THE ELSIE INITIATIVE

Elsie MacGill, first female aircraft designer in the world. Photo Credit: Canada Aviation and Space Museum

Elsie MacGill, first female aircraft designer in the world 

Photo Credit: Canada Aviation and Space Museum

Esprit de Corps Magazine July 2019 // Volume 26 Issue 6

Let's Talk About Women in the Military – Column 5

by Military Woman

You asked:

I hear a lot about “The Elsie Initiative” in the news. What’s it all about? What problem is it solving? 

We answered:

The Elsie Initiative for Women in Peace Operations is a Canadian funded international project to increase the meaningful participation of women in uniform on UN peace operations. Peace operations themselves being a topic of ongoing debate on how to best define, especially given the increasingly complex levels of today’s world conflicts. If you aren’t already familiar with this gem in Canada’s foreign policy learn more about it at http://bit.ly/ElsieWPS.

Last month’s column highlighted the UN Security Council Resolution 1325 on Women, Peace and Security, and why the UN is so interested to increase the number of women on its missions. However, despite all the focus on the topic, the statistics have remained stagnant at around 2-4 % of military and 6-10% of police personnel on UN missions being women. This has left some wondering what, if any, systemic barriers may be holding some women back from “being all they can be”? 

Lucky for us, as part of its Elsie Initiative support, Canada commissioned an independent research project to answer just that question once and for all. The Geneva Centre for the Democratic Control of Armed Forces (DCAF) based out of Switzerland researched what, if any, UN deployment barriers are still being encountered by uniformed women. DCAF identified 14 barriers to the successful deployment and full integration of uniformed women on UN missions. These barriers were organized into six categories: (1) equal access to opportunities, (2) deployment criteria, (3) the working environment, (4) family constraints,
(5) equal treatment during deployment, and (6) career-advancement opportunities. You can download and/or read the DCAF report at https://www.dcaf.ch/elsie-initiative-women-peace-operations-baseline-study. 

To give an example of the barriers, one was “lack of adequate family-friendly policies”. In many countries there were few national mechanisms offered for child support options should a parent deploy especially for the longer UN tours. DCAF recommendations include consideration of more family UN duty stations and institutional encouragement for men to take parental leave and receive child/elder support considerations where needed to normalize this accommodation for all parents.

Another barrier will be no surprise to readers; “sexual and gender-based harassment”. One of the many DCAF recommendations being to focus on leadership’s roles in addressing workplace culture. When workplace harassment is left unchecked by leadership, the resulting permissive is known to promote, not only more widespread harassment but, the occurrence of more serious events such as sexual assault and sexual coercion to also occur. 

Another barrier that you might not have thought of is “lack of appropriate medical care”. There have been recommendations made to include at least one female physician and one obstetric and gynecological specialist on all UN mission medical teams.

The DCAF report names barriers women are encountering from around the globe. Every UN mission participating county is however unique, so have been encouraged to consider completing its own national baseline barrier assessment study as well. Canada is leading by example on this front and has contracted DCAF to just that. So, stay tuned for that upcoming DCAF report on what, if any, deployment barriers are still being experienced by Canadian military and policing women.

When we know better, we can do better. 

P.S. If you don’t know all about the amazing Canadian icon Elsie MacGill, after whom the Elsie Initiative is named, please Wikipedia her or read about her in one of the many books available on this inspiring Canadian trailblazer!

 

Update:

WOMEN, PEACE AND SECURITY AGENDA

Members of Canada's UN Peacekeeping Force in Mali. Photo Credit: Cpl Charest, CAF/DND

Members of Canada's UN Peacekeeping Force in Mali.  

Photo Credit: Cpl Charest, CAF/DND 

Esprit de Corps Magazine June 2019 // Volume 26 Issue 5  

Let's Talk About Women in the Military – Column 4 

 

By Military Woman  

You asked:  

What is the Women, Peace and Security Agenda and why is it important to Canadian military women?   

We answered:  

UN studies demonstrated that state conflict resolution and peace processes are more effective and long-lasting when diverse voices are invited to sit at the table, especially women’s voices. Studies also showed that the design and delivery of foreign aid is more effective when the needs of diverse groups, particularly women, are specifically considered. Directly impacted women are often the best sources to identify their own needs and potential vulnerabilities in conflict or humanitarian situations.   

To act on these findings, the United Nations Security Council Resolution 1325 on Women, Peace and Security (WPS) was passed in 2000. It was the first resolution to acknowledge and address the disproportionately negative effects of armed conflict on women and girls. Canada was a signatory to it, and the eight subsequent resolutions that together are referred to as the WPS  agenda. It calls on the international community to promote:  

  • women’s meaningful participation in all conflict-prevention and conflict. 

