The table of recommendations contains 31 recommendations that build on reform processes which began in the late 1990s. They are designed to realise the unfulfilled potential of ADFA.
The recommendations contained in the table are critical to drive cultural change in the treatment of women at ADFA. The table begins with a number of high-level reforms necessary to lift the status of ADFA and then moves to a number of more detailed recommendations in relation to ADFA’s policies, processes and systems.
|Table of recommendations|
|ADFA’s role and purpose|
1. The ADF leadership, including the Chiefs of Service, reaffirm ADFA’s pre-eminent role in the education and training of future leaders for the ADF.
2. The CDF issue a strong statement in support of ADFA and demonstrate a visible commitment to it.
3. The CDF develop for ADFA:
4. ADFA develop a performance framework that incorporates the current metrics and new metrics to capture the implementation of the recommendations contained in this report.
5. The VCDF be accountable for the implementation of the recommendations contained in this report to ensure the full inclusion of women at ADFA.
|Equity and diversity|
|6. ADFA develop and articulate a clear, unambiguous and widely disseminated statement about diversity, inclusion and gender equality which:|
7. ADFA teach equity and diversity separately from complaints procedures.
8. ADFA teach equity and diversity principles as core values underpinning ethical leadership.
9. ADFA evaluate the effectiveness of the Equity Advisers’ Network to strengthen its advisory capacity.
10. ADFA embed equity and diversity in all policies and practices through:
|ADFA’s Structure and Staffing|
11. The VCDF develop a strategy to allow for greater engagement between the Commandant and the ADF Service Chiefs.
12. The Commander, Australian Defence College, work with the Deputy Chiefs of Service in order to achieve the following outcomes:
13. The tenure of Commandants should be for a minimum of three years and should not be reduced, other than in exceptional circumstances.
14. ADFA provide staff with appropriate induction, education and training on:
15. As part of their performance reviews, ADFA staff be assessed against, among other things:
|Midshipmen and cadets are young people and future leaders|
|16. The VCDF, in association with the Services:|
17. ADFA offer cadets a mentor, external to ADFA who may be drawn from a non-military background, to provide support and advice. Female cadets should be given the option to be placed with female mentors. Workplace-based mentoring programs targeting women that operate through universities, including UNSW, should be considered as a useful template.
18. As part of the ADF’s overall review of alcohol, ADFA:
19. As a priority, ADFA instruct an Occupational Health and Safety specialist to conduct a risk assessment of the residential accommodation, including bathrooms, to identify the existence and level of risk to cadets arising from mixed gender living arrangements. ADFA should implement the recommended risk minimisation strategies arising from this assessment.
20. As a priority, to address the issue of isolation and to increase supervision in the residential setting the Commandant adopt a system based on a model of Residential Advisors for each first year Division (one male and one female) who will live in the residential block to provide after hours supervision. While they may be recent ADFA graduates engaged in postgraduate study, the Residential Advisors should be outside the cadet structure, and should have appropriate skills and attributes in leadership, and the ability to provide after hours supervision and pastoral care for cadets. They should have a direct line of report to the Commandant in the case of serious pastoral or disciplinary incidents.
21. The ADFA Redevelopment Project Committee:
|Minimising risk, managing incidents and ensuring the safety of the workplace|
22. ADFA, in collaboration with an expert educator, provide cadets with interactive education on:
23. ADFA review the training on making complaints of unacceptable behaviour (including sexual harassment and abuse and sex discrimination), with specific attention to creating specific modules tailored to different groups within ADFA – namely first-year cadets, more senior cadets and staff – to reflect their different responsibilities in relation to complaint/incident reporting, response and management.
Advice and referral
24. ADFA establish and promote a dedicated, ADFA-specific, 24 hour, seven day, toll-free hotline for all cadets, staff, families and sponsor families. The expert operators will provide advice and referral about the most appropriate mechanism or service (ADFA, ADF or external) to deal with the complaint. In establishing the line, ADFA should draw on the protocols and policies of the Army Fair Go Hotline.
25. ADFA develop and annually administer a survey in order to more accurately measure the level of sexual harassment and sexual abuse among cadets. This survey should be followed up with a strategic organisational response by the Commandant, with feedback provided to cadets and staff to ensure that they have an investment in any reform arising from the survey results.
26. To provide meaningful comparisons, ADFA develop this survey in consultation with other Group of Eight Universities’ Residential Colleges and Halls, applicable to cadets as both military in training and university students. ADFA should consider including other single service training establishments in the development of this survey.
27. In order to record, track and manage complaints and incidents, ADFA develop and maintain, through the ADF information system, a comprehensive, accurate and up-to-date online database. This database should identify all relevant information relating to individual complaints and incidents of unacceptable conduct, including sexual harassment, abuse and assault and sex discrimination, including:
28. Reports from this database are to be reviewed by the Commandant on a monthly basis to ensure timely and appropriate actions. The Commandant should also report monthly to the Commander, Australian Defence College, on incidents, trends and identifiable concerns arising from the data.
29. In order that standards of reporting, recording and resolving incidents are properly met, ADFA should ensure the database undergoes annual quality assurance testing to determine:
Injury, health and wellbeing
30. ADFA undertake a detailed evaluation to determine whether female cadets are more likely to become injured than male cadets and, if so, identify the causes and additional mechanisms to be put in place to manage this risk. Following this evaluation, strategies should be developed to: