td colspan="12"></td>
</tr>
<tr class="even">
<td colspan="12"><strong>Handling Complaints:</strong></td>
</tr>
<tr class="odd">
<td><strong>106.</strong></td>
<td colspan="11"><strong>During your time in this school, did you file a
FORMAL complaint of sexual harassment against someone IN your
class?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="6">A. Yes</td>
<td colspan="5">B. No</td>
</tr>
<tr class="odd">
<td><strong>107.</strong></td>
<td colspan="11"><strong>If yes, were you satisfied with the system’s
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>108.</strong></td>
<td colspan="11"><strong>Were you satisfied with the result of your
complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>109.</strong></td>
<td colspan="11"><strong>During your time in this school, did you file a
FORMAL complaint of sexual harassment against someone OUTSIDE your
class?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="5">A. Yes</td>
<td colspan="6">B. No</td>
</tr>
<tr class="odd">
<td><strong>110.</strong></td>
<td colspan="11"><strong>If yes, were you satisfied with the system’s
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="2"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>111.</strong></td>
<td colspan="11"><strong>Were you satisfied with the results of your
complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="3"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
</tbody>
</table>

<table style="width:100%;">
<colgroup>
<col style="width: 6%" />
<col style="width: 0%" />
<col style="width: 22%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 6%" />
<col style="width: 2%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 12%" />
<col style="width: 3%" />
<col style="width: 11%" />
<col style="width: 5%" />
<col style="width: 0%" />
<col style="width: 0%" />
<col style="width: 25%" />
</colgroup>
<tbody>
<tr class="odd">
<td colspan="2"><strong>112.</strong></td>
<td colspan="14"><strong>During your time in this school, did you take
care of a personal experience of sexual harassment INFORMALLY IN your
class without going through the system?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="2">A. Yes</td>
<td colspan="12">B. No</td>
</tr>
<tr class="odd">
<td colspan="2"><strong>113.</strong></td>
<td colspan="14"><strong>If yes, were you satisfied with this INFORMAL
process to resolve your complaint?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="7"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>114.</strong></td>
<td colspan="14"><strong>Were you satisfied with the results of dealing
with the experience INFORMALLY?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="6"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="2"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td colspan="2"><strong>115.</strong></td>
<td colspan="14"><strong>During your time in this school, did you take
care of a personal experience of sexual harassment INFORMALLY OUTSIDE
your class without going through the system?</strong></td>
</tr>
<tr class="even">
<td colspan="2"></td>
<td colspan="3">A. Yes</td>
<td colspan="11">B. No</td>
</tr>
<tr class="odd">
<td><strong>116.</strong></td>
<td colspan="15"><strong>If yes, were you satisfied with this INFORMAL
process to take care of your complaint?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="6"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>117.</strong></td>
<td colspan="15"><strong>Were you satisfied with the results of dealing
with the experience INFORMALLY?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="6"><p>A. Very Satisfied</p>
<p>B. Satisfied</p></td>
<td colspan="6"><p>C. Not Sure</p>
<p>D. Dissatisfied</p></td>
<td colspan="3"><p>E. Very Dissatisfied</p>
<p>F. Not Applicable</p></td>
</tr>
<tr class="odd">
<td><strong>118.</strong></td>
<td colspan="15"><strong>In the past 12 months, how many hours of sexual
harassment prevention training have you had?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="10"><p>A. zero hours</p>
<p>B. up to 1/2 hour</p>
<p>C. up to 1 hour</p></td>
<td colspan="5"><p>D. up to 2 hours</p>
<p>E. up to 3 hours</p>
<p>F. more than 3 hours</p></td>
</tr>
<tr class="odd">
<td><strong>119.</strong></td>
<td colspan="15"><strong>In the past 12 months, how many hours of equal
opportunity training have you had?</strong></td>
</tr>
<tr class="even">
<td></td>
<td colspan="10"><p>A. zero hours</p>
<p>B. up to 1/2 hour</p>
<p>C. up to 1 hour</p></td>
<td colspan="5"><p>D. up to 2 hours</p>
<p>E. up to 3 hours</p>
<p>F. more than 3 hours</p></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="10"></td>
<td colspan="5"></td>
</tr>
<tr class="even">
<td><strong>120.</strong></td>
<td colspan="15"><strong>How long have you been with your present
class?</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="2"><p>A. 0 - 2 months</p>
<p>B. 3 - 4 months</p>
<p>C. 5 - 6 months</p></td>
<td colspan="7"><p>D. 7 - 8 months</p>
<p>E. 9 - 10 months</p>
<p>F. 11 or more months</p></td>
<td colspan="6"></td>
</tr>
<tr class="even">
<td><strong>121.</strong></td>
<td colspan="15"><strong>Version</strong></td>
</tr>
<tr class="odd">
<td></td>
<td colspan="5">A. Team 1</td>
<td colspan="6">B. Team 2</td>
<td colspan="4">C. Team 3</td>
</tr>
<tr class="even">
<td></td>
<td colspan="5"></td>
<td colspan="6"></td>
<td colspan="4"></td>
</tr>
</tbody>
</table>

***Any comments you make on this survey will be kept confidential and no
follow-up action will be taken in response to any specifics reported. If
you want to report a complaint, contact your local Inspector General for
more information.***

**TRAINEE SURVEY**

The Army is conducting a survey on the human relations environment in
the Army. The purpose of the study is to gather information that will be
used to make recommendations to the Secretary of the Army regarding ways
to improve the Army's climate of respect for all soldiers. There are no
right or wrong answers\--we are interested in your opinions and
perceptions. The survey is anonymous and you cannot be identified with
your answers.

***Please use a #2 pencil and fill in the bubble which corresponds to
your answers. Please be sure to fill in the center of the bubble
clearly.***

A. Indicate your current rank.

B. Indicate your MOS or Specialty (Example, 71L or 42A)

C. Leave blank

D. Leave blank

E. What is your age?

**TRAINEE SURVEY**

1\. So far, how does Army life compare to your expectations?

A. Much better than I expected

B. Somewhat better than I expected

C. About the same as I expected

D. Somewhat worse than I expected

E. much worse than I expected

2\. How satisfied are you with your choice to enlist in the Army?

A. Very satisfied

B. Satisfied

C. Neither satisfied nor dissatisfied

D. Dissatisfied

E. Very dissatisfied

3\. Which one of the following best describes your current Army career
intentions?

A. Probably stay in until retirement

B. Definitely stay in until retirement

C. Probably stay in beyond my present obligation but not until
retirement

D. Definitely stay in beyond my present obligation but not until
retirement

E. Probably leave upon completion of my present obligation

F. Definitely leave upon completion of my present obligation

4\. How has your commitment to an Army career changed since you joined
the Army?

A. Much greater now

B. Somewhat greater now

C. About the same as it was when I joined the Army

D. Somewhat less now

E. Much less now

5\. Overall, how would you rate the training you are currently
receiving?

A. Excellent

B. Above average

C. Average

D. Fair

E. Poor

**YOUR TRAINING EXPERIENCES**

*The next several questions ask your opinions about how male and female
soldiers are performing during your current training.* **IF YOU ARE NOT
TRAINING WITH MALES AND FEMALES, GO TO QUESTION 13 ON PAGE 4.**

6\. Do you think that male and female soldiers are expected to achieve
to the same

standards (excluding PT requirements) during training?

A. Male soldiers are expected to achieve much more.

B. Male soldiers are expected to achieve slightly more.

C. Both males and females are expected to achieve to the same degree.

D. Female soldiers are expected to achieve slightly more.

E. Female soldiers are expected to achieve much more.

7\. Do you think that male and female soldiers worked as hard in
performing their

assigned tasks during training?

A. Male soldiers worked much harder.

B. Male soldiers worked slightly harder.

C. Both males and females worked equally hard.

D. Female soldiers worked slightly harder.

E. Female soldiers worked much harder.

8\. Do you think that male and female soldiers performed equally as well
in their

assigned tasks?

A. Male soldiers nearly always performed their assigned tasks better.

B. Male soldiers usually performed their assigned tasks better.

C. Male and female soldiers performed their assigned tasks equally well.

D. Female soldiers usually performed their assigned tasks better.

E. Female soldiers nearly always performed their assigned tasks better.

9\. Do you think [male]{.underline} drill sergeants or instructors
equally encourage male and female

soldiers to succeed in training?

A. Male soldiers are encouraged much more.

B. Male soldiers are encouraged slightly more.

C. Male and female soldiers are equally encouraged to succeed.

D. Female soldiers are encouraged slightly more.

E. Female soldiers are encouraged much more.

F. Not enough experience to say.

10\. Do you think [female]{.underline} drill sergeants or instructors
equally encourage male and

female soldiers to succeed in training?

A. Male soldiers are encouraged much more.

B. Male soldiers are encouraged slightly more.

C. Male and female soldiers are equally encouraged to succeed.

D. Female soldiers are encouraged slightly more.

E. Female soldiers are encouraged much more.

F. Not enough experience to say.

11\. How do you think that male and female soldiers are treated by
[male]{.underline} drill sergeants

or instructors?

A. Male soldiers are nearly always treated easier.

B. Male soldiers are sometimes treated easier.

C. Male and female soldiers are generally treated the same.

D. Female soldiers are sometimes treated easier.

E. Female soldiers are nearly always treated easier.

F. Not enough experience to say.

12\. How do you think that male and female soldiers are treated by
[female]{.underline} drill

sergeants or instructors?

A. Male soldiers are nearly always treated easier.

B. Male soldiers are sometimes treated easier.

C. Male and female soldiers are generally treated the same.

D. Female soldiers are sometimes treated easier.

E. Female soldiers are nearly always treated easier.

F. Not enough experience to say.

13\. My drill sergeants/instructors work well together.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

**EQUAL OPPORTUNITY**

*Equal opportunity refers to the fair, just, and equitable treatment of
all soldiers, regardless of race, religion, gender (sex), or national
origin.*

14\. During your current training course, have you been subjected to
discrimination? **MARK ALL THAT APPLY.**

A. No

B. Yes, racial

C. Yes, religious

D. Yes, gender (sex)

E. Yes, national origin

F. Yes, other (age, weight, etc.)

**SEXUAL HARASSMENT**

*Sexual harassment is a form of gender discrimination that involves
deliberate or repeated unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature.*

15\. Have you observed sexual harassment in your current training
company?

A. No

B. Yes, 1 time

C. Yes, 2 times

D. Yes, 3 times

E. Yes, 4 or more times

16\. Since you enlisted in the Army, have YOU been sexually harassed?

**MARK ALL THAT APPLY.**

A. No\-\-\-\-\-\--\> GO TO QUESTION 21 ON PAGE 7.

B. Yes, at my Recruiting Station

C. Yes, at the Reception Battalion before BCT or OSIT

D. Yes, during BCT or OSIT

E. Yes, during AIT

17\. Where did the most recent incident take place?

A. During training activities

B. In the barracks

C. Somewhere else on post

D. Off post

18\. In the most recent incident, who sexually harassed you?

A. A Drill Sergeant

B. An AIT instructor

C. An officer in my chain of command

D. My First Sergeant

E. A non-commissioned officer (NCO) other than those above

F. Another trainee

G. An enlisted person

H. A civilian employee

I. Other

19\. Did you report the incident to your chain of command or other
military authority?

A. Yes, but I am not aware of the results

B. Yes, and something was done about it

C. Yes, and nothing was done about it

D. No, I handled it myself

E. No, it really didn't bother me

F. No, I was afraid of reprisals

20\. The formal complaint procedures are clear.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

Please answer the following questions using the scale below:

A. Never B. Once or C. Sometimes D. Often E. Always

Twice

***Since you joined the Army, have you been in a situation where fellow
soldiers or superiors:***

21\. told suggestive stories or offensive jokes?

22\. made crude and offensive sexual remarks, either publicly (e.g., in
your

workplace) or to you privately?

23\. treated you "differently" because of your sex (e.g., mistreated or
ignored you )?

24\. displayed, used or distributed sexist or suggestive materials
(e.g., pictures, stories,

or pornography)?

25\. made sexist remarks?

26\. "put you down" or was condescending to you because of your sex?

27\. made unwanted attempts to draw you into a discussion of personal or
sexual

matters (e.g., tried to discuss or comment on your sex life)?

28\. touched you in a way that made you feel uncomfortable (e.g., laid a
hand on your

bare arm or put an arm around your shoulders)?

29\. gave you unwanted sexual attention?

30\. attempted to establish a romantic sexual relationship with you
despite your efforts

to discourage him or her?

31\. made unwanted attempts to stroke or fondle you (e.g., stroking your
leg or neck)?

32\. continued to ask you for dates, drinks, dinner, etc., even though
you already said

no?

33\. made you feel you were being subtly bribed with some sort of reward
or special

treatment to engage in sexual behavior?

34\. made unwanted attempts to have sex with you that resulted in you
pleading, crying

or physically struggling?

Please answer the following questions using the scale below:

A. Never B. Once or C. Sometimes D. Often E. Always

Twice

***Since you joined the Army, have you been in a situation where fellow
soldiers or superiors:***

35\. whistled, called or hooted at you in a sexual way?

36\. made gestures or used body language of a sexual nature which
embarrassed or

offended you?

37\. stared, leered or ogled you in a way that made you uncomfortable?

38\. exposed themselves physically (for example, "mooned" you) in a way
that

embarrassed you or made you feel uncomfortable?

39\. had sex with you without your consent or against your will?

40\. implied faster promotions or better treatment if you were sexually
cooperative?

41\. made it necessary for you to respond positively to sexual
invitations in order to be

well treated on the job?

42\. made you feel you'd be treated poorly if you didn't cooperate
sexually?

43\. treated you badly for refusing to have sex?

**BACKGROUND INFORMATION**

44\. What is the highest level of education you have completed?

A. Some high school or less, but no diploma, certificate, or GED

B. High school diploma or GED

C. From 1 to 2 years of college, but no degree

D. Associate degree

E. From 3 to 4 years of college, but no degree

F. Bachelor's degree or higher

45\. What is your gender?

A. Male

B. Female

46\. What is your marital status?

A. Single

B. Married

C. Divorced

D. Separated

E. Widow/Widower

47\. How many [male]{.underline} drill sergeants are assigned to your
platoon?

A. 0

B. 1

C. 2

D. 3

E. 4 or more

48\. How many [female]{.underline} drill sergeants are assigned to your
platoon?

A. 0

B. 1

C. 2

D. 3

E. 4 or more

49\. How many dependent children do you have?

A. 0

B. 1

C. 2

D. 3

E. 4 or more

50\. What is your racial/ethnic background?

A. White, not of Spanish/Hispanic origin

B. Black, not of Spanish/Hispanic origin

C. Spanish/Hispanic

D. Asian or Pacific Islander

E. American Indian, Aleut, Eskimo

51\. Are you currently in

A. BCT

B. OSIT

C. AIT

COMMENTS

Please use the space below to comment on any suggestions you have for
improving the human relations environment in the Army.

![](media/image36.emf)

Annex D Tables

**TRAINER SURVEY**

The Army is conducting a survey on the human relations environment in
the Army. The purpose of the study is to gather information that will be
used to make recommendations to the Secretary of the Army regarding ways
to improve the Army's climate of respect for all soldiers. There are no
right or wrong answers\--we are interested in your opinions and
perceptions. The survey is anonymous and you cannot be identified with
your answers.

A. Indicate your rank

B. Mark your current MOS or Specialty (e.g., 71L).

C. Leave blank

D. Leave blank

E. Indicate your age.

**TRAINER SURVEY**

1\. Please indicate the total number of years you have been a drill
sergeant.

A. Does not apply; I have never been a drill sergeant.

B. Less than 1 year

C. 1-2 years

D. 3-4 years

E. 5 or more years

2\. Please indicate the total number of years you have been an
instructor.

A. Does not apply; I have never been an instructor.

B. Less than 1 year

C. 1-2 years

D. 3-4 years

E. 5 or more years

3\. What is your MOS area?

A. Combat Arms

B. Combat Support

C. Combat Service Support

D. Not applicable, I am a civilian employee.

4\. How did you get your current assignment?

A. I volunteered

B. I was selected by a DA board

C. I was selected by a local board

D. Other

5\. Are you

A. Male

B. Female

6\. Are you currently serving as:

A. A BCT Drill sergeant

B. An OSIT Drill sergeant

C. An AIT Drill sergeant

D. An AIT instructor

7\. Please indicate your marital status.

A. Married

B. Single

C. Divorced

D. Separated

8\. What is your racial/ethnic background?

A. White, not of Spanish/Hispanic origin

B. Black, not of Spanish/Hispanic origin

C. Spanish/Hispanic

D. Asian or Pacific Islander

E. American Indian, Aleut, Eskimo

9\. What is the highest level of education you have completed?

A. Some high school or less, but no diploma, certificate or GED

B. High school diploma or GED

C. From 1-2 years of college, but no degree

D. Associate degree

E. From 3-4 years of college, but no degree

F. Bachelor's degree

G. Master's degree or higher

10\. How many dependent children do you have currently living with you?

A. 0

B. 1

C. 2

D. 3

E. 4 or more

***If you are currently a drill sergeant, answer the following questions
based on your attendance at the Drill Sergeant Course. If you are
currently an AIT instructor, answer the following questions based on
your attendance at the Instructor Training Course.***

11\. In the Drill Sergeant Course (DSC)/Instructor Training Course
(ITC), I learned more

effective ways to train soldiers.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

12\. To what extent did the DSC/ITC prepare you for your current job?

A. Very great extent

B. Great extent

C. Moderate extent

D. Slight extent

E. Not at all

13\. At the DSC/ITC I was treated with respect and dignity.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

14\. At the DSC/ITC I received fair treatment from my instructors.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

15\. At the DSC/ITC I received fair treatment from my peers.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

**YOUR CURRENT POSITION**

16\. In my current position, I feel I have the support of my chain of
command.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

17\. In my current position, I receive fair treatment from my chain of
command.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

18\. In my current position, I receive fair treatment from my peers.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

**EQUAL OPPORTUNITY**

*Equal opportunity refers to the fair, just, and equitable treatment of
all soldiers, regardless of race, religion, gender (sex), or national
origin.*

19\. During your current job, have you been subjected to discrimination?
**MARK ALL THAT APPLY.**

A. No

B. Yes, racial

C. Yes, religious

D. Yes, gender (sex)

E. Yes, national origin

F. Yes, other (age, weight, etc.)

**SEXUAL HARASSMENT**

*Sexual harassment is a form of gender discrimination that involves
deliberate or repeated unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature.*

20\. Have you observed sexual harassment in your current training
company?

A. No

B. Yes, 1 time

C. Yes, 2 times

D. Yes, 3 times

E. Yes, 4 or more times

21\. In the last 12 months, have YOU been sexually harassed?

**MARK ALL THAT APPLY.**

A. No\-\-\-\-\-\--\> GO TO QUESTION 26 ON PAGE 7.

B. Yes, during Drill Sergeant Course

C. Yes, during Instructor Training Course

D. Yes, during my job at BCT, OSIT or AIT

E. Yes, in a previous job

22\. Where did the most recent incident take place?

A. During training activities

B. In the barracks

C. Somewhere else on post

D. Off post

23\. In the most recent incident, who sexually harassed you?

A. A Drill Sergeant

B. An AIT instructor

C. An officer in my chain of command

D. My First Sergeant

E. A non-commissioned officer (NCO) other than those above

F. An enlisted person

G. A civilian employee

H. Other

24\. Did you report the incident to your chain of command or other
military authority?

A. Yes, but I am not aware of the results

B. Yes, and something was done about it

C. Yes, and nothing was done about it

D. No, I handled it myself

E. No, it really didn't bother me

F. No, I was afraid of reprisals

25\. The formal complaint procedures are clear.

A. Strongly agree

B. Agree

C. Neither agree nor disagree

D. Disagree

E. Strongly disagree

Please answer the following questions using the scale below:

A. Never B. Once or C. Sometimes D. Often E. Always

Twice

***In the last 12 months, have you been in a situation where fellow
soldiers or superiors:***

26\. told suggestive stories or offensive jokes?

27\. made crude and offensive sexual remarks, either publicly (e.g., in
your

workplace) or to you privately?

28\. treated you "differently" because of your sex (e.g., mistreated or
ignored

you )?

29\. displayed, used or distributed sexist or suggestive materials
(e.g., pictures, stories,

or pornography)?

30\. made sexist remarks?

31\. "put you down" or was condescending to you because of your sex?

32\. made unwanted attempts to draw you into a discussion of personal or
sexual

matters (e.g., tried to discuss or comment on your sex life)?

33\. touched you in a way that made you feel uncomfortable (e.g., laid a
hand on your

bare arm or put an arm around your shoulders)?

34\. gave you unwanted sexual attention?

35\. attempted to establish a romantic sexual relationship with you
despite your efforts

to discourage him or her?

36\. made unwanted attempts to stroke or fondle you (e.g., stroking your
leg or neck)?

37\. continued to ask you for dates, drinks, dinner, etc., even though
you already said

no?

38\. made you feel you were being subtly bribed with some sort of reward
or special

treatment to engage in sexual behavior?

39\. made unwanted attempts to have sex with you that resulted in you
pleading, crying

or physically struggling?

Please answer the following questions using the scale below:

A. Never B. Once or C. Sometimes D. Often E. Always

Twice

***In the last 12 months, have you been in a situation where fellow
soldiers or superiors:***

40\. whistled, called or hooted at you in a sexual way?

41\. made gestures or used body language of a sexual nature which
embarrassed or

offended you?

42\. stared, leered or ogled you in a way that made you uncomfortable?

43\. exposed themselves physically (for example, "mooned" you) in a way
that

embarrassed you or made you feel uncomfortable?

44\. had sex with you without your consent or against your will?

45\. implied faster promotions or better treatment if you were sexually
cooperative?

46\. made it necessary for you to respond positively to sexual
invitations in order to be

well treated on the job?

47\. made you feel you'd be treated poorly if you didn't cooperate
sexually?

48\. treated you badly for refusing to have sex?

**COMMENTS**

Please use the space below to make any suggestions you have that would
improve the human relations environment in the Army.

THANK YOU FOR YOUR PARTICIPATION

![](media/image37.emf)

Annex E Tables

**MILITARY FOCUS GROUP PROTOCOL**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Group Status**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Moderator**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Gender of Group**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Note Taker**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Date**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_# of group members**

**1. Thinking about your career in the Army, different assignments
you've had, and people you've worked with, what's most satisfying about
your career in the Army?**

**1A. What's most dissatisfying about your career in the Army?**

**2. When you think about your promotions, do you think that you have
gotten a fair deal?**

**Probes: Why or why not?**

**3. When you think about your assignments in the Army, do you think
that you have gotten a fair deal in getting assignments that are good
for your career?**

**Probes: Why or why not?**

**4. When you think about your assignments here, do you think that you
have gotten jobs in your unit that are good for your career?**

**Probes: Why or why not?**

**5. Now we want to talk about the environment in your
unit/organization. Do people in your unit/organization treat each other
with respect and courtesy?**

**Probes: Can you think of a time when you/a coworker was not**

**treated with respect and courtesy? What happened?**

**How could it have been avoided?**

**6. In your unit/organization, do leaders maintain fair standards?**

**7. If there is discrimination/harassment in your unit or installation,
what actions do leaders take to eliminate discrimination/harassment?**

**8. Do you think the Army makes honest and reasonable efforts to stop
any discrimination or harassment?**

**9. Do you feel free to report any discrimination or harassment without
fear of bad things happening to you?**

**Probes: Why or why not?**

**What kinds of things do you think might happen if you**

**report?**

**10. If you experienced any discrimination or harassment, would you
report the incident?**

**Probes? If they would not report, why not?**

**If they would report, to whom?**

**11. Now we want to talk about sexual harassment in the Army. How do
you define sexual harassment?**

**READ ARMY DEFINITION: SEXUAL HARASSMENT IS A FORM OF SEX
DISCRIMINATION THAT INVOLVES DELIBERATE OR REPEATED UNWELCOME SEXUAL
ADVANCES, REQUESTS FOR SEXUAL FAVORS, AND OTHER VERBAL OR PHYSICAL
CONDUCT OF A SEXUAL NATURE. (AR600-20).**

**12. In the last 12 months, have you witnessed or experienced sexual
harassment?**

**Probes: If yes, by whom? What behaviors? Where? Did you**

**report? To whom? What did you do? Results?**

**13. How does sexual harassment or inappropriate behavior affect your
unit's/organization's ability to do its job?**

**Probes: Examples?**

**14. Now let's shift topics and talk about equal opportunity training.
Have you had training in the last 12 months?**

**Probes? What kind of training?**

**Who conducted the training?**

**Where? In your unit? At a school?**

**15. Have you had training in the last 12 months on preventing sexual
harassment?**

**Probes: What kind of training did you have?**

**Who conducted the training?**

**Who attended from the chain of command?**

**16. How effective was the training you received in making you aware of
behaviors that might be discrimination/harassment?**

**17. What are some practical ways to address the problems and issues
that you have raised today?**

**IF YOU OR ANYONE YOU KNOW HAVE/ARE EXPERIENCING ANY KIND OF
DISCRIMINATION/HARASSMENT, PLEASE CALL THE ARMY HOTLINE AT
1-800-903-4241.**

**THANK YOU FOR YOUR PARTICIPATION. PLEASE REMEMBER TO KEEP EVERYTHING
WE'VE DISCUSSED CONFIDENTIAL.**

**Question 1: Thinking about your career in the Army, different
assignments you've had, and people you've worked with, what's most
satisfying about your career in the Army?**

**FINDINGS:**

-   THE JOB ITSELF

-   TRAVEL OPPORTUNITY

-   SENSE OF ACCOMPLISHMENT

-   OPPORTUNITY FOR LEADERSHIP

**QUOTES:**

"Challenge, new jobs, new positions"

"Traveling, learning new cultures"

"Sense of accomplishment when you hit the peak"

"Ability to make a difference, even at a small level"

"Working with troops and doing Army stuff"

