Navy Total Workforce Enterprise Conference Results of the 2009 Sexual Assault Study

1. Navy Total Workforce Enterprise ConferenceResults of the 2009 Sexual Assault Study CAPT Sky Webb, MSC, USN DON-SAPRO 12 May 2010

2. Association of Naval Services Officers and National Naval Officers Association Professional Development and Training Conference Department of Navy Sexual Assault Prevention and Response Program Study: General Findings and Implications CAPT Sky Webb, MSC, USN DON-SAPRO July 2010 Portsmouth, VA

3. Department of the Navy2010 Alcohol and Drug Control Officer &Substance Abuse Control Officer Summit Results of the 2009 Sexual Assault Study CAPT Sky Webb, MSC, USN DON-SAPRO 30 Aug - 1 Sep 2010 Memphis, TN

4. “Nothing has a more corrosive effect on readiness, good order, and discipline than sexual assault.” -- The Honorable Ray Mabus, Secretary of the Navy September 2009

5. They have always been there for us…we must be there for them

6. Sexual Assault Prevention and Response Office Office was established by SECNAV in response to reports and results of sexual assault studies conducted by NAVINSGEN & SAPRO Mission SECNAV resource for expert SAPR assessment and program support Goals • Promote a culture of gender respect and individual responsibility • Reduce the incidence of sexual assault • Improve support for victims of sexual assault

7. SAPRO Objectives • Consolidate data and insight from across DON • Coordinate directly with ongoing Navy and Marine Corps efforts • Provide Secretariat Oversight • Conduct independent visits to SAPR sites & program managers throughout DON • Perform or coordinate periodic surveys • Develop and implement updated DON policy, programs, and training • Liaison with DOD, other Services, and civilian agencies • Provide timely updates for SECNAV & Under Secretary

8. Data were collected via web-based survey, focus groups, interviews and documentation review Respondents: All active-duty Navy members and selected Navy reservists including IAs Data analysis: Statistical analysis of survey responses; content analysis of survey comments, focus groups, interviews, and document review/data Written comments from respondents were content analyzed to reveal and capture themes, patterns, and relations in the data. This analysis allowed DON-SAPRO to identify major issues and assess differences in perspective across rank and gender. The units of a “word” or “theme” was used. In addition, DON-SAPRO considered the tone, scope, purpose, and frequency of respondents’ comments. Other considerations related to the consistency of comments and the specificity of responses Methodology“Triangulate”

9. Methodology(cont’d) • April-September 2009, two NAVINSGEN teams visited commands at over 45 U.S. Navy locations world-wide, including Bahrain, Kuwait, and Qatar • Teams did not visit Iraq or Afghanistan, but interviewed troops transferring through Kuwait • Team interviewed approximately 360 individuals and conducted over 220 focus groups with 3,400 participants • VTCs were employed to include Reserve Unit focus groups • NOSCs located in Atlanta (x2), Quincy, Phoenix, Denver, Kansas City, and St. Louis • Over 44,000 Navy respondents participated in the web-based survey

10. Survey Demographics(cont’d) • Enlisted and officer percentages: 86% and 14% • Survey results approximated rank ratios in Navy service • Gender breakdown percentages: 84% male and 16% female • Survey results approximated gender ratios in Navy service • Senior officer and enlisted participation • Navy flag officers (n=51); Navy senior officers (O5-6) (n=1337) • 22% in senior positions (E7-9, CWO2-5 & O4 and above) (n=9,828) • Locations: • 55% shore command CONUS; 23% afloat command CONUS • 14% shore command OCONUS; 9% afloat command OCONUS • Assignments: • 44% shore -- 18% aircraft/squadron • 16% ship -- 6% hospital/clinic • 6% other -- 5% training • 5% battalion -- 2% submarine

11. General Survey Findings • Alcohol is the single most-often cited contributor to sexual assault • Women see sexual assault as a significant problem than men perceive it to be • Over 6% of women Sailors and Marines report they were raped since joining the service • Approximately 40% of sexual assault survivors do not report the incident to anyone, including their friends • Threat of sexual assault remains across gender

