Not In My Coast Guard Case Study
(7) Sexual Harassment/ Assault Response and Prevention (SHARP). In the month of October, the 1CD RSSB SHARP program was reestablished by updating areas that lacked coverage or function. The required items/documentations were created and submitted for approval: SOP, Appointment orders for Collateral duty SARC/VA’s, MOA’s, and FY 17 Annual/Quarterly training. The BDE SARC connecting with subordinate units to ensure that all trusted positions at the BN/CO levels were filled and ensured unit/individual understood the BDE Commander role within the program. The BDE SARC conducted ROSI briefs and first quarter training within the organization.
1. The first question covers the basic information about Navy SEAL, which reveals the major understanding and priorities in this Team. Since I received this case, I have never heard about Navy SEAL before.
Gretchen Carlson’s powerful Ted Talk describes how sexual harassment in work places has become something ordinary for thousands of women. Carlson uses Monroe’s Motivated Sequence to present each argument in her presentation. For instance, to get the audience’s attention, Carlson starts off her presentation by describing real life scenarios in which women were harassed by their male co-workers or bosses. This strategy is an outstanding way of getting the audience’s attention because what Carlson is saying is raw and makes the audience feel uncomfortable.
In the article, “LSU Professor Fired for Profanity and Sex Jokes, Sparking Free Speech Outcry,” the author Riley Griffin writes to illustrate a unique but uncomfortable situation involving former Louisiana State University professor Teresa Buchanan: A tenured professor at LSU since 2002 - and an elementary education professor prior to her termination - Teresa Buchanan found herself at the unemployment line after an internal investigation by the LSU board of supervisor, in respond to complaints registered by students about Buchanan’s profanity and impropriate comments during class, found Teresa Buchanan guilty of using the F word during class to incite the attention of students; and guilty of making obscene jokes in reference to how active consensual sex activities between husband and wife will decline overtime during the life span of the marriage. The board also concluded that Teresa Buchanan have committed sexual harassment, an act that created a hostile environment
1. The Coast Guard needs to standardize and enforce spend plans and eliminate current spend down practices. During the course of any given fiscal year, usually during the fourth quarter, units throughout the Coast Guard tend to go on a buying frenzy colloquially known as spend down. 2. Spend down is an inefficient, wasteful, and very costly manner of managing limited Coast Guard resources.
Angela Davis demonstrates the ongoing violent abuse as she quotes a report on sexual maltreatment in women’s prisons, “We found that male correctional employees have vaginally, anally, and orally raped female prisoners and sexually assaulted and abused them” (Davis 78). However disturbing this blunt sexual contact that male officers take with the vulnerable prisoners may be, the officers adopt even more severe tactics to harass and abuse the women as they often utilize “mandatory pat-frisks or room searches to grope women 's breasts, buttocks, and vaginal areas...” (Davis 79). To add insult to injury, women are virtually incapable of escaping from their abuser(s). Prison employees upkeep their inappropriate behavior as it is believed they will “rarely be held accountable, administratively or criminally” (Davis 78).
The United States Coast Guard has begun to take steps to stop the criticism of the lack of minorities in their ranks. In terms of percentage the coast guard is made up of only 14.8 percent minorities, whereas they make up 31.2 percent of all other military services combined. Hiring practices in the United States is a hot topic and the Coast Guard wants to remove themselves from the topic. The Coast Guard plays an important role in our nations security by protecting our ports, maintaining maritime border security, and many other important issues. Our government and especially our law enforcement have been under a lot of scrutiny lately about mistreatment of minorities.
Lois E Jensen, et al., v. Eveleth Taconite Company, et al. is a class action lawsuit which addresses various issues. The issues addressed in the case include the following discriminatory practices: “discrimination in hiring, and in terms and conditions of employment such as job assignment, promotion, compensation, discipline and training. [The] plaintiffs also alleged sexual discrimination based upon sexual harassment the existence of a work environment that is hostile to women” (“Jenson V. Eveleth” 2). The laws in question include the violation of Title VII of the Civil Rights Act of 1964 and the violation of the Minnesota Human Rights Act (MHRA).
Male officers have also stated negative remarks about female officers who work in Law Enforcement. These barriers have caused female police officers to resign from their positions to avoid any issues and because gender discrimination and the other complaints aren’t taken seriously in Law enforcement. By the females constantly compared to the male police officers has caused stress on them. It’s much harder for woman to advance in Law enforcement than men and when interviewers make their decisions they are more than likely choose men over women. It is important to think critically when dealing with the barriers discussed above because it can be challenging and cause someone to give up and quit.
In the introduction to Union’s Sexual Misconduct Policy, there is significant reference to many of the values emphasized in Union’s mission statement. Union highlights “self-discovery and awareness” (1) and “freedom of expression” (1). However, in a community with such values, Union stresses the importance of “mutual respect” for others (1). Furthermore, Union emphasizes that it is not a place where sexual discrimination of any kind is tolerated. Union describes sexual assault as something that “diminishes, uses, [and] abuses other individuals” (1).
The events that took place at the Tailhook convention show the exacerbated effects of Navy men’s inability to communicate or respect women or civilians. As shown, when a Naval officer says his tags give him the right to bite women and the lack of intervention when women are assaulted or support when they report. (Violanti, 1997). This shows that Navy men are unable to speak with others and that they have given themselves and excuse to treat others that they believe are not of equal status. Navy men also assume that women occupy lower position levels in the Navy, as seen when an employee of the Tailhook Association was assaulted.
By examining the Army Sexual Harassment and Assault Response Prevention (SHARP) program, this paper will explore the following: campaign phase, under reporting,
Gender inequality is a hot and sensitive topic nowadays, and rightfully so. Women have been campaigning to get equal rights to their male counterparts for centuries, and even though we’ve made long and successful strides towards this goal, there are still some problems that still exist. The military is one of these examples. The military is known for its strictness and traditional values.
The United States Coast Guard has conducted over 18,000 search and rescue missions in the past year. That adds up to a lot of money. But everyone is still in a discussion whether society should pay or the people that put themselves in danger. Even though people are breaking the law by crossing marked off areas, society should pay for search and rescue missions because people are already paying with their taxes and risk takers should be cared for.
2.0 INTRODUCTION This chapter reviews literature on research findings related to the sexual harassment. It explores the different demographic factors that can affect perception of sexual harassment including race, gender, age and marital status. This chapter also investigates the attempts that have been done to prevent the incidents of sexual harassment in the workplaces. In additionally, the definition of sexual harassment varies from country to country and from individual to individual.
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