"People - quality of soldiers and NCOs"

"The COMRADESHIP - it is unique in the military and you don't find it
anywhere else"

"Opportunity to be in charge"

MILITARY FOCUS GROUP

N OF COMMENTS FOR Q1: 2,080

**Question 1A: What's most dissatisfying about your career in the
Army?**

**FINDINGS:**

-   THE MOST FREQUENTLY MENTIONED COMMENTS WERE:

> LEADERSHIP
>
> BENEFITS
>
> UNFAIR TREATMENT
>
> DOWNSIZING

**QUOTES:**

"People are afraid to make a decision because they're afraid of rank"

"They (leadership / leaders) don't do the right thing"

"Chain of command / leadership's selfishness and reluctance to take care
of

soldiers below them"

"Leaders are not visible"

"The impact of the downsizing has lead to back stabbing and going back
to a high school mentality"

"Loss of respect for the institution as a result of the drawdown"

"If you're dedicated to the Army, the Army should be dedicated to you.
Benefits

are dwindling"

"Family medical and dental benefits are eroding"

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q1A: 2,840

**Question 2: When you think about your promotions, do you think that
you have gotten a fair deal? Probes: Why or why not?**

**FINDINGS:**

-   SENIOR OFFICERS' COMMENTS WERE MORE POSITIVE THAN OTHER RANK GROUPS

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-   POSITIVE COMMENTS:

> GENERALLY EFFECTIVE
>
> HAVE TO WORK THE SYSTEM TO GET JOBS NEEDED FOR PROMOTION

-   NEGATIVE COMMENTS:

SYSTEM BROKEN / UNFAIR

PREFERENTIAL TREATMENT

BASED TOO MUCH ON CIVILIAN EDUCATION CREDITS

"Always deployed overseas - not enough opportunity to go to school"

"It gets to the point to where you have to do things almost to the point
of back stabbing to get ahead"

"Promotion based on who you know"

"You should be told by DA board why you did not get promoted"

"I'm not getting promoted and I'm told that there are race and sexual
quotas"

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q2: 2,684

**Question 3: When you think about your assignments in the Army, do you
think that you have gotten a fair deal in getting assignments that are
good for your career? Probes: Why or why not?**

**FINDINGS:**

-   ABOUT HALF OF THE COMMENTS WERE POSITIVE. THE MOST FREQUENTLY
    MENTIONED REASONS GIVEN WERE:

MANAGED OWN CAREER

STAYED IN TOUCH WITH BRANCH MANAGER

-   NO:

NOT GIVEN THE ASSIGNMENTS NEEDED

PROBLEMS WITH BRANCH MANAGER

DEPENDS ON WHO YOU KNOW

**QUOTES:**

-   "Yes, I've gotten everything I asked for"

-   "I've gotten everywhere I wanted to go, but you have to work the
    system"

-   "Calling DA helps"

-   "Some leaders are not concerned for young leaders. They will try to
    hold

    onto them rather than develop them"

-   "Promotion and assignments has a vicious cut throat cycle. Got to
    get to be

    buddies with branch manager"

-   "There's a good old boy network here - it's under the surface"

MILITARY FOCUS GROUP PROTOCOL

**Question 4: When you think about your assignments here, do you think
you have gotten jobs in your unit that are good for your career? Probes:
Why or why not?**

**FINDINGS:**

-   MOST COMMENTS INDICATED THAT SOLDIERS HAVE GOTTEN JOBS IN THEIR UNIT
    THAT WERE GOOD FOR THEIR CAREER, IF THEY WERE WORKING IN THEIR MOS

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-   OF THOSE NEGATIVE COMMENTS, THE MOST FREQUENTLY MENTIONED REASONS
    WERE:

CAN'T GET JOBS THAT ARE NEEDED FOR PROMOTION

NOT WORKING IN MOS

DEPENDS ON WHO YOU KNOW

"My battalion worked for me, and look out for where they assign us"

"Generally assignments / job positions are not a problem"

"There is no level playing field in being selected for jobs. Most women
are not

considered the first choice for a tough job"

"My senior rater did not like women in the Army and stated he would do
his

best to get them out"

"I've worked in my MOS 6 months in the last 5 years"

"Lack of mentoring / jobs that will develop better soldiers / leaders"

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q4: 1,667

**Question 5: Now we want to talk about the environment in your
unit/organization. Do people in your unit/organization treat each other
with respect and courtesy?**

Yes No

  ----------------------- ----------------------- -----------------------
  Female Enlisted         16%                     76%

  Male Enlisted           30%                     52%

  Female Junior NCO       15%                     78%

  Male Junior NCO         40%                     50%

  Female Senior NCO       21%                     71%

  Male Senior NCO         30%                     52%

  Female Company Grade    36%                     52%
  Officer                                         

  Male Company Grade      33%                     47%
  Officer                                         

  Female Field Grade      47%                     43%
  Officer                                         

  Male Field Grade        43%                     33%
  Officer                                         
  ----------------------- ----------------------- -----------------------

-   MORE FEMALE COMMENTS (WITH THE EXCEPTION OF FIELD GRADE OFFICERS)
    THAN MALE COMMENTS INDICATED THAT SOLDIERS ARE NOT BEING TREATED
    WITH RESPECT AND COURTESY

-   COMMENTS FROM ENLISTED SOLDIERS WERE MORE NEGATIVE THAN THOSE FROM
    OFFICERS

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q5: 2,543

**Question 5: Continued**

**QUOTES:**

-   "Respect goes both ways\--officers here always demand respect but do
    not give it"

-   "Everything I say, men have to look it up to check to see if I'm
    right"

-   "I don't think we know what goes on in Junior Enlisted"

-   "Our units are so spread out, there's no unity, no family, nobody
    cares about anybody"

-   "A lot of officers and senior NCOs are stepping on subordinates to
    get ahead"

-   "People get the respect they earn"

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-   "I WOULD NOT GO TO WAR WITH MY UNIT. I WOULD NOT TRUST THOSE GUYS TO
    COVER

MY BACK"

-   "BEING OVERWORKED TAKES ITS TOLL ON PEOPLE

MILITARY FOCUS GROUP PROTOCOL

**Question 6: In your unit/organization, do leaders maintain fair
standards?**

Yes No

  ----------------------- ----------------------- -----------------------
  Female Enlisted         13%                     78%

  Male Enlisted           12%                     78%

  Female Junior NCO       10%                     85%

  Male Junior NCO         15%                     78%

  Female Senior NCO       9%                      82%

  Male Senior NCO         26%                     61%

  Female Company Grade    27%                     63%
  Officer                                         

  Male Company Grade      31%                     52%
  Officer                                         

  Female Field Grade      55%                     35%
  Officer                                         

  Male Field Grade        46%                     38%
  Officer                                         
  ----------------------- ----------------------- -----------------------

-   OVERALL, COMMENTS FROM ENLISTED SOLDIERS INDICATED THAT THEY DON'T
    BELIEVE THAT LEADERS MAINTAIN FAIR STANDARDS.

-   FIELD GRADE OFFICERS' COMMENTS WERE THE MOST POSITIVE

-   EXAMPLES OF UNFAIR STANDARDS MOST FREQUENTLY MENTIONED WERE:

OFFICER\--ENLISTED DOUBLE STANDARD

SENIOR ENLISTED\--JUNIOR ENLISTED DOUBLE STANDARD

MALE\--FEMALE DOUBLE STANDARD

CLIQUES OR "FAVORITES" RECEIVE SPECIAL TREATMENT

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q6: 2,621

**Question 6: Continued**

**QUOTES:**

-   "Some men and senior officers have a different standard"

-   "CSM treats junior NCOs like POOP"

-   "Nothing is communicated by anyone. We have trouble telling people
    what to do. The end result is that racism is prevalent"

-   "MY COMMANDER ALWAYS PICKS MALES OVER FEMALES\--NO FEMALES IN
    LEADERSHIP"

-   "I WAS MOVED TO A DIFFERENT UNIT BECAUSE I DIDN'T LET A COLONEL 'GET
    OVER'

    (CHEAT ON THE STANDARDS) ON AN APFT"

-   "RULES APPLY TO 'US' AND NOT TO 'THEM'"

-   "IN ORDER TO MAINTAIN FAIR STANDARDS, YOU HAVE TO HAVE STANDARDS"

-   "If you have a hard core standard, people adhere to it. If you have
    a soft standard people adhere to that."

MILITARY FOCUS GROUP PROTOCOL

**Question 7: If there is discrimination/harassment in your unit or
installation, what actions do leaders take to eliminate
discrimination/harassment?**

**FINDINGS:**

-   MOST COMMENTS INDICATED POSITIVE LEADER ACTIONS THAT WERE TAKEN.
    EXAMPLES OF THESE ACTIONS WERE:

IMMEDIATE RESPONSE TO ANY KNOWN INSTANCE

LEAD BY EXAMPLE

COMMUNICATION UP AND DOWN CHAIN OF COMMAND

-   SOME COMMENTS INDICATED LEADERS EITHER TOOK NO ACTION OR
    INAPPROPRIATE ACTIONS WHEN SEXUAL HARASSMENT OCCURRED:

INACTION

COVER-UP INCIDENT

NEGATIVE ACTIONS TOWARD THE VICTIM

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q7: 1,748

**Question 7: Continued**

**QUOTES:**

-   POSITIVE QUOTES:

"WE HAVE UNIT MEETINGS - - LEADERS COMMUNICATE TOLERANCE STANDARDS"

"ENFORCEMENT IS TOUGH"

"THE COMMAND DOES NOT HESITATE TO FIX A PROBLEM QUICKLY AND FAIRLY"

"WE'RE ASKED HOW EVERYTHING IS GOING AND WHAT'S NOT WORKING

-   NEGATIVE QUOTES:

"THEY MOVE THE PROBLEM, NEVER FIX IT. THEN THEY HAVE A BIG SENSING
SESSION"

"LACK OF PROACTIVE EFFORTS"

"THEY DON'T KNOW WHAT IS GOING ON AND DON'T WANT TO KNOW"

"THE ARMY HAS NOT FAILED TO INFORM, THEY HAVE FAILED TO ENFORCE"

MILITARY FOCUS GROUP PROTOCOL

**Question 8: Do you think the Army makes honest and reasonable efforts
to stop any discrimination or harassment?**

**FINDINGS:**

-   MOST COMMENTS INDICATED SOLDIERS FELT THE ARMY WAS MAKING A FAIR AND
    REASONABLE EFFORT TO ELIMINATE SEXUAL HARASSMENT, BUT THAT ARMY
    POLICIES WERE NOT IMPLEMENTED PROPERLY

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-   COMMENTS ALSO INDICATED THAT MANY SOLDIERS FELT THE ARMY WAS
    OVER-REACTING TO RECENT MEDIA ATTENTION. THIS OVER-REACTION IS
    RESULTING IN:

MALES BECOMING AFRAID TO WORK WITH FEMALES

FEMALES BEING PENALIZED

THE ARMY STAYING IN A REACTIVE MODE

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q8: 1,926

**Question 8: Continued**

**QUOTES:**

-   "The Army is trying to take care of its problems"

-   "There are programs in place; however, the leadership is not doing a
    good job enforcing these programs"

-   "Men are fearful of me now . . . I can't be part of the team"

-   "Women are being treated as second class citizens"

-   "Prevention is not discussed as much as reaction"

-   "Problem is not policy or procedures, it is the person you take the
    complaint to"

MILITARY FOCUS GROUP PROTOCOL

**Question 9: Do you feel free to report any discrimination/harassment
without fear of bad things happening to you? Probes: Why or why not?
What kinds of things do you think might happen if you report?**

Yes No

  ----------------------- ----------------------- -----------------------
  Female Enlisted         45%                     48%

  Male Enlisted           39%                     51%

  Female Junior NCO       34%                     57%

  Male Junior NCO         59%                     31%

  Female Senior NCO       42%                     50%

  Male Senior NCO         61%                     28%

  Female Company Grade    45%                     39%
  Officer                                         

  Male Company Grade      54%                     33%
  Officer                                         

  Female Field Grade      42%                     48%
  Officer                                         

  Male Field Grade        56%                     29%
  Officer                                         
  ----------------------- ----------------------- -----------------------

-   OVERALL, FEMALE COMMENTS FROM RANK GROUPS INDICATED FEMALES DO NOT
    FEEL AS FREE TO REPORT AS MALES COMMENTS

-   FEAR OF REPRISALS FROM THEIR CHAIN OF COMMAND AND FROM OTHER
    SOLDIERS, AND LACK OF TRUST IN THE SYSTEM, ARE THE KEY REASONS FOR
    NOT REPORTING

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q9: 2,491

**Question 9: Continued**

**QUOTES:**

-   "YES, IF I HAVE A VALID CASE"

-   "NO, BECAUSE THE LEADERS ARE DOING THE HARASSING AND THEY WILL GET
    YOU SOMEHOW"

-   "THIS IS A SERIOUS MATTER, MY FAMILY'S LIVELIHOOD WOULD BE
    THREATENED"

-   "WAKE UP. AS SOON AS YOU SPEAK UP, THERE'S PROBLEMS"

-   "ONCE YOU BRING ATTENTION TO THE OFFICE, ALL OF A SUDDEN YOU HAVE A
    STACK OF COUNSELING STATEMENTS"

-   "I HAVE BEEN SET UP BY OTHER NCOs - TOLD TO GO PICK UP GENERAL
    OFFICERS AT THE WRONG PLACE"

MILITARY FOCUS GROUP PROTOCOL

**Question 10: If you experienced any discrimination or harassment,
would you report the incident? Probes: If they would not report, why
not? If they would report, to whom?**

Yes No

  ----------------------- ----------------------- -----------------------
  Female Enlisted         65%                     30%

  Male Enlisted           49%                     44%

  Female Junior NCO       66%                     28%

  Male Junior NCO         68%                     21%

  Female Senior NCO       67%                     28%

  Male Senior NCO         61%                     27%

  Female Company Grade    47%                     42%
  Officer                                         

  Male Company Grade      59%                     32%
  Officer                                         

  Female Field Grade      71%                     27%
  Officer                                         

  Male Field Grade        42%                     38%
  Officer                                         
  ----------------------- ----------------------- -----------------------

-   COMMENTS INDICATED THAT SOLDIERS WHO WOULD REPORT ANY SEXUAL
    HARASSMENT WOULD GO FIRST THROUGH THE CHAIN OF COMMAND, ONLY AFTER
    TRYING TO HANDLE IT THEMSELVES

-   OF THE COMMENTS THAT WERE NEGATIVE RESPONSES, THE MOST FREQUENTLY
    GIVEN REASONS FOR NOT REPORTING WERE:

CHAIN OF COMMAND WILL NOT TAKE ANY ACTION

COMPLAINT WILL NOT BE ACTED UPON

FEAR OF REPRISALS FROM THE CHAIN AND COMMAND AND OTHER SOLDIERS

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q10: 2,517

**Question 10: Continued**

**QUOTES:**

-   "YES, AFTER I HAVE DONE EVERYTHING TO STOP IT ON MY OWN"

-   "I'D REPORT IT, BUT AFTER YOU'LL HAVE TO GO THROUGH HELL AND HIGH
    WATER"

-   "NO, YOU'LL BE BLACKBALLED"

-   "I VALUE MY CAREER TOO MUCH. I DON'T KNOW IF I WOULD REPORT"

-   "MALES WON'T REPORT IT - - OTHER MALES WERE CHASTISED"

-   "FEAR OF REPERCUSSION / LACK OF TRUST IN THE SYSTEM TO SOLVE THE
    PROBLEM. LEADERS WANT TO SUCCEED AND IF YOUR REPORTING THREATENS
    THAT SUCCESS, YOUR REPORT WILL GO NOWHERE"

MILITARY FOCUS GROUP PROTOCOL

**Question 12: In the last 12 months, have you witnessed or experienced
sexual harassment? Probes: If yes, by whom? What behaviors? Where? Did
you report? To whom? What did you do? Result?**

Yes No

  ----------------------- ----------------------- -----------------------
  Female Enlisted         78%                     10%

  Male Enlisted           59%                     25%

  Female Junior NCO       70%                     13%

  Male Junior NCO         35%                     53%

  Female Senior NCO       50%                     40%

  Male Senior NCO         34%                     48%

  Female Company Grade    65%                     22%
  Officer                                         

  Male Company Grade      38%                     41%
  Officer                                         

  Female Field Grade      47%                     43%
  Officer                                         

  Male Field Grade        29%                     48%
  Officer                                         
  ----------------------- ----------------------- -----------------------

-   IN ALL RANK GROUPS, FEMALE COMMENTS WERE MORE LIKELY THAN MALE
    COMMENTS TO MENTION THEY HAD WITNESSED OR EXPERIENCED SEXUAL
    HARASSMENT

-   MALE FIELD GRADE OFFICERS WERE LEAST LIKELY TO COMMENT THAT THEY HAS
    WITNESSED OR EXPERIENCED SEXUAL HARASSMENT

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q12: 2,970

**Question 12: Continued**

**QUOTES:**

-   "I GUESS THE THINGS I HEAR GUYS TELLING WOMEN AROUND HERE COULD BE
    SEXUAL HARASSMENT"

-   "SOLDIERS CAN SAY 'I DON'T THINK WOMEN SHOULD BE IN MY ARMY' AND
    NOTHING HAPPENS"

-   "I JOINED THE ARMY TO BE A SOLDIER, NOT TO BE FONDLED"

-   "JOKES. COMMENTS. THESE ARE/WERE TOLERATED AND EXPECTED TO A DEGREE"

-   "THE LTC IN MY PRESENT JOB SAYS INAPPROPRIATE THINGS ALL THE TIME
    'WE'VE STILL GOT WOMEN WORKING ON THEIR KNEES' I WROTE UP A
    STATEMENT COMPLAINING. HE ONLY GOT COUNSELING"

-   "YOU CAN'T GET AWAY WITH SAYING 'BLACKS SHOULD NOT BE IN THE
    MILITARY' BUT YOU CAN SAY WOMEN SHOULD NOT BE IN. DUMB FEMALES, ETC.
    HOW CAN THEY GET AWAY WITH THIS?"

-   "MY AIT NCO TOLD ME THAT IF I SLEPT WITH HIM I WILL GET A GOOD
    GRADE"

MILITARY FOCUS GROUP PROTOCOL

**Question 13: How does sexual harassment or inappropriate behavior
affect your unit/organization's ability to do its job? Probes:
Examples?**

-   Most comments indicate the mission will be accomplished

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-   If sexual harassment occurs in a unit, soldiers were likely to
    mention the following effects:

♦ Break down of cohesion

"Soldiers don't think its worth talking to females"

♦ Creates fear and mistrust

"With the whole thing, its kind of segregating the males and females,

you're never part of the group, men are afraid to say anything, you

can't work with them"

♦ Morale suffers

"Morale hits rock bottom"

"The question is, are you willing to go to war with these people

knowing that these attitudes are around you"

"You can't work with someone you feel you have to defend yourself

against"

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q13: 1,363

**Question 14: Now let's shift topics and talk about equal opportunity
training. Have you had training in the last 12 months? Probes: What kind
of training? Who conducted the training? Where? In your unit? At a
school?**

**FINDINGS:**

-   ALMOST ALL REPORTED ATTENDING EQUAL OPPORTUNITY TRAINING IN THE LAST
    12 MONTHS

-   EOA / EOR WERE THE MOST FREQUENTLY MENTIONED TRAINERS

-   MOST TRAINING WAS CONDUCTED AT THE UNIT LEVEL

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q14: 4,259

**Question 15: Have you had training in the last 12 months on preventing
sexual harassment? Probes: What kind of training did you have? Who
conducted the training? Who attended from the chain of command?**

**FINDINGS:**

-   MOST REPORTED ATTENDING TRAINING IN THE LAST 12 MONTHS

-   THE MOST FREQUENTLY MENTIONED TRAINERS WERE THE EOA/EOR FOLLOWED BY
    COMMANDERS

-   THE ENTIRE CHAIN OF COMMAND AND THE ENTIRE COMPANY WERE MOST OFTEN
    MENTIONED AS ATTENDING THE TRAINING

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q15: 5,455

**Question 16: How effective was the training you received in making you
aware of behaviors that might be discrimination / harassment?**

**FINDINGS:**

-   COMMENTS WERE MIXED IN THEIR VIEWS OF HOW EFFECTIVE THEIR TRAINING
    WAS

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-   OF THOSE WHO THOUGHT IT WAS EFFECTIVE:

SCENARIO-BASED TRAINING

HAD A JAG TO ANSWER QUESTIONS

DISCUSSION GROUPS

SKITS

COMMANDER ADDED OWN EMPHASIS

-   OF THOSE WHO THOUGHT IT WAS INEFFECTIVE:

CHECK THE BOX TRAINING

REPETITIVE USE OF DATED SLIDES / MATERIALS

LECTURES

BORING

TOO REPETITIVE

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q16: 1,296

**Question 17: What are some practical ways to address the problems and
issues that you have raised today?**

**FINDINGS:**

-   "WE NEED MORE IPC SKILLS TRAINING. OUR YOUNG SOLDIERS ARE SMART, BUT
    THEY

    DON'T HAVE PEOPLE SKILLS"

-   "BRING BACK OLD STYLE OF IET - - TOUGH, REALISTIC, AND STRESSFUL"

-   "YOU CAN HAVE ALL THE CLASSES IN THE WORLD, BUT UNLESS YOU ENFORCE

    STANDARDS, YOU LOSE IT"

-   "CREATE AN AGENCY OR BRANCH TO BUILD, MANAGE, AND MAINTAIN HUMAN
    RESOURCES"

-   "TEACH HOW TO REPORT [AND]{.underline} HOW TO BEHAVE"

-   "NEED TO INSTILL PRIDE IN THE ARMY"

-   "PUNISHMENT SHOULD BE UNIFORM AND KNOWN"

-   "DON'T PUT VICTIMS ON TRIAL"

-   "HOLD COMMANDERS ACCOUNTABLE FOR EO PROGRAM"

-   "FULLY PROSECUTE EVERYONE - REGARDLESS OF RANK"

-   "PAY MORE ATTENTION TO THE VICTIM AFTER THE FACT"

-   "FEMALES NEED TO BE MORE VISIBLE - NEED MORE FEMALES IN TOP
    LEADERSHIP POSITIONS"

MILITARY FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q17: 4,665

THANK YOU FOR YOUR PARTICIPATION.

**TRAINEE FOCUS GROUP PROTOCOL**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Moderator**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Note Taker**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_# in Group**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Gender**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Location**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Type of Training (BCT, OSUT, AIT)**

**1. What are some of the best things that have happened during your
current training?**

**2. What are some of the worst things that have happened during your
current training?**

**3. Are all soldiers expected to achieve to the same standards?
Examples of yes and no?**

**4. Are all soldiers equally encouraged to succeed during training?
Examples of yes and no?**

**5. Are the soldiers in your unit treated fairly? Examples of yes and
no?**

**6. Do male drill sergeants/instructors treat male and female soldiers
equally? Examples?**

**7. Do female drill sergeants/instructors treat male and female
soldiers equally? Examples?**

**8. What is your definition of sexual harassment?**

**READ ARMY DEFINITION: SEXUAL HARASSMENT IS A FORM OF SEX
DISCRIMINATION THAT INVOLVES DELIBERATE OR REPEATED UNWELCOME SEXUAL
ADVANCES, REQUESTS FOR SEXUAL FAVORS, AND OTHER VERBAL OR PHYSICAL
CONDUCT OF A SEXUAL NATURE. (AR600-20).**

**9. Have you witnessed or experienced any sexual harassment in the
Army?**

**Probes: Who? What happened? When? Where? Report? Outcome?**

**10. If you were sexually harassed, would you report the incident?**

**Why or why not?**

**11. To whom would you report?**

**12. Have you received any training on equal opportunity since joining
the Army?**

**Probes: When? Where? Who conducted?**

**13. Have you received any training on prevention of sexual harassment
since joining the Army?**

**Probes: When Where? Who conducted?**

**14. How effective was the training in making soldiers aware of
behavior that might be considered sexual harassment?**

**15. Do you have any practical suggestions for improving the human
relations environment in the Army?**

TRAINEE PROTOCOL

SAMPLE INFORMATION:

-   Number of protocols: 84

-   Number of respondents: 994

-   Number of males: 628 (63%)

-   Number of females: 366 (37%)

-   Number of males in AIT: 174 (28%)

-   Number of males in BCT: 133 (21%)

-   Number of males in OSUT: 260 (41%)

-   Number of males undetermined: 61 (10%)

-   Number of females in AIT: 185 (51%)

-   Number of females in BCT: 140 (38%)

-   Number of females undetermined: 41 (11%)

In the following slides, comments are listed with the most frequently
mentioned comments first.