  • resolution mechanisms and mainstreamed gendered pers-pective into all peace and security activities and strategies, including peace operations, stabilization missions, and counterterrorism. 

  • human rights and gender equality of women and girls including protection from sexual and gender-based violence and exploitation, and preservation of their sexual rights and access to comprehensive sexual and reproductive health services and  

  • more deployed women in uniform (military and policing).  

I hear you say: “I understand a bit more about what WPS is, but what does this all have to do with Canada specifically?”  

Canada committed itself to an ambitious 2017-2022 National Action Plan or “CNAP”. Each impacted department has its own implementation plan on to best support the CNAP. Implementation partners (IPs) continue to grow in numbers, but Global Affairs Canada is the lead along with DND/CAF, RCMP, Public Safety, Immigration, Justice, and Women and Gender Equality, (WAGE was formerly Status of Women, renamed after becoming a government department in December 2018). Progress reports are made by the IPs twice a year to civil society representatives. Many of the representatives coming from the Women Peace and Security Network – Canada, a non-profit collaboration of various non-governmental organizations and individuals all committed to the promoting and monitoring of the WPS agenda.  

Let’s look specifically at the DND/CAF implementation plan and why it’s important to all Canadian military women as well as women abroad.  

It’s one of the UN’s WPS priorities to increase the number of women in all security roles including in the military. In alignment with this priority, the CDS has committed to increasing the number of women in CAF to 25% within the next 10 years, which hopefully will result in more women trained and available for UN deployments.    

Here’s where the rubber meets the road for military women.  

CAF has fully supported the WPS agenda and integrated gendered perspectives on operations. CAF strives for equitable care and support of civilian impacted women when on operations outside of Canada. However, there is a growing realization that leading by example for WPS has to be inclusive of the “domestic” agenda; how CAF is supporting its own women in uniform.  

As discussed in last month’s article, operational effectiveness requires all soldiers, women, or men, to feel respected and included and have any special support needs considered. Although it may be named Women, Peace and Security – its goals and aspirations can’t be achieved without the full support of everyone, men, and women, both at home and when abroad.    

To learn more search “UNSCR 1325”, “Women, Peace and Security”, “Canada’s National Action Plan” or check out WPSN-Canada.org.  

 

Update:  

MST

MST Support

Photo Credit: Government of Canada

Esprit de Corps Magazine May 2019 // Volume 26 Issue 4  

Let's Talk About Women in the Military – Column 3 

by Military Woman  

Thank you for your feedback about the column. We have enough questions coming in from women and men, in uniform and out, that we could be doing a weekly column of "Let's talk"! 

You asked: 

What exactly is "MST"? 

We answered: 

Before you run off scared by the topic, stay with me for a minute. At the very least, let's clear up some myths about Military Sexual Trauma or “MST.”  

MST is not a "women's issue," it's a people issue. Men can and have been sexually assaulted and raped. Women can and have been charged as sexual assault perpetrators. Stats, although rare, suggest a particularly high risk for MST for members of the LGBTQ and Indigenous community regardless of sex or gender. 

MST is not a “diagnosed medical condition,” it's a medical risk factor. Some people experience MST and do not develop subsequent medical conditions and others do. Unfortunately, MST compared to other sources of trauma exposure including combat trauma exposure is often listed as the highest risk trauma exposure to later develop physical and mental conditions such as chronic pain, depression, anxiety, and PTSD. It is these subsequent medical conditions that once diagnosed result in medical employment limitations and/or medical category changes and in some cases release. 

Why is MST different than other sexual assaults? Many MST impacted people describe a second trauma, or what happened to them AFTER the initiating sexual related traumatic event, as being equal if not more traumatizing to endure and counterproductive to healing.  

There are also many civilian stories about negative re-traumatizing secondary experiences with medical, police, and the judicial systemic to sexual assault complaints. However, a military MST impacted person experiences all the above that a civilian would and more due to the military workplace culture and ethos.  

Many with MST identify a whistleblower type of backlash or chilly workplace climate after reporting (or not reporting) a military related sexual incident. The institutional response to the complaint, even when overtly initially supportive, often is still experienced as "death by a thousand paper cuts” from events happening covertly. It’s thought that it is the chronic stress and ongoing sense of "moral injustice" that can be a significant source of what is making people sick after military sexual trauma related events. 

Another potential source of secondary wounding trauma with MST is "sanctuary trauma". Like the assumed safety with a doctor, padre, or family member, military members share a sacred bond of implicit trust with each other and their chain of command.  

