A review of the literature was completed of current gender inequity trends and the response from the military to alleviate ongoing issues. The intentions of this literature review are to (a) define and analyze existing gender-related unfairness, (b) determine which guidelines and directives have been implemented within the military branches to alleviate the problems, (c) look at why the strategies were implemented, (d) and identify areas of gender discrimination that need further research. The review of the literature shows themes of gender-related issues and how the militaries are heading to more of a talent-based management system. The culture of the different branches of service is examined and shows the resistance within the rank and file. Implementation of the policy is further elaborated to identify the steps to achieve the success of the integration as well as show centers of gravity for women in combat leadership roles. Defining the stigma and barriers of women in combat leads to avenues of approach for the underrepresented transgender community. A sudden policy change confuses and closes doors for some but inevitably shows that the Department of Defense expresses that all persons should be able to serve in the militaries if there is no special treatment.
Audio TranscriptAuto-generated
thank you for taking the time to view my presentation.
I am James Hidalgo, and this presentation is impartial fulfillment
of the requirements of OLC you 501 Organizational research for
Brandon University titled Gender Roles and Current Military Operations, gender
based standards have been the norm in the military.
But after the decision of the direct ground combat definition
and assignment rule, new transparent standards have been adopted to
assess by the ability of troops without prejudice to gender.
The need to identify these difficult areas of military operations
are vital to the progression of the armed forces where
gender and equity still persists.
The culture change that our armed forces need could be
achieved if the ignorance of gender discrimination criteria is reform
to focus on um or progressive talent management system.
In this literature review, the progression of non gender based
standards has open avenues for the military to utilize all
soldiers based on their abilities, disregarding gender in its entirety.
The purpose of this literature review will be to survey
the current gender inequity trends regarding military service and to
define which rules, guidelines and directives have been implemented within
the military branches to alleviate these issues.
The literature review will also seek to determine why the
specific regulations have been passed to close the gender gap
in the military community, as well as identify areas of
gender discrimination that need further research.
The literature review will answer these three questions.
Where are gender inequality trends still affecting the United States
Armed forces?
What have military branches implemented to mitigate gender inequity within
the ranks?
And finally, will the progression of gender equality in military
service provide a path for transgender integration?
Next, we will talk about my research findings under current
trends, implementation and transgender.
Before 2015 there were only 19 military occupational specialties closed
to women in the Army.
Those mos is range within combat areas such as infantry,
army, cavalry, fire support and Special Forces.
After lifting the ban of women in combat, Army leaders
were surprised by the number of women expressing interest to
be a part of the combat rank and file mawr.
Impressively, in the summer of 2019 46 women had progressed
through the tough demands of infantry basic Officer leader course.
At the end of the U.
S. Army's pilot phase, it was prominent within every brigade
combat team that was previously all males now had female
soldiers in the organization's Mawr 2020 other branches followed suit,
opening all jobs that were previously close to women to
all who can pass the training.
Of course, the Navy integrated women into submarines, while the
Air Force had MAWR female general officers than any other
branch and even changed its song to be gender neutral.
Special Operation forces integrated women into conflict into various roles,
however, not so much embedded in combat situations.
During Operation Enduring Freedom, female engagement teams or fits were
used in counterinsurgency operations, while the populist backing was necessary
to win the hearts and minds.
A study conducted by the U.
S Government Accountability Office 2020 determined the percentage of female
active duty service members Onley slightly increased from fiscal year
2004 through 2018 Page 11 the study shows the percentage
of the female population increase the United States military from
15.1% to 16.5% throughout the 15 years.
During this time frame, Spec.
2020 concluded in a review that the data and the
study of gender framing an army commercial advertising closely related
to the gender inequity issues that we're currently among its
ranks. This ratio of 18.4% females and 81.6% males close
read closely resembled the total makeup of the Army forces.
At the time of airing current gender inequity, trends were
found abundantly among Special Operation Forces Community.
The physiological demands of special operations far exceed that of
regular military billets.
This, coupled with high attrition rates of assessment and selection,
have been a major barrier in the special Operation Forces
Arena. More 2020 at a glance.
Over 44 women have graduated from notorious U.
S. Army Ranger School, with 11 soldiers currently going through
the training right now.
Although graduate, the course is a major achievement, There are
instances in which the service member was not selected, such
as the first woman to complete the Navy SEAL officer
assessment and selection.
Marine course forced a special Operation Command assessment.
Selection Force had its first female graduate in 2018 but
she was not selected to continue through with the individual
training course.
This trend of meeting current standards and not being applied
could be the basis of further research into gender Integration.
Headquarters. Department of the Army.
2016 Exemption Execution order 097 at 16 specified an independent
or face plan that included setting new conditions and standards,
preliminary gender neutral training and the assignment of women using
Phil plants, and then a plan to assess and sustain
the operations.