Question 1: What are some of the best things that have happened during
your current training?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: GETTING IN SHAPE (LOSING WEIGHT, COMPLETING RUNS)

TRAINING (WEAPONS, FTX, CONFIDENCE COURSE)

PERSONAL GROWTH (SELF-ESTEEM, CONFIDENCE)

WORKING WITH/MEETING NEW PEOPLE (MAKING FRIENDS)

-   FEMALE COMMENTS: WORKING WITH/MEETING NEW PEOPLE (MAKING FRIENDS)

PERSONAL GROWTH (SELF-ESTEEM, CONFIDENCE)

GOOD EXPERIENCE OVERALL (FUN, ENJOYABLE)

GETTING IN SHAPE (GETTING BETTER PHYSICALLY FIT)

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q1: M=366 F=181

Question 1: CONTINUED

QUOTES:

-   MALE QUOTES: "NEVER DID THIS MUCH EXERCISE BEFORE. FEELS GOOD"

"LEARNING TO SHOOT M-16, OBSTACLE COURSE, SOLDIERLY

THINGS"

"NO LONGER TREATED LIKE A THING, FEELING LIKE A PERSON"

"MEETING NEW PEOPLE, PEOPLE FROM ALL OVER THE PLACE"

-   FEMALE QUOTES: "MEETING PEOPLE AND MAKING FRIENDS"

"SENSE OF ACCOMPLISHMENT, EXCEED YOUR OWN

EXPECTATIONS"

"I LOVE BCT, I THINK IT'S FUN"

"GOOD PT - I USE TO BE A COUCH POTATO"

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 2: What are some of the worst things that have happened during
your current training?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: DS TREATMENT OF SOLDIERS (LACK OF RESPECT, SWEARING)

BEING AWAY FROM FAMILY (MISS FAMILY AND/OR SPOUSE)

LACK OF SLEEP (GETTING UP EARLY)

-   FEMALE COMMENTS: DS TREATMENT OF SOLDIERS (LACK OF RESPECT,
    SWEARING)

GETTING SMOKED/MASS PUNISHMENT (EVERYONE GETTING

PUNISHED FOR THE ACTIONS OF 1 OR 2 PEOPLE)

QUALITY OF LIFE ISSUES (LIVING CONDITIONS-BARRACKS)

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q2: M=315 F=224

Question 2: CONTINUED

QUOTES:

-   MALE QUOTES: "DS' CUSS AT THE SOLDIERS TOO MUCH, 'F\*\*\* S\*\*\*',

'STUPID S\*\*\*', 'M\*\*\* F\*\*\*'. ONE DS CUSSES SO MUCH,

BUT HE DOES NOT GIVE CLEAR, CONCISE INSTRUCTIONS. YOU

DON'T KNOW WHAT THEY WANT"

"BEING AWAY FROM MY FAMILY"

"WAKING UP AT 0430"

-   FEMALE QUOTES: "BEING YELLED AT AND CURSED AT"

"GETTING IN TROUBLE AS A GROUP, I.E., GETTING DROPPED"

"LIVING CONDITIONS FOR FEMALES SUCK. 49 PEOPLE ON 1/2 AN

OPEN BAY BARRACKS. WE'RE ALL PILED UP. MALES HAVE

PERSONAL ROOMS, AND HAVE AN OPEN BAY"

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 3: Are all soldiers expected to achieve the same standards?

Examples of yes and no?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 51% OF THE COMMENTS INDICATED THAT ALL SOLDIERS ARE

EXPECTED TO ACHIEVE THE SAME STANDARDS

-   FEMALE COMMENTS: 41% OF THE COMMENTS INDICATED THAT ALL SOLDIERS ARE

EXPECTED TO ACHIEVE THE SAME STANDARDS

-   BOTH MALE AND FEMALE COMMENTS INDICATED MALE/FEMALE DOUBLE STANDARDS
    AS

THE MOST NEGATIVE RESPONSE

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q3: M=292 F=165

Question 3: CONTINUED

QUOTES:

-   MALE QUOTES: "YES, EVERYONE IS HELD TO THE SAME STANDARD"

"DIFFERENT DETAILS, FEMALES DO PAPERWORK AND MALES DIG

UP TREES"

"FEMALES ARE PUNISHED TO A DIFFERENT STANDARD. I GET

DROPPED FOR 50 PUSH-UPS; THE WOMEN DO LESS"

-   FEMALE QUOTES: "YES, THE STANDARDS ARE THE SAME FOR EVERYONE.
    SOLDIERS

NEED TO DO WHAT THEY ARE REQUIRED TO DO IF THEY DON'T

WANT TO GET PICKED ON"

"OVERALL STANDARDS FOR MALES AND FEMALES ARE DIFFERENT.

THE FEMALES WAX THE FLOOR, SPIT SHINE OUR BOOTS. THE

MALES FLOOR CAN LOOK BAD, BRUSH SHINE BOOTS AND THEY

GET COMMENDED FOR THIS 'IMPROVEMENT'. THE FEMALE DI

PUSH US HARDER, LET THE MALES GET AWAY WITH THINGS."

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 4: Are all soldiers equally encouraged to succeed during
training? Examples of yes and no?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 66% OF THE COMMENTS INDICATED THAT ALL SOLDIERS ARE

ENCOURAGED TO SUCCEED DURING TRAINING

SOME OF THE NEGATIVE COMMENTS INDICATED FAVORITISM

AS THE MOST COMMON RESPONSE (SOME SOLDIERS ARE

ENCOURAGED MORE IN GENERAL)

-   FEMALE COMMENTS: 47% OF THE COMMENTS INDICATED THAT ALL SOLDIERS ARE

ENCOURAGED TO SUCCEED DURING TRAINING

MANY OF THE NEGATIVE COMMENTS INDICATED MALE/FEMALE

DOUBLE STANDARDS AS THE MOST COMMON RESPONSE (FEMALES

ARE ENCOURAGED MORE THAN MALES)

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q4: M=329 F=180

Question 4: CONTINUED

QUOTES:

-   MALE QUOTES: "AS A WHOLE THEY ENCOURAGE EQUALLY"

"EVERYBODY IS ENCOURAGED TO DO BETTER, BUT NOT IN THE

CIVILIAN WAY. THEY ALWAYS YELL AT YOU."

"EVERY DS PICKS A FAVORITE IT SEEMS"

"DS PLAY FAVORITISM MALE/FEMALE"

-   FEMALE QUOTES: "YES, MY DI's WOULD GET ON THE TRACK AND RUN WITH YOU

IF YOU WERE HURTING AT PT. THEY DIDN'T WANT TO SEND

YOU HOME."

"IF SOMEONE IS ENCOURAGED, THEY'LL TRY. THERE WAS A

FEMALE SOLDIER WHO WAS HAVING TROUBLE IN SCHOOL AND

SHE WAS BELITTLED. A GUY THAT WAS IN THE SAME SITUATION

WAS ENCOURAGED AND HE TRIED HARDER."

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 5: Are the soldiers in your unit treated fairly? Examples of
yes and no?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 47% OF THE COMMENTS INDICATED SOLDIERS IN THEIR UNIT

WERE TREATED FAIRLY

-   FEMALE COMMENTS: 43% OF THE COMMENTS INDICATED SOLDIERS IN THEIR
    UNIT

WERE TREATED FAIRLY

-   BOTH MALE AND FEMALE COMMENTS INDICATED MALE/FEMALE DOUBLE STANDARDS
    AS THE MOST NEGATIVE RESPONSE

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q5: M=273 F=161

Question 5: CONTINUED

QUOTES:

-   MALE QUOTES: "ALL GET TREATED EQUALLY BAD WHEN SOMETHING GOES

WRONG, ALL GET EQUALLY TREATED GOOD WHEN THINGS ARE

GOING GOOD."

"NO, THE FEMALES 'GET OFF' A LOT EASIER THAN THE MALES DO."

"WE HAD TWO STOUT FEMALES VOLUNTEER FOR FILE CABINET

MOVING DETAIL AND THE DRILL SAID NO! WE NEED MALES."

-   FEMALE QUOTES: "OVERALL THINGS ARE FAIR, FAIR TREATMENT"

"MALES ARE ALWAYS GIVEN HINTS ON HOW TO IMPROVE, BUT

FEMALES AREN'T"

"NO, MALES GET SPECIAL PASSES AND FEMALES NEVER DO. NOT

IN OUR PLATOON ANYWAY."

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 6: Do male drill sergeants/instructors treat male and female
soldiers equally? Examples?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 44% OF THE COMMENTS INDICATED EQUAL TREATMENT BY MALE

DS

SOME OF THE NEGATIVE COMMENTS INDICATED MALE DS WERE

EASIER ON FEMALES

-   FEMALE COMMENTS: 64% OF THE COMMENTS INDICATED EQUAL TREATMENT BY
    MALE

DS

SOME OF THE NEGATIVE COMMENTS INDICATED THERE WERE

MALE/FEMALE DOUBLE STANDARDS (MALES RECEIVE MORE

INFORMATION, FOR EXAMPLE)

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q6: M=223 F=146

Question 6: CONTINUED

QUOTES:

-   MALE QUOTES: "YES, EVERYONE IS TREATED THE SAME"

"FEMALES GET IT JUST LIKE THE MALES DO. NO ONE GETS OVER"

"FEMALES ARE TREATED BETTER, THEY DON'T DO ANYTHING

HARD OR HEAVY"

"I THINK THAT SOME MALE DS ARE EASY ON FEMALES BECAUSE

THEY ARE AFRAID THAT THEY WILL GET IN TROUBLE

(HARASSMENT CHARGES, ETC.). FEEL THAT MALES ARE HELD

MORE ACCOUNTABLE FOR ACTIONS."

-   FEMALE QUOTES: "NO DIFFERENCE WHEN IT COMES TO TRAINING (I.E.,
    DETAILS

DROP FOR PUSH-UPS) ALL EQUAL."

"ALL 'SUCK IT UP' THE SAME"

"IN BRM THE MALE DRILL SGTS ARE MORE ENTHUSIASTIC ABOUT

MALES THAN FEMALES"

"NO, THEY HUMILIATE THE FEMALES IN FRONT OF THE WHOLE

COMPANY. THEY DON'T DO THAT TO THE GUYS."

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 7: Do female drill sergeants/instructors treat male and female
soldiers equally? Examples?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 56% OF THE COMMENTS INDICATED EQUAL TREATMENT BY

FEMALE DS

SOME OF THE NEGATIVE COMMENTS INDICATED FEMALE DS

WERE HARDER ON FEMALES

-   FEMALE COMMENTS: 42% OF THE COMMENTS INDICATED EQUAL TREATMENT BY

FEMALE DS

SOME OF THE NEGATIVE COMMENTS INDICATED FEMALE DS

WERE HARDER ON FEMALES (POSITIVE VIEW BY FEMALES)

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q7: M=153 F=118

Question 7: CONTINUED

QUOTES:

-   MALE QUOTES: "SOME SOLDIERS (3) FELT, 'WE GET TREATED ALL THE SAME'"

"OUR FEMALE DRILLS ARE HARDER ON FEMALES"

-   FEMALE QUOTES: "MY DRILLS TREATED EVERYONE EQUALLY"

"FEMALES JUST KEEP PUSHING, AND I LIKE BEING PUSHED. I LIKE

A CHALLENGE. AND, IT MAKES ME STRONGER AND BUILDS MY

SELF-ESTEEM."

"NO, WE HAVE A FEMALE DRILL THAT IS MUCH HARDER ON THE

FEMALES. THEY THINK WE NEED TO ACHIEVE HIGHER

STANDARDS. BUT, THIS ISN'T A BAD THING."

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 9: Have you witnessed or experienced any sexual harassment in
the Army? Probes: Who? What happened? When? Where? Report? Outcome?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   56% OF MALE COMMENTS INDICATED "NO"

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-   40% OF FEMALE COMMENTS INDICATED "NO"

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-   BOTH MALE AND FEMALE COMMENTS INDICATED THAT THE EXAMPLES GIVEN WERE
    NOT SEXUAL HARASSMENT, BUT RATHER CONSENSUAL SEX BETWEEN DS AND
    TRAINEES AND BETWEEN TRAINEES

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-   IN SOME CASES, WHEN EXAMPLES WERE GIVEN, THEY WERE INCOMPLETE AND
    DIFFICULT TO DETERMINE THE CIRCUMSTANCES SURROUNDING THE INCIDENT

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q9: M=314 F=203

Question 10: If you were sexually harassed, would you report the
incident? Why or why not?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 67% OF THE COMMENTS INDICATED THEY WOULD REPORT IF

THEY WERE SEXUALLY HARASSED AND IF THE BEHAVIOR

CONTINUED

SOME WOULD NOT REPORT THE INCIDENT BECAUSE THEY WOULD

HANDLE IT ON THEIR OWN OR THEY WOULD BE CONSIDERED THE

JOKE OF THE TOWN IF THEY DID REPORT

-   FEMALE COMMENTS: 87% OF THE COMMENTS INDICATED THEY WOULD REPORT IF

THEY WERE SEXUALLY HARASSED AND IF THEY WERE UNABLE TO

HANDLE IT ON THEIR OWN

SOME WOULD NOT REPORT THE INCIDENT BECAUSE THEY WOULD

HANDLE IT ON THEIR OWN OR THEY BELIEVE NOTHING WOULD BE

DONE ABOUT IT IF THEY DID REPORT

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q10: M=318 F=233

Question 11: To whom would you report?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: CHAIN OF COMMAND (UNSPECIFIED)

DRILL SERGEANTS/INSTRUCTORS

CHAPLAIN

EOA/EOR

-   FEMALE COMMENTS: CHAIN OF COMMAND (UNSPECIFIED)

DRILL SERGEANTS/INSTRUCTORS

COMMANDERS

CHAPLAIN

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q11: M=250 F=162

Question 12: Have you received any training on equal opportunity since
joining the Army? Probes: When? Where? Who conducted?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 98% REPORTED RECEIVING TRAINING (7 RESPONDED NO)

CONDUCTED BY: DRILL SERGEANTS

EOA/EOR

COMMANDERS

-   FEMALE COMMENTS: 100% REPORTED RECEIVING TRAINING (1 RESPONDED NO)

CONDUCTED BY: DRILL SERGEANTS

COMMANDERS

EOA/EOR

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q12: M=559 F=366

Question 13: Have you received any training on prevention of sexual
harassment since joining the Army? Probes: When? Where? Who conducted?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 99% REPORTED RECEIVING TRAINING (1 UNSURE)

CONDUCTED BY: COMMANDERS

DRILL SERGEANTS/INSTRUCTORS

EOA/EOR

-   FEMALE COMMENTS: 100% REPORTED RECEIVING TRAINING

CONDUCTED BY: COMMANDERS

DRILL SERGEANTS/INSTRUCTORS

EOA/EOR

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q13: M=429 F=417

Question 14: How effective was the training in making soldiers aware of
behavior that might be considered sexual harassment?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 50% OF THE POSITIVE COMMENTS INDICATED TRAINING WAS

EFFECTIVE/VERY EFFECTIVE

SOME OF THE NEGATIVE COMMENTS INDICATED THAT THE

TRAINING MADE THEM SCARED - AFRAID TO TALK WITH FEMALES

-   FEMALE COMMENTS: 77% OF THE POSITIVE COMMENTS INDICATED TRAINING WAS

EFFECTIVE/VERY EFFECTIVE

SOME OF THE NEGATIVE RESPONSES INDICATED THERE HAS BEEN

TOO MUCH TRAINING

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q14: M=183 F=133

Question 14: CONTINUED

QUOTES:

-   MALE QUOTES: "QUITE EFFECTIVE. IT HAS OPENED MY EYES TO THINGS THAT

I COULD HAVE GOTTEN IN TROUBLE FOR IF I DID"

"MESSED ME UP. WE WENT ON FAMILY DAY PASS AND I DID NOT

HOW TO APPROACH A GIRL"

"2 SOLDIERS ADMITTED BEING SCARED TO TALK TO OTHER

MILITARY WOMEN FOR FEAR OF PUNISHMENT"

-   FEMALE QUOTES: "VERY EFFECTIVE"

"IT'S GONE OVERBOARD"

"IN BASIC, WE HAD SO MANY CLASSES THAT IT WAS OVERKILL"

"IT'S GOOD TO HAVE A CLASS, BUT THEY ARE HAVING SO MANY

CLASSES WITH THE SAME INFORMATION"

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

Question 15: Do you have any practical suggestions for improving the
human relations environment in the Army?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS RECOMMEND: SEPARATE MALES/FEMALES DURING BCT TRAINING

BCT NEEDS TO BE HARDER

RECRUITERS NEED TO TELL THE TRUTH

NEED MORE PRIVILEGES (PASSES, PHONE USE)

MALES/FEMALES SHOULD TRAIN TOGETHER FROM

THE BEGINNING

-   FEMALE COMMENTS RECOMMEND: RE-LOOK THE BATTLE BUDDY POLICY

IMPROVE LIVING CONDITIONS - BARRACKS

IMPROVE SEXUAL HARASSMENT TRAINING

IMPROVE COMMUNICATION (BOTH BETWEEN DS

AND TRAINEES AND BETWEEN TRAINEES)

STOP MASS PUNISHMENT

SOLDIER-IN-TRAINING FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q15: NOT REPORTED DUE TO THE VARIETY OF COMMENTS

**TRAINERS FOCUS GROUP PROTOCOL**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Moderator**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Note Taker**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_# in Group**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Gender**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Location**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Type (BCT, OSUT,
AIT)**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Trainer (DS,
Instructor)**

**1. What are some of the positive things about your job?**

**2. What are some of the negative things about your job?**

**3. Do Drill Sergeants/Instructors work well together? Examples?**

**4. Do Drill Sergeants/Instructors treat one another with respect and
courtesy? Examples?**

**Do Drill Sergeants/Instructors work well together as a team?**

**5. Do officers treat you with respect and courtesy? Examples?**

**Do you feel you have the support of your chain of command?**

**\
6. If you experienced any kind of discrimination or harassment, do you
feel free to report without fear of bad things happening to you?**

**If no, what do you think might happen?**

**7. If you experienced any discrimination or harassment, to whom would
you report the incident?**

**Probes: If no, why not report the incident?**

**8. How do you define sexual harassment?**

**READ ARMY DEFINITION: SEXUAL HARASSMENT IS A FORM OF SEX
DISCRIMINATION THAT INVOLVES DELIBERATE OR REPEATED UNWELCOME SEXUAL
ADVANCES, REQUESTS FOR SEXUAL FAVORS, AND OTHER VERBAL OR PHYSICAL
CONDUCT OF A SEXUAL NATURE.**

**(AR600-20)**

**9. In the last 12 months, have you witnessed or experienced sexual
harassment?**

**Probes: Who? What happened? Where? When? Reported? Outcome?**

**10. How well did training in the Drill Sergeants Course/training to be
an Instructor prepare you to handle instances of
discrimination/harassment for soldiers-in-training?**

**11. Have you had training in prevention of sexual harassment in the
last 12 months?**

**Probes: Where? When? Who conducted?**

**12. How effective was the training in making you aware of behaviors
that might be discrimination/harassment?**

**13. What are some practical ways to improve the human relations
environment in the Army?**

TRAINERS FOCUS GROUP PROTOCOL

SAMPLE INFORMATION:

-   Number of protocols: 58

-   Number of respondents: 520 (509 used for gender frequencies)

-   Number of females: 155 (30.5%) Number of males: 354 (69.5%)

-   Number of Drill Sergeants: 328 (63.1%) Number of Instructors: 192
    (36.9%)

-   Number of female Drill Sergeants: 83 (16.3%)

-   Number of male Drill Sergeants: 245 (48.1%)

-   Number of female Instructors: 72 (14.1%)

-   Number of male Instructors: 109 (21.4%)

Note: One focus group included both males and females. In order to
examine gender differences, the data from this group was excluded,
resulting in the exclusion of 11 people from any gender analysis.

In the following slides, comments are listed with the most frequently
mentioned comments first.

Question 8 asked for a definition of sexual harassment in order to
determine soldiers' understanding of the Army definition and was not
coded. The Army definition of sexual harassment was read prior to
Question 9.

Question 1: What are some of the positive things about your job?

FINDINGS: The most frequently mentioned comments are:

-   ALL RESPONDENTS REPORTED TRAINING/TEACHING/CONTACT WITH SOLDIERS IS
    THE MOST ENJOYABLE ASPECT OF THEIR JOB.

-   MALE COMMENTS REPORT: CAREER ADVANCEMENT/ LEADERSHIP EXPERIENCE

    BEING AROUND DIFFERENT PEOPLE

    ENJOYABLE WORK / GOOD JOB

-   FEMALE COMMENTS REPORT: POSITIVE ROLE MODEL

ENJOYABLE WORK / GOOD JOB

GOOD CO-WORKERS

GOOD LOCATION / ENVIRONMENT

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q1: F = 91, M = 129; DS = 127, I = 97

Question 1: CONTINUED

QUOTES:

-   MALE QUOTES: "HELPING DEVELOP YOUNG SOLDIERS TO MATURE, NOT ONLY IN
    THE MILITARY BUT IN LIFE"

"IT IS AN HONOR AND CAREER ENHANCER TO BE A DRILL SGT"

"DIVERSE PEOPLE. LEARN TO INTERACT WITH EVERYONE. LEARNED A LOT ABOUT
OTHER PEOPLE"

"ABLE TO ATTEND COLLEGE. YOU CAN ACTUALLY PLAN TO DO SOMETHING AS AN
INSTRUCTOR"

"DEVELOP LEADERSHIP SKILLS IN MYSELF AS A LEADER"

-   FEMALE QUOTES: "TRAINING - SEEING PRIVATES COME IN AS CIVILIANS AND
    BECOMING SOLDIERS"

"THE WAY PRIVATES LOOK AT YOU, KNOW THAT YOU\'RE A MENTOR AND ROLE MODEL
TO THEM"

"HERE WE CAN SHOW WHAT FEMALES CAN DO (POSITIVE ROLE MODELS)"

"CLOSE KNIT GROUP W/ 2 OTHER MALE DRILL SERGEANTS - WE WORK WELL
TOGETHER"

TRAINER'S FOCUS GROUP PROTOCOL

Question 2: What are some of the negative things about your job?

FINDINGS: The most frequently mentioned comments are:

-   MALE COMMENTS REPORT: POOR LEADERSHIP / POOR SUPPORT FROM CHAIN OF
    COMMAND

    POOR RESOURCES/ NUMBER OF PERSONNEL

    LONG HOURS / TOO MANY RESPONSIBILITIES

    POOR QUALITY OF SOLDIERS

    TOO LITTLE DISCIPLINE / TOO SOFT ON SOLDIERS

    REACTION TO SH / NEGATIVE MEDIA

-   FEMALE COMMENTS REPORT: MALE / FEMALE CONFLICT

    LONG HOURS / TOO MANY RESPONSIBILITIES

    PROBLEMS BETWEEN DRILL SGTS / INSTRUCTORS

    POOR LEADERSHIP / POOR SUPPORT FROM CHAIN OF COMMAND

    POOR QUALITY OF SOLDIERS

    POOR RESOURCES / NUMBER OF PERSONNEL

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q2: F = 181, M = 292

Question 2: CONTINUED

QUOTES:

-   MALE QUOTES: "SOME SOLDIERS SHOULDN\'T BE HERE DUE TO GENERALIZED
    TECHNICAL OR SPECIALIZED TRAINING SCORES. DON\'T LOWER THE STANDARD
    OF SOLDIERS YOU BRING IN"

"GOD COMPLEX AMONG DRILL SGTS AND WE ARE NOT ON THE SAME LEVEL"

"ARTICLE 15\'S HERE NOT PROPER PUNISHMENT! OUR OFFICERS ARE TOO SOFT; 14
DAYS EXTRA DUTY DOESN\'T DO IT"

-   FEMALE QUOTES: "IF FEMALE DRILL IS TRYING TO EXCEL, MALES DON\'T
    LIKE THAT; OFTEN YOU\'RE BREAKING THEIR STEREOTYPES OF WEAK FEMALES"

"LONG HOURS, GETTING UP, 12 HOUR DAYS, SOMETIMES 4AM - 8PM"

"HURTS FEMALE DRILL SGTS BECAUSE THERE ARE VERY FEW FEMALES TO DEAL WITH
FEMALE ISSUES\--FEMALE STUDENTS FEEL MORE COMFORTABLE COMING TO FEMALES"

"SOLDIERS ARE OUT OF CONTROL - NO DISCIPLINE. MUST BEGIN IN BASIC
TRAINING AND THEY\'RE NOT GETTING THE DISCIPLINE THEY NEED IN BASIC"

TRAINER'S FOCUS GROUP PROTOCOL

Question 3: Do Drill Sergeants / Instructors work well together?
Examples?

FINDINGS:

-   ONLY 52% OF FEMALE COMMENTS WERE POSITIVE RESPONSES COMPARED TO 64%
    OF POSITIVE MALE COMMENTS.

-   MALE COMMENTS ATTRIBUTED STANDARDS AREN'T EQUALLY NEGATIVE RESPONSES
    TO: ENFORCED

    POOR ATTITUDES

    TOO FEW DS / INSTRUCTORS

-   FEMALE COMMENTS ATTRIBUTED MALE / FEMALE CONFLICT

    NEGATIVE RESPONSES TO: POOR ATTITUDES

    ANIMOSITY / NO RESPECT

    STANDARDS AREN'T EQUALLY ENFORCED

-   DRILL SERGEANTS REPORTED A SLIGHTLY MORE POSITIVE RELATIONSHIP (61%)
    THAN INSTRUCTORS (59%).

-   BOTH DRILL SERGEANTS AND INSTRUCTORS COMMENTS ATTRIBUTE POOR
    RELATIONSHIPS TO UNEQUAL ENFORCEMENT OF STANDARDS.

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q3: F = 71, M = 168; DS = 164, I = 77

Question 3: CONTINUED

QUOTES:

-   MALE QUOTES: "YOU HAVE TO; EVERYTHING IS GREAT"

"IT\'S THE ONLY WAY TO SURVIVE"

"STANDARDS ARE THE SAME BUT THEY ARE ENFORCED DIFFERENTLY"

"IT\'S THE CHAIN OF COMMAND THAT\'S THE PROBLEM. THEY\'LL PULL THE
STUDENTS OUT TO RAKE LEAVES, CUT GRASS, ETC"

-   FEMALE QUOTES: "MEN WILL OPENLY SAY WOMEN DO NOT BELONG"

"LOTS OF ANIMOSITY BETWEEN INSTRUCTORS AND DRILLS. PAY IS AN ISSUE,
DETAILS, CHARGE OF QUARTERS, ETC"

"YOU QUICKLY LEARN THAT YOU HAVE TO RELY ON ONE ANOTHER"

TRAINER'S FOCUS GROUP PROTOCOL

Question 4: Do Drill Sergeants / Instructors treat one another with
respect and courtesy? Examples? Do Drill Sergeants / Instructors work
well together as a team?

FINDINGS:

-   MALE COMMENTS REPORT OVERWHELMING RESPECT (84%), COMPARED WITH ONLY
    59% OF FEMALE COMMENTS.

