thedrifter
09-01-05, 02:11 PM
Corps releases MCCS climate survey results
MCB Quantico
Story by 2nd Lt. Brian P. Donnelly
MARINE CORPS BASE QUANTICO, Va (Sept. 1, 2005) --
Racial discrimination within the Corps is on the decline, according to the Marine Corps Equal Opportunity Branch, who released the results of the 2004 Marine Corps Command Climate Survey Sept.1.
The survey results indicate a clear downward trend in racial discrimination since 1994, as well as a very low religious discrimination rate – less than four percent.
“The downward trend is reflective of the commitment that Marine leaders have in executing the commandant’s guidance of ‘affording the individual Marine the opportunity to be successful by creating an environment that fosters trust, unit cohesion, and victory on the field of battle,’” said Col. Anselm Dyer, head of the Manpower Equal Opportunity Branch, Manpower and Reserve Affairs.
Dyer added, “Another factor that has lead to the decrease is the increased sense of mission and purpose related to the global war on terrorism. Most importantly, however, is the bonding and cohesion building that takes place during the ‘Crucible,’ as well as the fact that our Marines are growing up in a society that is more racially diverse and tolerant.”
The climate survey is a Corps-wide endeavor that measures Marines’ perceptions of the organization, its leadership, and the current command climate, as well as experiences of discrimination and sexual harassment.
“By periodically conducting this type of survey, we are able to gain insights into trends occurring in the equal opportunity arena,” said Deanna Sosnowski, deputy of the Manpower Equal Opportunity Branch. “The success of our efforts in addressing these areas depends on the individual Marine, regardless of grade, race or gender.”
Previous surveys were conducted in 1994, 1996, 1997 and 1999.
The most recent survey was conducted from June to October 2004. The results were briefed to the assistant secretary of the Navy for Manpower and Reserve Affairs. The Manpower Equal Opportunity Branch reports approximately 2,300 active duty and 1,700 reserve Marines responded to the survey, the results of which were weighted by pay grade, ethnic group, and gender to accurately represent the demographic breakdown of the Corps.
Marines were asked questions from two broad categories: “Climate and Discrimination” and “Sexual Harassment.” The “Climate and Discrimination” category included questions about leadership, unit cohesion, career progression, satisfaction with the Corps, the request mass process, discipline, gangs and extremists groups, and discrimination behaviors. The “Sexual Harassment” category included questions about sexual harassment and gender discrimination.
The survey results indicate positive trends in many important areas, but also highlight areas all Marines can help improve upon.
“The good news is that sexual harassment and gender discrimination has steadily declined,” said Dyer. “However, while sexual harassment still exists in the Marine Corps, the most commonly occurring behaviors are the milder forms, that may be easier for respondents to deal with directly by talking with the individual or having someone speak to the person on their behalf.”
Good News
Survey results indicate the Corps is improving on many command climate issues, as well as reducing racial gaps.
“The demographics of our Corps have seen a steady increase in minorities over the last ten years. Our Asian and Hispanic Marines see the largest increases overall. This highlights the fact that the Marine Corps has the highest percentage of Hispanics than any other Service,” said Sosnowski.
The percentage of active duty Marines who said they experienced racial or ethnic discrimination decreased across the board from 1999 to 2004, which continued a 10-year downward trend. From 1994 to 2004, the percentage of active duty enlisted Marines who said they experienced discrimination decreased among black Marines from 30 percent to 10 percent, among Hispanic Marines from 25 percent to 8 percent, and among Asian and other non-white Marines from 26 percent to 9 percent. The survey results indicate similar trends among active duty Marine officers.
The percentage of Marines who said they experienced religious discrimination was remarkably low – less than four percent across the board.
“This trend is attributed to Marine leaders in their commitment to building an environment that values honor, integrity and caring for their fellow Marines,” said Dyer.
The survey results also indicate Marines are happier with their commands. When asked whether they think their command treats them fairly, more active duty enlisted Marines – regardless of race or gender – said “yes” in 2004 than in 1999. Among black active duty enlisted Marines, the number increased from 71 percent in 1999 to 87 percent in 2004, an improvement of 16 percentage points over the last five years.
Other positives included career progression – the survey results indicate more Marines agreed the performance evaluation system was fair in 2004 than in 1999. Results show positive trends in all demographic categories.
Areas all Marines can help improve
Although the Marine Corps appears to be making positive strides in many areas, the 2004 survey results also indicate several areas that need improvement.
“Although the statistics show positive results regarding discrimination and harassment, there still remain areas in which the Marine Corps can do better. In particular, it is important that we address the relatively low rate of awareness regarding the Informal Resolution System (IRS) – a tool that has not realized its potential in resolving minor issues,” said Dyer.
Despite overall positive trends in racial discrimination, about a quarter of active duty enlisted minorities still reported experiencing negative comments or offensive jokes.