U S Army recognized early on that this would be
a talent management issue for future operations.
This was a complete revamp of physical standards specific to
the job the soldier was assigned to.
First, the army developed the Occupational Physical Assessment Test, or
the A pad, which was used as a procession to
screening tool for all military occupations.
Verifying that the soldiers our soldiers are capable of performing
the physically demanding task of the selected Mos.
The Army's current physical fitness standard does not break males
and women differently, Nor does it allow a handicap for
age. Each Mos was specifically studied for physical needs and
group within three categories.
Heavy, significant and moderate.
The Army Combat Fitness test now assesses an individual's ability
to perform the MOS in which they serve without regard
to gender.
The Marine Corps Force Integration Campaign plan focused the center
of gravity for its implementation on occupation specific operationally relevant
physical standards.
Interesting you know about the plan is that the phase
one will not be complete until ground combat units become
socialized and a culture to serving with female Marines.
The main course physical standards still different for males and
females, although the exercises with same women are graded on
a different scale, and there's also a differentiation of points
with reporting to the age.
The major scope for the Marine Corps focuses on the
culture shock and units with women embedded in combat situations.
Finding actual documentation on plans for the U.
S United States Special Operations Command and the integration of
women seemed very difficult.
But a research study conducted by Zana 2015 established that
the issue of establishing gender neutral standards is a critical
component of successful potential integration of women into the Special
Operations forces.
Page 1 98.
The soft will continue to integrate women into teams where
the talent is needed and will be assisted with the
transition by their major commands.
For example, Green Berets and Rangers will be assisted by
the Army, while the Marines for Special Operations command will
be assisted by the Marine force.
The soft will continue to integrate women of the teams
where talent is needed and will be assisted with the
transition by the major command.
The transgender community can be considered a minority within the
United States military's and one that still presents many barriers
for service members.
3 2016 transgenders were generally disqualified for entry and continued
service. Deeper analysis will compare the following administrations guidelines pertaining
to the transgender person serving in the military.
Under the former administration, service members who were already in
the military and were transgender, with or without gender dysphoria
may serve either in their biological or preferred sex, the
latter. After completing the transition, this administration had been the
most lenient and rulings regarding how he transgender personally served
the support of the population of the armed forces favorite
transgender serving openly within the ranks.
An example of the increased population support was portrayed in
a study conducted by Dunlop a 2020.
The study concluded that well over half of the sample
population of service members supported transgender service.
The current administration's policy took effect in 2018 allowed for
service members who were already serving openly transgender to remain
grandfather under the old rules but had to get exceptions
to current policy.
There are common misconceptions about the new policy in regards
to whether not transgenders may serve.
The fact of the matter is that the current policy
does not ban transgenders from serving, but allows them to
do so under their biological sex.
The Department of Defense clarifies that anyone who meets military
standards without special accommodations can and should be able to
serve. This includes transgender Persons U.
S. Department of Defense 2019.
The gender based standards of physical readiness have now gone
to the wayside, But there are still sex based criteria
that must be met by individuals that have to deal
with the physiology of males and females and not gender
identity. President Trump has noted that unit cohesion, military readiness
and health care costs are the major pillars of consideration.
Barriers that the transgender community might face still lie in
the medical aspects of it.
All those that identify as another gender may not require
any future medical procedures, but to contrast, they could include
some lengthy and otherwise expensive procedures such as hormone their
therapy or sex reassignment surgery, and doing so voluntary puts
these individuals in a non deployable status.
In conclusion, there are still barriers that exist and consistently
challenged women to serve in a male dominant position.
In the military, numbers have risen, and branches of service
such as the Marine Court and Special Forces Group show
small numbers.
But the but state the critical changes needed to adapt
a talent based management system moving gender based standards and
physical fitness has only paved a respectable path to allow
for all service members to serve equally if they qualify
for the position.
Analysis of the available research suggests that branches of militaries
have similar models of the integration of women in combat
roles and share ideologies of talent management based on performance
standards. Both the Marine and Army branches have taken a
top down approach by fielding women in combat leadership roles
to alleviate the culture shock of junior enlisted females trickling
in through the ranks.
The Army is conducted a complete overhaul of the physical
fitness aspects of each position and has concluded a simple
grading system that does not use gender or age.
The Marine Corps has opened up positions that were once
limited to males but still have determined that there will
be a separate standard for females.
For those jobs there in lies a barrier that service
members might not agree on.
One standard for all members, regardless of gender, should be
the philosophy for future military operations.
The ideologies of women in combat pushed the issue of
talent management for military strategic leadership paths, leading in the
right direction for transgender service members to serve openly in
their preferred gender.
But the stigma of the US and them culture we
need to be shifted first.
The integration of women and branches could also be used
systematically to integrate the transgender minority among the ranks to
complete the merge.
Physiological differences and standards would also have to be further
research as to the true importance of their relationship to