-   MALE COMMENTS ATTRIBUTE NEGATIVE RELATIONSHIPS TO:

DISRESPECT FROM SENIOR OFFICERS

MALE / FEMALE CONFLICT

-   FEMALE COMMENTS ATTRIBUTE NEGATIVE RELATIONSHIPS TO:

MALE / FEMALE CONFLICT

POOR ATTITUDES

-   BOTH DRILL SERGEANTS AND INSTRUCTORS COMMENTS REPORT POSITIVE
    RELATIONSHIPS, WITH DRILL SERGEANTS REPORTING MORE POSITIVELY (78%
    COMPARED TO 68% OF INSTRUCTORS).

-   OF NEGATIVE COMMENTS, DRILL SERGEANTS ATTRIBUTED NEGATIVE
    RELATIONSHIPS TO MALE / FEMALE CONFLICT AND INSTRUCTORS TO
    DISRESPECT FROM SENIOR OFFICERS.

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q4: F = 91, M = 162; DS = 174, I = 83

Question 4: CONTINUED

QUOTES:

-   MALE QUOTES: "DEFINITELY. IT\'S A TIGHT GROUP"

"SOME INSTRUCTORS ARE JEALOUS OF US"

"DRILLS AND INSTRUCTORS NEVER HAD A PROBLEM; EACH DO OUR JOB"

-   FEMALE QUOTES: "DRILLS TREAT EACH OTHER WITH RESPECT. THEY\'RE ALL
    ON THE SAME TEAM"

"MY SR DRILL TOLD THE STUDENTS THAT INSTRUCTORS WEREN\'T IN THEIR CHAIN
OF COMMAND"

"FROM MY EXPERIENCE, THE INITIAL REACTION TO ME IS \"OH MY GOD, IT\'S A
FEMALE\". I HAD TO PROVE THAT I COULD TEACH. NOW THE MEN REALLY RESPECT
ME AS AN INSTRUCTOR. NOW THEY DON\'T WANT ME TO PCS (PERMANENT CHANGE OF
STATION)"

" COMMAND PUTS THE DS UP ON THE HIGHEST ESTEEM, ETC. THEY FORGET ABOUT
US"

TRAINER'S FOCUS GROUP PROTOCOL

Question 5: Do Officers treat you with respect and courtesy? Examples?
Do you feel you have the support of your Chain of Command?

FINDINGS:

-   THE MAJORITY OF BOTH MALE AND FEMALE COMMENTS REPORT NOT BEING
    TREATED WITH RESPECT (60% OF FEMALE COMMENTS AND 78% OF MALE
    COMMENTS).

-   OF NEGATIVE RESPONSES, MALE COMMENTS DESCRIBE THE LACK OF RESPECT
    AS:

    MICROMANAGEMENT

    OFFICERS DON'T FOLLOW STANDARDS

    OFFICERS JUST WORRIED ABOUT REPORTS / SELVES

-   OF NEGATIVE RESPONSES, FEMALE COMMENTS DESCRIBE THE LACK OF RESPECT
    AS:

    SEXISM / RACISM

    MICROMANAGEMENT

    NO COMMUNICATION

-   DRILL SERGEANT COMMENTS REPORT RECEIVING LESS RESPECT THAN
    INSTRUCTOR COMMENTS (24% AND 40% RESPECTIVELY REPORT RECEIVING
    RESPECT).

-   OF NEGATIVE COMMENTS, MOST OF BOTH GROUPS DESCRIBE THE LACK OF
    RESPECT AS MICROMANAGEMENT.

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q5: F = 144, M = 176; DS = 207, I = 121

Question 5: CONTINUED

QUOTES:

-   MALE QUOTES: "OFFICERS ASSOCIATE WITH PRIVATES TOO MUCH"

"IN MY RANGE I DO NOT TRUST OFFICERS"

"COMMANDERS IN THIS ARENA MICROMANAGE. CAPTAINS TELL EACH DRILL SGT: HOW
TO DO IT, WHERE TO DO IT, WHEN TO DO IT, HOW LONG TO DO IT"

"OFFICERS WILL SUPPORT YOU UNTIL THEY GET IN TROUBLE. STAFF SERGEANT OR
SERGEANT FIRST CLASS WILL TAKE THE FALL, NOT THE OFFICER"

" OFFICER DROPPED ALL OF DRILL SGTS IN FRONT OF PRIVATES FOR PUSH-UPS"

FEMALE QUOTES: "NOW SINCE ABERDEEN OFFICERS HAVE GOTTEN MORE INVOLVED"

"COMMANDERS ARE RUNNING SCARED BECAUSE OF MEDIA BLITZ RE: SH, EO ISSUES,
OTHER TRAINEE ISSUES"

"ONE OFFICER WE KNOW TELLS THE GUYS TO WATCH OUT FOR HORNY FEMALES RIGHT
IN FRONT OF US LIKE WE\'RE INVISIBLE"

TRAINER'S FOCUS GROUP PROTOCOL

Question 6: If you experienced any kind of discrimination or harassment,
do you feel free to report without fear of bad things happening to you?
If no, what do you think might happen?

FINDINGS:

-   THE VAST MAJORITY OF FEMALE COMMENTS REPORTED THAT THEY WOULD
    [NOT]{.underline} REPORT SEXUAL HARASSMENT (74%). THE VAST MAJORITY
    OF MALE COMMENTS REPORTED THAT THEY [WOULD]{.underline} REPORT
    SEXUAL HARASSMENT (73%).

-   OF NEGATIVE RESPONSES, FEMALE COMMENTS INDICATE WILL NOT REPORT DUE
    TO :

    FEAR OF REPRISAL

    BELIEF THAT REPORTS WILL NOT BE INVESTIGATED

-   DRILL SERGEANTS ARE MORE LIKELY TO REPORT THAN INSTRUCTORS (61%
    COMPARED TO 50%), BUT THIS IS MORE LIKELY DUE TO A HIGHER NUMBER OF
    MALES IN THE DRILL SERGEANT CATEGORY THAN TO ACTUAL GROUP
    DIFFERENCES.

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q6: F = 118, M = 212; DS = 210, I = 122

Question 6: CONTINUED

QUOTES:

-   MALE QUOTES: "THERE WILL ALWAYS BE REPERCUSSIONS BUT I STILL WILL
    REPORT IT"

"THERE IS NOT A FEAR OF BAD THINGS HAPPENING"

"THEY WILL SWEEP EVERYTHING UNDER THE CARPET"

-   FEMALE QUOTES: "I WOULD REPORT, BUT IT MAY GET IGNORED OR EVEN
    REVERSED"

"NOTHING HAPPENS. YOU ARE LOOKED AT AS NOT BEING ABLE TO DO YOUR JOB"

"NO, I\'M TOLD, SEASON SOLDIER, SUCK IT UP"

"I WROTE UP A STATEMENT THAT WENT NOWHERE. AFTER MAKING MY STATEMENT I
WAS GIVEN A LETTER OF REPRIMAND AND THREATENED WITH BEING MOVED"

"NO. I DON\'T EVEN CARE. I\'M AT THE POINT WHERE I\'M FED UP"

"IT IS PROVEN THAT IT CAN\'T BE DONE WITHOUT COMING BACK TO YOU"

"YOU GET A BAD ASSIGNMENT LATER DOWN THE ROAD. YOUR NAME BECOMES MUD"

TRAINER'S FOCUS GROUP PROTOCOL

Question 7: If you experienced any discrimination or harassment, to whom
would you report the incident? If no, why not report the incident?

FINDINGS:

-   BOTH FEMALE AND MALE COMMENTS INDICATED THAT IF REPORTING, THEY
    WOULD BOTH REPORT THROUGH THE CHAIN OF COMMAND AND THE EO.

-   IF NOT REPORTING, MALE COMMENTS INDICATE: CONFRONT ACCUSED

    NO CONFIDENTIALITY

    MALES CANNOT REPORT

-   IF NOT REPORTING, FEMALE COMMENTS INDICATE: CONFRONT ACCUSED

    NOTHING DONE

    FEAR / REPRISAL

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q7: F = 92, M = 122

Question 7: CONTINUED

QUOTES:

-   MALE QUOTES: "THERE IS NO CONFIDENTIALITY ON THIS ISSUE, EVERYBODY
    KNOWS YOUR BUSINESS"

"MALES CAN\'T REPORT SH - IT\'S A JOKE"

"CHAIN OF COMMAND PUTS OUT MESSAGE - DON\'T MAKE WAVES"

"CHAIN OF COMMAND IS VERY INVOLVED AROUND HERE"

"APPROACH THE INDIVIDUAL FIRST. I WANT THEM TO KNOW I AM COMING AT THEM,
I DON\'T WANT THEM TO THINK I AM SOME KIND OF PUNK"

-   FEMALE QUOTES: "IF I SEE A TRAINEE FALLING FOR A DRILL, I COUNSEL MY
    TRAINEES ON IT"

"IF YOU DO, PAPERWORK DISAPPEARS"

"PEOPLE ARE TOO AFRAID"

"1-800 #; NOBODY ON THIS POST CAN BE TRUSTED. COVER UP\'S WILL HAPPEN"

"I\'D REPORT TO THE CHAIN OF COMMAND. SOME EORS ARE EATEN UP AND DON\'T
LIKE TO MAKE WAVES"

TRAINER'S FOCUS GROUP PROTOCOL

Question 9: In the last 12 months, have you witnessed or experienced
sexual harassment? Who? What happened? Where? When? Reported? Outcome?

FINDINGS:

-   THE VAST MAJORITY OF FEMALE COMMENTS REPORT THAT THEY HAVE WITNESSED
    OR EXPERIENCED SEXUAL HARASSMENT (73%). (Number of female responses
    = 58).

-   THE VAST MAJORITY OF MALE COMMENTS REPORT THAT THEY HAVE
    [NOT]{.underline} WITNESSED OR EXPERIENCED SEXUAL HARASSMENT (65%).
    (Number of male responses = 61).

-   OF REPORTED HARASSMENT, THE MAJORITY IS DESCRIBED AS :

    VERBAL HARASSMENT

    RELATIONSHIPS/FRATERNIZATION

    SEXUAL ADVANCES

-   OF REPORTED HARASSMENT, THE MAJORITY IS INITIATED BY:

    PRIVATES / TRAINEES

    DRILL SERGEANTS

    NON-COMMISSIONED OFFICERS

    INSTRUCTORS

-   OF REPORTED OUTCOMES, MOST REPORT:

THE ACCUSED BEING CORRECTED

NO ACTION BEING TAKEN

VICTIM CONFRONTING THE HARASSER

TRAINER'S FOCUS GROUP PROTOCOL

NUMBER OF RESPONSES DIFFER FOR EACH SEGMENT OF THE QUESTION

Question 9: CONTINUED

QUOTES:

MALE QUOTES: "MORE GENDER DISCRIMINATION THAN SEXUAL HARASSMENT"

"THESE DAYS YOU SEE VERY AGGRESSIVE FEMALES. THEY HARASS MALES
FREQUENTLY NOW"

FEMALE QUOTES: "TRAINEES ARE BOLD AND WEAK MALE DRILLS CAN BE EASILY
COERCED"

"SEE A LOT OF INAPPROPRIATE INTERACTION BETWEEN MALE INSTRUCTORS AND
FEMALE TRAINEES"

"I HAD A SH COMPLAINT ON MY 1SG. THEY TOLD ME WE BOTH HAD GOOD RECORDS;
HE SAID WHAT YOU SAID HE SAID, LET'S JUST CANCEL HIS EXTENSION AND LET
HIM PCS (PERMANENT CHANGE OF STATION). THEN I WAS MOVED TO ANOTHER UNIT"

"MALE NCO WAS TOUCHY-FEELY WITH ONE OF THE PRIVATES. PRIVATE BROUGHT
CHARGES. PRIVATE WAS MOVED TO ANOTHER CLASS AND NOTHING WAS DONE"

"STUDENTS HAVE TOO MUCH TIME ON THEIR HANDS AND SH IS ONE OF MANY
PROBLEMS"

"A DS WAS DEMONSTRATING HIS PENIS OVER A CHAIR AND BANGING IT AND SAYING
I KNOW YOU WANT ME. NOTHING WAS REPORTED"

TRAINER'S FOCUS GROUP PROTOCOL

Question 10: How well did training in the Drill Sergeants Course /
training to be an Instructor prepare you to handle instances of
discrimination / harassment

for soldiers-in-training?

FINDINGS:

-   THE MAJORITY OF BOTH DRILL SERGEANT AND INSTRUCTOR COMMENTS
    INDICATED THAT TRAINING DID [NOT]{.underline} PREPARE THEM FOR
    HANDLING SEXUAL HARASSMENT (76% AND 86% RESPECTIVELY).

-   WHEN GROUPED BY GENDER, THE RESPONSES ARE SIMILAR, WITH 79% OF
    FEMALE RESPONSES AND 79% OF MALE RESPONSES INDICATING THAT TRAINING
    DID NOT PREPARE THEM TO HANDLE SEXUAL HARASSMENT.

-   BOTH DRILL SERGEANTS AND INSTRUCTORS RESPONDED THAT EVEN WHEN
    TRAINING WAS INCLUDED, IT DID NOT TRAIN THEM HOW TO HANDLE
    HARASSMENT SITUATIONS. MANY INDICATED THAT TRAINING CONSISTED ONLY
    OF MEMORIZING MODULES AND REGULATIONS.

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q10: F = 43, M = 93; DS = 102, I = 38

Question 10: CONTINUED

QUOTES:

-   MALE QUOTES: "NOT TRAINED TO DEAL WITH ADVANCES BY TRAINEES"

"THEY SHOW YOU A LITTLE FILM, THEY SHOW YOU HOW TO RECOGNIZE IT, BUT NOT
HOW TO HANDLE IT"

"IT IS GETTING MUCH BETTER NOW IN THE PAST 6 MONTHS"

" DRILL SGT SCHOOL IS A JOKE. MEMORIZING MODULES IS A WASTE. THE SCHOOL
NEEDS TO TEACH MORE REALITY"

"THAT IS ALL THEY POUNDED IN OUR HEAD"

"ABOUT AS GOOD AS IT GETS. I THINK IF YOU ARE NOT PREPARED BY THEN, DS
SCHOOL WON\'T HELP"

"TRAINING CYA"

-   FEMALE QUOTES: "DS SCHOOL JUST DOES MODULATION AND PT- DON\'T TRAIN
    ANYTHING ELSE"

"NOTHING CAN PREPARE YOU"

"NEEDS TO BE UPDATED. SITUATIONS ARE TOO OLD"

"DS SCHOOL IS BIASED AGAINST WOMEN"

TRAINER'S FOCUS GROUP PROTOCOL

Question 11: Have you had training in the prevention of sexual
harassment in the last 12 months? Where? When? Who conducted?

FINDINGS:

-   ALL RESPONDENTS INDICATED HAVING HAD TRAINING WITHIN THE LAST YEAR.

-   THE MAJORITY OF RESPONSES SHOW TRAINING TO BE ON THE BN LEVEL , BDE
    LEVEL, NCODP, AND CO LEVEL. (Number of responses = 22).

-   MOST COMMENTS INDICATE THAT TRAINING OCCURRED TOO OFTEN. 18% DID NOT
    INDICATE HOW OFTEN TRAINING WAS RECEIVED AND 7.5% INDICATED
    RECEIVING TRAINING MONTHLY. 23.8% OF RESPONSES REPLIED THAT TRAINING
    IS CONDUCTED QUARTERLY. (Number of responses = 63).

-   THE MAJORITY OF RESPONSES INDICATED THAT TRAINING WAS CONDUCTED BY
    EITHER THE BN OR BDE COMMANDER OR BY THE EO. (Number of responses =
    100).

TRAINER'S FOCUS GROUP PROTOCOL

Question 12: How effective was the training in making you aware of
behaviors that might be discrimination / harassment?

FINDINGS:

-   THE MAJORITY OF FEMALE RESPONSES INDICATE THAT TRAINING WAS
    [NOT]{.underline} EFFECTIVE (63%).

-   THE MAJORITY OF MALE RESPONSES INDICATE THAT TRAINING
    [WAS]{.underline} EFFECTIVE (55%).

-   OF INEFFECTIVE RESPONSES, MALE COMMENTS REPORT:

NOTHING NEW LEARNED / REPETITIVE

OVERSATURATED WITH TRAINING

-   OF INEFFECTIVE RESPONSES, FEMALE COMMENTS REPORT:

OVERSATURATED WITH TRAINING

NOTHING NEW LEARNED / REPETITIVE

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q12: F = 41, M = 77

Question 12: CONTINUED

QUOTES:

-   MALE QUOTES: "IT HAS STOPPED SEXUAL HARASSMENT HERE"

"IT IS EFFECTIVE FOR LOWER RANK INDIVIDUALS"

"ESPECIALLY GOOD WHEN THEY GIVE SITUATIONS AND ROLE- PLAYS"

"TODAY\'S SOLDIERS KNOW MORE ABOUT HARASSMENT THAN WE DID"

"SHE CAN BE HALF NAKED, I DON\'T CARE, I DON\'T TALK TO WOMEN IN THE
MILITARY"

"GOOD CLASSES IN DRILL SERGEANT SCHOOL. HIT IT REALLY HARD. HAD SH
CLASSES THROUGHOUT OUR CAREERS"

"ALL YOU DID WAS PITCH THE CLASS. IF I HAVE BAD MORAL CHARACTER, I\'M
GOING TO DO IT"

-   FEMALE QUOTES: "REPETITIVE- IT WAS OLD NEWS."

"TRAINING ALWAYS LEAVES OUT THAT THERE WERE OFFICERS ALSO CHARGED AND
ACCUSED, NOT JUST NCO\'S"

"EVEN AFTER ALL THE TRAINING, GUYS STILL DO THINGS THAT THEY SHOULDN\'T
DO, SUCH AS USING SWEAR WORDS AND JOKING ABOUT SEX OPENLY"

TRAINER'S FOCUS GROUP PROTOCOL

Question 13: What are some practical ways to improve the human relations
environment in the Army?

FINDINGS:

-   RESPONSES WERE DIVERSE AND FINALLY BROKEN DOWN INTO 33 RESPONSE
    CATEGORIES. HOWEVER, SOME RESPONSES DID NOT FIT THE CATEGORIES AND
    WERE CODED AS OTHER (16.7% OF FEMALE RESPONSES; 15.6% OF MALE
    RESPONSES).

-   MALE COMMENTS RECOMMEND:

MORE DISCIPLINE

EQUAL PAY FOR DS/RECRUITERS/INSTRUCTORS

GIVE POWER BACK TO DRILL SERGEANTS

ENFORCE EQUALITY / FAIRNESS

BETTER RECRUITMENT STANDARDS

ENFORCE ARMY VALUES / STANDARDS

-   FEMALE COMMENTS RECOMMEND:

MORE / BETTER EDUCATION AND TRAINING

MORE DISCIPLINE

BETTER RECRUITMENT STANDARDS

MORE FEMALES

HAVE TRAINING ONCE A YEAR

ENFORCE EQUALITY / FAIRNESS

TRAINER'S FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q13: F = 138, M = 270

Question 13: CONTINUED

QUOTES:

-   MALE QUOTES: "NEED TO BRING BACK CENTRAL CONFINING FACILITY"

"QUIT THE COLLEGE CRAP AND SELL A CAREER AND LIFESTYLE"

"FEMALES GET TO WALK THROUGH DS SCHOOL. THEY GET OVER BECAUSE THEY MUST
GRADUATE A CERTAIN NUMBER OF FEMALES. LET'S BE PROFESSIONAL"

"I FEEL BT SHOULD BE SEGREGATED. PUT THEM TOGETHER IN AIT BECAUSE THEY
DO BETTER PT-WISE WHEN THEY ARE SEGREGATED"

"CHAPTER PROCESS TAKES TOO LONG, SECURITY HOLDOVERS TAKE TOO LONG. WE'RE
KEEPING THESE PRIVATES TOO LONG, THEY BECOME CANCER"

"RESOURCES - NOT ENOUGH SUPPORT PEOPLE AND TOO MUCH PAPERWORK"

TRAINER'S FOCUS GROUP PROTOCOL

Question 13: CONTINUED

QUOTES:

-   FEMALE QUOTES: "STOP TREATING SOLDIERS LIKE BABIES"

"MALE DRILL SGTS NEED BETTER TRAINING ON HOW TO WORK WITH FEMALE DRILLS"

"NOT EVERY PERSON THAT RAISES THEIR HAND IS CUT OUT TO BE IN THE
MILITARY"

"WOULD BE BETTER IF WE WERE TRAINING FEWER NUMBERS. WE ARE PUSHING
THROUGH SOLDIERS THAT ARE NOT MEETING THE STANDARDS"

"TRAINING NEEDS TO START AT THE TOP"

"NEED TO FOCUS SH TRAINING WITH EOA INSTEAD OF THESE OTHER YO-YO'S"

TRAINER'S FOCUS GROUP PROTOCOL

**MILITARY LEADER INTERVIEW**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Interviewer**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Subject's Current Assignment**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Subject's Gender**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Location Code**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Date**

**1. We'll begin with the climate of this organization. What are the
positive and negative aspects of life at
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_?**

**Probes: To what extent do you see senior leaders as responsible for
these positive or negative aspects?**

**2. Thinking about your current duty position, and without respect to
its career implications, would you say it is enjoyable or frustrating?**

**Probes: What's most enjoyable? Frustrating?**

**3. How do you ensure that proper relations between soldiers of
different ranks are maintained?**

**Probes: Cite specific instances. What grades? Evidence of**

**command tolerance?**

**4. What do senior leaders at this installation do to ensure a climate
of respect and dignity for soldiers?**

**Probes: Do they approach these issues aggressively?**

**Deliberately? How? Avoid references to what leaders**

**say, focus on what they do.**

**5. How do you ensure that subordinate leaders in your unit make honest
and reasonable efforts to promote a climate of dignity and respect?**

**Probes: What do they do? Examples?**

**6. Do you feel free to investigate or pursue allegations of
discrimination or harassment without being over-supervised or
influenced?**

**Probes: If yes, why? If no, why not?**

**7. Now, we want to talk about sexual harassment in the Army. How do
you define sexual harassment?**

**Probes: DEFINITION: Sexual harassment is a form of gender
discrimination that involves deliberate or repeated unwelcome sexual
advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature. (AR 600-20)**

**8. In the last 12 months, have you formally or informally investigated
a sexual harassment situation?**

**Probes: If yes, to whom, by whom? What was the outcome? How did the
Chain of Command respond to your investigation and findings?**

**9. Have sexual harassment issues ever affected your unit's ability to
do its job? Other units on the installation?**

**Probes: Examples?**

**10. Now, let's shift topics and talk about equal opportunity. Have you
personally attended or conducted training in the last 12 months?**

**Probes: What kind of training?**

**Attended or conducted?**

**Who conducted?**

**11. Have you (personally) had training in the last 12 months on
preventing sexual harassment?**

**Probes: What kind of training did you have?**

**Who conducted the training?**

**Who attended from the Chain of Command?**

**12. How effective is the required training in making soldiers aware of
behaviors that might be discrimination or harassment?**

**13. How effective is the required training in actually
preventing/reducing behaviors that might be seen as any kind of
discrimination or harassment?**

**14. In your view, what elements of the Army's system have the highest
expertise and ability to prevent harassment or discrimination. Respond
to instances of harassment or discrimination?**

**Probes: Press beyond simple answers like "commanders"**

**15. Does the system respond fairly to proven cases of harassment or
discrimination; do the punishments fit the offenses?**

**Probes: Why are punishments fair or unfair?**

**16. In your view, what needs to be done to reduce incidents of sexual
harassment in the Army?**

**Probes: To ensure a climate of dignity and respect?**

**17. Do you have any other comments you would like to make?**

**THANK YOU FOR YOUR PARTICIPATION. PLEASE REMEMBER TO KEEP EVERYTHING
WE'VE DISCUSSED CONFIDENTIAL.**

Question 1: We'll begin with the climate of this organization. What are
the positive and negative aspects of life at \_\_\_\_\_\_\_\_ ? Probes:
To what extent do you see senior leaders as responsible for these
positive or negative aspects?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   POSITIVE COMMENTS: GOOD COMMAND CLIMATE

GOOD POST LOCATION / OUTSIDE COMMUNITY

GOOD FACILITIES / ACTIVITIES

POSITIVE MISSION / ENJOYABLE JOB

-   NEGATIVE COMMENTS: DOWNSIZING / RESOURCES, PERSONNEL SHORTAGES

POOR SERVICES / FACILITIES / HOUSING

POOR POST LOCATION / OUTSIDE COMMUNITY

HIGH OPTEMPO / NEGATIVE ASPECTS OF DEPLOYMENT

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q1: 2161

Question 1: CONTINUED

QUOTES:

-   POSITIVE QUOTES: "GOOD ATMOSPHERE, RESPECT AND DIGNITY ARE PREACHED

WITHIN THE COMPANY"

"PRETTY POST, GOOD COMMUNITY INVOLVEMENT (CIVILIAN,

MILITARY ACTIVITY). NCO, SOLDIER, VOLUNTEER OF MONTH

GETS AWARDS FROM COMMUNITY"

"CLEAN AREA AND NICE FACILITIES. THE POST SUPPORT ARE

VERY HELPFUL"

"HONOR TO BE IN LEADERSHIP ENVIRONMENT AND BE A FIRST

SERGEANT(1SG)"

-   NEGATIVE QUOTES: "NOT ENOUGH PEOPLE TO DO THE MISSION. TRAINING HAS
    BEEN

AFFECTED DUE TO THE DOWNSIZING"

"HARD TO FIND HOUSING THAT IS SUITABLE"

"HAVE TO DRIVE 1 HOUR TO GET ANYWHERE" "NOTHING TO DO

HERE AFTER HOURS"

"OPERATIONS TEMPO (OPTEMPO) IS GOING NUTS - NOTHING BEING

DONE TO SLOW IT DOWN"

MILITARY LEADER INTERVIEW PROTOCOL

Question 2: Thinking about your current duty position, and without
respect to its career implications, would you say it is enjoyable or
frustrating? Probes: What is most enjoyable? Frustrating?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   ENJOYABLE COMMENTS: WORKING WITH SOLDIERS

