The uniform that we wear is sacrosanct. It is much more than the materials that compose it. We wear it carefully, with the understanding that we are fortunate to wear it, and with the recognition that it carries the weight of the sacrifices of past, present, and future generations. We wear it with the realization that once we don it, we stand for something above and beyond ourselves. Wearing the uniform, we represent a specific set of values and ideals to Americans. The uniform is a symbol of the defense of freedom, of strength, and of the amazing concept of the United States of America.
But sometimes pride in the uniform clashes with another type of pride.
On Saturday, July 21, San Diego held its annual gay pride parade. In past years, military members have marched in the parade wearing civilian clothes or military t-shirts.
This year, the event captured national attention due to the Pentagon-sanctioned participation of active duty military members marching in uniform. Department of Defense regulations prohibit servicemembers from wearing the uniform while participating in political activities, supporting, promoting, or furthering a political cause, or participating in any activity or behavior that might bring discredit upon the military or imply military endorsement. Despite existing regulations, however, DoD made a one-time allowance for the San Diego parade.
DoD officials stated that they allowed military members to wear their uniforms in the parade because “organizers had encouraged military personnel to march in their uniform and the event was getting national attention” (CBS news article, 21 July 2012). Don’t Ask, Don’t Tell has been repealed, and servicemembers can serve openly. But should they be allowed to march in uniform in parades—even if for one day only—to show their pride and support for finally serving openly?
Back in May, two airmen from the Washington National Guard were reprimanded for being photographed while breastfeeding in uniform. A spokesman pointed out that breastfeeding in uniform wasn’t a concern. The problem was that the two airmen purposely posed for pictures in uniform for a breastfeeding support group’s campaign for Breastfeeding Awareness Month, violating the Air Force’s prohibition on using the uniform to “advance the cause of an outside organization” (Air Force Times article, 1 June 2012). From the article: “‘The uniform was misused. That’s against regulations,’ [Captain Keith] Kosik said. ‘I want to be very, very clear about this. Our issue is not, nor has it ever been, about breastfeeding. It has to do with honoring the uniform and making sure it’s not misused. I can’t wear my uniform to a political rally, to try to sell you something or push an ideology. That was our point of contention.’”
And it’s the right point to make. A servicemember’s support of breastfeeding or homosexuality is not the issue. Supporting any of the many noble yet politicized causes that blanket the American landscape is not the issue. Pride in the uniform and all it stands for is the point. No matter what our personal beliefs are on breastfeeding or homosexuality, using the uniform to express an opinion to the greater public about military support (or not) for specific causes is against the rules, and for a very good reason.
We honor the uniform and the many who have proudly worn it before us by recognizing that it stands for much more than any one of us. No matter how strongly we each feel about individual causes, pride in the uniform should trump all.
The military cannot take sides in any political cause, and in the charged environment we operate in today, many causes become highly politicized. These two are no different. When DoD granted an exception for the pride parade, it stepped onto a slippery slope. The military must remain above the fray and above reproach.
Pride in oneself and pride in one’s service is important. But pride in what we all stand for in uniform trumps the rest.
The week after my squadron returned from what was my first deployment, we held an officers’ meeting in the Ready Room. At the meeting’s close, our XO stood up and asked the younger pilots to stay behind. The Ready Room emptied out and eventually only a dozen of us first lieutenants and captains were left. The XO shut the door, then saw me and kicked me out too. He needed to speak to us because the squadron had to supply a pilot to be a Forward Air Controller for an infantry battalion, but he didn’t want me there because I wasn’t allowed to be a FAC with an infantry unit.
No one really wanted the FAC tour just yet, since we’d just finished our first deployment as new pilots and had been busting our butts learning how to fly and fight our aircraft. The war in Afghanistan was new, we were young and unscathed, and we were chomping at the bit to do our jobs. But we needed to send a pilot to the battalion, and as a woman, I was unqualified.
After nearly a year in the squadron, I was just another pilot among many. But suddenly I became a female pilot, and was set apart. And regardless of personal qualifications, my presence immediately limited the command’s options.*
Why keep a capable, qualified pilot from serving as a FAC with an infantry unit? Why restrict any qualified individual based on assumptions about his or her gender? This debate has been going for years, and the same arguments against lifting the restriction on women in combat keep echoing, but after a decade of war, those arguments sound empty given the reality on the ground and in the air.