MST shatters that bond.  

Many MST victims describe their experience as analogous to incest (Maclean's Magazine 1998). Lawyers from the Department of Veterans Affairs Canada agree that for many MST impacted soldiers its more devastating an experience then if it had happened on civvy street because "the military was their family". 

Given the common society usage of the term "MST" it might surprise you to know there is still controversy in Canada over its official use or definition. The U.S. Veterans Affairs department has no such conflict and defines MST as any "psychological trauma, which in the judgment of a mental health professional, resulted from a physical assault of a sexual nature, battery of a sexual nature, or sexual harassment which occurred while the military member/veteran was serving on active duty, active duty for training, or inactive duty training".  

Operationally effective units must trust each other. Sexual assaults from within the profession of arms are soul crushing.  

MST fractures the trust required in the institution. Simply stated, we all lose. 

In 2016, a Statistics Canada Survey found that almost 1 in 3 women and 1 in 25 men were sexually assaulted during their military service. We can and we have to do better. 

To learn more about MST google "SMRC" (Sexual Misconduct Resource Centre) or "VAC MST" or go to ItsJust700.com. If you have been impacted by MST, please consider calling the SMRC 24/7/365 at 1-844-750-1648 and/or joining the closed Itsjust700.com Facebook support group. 

    

Update: 

  • 2021. ItsJust700.com website cites “since March 2021, It's Just 700© has ceased to exist. The activities, leadership, intent, vision, and information provided by any other groups not called It's Just 700 (or IJ700© for short) should be considered separate from the original version of the group It’s Just 700© (and its Founder).”  

  • 2024. The Canadian definition for MST continues to be discussed... 

EQUALITY

Military members on exercise for Operation REASSURANCE. Photo Credit: Cpl Côté, CAF/DND 

Esprit de Corps Magazine April 2019 // Volume 26 Issue 3 

Let's Talk About Women in the Military – Column 2 

by Military Woman 

In case you missed our inaugural celebrations last month, this is a new opinion column that offers a military women’s perspective. The purpose of the column is not to be right or wrong, but a conversation starter that hopefully helps to build bridges and break barriers.  

You asked:  

Women are legally equal already. Why are we STILL talking about equality in the military? 

We answered: 

Excellent question: I sense some frustration. Let me assure you that most, if not all, military members men and women share in some fatigue on this topic discussion. We hopefully can all agree that we wish we didn’t still need to have these conversations in 2019 and yet here we are. 

The Pareto principle, also known as the “80/20” rule, may be helpful here. Military men and women are agreed to be treated as “equal” about 80% of the time and situations. So, for most of us, most of the time, there is no problem to solve – military men and women are equal. For about 80% of situations there is more variation within the sexes than between the sexes.  

But the devil is always in the detail, and it’s the 20% of remaining times and situations where treating everyone equal i.e., “exactly the same” may not actually be the fair or equitable approach. 

The Federal government has a three-minute video explaining the difference between being treated equally and being treated equitably,  “GBA Equality Equity”. Check it out!  

Let me offer a military-specific example. In male infantry soldier only days, a platoon on a rucksack March would be given timed 2-minute rest periods for rest, blister care, rehydration, snack, and urination. When women were "integrated" the rules and standards were already all set by men, for men in support of men. As a result, women ordered to be treated "equally" were given the exact same 2 minutes to accomplish all the above cited tasks. 

However, for the often-sole female, urination meant breaking away from the file, finding a private location away from curious eyes, unbuckling and dropping your 70-pound rucksack strategically near a strong looking tree trunk, visually clearing the target area for possible poison oak and ivy (very important in Ontario!), undressing, exposing and then relieving yourself.  

After redressing, you return to the rucksack for the "turtle" maneuver in order to replace your backpack solo. (i.e., lie face up on top of your backpack, strap back in, roll over onto your front, push up onto all fours, then "walk" your hands up that strategically selected tree trunk until able to balance and stand upright again). The mad dash is then made to the waiting group who, having spent all this same time resting and relaxing, spontaneously reforms into file to continue Marching as soon as they hear you returning.  

"Equal" treatment is the woman huffing and puffing to re-start the March as the sole platoon member with no rest break, no blister care break, no hydration break, or snack time.  

Is it any wonder why female soldiers are prone to more repetitive strain injuries? Or prone to chronic self-dehydration medical complications in their efforts to avoid entirely the above-described experience? 

So yes, women are already legally equal to men, but equal treatment in the military however doesn't always mean being treated fairly. There are times and places that being gender-blind to bona fide differences like the fact that some soldiers have outdoor plumbing, and some soldiers don't, just isn't helpful.  

