1

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.

♦ 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
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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.

♦ 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:
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♦ 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
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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.
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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. Kennedy Deputy Chief of Staff for 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. Pritchett Post Command Sergeant Major,

Fort Belvoir, Virginia
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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

Major General, United States Army

Senior Review Panel Chair

Evelyn P. Foote

Brigadier General, United States Army

Senior Review Panel Vice Chair

Mr. John P. McLaurin III

Deputy Assistant Secretary of the Army

Claudia J. Kennedy

Lieutenant General, United States Army
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Larry R. Ellis

Major General, United States Army

Mrs. Ruby B. DeMesme

Deputy Assistant Secretary

of the Air Force

Cynthia A. Pritchett

Command Sergeant Major, United States Army
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Table of Contents

Section Page

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
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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
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LIST OF TABLES

Table Page

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
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LIST OF FIGURES

Figure Page

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 instructors31

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
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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
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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
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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 rankgender 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.
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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.
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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.i 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.ii

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 Female Married Not Married Officer Enlisted White Black Other

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

17%
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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

Any SEQ

Behavior

Sexually

Harassed

SH is a

Problem in

Company

80%

(9401)

84%

(1791)

7%

(816)

22%

(475) 9%

(1105)

17%

(364)

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Any SEQ

Behavior

Sexually

Harassed

SH is a

Problem in

Company

Sexual Harassment in the Past 12 Months

Men (n=11816)

Women (n=2135)

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
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companies. More women than men reported high levels of sexual harassment in

their companies (17% vs. 10%).

Never Once or

Twice

Sometimes Often Always

93%

(10894) 78%

(1642)

4%

(469)

11.5%

(243) 1.5%

(186)

6%

(129) 1%

(94)

3%

(70) 0.5%

(67)

1.5%

(33)

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Never Once or

Twice

Sometimes Often Always

In the Past 12 Months, Have You Been Sexually Harassed? 

Men (n=11816)

Women (n=2135)

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
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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%).

Crude/Offensive

Behavior

Sexist Behavior Unwanted

Sexual

Attention

Coercion Assault

76%

(9026)

78%

(1665)

63%

(7472)

72%

(1541)

30%

(3518)

47%

(1000)

8%

(982)

15%

(328) 6%

(708)

7%

(154)

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Crude/Offensive

Behavior

Sexist Behavior Unwanted

Sexual

Attention

Coercion Assault

Percent Who Experienced SEQ Behaviors

Male (n=11816)

Female (n=2135)

 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
20

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 Crude Sexist Unwanted Sexual

Coercion Assault Sexually

 Behavior Behavior Attention

Harassed

SRP Survey (1997)

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

7%

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

22%

DMDC Survey (1995)

Men 37% 35% 16% 8% 4% 2%

N/A

Women 82% 74% 67% 47% 18% 8%

N/A

Rosen & Martin(1996)

Men 70% 38% 9%

8%

Women 82% 55% 15%

30%

SSMP (1995)

Men

3%

Women

25%

Navy EO/SH (1996)

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”
21

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.

Crude Behaviors Sexist Behaviors Unwanted Sexual

Attention

Coercion Assault

96%

(9026)

8%

(764)

79%

(7472)

8%

(718)

37%

(3518)

7%

(671)

10%

(982) 5%

(488)

8%

(708)

4%

(390)

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Crude Behaviors Sexist Behaviors Unwanted Sexual

Attention

Coercion Assault

 Men Experiencing SEQ Behaviors 

(n=9401)

Experience Behavior

Sexually Harassed

Figure 4. Men who have experienced any SEQ Behaviors

Crude Behavior Sexist Behavior Unwanted Sexual

Behavior

Coercion Assault

93%

(1665)

26%

(460)

86%

(1541)

25%

(449)

56%

(1000)

24%

(438) 18%

(328) 13%

(233) 9%

(154)

6%

(105)

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Crude Behavior Sexist Behavior Unwanted Sexual

Behavior

Coercion Assault

Women Experiencing SEQ Behaviors 

 (n=1791)

Experience Behavior

Sexually Harassed

Figure 5. Women who have experienced any SEQ Behaviors
22

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 lowerlevel 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
23
24

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 High Levels of Sexual

Harassment

 in Last 12 Months in Company

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)
25

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, selfcentered 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
26

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 SEQ

behaviors were present, whereas negative, self-centered leadership was

associated with more 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
27

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 NO

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%
28

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.

POSH TRAINING

9%

51%

40%

Zero Hours

1/2 to 3 Hours

More than 3

Hours

EO TRAINING

9%

56%

35%

Zero Hours

1/2 to 3 Hours

More than 3

Hours

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
29

harassment and much more positive evaluations of the Army as a whole. The

following chart outlines key comparisons between the three forms.
30

Table 6. Form A, B and S Comparison

Form

 N Any SEQ Crude Sexist Unwanted Sexual

Coercion Assault Sexually

 Behavior Behavior Attention

Harassed

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.
31

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

Married

White Black Other

SRP Trainee

Survey

74% 25% 25% 75% 59% 22% 19%

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.
32

• 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

Men more Same Women more

56%

34%

42%

58%

2%

7%

0%

20%

40%

60%

80%

100%

Men more Same Women more

Men

Women

Are men and women expected to achieve to 

the same standard during training?

(Men n=3785; Women n=1438)

Figure 7. Expectations of male and female trainees to achieve to the same
33

 standards during training
34

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.

Men

treated

easier

Same Women

treated

easier

3% 10%

46%

59%

45%

27%

0%

20%

40%

60%

80%

100%

Men

treated

easier

Same Women

treated

easier

How Male DS/Inst. Treat Soldiers

Men

Women

 (Men n=3669; Women

n=1440)

Men

treated

easier

Same Women

treated

easier

7% 19%

52%

62%

24%

6%

0%

20%

40%

60%

80%

100%

Men

treated

easier

Same Women

treated

easier

How Female DS/Inst. Treat Soldiers

Men

Women

 (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.

Men

encoura

ged

Same Women

enoura

ged

14% 22%

66% 62%

11% 9%

0%

20%

40%

60%

80%

100%

Men

encoura

ged

Same Women

enoura

ged

Encouragement to Succeed in 

Training by Male DS/ Inst.

Men

Women

 (Men n=3668; Women

n=1438)

Men

encoura

ged

Same Women

enourag

ed more

7% 8%

55% 50%

19% 27%

0%

20%

40%

60%

80%

100%

Men

encoura

ged

Same Women

enourag

ed more

Encouragement to Succeed in 

Training by Female DS/ Inst.

