Review into the treatment of women at the Australian Defence Force ...

Chapter 10: Minimising Risk, Managing Incidents and Ensuring the Safety of the Workplace – Recommendations 22-3198Audit findingsThe Audit has not been provided with any review materials regarding complaints training, however itnotes that ADFA has reformed the training on making complaints of unacceptable behaviour (includingsexual harassment and abuse and sex discrimination).As noted in Recommendations 6-10, ADFA’s training on making complaints of unacceptable behaviour(including sexual harassment and abuse and sex discrimination) is conducted under the banner of‘equity and diversity’. The Audit understands that there are policy connections between unacceptablebehaviour and equity and diversity in the ADF, but has suggested that decoupling these linkswould provide benefits to ADFA. 24 This should be kept in mind when future evaluation and reform isundertaken.ADFA’s equity and diversity training continuum lays out the modules that undergraduates completeduring their time at ADFA as follows: 25• Understand Types of Unacceptable Behaviour (YOFT)• Understand Sexual Offences & Sexual Offence Support Network (YOFT)• Dispute Resolution Options – Self Resolution (First year, session 1)• Understand the Equity Adviser Network (First year, session 1)• Understand the Complaint Management Process (Second year, session 1)• Equity and its Strategic Focus in Defence (Second year, session 2)• Participate in the Equity Workshop for Commanders, Managers and Supervisors(Third year, session 1).Although only one of these modules has the complaint management process as its central focus,all touch on different aspects of the complaints and incident reporting, response and managementsystems. The YOFT lessons (attended by the Audit) are descriptive and focus on unacceptablebehaviours and offences, with brief discussions of dispute resolutions and support options. The firstyear sessions discuss different aspects of low-level resolution, and the Equity Adviser Network. Thesecond year lessons provide more complex examples of unacceptable behaviour scenarios and thecomplaints process, and the strategic implications of equity and diversity. The third year lesson aims togive undergraduates a perspective of what is required of managers with regards to equity and diversityin the workplace.In addition, all staff continue to receive the mandatory annual Equity Workshop for Commanders,Managers and Supervisors, delivered by Fairness and Resolution, and undergraduates continue toreceive the standard one hour mandatory equity and diversity training as directed by the CDF. 26This diversity of training indicates that ADFA has sought to address the Recommendation and tailormodules to specific groups. The increase in the number of QAs completed in 2012 (55) and 2013 todate (ten in the first seven weeks), compared to the number completed in 2011 (four) also suggests thatthe complaints processes are functioning better in 2012 and 2013. 27 However, evaluation and reviewof any new programs is essential in order to make sure they are delivering what is required. This will beparticularly important after SeMPRO (the ADF’s Sexual Misconduct Prevention and Response Office)begins active duty in mid-2013.Finally, the Audit heard positive views about the reformed training from undergraduates. One said that in2012 there was:a much bigger focus on training [on the complaints process]. It was stock standard lecture lastyear [2011]. It was ‘we have to give you this as part of the ADF policy’ but it seemed this year itwas more like they actually wanted you to know about this and to know the options available topeople. 28