ENJOYABLE (IN GENERAL)

TRAINING SOLDIERS / PROFESSIONAL DEVELOPMENT

MAKING A DIFFERENCE / HAVING AN IMPACT

-   FRUSTRATING COMMENTS: LACK OF RESOURCES / MONEY

LACK OF PERSONNEL

FRUSTRATING (IN GENERAL)

PROBLEMS WITH / LACK OF SUPPORT FROM CHAIN OF

COMMAND

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q2: 1594

Question 2: CONTINUED

QUOTES:

-   ENJOYABLE QUOTES:

"IT'S LIKE BEING A PARENT - WHEN MY SOLDIERS DO WELL, IT'S EXHILARATING.
WHEN THEY

DO POORLY, IT'S DEPRESSING"

"ENJOYABLE - NO TWO DAYS ARE THE SAME"

"MOST REWARDING SEEING SOLDIERS WHO FIRST COME IN WITH DISCIPLINE
PROBLEMS,

THEN TURN AROUND AND GRADUATE"

"REWARDING BECAUSE I CAN HAVE A POSITIVE IMPACT ON OTHERS. STRONG
BELIEVER IN

SPENDING TIME WITH TROOPS"

MILITARY LEADER INTERVIEW PROTOCOL

Question 2: CONTINUED

QUOTES:

-   FRUSTRATING QUOTES:

"HAVE A LOT OF CONFIDENCE IN PEOPLE WHO WORK FOR ME, BUT I WOULD HATE TO
GO TO

WAR BECAUSE I DON'T THINK WE HAVE THE RESOURCES"

"STAFF HAS BEEN CUT BY 2% OVER THE PAST YEAR. FEAR THAT EXPERIENCED
PERSONNEL

ARE GOING TO GO FASTER THAN WE CAN REPLACE THEM"

"MORE FRUSTRATING THAN ENJOYABLE"

"PART IS WHEN YOU TRY TO PUT A SOLDIER OUT OF THE ARMY BECAUSE OF
DISCIPLINE

PROBLEM, BUT BATTALION COMMANDER WON'T LET YOU - DOES NOT SUPPORT YOUR

JUDGMENT CALL"

MILITARY LEADER INTERVIEW PROTOCOL

Question 3: How do you ensure that proper relations between soldiers of
different ranks are maintained? Probes: Cite specific instances. What
grades? Evidence of command tolerance?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   TRAINING / CLASSES / EDUCATION

```{=html}
<!-- -->
```
-   COUNSEL / BRIEF SOLDIERS

-   COMMAND POLICY / PHILOSOPHY

-   DEFINE / ENFORCE UNIT STANDARDS

-   COMMUNICATE

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q3: 1036

Question 3: CONTINUED

QUOTES:

-   "GOOD EDUCATION PROGRAM IS THE BASIS FOR ENSURING THE RESPECT
    BETWEEN THE RANKS"

```{=html}
<!-- -->
```
-   "EVERY QUARTER THIS UNIT HAS CLASSES ON IMPROPER ASSOCIATIONS AND
    COUNSELS HIS CADRE ON MAINTAINING PROPER RELATIONSHIPS"

```{=html}
<!-- -->
```
-   "PUT OUT FRATERNIZATION POLICY LETTER. WANTED MORE SPECIFIC
    GUIDELINES. EVERY UNIT HAS FRATERNIZATION PROBLEMS, SO I WANTED A
    CLEARER POLICY. I DON'T ALLOW LIEUTENANTS TO DATE ENLISTED IN THE
    BATTALION AND NCOs CAN'T DATE WITHIN THE SAME COMPANY"

```{=html}
<!-- -->
```
-   "COMMANDING GENERAL HAS CLEARLY SET POLICIES ON BEHAVIOR BETWEEN
    SENIORS AND SUBORDINATES. ENFORCEMENT BELONGS TO OFFICERS AND NCOs.
    BELIEVE ONE SHOULD NEVER WALK PAST A MISTAKE"

```{=html}
<!-- -->
```
-   "THROUGH COMMUNICATION AND CHECKING WITH SOLDIERS TO ENSURE LEADERS
    ARE INFORMING THEM OF THE STANDARDS"

MILITARY LEADER INTERVIEW PROTOCOL

Question 4: What do senior leaders at this installation do to ensure a
climate of respect and dignity for soldiers? Probes: Do they approach
these issues aggressively? Deliberately? How? Avoid reference to what
leaders say, focus on what they do.

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   EDUCATION / TRAINING / INBRIEFS

```{=html}
<!-- -->
```
-   POLICY / COMMAND PHILOSOPHY

-   COMMUNICATE / INFORM

-   GOOD LEADERSHIP / PERSONAL LEADER INVOLVEMENT

-   GOOD COMMAND CLIMATE

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q4: 1199

Question 4: CONTINUED

QUOTES:

-   "I'VE PERSONALLY TAKEN THE INITIATIVE OF TEACHING CLASSES ON ETHICAL
    LEADERSHIP IN THE UNIT. TEACH WHAT DIGNITY AND RESPECT MEAN"

```{=html}
<!-- -->
```
-   "WE SET AND ENFORCE STANDARDS BY POLICY LETTERS, OPEN DOOR POLICY,
    AND EACH UNIT HAS AT LEAST TWO EORs"

```{=html}
<!-- -->
```
-   "THE COMMANDING GENERAL MAKES A POINT OF REMINDING FOLKS THAT
    SOLDIERS ARE

OUR CREDENTIALS. TAKE CARE OF THEM, MAKE SURE THEY DO THE RIGHT THING -

ON / OFF DUTY"

-   "THE COMMANDER IS UP FRONT ABOUT SETTING CLIMATE AND LIVED UP TO IT.
    TREAT OTHERS AS THEY WANT TO BE TREATED"

```{=html}
<!-- -->
```
-   "THE COMMANDING GENERAL LEADS THE WAY IN SETTING THE STANDARDS FOR
    RESPECT AND DIGNITY"

MILITARY LEADER INTERVIEW PROTOCOL

Question 5: How do you ensure that subordinate leaders in your unit make
honest and reasonable efforts to promote a climate of dignity and
respect? Probes: What do they do? Examples?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   TRAINING / EDUCATION

```{=html}
<!-- -->
```
-   ENFORCE STANDARDS / COMMAND PHILOSOPHY

```{=html}
<!-- -->
```
-   COMMUNICATION

```{=html}
<!-- -->
```
-   LEAD BY EXAMPLE

```{=html}
<!-- -->
```
-   OBSERVATION / MONITORING

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q5: 1087

Question 5: CONTINUED

QUOTES:

-   "CONDUCT MONTHLY NONCOMMISSIONED OFFICERS PROFESSIONAL DEVELOPMENT
    PROGRAMS WHICH INCLUDE PLATOON LEADERS, PLATOON SERGEANTS, AND SQUAD
    LEADERS. SELECT DIFFERENT TOPICS EVERY MONTH, BUT COVER REAL
    SITUATIONS THAT HAVE OCCURRED AND HOW TO HANDLE THEM"

```{=html}
<!-- -->
```
-   "PUBLISH COMMAND PHILOSOPHY; TALK DIGNITY AND RESPECT AT ALL
    INBRIEFS - EMPHASIZE VALUES"

```{=html}
<!-- -->
```
-   "LISTENING TO THEIR IDEAS, SOMETIMES IT'S HARD BUT IT SHOWS RESPECT
    TO LISTEN TO THEIR VIEW AND POSSIBLY IMPLEMENT THEIR IDEAS"

```{=html}
<!-- -->
```
-   "LEADING BY EXAMPLE; CAN'T ENSURE WHAT THEY DO. CAN JUST SET WHAT
    THE EXPECTATIONS ARE. GUIDELINES ARE THERE, BUT IT'S PERSONAL
    RESPONSIBILITY - SOME PEOPLE WILL NEVER TREAT ONE ANOTHER WITH
    DIGNITY AND RESPECT"

```{=html}
<!-- -->
```
-   "BEING AROUND THEM AS OFTEN AS POSSIBLE KEEPING A FINGER ON PULSE OF
    UNIT, TALKING TO SOLDIERS AND BEING AROUND"

MILITARY LEADER INTERVIEW PROTOCOL

Question 6: Do you feel free to investigate or pursue allegations of
discrimination or harassment without being over-supervised or
influenced? Probes: If yes, why? If no, why not?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST RESPONDED "YES"

GOOD SUPPORT

OPEN CLIMATE

NOT PRESSURED / INFLUENCED

-   VERY FEW RESPONDED "NO"

OVER-REACTION

EO PERSONNEL SHOULD HANDLE IT

LEADERS DON'T WANT TO HEAR ABOUT IT

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q6: 716

Question 6: CONTINUED

QUOTES:

-   POSITIVE QUOTES: "OH, WITHOUT A DOUBT, BECAUSE OF THE SUPPORT FROM
    MY

CHAIN OF COMMAND. I HAVE TOTAL, STRONG SUPPORT FROM

MY COLONEL AND COMMAND SERGEANT MAJOR"

"YES, OPEN CLIMATE - ENCOURAGED TO PURSUE"

"YES, NO INTERFERENCE"

-   NEGATIVE QUOTES: "NO, PEOPLE GET INVOLVED TOO FAST. TAKEN OUT OF
    YOUR

HANDS. EVERYONE IS OVERLY SENSITIVE"

"NO, I DON'T FEEL I SHOULD BE INVOLVED. LET THE EO CHANNELS

DEAL WITH THESE TYPES OF PROBLEMS"

"SOMETIMES SENIOR LEADERS DON'T WANT YOU TO EXPRESS,

THEY WANT TO HEAR EVERYTHING IS OKAY"

MILITARY LEADER INTERVIEW PROTOCOL

Question 8: In the last 12 months, have you formally or informally
investigated a sexual harassment situation? Probes: If yes, by whom?
What was the outcome? How did the Chain of Command respond to your
investigation and findings?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   OF THE COMMENTS INDICATING AN INVESTIGATION (FORMALLY OR INFORMALLY)
    WAS CONDUCTED, THE MAJORITY OF CASES INVOLVED FEMALE SOLDIERS,
    UNSPECIFIED FEMALES, OR THE PERSON WAS NOT SPECIFIED

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-   MOST OF THE CASES WERE INITIATED BY MALE NCOs, MALE SOLDIERS, OR
    MALE OFFICERS

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-   OF REPORTED OUTCOMES, MOST REPORT THEY WERE: UNSUBSTANTIATED,
    RECEIVED A REPRIMAND, OR WERE STILL UNDER INVESTIGATION

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```
-   WHEN SPECIFIED, THE CHAIN OF COMMAND WAS SUPPORTIVE OF THE
    INVESTIGATION AND THE FINDINGS

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q8: 1395

Question 8: CONTINUED

QUOTES:

-   "2 NCOs (1 MALE, 1 FEMALE). HE SAID SHE WAS PROMOTED BECAUSE SHE WAS
    SLEEPING WITH SO AND SO. HE WAS GIVEN A LETTER OF REPRIMAND"

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-   "IMPROPER COMMENTS - FEMALE AIT SOLDIER - ENGAGEMENT RING. NCO
    COMMENTED YOU ONLY GOT IT BECAUSE YOU GIVE GOOD HEAD. DOCUMENTED
    LETTER OF COUNSELING"

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-   "UNFOUNDED CASES - HE SAID, SHE SAID"

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-   "STAFF SERGEANT WATCHING A X-RATED SHOW ON DUTY. STARTED ASKING HIS
    CO-WORKER ABOUT HER SEXUAL PARTNER. STAFF SERGEANT RECEIVED A LETTER
    OF REPRIMAND FROM THE GENERAL"

MILITARY LEADER INTERVIEW PROTOCOL

Question 9: Have sexual harassment issues ever affected your unit's
ability to do its job? Other units on the installation?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST OF THE COMMENTS INDICATED THAT SEXUAL HARASSMENT ISSUES DO NOT
    AFFECT THEIR UNITS ABILITY TO DO ITS JOB

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-   OF THOSE COMMENTS INDICATING A NEGATIVE EFFECT:

BREAKS DOWN COHESION / NEGATIVE EFFECT ON MISSION

AFFECTS MORALE

DISTRACTION / DISRUPTION

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q9: 731

Question 9: CONTINUED

QUOTES:

-   "NO, A HARASSER (ACCUSED) COMES OUT OF THE ENVIRONMENT AND MISSION
    GOES ON"

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-   "ONE CASE CAUSED THE UNIT COHESION TO GO OUT THE WINDOW. INDIVIDUALS
    THAT MADE THE COMPLAINTS FELT THE COMMANDER WOULD NOT HELP THEM"

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-   "HAD AN INCIDENT THAT BROUGHT MORALE DOWN IN MY UNIT FOR A COUPLE OF
    MONTHS. COULD FEEL THE TENSION IN THE AIR"

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-   "ABSOLUTELY. IT'S DETRIMENTAL ANYTIME IT HAPPENS - IT AFFECTED OUR
    LOGISTICS OPERATION"

MILITARY LEADER INTERVIEW PROTOCOL

Question 10: Now, let's shift topics and talk about equal opportunity.
Have you personally attended or conducted training in the last 12
months? Probes: What kind of training? Attend or conduct? Who conducted?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST RESPONDED "YES"

NO DISTINCTION WAS MADE BETWEEN ATTENDING OR CONDUCTING TRAINING

-   WHEN ASKED WHAT KIND OF TRAINING THEY RECEIVED, MOST OF THE COMMENTS
    INDICATED EQUAL OPPORTUNITY AND SEXUAL HARASSMENT TRAINING

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-   MOST OF THE COMMENTS INDICATED TRAINING WAS CONDUCTED BY THE EORs

AND COMMANDERS

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q10: 1411

Question 11: Have you (personally) had training in the last 12 months on
preventing sexual harassment? Probes: What kind of training did you
have? Who conducted the training? Who attended from the chain of
command?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST RESPONDED "YES"

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-   WHEN ASKED WHAT KIND OF TRAINING THEY RECEIVED, MOST OF THE COMMENTS
    INDICATED CHAIN TEACHING

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-   MOST OF THE COMMENTS INDICATED TRAINING WAS CONDUCTED BY THE EORs
    AND

FIELD GRADE OFFICERS

-   WHEN ASKED WHO ATTENDED FROM THE CHAIN OF COMMAND, MOST OF THE
    COMMENTS

INDICATED THE ENTIRE CHAIN OF COMMAND WAS IN ATTENDANCE

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q11: 1391

Question 12: How effective is the required training in making soldiers
aware of behaviors that might be discrimination or harassment?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST OF THE COMMENTS INDICATED THAT THE TRAINING WAS "EFFECTIVE" AND
    IT MAKES YOU AWARE OF WHAT IS RIGHT AND WRONG

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-   SOME OF THE REASONS GIVEN FOR TRAINING NOT BEING EFFECTIVE WERE:

ONLY SOME WERE HEARING IT

DOESN'T CHANGE ATTITUDES

NEED MORE SPECIFIC / ADDITIONAL INFORMATION

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q12: 762

Question 12: CONTINUED

QUOTES:

-   "THE CHAIN TEACHING WAS VERY GOOD. BROUGHT UP THINGS THAT ARE

INAPPROPRIATE THAT WE DIDN'T REALLY KNOW WERE SEXUAL HARASSMENT"

-   "GETS ACROSS IN RIGHT WAY. KEY IS AWARENESS AND GETTING THEIR
    ATTENTION. IT DOES THAT. LETS THEM KNOW WHAT THE STANDARD IS AND
    WHAT THINGS WON'T BE TOLERATED"

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-   "I DON'T THINK ITS VERY EFFECTIVE. USUALLY DONE IN A CLASSROOM
    ENVIRONMENT, DOESN'T HOLD THEIR ATTENTION"

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-   "I DON'T THINK ITS EFFECTIVE IN CHANGING BEHAVIORS AND VALUES"

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-   "TRAINING IS BLAND AND BORING. NEEDS TO BE MORE CREATIVE IN TERMS OF
    SOLDIER INTEREST. DON'T WANT TOUCHY-FEELY, BUT GO TO GET AT THE
    SOURCE"

MILITARY LEADER INTERVIEW PROTOCOL

Question 13: How effective is the required training in actually
preventing/reducing behaviors that might be seen as any kind of
discrimination or harassment?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST OF THE COMMENTS INDICATED THAT TRAINING WAS "EFFECTIVE" AND IT
    MAKES

YOU AWARE OF ACCOUNTABILITY

-   SOME OF THE REASONS GIVEN FOR TRAINING NOT BEING EFFECTIVE WERE:

CANNOT CHANGE EVERYONE / SOME DO NOT WANT TO CHANGE

NOT EFFECTIVE (IN GENERAL)

DOESN'T PREVENT HARASSMENT FROM OCCURRING

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q13: 702

Question 13: CONTINUED

QUOTES:

-   "VERY EFFECTIVE IN PREVENTING AND REDUCING. KNOWLEDGE IS POWER"

"I BELIEVE IF SOMEONE WAS DOING IT, THEY'D THINK TWICE BEFORE THEY'D
CONSIDER IT

A SECOND TIME"

-   "A LEOPARD WON'T CHANGE HIS SPOTS"

"IT KEEPS THE HONEST PEOPLE HONEST, BUT DOESN'T TOUCH THE HARD CORE

VIOLATOR"

-   "NOT EFFECTIVE, THESE PATTERNS ARE INGRAINED"

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-   "THINK PEOPLE WILL BE MORE DISCREET. WON'T PREVENT IT OR REDUCE IT,
    JUST BE

MORE DISCREET"

MILITARY LEADER INTERVIEW PROTOCOL

Question 14: In your view, what elements of the Army's system have the
highest expertise and ability to prevent harassment or discrimination?
Respond to instances of harassment or discrimination? Probes: Press
beyond simple answers like "commanders".

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   WHEN INDIVIDUALS WERE MENTIONED, MOST OF THE COMMENTS INDICATED THE

FOLLOWING HAD THE MOST EXPERTISE AND ABILITY TO PREVENT HARASSMENT OR

DISCRIMINATION:

EO PERSONNEL

UNSPECIFIED LEADER / COMMANDER

NCOs

-   WHEN ELEMENTS WERE MENTIONED, MOST OF THE COMMENTS INDICATED THE

FOLLOWING HAD THE MOST EXPERTISE AND ABILITY TO PREVENT HARASSMENT OR

DISCRIMINATION:

CHAIN OF COMMAND

LEADERSHIP

EVERY INDIVIDUAL

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q14: 842

Question 14: CONTINUED

QUOTES:

-   'INDIVIDUAL' QUOTES: "EOA HAS THE HIGHEST EXPERTISE BECAUSE OF THEIR
    TRAINING.

THEY CAN HELP PEOPLE DEFINE THE TRUE MEANING OF

SEXUAL HARASSMENT OR DISCRIMINATION"

"COMMANDERS MOST IMMEDIATE EFFECT ON HOW A UNIT DOES

BUSINESS. IF THE COMMANDER IS WEAK AND ALLOWS THAT

TYPE OF BEHAVIOR, NO 'HELPERS' CAN FIX IT"

"IT'S EVERYONE'S RESPONSIBILITY, BUT NCOs ARE THE ONES

WHO NEED TO WATCH OUT FOR IT AND STOP IT WHEN IT

HAPPENS. THEY'RE CLOSEST TO THE SOLDIER"

-   'ELEMENT' QUOTES: "CHAIN OF COMMAND. THEY SEE IT, ALTHOUGH THEY'RE
    THE

ONES WHO CLOSE THEIR EYES AND IGNORE AND ARE PART OF

THE PROBLEM INSTEAD OF THE SOLUTION"

"SHOULD BE THE LEADERS, BECAUSE THEY SET THE CLIMATE FOR

THE UNIT. IF THEY ARE DOING WRONG, HOW CAN THEY EXPECT

THEIR SOLDIERS TO DO THE RIGHT THING"

"EVERYONE IN THE ARMY HAS A RESPONSIBILITY TO PREVENT

SEXUAL HARASSMENT OR DISCRIMINATION - IT HAS TO START

WITH SOLDIERS THEMSELVES"

MILITARY LEADER INTERVIEW PROTOCOL

Question 15: Does the system respond fairly to proven cases of
harassment or discrimination; do the punishments fit the offenses?
Probes: Why are punishments fair or unfair?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST OF THE COMMENTS INDICATED, "YES" THE PUNISHMENTS ARE FAIR AND
    IN SOME CASES THE FAIRNESS MAY NOT BE APPARENT BECAUSE EACH CASE IS
    DIFFERENT

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-   OF THE COMMENTS INDICATING THE SYSTEM WAS NOT FAIR, THE FOLLOWING

ARE SOME OF THE REASONS WHY THE SYSTEM IS PERCEIVED NOT TO BE FAIR:

NOT FAIR (UNSPECIFIED)

THE SYSTEM IS TOO LENIENT

PUNISHMENT DEPENDS ON LEVEL OF COMMAND

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q15: 738

Question 15: CONTINUED

QUOTES:

-   FAIR QUOTES: "YES, WHEN VALID, PUNISHMENTS FIT THE CRIMES. WHEN
    PEOPLE

SEE PUNISHMENT HAPPENING, IT'S A GOOD DETERRENT"

"YOUNGER SOLDIERS WOULD SAY NO BECAUSE THEY ARE NOT PRIVY

TO THE 3 HOURS OF DISCUSSION BETWEEN THE COMMANDER AND

COMMAND SERGEANT MAJOR, LOOKING AT THE WHOLE PERSON.

SOLDIERS CAN'T UNDERSTAND WHY 2 INDIVIDUALS MAY NOT GET

THE SAME PUNISHMENT. LEADERS DON'T GO BACK AND TELL THEM

WHY"

-   UNFAIR QUOTES: "PUNISHMENT IS UNFAIR - DOESN'T FIT THE CRIME"

"IN CERTAIN CIRCUMSTANCES MORE SHOULD BE DONE TO SOLDIERS

WHO ARE PROVEN TO HAVE HARASSED OR DISCRIMINATED AGAINST

SOMEONE. SOME NEED TO BE KICKED OUT OF THE ARMY. IF A

SOLDIER IS FOUND GUILTY, THEY SHOULD GET SLAMMED"

"SHOULD BE MORE ACCOUNTABILITY THE HIGHER YOU GO, HOWEVER,

THE OPPOSITE HAPPENS"

"GREAT VARIATION IN PUNISHMENT, DEPENDS UPON LEVEL OF

COMMAND HANDLING THE ISSUES"

MILITARY LEADER INTERVIEW PROTOCOL

Question 16: In your view, what needs to be done to reduce incidents of
sexual harassment in the Army? Probes: To insure a climate of dignity
and respect?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   EDUCATION / TRAINING / MENTORING

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-   CLARIFY / ENFORCE STANDARDS

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-   IMPROVE LEADERSHIP

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-   CONTINUOUS AWARENESS

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-   FASTER / STRICTER PUNISHMENT

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q16: 1158

Question 16: CONTINUED

QUOTES:

-   "BETTER QUALITY TRAINING, NOT THE OLD STAND UP, SHOW A CHART, SPEAK.
    NOT THE OLD 'PROPAGANDA' THEY SHOWED IN THE '70s. NEED TO UPDATE OUR
    FILM LIBRARY AND COME ON LINE WITH THE TIMES THROUGH BETTER,
    INNOVATIVE, PARTICIPATIVE TRAINING"

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-   "ENFORCE THE STANDARDS - SYSTEM ALREADY IN PLACE"

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-   "NEEDS TO BE MORE COMMAND INVOLVEMENT. HIGHER COMMAND LEVEL NEEDS TO
    GET MORE INVOLVED. DON'T HAVE A DEAF EAR, ALWAYS BE AVAILABLE. LET
    YOUR PRESENCE BE KNOWN 7 DAYS A WEEK. LEADERS SET THE TONE FOR
    PROBLEMS WITH UNITS"

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-   "INCREASE AWARENESS AT ALL LEVELS. ENSURE THAT ALL LEVELS ARE AWARE,
    TRAINED, AND EDUCATED. PREVENT ASSUMPTION THAT ALL LEADERS ARE WELL
    AWARE AND PREPARED TO DEAL WITH SEXUAL HARASSMENT / EO ISSUES"

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```
-   "PINCH A BUTT, GO TO JAIL"

MILITARY LEADER INTERVIEW PROTOCOL

Question 17: Do you have any other comments you would like to make?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   POSITIVE COMMENTS: POSITIVE TRAINING / TEACHING ISSUES

POSITIVE LEADERSHIP ISSUES

POSITIVE STANDARDS / VALUES ISSUES

POSITIVE MONITORING / ADDRESSING OF PROBLEM

-   NEGATIVE COMMENTS: DOWNSIZING / LACK OF RESOURCES AND PERSONNEL
    ISSUES

NEGATIVE LEADERSHIP ISSUES

NEGATIVE TRAINING / TEACHING ISSUES

OPTEMPO ISSUES

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q17: 697

Question 17: CONTINUED

QUOTES:

-   POSITIVE QUOTES:

"TRY TO EDUCATE SOLDIERS. TALK ABOUT VALUES/BELIEFS MORE. WORK ON YOUNG

SOLDIERS AND REFRESH OLD SOLDIERS"

"GREAT EFFORTS SHOULD BE MADE FOR SENIOR LEADERS TO MENTOR SUBORDINATES
IN

CORE VALUES RELATED TO MORAL DIMENSION OF LEADERSHIP. GENERATION Xers

COMING OUT OF USMA AND ROTC HAVE MORE IN COMMON WITH THEIR SOLDIERS THAN

DO THEIR SENIOR LEADERS. SENIOR LEADERS MUST MAKE THE EFFORT TO

UNDERSTAND GENERATION Xers"

"MORALS AND VALUES TEACHES LEADERSHIP. EDUCATE IN FIRST WEEK AND REFRESH

ONCE IN A WHILE"

"THE SECRETARY OF THE ARMY IS DOING A GOOD JOB. SOLDIERS GENUINELY
RESPECT

HOW AND WHAT HE'S TRYING TO DO FOR SOLDIERS AND THEIR FAMILIES"

MILITARY LEADER INTERVIEW PROTOCOL

Question 17: CONTINUED

QUOTES:

-   NEGATIVE QUOTES:

"END THE DRAWDOWN. IF WE DRAWDOWN ANYMORE, WE'LL GO BEYOND WHAT WE'RE

CAPABLE OF DOING. FEWER PEOPLE, MORE MISSIONS, FEWER RESOURCES, MORE

DEPLOYMENTS"

"PERCEPTION OF ZERO TOLERANCE FOR DEFECTS-THAT'S THE PERCEPTION HERE. I
HAVE

ONE COMPANY COMMANDER WHO FEELS MAKING A MISTAKE IS A CAREER ENDER. I

HAVE ANOTHER COMMANDER WHO HAS MADE MISTAKES AND LEARNED FROM THEM.