12. Incidents of Sexual Assault Within the past 12 months, has someone done any of the following actions without your consent and against your will? (select all that apply)* MaleFemaleCombined Had sex (rape) 136 99 235 Attempted oral/anal sex 153** 54 207 Had oral sex 143** 44 187 Had anal sex 101** 27 128 Attempted sex 169 178** 347 Touched privates 384 284** 668 Not experienced 2057 1604** 3661 Total 3030 2062 5092 *Incidents occurred April-September 2008 to April-September 2009; within ≈44,000 respondent sample **Statistically significant to p< .05

13. Incidents of Sexual Assault(cont’d) • A higher percentage of female Sailors (23%; n=2100) have had various sexual assault attempts or actual sexual assault than males (4%=3199) since joining the Navy • Majority of victims (≈90%) indicated they were, to some degree, familiar with their perpetrators or that their perpetrators were not strangers

14. Selected Survey Results

15. Survey Trends Over Time 2004 & 2009 • Since 2004 to 2009, threat of sexual assault for females did not change despite Navy-wide efforts • In 2009, 22.5% females had experienced some form of sexual assault since joining the Navy; 22.7% in 2004 • In 2009, 6.9% females had been raped since joining the Navy; 6.4% in 2004 • Victim Profile – female, E1-4 (18-24 yrs), training command, alcohol, co-ed barracks – are unchanged since 2004 • Risk appears to have increased for males • In 2009, 7.4% had experienced some form of sexual assault since joining the Navy; 4.2% in 2004 • In 2009, 1.0% had been raped since joining the Navy; 1.1% in 2004

16. “A nation can only rise as high as its women.”

17. International Statistical Classification of Diseases and Related Health Problems (ICD9) provides codes to classify diseases, symptoms, abnormal findings, complaints, social circumstances, and external causes of injury or disease Under this system, every health condition can be assigned to a unique category and assigned a code Categories can include a set of similar diseases V71.5: Observation following alleged rape or seduction Examination of victim or accused E960: Fight, brawl, rape (Homicide and injury purposely inflicted by other persons) E960.1 Rape E995.3: Other specified adverse effects, not elsewhere classified 995.83 Adult sexual abuse V15: Other personal history presenting hazards to health V15.4 Psychological trauma V15.41 History of physical abuse Rape International Statistical Classification of Diseases and Related Health Problems

18. Another Research Perspective: Medical Visits to MTFs & Network by U.S. Navy Members • Hospital Admission Coding: Medical data for visits and admissions to Direct (Military Treatment Facility (MTF)) and Network (non-military hospitals and clinics) care for years 2005 and 2008 • International Classification of Disease Codes, Volume 9 (ICD9) were specific to rape only • NAVINSGEN conducted an analysis of the ICD9 codes for years 2005 and 2008 to determine and compare the frequency of clinic visits and hospital admissions of Active Duty DON Personnel • Data was collected only from sites with electronic data entry; ships, BAS sites and many forward deployed sites are not included in the results • Number of outpatient visits and hospitalizations by service (Navy & Marine Corps) by gender for years 2005 and 2008 • Overall, results indicated a steady level of male victims and a significant increase in female victims

19. Medical Visits to MTFs & Network by U.S. Navy Members

20. Sexual Assault Risk Factors

21. Sexual Assault Risk Factors What factors do you believe could contribute to a sexual assault situation? (select all that apply)

22. Risk Factors: Focus Group Results • No SAVI/SAPR program personnel • Training commands – “A” & “C” Schools (basic & advanced technical school) • Co-ed/mixed-gender barracks • Alcohol misuse/abuse; underage drinking • Minimal alcohol and drug misuse training is indicated • Infrequent or no command climate assessments and feedback • Poor/fair/relaxed command climate: harassment, fraternization, favoritism • Lack of policy enforcement by chain of command • No established command SOPs; No updated SOPs

