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

In the feasibility study, Army refers to an ‘enhanced commissioning model’. 17 This model “maintainedthe fundamentals of the current ADFA commissioning model but included a number of enhancements tomeet the intent [of] Recommendation 16.” The study proceeds to list a number of enhancements whichhave been introduced since the ADFA Report was released. 18The Audit agrees that these enhancements in part address the intent of the Recommendation. However,they are not a direct response to Recommendation 16.In respect of Army, the feasibility study states that ‘a number of opportunities also existed for futureenhancements’. 19 The Audit has not received any evidence that these additional opportunities have beeninvestigated or pursued and their current status is therefore unclear.Given that the feasibility study has not resulted in any change, the Audit recommends that ADFA(and the RIT) and the Services continue to investigate strategies to achieve the intent of theRecommendation.Recommendation 16 b)The minimum entry age was reviewed as part of the feasibility study. The analysis determined that:Increasing the minimum entry age would be detrimental as Defence is competing withuniversities, the public sector, and industry for the ‘best and brightest’ school leavers. Therewas consensus that if the entry age for ADFA is raised, school leavers will gain employment oruniversity places elsewhere and it is much less likely that they will leave their employment oruniversity studies when they reach the revised entry age to ADFA. 20If the minimum entry age is to remain unchanged further emphasis should be given to meeting the intentof the Recommendation by developing strategies to minimise potential risks for young entrants.Recommendation 16 c)The Services looked briefly at this issue in the feasibility study and initially dismissed the prospect ofmaking any changes.Both Navy and Army did not explore this issue and deferred comments on the issue to Defence ForceRecruiting, which has no specific plan for specific recruitment initiatives for ADFA which reflect thedifferent life courses of women and men. 21 Air Force briefly undertook some research to determinewhat the major life-course differences were between men and women and on the basis of that researchdeclined to explore recruitment options. Their research found that:the major life-course differential between women and men is motherhood. According to 2012census data, the majority of women commence their families between the ages of 25 and 30.As their time at ADFA is usually over by age 25, Air Force was unsure of the necessity to developrecruitment options that ‘recognise different life courses’ at the stage of early adulthood. It wasconcluded that there are few ‘life stage differences’ between young women and men until thepoint of commencing parenthood. 22The Audit finds that the intent of this aspect of the Recommendation was not adequately addressed inthe feasibility study.This concern was discussed with ADFA and a further potential option was provided to the Audit. 23Instead of new recruits joining ADFA initially, the enrolment would be deferred for a period of years afterwhich an ADFA posting would be allowed. This could accommodate either full time study or part timestudy combined with parental leave. 24Audit Report: Review into the Treatment of Women at the Australian Defence Force Academy • 2013 • 69