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

A Message from the CommissionerADFA has expanded its Equity and Diversity Network and is to be commended for taking the lead inimplementing the Sexual Offence Support Person Network. These are important mechanisms and I lookforward to ADFA’s engagement with the ADF’s new Sexual Misconduct Prevention and Response Office(SeMPRO) to ensure strong and effective support for victims.However, there are areas which still require attention. These include the development andimplementation, with an expert provider, of an evidence based sexual ethics program. The recent eventsinvolving a number of midshipmen and officer cadets allegedly participating in sexual initiation ritualsunderscores the urgency of implementing an appropriate sexual ethics education program, as envisagedby the Review’s recommendation. Despite the nature of these events, it was pleasing to observe that thesexual initiation rituals came to light because of reports made to ADFA’s senior leadership team by theRSOs. Although only in place for a short time, the RSO role is proving to be effective and valuable – bothfor the cadets and the staff.Within the ADF there is still evidence of ambivalence about ADFA’s role. A clear and unified articulationof ADFA’s vision and purpose is fundamental to ADFA achieving its potential.The right staff are vital in setting the tone and culture at ADFA. Staff have a direct and powerful impacton undergraduate experience and the achievement of superior outcomes. The Commandant nowinterviews staff before they arrive at ADFA. This is a positive development; however the interviews occurafter the posting decision has been made. The Commandant does not have delegated authority toremove underperforming staff. I acknowledge that there are competing pressures across all ADF traininginstitutions however the Commandant should have the right to veto staff selections, or at the very least,be able to interview staff before the posting decision is made.Instances of sexual harassment and behaviours which are unwelcome, inappropriate or offensivecontinue to be present at ADFA. Most people who experience this do not report it and do not seekadvice or support. As noted above, I urge ADFA to give priority to designing and implementing sexualethics and healthy relationship training. Interactive, expert training is an effective primary prevention toolagainst unacceptable behaviour and sexual misconduct, and aids in the development of a more matureunderstanding of sexual ethics.ADFA now has a promising annual Unacceptable Behaviour Survey in place and over time comparisonswill be able to be drawn with other recruit and training establishments across Defence. This will be aninvaluable aid to leadership to swiftly address issues and target action.The acceptance and implementation of the Review’s recommendations clearly demonstrates the deepand unwavering commitment of the Chief of the Defence Force, Vice Chief of the Defence Force and theService Chiefs to build a safe and inclusive culture for women.I am confident that ADFA will continue to make progress on implementing the Review’srecommendations. Consistent and sustainable progress is essential to ensure that cultural changebecomes embedded in the core values and operations of ADFA for the long term. The goodwill, energyand creativity of ADFA staff and the Review Implementation Team is clearly evident. I congratulate andthank each and every person who has contributed to these cultural reforms to date. I remain committedto ongoing dialogue and providing whatever assistance I can to ADFA to realise the intent of theReview’s recommendations.2Elizabeth BroderickSex Discrimination CommissionerAustralian Human Rights Commission