Archive for the 'women' Tag

This speech was sent to us from Kuwait by Lieutenant Colonel Jess Mullen, USMC. While the video quality may be poor, the message is strong (but you have to turn your volume up!).

LtCol Mullen graduated from Vanderbilt University and was commissioned in the Marine Corps in 1998. A Logistics Officer, she served in a variety of active duty billets until she transitioned to the reserves in 2008. She is currently deployed as the Sustainment Liaison Officer for MCE-K (MARCENT Coordination Element – Kuwait).

“There is an obstacle placed in my path…I want to jump on it, I want to attack it, I want to make it my own, and I want to pound it into powder.”

“Honestly, as a female Marine, any time I’ve heard the words ‘female’ and ‘Marine’ next to the other, it’s either been a door slamming in my face, or some unwanted attention. It has very rarely been a good thing.”

“‘What is your mission? Why are you here? Where are you going?'”

“This is not cute – this is truth. This is the next generation, who may be sitting in these same seats 20 or 30 years from now.”

“We’re not just women of America; we’re women of the world.”

“Use your vote, and use it wisely. People have worked hard for that stuff – you should exercise it!”

“My husband and I are both United States Marines. When people tell us we can’t do something…we just go ahead and do it anyway!”



Diversity has been an increasingly hot topic in the news lately, especially in the military. Because of its often-political undertones, some people cringe when they hear the word. But diversity brings very real benefits to teams that should not be ignored.strobel usni

Diversity at its very core is courage; It is courage to lead when no one looks like you, courage to speak up when people around outrank you, and courage to listen to opinions that may differ from yours. In my experience as a junior officer on a submarine, and as a woman on a submarine, I have seen the positive effects of diversity in its many forms.

To be frank, not everyone was excited about women on submarines. One of the biggest fears people have with diversity is that it will be forced upon a situation where it “does not matter” and will negatively impact performance. What I found was that action and results spoke much louder than the dull murmur of discontent. After just a few months on board the submarine, we had a casualty in the middle of the night. I threw on my uniform and ran to the scene to help. I was amazed and encouraged by how quickly every member of the crew jumped at the call to save the ship; I have observed this to be a crucial tenet of the submarine force.

I call this my “hair story” because once the casualty subsided, everyone jokingly commented on how crazy my hair was. The truth of the matter was that I ran to the scene in the middle of the night; who cares how my hair looks? I can laugh about it now but at the time I felt a dichotomy. When it came to fighting the ship in a casualty, it did not matter if I was an officer or enlisted, male or female. As soon as the smoke cleared, however, it was back to how I looked.

In an environment where you have to rely, sometimes with your life, on the person standing watch next to you, it only makes sense that we should strive to have the best operators. To achieve this goal, we need to include everyone regardless of gender, race, religion, or opinion. Countless times underway, a Fireman has saved the day by speaking up and making sound recommendations without fear of being unheard. This is one of the very positive impacts of diversity: the courage to speak up and the courage to listen to differing opinions. This is what has made our nation great in the past and it will continue to make us elite in the future.



Women’s Equality Day is a commemoration of the passage of the 19th Amendment, granting universal women’s suffrage on this day 95 years ago.

Today is also the start of “Women in Writing” Week at the Blog. Many of the authors that follow, from now until September 2nd, are either first-time writers, new to the blogging world, or writing on issues they are passionate about.

The idea to have this week came after I culled through all of the blog posts here one day, to get a sense of where we were, where we are, and where we’re going. What Mary Ripley began inauspiciously nearly 7 years ago has blossomed into an online forum that continues the proud traditions of the Naval Institute.

Yet as I read post after post, one thing was missing: the voice of female authors. In more than 500 posts, fewer than 10 were written by active duty or reserve female officers, and none were written by enlisted females. According to CDR Salamander recently, perhaps this is because “they do not feel that their point of view…would be ‘politically acceptable,’ and from their perspective, the cost/benefit ratio just [does] not make it worth it.”