In Iraq and Afghanistan, women have repeatedly proven that they can handle the physical and mental stresses of combat in many different forms. Nearly 300,000 women have served in Iraq and Afghanistan, in a range of jobs unmatched in recent history. They have participated in combat operations at historical rates. Women can do the job, and women are doing the job, right alongside men who have long since stopped seeing them as women, and instead simply see them as fellow Marines, Soldiers, Airmen, and Sailors. My own experiences overseas and those of many of my generation—male and female—have rendered the combat restriction obsolete, reinforcing that gender does not matter if one can do the job…it’s about ability.
Debates about the legal restriction on women in combat units are usually accompanied by arguments about physical strength and biological differences, the nature of combat versus the nature of men and women, and the effect women will have on men and, therefore, on unit cohesion and effectiveness. But the past decade has offered up years that counter these assumptions, showing that we have systematically underestimated our Marines and Sailors and their abilities.
Women are already carrying the same loads that men are, in training and in theater (has anyone seen the pictures accompanying General Amos’ road show brief?). From The Basic School to Iraq and Afghanistan, we all carry and wear lots of gear. But to erase lingering doubts about capabilities, set one physical standard for combat units and stick to it. Maybe only a few women will make the cut, but we may see less 130-lb, video-game-playing 19-year-old men, too. If someone is physically qualified, they should not be restricted based on gender. Period.
The nature of combat vs. the nature of gender:
Passive women, aggressive men, nurturing mothers, protective fathers…these are stereotypes that do not cover all—or arguably even many—people. Most people, male or female, are not suited for the violence of combat (or for any military service, for that matter). But some are. There are female Marines I’d follow anywhere and male Marines I wouldn’t. We all know those who don’t fit the gender “mold.” Let ability be the deciding factor.
Showers and toilets:
Everybody stinks after awhile. Water bottles, solar showers, wet wipe baths. Not pretty, but I did it. Everyone does it. As for privacy and bathrooms, we all adapt and figure out how to make things work. If you have enough gear on, nobody can see anything, anyway. One of our bathrooms in Iraq was the rusted hulk in the picture at the top. Worked like a champ if timed right. If you want more details, I’m happy to provide. Bottom line, women make do, just like men do.
The effect of women on men and the breakdown of unit cohesion:
Claiming that men are “hard-wired” to compete for women insults men and women alike. It insults our integrity, intelligence, dedication and professionalism, and places the responsibility for handling this “natural” occurrence squarely on the shoulders of women. The usual argument is that men can’t handle themselves around women, so women should not be allowed. Whatever happened to leadership, professionalism, and taking responsibility for one’s actions? And as women and men train together, gender can disappear, and then we are all simply what we wanted to be to begin with: Marines. Not male Marines, not female Marines, but Marines. If you see someone every day and you know that person can do the job, there’s no distraction.
Our Marines and Sailors are not so poorly trained or simplistic that the presence of someone who looks different will destroy a unit from the inside. Women—just like men—have heart, soul, and incredible motivation, and join the Marines to be a Marine: to be challenged, to serve with the best, and to be part of something great. Claiming that the presence of women will destroy a unit underestimates the intelligence, dedication and professionalism of our military, and—above all else—shows ignorance of what our military does on a daily basis.
Look at our forces today. Women have been serving and fighting alongside men in Iraq and Afghanistan all along, and the sky hasn’t fallen. The fears have not materialized. Unit cohesion has not collapsed, the mission is being accomplished, and men and women are serving and sacrificing side-by-side. As Marines. Ask all four Wings or the Marine Logistics Groups. The Divisions are no different: find an infantry battalion without women “attached” in theater. By all measurable standards of readiness, we have co-ed units deployed today capable of successfully performing the most complex missions. If the presence of women will break down cohesion, causing readiness to plummet and units to fail, where are these failing units? Where is the mission failure?
Keeping the legal restriction in place reinforces and perpetuates the assumption that women cannot fight as well as men and cannot protect themselves. It draws lines between Marines that don’t need to be there. In deployed units, this can have highly negative consequences and can poison units from within, something I have experienced firsthand.
This restriction keeps women from serving in all capacities based on what is assumed about the abilities and natures of all women and all men. Ostensibly, these regulations protect vulnerable women from the dangers of combat while keeping men from being distracted—or endangered—in combat by a woman (whether protecting her or picking up her slack). This generalizes all women and their capabilities while denying women the opportunity to fully answer the call to serve. Just like men, women are capable of great ambition and of yearning to belong to something bigger than ourselves, to serve and sacrifice. Isn’t that why we all—no matter the gender—sign up?
It’s time to finish this debate and do what’s right. Putting up barriers between men and women based on generalized assumptions distracts those serving and wastes time and energy. We should let the best person have the job, regardless of what’s between their legs. To many of those fighting the war today, it’s a non-issue. They are already serving together, and have been for years.