According to Dyer, “Negative comments and offensive jokes have the same potential to detract from mission readiness as do more serious offenses. Command Equal Opportunity Advisors and Equal Opportunity Representatives have the training and experience to educate and train Marines on the negative impact of these actions. It is within this capacity that they are able to most profoundly impact command climate, because it is often the small issues that tend to degenerate into larger ones. Only through increased awareness and education will we be able to further create a desirable environment that is free of prejudice, disrespect and mistrust. The commandant’s guidance is very clear on this point, that he will ‘not tolerate behavior inconsistent with our core values of honor, courage and commitment.’”
Sexual Harassment and Gender Discrimination
Survey results within the “Sexual Harassment” category also indicate both positive trends and areas that need improvement.
Compared to results from 1995, results indicate active duty female sexual harassment has declined for both officers and enlisted personnel. Among officers, the number was down from 54 percent in 1995 to 13 percent in 2004, a decrease of more than 40 percentage points.
Part of the downward trend may be attributable to successful education on identifying sexual harassment. Greater than 90 percent of all groups surveyed reported they know what behaviors are considered sexual harassment, and a majority said they believe sexual harassment training is useful in their work environment.
Although sexual harassment appears to be on the decline, close to a third of enlisted women reported experiencing some form of gender discrimination. The most frequently reported offenses are more minor forms – jokes and teasing, for example.
Although it is good that serious forms of sexual harassment and discrimination appear to be occurring less often, Marines must work diligently to eliminate all forms, said Master Gunnery Sgt. Russell Whitney, senior equal opportunity advisor, Headquarters Marine Corps.
All forms of discrimination will continue to see declines only through the concerted efforts of Equal Opportunity training and education as well as leading and mentoring individuals towards a discrimination free environment, Whitney said.
The survey results also indicate many sexual harassment offenses may be going unreported. Although most women said they would feel free to report sexual harassment, fewer than 20 percent of those sexually harassed actually filed a complaint.
“Sexual harassment along with any form of discrimination or harassment will not be tolerated,” said Dyer. “However, in order to effectively address these issues, all individuals that encounter this situation must report the offense. If a case is not reported, then it cannot be addressed, which has the potential to send the wrong message, that message being that this type of activity is condoned.”
Where to go from here
In closing, Dyer echoed the commandant’s statement that “commitment to equal opportunity enhances unit cohesion and our war-fighting superiority.”
Dyer added, “The significance of this is evident, particularly today, as we continue to fight in the global war on terrorism. Our overall success will depend on our continuing ability to provide our Marines with a prejudice-free environment that builds trust and unit cohesion consistent with our core values of honor, courage and commitment.”
Ellie
MCB Quantico
Story by 2nd Lt. Brian P. Donnelly
MARINE CORPS BASE QUANTICO, Va (Sept. 1, 2005) --
Racial discrimination within the Corps is on the decline, according to the Marine Corps Equal Opportunity Branch, who released the results of the 2004 Marine Corps Command Climate Survey Sept.1.
The survey results indicate a clear downward trend in racial discrimination since 1994, as well as a very low religious discrimination rate – less than four percent.
“The downward trend is reflective of the commitment that Marine leaders have in executing the commandant’s guidance of ‘affording the individual Marine the opportunity to be successful by creating an environment that fosters trust, unit cohesion, and victory on the field of battle,’” said Col. Anselm Dyer, head of the Manpower Equal Opportunity Branch, Manpower and Reserve Affairs.
Dyer added, “Another factor that has lead to the decrease is the increased sense of mission and purpose related to the global war on terrorism. Most importantly, however, is the bonding and cohesion building that takes place during the ‘Crucible,’ as well as the fact that our Marines are growing up in a society that is more racially diverse and tolerant.”
The climate survey is a Corps-wide endeavor that measures Marines’ perceptions of the organization, its leadership, and the current command climate, as well as experiences of discrimination and sexual harassment.
“By periodically conducting this type of survey, we are able to gain insights into trends occurring in the equal opportunity arena,” said Deanna Sosnowski, deputy of the Manpower Equal Opportunity Branch. “The success of our efforts in addressing these areas depends on the individual Marine, regardless of grade, race or gender.”
Previous surveys were conducted in 1994, 1996, 1997 and 1999.
The most recent survey was conducted from June to October 2004. The results were briefed to the assistant secretary of the Navy for Manpower and Reserve Affairs. The Manpower Equal Opportunity Branch reports approximately 2,300 active duty and 1,700 reserve Marines responded to the survey, the results of which were weighted by pay grade, ethnic group, and gender to accurately represent the demographic breakdown of the Corps.
Marines were asked questions from two broad categories: “Climate and Discrimination” and “Sexual Harassment.” The “Climate and Discrimination” category included questions about leadership, unit cohesion, career progression, satisfaction with the Corps, the request mass process, discipline, gangs and extremists groups, and discrimination behaviors. The “Sexual Harassment” category included questions about sexual harassment and gender discrimination.
The survey results indicate positive trends in many important areas, but also highlight areas all Marines can help improve upon.