If this is so, let us make this place one where all can come and constructively contribute without retribution. And let us stand up for one another when that retribution attempts to rear its ugly head. As the same CDR wrote at USNI Blog’s humble beginning, “Creative friction is good. A questioning mindset is good. Diversity of thought is good….and a little moxie doesn’t hurt.”

The timing of this “Week” is fortuitous, too, as major “firsts” throughout the military have brought the issue of patriotic women serving their country to the forefront. The first enlisted women submariners are beginning their training, and will report to their boats next year. And of course, the first two women graduated from the Army’s prestigious Ranger School last week.

But as we move past these firsts, we must ask ourselves an important question: “When is ‘celebrating’ women not all that good for women?”

In an article published last week at the Washington Post, Gina Glanz remarks that, “Something tagged exclusively for or about women is all too often a revenue generating strategy alongside a way to deflect criticism about the lack of attention to women and an opportunity for the powers-that-be to say, ‘look what we do for women.’ Unfortunately, often, what they ‘do’ is not much.”

Glanz goes on to recommend that when women are asked to be singled out—or “siloed”—for being women, they should just say no.

And that was a strong sentiment as we stumped for articles for this week. Women’s issues are Navy issues; pay, benefits, uniforms, deployment schedules, meeting—and defining—standards, doing more with less – these are issues that we all grapple with. Knee-jerk categorization of some issues as “female” and some as “male” cheapens the contributions of all Sailors and Marines.

What will follow during this week is writing by both women and men on daily life in the Navy, role models and mentors, uniform policy, retention and leadership, command, innovation, and hope for the future. These are not male issues nor are they female issues. They are Navy issues.

Will this be USNI Blog’s only “Women in Writing” Week? Should it be? Perhaps.

Someone once spoke of a dream, where we consider all human beings equally based on the content of their hearts. Today, we must similarly strive to be a service where all who are willing are considered equally on the content of their performance and their character. This space exists for us to write about it, and to come together as both “writers” and “doers.”

CDR Salamander asks, “Do we want writers, or only writing that is within certain defined boundaries?” The legacy of the Naval Institute has been constructive writing and debate on any topic. Let the existence of this week—anathema to some—be a signal that we welcome all voices and we will, as a community, stand up for all those willing to speak. We welcome all women and men to contribute equally—and often!—to the Naval Institute Blog.



We’ve got a great week shaping up, with both new and old authors alike–add your voice as a contributor! Please send your articles or ideas in by Wednesday, or contact the week’s editor if you would like more time.

Beginning on Women’s Equality Day (26 August), the Naval Institute Blog will be running a “Women in Writing Week,” highlighting the writing of female commissioned officers and enlisted personnel in the sea services.

Women comprise more than half of the US population and 18% of naval officers between O-1 and O-4, yet they make up fewer than 1% of writers at the Naval Institute Blog.

We invite ALL females–active, reserve, retired, civilian–to write for the Naval Institute Blog on any topic of their choice. We also invite all writers of any gender to write about their favorite female writers in the military, and those role models who have paved the way for others to follow.

Blogging is not a gender-specific sport. We invite all men and all women to participate, to share in their equal voice and contribute to our great naval debate.

Interested authors may submit their writing (whether it is a final product or simply a draft with which you would like a little help) to blog@usni.org or roger.misso@gmail.com. Thanks for writing!



Mabus announced a plan to boost the sea service’s enlisted female recruitment efforts to at least 25 percent of all accessions during a mid-May speech at the Naval Academy in Annapolis, Maryland. The move, he said, will help attract, recruit and retain women in communities in which they are underrepresented.

“[We] need more women in the Navy and Marine Corps; not simply to have more women, but because a more diverse force is a stronger force,” Mabus told an auditorium of midshipmen.