General Amos, the Commandant of the Marine Corps, recently sent a letter to the senior leadership, addressing the ongoing discussion on women in combat. He described the research that the Marine Corps is conducting on the topic and closed the discussion with, “Our end state is a thorough, credible, and defensible Service position that responds to our civilian leadership while keeping faith with our Marines, in garrison and in combat.” Let’s keep faith with all Marines. Open up all MOSs to everyone, keep the standards high, and do not raise invisible barriers. Let Marines be Marines, and the rest can follow.
*as for the FAC tour, a friend took it, and I never felt right about it.
There’s a generation gap in our military today. It happens every 20 years or so, of course, as members of younger generations enter the military in greater numbers and older generations retire. Signs include dissonance between the norms and priorities of older, senior leaders and those of younger, junior servicemembers. Today, for example, senior leaders wonder why junior servicemembers are selfish and act entitled, while younger men and women ask why those in leadership positions have lost perspective and don’t understand problems facing younger generations.
Current events and comments support this growing disconnect, as Baby Boomers fill senior leadership positions and retire while Millennials (those born after approximately 1979-1980) flood the lower and middle ranks.
A November 2010 Boston Globe article addressed the generation gap exhibited in both the implementation of DADT and its much-later repeal (1 Nov 2010, “A Generation Gap on ‘Don’t Ask’ Policy,” AP). It’s a quick read, stating what many people currently serving know: to the majority of Generation X and Millennial servicemembers, the sexual preferences of those we serve with just aren’t that big of a deal. And most believed it wouldn’t affect morale or unit readiness negatively. Older servicemembers, however, had/have a harder time with the idea of homosexuals serving in the military. The survey results are posted here.
I saw the generation gap both on active duty and as a reservist. When flying with older pilots, both as a student and later as an instructor, I consistently heard, “Well, I’ve never flown with a woman before.” It happened so often that we would joke about it in the squadron, and I came up with a set of one-liner responses (“Huh, is that right, sir?” gets old). But I never heard it from those my age or younger. Not once. To younger Marines, it didn’t matter. Who cared? They’d worked with women before, and it just wasn’t important. Later, while pregnant for my oldest, I flew regularly, and peers and younger pilots thought that flying with a pregnant pilot was either interesting or a non-event, usually seeing it as a chance to get three people in a Cobra at once and make jokes on flight grading sheets like “both of you are now DACM qualified.” But I never heard it called wrong, disgusting, or unsuitable for military service until I wrote about flying while pregnant on this forum.
Which brings up my next point: the Naval Institute’s efforts to engage and attract junior members. Two weeks ago, USNI sent a letter to members stating that the #1 job this year is to “engage young professionals and groom them to pick up the baton for the next generation.” On the USNI website, under “Where We’re Headed,” Objective #3 states that USNI must “increase, broaden, and engage our membership.” It specifically cites a need to “bring more active duty personnel…into the fold” and that “we must pass down USNI’s historical treasures to the next generation. They must be present for that to happen.” They are spot on, and meeting this objective is key to keeping communication lines open between generations so that we can continue to learn and improve the force. Asking around at work and among Navy/Marine Corps friends, I found that while some were familiar with USNI and its work, the majority were not. Of those that were, they generally considered it either out of touch with current servicemembers or an organization catering to retired personnel.
My point? There is a growing generation gap in the military (and the larger American culture), and we need to address it. It happens about every 20 years and it can be transformative. Baby Boomers caused major changes to how America views its wars, wartime leaders, and politicians, and, with Vietnam burned upon the collective consciousness, they brought about broad policy changes to ensure (as much as possible) that we do not find ourselves committed to another war that we either can’t or won’t win. Two decades later, Generation X began entering the military after being raised by single parents and in dual-income households at a higher rate than previous generations. Having grown up with the Feminist Movement, Generation X women were among the first to serve on combat ships and aircraft, and young men and women of this generation joined a military that largely allowed them to serve together.
Millennials are establishing themselves as the most tolerant generation on record. They are about 50% larger than Generation X, nearly as numerous as Baby Boomers. As a result of the cultural swings of the 80s and 90s, Millennials have different priorities, norms, and work/life expectations than Baby Boomers or even Generation X. Generation X and Millennials grew up in an America where women could fly and serve on nearly any aircraft or ship; where homosexuality was not something to hide or punish; where women began to graduate from college at higher rates than men; where their parents both worked full-time; and where (I’m going to use the “D” word here) diversity among Americans reached new heights.