WHAT A DIFFERENCE! IF WE GROW GENERATIONS OF LEADERS WHO ARE LOOKING

OVER THEIR SHOULDER, THAT'S BAD. I'M WORRIED ABOUT IT"

"LECTURE IS SHOWN TO BE THE LEAST EFFECTIVE FORM OF LEARNING. VIDEOS ARE
THE

SAME WAY. MOST EFFECTIVE LEARNING WOULD BE IN A SMALL GROUP DISCUSSION,

ACTIVE PARTICIPATION"

"OPERATIONS TEMPO (OPTEMPO) TAKES AWAY FROM CREATING 'PROFESSIONAL'

SOLDIERS. NO TIME TO TEACH MORAL COURAGE"

MILITARY LEADER INTERVIEW PROTOCOL

**EQUAL OPPORTUNITY ADVISOR INTERVIEW**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Interviewer**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Subject's Current Assignment**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Subject's Gender**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Location Code**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Date**

**1. We'll begin with the climate on this installation. What are the
positive and negative aspects of life at
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_?**

**Probes: To what extent do you see senior leaders as responsible for**

**these positive or negative aspects?**

**2. Thinking about your current duty position, [and without respect to
its]{.underline} [career implications]{.underline}, would you say it is
enjoyable or frustrating?**

**Probes: What's most enjoyable about your duty position?**

**What's most frustrating about your duty position?**

**3. Are improper relationships between soldiers of different ranks
tolerated in your units?**

**Probes: What specific instances? What grades? Evidence of**

**command tolerance?**

**4. How do senior leaders at this installation ensure an EO climate of
respect and dignity for all soldiers?**

**Probes: Do leaders approach issues of climate aggressively?**

**Deliberately? How? Avoid references to what leaders**

**[say]{.underline}, focus on what they [do]{.underline}.**

**5. Do commanders in this unit make honest and reasonable efforts to
stop discrimination or sexual harassment?**

**Probes: Examples?**

**6. Do you think the subordinate leaders (squad level and up) in your
units make honest and reasonable efforts to stop discrimination or
sexual harassment?**

**Probes: What do they do to stop discrimination or harassment? Do**

**they seek your advice? How do they handle formal and**

**informal complaints?**

**7. Do you feel free to inquire or pursue allegations of discrimination
or sexual harassment without being over supervised or influenced?**

**Probes: If yes, why do they have that confidence. If no, why not?**

**8. Thinking about the complaint process, are the current procedures
effective?**

**Probes: What are the positives or negatives? What levels work best**

**or least?**

**9. Now we want to talk about EO staffing, who is your rater and where
is the EO office in the command structure (Command Group, DPCA, DCSPER,
G1\...)?**

**Probes: How often do you meet or talk with your commander? Do you
attend staff meetings?**

**10. Have any EO or sexual harassment issues ever affected your unit's
ability to do its job? Other units on the installation?**

**Probes: Examples? What is the effect?**

**11. In your unit, how are EO representatives utilized?**

**12. How responsive are members of your unit to EO and sexual
harassment training?**

**Probes: Who attended from the Chain of Command?**

**13. How effective is the required training in [making
soldiers/personnel]{.underline} [aware of behaviors]{.underline} that
might be discrimination or sexual harassment?**

**Probes: Who conducted the training? What training methods do**

**you use when you train? How often do you conduct**

**training?**

**14. How effective is the required training in actually
[preventing/reducing]{.underline} [behaviors]{.underline} that might be
seen as any kind of discrimination or sexual harassment?**

**Probes: What are "fixes?"**

**15. In your view, what elements of the Army's system have the highest
expertise and ability to [prevent]{.underline} sexual harassment or
discrimination? [Respond]{.underline} to instances of harassment or
discrimination?**

**Probes: Press beyond simple anslwers like "commanders." Probe**

**for the next highest expert, as well as the least.**

**16. Does the system respond fairly to [proven]{.underline} cases of
sexual harassment or discrimination; do the punishments fit the
offenses?**

**Probes: Why are the punishments fair or unfair?**

**17. In your view, what needs to be done to reduce incidents of EO and
sexual harassment violations in the Army?**

**Probes: If you had the mission of improving the climate of dignity**

**and respect in the Army, where would you start?**

**18. Do you have any other comments you would like to make?**

**THANK YOU FOR YOUR PARTICIPATION. PLEASE REMEMBER TO KEEP EVERYTHING
WE'VE DISCUSSED CONFIDENTIAL.**

Question 1: We'll begin with the climate on this installation. What are
the positive and negative aspects of life here?

FINDINGS:

-   89 POSITIVE COMMENTS WERE PROVIDED:

QUALITY OF LIFE FACTORS

LEVEL OF SUPPORT FOR EOs

COMMAND CLIMATE

-   71 NEGATIVE COMMENTS WERE PROVIDED:

LEADERSHIP (LACK COMMAND SUPPORT, COMMUNICATION)

FAMILY PROBLEMS AND LIVING FACILITIES

LACK OF EO SUPPORT

OTHER EO ISSUES (RACISM, UNDERSTAFFING, GENDER DISCRIMINATION)

Equal Opportunity Advisor Interview

N of Comments for Q1= 188

Question 1: CONTINUED

QUOTES:

-   "MILITARY POPULATION ACCEPTS DIVERSITY BETTER THAN CIVILIAN"

-   "SENIOR LEADERS ARE AWARE OF POLICY AND TRY TO SET THE EXAMPLE"

-   "OVER ALL COMMUNITY HAS STRONG, GOOD CLIMATE"

-   "LACK OF TAKING CARE OF SOLDIERS BY THE SR NCO'S. PEOPLE ARE AFRAID
    TO COMPLAIN, WILL BE TARGETED AS A WHISTLE BLOWER AND TARGETED FOR
    ELIMINATION"

-   "EO OFFICER IS USELESS. HE IS TOO FAR AWAY AND WON'T LISTEN TO THE
    FACTS"

-   "A HIDDEN FEAR OF REPRISAL. THEY FEAR TO GO TO THE CHAIN OF COMMAND.
    THEY FEEL THEY ARE AFRAID TO REPORT VIOLATIONS IF THEY DON'T HAVE
    PROOF TO BACK UP ALLEGATIONS"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 2: Thinking about your current duty position and without
respect to its career implications, would you say it is enjoyable or
frustrating?

FINDINGS:

-   41% OF THE COMMENTS NOTED ENJOYABLE ASPECTS OF THE EO JOB:

HELPING SOLDIERS

TALKING WITH/WORKING WITH SOLDIERS

TEACHING EO TO SOLDIERS

-   58% OF THE COMMENTS NOTED FRUSTRATING ASPECTS OF THE EO JOB:

LACK OF EO SUPPORT

SHORTAGE OF PERSONNEL/RESOURCES

LACK OF COMMANDERS' UNDERSTANDING THE EO SYSTEM

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS TO Q2 = 165

Question 2: CONTINUED

QUOTES:

-   "ENJOYABLE BECAUSE I LIKE HELPING SOLDIERS"

-   "ENJOY DEALING WITH / INTERACTING WITH SOLDIERS / SHARING
    INFORMATION"

-   "ENJOY GETTING A CHANCE TO TEACH ABOUT A PROGRAM THAT I THINK IS
    MORE IMPORTANT THAN ANY OTHER PROGRAM A COMMANDER HAS. I GET TO
    EDUCATE FOLKS"

-   "FRUSTRATING BECAUSE THE COMMAND SUPPORT IS NOT THERE"

-   "FRUSTRATING BECAUSE OF THE LACK OF RESOURCES (PEOPLE, TIME, AND
    AUTOMATION)"

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-   "FRUSTRATING DEALING WITH COMMANDERS THAT DON'T BELIEVE / UNDERSTAND
    THE PROGRAM"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 3: Are improper relationships between soldiers of different
ranks tolerated in your units?

FINDINGS:

-   16% OF THE COMMENTS SAID THAT IMPROPER RELATIONSHIPS ARE TOLERATED
    IN THEIR UNITS. MOST FREQUENTLY MENTIONED WERE RELATIONSHIPS BETWEEN
    SOLDIERS IN THE SAME COMPANY

-   51% OF THE COMMENTS SAID THAT IMPROPER RELATIONSHIPS ARE NOT
    TOLERATED

-   19% OF THE COMMENTS SAID THAT IMPROPER RELATIONSHIPS ARE NOT OPENLY
    TOLERATED, BUT THEY OCCUR IN THEIR UNITS "SWEPT UNDER THE RUG\--NO
    BLEMISH ON MY WATCH"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS TO Q3: 75

Question 3: CONTINUED

QUOTES:

-   "IT DOES HAPPEN BUT CDR DOESN'T TOLERATE. WHEN CMC BECOMES AWARE,
    THEY ACT IMMEDIATELY"

-   "COMMANDER PERSONALLY TAUGHT EO CLASS AND HAS STATED A FIRM POLICY"

-   "IT SEEMS LIKE IT'S ENFORCED ACCORDING TO PERSONAL MORAL STANDARDS"

-   "COMMAND IS AWARE BUT TURNS A BLIND EYE"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 4: How do senior leaders at this installation ensure an EO
climate of respect and dignity for all soldiers?

FINDINGS:

-   EOAs MENTIONED A WIDE VARIETY OF LEADER ACTIONS

-   MOST FREQUENTLY MENTIONED WERE

ACTIVELY SUPPORT THEIR EOA

BE PROACTIVE IN THEIR CONCERN FOR SOLDIERS

ENSURE NEW MEMBERS OF THE ORGANIZATION RECEIVE EO TRAINING

-   EOAs ALSO MENTIONED THAT LEADERS NEED TO KEEP THEMSELVES TRAINED IN
    ORDER TO HAVE AN EFFECTIVE EO PROGRAM

-   SPECIFIC ACTIVITIES USED SUCCESSFULLY AT SOME INSTALLATIONS INCLUDE
    COMMANDERS KEEPING A "REAL" OPEN DOOR POLICY, WRITING A MONTHLY
    NEWSLETTER EMPHASIZING EO, HOLDING SENSING SESSIONS, HAVING ETHNIC
    OBSERVANCES, AND "LEADER FOR A DAY" PROGRAM FOR NCOs

-   ALTHOUGH MANY COMMENTS INDICATE AN EFFORT IS BEING MADE, SOME
    COMMENTS SUGGEST THAT THE EFFORT IS REACTIVE OR INSINCERE

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS FOR Q4 = 110

Question 4: CONTINUED

QUOTES:

-   "HAVE QUARTERLY LEADERSHIP CONFERENCE, EOA PARTICIPATES. BRIEFS
    INDIVIDUALS ON EO. CDR VERY PROACTIVE"

-   "BY SENDING A MESSAGE THAT INAPPROPRIATE BEHAVIOR WILL NOT BE
    TOLERATED"

-   "THE INSTALLATION CDR AND CSM TOOK AN ACTIVE ROLE IN INSURING A
    POSITIVE CLIMATE"

-   "LEADERS APPROACH THE ISSUE AGGRESSIVELY"

-   "THEY DON'T UNLESS WE KEEP ON THEM"

-   "POLICY LETTERS - THEY DO THEIR TRAINING BUT I THINK THEY DO THE
    MINIMUM. I DON'T THINK THEY REALLY CARE"

-   "LEADERSHIP ENSURES SOLDIERS GET THE HELP THEY NEED UNLESS IT IS A
    COMPLAINT AGAINST A LEADER"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 5: Do commanders in this unit make honest and reasonable
efforts to stop discrimination or sexual harassment?

FINDINGS:

-   41% OF THE COMMENTS SAID THAT COMMANDERS MAKE HONEST AND REASONABLE
    EFFORTS TO STOP HARASSMENT

-   EXAMPLES OF POSITIVE COMMANDER ACTIONS INCLUDE SHOWING COMMITMENT TO
    THE EO PROGRAM, USING THEIR EOA AS AN ADVISOR, PROVIDING POLICY
    LETTERS AND IN ALL COMMUNICATION SUPPORTING EO

-   13% OF THE COMMENTS SAID THAT COMMANDERS WERE NOT MAKING HONEST AND
    REASONABLE EFFORTS TO STOP HARASSMENT

-   EXAMPLES OF NEGATIVE COMMANDER ACTIONS INCLUDE COMMANDERS NOT TAKING
    EO SERIOUSLY, RELUCTANCE TO REPORT INCIDENTS UP THE CHAIN OF
    COMMAND, AND SHOWING FAVORITISM

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS TO Q5 = 116

Question 5: CONTINUED

QUOTES:

-   "CDRS BRIEF THEIR SOLDIERS WHEN THEY ARRIVE AND TELL THEM THEY DON'T
    TOLERATE IT AND THEY REEMPHASIZE THEIR POLICIES ON SH"

-   "THE COMMANDER HAS MADE IT CLEAR THAT HE SUPPORTS EO AND
    PARTICIPATES IN THE DIFFERENT EO PROGRAMS"

-   "VERBAL HARASSMENT IS NOT BEING STOPPED. LEADERS CAN DO IT, SO CAN
    I"

-   "COMPANY LEVEL ARE AFRAID OF COMPLAINTS. OFTEN TRY TO HIDE ISSUES
    FROM BN CDR"

-   "THEY MAKE THE EFFORT BUT THE END RESULT SAYS ANOTHER THING. A LOT
    OF THINGS ARE COVERED UP. SOLDIERS CONFIDE IN ME BUT ARE AFRAID OF
    REPRISALS"

-   "ALL DEPENDS ON WHO YOU ARE. IF THE CMD LIKES THE INDIVIDUAL, THEY
    WILL HANDLE THE SITUATION"

-   "HAVE SEEN CASES THAT SHOULD HAVE BEEN SUBSTANTIATED BUT WERE FOUND
    UNSUBSTANTIATED BECAUSE THEY PUT THEIR OWN INTERPRETATION INTO THE
    SITUATION WITHOUT CONSULTING THEIR EOA'S FOR ADVICE ON HOW TO
    HANDLE"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 6: Do you think the subordinate leaders (squad level and up) in
your units make honest and reasonable efforts to stop discrimination or
sexual harassment?

FINDINGS:

-   52% OF THE COMMENTS SAID THAT SUBORDINATE LEADERS MAKE HONEST AND
    REASONABLE EFFORTS TO STOP HARASSMENT

-   EXAMPLES OF SUBORDINATE LEADERS POSITIVE ACTIONS INCLUDE TRYING TO
    HANDLE COMPLAINTS AT THE LOWEST LEVEL AND SEEKING ADVICE FROM THE
    EOA

-   42% OF THE COMMENTS WERE EITHER NEGATIVE OR MIXED IN THEIR REVIEW OF
    SUBORDINATE LEADERS' EFFORTS TO STOP HARASSMENT

-   EXAMPLES OF NEGATIVE ACTIONS INCLUDE PROTECTING THE ACCUSED, NOT
    SEEKING EOA ADVICE, AND LACKING KNOWLEDGE OF THE EO PROGRAM

EQUAL OPPORTUNITY ADVISOR INTERVIEWS

N OF COMMENTS ON Q6 = 120

Question 6: CONTINUED

QUOTES:

-   "MAKE ON THE SPOT CORRECTIONS. TELL FOLKS WHEN THEY MAKE OFF COLORED
    REMARKS, ASK IF SOMETHING IS OFFENSIVE"

-   "WE TEACH THAT IF YOU CAN HANDLE IT AT THE LOWEST LEVEL, THEN YOU'RE
    GOOD"

-   "BECAUSE THEY SEEK THE EOA'S ADVISE. THEY ALSO SHOW A GENUINE
    CONCERN TO FIX PROBLEMS"

-   "MIDDLE MANAGEMENT (NCO), SSG AND SGT ARE FAILING. NOT DOING THE
    JOB"

-   "THEY ACCOMMODATE THE BEHAVIOR AND LAUGH RIGHT ALONG WITH IT"

-   "SUBORDINATE LEADERS DO NOT SEEK THE EOA'S ADVICE"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 7: Do you feel free to inquire or pursue allegations of
discrimination or sexual harassment without being over supervised or
influenced?

FINDINGS:

-   54% OF COMMENTS SAID EOAs FEEL FREE TO PURSUE ALLEGATIONS

-   THE MOST COMMON REASONS GIVEN FOR FEELING FREE TO INVESTIGATE
    INCLUDE HAVING AN OPEN RELATIONSHIP WITH THE COMMANDER, HAVING THE
    COMMANDER GIVE THEM FREE REIN TO MANAGE THEIR EO PROGRAM, AND HAVING
    FREQUENT CONTACT WITH THE BRIGADE COMMANDER

-   14% OF COMMENTS SAID EOAs DO NOT FEEL FREE TO PURSUE ALLEGATIONS

-   OF THOSE WHO DO NOT FEEL FREE TO PURSUE ALLEGATIONS, FEAR OF
    COMMANDERS, NOT ALLOWING THE EOA TO TALK WITH SOLDIERS, AND
    RETRIBUTION FOR SOLDIERS WHO DO REPORT TO THE EOA WERE MENTIONED

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q7 = 112

Question 7: CONTINUED

QUOTES:

-   "YES, BECAUSE OUR BRIGADE COMMANDER SUPPORTS AND LISTENS TO ME"

-   "YES, MY COLONEL AND I HAVE CONTRACTED. HE SEES ME AS HIS EYES AND
    EARS. THE COMMANDER HAS AN OPEN DOOR AND I CAN GET HIS ADVICE ON
    ISSUES"

-   "NO, DON'T HAVE FREE REIN TO TALK TO SOLDIERS. IF HE TALKS TO
    SOLDIERS AND THEY ADDRESS CONCERNS AND HE TAKES THEM TO BATTALION,
    THE ONLY QUESTION HE GETS ASKED IS, 'WHY WERE YOU OUT IN THE
    COMPANIES TALKING TO SOLDIERS ANYWAY?' HIS OWN BOSS ASKS THE SAME
    QUESTION"

-   "NO, HAS BEEN PERSONALLY / PROFESSIONALLY THREATENED FOR DOING THE
    RIGHT THING / JOB EFFECTIVE ACTIONS AS AN EOA"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 8: Thinking about the complaint process, are the current
procedures effective?

FINDINGS:

-   ONLY 17% OF COMMENTS SAID THE PROCEDURES WERE EFFECTIVE AND 10% SAID
    THEY WERE NOT EFFECTIVE

-   MOST OF THE REMAINING COMMENTS FOCUSED ON NEGATIVE ASPECTS OF THE
    CURRENT SYSTEM\--MOST FREQUENTLY MENTIONED WERE:

NEEDING LONGER TIMELINES FOR INVESTIGATIONS

MAKING ALL COMPLAINTS FORMAL

NEEDING SAFEGUARD AGAINST REPRISALS FOR THOSE WHO REPORT

EOAs NEED MORE INFORMATION ON COMPLAINT PROCEDURES

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q8 = 171

Question 8: CONTINUED

QUOTES:

-   "I BELIEVE THE COMPLAINT PROCEDURES STATED IN AR 600-20 ARE GOOD IF
    THEY ARE FOLLOWED BY THE COMMANDERS"

-   "CROSS CHECK AND BALANCE WITH FORMAL COMPLAINTS - EVERYONE IS
    LOOKING AT EVERYONE'S WORK"

-   "TIMELINES ARE TOO SHORT. THEY NEED TO BE EXTENDED. NEED MORE TIME
    TO RESEARCH THE COMPLAINT. EVERYTHING IS RUSHED"

-   "ALL COMPLAINTS SHOULD BE FORMAL"

-   "THE PROCEDURES ARE IN PLACE BUT THERE IS A TREMENDOUS RELUCTANCE TO
    REPORT FOR FEAR OF BRINGING UNWANTED ATTENTION OR BEING ISOLATED BY
    OTHERS"

-   "EFFECTIVE, HOWEVER, FEAR OF RETRIBUTION KEEPS PEOPLE FROM COMING
    FORWARD"

-   "AR 600-20 IS TREMENDOUSLY VAGUE AND SUBJECT TO INTERPRETATION"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 9: Now we want to talk about EO staffing, who is your rater and
where is the EO office in the command structure? How often do you meet
with your commander? Do you attend staff meetings?

FINDINGS:

-   OF THE 58 COMMENTS GIVEN, THE MOST FREQUENTLY MENTIONED RATERS WERE
    THE COMMAND SERGEANT MAJOR AND THE CHIEF OF STAFF. A WIDE VARIETY OF
    RATERS WERE MENTIONED AND INCLUDED SUCH DIVERSE RATERS AS THE EEO
    OFFICER AND THE DPCA

-   OF THE 34 COMMENTS ON COMMAND STRUCTURE, THE MOST COMMON LOCATION
    FOR THE EO OFFICE WAS IN THE COMMAND GROUP

-   OF THE 41 COMMENTS GIVEN, 39% SAID THEY MET WITH THEIR COMMANDER AT
    LEAST ONCE A WEEK AND ANOTHER 22% SAID THEY HAD UNSCHEDULED MEETINGS
    ANY TIME THEY NEEDED TO SEE THE COMMANDER

-   OF THE 34 COMMENTS GIVEN, 76% OF THE EOAs SAID THEY ATTEND STAFF
    MEETINGS

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q9: 71

Question 10: Have any EO or sexual harassment issues ever affected your
units' ability to do its job? What is the effect?

FINDINGS:

-   48% OF THE COMMENTS SAID NO, THEIR UNITS HAVE NOT BEEN EFFECTED

-   37% OF THE COMMENTS SAID THEIR UNITS HAVE BEEN EFFECTED IN THE
    FOLLOWING WAYS:

CAUSES DIVISIVENESS IN THE UNIT WITH PEOPLE TAKING SIDES

CREATES STATIC\--A NEGATIVELY CHARGED ATMOSPHERE

MORALE PROBLEMS ARE THE END RESULT

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q10 = 95

Question 10: CONTINUED

QUOTES:

-   "NO, MAYBE THE MORALE, BUT THE MISSION CONTINUED"

-   "CAUSED THE UNIT TO SPLIT ALMOST IN HALF - 'FOR VS AGAINST' - LACK
    OF TRUST"

-   "YES, IT HAD A POLARIZING EFFECT, MALE OFFICERS / SENIOR NCOs ARE
    WALKING ON EGG SHELLS"

-   "THREAT OF SEXUAL HARASSMENT OR A COMPLAINT. MEN LIVING IN FEAR
    (AFFECTS JOB PERFORMANCE)"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 11: In your units, how are EO representatives utilized?

FINDINGS:

-   CONDUCT UNIT TRAINING

-   ADVISE / ASSIST THE COMMANDER

-   CONDUCT ETHNIC OBSERVANCES

-   PROVIDE CLASSES TO NEW LEADERS

-   OTHER ACTIVITIES INCLUDED HANDLING INFORMAL COMPLAINTS, ASSISTING IN
    QUARTERLY REPORTING, AND GATHERING INFORMATION

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q11 = 140

Question 11: CONTINUED

QUOTES:

-   "PROMOTING CULTURAL AWARENESS WITH COMPANIES AND SUPPORTING THE EO
    PROGRAM"

-   "ASSIST WITH TRAINING, COUNSELING, AND DATA COLLECTION"

-   "MEDIATORS - NOT PURSUING FORMAL COMPLAINTS, THINK THEY ARE HANDLING
    ONLY INFORMAL COMPLAINTS"

-   "THEY ASSIST IN SENSING SESSIONS, SURVEYS, COMPANY TRAINING, ETHNIC
    SERVICES, AND ASSIST IN REPORTS"

-   "THE TRAINING INCLUDES THE COMPANY COMMANDER IN MOST CASES"

-   "RARELY IS THE SENIOR LEADERSHIP ATTENDING EO TRAINING. THEY ENSURE
    SOLDIERS ATTEND, BUT DO NOT MAKE AN APPEARANCE THEMSELVES"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 12: How responsive are members of your unit to EO and sexual
harassment training? Who attended from the Chain of Command?

