Dod Service Academies: More Actions Needed to Eliminate Sexual Harassment
Reviews the issues of sexual harassment at all three of the service academies. It addresses (1) the extent to which sexual harassment occurred at the academies, the forms it took, & its effects on those subjected to it, & (2) an evaluation of the academies' efforts to eradicate sexual harassment. The report concludes that the academies have not met DoD's broad human charter goals or its policy of providing an environment that is free from sexual harassment. The academies generally have complied with the minimum requirements DoD has established for sexual harassment eradication programs. Identifies several approaches to sexual harassment prevention that may prove effective at the academies.
What people are saying - Write a review
We haven't found any reviews in the usual places.
Academies Tend Academy Actions Academy Air Force Academy Military Academy Academy officials Academy Students Academy Women Experience Academy's Actions to Eradicate Air Force Academy assessment behavior cadets chain of command complaint conducted constitute sexual harassment Deal With Sexual Department of Defense eeoc equal opportunity program Eradicate Sexual Harassment Experience Sexual Harassment female student focus groups Force Academy Source formally reported forms of harassment forms of sexual GAO questionnaire gender Harassment Can Produce harassment eradication programs hotline issues Low Average High male student midshipmen military a career Naval Academy Military negative consequences Nonjudicial punishment offensive percent personnel physical stress policy statements problems Recurring Basis reported experiencing reporting harassment resolving formal Responses to GAO sampling error Secretary of Defense service academies sexual harassment eradication Sexual Harassment Informally sexual harassment prevention sexual misconduct special interest item standard deviation Tend to Deal three academies ucmj Women Experience Sexual Women Men Women
Page 10 - Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work...
Page 14 - Prevention is the best tool for the elimination of sexual harassment. An employer should take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned.
Page 12 - But we can say that whether an environment is "hostile" or "abusive" can be determined only by looking at all the circumstances. These may include the frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee's work performance.
Page 2 - It responds to requests of the Chairman of the Senate Committee on Armed Services and the former Chairman of its Subcommittee on Manpower and Personnel, who asked us to examine the treatment of women at service academies, and former Congressman Albert G.
Page 17 - ... individual; or (3) Such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, offensive, or unpleasant working environment.
Page 4 - GAO'S survey shows that between 93 and 97 percent of academy women reported experiencing at least one form of sexual harassment during academic year 1991. However, only 26 incidents were...
Page 60 - December 1990 and to cadets at the Military and Air Force academies in March 1991. Those selected for the sample were notified through academy channels to report to rooms designated for the questionnaire administration. The questionnaires were administered by our staff during what would otherwise be free time for the respondents. Respondents were assured of anonymity and attendance was not taken at the survey administration. Completed questionnaires were received from 527 Naval Academy midshipmen...
Page 60 - ... sample design allowing us to oversample those two groups. We used the last digit of the social security number to randomly select respondents from each strata.1 We selected one final digit for all cadets and an additional final digit for women and minority males.
Page 17 - ... submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a person's job, pay, or career, or...
Page 60 - Weights applied in this manner yield data that represent the total population without distorting significance tests. For the faculty, the questionnaires were administered in person by our staff at the Naval and Military academies and through the mail at the Air Force Academy. Questionnaires were completed by 122 faculty members (19 percent of the population) at the Naval Academy, 132 (26 percent of 'SPSS-X User's Guide.