With a looming budget crisis and after over a decade of conflict, we as a military must not alienate quality members of younger generations. Career paths, retention policies, and combat restrictions that worked 20 years ago may not work well now to attract and keep the best and brightest of younger generations. What constitutes combat has changed, our enemies have changed, and the servicemen and -women who fight our wars have changed. A few weeks ago, I wrote a post about the changing demographics of the family, especially the military family. The generation gap has forever altered the idea of what a family is and how it works. Considering that family reasons are the top ones given by those leaving the Navy and Marine Corps, it’s something we must pay attention to.
Some last thoughts on the generation gap and our need to ensure the services attract the best women and men 10, 20, 30 years from now:
–We need to keep an open mind when hearing complaints from other generations. It takes courage to speak up, and those doing so often don’t unless they feel it is worth the risk.
–We need to look closely at the demographics and what they tell us. Women comprise more than half of all college graduates. In stark contrast with the white-male majority in the military, the majority of all births in America are now minorities. The family consisting of a male breadwinner with a supportive wife and kids at home is a small and shrinking minority among families, most of which are headed by dual-income couples. Millennials and Generation Xers believe family is more important than work. These trends are also continuing to grow; this isn’t a blip on the social radar.
–As college degrees become more common and earning one means less competitively, more people seek graduate degrees to stand out. The average military career path makes it hard to fit a college or graduate degree in, and while some manage to do it, we need to look at ways to allow continuing education—which should be a priority—for more servicemembers.
–We must continue to monitor the retention numbers and pay close attention to the reasons given by those leaving at the 6-10 year marks; family time and the inability to achieve a balance between a military career and the demands of a family top the list of reasons why people leave the service.
–None of us are unbiased. I am a product of my experiences, as is every one of us, and those experiences are valid and deserve respect. Dismissing ideas from junior servicemembers because they are different is going to hurt us more in the long run. A decade, two decades from now, this military will be led by those midgrade and junior officers and enlisted members, and we need to do the best we can to set them up for success in every form.
Either way, one day the younger generation will have the reins, and we owe it to ourselves and them to get more creative now.
Of course they aren’t. Besides our own individual experiences and those of peers, superiors, and subordinates, the numbers overwhelmingly agree. 44% of active duty servicemembers have children. Breaking it down by rank shows that the more senior the member, the more likely they are to have children. Over 80% of field grade officers and midgrade to senior enlisted in the Marine Corps have children—and by children, the report only includes those under age 21 or enrolled as a student, explaining slightly lower numbers at the top ranks. The Navy looks similar (from DoD’s 2010 Demographics Report).
This really just tells us that the more senior you are, the more likely you are to have kids. Common sense. So what’s the point here?
As many of us know, military life requires a unique commitment from both the servicemember and the family. Time was, the family norm for society as a whole and the military in particular included a male breadwinner and a wife/mother at home with the kids. Due to the demands of a military career and the military lifestyle, this was a self-fulfilling prophecy. It’s simply harder for a spouse to finish an education and find stable, well-paying work if you move every few years. It’s also harder to get child care outside of the home to enable employment if you move often.
However, over the past few decades, America has changed, and so have American families. Women and men are more educated, with women comprising approximately 55% of college graduates each year, and women work outside of the home in ever-increasing numbers. By 2000, only one in five marriages featured a male breadwinner with a wife at home. Even in families with new babies, more than half of the mothers were back at work inside of a year. The vast majority of mothers work outside of the home (from the Hoover Institution’s July 2004 “The Changing American Family” by Herbert Klein).
What does that tell us?
We know the dedication and demands required by a military career, especially in the higher ranks, tougher/more rewarding jobs, and command. To succeed and excel, servicemembers with children need a supportive family: a spouse who can sacrifice to do the majority of the child-rearing, to move when needed, to single-parent when called to.
But families have changed. Military spouses have too: only 45% of officer spouses and 32% of enlisted spouses are unemployed and not looking for work (DoD 2010 Demographics Report). Single parents are increasing among active duty members just as they are in society.
Women are entering the military in greater numbers, and dual-military marriages are more common. The percentage of women in the military is increasing, and will only continue to rise.
And, ironically, women generally hit the most common childbearing years right as they approach the middle ranks, or as their husbands approach those same ranks (and wives have their own careers to maintain).