Men

Women

 (Men n=3669; Women

n=1440)

Figure 9. Encouragement of trainees by drill sergeants and instructors
35

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.
36

Any SEQ

Behaviors

Sexually

harassed

single SH

item

Sexually

harassed,

composite

item

73%

82%

7%

24% 18%

30%

0%

20%

40%

60%

80%

100%

Any SEQ

Behaviors

Sexually

harassed

single SH

item

Sexually

harassed,

composite

item

Experienced Sexual Harassment Since Enlisting

Men

Women

(Men n=3669; Women n=1440)

Figure 10. Sexual harassment by gender

BCT OSUT AIT

6%

15%

4% 15% 9%

30%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Sexual Harassed by Training Type

Single Item

Men

Women

 (Men n=4086; Women

n=1462)

BCT OSUT AIT

17%

22%

12% 19% 20%

36%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Sexual Harassed by Training Type

Composite Item

Men

Women

 (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 item 6% 4% 9% 7% 15% 15% 30% 22%

n= 1,197 777 1,887 471 149 801
37

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). Recruiting Reception During

BCT/OSUT

During AIT

13%

11% 11% 9%

32% 37%

43% 44%

0%

20%

40%

60%

80%

100%

Recruiting Reception During

BCT/OSUT

During AIT

Of those who have been sexually harassed,

WHERE THE HARASSMENT OCCURED

Men

Women

 (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

Training In

Barracks

On Post

46% 41%45%

28% 19% 21%

15%

28% 20%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Training In

Barracks

On Post

BCT

OSUT

AIT

Men

Training In

Barracks

On Post

48% 46%

37%

32% 26% 28%

15%

19% 25%

0%

20%

40%

60%

80%

100%

Training In

Barracks

On Post

BCT

OSUT

AIT

Women
38

 (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.
39

Table 11. Reported sexual harassment by training type

MEN WOMEN

BCT OSUT AIT BCT OSUT AIT

Reported, not

aware of

outcome

47% 42% 34% 23% 13% 14%

Reported,

action taken

7% 5% 5% 10% 13% 13%

Reported, no

action

3% 5% 8% 4% 0% 5%

Not reported,

handled myself

19% 17% 24% 43% 44% 43%

Not reported,

not bothered by

behavior

18% 27% 21% 17% 22% 11%

Not reported,

afraid of

reprisal

7% 5% 9% 4% 9% 13%

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).
40

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

Unwanted

sexual attention

17% 21% 28% 30% 27% 33% 50% 47%

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).

BCT OSUT AIT

64% 64% 70% 74% 71%

82%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Experienced Crude/Offensive 

Behavior 

Men

Women

 (Men n=4013; Women

n=1404)

Figure 14. Experienced crude/

offensive behaviors by training type
41

BCT OSUT AIT

43%

56% 50%

65%

55%

71%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Experienced Sexist Behavior

Men

Women

 (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).

BCT OSUT AIT

17%

27%

21%

33%

28%

50%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Experienced Unwanted Sexual 

Attention

Men

Women

 (Men n=4013; Women

n=1404)

Figure 16. Experienced unwanted

sexual attention by training type
42

BCT OSUT AIT

3% 3% 2% 4% 7%

13%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Experienced Sexual Coercion

Men

Women

 (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%).

BCT OSUT AIT

1% 2% 1% 3% 3% 5%

0%

20%

40%

60%

80%

100%

BCT OSUT AIT

Experienced Sexual Assault

Men

Women

 (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
43

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.
44

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.
45

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)1

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

Male Female Married Not

Married

White Black Other

Trainer

Survey

76%

(190)

24%

(61)

74%

(189)

26%

(65)

41%

(103)

44%

(113)

12%

(38)

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

 

1

This category was not as internally consistent as is usually recommended; however, this

category was used for the sake of comparison.
46

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).

Agree Neither Disagree

64%

47%

17%

30%

19% 23%

0%

20%

40%

60%

80%

100%

Agree Neither Disagree

In DSC/ITC, I learned more effective 

ways to train soldiers

Men

Women

(Men n=167 ; Women n=57)

Great

extent

Moderate

extent

Slight

extent

32% 32% 40%

49%

25% 19%

0%

20%

40%

60%

80%

100%

Great

extent

Moderate

extent

Slight

extent

The extent DSC/ITC prepared me for 

my current job

Men

Women

(Men n=167 ; Women n=57)

Figure 19. Training received at DSC/ITC
47

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,...

Agree Neither Disagree

82% 86%

10% 5% 8% 9%

0%

20%

40%

60%

80%

100%

Agree Neither Disagree

I received fair treatment from my 

instructors

Men

Women

(Men n=166 ; Women n=57)

Agree Neither Disagree

89% 84%

8% 5% 3%

11%

0%

20%

40%

60%

80%

100%

Agree Neither Disagree

I received fair treatment from my 

peers

Men

Women

(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...

Men

Disagree

26%

Agree

60%

Neither 

agree nor

disagree

23% 

(n=190)

Women

Disagree

33%

Agree

44%

Neither 

agree nor

disagree

23% 

(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%
48

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,...

Agree Neither Disagree

65%

53%

19%

26%

16% 21%

0%

20%

40%

60%

80%

100%

Agree Neither Disagree

I receive fair treatment from my chain 

of command

Men

Women

(Men n=190 ; Women n=61)

Agree Neither Disagree

84%

69%

8% 11% 8%

20%

0%

20%

40%

60%

80%

100%

Agree Neither Disagree

I receive fair treatment from my peers

Men

Women

(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
49

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).

Any SEQ

Behaviors

Sexually

harassed

single SH

item

Sexually

harassed,

composite

item

91% 95%

2%

39%

22%

39%

0%

20%

40%

60%

80%

100%

Any SEQ

Behaviors

Sexually

harassed

single SH

item

Sexually

harassed,

composite

item

Experienced Sexual Harassment in the Past 12 

Months

Men

Women

 (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.
50

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).

Training In

Barracks

On Post Off Post

21%

35%

22%

26%

48%

39%

9% 0%

0%

20%

40%

60%

80%

100%

Training In

Barracks

On Post Off Post

Location of the Most Recent Sexual 

Harassment Occurrence

Men

Women

(Men n=68 ; Women

n=23)

 Figure 24. Location of most recent

incident of trainer sexual harassment
51

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
52

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 Wide SRP Trainers

Men Women Men Women

Crude/Offensive

Behaviors

76% 78% 90% 93%

Sexist Behavior 63% 72% 73% 93%

Unwanted

Sexual Attention

30% 47% 39% 83%

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
53

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
54

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.
55

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, 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.
56

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.
57

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.
58

¤ 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.
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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.”
60

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.
61

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.”
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¤ 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.
63

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.”
64

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
65

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
66

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
67

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
68

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.
69

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
70

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.
71

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
72

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
73

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 coworkers; 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
74

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 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.”
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 In contrast, the vast majority of male comments (73%) reported that they

would 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 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

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
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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.
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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
78

¤ 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
79

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.”
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¤ 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
81

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.”
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♦ 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
83

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
84

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
85

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,
86

“Operations tempo (OPTEMPO) takes away from creating ‘professional’ soldiers.

No time to teach moral courage.”
87

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.”
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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.”
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♦ 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 reemphasize 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
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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.
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♦ 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.”
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♦ 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
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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.
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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 questionby-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

clients2 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

 

2

 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.
95

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 referred3 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

 

3

 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.
96

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.4 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,

 

4

 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.
97

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.
98

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.
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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
100

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 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
101

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.
102

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.
Secretary of the Army Senior Review Panel

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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

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 duty position?