Gender equality must include consideration of all the different supports needed for different soldiers to provide them an equal chance to complete the assigned military task. Whether that means physio consults to help women train their muscles for standing urination or standard supply provision of products like 'Shewee' – all soldiers still need a chance for rest, food, and urination.  

As poet Audre Lorde wrote: "It is not our differences that divide us. It is our inability to recognize, accept, and celebrate those differences." 

 

Update: 

  • 2024. Menopausal specific physical fitness programs are under development. A new “Joint Federal Research Program” funds research specific to improved understanding of pelvic floor injury prevention and care (including for stress incontinence and uterine prolapse).  

INTERNATIONAL WOMEN'S DAY

Military women from HMCS St. John’s visiting in Romania Photo Credit: LS Ogle, CAF/DND

Military women from HMCS St. John’s visiting in Romania 

Photo Credit: LS Ogle, CAF/DND 

Esprit de Corps Magazine March 2019 // Volume 26 Issue 2 

Let's Talk About Women in the Military – Column 1 

by Military Woman 

Welcome to a new guest column!  

With over 15% of the Canadian Armed Forces and 10% of all Veterans Affairs Canada clients now female, we approached Scott Taylor for space to add more of an active female voice to the Magazine, and surprise! he said… “Yes”! 

Having just celebrated its 30th year in print, Esprit de Corps started about the same time the Canadian Armed Forces (CAF) started gender integration activities in earnest; moving from most combat related occupations being closed to women in 1989, to having women in all occupations today. Throughout this interesting and challenging journey for both men and women, there wasn’t a regularly featured female military perspective. Who knew that all we had to do was ask! 

So here are the rules of engagement. This is an opinion column. We will respond to questions as factually as possible but, in the end, all opinions expressed here are ours. You, dear readers, are free to agree or disagree with our opinions, although hopefully not with the facts. We look forward to hearing from you. In fact, we’re hoping this column will be a conversation starter – with us, with your family and friends, with colleagues – about questions on women in the military that come up even 30 years on.  

Let’s talk about pregnancy, maternity leave (and parental/paternity leave) and the impact on operations. Let’s talk about women’s recruitment and retention specific issues. Let’s look at the buzzwords of the day, like diversity, intersectionality, gender equality and gender equity, and talk about their relevance (if any) to today’s military.  

What are the women-related questions you have, but are afraid to ask in public? Some we’ve heard range from “Why do we still need Employment Equity?” to “How will we know when Op Honour has been successful?” We’ll do our best to answer them. We’ve been hearing these types of questions and concerns for a while now, sometimes as hallway muttering, so let’s have these conversations, even if they may be sensitive. 

Well, it’s March and there is a “women’s history month” theme to this edition of Esprit de Corps, so let’s start the first “Let’s Talk “with a question we got from a friend. We look forward to your questions. 

You asked:  

March 8th is International Women’s Day (IWD). Seriously. Why do we celebrate it? Aren’t women already equal? And speaking about equality – when’s “International Men’s Day”?  

We answered:      

Excellent questions.  

International Men’s Day is a real thing! It started in 1992 and is celebrated on November 19th in over 80 countries, including Canada (you didn’t know that did you, admit it). The day focuses on men’s health, improving gender relations, gender equality and promoting male role models. The first Canadian celebrations were in Vancouver in 2009, but it has been spreading across Canada since then. International Men’s Day is part of  “Movember” – a worldwide moustache growing charity event held every November to raise funds and awareness for men’s health. The Aussies have put together a great website of information at InternationalMensDay.com. Check it out! 

International Women’s Day is on March 8th. We have Soviet Russia to thank for these celebrations. On March 8, 1917, women gained suffrage in Russia and celebrations were held annually thereafter. This Russian holiday was made an international holiday by the United Nations in 1975. The day is set aside not only to acknowledge women’s achievements but to focus on elimination of all discrimination against women including barriers to women’s full and equal participation in society. Some people encourage wearing of clothing in the colour purple for this day. See InternationalWomensDay.com as one source for more information.   

The CAF has achieved so much in the last 30 years, with full occupational access and equal pay. Yet, there are still positions and ranks that women have not been appointed to. And there are still those who will greet the next breakthrough with the muttered comment, “Well, she only got that job/promotion because she is a woman.” That’s an example of why International Women’s Day is still important to the CAF.  

And did you know that it can still cost a woman more to be in the CAF than it does a man? We kid you not. It costs a woman more to dry-clean a uniform, to get a haircut, and even to shower, shampoo and use antiperspirant, just to name a few items on the “pink tax slip” – but we can talk more about that in a future column.