23. Risk Factors: Interviews A general perception of sexual assaults in theater… • NAVINSGEN uncovered numerous cases of sexual misconduct (i.e., assault) involving naval service members in Iraq, Kuwait, and Afghanistan that have been reported over the last several years • Many victims (and their SAVI Advocates and POCs) contended that they were victimized twice; first by perpetrators in their own ranks and then by unresponsive or inadequate treatment and consideration • Many victims including junior Sailors/Officers, IAs and reservists asserted that their unit or command failed to respond appropriately by providing basic services, including medical and psychological attention as well as criminal investigation of their charges

24. Risk Factors: Written Comments • Of 141 self-identified victims, alcohol use was cited 8 times (5%); 6 by males and 2 by females • DON-SAPRO review of NCIS 2009 (final disposition) data indicated <40% sexual assault cases involved alcohol use • 48% of self-identified victims indicated that their incidents occurred at a residence/house/home; 44% occurred in barracks; 8% occurred on ships • In general, males indicated that females aboard ships ‘encouraged’ sexual assault • Sexual harassment was cited by males 158 times; females 45 times • Female and male sexual harassment comments were similar in nature • Hostile environment and sexist climates were cited • Fraternization continues in Navy ranks and may be an indicator of relaxed, “unprofessional” command climate as well as a precursor to sexual assault incidents • In many female comments, it was considered more prevalent issue than sexual assault • Example of comments were:“I think the Navy should also focus on sexual harassment,” and “Sexual harassment is the worst problem in the Navy I have seen so far. Verbal sexual harassment needs to stop”

25. Nominal or no SARC Staff High turnover of SARC staff/gapped billets Minimum/lack of awareness training Frequency of alcohol misuse/DUI Incomplete command climate assessment Poor/fair/relaxed command climate Perceived lack of policy enforcement by CoC Remote locations/forward units No established SOPs; no updated SOPs Phone contact list Mixed gender barracks in training school Commanders’ lack of training & priority of SAPR program In theater operations High Sexual AssaultRisk Factors

26. High-vis of command leadership in SAPR programming High-vis of SARC staff/Chaplains Leadership engaged and alerted to cases Frequent/tailored/weekend training Public awareness events (April, year-round) High command ‘esprit de corps’ Communication plan to disseminate SAPR program information Updated and signed SA policy statement Relative high percentage of female staff & senior female leadership Frequent contact & training with civilian agencies Off-limit orders – bars, clubs, motels, etc. Engaged CPO mess Low Sexual AssaultRisk Factors

27. Conceptual Model: Survey Comments

28. Leadership is not how many people you talk to… Leadership is how many people you are accountable to…

29. Sexual Assault is Often Not Reported • Department of Defense estimated in its 2009 annual report on sexual assault, ≈90% of rapes in the military are never reported • Survey participants who experienced sexual assault since joining the Navy were asked to whom they reported it to • 46% of assaulted Male Sailors and 41% of assaulted Female Sailors did not report the incident to anyone (including friends) • 41% of Male Marines and 30% of Female Marines did not report “violent sexual assaults” to anyone • 49% of Male Marines and 42% of Female Marines did not report “non-violent sexual assaults” to anyone • Reasons given for not reporting: • Thought I could deal with it myself (most frequent) • Shame/embarrassment • Feared ostracism, harassment, or ridicule by peers • Thought nothing would be done • Want to be part of the team • Thought people would not believe me

30. Reported Sexual Assault Contacts To which authorities was this incident reported in the past 12 months? MaleFemale No one 348 155* Chain of Command 134 116* Friend 125 184* FFSC 71 43* SAVI Advocate/Coor 67 83* Off-base counseling 58 24* On-base medical 56 44* Off-base medical 56 15 NCIS 54 49* Military Police/Security 45 26* SAPR/SARC Coor 45 34 Civilian law enforcement 41* 15 Navy/DOD Hotline 35 5 *Statistically significant to p< .05

31. Perceived and Real Retaliationfor Reporting Sexual Assault • A perception that the victims experienced negative consequences for reporting sexual assault • Forms of perceived retaliation (survey comments): • Personal • Exclusion from activity/function • ‘Cold shoulder’ or indifference from shipmates, chain of command • Verbal abuse; exaggerated rumors; ‘labeling’ • Harm to self or personal property • Systemic • Not promoted/advanced • Relocated/reassigned • Loss of job • Adverse evaluations/FITREPs