A. Nonsupervisory position

B. Squad leader/Section Sergeant

C. Platoon Sergeant

D. First Sergeant

E. Platoon Leader

F. Company Commander

G. Executive Officer

H. Other

E. Current Age

F. How many hours do you usually work in a day?

G. Number of MEN in your COMPANY you work with on a daily basis

H. Number of WOMEN in your COMPANY you work with on a daily basis

I. Marital Status

A. Single

B. Married

C. Divorced

D. Separated

E. Widow/Widower

J. During the past year has your unit deployed anywhere for a period of three

months or more?

A. Yes

B. Currently deployed

C. No

D. Don’t Know
Secretary of the Army Senior Review Panel

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K. What is the sex of your first line supervisor?

A. Male B. Female

L. Sequence Number:
Secretary of the Army Senior Review Panel

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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”).

O O O O O O O

1. Ethnic Group

A. White (Non-Hispanic)

B. African-American (Non Hispanic)

C. Hispanic

D. Asian

E. Multi-Racial

F. Native American

G. Pacific Islander

2. Highest Level of Education

A. Some high school

B. High school graduate

C. GED

D. Some College

E. College Graduate

F. Graduate training

G. Graduate degree

3. How many times in the past year did your company go into the field?

A. 0

B. 1

C. 2

D. 3

E. 4

F. 5

G. 6

H. 7

I. 8

J. 9

K. 10

L. 11 or more

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:

A. Not At All B. Slight

Extent

C. Moderate

Extent

D. Great

Extent

E. Very Great

Extent

F. Not

Applicable

To what extent do the soldiers in your company:

4. say insulting things to each other?

5. like to get things done?

6. say degrading things about women?

7. say degrading things about men?

8. work hard to achieve their goals?

9. enjoy a challenge?

10. have high expectations of themselves?

11. gossip behind one another’s backs?

12. do what is right?

13. respect one another?

14. treat others as they themselves would like to be treated?
Secretary of the Army Senior Review Panel

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Please rate each statement below using the following scale:

A. Strongly

Agree

B. Agree C. Not

Sure

D. Disagree E. Strongly

Disagree

F. Not Applicable

15. Soldiers in this company are expected to comply with the law and professional

standards over and above other considerations.

16. The soldiers in this company are respectful towards women.

17. Soldiers in this company strictly obey the company policies.

18. Soldiers in this company do not have enough time to spend with friends and

family.

19. Soldiers in this company do not tolerate sexual harassment.

20. Soldiers in this company feel that there are no moral restrictions on their

behavior.

21. Soldiers in this company do not have enough time for relaxation and

entertainment.

22. Soldiers in this company are able to take on tough problems without getting

flustered.

23. Each soldier in this company decides for himself/herself what is right and wrong.

24. The soldiers in this company have enough skills that I would trust them with my

life in combat.

25. There are soldiers in this company that would lend me money in an emergency.

26. In this company, people look out for each other’s good.

27. In this company, soldiers are expected to follow their own personal and moral

beliefs.

28. In this company, people protect their own interests above all else.

29. There is a lot of teamwork and cooperation among soldiers in this company.

30. There is a lot of lying and deceit among soldiers in this company.

31. The soldiers in this company are respectful towards men.

32. There are soldiers in this company that I would consider my friends.

33. There are soldiers in this company that I can go to for help when I have a

personal problem.

34. My closest relationships are with my peers in this company.

35. I have peers in this company that I choose to spend my time with in my non-duty

hours.
Secretary of the Army Senior Review Panel

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The following statements are about the leaders in your company. Please rate each

statement using the following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

36. The leaders in this company set high standards for soldiers in terms of good

behavior and discipline.

37. The leaders in this company encourage soldiers to be all they can be.

38. The leaders in this company are more interested in looking good than in being

good.

39. The leaders in this company are self-centered.

40. The leaders in this company are bossy.

41. The leaders in this company are able to take on tough problems without getting

flustered.

42. I am impressed with the quality of leadership in this company.

43. My chain of command works well.

44. I would go for help with a personal problem to people in the company chain of

command.

45. The leaders in this company push soldiers very hard to get things done without

regard for the soldiers’ needs.

46. The leaders in the company enforce the standards they set for good behavior.

47. The leaders in this company are not concerned with the way soldiers treat each

other as long as the job gets done.

48. The leaders in this company can take charge of things.

49. The leaders in this company set good examples for soldiers by behaving the way

they expect soldiers to behave.

50. The leaders in this company are able to make tough decisions.

51. The leaders in this company just look out for themselves.

52. The leaders in this company are more interested in furthering their careers than

in the well-being of their soldiers.

53. My officers are interested in my personal welfare.

54. The officers in this company would lead well in combat.

55. Officers most always get willing and whole-hearted cooperation from the soldiers

in this company.
Secretary of the Army Senior Review Panel

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Please continue to rate each statement using the following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

56. My officers are interested in what I think and how I feel about things.

57. NCOs most always get willing and whole-hearted cooperation from the soldiers

in this company.

58. My NCOs are interested in what I think and how I feel about things.

59. My NCOs are interested in my personal welfare.

60. The NCOs in my chain of command are a good source of support.

61. The NCOs in this company would lead well in combat.

The following statements are about your company. Please rate each statement using the

scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not Applicable

62. This company treats soldiers’ spouses with respect.

63. Families are important in this company.

64. This company values soldiers who can take charge of things.

65. There is no room for one’s own personal morals or ethics in this company.

66. The most important concern in this company is each soldier’s own sense of right

and wrong.

67. Successful people in this company go by the book.

68. Everyone in this company is expected to stick by company rules and procedures.

69. In this company, soldiers are guided by their own personal ethics.

70. In this company, the first consideration is whether a decision violates the law.

71. In this company, people are mostly out for themselves.
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A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not Applicable

72. Regarding moral beliefs in this company, there is a sense that “anything goes.”

73. The most important concern in this company is the good of all the people in the

company as a whole.

74. The major concern in this company is always what is best for the other person.

75. The company values soldiers who are able to make tough decisions.

76. There are high levels of sexual harassment in this company.

77. There are high levels of racial or ethnic discrimination in this company.

78. If we went to war tomorrow, I would feel good about going with this company.

79. I think the level of training in this company is high.

80. I have real confidence in our company’s ability to use our 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 Poor B. Poor C. Not Sure D. Good E. Very Good F. Not 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.)?

The following statements concern your opinion. Please rate each statement using the

following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

84. Men should not be restricted from any specialties for which they can qualify.

85. The fundamental role of the Army is to fight and win the Nation’s wars.

86. Men have an advantage over women when it comes to having a successful

military career.

87. Women should not be restricted from any specialties for which they can qualify.

88. The main focus of the Army should be warfighting.
Secretary of the Army Senior Review Panel

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89. Women have an advantage over men when it comes to having a successful

military career.
Secretary of the Army Senior Review Panel

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.

The following statements are to be completed by soldiers in units with both men and

women.

If your company does not have male and female soldiers, skip to question 112.