“I’d like to do better than that,” Mabus told reporters Tuesday following an address at the American Enterprise Institute in Washington. “I think that one in four is a floor, not a ceiling, and if people keep using one in four, I think it’s going to be.”

The services have got to be friendlier when you come in, because even if you get enough women, we’re losing too many between eight and 12 years,” he said.

hqdefaultIn the last month, our Marine Corps provided those who were watching both an object lesson and a case study on how an organization can tear itself apart when it decides to operate under self-contradicting priorities – priorities that do not share the same understanding of what the goals are.

Like people, organizations can get by for a length of time in self-contradiction, self-delusion, and ultimately self-destructive behavior; as long as it is small and does not have a major impact on the end result, or can be mitgated with a little slight of hand.

They can live multiple lives and promote nested systems under a polite agreement to keep the contradictions below the surface and both sides agree that that larger of the two will work harder to mitigate the contradiction of the smaller. As we Southerners like to say, a polite pretense.

There comes a point of inevitable friction when one party decides to not live by the agreement, or the smaller party gets unmanageably large – or both. There is a point someone stands athwart the whole arrangement and yells, “Halt.” Then the brewing conflict breaks out in to the open.

The organization makes a decision to pretend that the conflict is not there, or can be managed as before. The comfort of the “now” remains the priority, the unknown discomfort “later” identified by the challenge will be someone else’s problem.

When that person comes forward with grit, passion, and a steadfast belief in their cause, it then becomes a story of the reaction as the entrenched inertial of the status-quo resists the challenge that cannot be pushed to another PCS cycle. Via C.H. Chivers at NYT;

For decades the Marine Corps has tolerated, even encouraged, lower performance from the young women who enlist in its ranks, an insidious gender bias that begins with the way women are treated immediately after they sign up and continues through their training at boot camp. The results are predictable – female Marines risk being less confident and less fully accepted than their male counterparts, because the Corps has failed them from the outset.

We have often discussed at USNIBlog the importance of our leaders to “… dare to read, think, speak, and write …” – what can happen when you do?

That is the position of Lt. Col. Kate Germano, an active-duty Marine officer who commanded both a Marine recruiting station in San Diego and a segregated all-female training battalion at Parris Island, the Corps’ boot camp in South Carolina. Colonel Germano presented this argument in a draft article, “When Did It Become an Insult to Train Like a Girl?” that she wrote early this year and in which she argued for tougher standards and higher expectations, or, in her words, a movement toward “radical change.”

The article, which does not address full integration into combat roles but details institutional patterns that Colonel Germano suggests ensure female Marines will not be fully respected by their male peers, had been slated for publication in September in the monthly Marine Corps Gazette, a private publication that serves as the Corps’ de facto professional journal. Then matters grew complicated.

That is just one part of the story – read C.J.’s article not only for the full detail, but to also read LtCol Germano’s article that was spiked;

Colonel Germano was relieved of command at Parris Island in June under circumstances that remain contentious, setting off a controversy about whether she was being punished for what the Corps calls an abusive leadership style, or for forcefully expressing her views about the how the Corps trains and integrates women into its male-dominated ranks.

Soon after she was relieved, the editor of the Gazette, John Keenan, who is also a former Marine colonel, dropped Colonel Germano’s article from the journal’s publication lineup. Her arguments taking the Corps to task for what she depicted as a record of double standards and complacency stood not to reach Marines’ eyes, including such passages as this: “The performance double standard extends to virtually every aspect of recruit training. Over the past decade, female recruits have consistently scored below their male counterparts in every quantifiable category minus the gender-normed physical fitness test. Yet despite the statistics, historical records do not indicate that anyone has ever seriously considered why females have consistently been outperformed at boot camp. Acceptance of the status quo has simply become the norm. Ironically, notwithstanding the delta in female-male performance, a greater percentage of female recruits are promoted by contract to private first class upon graduation, meaning they are also more swiftly promoted to lance corporal in spite of potentially being less qualified. This is essentially where the Marine Corps meritocracy cart goes off the rails.”