Fewer stay-at-home-moms + more career-oriented mothers + more educated members/spouses + everybody having kids later + increased demand on fathers despite military obligations + demands of ten years of war on families + no change in policy = more people leaving active duty in the middle ranks due to family obligations
Do we have to do anything to attract these people/families? Of course not. The military could keep on its present course, because there will always be a pool of individuals who fit the traditional mold of the single breadwinner with supportive spouse and kids. But American society and national trends show that this pool will be ever-shrinking. What will this pool look like in another 10 years? 20? Limiting ourselves to a shrinking group of people will severely limit the quality of those who join us and who fill our senior ranks.
There are solutions out there. I’ve mentioned sabbaticals and continue to believe the idea is solid. The current DoD sabbatical program (see the Army Times’ 17 April article for a brief synopsis) has its limits. So far, only the Navy has used it, and it expires in 2015. I like that it limits entrance to the program to 80 members a year, because that might discourage abuse and encourage only those with a real desire to use it. I only found out about such a plan two months ago, which makes me wonder how many others are ignorant of its existence. And I haven’t seen any early assessments of its success. Curious why 2015 is the end-date, too.
What was really interesting, though, was the fifth paragraph in the article, which highlighted that DoD officials were planning to expand the program, which “would give ‘greater flexibility to test and evaluate alternative career retention options in specialties and skills in which monetary incentives alone have not produced required long-term retention results’.”
It’s not about money. You can’t pay most people enough to sacrifice their families, which is how it should be. It’s about attracting and keeping those who want to serve and to continue to serve in some capacity. For the next post, on one hand we have active duty, and on the other we have leaving the service/going on sabbatical. Is there no room for a middle ground? Perhaps there should be.
Reading through my first two posts and the comments, I realized that I made things tougher and more confusing for everyone. Many ideas and thoughts came flooding out in no particular order in those first two blog entries, resulting in some 3000+ words for readers to work through and think about.
As a result, the comments and my responses were all over the page. Many readers brought up legitimate points that deserve attention. It’s a disservice to brush over these, and I have barely even started scratching the surface. So I’m going to simplify things. This will (hopefully) be a long-running blog, so I’ll try to stick to addressing one issue per post, posting only every week or so, as time allows.
First issue: is this just about my choices, or is it bigger than that?
For the first few years after my oldest was born, I was on AD, and the scarcity of other female pilots (and absolute lack of pilots who were also single mothers) meant all of my decisions were made in a vacuum with little outside guidance/support. When faced with the reality of what I was trying and failing to do, I looked at my options and chose the only one that made sense given what was available. I got out. Switched over to the Reserves.
I assumed I was alone or one of only a handful in my situation. Accepted in, didn’t like it, but figured that was it and I would find other ways to contribute. But as a Reservist, I kept running into other Reservists, male and female (all male at first because of my MOS), with similar stories. So about two years ago, I started looking into what the policies were across the services, and what many seniors and peers—again, of both genders—had decided and done. Kept coming back to the same stories, the same decision points.
So I thought, maybe we should start talking about it. Many of y’all have asked if this is a selfish thing on my part, and perhaps I should just accept the options available and get over it, or if it’s really for the good of the services. It’s a valid question, for sure.
My experience has shown me that it’s not just me, not by far. As more women enter the service, dual military marriages increase, and men take on greater responsibilities at home because of shifting gender roles, increasing loss of mid-grade enlisted and officer members absolutely will affect readiness and numbers. Many of the responses back this up.
The Reserves are one choice, made by many. But the inefficiencies of the Reserves bother me, the severe limitations of the Reserve contributions. Within my own job I’ve tried to manage that and somewhat improve it, but why stop there? Innovation is not the enemy. There are certainly holes in some of the ideas I will propose in future blogs. But that’s where informed, open-minded readers come in.
There are shortages in the force, even with manpower drawdowns. There are members—of both genders, again—that want to stay but cannot with existing policies. Is it possible to be on the tip of a spear, or to make flag rank, pursuing alternate career paths like those I’ve suggested and will suggest? Likely not. But most of us would happy to retire at 20 or 30 at any rank as long as we feel we were able to make a difference and continue to serve.
And again, these are ideas that do—and should—affect both genders.
So I’m trying to think outside of the proverbial box. Which is not a bad thing. Looking forward to future input…just don’t expect my posts to be as frequent or as long. Thanks for reading.
I wanted to write this blog because I feel that there is a major perspective missing from most professional discussions on military matters. While I do not like becoming anyone’s punching bag, I’m offering my experience, my opinion, and my story out here with my full name (Jeannette Gaudry Haynie) and rank (Major USMCR) because I believe in the truth and importance of what I write. You may not agree with what I have to say or with the conclusions I draw, but these are my experiences, and I stand by my posts.