32. Barriers to Reporting(focus group & interview data) • Confidentiality: Victim’s command knows, everyone in the unit knows, and it affects unit-readiness • Lack of privacy; within small, remote commands, reporting can be risky; units/commands are enclosed, hierarchical communities that may be rife with gossip; any sexual assault victim who reports an incident has little chance of remaining confidential • Reasons for not reporting sexual assault cases were multi-faceted • Victims often fear they will not be taken seriously or will be ignored by senior petty officers, CPOs and officers • Blamed for their own victimization • Negative career implications; many females at training commands do not report because they thought it would set them back in their training schedules or delay their PCS move or disqualify them from graduating • Investigative process may disrupt unit mission or negatively impact unit morale and cohesion • Stigma, stereotypes and society’s reluctance to accept a man’s sexual victimization keep them silent about their assault • Cultural stereotypes and myths about male rape that fail to recognize men as potential targets of sexual assault and minimize the consequences of adult sexual assault for men

33. Barriers to Reporting(survey, focus group & interview data cont’d) • “Good Old Boys” • Embedded, informal mentality; tacit “code of silence” pervades Navy culture • Incidents occurred before SAVI program -- 14% of self-identified female victims were assaulted before SAVI was established/operational • “My issues goes back to the 1980s where women were used, not respected.” • Most victims were assaulted when they first joined the Navy -- during their first tour, E1-4 and knew their (senior) offender • Some victims opted to report to civilian-based programs • Rely on them for more information regarding their legal rights in the civilian and Navy/Marine Corps legal systems

34. Effectiveness of SAPR Training • Many Sailors –active and reserves– are unfamiliar with what constitutes sexual assault • Survey results vs. focus groups data • SAPR guidance and implementation are inconsistent in some deployed units • OCONUS units, remote locations • Sailors/Leadership have minimum insight of the serious magnitude of sexual assaults across DON • ‘Just in time’ study of the problem (interviews)

35. Effectiveness of SAPR Training(cont’d) • Sexual assault awareness and prevention training at leadership schools and accession points is limited • Similar findings in 2004 and 2009 studies • Instructor staffs at training commands are inadequately trained in sexual assault/harassment issues • SAPR training is outside their technical expertise (with exception of HMs; SAPR is not part of the school • NKO training formats are inadequate to convey seriousness of sexual assault

36. Reporting and Data Collection • Commanding Officers/Command Leadership lack consistent understanding of sexual assault reporting requirements • One-on-one/tutor training with SARC may be implied • PCO/PXO School (CLS) should ensure SAPR reporting requirements • Senior Enlisted Academy should do the same

37. Victim Support and Advocacy • Victims fear retaliation or retribution from perpetrators and chain of command • Survey and qualitative data indicate this frequent complaint • ‘Safe haven’ locations • Victims fear punishment for collateral offenses • Fraternization, underage drinking, adultery, disorderly conduct • Student victims held back in training schedule; legal hold • Many victims are unwilling to report sexual assaults through normal organizational channels • Lack of trust in command/leadership • Sailors don’t care how much you know, until you show them how much you care

38. SAPR Program ‘Best Practices’ • Command leadership support & awareness of seriousness of sexual assault • Adopting holistic approach to eliminate sexual assault, alcohol misuse, ‘recreational pharmaceutical’ abuse • CMEO/EO & DAPA training in collaboration with SAPR training are important to the prevention of sexual assault • Ensure SARC staff is in ‘information loop’ • Weekly meetings, email, conference calls • Updated SAPR instruction posted command wide

39. SAPR Program ‘Best Practices’(cont’d) • Instruction compliance: privacy, confidentiality • Chaplain Corps engagement/support • Follow-up/updating victims by JAGC • Ensuring all principles are informed during and after the investigation • Alerting/mobilizing civilian resources networks and services, if necessary • Processing “lessons learned” from prior sexual assault cases