A few more quotes, this time from LtCol Germano’s spiked article that gives some context to the below;

In general, from the instant a female applicant joins the delayed entry program (DEP) she faces lower expectations for accountability and performance than her male peers. Females are often allowed to miss applicant physical fitness training, seldom hold leadership positions within their respective recruiting substations, and are frequently allowed to ship to recruit training in spite of not having made progress with their physical development, all of which is observed firsthand by their male counterparts. As a result of this double standard, many female recruits arrive at boot camp utterly unprepared for the mental and physical rigors of training. Even more significant, their male counterparts arrive at recruit training with well-established preconceptions about the difference in accountability for men and women in the Marine Corps based on their observations in the DEP. The double standard is reinforced by the fact that, despite most females having an average of five months in the DEP, their IST failure rate is historically nine times greater than that of their male counterparts.

For years, the females and males on Parris Island conducted the nine-mile hike back from the Crucible separately, only to link up for a joint Emblem Ceremony at the Iwo Jima statue after the hike. Conspicuously, a line of chairs would be staged behind the female formation for recruits who were too “exhausted” or sore to stand. Conversely, there were no chairs staged behind the male formation. It was simply expected that the females would fall out of the formation, and fall out they did because there was no set expectation that standing through the ceremony was part of earning the title of U.S. Marine.

High standards for performance should never be gender-normed and, barring physiological differences, concrete evidence shows that women can perform to the same standards as their counterparts if it is demanded of them. In Fiscal Year 15, the Fourth Battalion witnessed this phenomena firsthand at the rifle range. For decades, the female initial qualification rate on the rifle range at Parris Island hovered between 67% – 78%, compared to 85% – 93% for the male training battalions. The male battalions also produced significantly greater percentages of rifle experts and sharpshooters. In Fiscal Year 15, however, the Fourth Battalion drill instructors received a defined intent for success on the rifle range, and through a strong partnership with Weapons and Field Training Battalion were able to achieve an unprecedented 91.68% female initial qualification average. The key to success was establishing the firm expectation that change was both possible and necessary to improve the credibility of our female recruits- come-new-Marines. Once the drill instructors, coaches, and primary marksmanship instructors began to see success, the movement became contagious. For the first time in history, female recruits are competitive with their male counterparts on the rifle range, proving it is not an insult to “shoot like a girl”. However, for lasting improvement across all of the testable categories to be realized, the Institution must be willing to critically examine the environment in which Marines are made and implement radical changes.

Like I said; read it all. I have not even touched on equally important issues of leadership by investigation or the commissarish use of statistically bad DEOMI surveys.

Back to the big picture.

It is this dynamic we have seen this summer in the story of LtCol Kate Germano, USMC, and her desire to bring the standards of performance and accountability to a higher level in the training of female Marines. For her efforts and passion, she was relieved of her command. The why, how, and the environment it all took place in deserves a screen play – so stick with me as we review it here. Follow every link and read it all where the links take you. There is a lot here. Here is the base conflict as I see it.

There are two pressures in the further integration of female Marines; one is from a socio-political camp of the senior civilian leadership, the other is from the operational side of the Marine Corps. The former has two sides to it as well – a paternalistic passive-aggressive vibe that doesn’t expect as much from women as men and therefor sees no reason to demand it , and another that is driven by the worst of sophomore gender-studies seminar course theory.

The later knows that female Marines will be put in harm’s way as much as the men and if that is the case, then they need to be able to perform, be respected by their male peers, and not be a net drag to their unit. The enemy does not care if you are XX or XY, they just want to kill you. You need to be able to kill them first with equal ability. I’m not going to spend much time on the paternalistic passive-aggressive side of the bureaucracy and some of the uniformed leadership, as the that is not where the central character is coming from. No, let’s stick with the source of the friction – a Marine leader who wants her Marines to be the absolute best to serve her Corps, and the socio-political bureaucracy that wants one thing – numbers to feed the metrics.