Please use the following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

90. Male soldiers in this company “come on” to the female soldiers.

91. In this company, male soldiers accept female soldiers as equals.

92. Sexual relationships between leaders and their subordinates would not be

tolerated in this company.

93. Female soldiers in this company get treated better than male soldiers.

94. Male and female soldiers in this company work well together in garrison.

95. Female soldiers in this company “come on” to the male soldiers.

96. Male and female soldiers in this company work well together in the field.

97. Female soldiers in this company try as hard as the men.

98. In this company, the female soldiers pull their load.

99. The women in this company are competent soldiers.

100. Male soldiers in this company get treated better than female soldiers.

101. Male soldiers in this company try as hard as the women.

102. In this company, the male soldiers pull their load.

103. In this company, female soldiers accept male soldiers as equals.

104. The men in this company are competent soldiers.
Secretary of the Army Senior Review Panel

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To Be Completed By All Soldiers.

 Please answer the following questions using the scale:

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

During the past 12 months in this company, have you ever been in a situation where fellow

soldiers or supervisors:

105. told suggestive stories or offensive jokes?

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

workplace) or to you privately?

107. treated you “differently” because of your sex (e.g., mistreated or ignored you)?

108. displayed, used or distributed sexist or suggestive materials (e.g., pictures,

stories or pornography)?

109. made sexist remarks?

110. “put you down” or was condescending to you because of your sex?

111. 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?

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

bare arm, put an arm around your shoulders)?

113. gave you unwanted sexual attention?

114. attempted to establish a romantic sexual relationship with you despite your

efforts to discourage him or her?

115. made unwanted attempts to stroke or fondle you (e.g., stroking your leg or

neck)?

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

no?

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

treatment to engage in sexual behavior?

118. made you feel you were being subtly threatened with some sort of retaliation for

not being sexually cooperative (e.g., the mention of an upcoming evaluation,

review, etc.)?

119. made unwanted attempts to have sex with you that resulted in you pleading,

crying or physically struggling?

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

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

offended you?

122. stared, leered or ogled you in a way that made you uncomfortable?
Secretary of the Army Senior Review Panel

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123. exposed themselves physically (for example “mooned” you) in a way that

embarrassed you or made you feel uncomfortable?

124. had sex with you without your consent or against your will?
Secretary of the Army Senior Review Panel

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Please continue to answer the following questions using the scale.

During the past 12 months in this company, have you ever been in a situation where fellow

soldiers or supervisors:

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

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

126. made it necessary for you to respond positively to sexual invitations in order to

be well treated on the job?

127. made you feel you’d be treated poorly if you didn’t cooperate sexually?

128. treated you badly for refusing to have sex?

129. sexually harassed you?

Handling Complaints:

130. In the past year, did you file a FORMAL complaint of sexual harassment against

someone IN your company?

A. Yes B. No

131. If yes, were you satisfied with the system’s process to resolve your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

132. Were you satisfied with the result of your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

133. In the past year, did you file a FORMAL complaint of sexual harassment against

someone OUTSIDE your company?

A. Yes B. No

134. If yes, were you satisfied with the system’s process to resolve your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

135. Were you satisfied with the results of your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable
Secretary of the Army Senior Review Panel

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136. In the past year, did you take care of a personal experience of sexual

harassment INFORMALLY IN your company without going through the system?

A. Yes B. No

137. If yes, were you satisfied with this INFORMAL process to resolve your

complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

138. Were you satisfied with the results of dealing with the experience

INFORMALLY?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

139. In the past year, did you take care of a personal experience of sexual

harassment INFORMALLY OUTSIDE your company without going through the

system?

A. Yes B. No

140. If yes, were you satisfied with this INFORMAL process to take care of your

complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

141. Were you satisfied with the results of dealing with the experience INFORMALLY?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

142. In the past 12 months, how many hours of sexual harassment prevention training

have you had?

A. zero hours

B. up to 1/2 hour

C. up to 1 hour

D. up to 2 hours

E. up to 3 hours

F. more than 3 hours

143. In the past 12 months, how many hours of equal opportunity training have you

had?

A. zero hours

B. up to 1/2 hour

C. up to 1 hour

D. up to 2 hours

E. up to 3 hours

F. more than 3 hours

144. When you go to the field, how many days do you usually spend away overnight?

A. 0 B. 1-4 C. 5-8 D. 9-12 E. 13-16 F. 17 or more

145. How long have you been in your present company?

A. less than 1 year B. 1-2 years C. 2-3 years D. more than 3 years

146. Version
Secretary of the Army Senior Review Panel

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A. Team 1 B. Team 2 C. Team 3

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.

Acrobat Document

Annex A Tables
Secretary of the Army Senior Review Panel

B-117

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

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 duty position?

A. Nonsupervisory position

B. Division Chief

C. Directorate Head

E. Current Age

F. How many hours do you usually work in a day?

G. Number of MEN in your ORGANIZATION you work with on a daily basis

H. Number of WOMEN in your ORGANIZATION you work with on a daily basis

I. Marital Status

A. Single

B. Married

C. Divorced

D. Separated

E. Widow/Widower

J. How long have you been in your current organization?

A. Less than one year

B. One year to three years

C. Four years to six years

D. Greater than seven years

K. What is the sex of your first line supervisor?

A. Male B. Female
Secretary of the Army Senior Review Panel

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L. Sequence Number:
Secretary of the Army Senior Review Panel

B-119

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”).

O O O O O O O

1. Ethnic Group

A. White (Non-Hispanic)

B. African-American (Non Hispanic)

C. Hispanic

D. Asian

E. Multi-Racial

F. Native American

G. Pacific Islander

2. Highest Level of Education

A. Some high school

B. High school graduate

C. GED

D. Some College

E. College Graduate

F. Graduate training

G. Graduate degree

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:

A. Not At All B. Slight

Extent

C. Moderate

Extent

D. Great

Extent

E. Very Great

Extent

F. Not

Applicable

To what extent do the people in your organization:

3. say insulting things to each other?

4. like to get things done?

5. say degrading things about women?

6. say degrading things about men?

7. work hard to achieve their goals?

8. enjoy a challenge?

9. have high expectations of themselves?

10. gossip behind one another’s backs?

11. do what is right?

12. respect one another?

13. treat others as they themselves would like to be treated?
Secretary of the Army Senior Review Panel

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Please rate each statement below using the following scale:

A. Strongly

Agree

B. Agree C. Not

Sure

D. Disagree E. Strongly

Disagree

F. Not Applicable

14. People in this organization are expected to comply with the law and professional

standards over and above other considerations.

15. The people in this organization are respectful towards women.

16. People in this organization strictly obey the organizational policies.

17. People in this organization do not have enough time to spend with friends and

family.

18. People in this organization do not tolerate sexual harassment.

19. People in this organization feel that there are no moral restrictions on their

behavior.

20. People in this organization do not have enough time for relaxation and

entertainment.

21. People in this organization are able to take on tough problems without getting

flustered.

22. Each person in this organization decides for himself/herself what is right and

wrong.