40. SAPR Program ‘Best Practices’(cont’d) • Prospective Advocates are actively screened & subject to in-depth interviews by SARC • Beyond minimum fitness requirements • Advocates trained by SARC, medical & legal officers • Dispatching two Advocates to assist victim, if possible • Communication plan • Updated policy statement, newsletters, command newspapers, etc. • Speeches – awareness month, training programs, websites • Frequent communication/meetings between local/regional SARC, Advocates, POCs, Liaison, Data Collectors, FFSC Directors & Managers

41. Site Visit Findings Positives • SCREAM, Sex Signals, Megan’s Story (video) are innovative and effective instruction tools that are aligned with junior Sailors’ learning styles – ‘edutainment’ = educational, yet entertaining; interactive • Most victims - turned survivors - indicated they were supported by their command via SAVI Advocates, medical & legal staff • More male focus group participants openly discussed male-on-male sexual assaults • Male-on-male sexual assault is less of a myth compared to 2004 data • Most Sailors are aware of the SAPR Program & its mission • Most acknowledge alcohol misuse is a key contributor (and enabler) to sexual assault

42. Implications • Our data may constitute conservative estimates of actual rates of sexual assault • Most research, including Defense Manpower Data Center’s (DMDC), suggests sexual assault is as under-reported in the military as in the private sector • DMDC 2010 Gender Relations Survey will be the first since DoD-wide implementation of the DoD SAPR Policy – may be strong indicator of program effectiveness • More research approaches are required to accurately account for sexual assaults Navy-wide (SAPRO, GAO, NPS, NHRC, DMDC, NCIS and others)

43. Implications(cont’d) • Sexual harassment and hostile/sexist environment are precipitating factors in many sexual assault cases • Collaboration training with CMEOs and EOAs to increase awareness of the link between harassment and assault is highly recommended • Is alcohol is a ‘predominate’ factor in most sexual assault cases? • Collaboration training with Alcohol And Drug Abuse Managers/Supervisors (ADAMS) and Alcohol and Drug Control Officers (ADCO)to increase awareness of the link between alcohol misuse and sexual assault is highly recommended • Organization and cultural change is an essential factor • Are rape and sexual assaults too frequent to be shocking?

44. Implications(cont’d) • Sustained leadership commitment to value-based culture change – a long-term process: • Gender respect • Sailors responsible for themselves and each other • We are accountable for our actions and to our commands/units • Explore more effective training programs • “Bystander Intervention” is a good start • Tailored training; smaller discussion/interactive groups; ‘edutainment’ • Develop objective metrics of where we stand • Definitions; military context/culture • Research include representative sample & multi-item measures • Develop centralized case-based data repository

45. We are the leaders we have been looking for…

46. “Not everything that is faced can be changed, but nothing can be changed until it is faced.”--James Baldwin

47. What a Holy Text Reminds Us Habakkuk 2 (New International Version) 15 Woe to him who gives drink to his neighbors,        pouring it from the wineskin till they are drunk,        so that he can gaze on their naked bodies.  16 You will be filled with shame instead of glory.        Now it is your turn! Drink and be exposed!        The cup from the LORD's right hand is coming around to you,        and disgrace will cover your glory.

48. Q & A CAPT Sky Webb, MSC, USN DON-SAPRO sky.webb@navy.mil 703-695-4230 "The society that separates its scholars from its soldiers will have its thinking done by cowards and its fighting done by fools."--Thucydides

49. Supplemental Slides

50. From SA Study & Recommendations… To Actionable Practice & Policy • Interim Report -- • SECNAV prioritized combating SA; briefed/dist’d to fleet • DON SA Prevention Summit, Sep 2009 • SECNAV convened DON SA Advisory Council (DON-SAAC) • Est’d DON-SAPRO (SECNAV Secretariat) • Training & awareness -- • Prevention oriented; ‘Bystander Prevention Training’; ‘♀ on ♀ Ø myth’ • SARC Summit, Mar 2010; 2011 Summit to include CO/XO/CMC/SM • Face-to-Face training vs. CBT/NKO • JAGC officers will be trained in SA proceedings • SA knowledge linked to FITREP, Evals and career progression -- • Data collection & metrics -- • Data integration & consolidation • NCIS, NPC, BUMED, SAPR Care Mgt Sys, etc. • DoD SAPR Research Subcommittee