As part of the Department of the Navy, the USMC must respond to the demand signal of the Secretary of the Navy. That is how it works. As quoted at the top of this post, he has made his goals quite clear. To make it happen though, there is a pipeline problem with that goal that the real world is putting in their way.

It is a well documented challenge to not just recruit women who have the inclination and desire to be in the service, but also to find enough women who have the physical stamina to meet what should be tough but fair physical requirements to be a Marine. Anyone involved in female athletics knows exactly what that basic challenge is.

If you have an artificial numerical goal of a difficult to gather sub-set, every number counts – especially if achieving that number is your priority. To achieve that goal, you have to look hard at every barrier in your way. What are structural, what are required, what are optional. What is the cost and benefit of the removal of each barrier relative to the value you place on each variable? There is the rub.

What if everyone in your organization does not agree that strict numbers of that sub-set are the priority, but quality is? If each barrier from recruiting interview to graduation has a given attrition rate and can impact that final number, what if instead of removing barriers, another person with a different value system decides that many of these barriers are not barriers at all – but are performance gates. Not only should some of them not be removed or lowered, but a few might need to be added, and others raised.

Additional performance gates – standards if you will – and enhanced standards will have two results; first they will ensure at the end of the process you have a higher quality product of that subset, but it also means that you will have fewer numbers of that sub-set.

A thought exercise; if you have a job to do that requires 10 people, does it matter if six are wearing blue shirts and four are wearing red shirts if all 10 people are equally qualified? No. OK, what if eight wear blue and two red? Again, does not matter.

What if all six in blue are qualified, but of those in red, only two are? What is the sane and right thing to do?
1. Being that you are out of people wearing red shirts, but have a bench full of blue shirts, replace the two unqualified in red with qualified blue?
2. Instead of making the swap out, you insist that you like the 6/4 color ratio because it looks good in pictures, and your team will just have to deal with it?

If a competitor comes out on the field, they are all wearing yellow by the way, with 10 people who are all fully qualified, who wins? Where do you put the smart money?

LtCol Germano has only done what we have always asked our leaders to do; take the job you were detailed to do, and make it better. Take care of your people, enhance the ability of the service, and accomplish the mission.

It appears that LtCol Germano thought her mission was to help produce the best female Marines she could. She tried to do that, and was fired.

I guess she was wrong. It looks like there was another mission, one founded on the soft-bigotry of low expectations, lower standards, a fear of Star Chamber like investigations, and ultimately a fealty to metrics.

You see, the numbers are needed for the right metrics, because, we must feed Vaal.

Of course, this internal conflict has a frag pattern. There are good people up and down the command structure that were put in a difficult position. How do they respond to this internal self-contradiction?

That is where you have a whole series of interesting character stories. From the immediate superior in command, first General Officer in the chain of command, the SNCOs, the Junior Officers – and ultimately the recruits themselves. Are they in the right? The wrong? Both?

What lessons do they take away from it all? What do we?

NB: If you are interested in the environment all this took place in, and you have the stomach for the After School Special nature of some of it, you can find the redacted Command Investigation here.

UPDATE: If you want more detail and a rather sad showing of “feelings vs. facts” and leadership by DEOMI survey and investigations – click here.



From Hagel to the Hill in suit and tie, to the Service Chiefs on down in uniform; we have all heard the steady drum beat about a military that, as we look to the left and right of us, we simply do not see; a military full of barely stable combat veterans saddled with Post Traumatic Stress skulking in the shadows and/or sexually assaulting their Shipmates. As a reflection of the society it serves, of course those things are here … but why are they dominating the conversation and why are our leaders expending so much capital on it?

The PTS/PTSD hype & smear issue has a history worthy of a book (wait, that has already been done), and the sexual assault meme has been floating around in force since I was a LTJG … but what about now?