23. There are people in this organization that would lend me money in an emergency.

24. In this organization, people look out for each other’s good.

25. In this organization, people are expected to follow their own personal and moral

beliefs.

26. In this organization, people protect their own interests above all else.

27. There is a lot of teamwork and cooperation among people in this organization.

28. There is a lot of lying and deceit among people in this organization.

29. The people in this organization are respectful towards men.

30. There are people in this organization that I would consider my friends.

31. There are people in this organization that I can go to for help when I have a

personal problem.

32. My closest relationships are with my peers in this organization.

33. I have peers in this organization that I choose to spend my time with in my nonduty hours.
Secretary of the Army Senior Review Panel

B-121

The following statements are about the leaders in your organization. Please rate each

statement using the following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

34. The leaders in this organization set high standards for people in terms of good

behavior and discipline.

35. The leaders in this organization encourage people to be all they can be.

36. The leaders in this organization are more interested in looking good than in

being good.

37. The leaders in this organization are self-centered.

38. The leaders in this organization are bossy.

39. The leaders in this organization are able to take on tough problems without

getting flustered.

40. I am impressed with the quality of leadership in this organization.

41. My chain of command works well.

42. I would go for help with a personal problem to people in the organization chain

of command.

43. The leaders in this organization push people very hard to get things done without

regard for people’s needs.

44. The leaders in the organization enforce the standards they set for good behavior.

45. The leaders in this organization are not concerned with the way people treat each

other as long as the job gets done.

46. The leaders in this organization can take charge of things.

47. The leaders in this organization set good examples for people by behaving the

way they expect people to behave.

48. The leaders in this organization are able to make tough decisions.

49. The leaders in this organization just look out for themselves.

50. The leaders in this organization are more interested in furthering their careers

than in the well-being of their people.

51. My leaders are interested in my personal welfare.

52. Leaders most always get willing and whole-hearted cooperation from the people

in this organization.
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53. My leaders are interested in what I think and how I feel about things.
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The following statements are about your organization. Please rate each statement using

the scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not Applicable

54. This organization treats peoples’ spouses with respect.

55. Families are important in this organization.

56. This organization values people who can take charge of things.

57. There is no room for one’s own personal morals or ethics in this organization.

58. The most important concern in this organization is each person’s own sense of

right and wrong.

59. Successful people in this organization go by the book.

60. Everyone in this organization is expected to stick by organizational rules and

procedures.

61. In this organization, people are guided by their own personal ethics.

62. In this organization, the first consideration is whether a decision violates the law.

63. In this organization, people are mostly out for themselves.

64. Regarding moral beliefs in this organization, there is a sense that “anything

goes.”

65. The most important concern in this organization is the good of all the people in

the organization as a whole.

66. The major concern in this organization is always what is best for the other

person.

67. The organization values people who are able to make tough decisions.

68. There are high levels of sexual harassment in this organization.

69. There are high levels of racial or ethnic discrimination in this organization.

70. If we were at war tomorrow, I would feel good about working in this organization.

71. I think the level of training in this organization is high.
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The following statements concern your opinion. Please rate each statement using the

following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

72. Men should not be restricted from any specialties for which they can qualify.

73. The fundamental role of the Army is to fight and win the Nation’s wars.

74. Men have an advantage over women when it comes to having a successful

military career.

75. Women should not be restricted from any specialties for which they can qualify.

76. The main focus of the Army should be warfighting.

77. Women have an advantage over men when it comes to having a successful

military career.

.

Please use the following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

78. Men in this organization “come on” to the women.

79. In this organization, men accept women as equals.

80. Sexual relationships between leaders and their subordinates would not be

tolerated in this organization.

81. Women in this organization get treated better than men.

82. Men and women in this organization work well together.

83. Women in this organization “come on” to the men.

84. Women in this organization try as hard as the men.

85. In this organization, the women soldiers pull their load.

86. The women in this organization are competent.

87. Men in this organization get treated better than women.

88. Men in this organization try as hard as the women.

89. In this organization, the men pull their load.

90. In this organization, women accept men as equals.

91. The men in this organization are competent.
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 Please answer the following questions using the scale:

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

During the past 12 months in this organization, have you ever been in a situation where fellow

coworkers or supervisors:

92. told suggestive stories or offensive jokes?

93. made crude and offensive sexual remarks, either publicly (e.g., in your workplace) or to

you privately?

94. treated you “differently” because of your sex (e.g., mistreated or ignored you)?

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

pornography)?

96. made sexist remarks?

97. “put you down” or was condescending to you because of your sex?

98. 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?

99. touched you in a way that made you feel uncomfortable (e.g., laid a hand on your bare arm

put an arm around your shoulders)?

100. gave you unwanted sexual attention?

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

discourage him or her?

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

103. continued to ask you for dates, drinks, dinner, etc., even though you already said no?

104. made you feel you were being subtly bribed with some sort of reward or special treatment

to engage in sexual behavior?

105. made you feel you were being subtly threatened with some sort of retaliation for not being

sexually cooperative (e.g., the mention of an upcoming evaluation, review, etc.)?

106. made unwanted attempts to have sex with you that resulted in you pleading, crying or

physically struggling?

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

108. made gestures or used body language of a sexual nature which embarrassed or offended

you?

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

110. exposed themselves physically (for example “mooned” you) in a way that embarrassed

you or made you feel uncomfortable?

111. had sex with you without your consent or against your will?
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112. implied faster promotions or better treatment if you were sexually cooperative?
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Please continue to answer the following questions using the scale.

During the past 12 months in this organization, have you ever been in a situation where

fellow coworkers or supervisors:

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

113. made it necessary for you to respond positively to sexual invitations in order to

be well treated on the job?

114. made you feel you’d be treated poorly if you didn’t cooperate sexually?

115. treated you badly for refusing to have sex?

116. sexually harassed you?

Handling Complaints:

117. 

In the past year, did you file a FORMAL complaint of sexual harassment against

someone IN your organization?

A. Yes B. No

118.

If yes, were you satisfied with the system’s process to resolve your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

119.

Were you satisfied with the result of your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

120.

In the past year, did you file a FORMAL complaint of sexual harassment against

someone OUTSIDE your organization?

A. Yes B. No

121.

If yes, were you satisfied with the system’s process to resolve your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

122.

Were you satisfied with the results of your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable
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123. In the past year, did you take care of a personal experience of sexual

harassment INFORMALLY IN your organization without going through the

system?

A. Yes B. No

124.

If yes, were you satisfied with this INFORMAL process to resolve your

complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

125.

Were you satisfied with the results of dealing with the experience

INFORMALLY?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

126.

In the past year, did you take care of a personal experience of sexual

harassment INFORMALLY OUTSIDE your organization without going through the

system?

A. Yes B. No

127.

If yes, were you satisfied with this INFORMAL process to take care of your

complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

128.

Were you satisfied with the results of dealing with the experience INFORMALLY?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

129.

In the past 12 months, how many hours of sexual harassment prevention training

have you had?

A. zero hours

B. up to 1/2 hour

C. up to 1 hour

D. up to 2 hours

E. up to 3 hours

F. more than 3 hours

130.