Counting the four years at USNA, I’ve been in the Navy/Marine Corps for about 18 years now. Most of my fleet experiences were as the lone female pilot in a squadron, and eventually one of two. While I haven’t been in the military since the Stone Age, I’m no spring chicken, either. My professional record can speak for itself.
Many of these arguments and questions posted in earlier comments and mentioned when topics like these are broached are practical, common sense questions with valid points to them, ones worth debating. And others are not. I hope to address the former and briefly touch on the latter.
I’m basing this blog on what I learned early on in the fleet when I ran into friction from others because of my gender. People say and think some dumb stuff based on biases, preconceived ideas, and rumors, and I saw a fair amount of this over the years. The best way to answer that was to just do my job as best I could and eventually everyone forgot about the whole “girl” thing and I was just another pilot plugging away. This only failed me once, which means only one dude out of about, I don’t know, 5,000, couldn’t get past my gender.
Same for this blog. If I write about my experiences, which are like those many men and women face midway through their careers, maybe we can explore some other options. And maybe when my kids grow up they won’t have to choose either-or for family and ambition. Because I’m a woman, and because of my particular experiences, this means we’ll go through the women-in-the-military questions as well. Which is fine.
Please read the entire post before haranguing me for a sentence or paragraph here or there. And it may take a few minutes, because—as I’ve said before—I am prolific.
So here goes.
A couple basic points:
–I mentioned sabbaticals and greater-than-reserve contributions as some options in my last comment. But I do not want to limit this discussion to those alone. Let’s assume that there is nothing in existing policy that prohibits or discourages dual active-duty families. If this is the case, I contend that we are not doing a good enough job holistically looking at all avenues to facilitate the success of these servicemembers. This is not specifically about my responsibilities, it’s about the responsibilities of a family and a service. If my husband and I have a child while both are on active duty, we are both impacted. Active duty families are more commonplace, and will continue to be so.
–I do not feel that the military “owes” anything. I do, however, believe that the military will face a growing problem with retention of educated, loyal members OF BOTH GENDERS if it does not seek out some alternatives to the all-or-nothing ones currently in place (see above paragraph). This is the backbone of my argument.
–While women tend to bear the brunt of the family work (we can have a deeper discussion about this later), both men and women are affected when starting a family. Everything I am suggesting should be applicable to both genders. Both civilian and military members have increasingly begun to ask why things aren’t different, and why we haven’t worked out some more options. This will not abate anytime soon. And I think that is a good thing.
–Women, unlike men, can’t have children later in life. So is it right that my choice, since I was born female, should be to have or forgo children right at the time in my military career that it matters most? It’s not like I can put it off till I’m 42, despite what women in Hollywood do. Women, too, have ambitions and want to serve their country in unique and challenging ways. Yes, some families make it work, with the help of other family members or special circumstances. The majority do not, despite plenty of trying.
–As a few readers pointed out, the civilian workforce is trending toward more family-friendly policies and options. Telework, flex days, sabbaticals, while not possible in all jobs, are more commonplace now than 10 years ago. The military is not a normal civilian entity (let me say that before someone else does), but that doesn’t mean it can’t take lessons from the civilian workforce.
–Concern over the impact sabbaticals or part-time work would have on the force: I can’t remember off the top of my head which posters asked about this, but the gist of the comments were that we can’t waste billets/boat spaces on part-time people and have an effective force. One word for you here, though: RESERVES. We already do it. People drill 2 days a month and 2 weeks in the summer, and then they go deploy and are actually effective. But as a current, drilling Reservist, I can attest to the inefficiency of some of the ways Reservists are used. We can and should use taxpayer dollars and Reservists’ experience more efficiently. If someone can drill 38 days a year and then go competently into a deployment, why would it be worse if they drilled 76 days a year? Or 114? The point is, we already exercise a similar type of program, and have for years. But that program fails to take advantage of some of the best qualities of its members, and does not attract enough outgoing active duty folks. We can improve on it.
–I’m not advocating a constant sabbatical, nor am I asserting that I can stay in part-time and still be on the cutting edge or tip of the spear constantly. But all-or-nothing is no solution, either. The military loses a wealth of experience in the loss of mid-grade enlisted and officer members (again: of both genders), and will continue to do so, at an increasing rate. Do we “have” to do any of the things I suggest, or think about them at all? Of course not, but we’d be shooting ourselves in the foot. We have an opportunity to make it better, why not use it?
I’m going to use a few quotes from the comments section on my first post and directly respond here.
