Page 70 - RADC Bulletin 2022
P. 70

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exercise had identified a perceived lack of women promoting to OF4. This inequality was confirmed by data from DefStats.
Whilst at the OF3 rank male: female is 50:50, only 18% of promotions to OF4 were women. This was statistically significant. This inequality has emerged since the cessation of time-based promotions (2011).
28% of women perceived gender related factors negatively impacted their career these were mainly, but not exclusively, related to being the primary carer. Soldiers highlighted socio-economic factors as being the main issue they faced. Officers mainly highlighted issues from a career progression (promotion/ conversion of commissions) perspective. Only 1 responder thought their gender as a woman positively affected their career. Women perceived they had to work harder than men to be recognised or perceived men over- taking them unfairly and 2 men perceived that women faced more challenges than men. 2 men felt their career had been negatively impacted by women (through a trend of women promoting and needing to step in for women on maternity leave).
19% of serving personnel felt their gender could influence their decision to leave (and 20% of veterans felt gender did influence their decision to leave).
When asked if gender related factors had ever stopped an individual from ‘going for an opportunity’ (e.g, post graduate study/ trawls, certain posting) only 5% of men said yes whereas 37% of women said yes, citing family as the reason.
THEME 2: Limitations to the employment of gender related policies
• 13% of RADC participants were not
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aware of Shared Parental Leave (SPL).
• Only 5% of RADC have used SPL
• Re; paternity leave for women; women
reported feelings of guilt, regret, feeling disadvantaged, RtW difficulty and that support for parents can be personality- led.
• Men reported poor CoC understanding of paternity leave for men and feeling pressured to work rather than apply for SPL (self and societal rather than CoC).
92% of currently serving parents/
carers felt supported to manage their responsibilities by their CoC yet RADC soldiers in particular (but also Officers) reported struggling balancing work and childcare. Women commented that family life negatively affects them more than their male partner (primary carer/taking on more).
There was evidence of inconsistency in how either formalised flexible working policies or informal adjustments within individual workplaces are employed. THEME 3: Experience of Sexually Unacceptable Behaviours.
Female Responses
• 50% had been subject to a sexual offence or unacceptable sexual behaviour
• This included the most serious sexual crimes
• 26% reported sexual discriminative comments made by others about themselves
• None of these were reported to be from within the RADC.
Male Responses
• 8% had been subject to unacceptable sexual behaviour
• 12% mentioned that they had been subject to bullying and harassment under this heading (no women mentioned this in this section).
• 8% perceived they had been subject to sexual discrimination.
• 4% reported witnessing unacceptable sexual behaviour of a female colleague.
Recommendations –
taking a leap forwards
The RADC Gender study was presented to the Corps in Nov 2022. Two CoAs were voted on:
CoA 1; The Corps will reflect on the results and no further action.
CoA 2; The Corps are invited to agree that further training and education is required in order to reduce actual and perceived gender related inequalities within the RADC.
The Corps (almost) unanimously opted for CoA 2.
Next Steps
• Education; Awareness of gender related policies inc. SPL, inclusion/unconscious bias and agreement of how to employ policies consistently across the dental WF.
• Discussion groups based on mindset change (lessen guilt of taking paternity leave, inc. specifically changing women’s mindsets relating to ‘going for opportunities’ and for SDOs to be empowered to make minor changes to support their staff).
• Better WF planning for absence.
• Assign a Gender Champion for the
Corps who will advise individuals and the CoC on gender related issues specific to the niche areas of military dentistry, the business needs and the WF but also provide the assurance that policy is being applied fairly and consistently.
• Further study on how those who take maternity leave or take up flexible working solutions can be fairly reported on in line with their peers inc. comparison to the RAF model of maternity leave reporting.
• Understand how dual serving couples can be supported better in the RADC and how we can better balance personal and business needs in a clinical cadre.
• Understand how we can better support and identify RADC women who may feel isolated and more vulnerable as individual attachments to units.
References
Report: Protecting Those Who Protect
Us: Women in the Armed Forces from Recruitment to Civilian Life - Committees - UK Parliament pg 42 para 109, pg 38 para 89
Braun, V., & Clarke, V. (2012). Thematic analysis. American Psychological Association.
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