FINDINGS:

-   OF THE 82 COMMENTS ON RESPONSIVENESS OF UNIT MEMBER TO TRAINING, 38%
    SAID UNIT MEMBERS WERE RESPONSIVE TO TRAINING

-   ANOTHER 23% SAID TRAINING WAS EFFECTIVE AT SOME LEVELS, BUT NOT
    OVERALL

-   16% SAID TRAINING WAS NOT EFFECTIVE

-   OF THE 39 COMMENTS ON WHO ATTENDED, 51% SAID SOMEONE IN THE CHAIN OF
    COMMAND ATTENDS

-   THE REMAINING COMMENTS CENTERED ON THE LACK OF TRAINING ATTENDANCE
    BY SENIOR LEADERS

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q12:

Question 12: CONTINUED

QUOTES:

-   "VERY RESPONSIVE BECAUSE COMMANDERS DON'T TOLERATE SEXUAL
    HARASSMENT"

-   "REACTIVE - JUST IN REACTION TO INCIDENTS, OVERKILL REACTION"

-   "INITIALLY THERE'S SKEPTICISM AND RELUCTANCE. WHEN REINFORCED BY
    CHAIN OF COMMAND, IT'S MORE EFFECTIVE"

-   "THE TRAINING INCLUDES THE COMPANY COMMANDER IN MOST CASES"

-   "RARELY IS THE SENIOR LEADERSHIP ATTENDING EO TRAINING. THEY ENSURE
    SOLDIERS ATTEND, BUT DO NOT MAKE AN APPEARANCE THEMSELVES"

-   "COMMANDERS DO NOT GIVE THEM THE SUPPORT THEY DESIRE"

```{=html}
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-   "SOLDIERS DO NOT KNOW WHO THEIR EOR'S ARE. THE CDRS DO NOT UTILIZE
    THEIR EOR'S; THE EOR'S ARE IN NAME ONLY"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 13: How effective is the required training in making
soldiers/personnel aware of behaviors that might be discrimination or
sexual harassment? Who conducts the training? What training methods do
you use when you train? How often do you conduct training?

FINDINGS:

-   OF THE 61 COMMENTS ON TRAINING EFFECTIVENESS, 67% SAID THE REQUIRED
    TRAINING WAS EFFECTIVE IN MAKING SOLDIERS AWARE OF BEHAVIOR THAT
    MIGHT BE DISCRIMINATION OR HARASSMENT

-   OF THE 35 COMMENTS THAT IDENTIFIED THE TRAINER, 80% SAID EITHER THE
    EOA OR THE EOR CONDUCTS TRAINING; COMMANDERS WERE THE ONLY OTHER
    GROUP MENTIONED

-   IN THE 97 COMMENTS THAT IDENTIFIED TRAINING METHODS, SMALL GROUP
    DISCUSSIONS, VIDEOS AND LECTURES WERE MOST FREQUENTLY MENTIONED AS
    METHODS USED

-   OF THE 27 COMMENTS THAT REPORTED HOW OFTEN TRAINING WAS CONDUCTED,
    41% SAID QUARTERLY, 15% BIANNUALLY, AND 15% AS REQUIRED

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q13: 69

Question 14: How effective is the required training in actually
preventing/reducing behaviors that might be seen as any kind of
discrimination or sexual harassment? What are the "fixes?"

FINDINGS:

-   OF THE 71 COMMENTS ASSESSING TRAINING EFFECTIVENESS, 44% SAID
    TRAINING WAS EFFECTIVE IN PREVENTING/REDUCING BEHAVIORS THAT MIGHT
    BE DISCRIMINATION OR HARASSMENT, 31% HAD A MIXED ASSESSMENT, AND 25%
    DID NOT BELIEVE TRAINING WAS

    EFFECTIVE

-   OF THE 40 COMMENTS RECOMMENDING "FIXES":

COMMAND CLIMATE ISSUES

CHANGES TO TRAINING CONTENT

USE OF MORE EFFECTIVE TRAINING METHODS

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q14: 70

Question 14: CONTINUED

QUOTES:

-   "IT IS EFFECTIVE. I SEE THE DIFFERENCE, THE SENSITIVITY LEVEL HAS
    DEFINITELY INCREASED THROUGH THE TRAINING"

-   "DEPENDS ON WHO IS TEACHING THE CLASS"

-   "I HAD A LIEUTENANT COLONEL GET UP ON ME WHEN I WAS CONDUCTING THE
    TRAINING AND SAID, 'I DON'T HAVE TO STAY AND LISTEN TO THIS CRAP'"

-   "AGAIN, HAS TO DO WITH LEADERSHIP. IF HAVE GOOD COMMAND CLIMATE,
    SOLDIERS WILL KNOW THAT AND COME TO YOU"

-   "EMPHASIS ONLY ON WOMEN - ALWAYS GEARED ON WOMEN, SHOULD BE ON THE
    TOTAL ARMY SOLDIER"

-   "GOOD TOOL IF AUDIENCE PARTICIPATES - IF THEY HAVE OPPORTUNITY TO
    TALK ABOUT WITH GROUP DISCUSSION AND INTERACTION"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 15: In your view, what elements of the Army's system have the
highest expertise and ability to prevent sexual harassment or
discrimination? The least? Respond to instances of harassment or
discrimination?

FINDINGS:

-   OF THE 86 COMMENTS THAT IDENTIFIED AN ELEMENT, 41% SAID THE EOA HAS
    THE HIGHEST EXPERTISE AND ABILITY TO PREVENT HARASSMENT OR
    DISCRIMINATION

-   23% OF THE COMMENTS IDENTIFIED COMMANDERS AS HAVING THE HIGHEST
    EXPERTISE

-   13% IDENTIFIED JUNIOR NCOs SINCE THEY HAVE THE MOST DIRECT CONTACT
    WITH YOUNGER SOLDIERS

-   ONLY 18 COMMENTS WERE RECEIVED IDENTIFYING THE ELEMENT WITH THE
    LEAST EXPERTISE\--JUNIOR ENLISTED SOLDIERS AND BRIGADE COMMANDERS
    AND UP TIED WITH 7 COMMENTS EACH

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q15: 71

Question 16: Does the system respond fairly to proven cases of sexual
harassment or discrimination; do punishments fit the offenses?

FINDINGS:

-   OF THE 69 COMMENTS ON FAIR RESPONSES, 46% SAID YES, THE SYSTEM DOES
    RESPOND FAIRLY

-   28% OF THE RESPONSES SAID THAT THE SYSTEM DOES NOT RESPOND FAIRLY,
    THE REMAINDER WERE UNSURE OR UNCERTAIN

-   OF THE 63 COMMENTS CONCERNING WHETHER OR NOT THE PUNISHMENT FITS THE
    CRIME, 22% SAID THE PUNISHMENT FITS THE CRIME

-   21% SAID PUNISHMENTS ARE TOO LIGHT, 17% SAID THE PUNISHMENTS ARE
    APPLIED INCONSISTENTLY, AND ANOTHER 11% SIMPLY SAID NO

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS ON Q16: 71

Question 16: CONTINUED

QUOTES:

-   "YES, FOR THE PROVEN CASES OF SEXUAL HARASSMENT OR DISCRIMINATION
    THE SYSTEM IS OVERALL FAIR"

-   "ON A CASE BY CASE BASIS, NO. THE SYSTEM DOESN'T RESPOND FAIRLY. IT
    DEPENDS ON WHAT THAT COMMANDER'S ATTITUDE IS ABOUT EO"

-   "PUNISHMENT IS FAIR OVERALL"

-   "NO, PUNISHMENTS ARE TOO LIGHT, DON'T FIT THE OFFENSES"

-   "NO, BECAUSE COMMANDERS ARE UNWILLING TO RUIN A SENIOR LEADERS
    CAREER SO THEY DISCOUNT THE VICTIM AND GIVE A PUNISHMENT THAT
    DOESN'T TAKE INTO ACCOUNT THE SEVERITY OF THE OFFENSE"

-   "NO, PUNISHMENTS DON'T FIT OFFENSE - THE HIGHER RANK YOU ARE, THE
    LESS PUNISHMENT YOU WILL GET"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

Question 17: In your view, what needs to be done to reduce incidents of
EO and sexual harassment violations in the Army?

FINDINGS:

-   THE MOST FREQUENTLY MENTIONED SOLUTION WAS MORE EDUCATION/TRAINING
    (21%)

-   EOAs ALSO SUGGESTED TRAINING SHOULD INCLUDE ALL LEVELS\--INCLUDING
    GENERAL OFFICERS AND THAT THIS TRAINING SHOULD BE LEVEL SPECIFIC

-   SUGGESTED CHANGES TO THE STRUCTURE OF THE EO SYSTEM INCLUDED

FORMING AN EO MOS

MAKING THE EOA PART OF CID OR IG WITH INVESTIGATIVE POWERS

INCREASING THE NUMBER OF EOAs

REQUIRING ALL EORs BE E6 OR E7 IN RANK

-   NOTED THAT COMMANDERS MUST SUPPORT THE EO PROGRAM FOR IT TO BE
    EFFECTIVE

EQUAL OPPORTUNITY ADVISOR INTERVIEW

N OF COMMENTS TO Q17 = 152

Question 17: CONTINUED

QUOTES:

-   "EDUCATION - SOME PEOPLE DON'T KNOW THAT THEY DON'T KNOW"

-   "ADD AND MAKE IT A PRIORITY AT ALL LEVELS OF PROFESSIONAL
    DEVELOPMENT TRAINING (NCO & OFFICER) AS A LEADERSHIP ISSUE -
    TRAINING THE LEADERS"

-   "BENEFICIAL TO HAVE EOAs IN A SEPARATE MOS - YOU WOULD BE CURRENT -
    MUST HAVE QUALITY"

-   "MAKE EOA PART OF THE CRIMINAL INVESTIGATIONS DIVISION (CID) SO THEY
    CAN INVESTIGATE AND TRACK ALLEGATIONS"

-   "THERE SHOULD BE MORE THAN ONE EOA AT THE INSTALLATION AND BRIGADE
    LEVEL. TOO MUCH WORK FOR ONE PERSON TO BE PROFICIENT"

-   "EOR SHOULD BE E6 OR E7 AND NOT E5, THEY DON'T HAVE THE EXPERIENCE"

EQUAL OPPORTUNITY ADVISOR INTERVIEW

**MENTAL HEALTH PROVIDER PROTOCOL**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Group Status**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Interviewer**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Gender**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Date**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Site**

**1. When you treat clients with mental health concerns, do you find
that sexual harassment is one of their issues?**

**Probes: With what frequency?**

**Were they aware that the behavior was sexual harassment?**

**2. What are typical workplace issues raised by clients?**

**Probes: Do clients discuss sexual harassment in the workplace?**

**3. What guidance have you been given regarding handling clients with
sexual harassment issues?**

**Probes: Who gave the guidance?**

**Are clients referred off post?**

**Is there any follow-up?**

**4. Did clients report the sexual harassment? If yes, what was their
leader's response?**

**5. What is the typical treatment plan for clients specifically dealing
with sexual harassment?**

**Probe: Problems compounded by sexual harassment/hostile**

**environment?**

**6. Approximately how much time is spent working with clients with
sexual harassment issues?**

**7. What guidance or direction have you ever been given regarding
diagnoses for clients with sexual harassment issues?**

**Probes: Any evidence of "lesbian baiting?" What happened?**

**8. Do individuals from the soldier's chain of command or legal
representatives inquire about a client or the status of a case? Give
examples**

**9. What are the command policies in regard to confidentiality of
sessions/records in general and for sexual harassment cases?**

**10. Have you or a co-worker witnessed or experienced sexual harassment
in the workplace?**

**Probes: Was it reported? What was the response?**

**11. What training do you have in handling rape/sexual trauma cases?**

**12. What are the attitudes of mental health leaders toward sexual
harassment? (Psychiatrist, Psychologist, Clinical Director's)**

**13. Do you have other comments?**

**THANK YOU FOR PARTICIPATING IN THIS INTERVIEW**

**JUDGE ADVOCATE INTERVIEW**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Interviewer**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Interviewee's Position**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Interviewee's Gender**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Location Code**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Date**

**1. Does the chain of command understand the Army/DoD policy on the
prevention of sexual harassment?**

**2. Are there local policies (e.g., regulations, policy letters, SOPs)
regarding sexual harassment?**

**3. Is the Army/DoD guidance on the prevention of sexual harassment
adequate? If not, what would you change?**

**4. Do commanders have adequate authority to address problems involving
sexual harassment or sexual misconduct? If not, what do they need?**

**5a. Do commanders and supervisors take quick action to deal with
sexual harassment complaints?**

**b. Type(s) of action taken?**

**c. How effective is the corrective action taken?**

**6. Does the UCMJ adequately provide for prosecution of sexual
misconduct? If not, what would you change?**

**7a. What personnel do you interface with on sexual harassment or
sexual misconduct matters (e.g., commanders, first sergeants, PMO, CID,
IG, EEO Officer, EO Advisors)?**

**b. How do you interface?**

**c. How often?**

**8a. Does your office provide advice to AR 15-6 investigating officers?
How often?**

**b. What positive things have you seen in investigations involving
sexual harassment?**

**c. What negative things have you seen in investigations involving
sexual harassment?**

**9a. Have you seen trends regarding Article 15s, chapters, and AWOLs,
in general? If yes, discuss trends.**

**b. Have you seen trends regarding Article 15s, chapters, and AWOLs
involving sexual harassment or sexual misconduct? If yes, discuss
trends.**

**10. Victim/Witness Assistance Program**

**a. Does the command/installation have an active victim/witness
assistance program?**

**b. Is the program publicized throughout the command? If yes, how?**

**c. Is training provided for judge advocates and law enforcement
personnel? If yes, what type and when?**

**d. Who is appointed as the Victim/Witness Liaison (VWL)? Is this a
full-time or part-time responsibility for that person?**

**e. Does the VWL coordinate with military and civilian agencies
providing victim/witness assistance (to include a state compensation
program)?**

**f. Is a mechanism in place to measure the effectiveness of the
program? If yes, describe.**

**11a. Does your office assist in providing training in the prevention
of sexual harassment?**

**b. In conjunction with what other office(s)?**

**c. Which office has the lead?**

**d. To whom is training provided?**

**e. Type training?**

**f. How often?**

**g. Do you address inherent command authority?**

**12a. Do your labor counselor and his/her supervisors have a close
working relationship with the Civilian Personnel Officer?**

**b. With the Equal Employment Opportunity Officer?**

**c. Is the labor counselor involved at every significant stage of
adverse actions, EEO complaints, and labor relations actions?**

**13a. How can the Army better prepare officer, NCO, and civilian
leadership in the prevention of sexual harassment?**

**b. In dealing with complaints of sexual harassment?**

**14a. How can the Army better prepare all military and civilian
personnel in the prevention of sexual harassment?**

**b. In dealing with complaints of sexual harassment once it occurs?**

**15. Do you have any other thoughts that the Senior Review Panel should
consider?**

# CIVILIAN FOCUS GROUP PROTOCOL

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Group Status**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Gender of group**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Note taker**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Date**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_# of group members**

**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_Facilitator**

**1. As civilians working at this installation, how satisfied are you,
overall, with your employment situation?**

**2. Do merit promotion [procedures]{.underline} at this installation
operate so that all employees have an equal chance for advancement?**

###  Probes: Why or why not?

**3. When you think about the training and developmental opportunities
you have received in the Army, do you think that you have gotten a fair
deal?**

**Probes:** **Why** **or why not?**

**4**. **We want to now talk about the environment in your organization.
Tell us about the positive and negative aspects of your organization.**

**Probes**: **Do people in your organization treat each other with
respect?**

**Can you think of a time when you/a coworker was not treated**

**with respect? What happened? How could it have been avoided?**

**5.** **In your organization, do managers maintain fair standards?**

**Probes:** **Do leaders treat subordinates with respect?**

**Can you think of a time where you/a coworker was not treated with
respect?** **What happened?**

**6. Does your immediate supervisor make honest and reasonable efforts
to stop any discrimination or harassment? Examples?**

**Probe: Second Line Supervisor?**

**7. Do you feel free to report any discrimination or harassment without
fear of bad things happening to you?**

**Probes:** **Why or why not?**

**What kinds of things do you think might happen if you report?**

**8. If you experienced any discrimination or harassment, to whom would
you report the incident?**

**Probes:** **If they would not report, why not?**

**9. Now we want to talk about sexual harassment in the Army. How do you
define sexual harassment?**

**[READ DEFINITION]{.underline}: Sexual harassment is a form of sex
discrimination that involves unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct of a sexual nature
when such conduct is used as a basis for employment decisions or creates
an intimidating, hostile, or offensive working environment.**

**10. In the last 12 months, have you witnessed or experienced sexual
harassment in the workplace?**

**Probe:** **If yes, by whom? What behaviors? Where? Did you report?**

**To whom? What did you do? Result?**

**(CAUTION TO FACILITATORS: DO NOT TAKE SPECIFIC EEO COMPLAINTS FROM
CIVILIANS, RATHER REFER INDIVIDUALS TO THE EEO OFFICER OR ANNOUNCE THAT
THEY MAY SPEAK PRIVATELY WITH A MEMBER OF THE TEAM)**

**11. Have you had training in prevention of sexual harassment in the
last 12 months?**

**Probes: What kind of training? Who conducted the training?**

**12. How effective was the training you received in helping you
recognize sexually-harassing behavior?**

**Probes:** **Helping you recognize sex discrimination?**

**13. How effective was the training in actually preventing/reducing
behaviors that might be viewed as discrimination or harassment?**

**14. What are some practical solutions to the problems and issues that
you have raised today?**

**THANK YOU FOR YOUR PARTICIPATION. PLEASE REMEMBER TO KEEP EVERYTHING
WE'VE DISCUSSED CONFIDENTIAL.**

CIVILIAN FOCUS GROUP PROTOCOL

SAMPLE INFORMATION:

-   Number of protocols: 104 (56 women; 48 men)

-   Number of respondents: 1,007

-   Number of women: 547 (54.3%)

-   Number of men: 460 (45.7%)

Question 1: How satisfied are you, overall, with your employment
situation?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   ALL RESPONDENTS SAID THEY WERE "MOSTLY SATISFIED" ALTHOUGH DRAWDOWN
    AND

    AND RIFS AFFECTED MORALE AND PERFORMANCE

-   MALE COMMENTS: MORE DISSATISFIED WITH EMPLOYMENT

    HEAVIER WORKLOAD SINCE DRAWDOWN

    SEE LACK OF RESPECT FROM MILITARY PERSONNEL

    LACK OF COMMUNICATION FROM MANAGERS

-   FEMALE COMMENTS: SUPERVISORS TREAT MEN AND WOMEN DIFFERENTLY

    GLAD TO HAVE A JOB, BUT SEE LITTLE OPPORTUNITY FOR

    ADVANCEMENT

    ENJOY WHERE THEY WORK

    FEEL THEY ARE NOT RECOGNIZED FOR THEIR WORK

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q1: F=326 M=249

Question 1: CONTINUED

QUOTES:

-   MALE QUOTES: "IF WE SHARE INFORMATION, WE BECOME EXPENDABLE"

    "LUCKY TO HAVE A JOB; DON'T MAKE WAVES"

    "CIVILIANS SHOULD BE TAKEN CARE OF EVERY BIT AS GOOD AS SOLDIERS"

    "MILITARY NCOS HAVE NO RESPECT FOR US"

    "GREEN SUITERS GO OFF, GET ANOTHER JOB; CIVILIANS WILL BE

    OUT OF A JOB"

-   FEMALE QUOTES: "NO ONE RESPECTS HOW YOU FEEL; MEN ALWAYS GET THE
    JOBS"

    "SPECIAL FORCES HAS A PROBLEM WITH WOMEN, NO DOUBT ABOUT IT"

    "FEEL AS IF I'M DOING SOMETHING FOR MY COUNTRY"

    "MILITARY VERY DEMANDING AND ALWAYS PULLING RANK ON YOU"

    DOWNSIZING-NO PEACE OF MIND. PEOPLE HERE SAY YOU SHOULD BE HAPPY TO
    HAVE A JOB"

    CIVILIAN FOCUS GROUP PROTOCOL

Question 2: Do merit promotion procedures at this installation operate
so that all employees have an equal chance for advancement?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE**:**

-   MOST DO NOT BELIEVE THE MERIT SYSTEM OPERATES FAIRLY.

-   MALE COMMENTS: FRUSTRATED BY LACK OF PROMOTION OPPORTUNITY

    BELIEVE THERE IS A GOOD OLD BOY SYSTEM IS IN EFFECT

    LEADERS PRESELECT INDIVIDUALS THEY WANT

    THE RATING SYSTEM IS BIASED

    SELECTIONS ARE NOT BASED ON MERIT

-   FEMALE COMMENTS: SEE LITTLE UPWARD MOBILITY

    BELIEVE PROMOTIONS ARE BASED ON WHO YOU KNOW

    JOB NOTICES ARE NOT ALWAYS POSTED

    SOME JOBS ARE NOT ADVERTISED; QUALIFIED INTERNAL CANDIDATES ARE
    OVERLOOKED

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q2: F=340 M =264

Question 2: CONTINUED

QUOTES:

-   MALE QUOTES: "SEE PEOPLE GET PROMOTED WITH LESS TIME/SKILLS OR
    CREDENTIALS. THAT REALLY LOOKS SUSPICIOUS"

"IT'S A JOKE, THERE IS A GOOD OLD BOY SYSTEM"

"THERE IS NO MERIT PROMOTION PROGRAM HERE"

"LEADERS HERE PRESELECT INDIVIDUALS FOR JOBS"

-   FEMALE QUOTES: "THERE ARE NO PROMOTIONS OR UPWARD MOBILITY HERE.
    DON'T THINK THE SUPERVISOR CARES ABOUT HIS PEOPLE"

"DOWNSIZING TOOK CARE OF THE MERIT PROMOTION PROCEDURE"

"JOB ANNOUNCEMENTS AREN'T DONE IN A TIMELY FASHION, IT DOESN'T MATTER
WHETHER YOU APPLY OR NOT, THEY HAVE ALREADY DETERMINED WHO'S GETTING THE
JOB"

CIVILIAN FOCUS GROUP PROTOCOL

Question 3: When you think about the training and developmental
opportunities you have received in the Army, do you think you have
gotten a fair deal?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   BOTH MALES AND FEMALES REPORT RECEIVING APPROXIMATELY SAME LEVEL OF
    TRAINING (33% WOMEN'S COMMENTS AND 35.6% OF MEN'S COMMENTS)

-   MILITARY MEMBERS GET AVAILABLE TRAINING BEFORE CIVILIANS (5%)

-   MALE COMMENTS : LACK OF FUNDING CITED MORE OFTEN THAN IN

    FEMALE RESPONSES (17.5% V 10%)

    WORKLOAD PREVENTS THEIR ATTENDING

    TRAINING (8.6%)

-   FEMALE COMMENTS: TRAINING OPPORTUNITIES BASED ON

    FAVORITISM AND SUPERVISORY BIAS

    CIVILIAN FOCUS GROUP PROTOCOL

    N OF COMMENTS FOR Q3: F=256 M=205

Question 3: CONTINUED

QUOTES:

-   MALE QUOTES**:** "THEY HAVE MONEY TO SEND SOLDIER OF THE QUARTER TO
    HAWAII, BUT NOTHING FOR CIVILIANS"

    "UNFAIR THAT EMPLOYEES ARE HELD ACCOUNTABLE FOR MISTAKES MADE ON THE
    JOB THAT ARE RESULT OF LACK OF TRAINING"

    "CIVILIAN TRAINING DOLLARS HERE ARE SACRIFICED FOR MISSION"

-   FEMALE QUOTES: "MANAGEMENT SAVES TRAINING FOR THEMSELVES, NOT
    SHARING\..."

    "SEEMS LIKE THE SAME INDIVIDUALS GO TO TRAINING ALL THE TIME"

CIVILIAN FOCUS GROUP PROTOCOL

Question 4: Tell us about the positive and negative aspects of your
organization?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   FEMALES GENERALLY MORE POSITIVE ABOUT THE ORGANIZATIONAL CLIMATE
    THAN MALES (38% V 23.7%)

-   MALE RESPONSES: LOW MORALE BECAUSE OF LACK OF JOB SECURITY

    SOME SUPERVISORS DO MAKE AN HONEST EFFORT

    MANY SUPERVISORS LACK LEADERSHIP SKILLS

-   FEMALE RESPONSES: CLIMATE OF DISRESPECT TOWARD WOMEN (12.%) OF
    RESPONSES

    SUPERVISORS SHOW FAVORITISM IN DEALINGS

    STRAINED RELATIONS WITH MILITARY

    MOSTLY A PLEASANT ENVIRONMENT

    CIVILIAN FOCUS GROUP PROTOCOL

    N OF COMMENTS FOR Q4: F=243 M=202

Question 4: CONTINUED

QUOTES:

-   MALE QUOTES: "CIVILIANS ARE SECOND CLASS CITIZENS\--IGNORED"

    "WE GET 10 HOURS OF WORK TO DO IN A DAY, BUT ONLY 8 HOURS TO DO IT
    IN"

    "I GET A LOT OF INCONSIDERATION AND DISRESPECT"

    "MOST MILITARY SUPERVISORS FEEL LIKE CIVILIANS ARE JUST IN THE WAY.
    THEY HATE US. IF THEY USED US THEY COULD SUCCEED"

-   FEMALE QUOTES: "HAVE TO REALLY BE TOUGH AND IT ADDS TO MY STRESS
    LEVEL"

    "COWORKERS GENERALLY RESPECT EACH OTHER"

"BEEN IN THE ORGANIZATION 26 YEARS, ..NOT SEEN MORALE AS BAD AS IT IS
NOW"

CIVILIAN FOCUS GROUP PROTOCOL

Question 5: In your organization, do managers maintain fair standards?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: MORE RESPONSES OF "NO" (23%) THAN "YES" (16%)

MILITARY SUPERVISORS IMPOSE A DOUBLE STANDARD TOWARD CIVILIANS

PREFERENTIAL TREATMENT BY MANAGERS GENERALLY (5.2% OF COMMENTS)

-   FEMALE COMMENTS: YES (23.7% OF COMMENTS). DO NOT MAINTAIN FAIR
    STANDARDS (21.5% OF COMMENTS)

MANAGERS IMPOSE A DOUBLE STANDARD TOWARD WOMEN (13.4% OF COMMENTS)

MILITARY SUPERVISORS DISRESPECT CIVILIANS (8.5% OF COMMENTS)

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q5: F=223 M=153

Question 5: CONTINUED

QUOTES:

-   MALE QUOTES: "BACKGROUND PEOPLE DON'T GET RECOGNITION FOR HARD WORK

    "PRETTY FAIR OVERALL"

    "I HAVE PREJUDICE AGAINST ME BECAUSE I AM A CIVILIAN"

    "MOST MILITARY WANT TO TALK TO A GREEN SUITER, NOT

    A 'GOD DAMN CIVILIAN'"

-   FEMALE QUOTES: "MY BOSS DOES, BUT NOT MORE SENIOR LEADERS"

    "I'D SAY SO IN MY SECTION, AS FAIR AS THEY CAN"

    "THEY HOLD MEN IN HIGHER ESTEEM..WOMEN DON'T GET SAME TREATMENT"

    "CHAIN OF COMMAND IS AFRAID TO DO SOMETHING BECAUSE THEY DON'T WANT
    ANYONE COMPLAINING"

    "NO, MILITARY DON'T TREAT THE PEOPLE WHO WORK FOR THEM FAIRLY"

    "THE SYSTEM HAS FAILED TO TRAIN MILITARY TO WORK WITH CIVILIANS"

CIVILIAN FOCUS GROUP PROTOCOL

Question 6: Does your supervisor make honest and reasonable efforts to
stop any discrimination or harassment?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MANY WOMEN BELIEVE THEY DO (55% OF COMMENTS)

-   SOME MEN SAID THEY DO (42% OF COMMENTS)

-   ALL BELIEVE SUPERVISORS DON'T WANT TO GET INVOLVED.

-   MEN AND WOMEN BELIEVE SUPERVISOR IS INSENSITIVE TO ISSUES OF
    DISCRIMINATION/HARASSMENT

-   MORE MEN SAID DISCRIMINATION WAS NOT A PROBLEM AT THEIR LOCATION.

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q6: F=203 M=162

Question 6: CONTINUED

QUOTES:

-   MALE QUOTES: "COULD NOT FIND A BETTER SUPERVISOR THAN MINE"

    "LEADERS KNOW WHAT IT IS, BUT DON'T STOP IT UNLESS IT AFFECTS THEM"

    "HE'S FAIR, HE DISCRIMINATES AGAINST EVERYBODY"

    "ARMY IS BETTER THAN CIVILIAN WORLD, BUT HAVE A LONG WAY TO GO, HAS
    TO START AT THE TOP"

-   FEMALE QUOTES: "MY SUPERVISOR IS OPEN AND DIRECT; WILL HANDLE THINGS
    AS THEY COME UP"

    "MY SUPERVISOR IS NOT SENSITIVE TO ISSUES"

    "MY SUPERVISOR'S ATTITUDE IS DON'T MAKE A BIG DEAL OF IT"

    "MY SUPERVISOR SAID "YOU SHOULD BE HOME HAVING BABIES"

CIVILIAN FOCUS GROUP PROTOCOL

Question 7: Do you feel free to report any discrimination or harassment
without fear of reprisal?

FINDINGS: MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 46% OF COMMENTS WOULD REPORT WITHOUT FEAR OF REPRISAL

    SOME WOULD NOT REPORT BECAUSE THEY WOULD HANDLE IT ON THEIR OWN OR
    BECAUSE THEY DON'T TRUST THE SYSTEM TO WORK

-   FEMALE COMMENTS: ALMOST 50% OF COMMENTS INDICATED THEY WOULD REPORT
    WITHOUT FEAR OF REPRISAL A FEW WERE AFRAID BUT WOULD REPORT ANYWAY

    SOME WOULD NOT REPORT BECAUSE NOTHNG WOULD BE DONE

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q7: F=234 M=167

Question 8: To whom would you report?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: MANY WOULD USE THE CHAIN OF COMMAND

    FEW WOULD USE EEO CHANNELS

FEW WOULD NOT REPORT, BUT CONFRONT THE PERSON AND HANDLE THEMSELVES

A SMALL NUMBER WOULD GO OUTSIDE THE ORGANIZATION

-   FEMALE COMMENTS: CHAIN OF COMMAND

    EEO CHANNELS

NOT REPORT-HANDLE THEMSELVES

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q8: F=224 M=139

Question 10: In the last 12 months have you witnessed or experienced
sexual harassment in the workplace?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

MALE COMMENTS: 123 "NO" COMMENTS; 27 "YES" COMMENTS; 26 "WITNESSED

FEMALE COMMENTS: 290 "NO" COMMENTS; 81 "EXPERIENCED"; 17 "WITNESSED"

SOME WOMEN COMMENT ON WORKING IN AN OFFENSIVE ENVIORNMENT

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q10: F=390 M=219

Question 10: CONTINUED

QUOTES:

-   MALE QUOTES: "PEOPLE WHO ARE OFFENDED NEED TO LET PEOPLE KNOW\--NOT
    ALWAYS RUN TO EEO"

    "MALES MAKE COMMENTS\--FEMALES CALL IT SEXUAL HARASSMENT!"

    "I HAD A CHARGE AGAINST ME, FORTUNATELY I HAD A WITNESS"

    "NOW YOU SEE A LADY COME IN AND YOU'RE SUPPOSED TO CLEAR THE HALL"

    "WOMEN NEED TO LEARN HOW TO DEAL WITH MALES BETTER"

    "PEOPLE HAVE A FEAR OF SEXUAL HARASSMENT"

-   FEMALE QUOTES: "I HAVE NO NEED TO REPORT-STOP IT RIGHT THERE"

    "I WOULDN'T PUT UP WITH IT NOW"

    "THERE IS A HIGH TOLERANCE"

    "GUYS SAY IT'S NOT SEXUAL HARASSMENT UNLESS THE GUY'S UGLY"

    "THE MORE WOMEN IN THE OFFICE, THE LESS OF A PROBLEM"

    "A MSG ALWAYS TOUCHING..ASKED TO STOP, WANTS TO KNOW WHY"

    "I CONFRONT INDIVIDUALS AND IT STOPS"

    CIVILIAN FOCUS GROUP PROTOCOL

Question 11: Have you had training in prevention of sexual harassment in
the last 12 months?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 77% REPORTED RECEIVING TRAINING

    CONDUCTED BY: EEO OFFICE

    SUPERVISORS

    COMMANDERS (CHAIN TEACHING)

-   FEMALE COMMENTS: 71% REPORTED RECEIVING TRAINING

    CONDUCTED BY: EEO OFFICE

    DIRECTORS (CHAIN TEACHING)

CIVILIAN FOCUS GROUP PROTOCOL

NUMBER OF COMMENTS FOR Q11: F=294 M=223

Question 12: How effective was the training in helping you recognize
sexually-harassing behavior?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: 52% OF THE COMMENTS INDICATED THE TRAINING WAS
    EFFECTIVE

SOME OF THE NEGATIVE COMMENTS INDICATED THAT THE CHAIN TEACHING TRAINING
WAS NOT EFFECTIVE FOR CIVILIANS

-   FEMALE COMMENTS: 60% OF THE COMMENTS INDICATED THE TRAINING WAS
    EFFECTIVE

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q12: F=151 M=125

Question 12: CONTINUED

QUOTES:

-   MALE QUOTES: "IT WOKE UP A FEW PEOPLE TO BEHAVIOR"

    "EFFECTIVE..REINFORCES WHAT YOU ALREADY KNOW"

"IT'S LIKE THEY TEACH THE GUYS WHAT NOT TO DO AND THE FEMALES HOW TO
COMPLAIN"

-   FEMALE QUOTES: "VERY EFFECTIVE"

    "HELPED ME PERSONALLY, BUT STILL BELIEVE THAT WOMEN ARE AT A
    COMPLETE DISADVANTAGE BECAUSE MEN COMPLETELY MISREAD OUR BEHAVIOR"

    "BECAME AN EYE OPENER FOR US"

    "IT WAS EFFECTIVE BUT OVER EMPHASIZED"

CIVILIAN FOCUS GROUP PROTOCOL

Question 13: How effective was the training in actually
preventing/reducing behaviors that might be viewed as discrimination or
harassment?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   POSITIVE RESPONSES FROM BOTH MALES AND FEMALES (OVER 50% OF THE
    COMMENTS)

COMMENTS ARE SIMILAR TO QUESTION 12

-   SOME NEGATIVE COMMENTS THAT THERE IS TOO MUCH TRAINING AND
    OVERREACTION

    TO THIS ISSUE

-   MORE OF THE COMMENTS FROM MALES SPEAK TO THEIR FEAR OF BEING ACCUSED

CIVILIAN FOCUS GROUP PROTOCOL

N OF COMMENTS FOR Q13: F=151 M=74

Question 14: What are some practical solutions to the problems and
issues you have raised?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   NEED STANDARD PUNISHMENT FOR OFFENSES

-   PEOPLE TREAT SEXUAL HARASSMENT AS A JOKE

-   STOP OVERREACTING; MOST PEOPLE KNOW THE DIFFERENCE BETWEEN RIGHT AND
    WRONG

-   THE INVESTIGATIVE PROCEDURE IS NOT EFFECTIVE

-   PUT A PRICE TAG ON WHAT SEXUAL HARASSMENT IS COSTING THE MILITARY IN
    ORDER TO GET PEOPLE'S ATTENTION.

-   LEADERS NEED TO TAKE THE TIME TO PROPERLY HANDLE VIOLATORS

-   MILITARY AND CIVILIAN NEED MORE EDUCATION ABOUT EACH OTHER

CIVILIAN FOCUS GROUP PROTOCOL

**CIVILIAN MANAGER INTERVIEW PROTOCOL**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Interviewer**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Subject's Title, Series,
Grade**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Subject's Gender**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Activity/Organization**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}No. of Employees
Supervised**

**Civilian[\_\_\_\_]{.underline} Military[\_\_\_\_]{.underline}**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Date**

**1. We will begin with your assessment of the climate on this
installation. How would you rate the current "climate" for equal
employment opportunity?**

**Probes: What are positive/negative aspects?**

**2. Do you believe that management at this installation has visibly and
adequately demonstrated its support of EEO principles? If yes, how?
Examples?**

**3. How well do women and men get along in your organization? On the
installation?**

**4. Have you had any training in EEO or Affirmative Employment
Planning?**

**What? When?**

**5. How do you support EEO in your organization? Give examples.**

**6. Now I want to talk about sexual harassment in the Army. What steps
have you taken to ensure that sexual harassment is not occurring in your
organization?**

**7. In your judgment, what is the proper course of action once a
supervisor becomes aware that inappropriate behavior is occurring in the
organization?**

**8. Have you had training in the last 12 months in prevention of sexual
harassment? What kind of training? Who conducted?**

**9. How effective was the training in making you aware of
sexually-harassing behavior and your responsibilities as a supervisor to
deal with this issue?**

**10. In your view, what needs to be done to reduce incidents of sexual
harassment in the Army?**

**THANK YOU FOR TAKING THE TIME FOR THIS INTERVIEW**

CIVILIAN MANAGER INTERVIEWS

SAMPLE INFORMATION:

-   Number of Interviews: 20

-   Number of Women: 8

-   Number of Men: 12

