5 July 2008
The Commission has informed the Ministry of Defence (MoD) that it has completed its formal investigation into sexual harassment of women in the armed forces. The Commission and ministry will now begin a new partnership to tackle bullying and inappropriate behaviour relating to race, sexuality and religion as well as gender. The move comes after the MoD was able to demonstrate that it had made a concerted effort to tackle the lack of official support for staff who wanted to report claims of harassment. They have also put in place a robust and fair way of handling complaints which staff have found helpful as well as making it clear that harassment will not be tolerated.
However, though good processes are now in place, the Commission has pointed to recent staff surveys done by the MoD in conjunction with the Commission which reveal that there are still problems of harassment in the forces. What might be described as a ‘canteen culture’ of inappropriate behaviour to women and others is still evident in some parts of the forces.
The Commission will now work with the MoD at addressing these issues of culture, looking at examples from Europe and America of how armed forces and other uniformed services have dealt with similar problems. There will be regular meetings to check progress, culminating in a summit next year.
At a meeting between the Commission Chair, Trevor Phillips, Commissioner Morag Alexander, Chief of the Defence Staff, Air Chief Marshall Sir Jock Stirrup and Chief of General Staff, General Sir Richard Dannatt, on Thursday 3 July, the Commission recognised that the MoD had taken several significant steps towards realising its vision of the armed forces free from harassment. Those steps were jointly agreed after one of the Commission’s forerunners, the Equal Opportunity Commission, initiated the formal investigation in 2005. It was suspended at the time after the MoD indicated it would co-operate on a joint action plan. The Commission accepts that the MoD has made sufficient improvements against the agreed measures set out in the 2005 action plan to justify ending the formal investigation.
As part of their agreed action plan the MoD surveyed experience of harassment among staff. The last poll, conducted in 2007, indicated positive findings in some areas e.g.
• 63% of respondents believed the complaints process was not biased.
• 98% of service personnel believe everyone has a responsibility to deal with harassment.
However, the survey raised concerns about a continuing ‘canteen culture’ of harassment within the armed forces.
• 24% of those surveyed in 2007 said they had been sent sexually explicit material
• 41% of those surveyed in 2007 experienced gestures or body language of a sexual nature.
Surveys are conducted on a biennial basis, with the first one completed in 2005 and the next one due in 2009. Further information is available on the MoD website.
Trevor Phillips said: 'The MoD now has a very good system for when things go wrong. Now we need to make sure those things go wrong much less frequently. There has been positive change but they want to do more and we are going to help them achieve that. We will be working to tackle all forms of discrimination, whether it is against women, or on the basis of race or sexual orientation.
'Their survey of staff reveals some evidence of a "canteen culture" of sexual harassment which we know those at the top of the armed forces find unacceptable. With women such a vital part of the success of the armed forces it is now time to weed out such inappropriate behaviour.
'We think we can find some creative ways forward with the MoD. We want to help them develop innovative ideas to deliver culture change, leaving our soldiers to focus on their job.
'We ask our brave service personnel to put their lives on the line, regardless of gender, ethnicity, sexual orientation or religion. For soldiers who are prepared to make the ultimate sacrifice, the very least we can do is make sure they are treated fairly and with respect by their own colleagues.'
Previous work between the EOC and the MoD
In June the EOC and MoD signed an agreement to address sexual harassment in the armed forces. Follow this link to find out more about the original agreement to address sexual harasment in the armed forces
In May 2006 a new action plan on addressing sexual harassment was agreed between the EOC and MoD. Follow this link to find out more about the action plan to address sexual harassment in the armed forces, and to download reports detailing the plan
General information about sexual harassment
Your rights - sexual harassment at work
Sexual harassment - what the law says
Guidance for employers about tackling sexual harassment at work
Coverage of this story elsewhere
6 July 2008, The Observer: MoD cracks down on sexism: Research uncovers widespread 'canteen culture' of harassment and humiliation in the forces
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For more information contact the Equality and Human Rights Commission Media Office on 02031170255, out of hours 07767272818.
NOTES TO EDITORS
Further details of the service womens' surveys can be found at on the MoD's website
The MoD signed an Agreement Action Plan with the Equal Opportunities Commission (EOC) in June 2005, when the EOC launched and then suspended a Formal Investigation into sexual harassment in the Armed Forces. The Equality and Human Rights Commission took over the responsibilities of the EOC in October 2007.
The Equality and Human Rights Commission is a statutory body established under the Equality Act 2006, which took over the responsibilities of Commission for Racial Equality, Disability Rights Commission and Equal Opportunities Commission.
The Equality and Human Rights Commission is the independent advocate for equality and human rights in Britain. It aims to reduce inequality, eliminate discrimination, strengthen good relations between people, and promote and protect human rights.
The Equality and Human Rights Commission enforces equality legislation on age, disability, gender, race, religion or belief, sexual orientation or transgender status, and encourage compliance with the Human Rights Act. It also gives advice and guidance to businesses, the voluntary and public sectors, and to individuals.