In the past 12 months, how many hours of equal opportunity training have you

had?

A. zero hours

B. up to 1/2 hour

C. up to 1 hour

D. up to 2 hours

E. up to 3 hours

F. more than 3 hours

131.

When you go to the field, how many days do you usually spend away overnight?

A. 0 B. 1-4 C. 5-8 D. 9-12 E. 13-16 F. 17 or more

132. How long have you been in your present organization?

A. less than 1 year B. 1-2 years C. 2-3 years D. more than 3 years

133. Version
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A. Team 1 B. Team 2 C. Team 3

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.
Secretary of the Army Senior Review Panel

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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

B. Married

C. Divorced

D. Separated

E. Widow/Widower

I. Sequence Number:
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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”).

O O O O O O O

1. Ethnic Group

A. White (Non-Hispanic)

B. African-American (Non Hispanic)

C. Hispanic

D. Asian

E. Multi-Racial

F. Native American

G. Pacific Islander

2. Highest Level of Education

A. Some high school

B. High school graduate

C. GED

D. Some College

E. College Graduate

F. Graduate training

G. Graduate degree

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:

A. Very Great

Extent

B. Great

Extent

C. Moderate

Extent

D. Slight

Extent

E. Not At All F. Not

Applicable

To what extent do the students in your class:

3. say insulting things to each other?

4. like to get things done?

5. say degrading things about women?

6. say degrading things about men?

7. work hard to achieve their goals?

8. enjoy a challenge?

9. have high expectations of themselves?

10. gossip behind one another’s backs?

11. do what is right?

12. respect one another?

13. treat others as they themselves would like to be treated?
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Please rate each statement below using the following scale:

A. Strongly

Agree

B. Agree C. Not

Sure

D. Disagree E. Strongly

Disagree

F. Not Applicable

14. Students in this class are expected to comply with the law and professional

standards over and above other considerations.

15. The students in this class are respectful towards women.

16. Students in this class strictly obey the school policies.

17. Students in this class do not tolerate sexual harassment.

18. Students in this class feel that there are no moral restrictions on their behavior.

19. Each soldier in this class decides for himself/herself what is right and wrong.

20. In this class, people look out for each other’s good.

21. In this class, students are expected to follow their own personal and moral

beliefs.

22. In this class, people protect their own interests above all else.

23. The students in this class are respectful towards men.

24. There are students in this class that I would consider my friends.

25. There are students in this class that I can go to for help when I have a personal

problem.

26. My closest relationships are with my peers in this class.

27. I have peers in this class that I choose to spend my time with in my non-duty

hours.
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The following statements are about the faculty in your school. Please rate each statement

using the following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

28. The faculty in this school sets high standards for students in terms of good

behavior and discipline.

29. The faculty in this school is more interested in looking good than in being good.

30. The faculty in this school is self-centered.

31. The faculty in this school is bossy.

32. The faculty in this school is able to take on tough problems without getting

flustered.

33. I would go for help with a personal problem to people in the school chain of

command.

34. The faculty in this school push students very hard to get things done without

regard for the students’ needs.

35. The faculty in the school enforce the standards they set for good behavior.

36. The faculty in this school is not concerned with the way students treat each other

as long as the job gets done.

37. The faculty in this school set good examples for students by behaving the way

they expect students to behave.

38. The faculty in this school is able to make tough decisions.

39. The faculty in this school just look out for themselves.

40. The faculty in this school is more interested in furthering their careers than in

the well-being of their students.

41. The faculty is interested in my personal welfare.

42. The faculty is interested in what I think and how I feel about things.
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The following statements are about your class. Please rate each statement using the

scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not Applicable

43. In this class, students’ spouses are treated with respect.

44. Cheating on one’s spouse is looked upon with disapproval in this class.

45. Families are important in this class.

46. There is no room for one’s own personal morals or ethics in this class.

47. The most important concern in this class is each soldier’s own sense of right and

wrong.

48. Successful people in this class go by the book.

49. Everyone in this class is expected to stick by class rules and procedures.

50. In this class, students are guided by their own personal ethics.

51. In this class, the first consideration is whether a decision violates the law.

52. In this class, people are mostly out for themselves.

53. The most important concern in this class is the good of all the people in the

class as a whole.

54. The major concern in this class is always what is best for the other person.

55. There are high levels of sexual harassment in this class.

56. There are high levels of racial or ethnic discrimination in this class.

The following statements concern your opinion. Please rate each statement using the

following scale:

A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

57. Men should not be restricted from any specialties for which they can qualify.

58. The fundamental role of the Army is to fight and win the Nation’s wars.

59. Men have an advantage over women when it comes to having a successful

military career.

60. Women should not be restricted from any specialties for which they can qualify.

61. The main focus of the Army should be warfighting.

62. Women have an advantage over men when it comes to having a successful

military career.
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63. Men in this class “come on” to the women students.

64. In this class, male students accept female students as equals.

65. Female students in this class get treated better than male students.
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A. Strongly

Agree

B. Agree C. Not Sure D. Disagree E. Strongly

Disagree

F. Not

Applicable

66. Sexual relationships between faculty and students would not be tolerated in this

class.

67. Female students in this class “come on” to the male students.

68. Female students in this class try as hard as the men.

69. In this class, the female students pull their load.

70. Male students in this class get treated better than female students.

71. Male students in this class try as hard as the women.

72. In this class, the male students pull their load.

73. In this class, female students accept male students as equals.

74. Sexually explicit material in the work environment is tolerated.

75. Sexually explicit material in the social environment is tolerated.

76. As a result of attending this school, relationships between men and women are:

A. Much better B. Somewhat better C. The same D. Somewhat worse E. Much worse

77. In this class, the degree of respect and dignity towards women during

OFF DUTY time is:

A. Much better than ON DUTY

B. Somewhat better than ON DUTY

C. The same as ON DUTY

D. Somewhat worse than ON DUTY

E. Much worse than ON DUTY

78. In this class, the degree of respect and dignity towards men during

OFF DUTY time is:

A. Much better than ON DUTY

B. Somewhat better than ON DUTY

C. The same as ON DUTY

D. Somewhat worse than ON DUTY

E. Much worse than ON DUTY

79. At this school, the degree of respect and dignity towards women is:

A. Much better than the Army as a whole

B. Somewhat better than the Army as a whole

C. The same as the Army as a whole

D. Somewhat worse than the Army as a whole

E. Much worse than the Army as a whole

80. At this school, the degree of respect and dignity towards men is:

A. Much better than the Army as a whole

B. Somewhat better than the Army as a whole

C. The same as the Army as a whole

D. Somewhat worse than the Army as a whole

E. Much worse than the Army as a whole
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 Please answer the following questions using the scale:

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

During your time as a student in this school, have you ever been in a situation where

fellow students or faculty:

81. told suggestive stories or offensive jokes?

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

workplace) or to you privately?

83. treated you “differently” because of your sex (e.g., mistreated or ignored you)?

84. displayed, used or distributed sexist or suggestive materials (e.g., pictures,

stories or pornography)?