“The good news is that sexual harassment and gender discrimination has steadily declined,” said Dyer. “However, while sexual harassment still exists in the Marine Corps, the most commonly occurring behaviors are the milder forms, that may be easier for respondents to deal with directly by talking with the individual or having someone speak to the person on their behalf.”
Good News
Survey results indicate the Corps is improving on many command climate issues, as well as reducing racial gaps.
“The demographics of our Corps have seen a steady increase in minorities over the last ten years. Our Asian and Hispanic Marines see the largest increases overall. This highlights the fact that the Marine Corps has the highest percentage of Hispanics than any other Service,” said Sosnowski.
The percentage of active duty Marines who said they experienced racial or ethnic discrimination decreased across the board from 1999 to 2004, which continued a 10-year downward trend. From 1994 to 2004, the percentage of active duty enlisted Marines who said they experienced discrimination decreased among black Marines from 30 percent to 10 percent, among Hispanic Marines from 25 percent to 8 percent, and among Asian and other non-white Marines from 26 percent to 9 percent. The survey results indicate similar trends among active duty Marine officers.
The percentage of Marines who said they experienced religious discrimination was remarkably low – less than four percent across the board.
“This trend is attributed to Marine leaders in their commitment to building an environment that values honor, integrity and caring for their fellow Marines,” said Dyer.
The survey results also indicate Marines are happier with their commands. When asked whether they think their command treats them fairly, more active duty enlisted Marines – regardless of race or gender – said “yes” in 2004 than in 1999. Among black active duty enlisted Marines, the number increased from 71 percent in 1999 to 87 percent in 2004, an improvement of 16 percentage points over the last five years.
Other positives included career progression – the survey results indicate more Marines agreed the performance evaluation system was fair in 2004 than in 1999. Results show positive trends in all demographic categories.
Areas all Marines can help improve
Although the Marine Corps appears to be making positive strides in many areas, the 2004 survey results also indicate several areas that need improvement.
“Although the statistics show positive results regarding discrimination and harassment, there still remain areas in which the Marine Corps can do better. In particular, it is important that we address the relatively low rate of awareness regarding the Informal Resolution System (IRS) – a tool that has not realized its potential in resolving minor issues,” said Dyer.
Despite overall positive trends in racial discrimination, about a quarter of active duty enlisted minorities still reported experiencing negative comments or offensive jokes.
According to Dyer, “Negative comments and offensive jokes have the same potential to detract from mission readiness as do more serious offenses. Command Equal Opportunity Advisors and Equal Opportunity Representatives have the training and experience to educate and train Marines on the negative impact of these actions. It is within this capacity that they are able to most profoundly impact command climate, because it is often the small issues that tend to degenerate into larger ones. Only through increased awareness and education will we be able to further create a desirable environment that is free of prejudice, disrespect and mistrust. The commandant’s guidance is very clear on this point, that he will ‘not tolerate behavior inconsistent with our core values of honor, courage and commitment.’”
Sexual Harassment and Gender Discrimination
Survey results within the “Sexual Harassment” category also indicate both positive trends and areas that need improvement.
Compared to results from 1995, results indicate active duty female sexual harassment has declined for both officers and enlisted personnel. Among officers, the number was down from 54 percent in 1995 to 13 percent in 2004, a decrease of more than 40 percentage points.
Part of the downward trend may be attributable to successful education on identifying sexual harassment. Greater than 90 percent of all groups surveyed reported they know what behaviors are considered sexual harassment, and a majority said they believe sexual harassment training is useful in their work environment.
Although sexual harassment appears to be on the decline, close to a third of enlisted women reported experiencing some form of gender discrimination. The most frequently reported offenses are more minor forms – jokes and teasing, for example.
Although it is good that serious forms of sexual harassment and discrimination appear to be occurring less often, Marines must work diligently to eliminate all forms, said Master Gunnery Sgt. Russell Whitney, senior equal opportunity advisor, Headquarters Marine Corps.
All forms of discrimination will continue to see declines only through the concerted efforts of Equal Opportunity training and education as well as leading and mentoring individuals towards a discrimination free environment, Whitney said.
The survey results also indicate many sexual harassment offenses may be going unreported. Although most women said they would feel free to report sexual harassment, fewer than 20 percent of those sexually harassed actually filed a complaint.
“Sexual harassment along with any form of discrimination or harassment will not be tolerated,” said Dyer. “However, in order to effectively address these issues, all individuals that encounter this situation must report the offense. If a case is not reported, then it cannot be addressed, which has the potential to send the wrong message, that message being that this type of activity is condoned.”
Where to go from here
In closing, Dyer echoed the commandant’s statement that “commitment to equal opportunity enhances unit cohesion and our war-fighting superiority.”
Dyer added, “The significance of this is evident, particularly today, as we continue to fight in the global war on terrorism. Our overall success will depend on our continuing ability to provide our Marines with a prejudice-free environment that builds trust and unit cohesion consistent with our core values of honor, courage and commitment.”
Ellie