```{=html}
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```
-   GRADE LEVELS:

    GS 12 (4)

    GS 13 (11)

    GS 14 (3)

GS 15 (2)

Question 1: We will begin with your assessment of the climate on this
installation. How would you rate the current "climate" for equal
employment opportunity? Probes: what are positive/negative aspects?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS:

    POSITIVES GOOD CLIMATE/PROBLEMS INVESTIGATED AND DEALT WITH
    QUICKLY/OPPORTUNITY FOR ADVANCEMENT

    NEGATIVES DOWNSIZING HAS HURT/PEOPLE ARE OVERWHELMED

-   FEMALE COMMENTS:

    POSITIVES OVERALL POSITIVE CLIMATE/COMMAND HAS DONE A GOOD JOB

NEGATIVES DRAWDOWN IS A PROBLEM/MALE DOMINATED CULTURE/AT TIMES HAVE
PROBLEMS WITH THE MILITARY

CIVILIAN MANAGER INTERVIEW

N OF COMMENTS FOR Q1: F=32 M=33

Question 2: Do you believe that management at this installation has
visibly and adequately demonstrated its support of EEO principles?

How? Examples?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALES HAD FAR MORE POSITIVE COMMENTS THAN FEMALES

-   MALE COMMENTS: CHAIN OF COMMAND IS SUPPORTIVE/VERY POSITIVE ABOUT
    TRAINING/FREQUENT TOWN MEETINGS/ISSUES INVESTIGATED AND DEALT WITH
    FAIRLY/MENTOR PROGRAMS ESTABLISHED/EDUCATION AND TRAINING PROVIDED

-   FEMALE COMMENTS: COMMAND SHOWS CONCERN/OFFER PROGRAMS ON DIVERSITY/

SPECIAL EMPHASIS PROGRAMS

CIVILIAN MANAGER INTERVIEW

N OF COMMENTS FOR Q2: F=16 M=23

Question 3: How well do women and men get along in your organization? On
the installation:

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   100% OF MALE COMMENTS WERE POSITIVE

-   FEMALE COMMENTS: OVERALL WELL

    SOME MALE/FEMALE CONFLICT CREATING DIVISIVE CLIMATE

    WOMEN CHIEFS TREATED DIFFERENTLY THAN MALE CHIEFS

CIVILIAN MANAGER INTERVIEW

N OF COMMENTS FOR Q3: F=16 M=19

Question 4: Have you had any training in equal employment opportunity,
affirmative employment planning, or prevention of sexual harassment
(POSH)? What kind? Who conducted? Effectiveness of POSH training?

FINDINGS:

-   MALE COMMENTS: 81% HAVE BEEN TRAINED IN EEO AND IN PREVENTION OF
    SEXUAL HARASSMENT CONDUCTED BY: CPO, EEO OFFICE, COMMANDER

    EFFECTIVENESS

    OF POSH TRAINING SOMEWHAT/VERY/NO ANSWER

-   FEMALE COMMENTS: 90% HAVE BEEN TRAINED IN PREVENTION OF SEXUAL

    HARASSMENT

    CONDUCTED BY: EEO OFFICE, CONTRACTOR, COMMANDER

    EFFECTIVENESS

    OF POSH TRAINING: VERY/NO/NO ANSWER

    FEW HAVE HAD EEO TRAINING

    CIVILIAN MANAGER INTERVIEW

    Question 5: How do you support EEO in your organization? Give
    examples.

    FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: PERSONALLY PROVIDES TRAINING

    TREATS EMPLOYEES FAIRLY

    WILL NOT TOLERATE INAPPROPRIATE BEHAVIOR

    HAS OPEN DOOR POLICY

    ATTENDS PROGRAMS AND SUPPORTS EEO ACTIVITIES

-   FEMALE COMMENTS: SMALL GROUP SESSIONS WITH EMPLOYEES TO DISCUSS

    TRIES TO TREAT ALL EQUALLY

    ATTENDS ETHNIC OBSERVANCES AND ENCOURAGES OTHERS TO ATTEND

    BASE SELECTIONS ON QUALIFICATIONS

    STRIVES TO ACHIEVE A DIVERSE WORK FORCE

    CIVILIAN MANAGER INTERVIEW

N OF COMMENTS FOR Q5: F=22 M=22

Question 6: Now I want to talk about sexual harassment in the Army. What
steps have you taken to ensure that sexual harassment is not occurring
in your organization?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: DISCUSSES POLICY WITH EMPLOYEES

    WILL NOT TOLERATE ANY FORM OF SEXUAL HARASSMENT

    MODIFIED HIS OWN BEHAVIOR

    INVESTIGATES ANY INCIDENT AND TAKES UP THE CHAIN

    HANDLES PROBLEMS IMMEDIATELY

    VISITS WORK SITE DAILY

-   FEMALE COMMENTS: DISCUSSES POLICY AT DIVISION MEETINGS

    DISTRIBUTES COPY OF POLICY STATEMENT TO EMPLOYEES

    AND ENFORCES POLICY

    HAS OPEN DOOR POLICY

    ACTS AS A ROLE MODEL

    MONITORS BEHAVIOR AND MAKES CORRECTIONS

    CIVILIAN MANAGER INTERVIEW

    N OF COMMENTS FOR Q6: F=19 M=25

Question 7: In your judgment, what is the proper course of action once a
supervisor becomes aware that inappropriate behavior is occurring in the
organization?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MALE COMMENTS: GET FACTS FROM BOTH PARTIES

    GET ASSISTANCE FROM THE EQUAL EMPLOYMENT OPPORTUNITY OFFICE

    RESOLVE AT THE LOWEST LEVEL

    TAKE DISCIPLINARY ACTION

-   FEMALE COMMENTS: TALK WITH BOTH PARTIES

    DEFINE BEHAVIOR EXPECTED

    TAKE UP THE CHAIN OF COMMAND

    CIVILIAN MANGER INTERVIEW

Question 10: In your view, what needs to be done to reduce incidents

of sexual harassment in the Army?

FINDINGS:

-   MALE COMMENTS: "QUICK INVESTIGATION AND ACTION WHEN NECESSARY"

    "GET THE MESSAGE TO LEADERS OF TROOPS\--THEIR BEHAVIOR WILL NOT BE
    TOLERATED"

    "LEADERS MUST SPEAK PUBLICLY\...EXPRESS POSITION"

    "IF MANAGERS OBSERVE \...MUST DO SOMETHING"

-   FEMALE COMMENTS: "TIE LEADER DEVELOPMENT TO PROMOTIONS"

    "\...DON'T SEE THE ARMY AS MACHO\...SEE AS PROFESSIONALS, SO DON'T
    FIDDLE WITH MILITARY CULTURE\..."

    "PUT TRAINING IN ARMY INSTITUTIONS\...IN-DEPTH\... IN FIRST YEAR FOR
    MILITARY AND CIVILIAN"

    "INCORPORATE PREVENTION IN OERS"

    "\...SHOW CONSEQUENCES/PUNISHMENT FOR S.H. VIOLATIONS; I.E. CAN GO
    TO LEAVENWORTH"

    "MORE FEMALE LEADERSHIP"

    CIVILIAN MANAGER INTERVIEW

**EEO OFFICER INTERVIEW PROTOCOL**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Interviewer (Senior
Panel Member)**

**[\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_]{.underline}Date**

**1. Do you believe that top management supports the principles of equal
employment opportunity and affirmative employment? Give examples.**

**2. Do you believe that lower level managers and supervisors support
the principles of equal employment opportunity and affirmative
employment? Give examples.**

**3. What is the relationship between military and civilian employees at
this installation? Between men and women?**

**4. Are managers and supervisors equipped to supervise employees with
diverse backgrounds? How were they prepared?**

**5. Do you provide training in equal employment opportunity for
managers and supervisors? How often and what is the content?**

**6. Do you provide training in prevention of sexual harassment for the
work force?**

**Probes: How often?**

**Percentage of work force trained?**

**Inclusion of military supervisors of civilians?**

**7. What additional steps do you take to assist the Commander in
dealing with complaints of sexual harassment?**

**8. Does the chain of command take quick action to deal with sexual
harassment complaints? Explain.**

**9. Is the corrective action taken by the command effective? Explain.**

**THANK YOU FOR YOUR PARTICIPATION**

EEO OFFICER INTERVIEWS

SAMPLE INFORMATION:

NUMBER OF EEO OFFICERS INTERVIEWED: 34

Question 1: Do you believe that top management supports the principles
of EEO and affirmative action? Give examples.

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST RESPONDED "YES"

    GOOD SUPPORT

    VERY ATTUNED TO PROBLEMS

    DEMONSTRATED COMMITMENT

    APPLIES STANDARDS TO MILITARY AND CIVILIAN ALIKE

-   VERY PROACTIVE AND AHEAD OF THE GAME

-   VERY FEW RESPONDED "NO"

SEES LOTS OF "OLD ATTITUDES"

EEO OFFICER INTERVIEW PROTOCOL

Question 2: Do you believe that lower level managers and supervisors
support the principles of equal employment opportunity and affirmative
employment? Give examples.

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MAJORITY RESPONDED "YES"

    POSITIVE INTERACTION AND PARTICIPATION IN PROGRAMS

    TRY TO RESOLVE ISSUES

    THEY ASK FOR TRAINING/ESTABLISH MENTOR PROGRAMS

-   FEW RESPONDED "NO"

    NO COMMITMENT

    FORGET PEOPLE AND FOCUS ON MISSION

    NEED TO HAVE MORE TRAINING

    EEO OFFICER INTERVIEW PROTOCOL

Question 3: What is the relationship between military and civilian
employees at this installation? Between men and women?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MANY BELIEVE MILITARY AND CIVILIANS WORK WELL TOGETHER (67%)

    SOME BELIEVE IT IS NOT GOOD

    "..MILITARY TREAT CIVILIANS LIKE THEY ARE IN THE MILITARY"

    "CIVILIANS ARE HELD TO A STRICTER STANDARD

    "CIVILIANS MUST FIGHT TO BE ACCEPTED"

-   MOST BELIEVE MEN AND WOMEN WORK WELL TOGETHER (75%)

EEO OFFICER INTERVIEW PROTOCOL

Question 4: Are managers and supervisors equipped to supervise employees
with diverse backgrounds? How were they prepared?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   ONE HALF BELIEVE THEY ARE BECAUSE OF TRAINING, COMMAND EMPHASIS, AND
    THE DIVERSITY OF THE WORK FORCE

-   THOSE WHO SAID "NO" ATTRIBUTED TO LACK OF RESOURCES TO CONDUCT
    TRAINING, AND MILITARY SUPERVISORS NOT TRAINED IN CIVILIAN PERSONNEL
    ISSUES.

EEO OFFICER INTERVIEW PROTOCOL

Questions 5 and 6: Do you provide training in equal employment
opportunity for managers and supervisors? Do you provide training in
prevention of sexual harassment for the work force?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   TRAINING IN EQUAL EMPLOYMENT OPPORTUNITY (80%)

-   TRAINING IN PREVENTION OF SEXUAL HARASSMENT (95%)

-   50% REPORTED THAT BETWEEN 80-100% OF THEIR WORK FORCE HAD BEEN
    TRAINED

-   20% REPORTED THAT BETWEEN 60 AND 70% OF THE WORK FORCE TRAINED

EEO OFFICER INTERVIEW PROTOCOL

Question 7: What additional steps do you take to assist the Commander
with complaints of sexual harassment?

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   KEEPS COMMANDER INFORMED ON A REGULAR BASIS

-   IMMEDIATELY REPORTS COMPLAINTS TO COMMANDER

-   ADVISES COMMANDER ON RECOMMEND ACTIONS

-   TRIES TO RESOLVE AT LOWEST LEVEL

-   TRAINS WHERE THE PROBLEMS ARE

EEO OFFICER INTERVIEW PROTOCOL

Questions 8 and 9: Does the chain of command take quick action to deal
with sexual harassment complaints? Is the corrective action taken by the
command effective? Explain.

FINDINGS: THE MOST FREQUENTLY MENTIONED COMMENTS ARE:

-   MOST RESPONDED "YES" TO BOTH QUESTIONS

-   FEW SAID THERE WERE [NO]{.underline} COMPLAINTS AT THEIR
    INSTALLATIONS

-   ACTION TAKEN IS EFFECTIVE

-   COMMANDER VERY PROACTIVE

    EEO OFFICER INTERVIEW PROTOCOL

    Questions 8 and 9: CONTINUED

    QUOTES:

    "ORGANIZATIONS ARE QUICK TO INVESTIGATE AND/OR CORRECT THE PROBLEM"

    "COMMANDER EXPEDITES THE COMPLAINTS"

    "NOT EFFECTIVE BECAUSE OUTCOME IS NOT WIDELY KNOWN

    WORKFORCE ACTS ON WHAT THEY THINK TOOK PLACE\..."

    "OCCASIONALLY CORRECTION IS EFFECTIVE, OFTEN THEY PROTECT THE STATUS
    QUO"

    "MOST SUPERVISORS DON'T UNDERSTAND THE HOSTILE ENVIORONMENT PART OF
    OF THE DEFINITION\...YOU HEAR MEN WILL BE MEN"

"TOO OFTEN, VICTIM IS MOVED"

EEO OFFICER INTERVIEW PROTOCOL

[^1]: **Endnotes**

    ^?^ Factor analysis is a statistical technique that uses
    correlations between variables (or items on a survey) to determine
    the underlying dimensions (factors). Correlated, similar items
    cluster together into factors which are defined by some common theme
    among the items

[^2]: A correlation is an index of the direction and strength of the
    relationship between two variables. The most common measure of
    correlation is the Pearson product-moment correlation coefficient,
    or Pearson *r*. The value of Pearson *r* can range from negative one
    (-1.00) through zero (0) to positive one (+1.00). As the strength of
    the relationship between two variables increases, the correlation
    approaches either -1.00 or +1.00. Both -1.00 and +1.00 denote a
    perfect linear relationship. A positive correlation represents a
    direct relationship (as the values of one variable increase, so do
    the values of the second variable). A negative correlation
    represents an inverse relationship (as the values of one variable
    increase, the values of the second variable decrease). A correlation
    of zero indicates that no relationship exists between the two
    variables. The strength or magnitude of the relationship is shown by
    the number. The direction of the relationship is shown by the sign.
    The correlation coefficient is not a measure of causality. A
    correlation, even a perfect correlation, between two variables does
    not mean that one is causing the other, simply that they react in a
    certain manner.

    Table 18. Rule of thumb for interpreting the size of a correlation
    coefficient

    **Size of CorrelationInterpretation**.90 to 1.00 (-.9 to -1.0)Very
    high correlation.70 to .89 (-.70 to -.89)High correlation.50 to .79
    (-.50 to -.79)Moderate correlation.30 to .49 (-.30 to -.49)Low
    correlation.00 to .29 (.00 to -.29)Little, if any, correlation

[^3]: This category was not as internally consistent as is usually
    recommended; however, this category was used for the sake of
    comparison.

[^4]: The term, "client", typically means a soldier, but it can also
    include civilian workers and family members eligible for mental
    health services on military installations.

[^5]: A client who is command referred has been ordered by his or her
    commander to be seen by a mental health professional. A client who
    is self-referred has made an appointment with a mental health
    professional on their own volition.

[^6]: Generally, the purpose of a privilege of confidentiality is to
    protect the communications made by those seeking help or counseling,
    not to suppress evidence of crime or to protect people in trouble.
    There is no physician (or psychologist, social worker) - patient
    privilege in the military. Even if a soldier consults a private
    physician in a jurisdiction with a doctor-patient privilege, such a
    privilege is inapplicable to a court-martial or other military
    proceeding or investigation.