85. made sexist remarks?

86. “put you down” or was condescending to you because of your sex?

87. 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?)

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

your bare arm, put an arm around your shoulders)?

89. gave you unwanted sexual attention?

90. attempted to establish a romantic sexual relationship with you despite your

efforts to discourage him or her?

91. made unwanted attempts to stroke or fondle you (e.g., stroking your leg or

neck)?

92. continued 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

treatment to engage in sexual behavior?

94. made you feel you were being subtly threatened with some sort of retaliation for

not being sexually cooperative (e.g., the mention of an upcoming evaluation,

review, etc.)?

95. made unwanted attempts to have sex with you that resulted in you pleading,

crying or physically struggling?

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

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

offended you?

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

99. exposed themselves physically (for example “mooned” you) in a way that
Secretary of the Army Senior Review Panel

C-138

embarrassed you or made you feel uncomfortable?

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

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

Please continue to answer the following questions using the scale.

During your time as a student in this school, have you ever been in a situation where

fellow students or faculty:

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

102. made it necessary for you to respond positively to sexual invitations in order to

be well treated on the job?

103. made you feel you’d be treated poorly if you didn’t cooperate sexually?

104. treated you badly for refusing to have sex?

105. sexually harassed you?

Handling Complaints:

106. During your time in this school, did you file a FORMAL complaint of sexual

harassment against someone IN your class?

A. Yes B. No

107. If yes, were you satisfied with the system’s process to resolve your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

108. Were you satisfied with the result of your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

109. During your time in this school, did you file a FORMAL complaint of sexual

harassment against someone OUTSIDE your class?

A. Yes B. No

110. If yes, were you satisfied with the system’s process to resolve your complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

111. Were you satisfied with the results of your complaint?
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A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable
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112. 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?

A. Yes B. No

113. If yes, were you satisfied with this INFORMAL process to resolve your

complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

114. Were you satisfied with the results of dealing with the experience

INFORMALLY?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

115. 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?

A. Yes B. No

116. If yes, were you satisfied with this INFORMAL process to take care of your

complaint?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

117. Were you satisfied with the results of dealing with the experience INFORMALLY?

A. Very Satisfied

B. Satisfied

C. Not Sure

D. Dissatisfied

E. Very Dissatisfied

F. Not Applicable

118. In the past 12 months, how many hours of sexual harassment prevention training

have you had?

A. zero hours

B. up to 1/2 hour

C. up to 1 hour

D. up to 2 hours

E. up to 3 hours

F. more than 3 hours

119. In the past 12 months, how many hours of equal opportunity training have you

had?

A. zero hours

B. up to 1/2 hour

C. up to 1 hour

D. up to 2 hours

E. up to 3 hours

F. more than 3 hours

120. How long have you been with your present class?

A. 0 - 2 months

B. 3 - 4 months

C. 5 - 6 months

D. 7 - 8 months

E. 9 - 10 months

F. 11 or more months

121. Version
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A. Team 1 B. Team 2 C. Team 3

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.
D-142

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?
D-143

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
D-144

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 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.
D-145

10. Do you think female 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 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 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
D-146

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
D-147

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
D-148

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?
D-149

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
D-150

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
D-151

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 drill sergeants are assigned to your platoon?

 A. 0

 B. 1

 C. 2

 D. 3

 E. 4 or more

48. How many female 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
D-152

COMMENTS

Please use the space below to comment on any suggestions you have for

improving the human relations environment in the Army.

Acrobat Document

Annex D Tables
D-153

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.
D-154

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
D-155

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
D-156

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
D-157

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
D-158

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
D-159

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?
D-160

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?
D-161

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

Acrobat Document

Annex E Tables
D-162

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?
D-163

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?
D-164

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?
D-165

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?
D-166

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?
D-167

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.
D-168

THANK YOU FOR YOUR PARTICIPATION. PLEASE REMEMBER TO KEEP

EVERYTHING WE’VE DISCUSSED CONFIDENTIAL.
D-169

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
D-170

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
D-171

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

• 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
D-172

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”
D-173

• “THERE’S A GOOD OLD BOY NETWORK HERE - IT’S UNDER

THE SURFACE”

MILITARY FOCUS GROUP PROTOCOL
D-174

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

• 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
D-175

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 Officer 36% 52%

Male Company Grade Officer 33% 47%

Female Field Grade Officer 47% 43%

Male Field Grade Officer 43% 33%

• 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
D-176

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”

• “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
D-177

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 Officer 27% 63%

Male Company Grade Officer 31% 52%

Female Field Grade Officer 55% 35%

Male Field Grade Officer 46% 38%

• 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
D-178

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
D-179

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
D-180

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
D-181

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

• 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”
D-182

• “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
D-183

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 Officer 45% 39%

Male Company Grade Officer 54% 33%

Female Field Grade Officer 42% 48%

Male Field Grade Officer 56% 29%

• 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”
D-184

• “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
D-185

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 Officer 47% 42%

Male Company Grade Officer 59% 32%

Female Field Grade Officer 71% 27%

Male Field Grade Officer 42% 38%

• 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”
D-186

• “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
D-187

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 Officer 65% 22%

Male Company Grade Officer 38% 41%

Female Field Grade Officer 47% 43%

Male Field Grade Officer 29% 48%

• 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”
D-188

• “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
D-189

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

• 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
D-190

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
D-191

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
D-192

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

• 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
D-193

 STANDARDS, YOU LOSE IT”

• “CREATE AN AGENCY OR BRANCH TO BUILD, MANAGE, AND

MAINTAIN HUMAN RESOURCES”

• “TEACH HOW TO REPORT AND 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
D-194

THANK YOU FOR YOUR PARTICIPATION.
G-195

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?
G-196

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?
G-197

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?
G-198

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?
G-199

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?
G-200

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.
G-201

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
G-202

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
G-203

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
G-204

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
G-205

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
G-206

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
G-207

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
G-208

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
G-209

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
G-210

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
G-211

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
G-212

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
G-213

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
G-214

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
G-215

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”

• 40% OF FEMALE COMMENTS INDICATED “NO”

• 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

• 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
G-216

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
G-217

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
G-218

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
G-219

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
G-220

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
G-221

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
G-222

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
G-223
H-224

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?
H-225

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?
H-226

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?
H-227

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? 
H-228

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.
H-229

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
H-230

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
H-231

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
H-232

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
H-233

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
H-234

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
H-235

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
H-236

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
H-237

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
H-238

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
H-239

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 REPORT SEXUAL HARASSMENT

(74%). THE VAST MAJORITY OF MALE COMMENTS

REPORTED THAT THEY WOULD 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
H-240

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
H-241

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
H-242

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
H-243

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 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
H-244

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
H-245

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 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”
H-246

“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
H-247

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
H-248

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 EFFECTIVE (63%).