The last few days have seen two officers come forward; 2LT Dan Gomez, USA in TheGuardian and Capt. Lindsay L. Rodman, USMC in the WSJ. They are both pushing back against the drones of doom and smear, standing athwart the rising chorus and saying, “Stop.”

First let’s look at the good common sense from Gomez on PTSD, then we’ll dive in to the real touchy issue; sexual assault.

The revelations of sexual assault and harassment are only the latest in what has been a steady stream of bad news for the military. After a decade of war, we’ve read over and over about PTSD and mental health stigma, suicide, unemployment and extremism within the ranks. Without question, as a military, we have issues that we need to address.

But the things that I read about on a daily basis – all of these problems – while present and important, do not reflect the reality of what I see and experience as a soldier. In other words, this is not my army.

Yes, we’re growing and learning as an organization. We’ve been at war for over a decade, and are adapting to a rapidly changing world. America’s expectations of who we are and who we should be are also changing, and with that, problems are bubbling up to the surface that have been long ignored – and we are addressing them. But this fractured force that I read about full of misfits and miscreants is not my army.

The army I serve in is composed of brave men and women who joined the force during a time of war, fully knowing they will likely be placed in harm’s way. They’ve seen the veterans coming home with missing limbs and those who struggle to transition back to civilian life – and they still choose to sign the line. These are men and women who are unafraid to be patriotic at a time when doing so often seems out of fashion, and even looked down upon. They live the Army Values, and are just as shocked to learn about the scale of the problems we’re facing as a force – and as a nation – as the rest of America. And we want to get better. This is not a group of broken and sorry soldiers, fumbling along and victimized.

The army I serve in shows up every day and works, focusing on daily drills with a watchful eye on global hotspots, listening to the talking heads nonchalantly discuss “boots on the ground”, waiting for the call to be whisked away again to some far off place. Talk of an “Asia Pivot” or a return to a “garrison army” falls on deaf ears to the family saying tearful goodbyes to their loved one at an airfield, or to the soldier heading to Helmand province for a year. This is not to make light of the difficult problems we must face and fix, but it’s important to recognize that we here on the ground see the work being done to fix them.

Amen.

For some reason, the exception has become the rule; the footnote the lead story. This is not right, and this is not what we see on a day to day basis – at sea and ashore. We see the real Navy and Marine Corps – just as Gomez sees the real Army. The issue for me is this; why aren’t we standing up more for our culture, our Shipmates – and push back against the attentions seekers, sympathy trolls, and those who want to make the hero a victim? We have let this story, again, get upside down. We are forgetting what we let happen to the Vietnam generation. We should not let that happen again.

BZ to Dan Gomez, and now let’s shift fire to someone who everyone owes a solid professional nod to; Capt. Rodman. A Marine JAG who attacks a problem as only a Marine can – clear, direct, fundamentally sound, and fact based.

As with Dan, you need to read it all … but she eviscerates those who are using bad science to attack the military for their own agendas … something we’ve seen before. Something we know better than to let go unchallenged. When all others cower in fear, it does seem that there is always a Marine who is willing to step forward and do the right thing.

Here are the core bits that leave you knowing one thing that we really already knew; the numbers being used to make the American public think the military is full of sexual predators are garbage.

In the days since the Defense Department’s May 7 release of its 2012 Annual Report on Sexual Assault in the Military, the media and lawmakers have been abuzz. The report’s estimate that last year 26,000 service members experienced unwanted sexual contact prompted many to conclude, incorrectly, that this reliably estimated the number of victims of sexual assault.

The 2012 estimate was also significantly higher than the last estimate, causing some to proclaim a growing “epidemic” of sexual assault in the military. The truth is that the 26,000 figure is such bad math-derived from an unscientific sample set and extrapolated military-wide-that no conclusions can be drawn from it.

The term “sexual assault” was not used in the WGRA survey. Instead, the survey refers to “unwanted sexual contact,” which includes touching the buttocks and attempted touching.