“I don’t want to get into the discussion on here, but do you really want your kids in child care long enough for you to be a full-time Marine and a mom?” Of course not, but neither do any parents, mothers OR fathers. The idea that my priorities should be different because of my gender is not valid. My whole point is that it makes sense to have better options available to servicemembers both with—and without—families. Those without often realize 5-10 years in that a family might be a good idea, but for females in this position, waiting until retirement is not an option. Neither is it for many men.
“You are basically saying that since they opened the door to you and allowed this disruption to occur, we should make more allowances and disruptions in service to further make life easier for women to be in the military and have families.” I’m going to address the first half of this statement further below, so moving on to the second half: anyone who has been in the fleet knows that men cause their share of problems. I served with both male and female enlisted Marines, and proportionally the men caused more problems than women did. Are DUIs not disruptive, especially when they come on the eve of a deployment? What about domestic abuse, alcoholism, and the 22-year-old who got arrested making donuts on somebody’s front lawn in Oceanside while drinking beer? The month before a deployment?
Pregnancy, which, by the way, is an amazing thing, not something to be cursed at or wished away, is way down there on the list of things that can disrupt a unit about to deploy. What about the SSgt who pops positive two months before a deployment? Or the Marine who steals a car in Okinawa and gets arrested by the Japanese police? The senior officer and department head who gets a DUI? The Marine whose mother gets terminally ill? The conscientious objector that appears right before a deployment? Of all of the incidents and disruptions a unit faces prior to and during a deployment, pregnancy can certainly be considered one, but it’s by no means even among the worst or hardest to get past.
So let’s get past pregnancy as an awful thing that should somehow ban women from the armed forces, or as something that women should avoid at all costs or be ashamed of, heaven forbid.
Yes, there will always be those who abuse the system, just as with any system. But we don’t ban single 21-year-old men from the military, even though they tend to get in trouble easily. The abusers, while legendary in many people’s minds, are actually fewer and further between than one might expect from the discussion.
“So, now the military has already given up spots to women to be trained in most aspects of military life.” This line of thinking has been around for awhile. Given up spots to women? I was ranked first in my winging class, which was how I earned my chance to fly Cobras in the Marine Corps. And I am not unique. Just like men do, women work incredibly hard to get where they want to go. My spot belonged to me because I busted my butt for it.
I jumped around a bit in this post, but the gist of it is that women are not going away, and the changes I’m proposing and problems I mention are not really unique to women, either. Since I’m on page 3 here, I’m going to quit for now. Here’s this last bit in closing:
The vast majority of the comments have been professional, and that is appreciated…and also expected. In reading the comments, I ran across a link to a blog written by Sol, one of the commenters. If you want to read it yourself, click on his name on the comments section and it’ll take you right there. You’ll read some pretty derogatory comments, a personal attack on my sex life and choices. You may need to skip to page 3 or 4 by now, because he made these comments back on the day I made my first post. Here’s one of his thoughts:
“She was pregnant at the time. PATHETIC! Personal opinion but few things disgust me more than to see women walking around pregnant in Cammies.”
This is not conducive to any kind of educated, informed discussion. Rather, it’s a hostile personal attack. But why? Hostility usually hides ignorance, fear, and/or general intimidation. If the above statement reflects the average opinion of single, 21-year-old male Marines (pretty sure it doesn’t), give me one married Marine (of either gender) over 10 of ones who think like that. Maturity, responsibility, and patience tend to increase with parenthood. Let’s not shoot ourselves in the foot. It’s not political correctness, it’s common sense.
This is my first post, so I want to start off with a decent hook. Something interesting. How about this:
All three of my kids have flight time in Marine Corps aircraft. My oldest daughter, almost 7 years old, has 110.9 total hours, all in a Cobra. 36.4 of those are from night vision goggle flights (22.6 of them under low light conditions, thank you very much), and she was along for the ride on my Night Systems Instructor (NSI) check flight, since I was 4 months pregnant when I completed the qualification. She used to kick like crazy in there when we’d shoot the 20mm. Liked the sound the 2.75-inch rockets made coming off, too.
My second daughter, now 3 years old, has fewer hours. She only has 25.4 hours in the Cobra, 4.5 of them on NVGs (but all 4.5 under low light conditions), since by then we knew that Cobra pilots definitely were not allowed to fly pregnant (OPNAV was not clear, and as there had never been a pregnant Cobra pilot before, we made our best guess the first time). I waited until the end of my first trimester to ground myself, since that’s the traditionally “safer” time to tell people that you are pregnant.