• THE MAJORITY OF MALE RESPONSES INDICATE THAT

TRAINING WAS 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
H-249

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 ROLEPLAYS”

“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
H-250

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
H-251

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
H-252

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
I-253

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?
I-254

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?
I-255

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?
I-256

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?
I-257

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?
I-258

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:
I-259

• 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
I-260

 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
I-261

 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
I-262

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:
I-263

• TRAINING / CLASSES / EDUCATION

• 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”

• “EVERY QUARTER THIS UNIT HAS CLASSES ON IMPROPER

ASSOCIATIONS AND COUNSELS HIS CADRE ON

MAINTAINING PROPER RELATIONSHIPS”

• “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”

• “COMMANDING GENERAL HAS CLEARLY SET POLICIES ON

BEHAVIOR BETWEEN SENIORS AND SUBORDINATES.
I-264

ENFORCEMENT BELONGS TO OFFICERS AND NCOs.

BELIEVE ONE SHOULD NEVER WALK PAST A MISTAKE”

• “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

• 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
I-265

QUOTES:

• “I’VE PERSONALLY TAKEN THE INITIATIVE OF TEACHING

CLASSES ON ETHICAL LEADERSHIP IN THE UNIT. TEACH

WHAT DIGNITY AND RESPECT MEAN”

• “WE SET AND ENFORCE STANDARDS BY POLICY LETTERS,

OPEN DOOR POLICY, AND EACH UNIT HAS AT LEAST TWO

EORs”

• “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”

• “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:
I-266

• TRAINING / EDUCATION

• ENFORCE STANDARDS / COMMAND PHILOSOPHY

• COMMUNICATION

• LEAD BY EXAMPLE

• 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”

• “PUBLISH COMMAND PHILOSOPHY; TALK DIGNITY AND

RESPECT AT ALL INBRIEFS - EMPHASIZE VALUES”

• “LISTENING TO THEIR IDEAS, SOMETIMES IT’S HARD BUT IT

SHOWS RESPECT TO LISTEN TO THEIR VIEW AND

POSSIBLY IMPLEMENT THEIR IDEAS”

• “LEADING BY EXAMPLE; CAN’T ENSURE WHAT THEY DO.

CAN JUST SET WHAT THE EXPECTATIONS ARE.

GUIDELINES ARE THERE, BUT IT’S PERSONAL
I-267

RESPONSIBILITY - SOME PEOPLE WILL NEVER TREAT ONE

ANOTHER WITH DIGNITY AND RESPECT”

• “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
I-268

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?
I-269

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

• MOST OF THE CASES WERE INITIATED BY MALE NCOs,

MALE SOLDIERS, OR MALE OFFICERS

• OF REPORTED OUTCOMES, MOST REPORT THEY WERE:

UNSUBSTANTIATED, RECEIVED A REPRIMAND, OR WERE

STILL UNDER INVESTIGATION

• 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”

• “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”
I-270

• “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

• OF THOSE COMMENTS INDICATING A NEGATIVE EFFECT:

 BREAKS DOWN COHESION / NEGATIVE EFFECT ON MISSION

 AFFECTS MORALE

 DISTRACTION / DISRUPTION
I-271

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”

• “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. COULD FEEL THE

TENSION IN THE AIR”

• “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?
I-272

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

• 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”

• WHEN ASKED WHAT KIND OF TRAINING THEY RECEIVED,

MOST OF THE COMMENTS INDICATED CHAIN TEACHING
I-273

• 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

• 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
I-274

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”

• “I DON’T THINK ITS VERY EFFECTIVE. USUALLY DONE IN A

CLASSROOM ENVIRONMENT, DOESN’T HOLD THEIR

ATTENTION”

• “I DON’T THINK ITS EFFECTIVE IN CHANGING BEHAVIORS

AND VALUES”

• “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
I-275

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”
I-276

• “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”

• “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
I-277

• 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
I-278

 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

• 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)
I-279

 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
I-280

 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

• CLARIFY / ENFORCE STANDARDS

• IMPROVE LEADERSHIP

• CONTINUOUS AWARENESS

• FASTER / STRICTER PUNISHMENT

MILITARY LEADER INTERVIEW PROTOCOL

N OF COMMENTS FOR Q16: 1158
I-281

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”

• “ENFORCE THE STANDARDS - SYSTEM ALREADY IN PLACE”

• “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”

• “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”

• “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:
I-282

• 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
I-283

 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
I-284

 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

career implications, 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?
I-285

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, focus on what they do.

5. Do commanders in this unit make honest and reasonable efforts to stop

discrimination or sexual harassment?

Probes: Examples?
I-286

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?
I-287

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?
I-288

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

aware of behaviors 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

behaviors that might be seen as any kind of discrimination or sexual

harassment?

Probes: What are “fixes?”
I-289

15. In your view, what elements of the Army’s system have the highest

expertise and ability to prevent sexual harassment or discrimination?

Respond 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 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?
I-290

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)
I-291

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
I-292

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”
I-293

• “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)”

• “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”
I-294

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:
I-295

• 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”
I-296

• “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
I-297

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
I-298

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”
I-299

• “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
I-300

• 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”
I-301

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”
I-302

• “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
I-303

• 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
I-304

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
I-305

• 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”
I-306

• “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
I-307

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”

• “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?
I-308

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
I-309

• 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”
I-310

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:
I-311

• 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”
I-312

• “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
I-313

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
I-314

_________________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?
I-315

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?
I-316

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?
I-317

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)
I-318

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?
I-319

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?
I-320

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?
I-321

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?
I-322

 d. Who is appointed as the Victim/Witness Liaison (VWL)? Is this a fulltime 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?
I-323

 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?
I-324

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?
I-325

2. Do merit promotion procedures 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?
I-326

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?
I-327

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: 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
I-328

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?
I-329

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
I-330

• 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
I-331

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”
I-332

 “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
I-333

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
I-334

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:
I-335

• 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%)
I-336

• 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
I-337

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)
I-338

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”
I-339

“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
I-340

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:
I-341

• 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
I-342

• 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
I-343

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”
I-344

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:
I-345

• 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 
I-346

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
I-347

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

________________Interviewer

________________Subject’s Title, Series, Grade

________________Subject’s Gender

________________Activity/Organization
I-348

________________No. of Employees Supervised

 Civilian____ Military____

________________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?
I-349

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?
I-350

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 sexuallyharassing behavior and your responsibilities as a supervisor to deal with

this issue?
I-351

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

• GRADE LEVELS:

GS 12 (4)

GS 13 (11)

GS 14 (3)
I-352

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
I-353

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:
I-354

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
I-355

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
I-356

 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
I-357

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?
I-358

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

________________Interviewer (Senior Panel Member)

________________Date
I-359

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?
I-360

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?
I-361

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
I-362

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
I-363

• 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?
I-364

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
I-365

• 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
I-366

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.
I-367

FINDINGS: THE MOST FREQUENTLY MENTIONED

COMMENTS ARE:

• MOST RESPONDED “YES” TO BOTH QUESTIONS

• FEW SAID THERE WERE NO 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...”
I-368

“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

 

Endnotes

i

 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

ii 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 Correlation Interpretation

.90 to 1.00 (-.9 to -1.0) Very high correlation

.70 to .89 (-.70 to -.89) High correlation
I-369

 

.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