It is disheartening to me, as a female officer in the Marine Corps and a judge advocate devoted to the professional practice of law in the military, to see Defense Department leaders and members of Congress deal with this emotionally charged issue without the benefit of solid, verifiable data. The 26,000 estimate is based on the 2012 Workplace and Gender Relations Survey of Active Duty Military. The WGRA survey was fielded throughout all branches of the military in September and November 2012. As the report indicates, “Completed surveys were received from 22,792 eligible respondents,” while “the total sample consisted of 108,478 individuals.” In other words, one in five of the active-duty military personnel to whom the survey was sent responded.

I am one of those who responded to the survey after receiving an email with an online link. None of the males in my office received the email, though nearly every other female did. We have no way of knowing the exact number of male or female respondents to the 2012 WGRA survey because that information wasn’t released.

Though the 2012 survey does not specify the gender composition of its respondents, the 2010 respondents were 42% female (10,029 women and 14,000 men).

Nevertheless, to achieve the 26,000 military-wide estimate in 2012 (and 19,000 in 2010) over half of the victims must have been male. Of course, male victims do exist, but empirically males do not constitute anywhere near the majority of victims of unwanted sexual contact-no less sexual assault. Here is what we do know: The actual number of reported sexual assaults in the military in 2012 was 3,374, up from 3,192 in 2011. These figures include reports by civilians against service members. Of the 3,374 total cases reported last year, only 12%-14% were reported by men. We also don’t know how actual sexual-assault rates in the military compare with civilian society.

Each and every sexual assault is tragic and infuriating. But given the military’s recent emphasis on awareness of the problem and insistence that victims come forward, it’s no surprise that this number has gone up.

Here is a back-story in how our silence is hurting us; we are not recruiting good people because of our decision to let lies stand.

I often talk to young men and women interested in joining the military, and I find that women especially seek me out to gain the perspective of a female officer. In the past year or so, these potential female recruits have grown increasingly wary, asking many follow-up questions about whether women are treated fairly and respectfully. I tell them that serving in the military doesn’t turn a woman into a victim. I am a proud Marine, surrounded by outstanding military personnel from every service who take this problem seriously, male and female alike.

If you want quality men and women to join the military – don’t let them think they are joining an organization hobbled with sexual assault. It isn’t.

If you really want to help those veterans returning to the civilian world – you need to help push back against the twin smears of broken-vessels and sexual-predators. It wasn’t and isn’t our military; don’t let lesser mortals try to make it seem so.

PTS/PTSD and sexual assault are real, but especially with sexual assault, if you want to let people know your are serious about addressing the issue – and not off reacting to agendas – then you have to use serious numbers and research. Research and studies that can survive the follow-on question from statisticians and a Company Grade JAGs, for starters.

May many more follow Gomez and Rodman’s example. Demand that the military at least show you the respect you deserve by treating you as an adult – and not judging you from bad studies.



The first women selected to serve onboard submarines have been identified. Some questions are worth asking…and they deserve answers. In the interest of transparency, the Navy owes the public – at the very least the sub community – an explanation of how these ladies were chosen for this elite duty. How many competed for selection? And how will future female submarine assignments be made?

USNI Blogger MIDN Jeff Withington recently described the rigorous screening process he completed for selection to nuclear power and the submarine community. Considering that annual nuke power and sub assignments were made last October, was a similar selection process held recently for these female candidates? Was some other process used?

Because the first group of females did not compete for assignment in October, they apparently didn’t compete against anyone except themselves. Until we know how many women applied, we won’t know how tough (statistically at least) the competition was. In the future, women should compete against for assignment to the submarine community without quotas, on equal footing against men and each other. Certainly the ‘right’ number of women need to be selected to fill staterooms and not leave a ship’s manning unbalanced, but otherwise, women should compete against every other applicant for assignment to this community.