My son, now 18 months, didn’t get to fly in a Cobra (poor dude), but he does have 30.7 hours in a King Air (UC-12B). None on goggles, since they don’t do that stuff. And he never seemed particularly impressed by the aircraft, since he didn’t do extra kicking or shifting to let me know.
But I digress. This is my first post as a USNI blogger-person, so maybe I should back up a bit. Chronologically speaking. While looking through some of the USNI blog entries a few months ago, I noticed something interesting. Or rather, I noticed—in an interested way—that something was lacking. There’s an amazing breadth of experience and knowledge available there, and the subjects addressed are broad and relevant. But I didn’t see anything out there remotely reminiscent of my experiences in the Marine Corps or at USNA. And considering it’s been 14 years since I graduated and got commissioned this month (plus the 4 years by the bay), that is…interesting. I know, in some eyes having only 14 years in makes me a baby. Which is wonderful, because these days I’m feeling pretty old. But at the same time, young women and men are signing up for the Navy or Marine Corps today, and they could have similar decisions to make. My choices and my story could help them. And with greater numbers of women joining the military, experiences like mine will become more common. Which makes this stuff…relevant.
In case the bio didn’t show up, here’s my story:
I’m a USNA grad, class of 1998. Graduated, got a commission in the Marine Corps, and set off for TBS and flight school. Winged in February 2001, selecting West Coast Cobras, since East Coast (New River) skid squadrons weren’t accepting women yet (I was quite happy to go to Camp Pendleton anyway, but found the restriction interesting. As in, “Really? You’re going to force me to go to Southern California, and keep me out of Jacksonville, NC? OK, twist my arm…”). Went through SERE school and the Cobra FRS, and—after my checkride from the FRS got delayed, since it was originally scheduled for September 11, 2001—checked into HMLA-369.
I was the third female Marine to fly the Cobra (I think) and the first in my squadron (the only one for most of my time there). This led to some great stories—mostly funny ones, a few disgusting ones, and one or two downright wrong ones. It was a familiar role after USNA and TBS. And to be honest, men are just as catty as women, only they are less honest about their cattiness. I went to an all-girls Catholic high school for all four years, and the only real difference between my four years there and my four years at USNA was the smell in the hallways.
At 369, I deployed three times (SE Asia/31st MEU, then Iraq, and another Thirty-worst MEU again), went on a bunch of dets, made some lifelong, amazing friends, served under two fascinating and inspiring commanding officers, and worked in Operations for the majority of my time there. Loved it, loved it, loved it. I miss it terribly (especially these days as I fly a desk in the Pentagon part-time and run around with three little kids the rest of the time).
Pre-flight school, back in 1999, I married my husband, a USMC infantry officer. We did NOT want kids. Of the first 9 years of our marriage, we lived in the same state for about 3 of them. In my mind, kids = wasted career. We were happy being childless and laughed at the idea of having kids, and how it would “ruin” things. Why would we ever want to have kids, right? Anyone with kids is laughing at us and the stupidity of that comment.
But…as it turned out, we had three kids, who are now aged almost 7, 3, and 18 months. And instead of still flying, still deploying, and staying on active duty for 20 or more years, I find myself a Reservist with three little kids, not flying at all, and driving myself crazy. This was NOT the original plan. It took me three years to accept the fact that life had changed (in what was a wonderful way, of course, but I didn’t see it like that at first). And I don’t know that I’ve really accepted it yet.
I don’t regret the choice to leave active duty for the Reserves (when my oldest was 2 ½ years old), but it shouldn’t have been the only viable option. I had nearly ten years in at the time, advanced qualifications in the aircraft, and the desire to keep doing it all. For a long, long time. But single-parenting through most of my oldest daughter’s first two years of life showed that I could not do it all, at least not without something coming off of the track. I went kicking and screaming from active duty, but did not see any other way, since I was failing at parenting and failing at being a Marine Corps officer/pilot. And that is one big reason that the services lose experienced women and men at a certain point in their lives and careers. But is it necessary?
This seems like a good forum to encourage dialogue and a sharing of ideas and experiences. Professionally. In this vein, I want to tell my story, as a pilot, a mother, a veteran, a Reservist, and also a Marine spouse (which is also growing more and more common these days). I want to ask a bunch of questions, maybe get a couple good ideas, and try to focus some attention on what will be a growing issue in the military.
Comments are encouraged. I can only tell my story, and hopefully that will encourage greater dialogue on the topic(s). But with women being allowed into more fields, the ongoing debate about women in combat (which I have some strong feelings and thoughts about), and about a million other things going on that are downright fascinating, these topics are relevant.
Plus, I can tell some good stories.