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

14 Dr P Helson, ‘Australian Defence College, Review Implementation Team, Single Service Training and Work Placement FeasibilityStudy’, provided to the Audit by S Longbottom, 17 December 2012. While the document itself may have been completed inNovember 2012, the length is misleading as this includes the time after the recommendations were submitted to the relevantChiefs and decisions had been made. For example, the Audit has been provided with the decision from the Chief of Navy whichis dated 17 August 2012.15 For example, throughout the feasibility study the costs associated with a new contract for a compressed UNSW degree areoverplayed. When addressing the cost of the compressed degree, the relevant cost is the amount that is in addition to thecurrent contractual cost however the cost is often noted as being the entire amount. That is, the current cost plus the additionalcost. The effect of this is that the compressed degree is made to appear substantially more expensive than the reality. SeeDr P Helson, ‘Australian Defence College, Review Implementation Team, Single Service Training and Work Placement FeasibilityStudy’, provided to the Audit by S Longbottom, 17 December 2012.16 Despite the placement options not being implemented, having consulted with staff and undergraduates who live and workat ADFA there is a widespread belief that undergraduates would benefit greatly from a program similar to NOYO. This beliefextends to any other factors which might increase their age or maturity, as commented by an academic staff member, ‘Now youcan’t make a gap year compulsory, but I wish we could, because it would do a lot of them the world of good.’ Focus group S1,Staff male and female, 17 October 2012.17 Dr P Helson, ‘Australian Defence College, Review Implementation Team, Single Service Training and Work Placement FeasibilityStudy’, provided to the Audit by S Longbottom, 17 December 2012.18 These include: improved methods of instruction in conjunction with an adolescent learning strategy, improved equity anddiversity training, improved guidance and training on the use of social media and acceptable use of alcohol, and developmentof a sexual ethics program.19 These include: continued emphasis on the deliberate selection and positing prioritisation of Army instructors to ADFA,reintroduction of the Guidance Officer Scheme, improved student to instructor ratios, and a pilot program to allow somestudents to conduct the first year of their degree at a civilian university.20 Department of Defence, ‘COSC Agendum Paper 76 of 2012 – Update on Australian Defence College’s Actions Emanating from‘Pathway to Change’: Evolving Defence Culture’, 10 December 2012, provided to the Audit by Dr N Miller, 26 February 2013.21 Dr P Helson, ‘Australian Defence College, Review Implementation Team, Single Service Training and Work Placement FeasibilityStudy’, provided to the Audit by S Longbottom, 17 December 2012.22 Dr P Helson, ‘Australian Defence College, Review Implementation Team, Single Service Training and Work Placement FeasibilityStudy’, provided to the Audit by S Longbottom, 17 December 2012.23 Dr P Helson, ‘Australian Defence College, Review Implementation Team, Single Service Training and Work Placement FeasibilityStudy’, provided to the Audit by S Longbottom, 17 December 2012.24 Dr S Mugford, ‘A suggestion around alternative entry because of life course differences’, provided to the Audit by Dr S Mugford,13 February 2013.25 ADFA and the ADF should continue to develop options which involve flexibility and take into consideration life differentials. Forexample, the ADF currently has a program ‘Defence University Sponsorship’ in which university students who have completeda specified portion of their engineering or health degree are eligible to be sponsored by the ADF for the remainder of the degree.Following completion, the sponsored individual undergoes initial officer training with service obligations for the number of yearsthat the member was sponsored plus an additional year, with a minimum of three years. This type of program addresses lifecourse differentials and the Audit encourages ADFA to continue to develop options along these lines. Department of Defence,Defence University Sponsorship, http://www.defencejobs.gov.au/education/universitysponsorship/ (viewed 14 March 2013);email from P O’Neill to S Mugford, 20 February 2012, provided to the Audit by S Mugford, 20 February 2013.26 RIT, ‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012.27 RIT, ‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012.28 RIT, ‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012.29 Some of the core objectives outlined in the mentoring brief include providing an opportunity for female undergraduates to seeand talk to women who have reached senior leadership positions, gain answers to relevant questions and learn strategies andtactics that work for women, gain confidence and resilience, gain insights into common themes, motivate female cadets towork through challenges that they will face, and to build relationships and develop useful networks. The program is focused onshowing female undergraduates how women in male dominated industries can achieve senior leadership positions. See RIT,‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012.30 RIT, ‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012.31 RIT, ‘Broderick Ph1 Review Implementation Progress Spreadsheet’, provided to the Audit by Dr N Miller, 28 September 2012.32 In respect of the current status of the mentoring programs, during discussions with Dr N Miller of the RIT it was noted thatscheduling difficulties have delayed implementation.33 RIT, ‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012; RIT, ‘Broderick Audit Summary Final280912’, provided to the Audit by Dr N Miller, 28 September 2012; RIT, ‘Communication Plan: Communicating Cultural Change’Annex K, provided to the Audit by Dr N Miller 12 November 2012. The documents also comment that this was agreed byCommissioner Broderick.34 Australian Defence Force Academy, ‘Task 100 and task 80 Amended ADFA Cadet and Women intake stats (2001-2011) verifiedwith annual reports’, provided to the Review as part of Phase One of the Report.35 RIT, ‘ADFA Mentoring Brief’, provided to the Audit by Dr N Miller, 28 September 2012. Similarly, the ADFA StrategicCommunication Plan states that ‘ADFA is also exploring a range of other options for expanding mentoring opportunities forAudit Report: Review into the Treatment of Women at the Australian Defence Force Academy • 2013 • 77