Women’s Ethical Dilemma in the United States Army

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The United States Army is often considered the most successful military in the world. It is always a privilege to serve in the army. Officers are often faced with many challenges in the field and back in the barracks, but many are often keen on overcoming these hurdles to achieve career success. As a woman, I know that I not only have to face career-related challenges but also stereotypes because of my gender. As Kehle, Greer, Rutks, and Wilt (2011) explain, sometimes overcoming stereotypes may be more challenging than dealing with actual work-related problems. The fact that promotion is sometimes based on one’s gender can be frustrating, especially for an officer like me who is interested in achieving career success in this field. In this paper, I focus on addressing the ethical dilemma I face while serving in the army as I strive to achieve career success.

An Ethical Dilemma in Public Administration

The lifting of the ban for women to go into the armor, infantry, and the field artillery was a major mile stole in promoting equity in the United States military. As a female soldier, I saw an opportunity to pursue a career that I had a great interest in ever since I was a child. I knew that through hard work, I would climb the career ladder and become one of the first few female senior military officers. As Yano et al. (2010) state, America often rewards its committed and hardworking citizens. I knew that the principle applies to everyone regardless of one’s gander. I gave my career full attention and knew that with my impressive performance, I would be considered for promotion after some time.

My hope for an illustrious career in the American Army was brought to question when I started learning more about the system and how women were treated. I learned that most women in the above branches that involved active service were expected to take different jobs within the army or quit the service to take care of their families. I realized that they were not expected to rise to higher ranks as their male counterparts. This knowledge was shocking to me. It explained why some of the male colleagues and junior non-commissioned officers did not take my hard work seriously. Few people, if any, seemed to notice my commitment and accomplishment within my department. They expected me to quit active service after a short while, just like others who have come before me.

I had a serious problem with this perception. Ever since I joined the service, I had a vision of achieving the greatest success in my military career. I had wanted to demonstrate to girls in schools across the country that it is possible for a woman to succeed in the American military. After the tough training and starting the service, I realized that nothing would stop me from achieving my dreams. I had gained skills needed to serve my country to the best of my capacity. However, the ethical dilemma that emerged was not part of what I expected. It became apparent that it was not easy to survive in a place where the odds are always against me not because I lack the needed skills and experience but because of my gender. They did not expect me to last long because of the societal expectations hence they did not take me seriously at work.

According to Yano, Haskell, and Hayes (2014), senior ranking military officers, often referred to as ‘the good old boys’, prefer golfing as the most appropriate sport during their free time (Goldzweig, Balekian, Rolón, Yano, & Shekelle, 2006). As an officer aspiring to achieve career success in the military, it would be appropriate to join golfing clubs to facilitate my interaction with my colleagues of the same rank. However, the truth is that I have no interest in golfing. One of the greatest principles I have embraced in my service is that I have to be true to myself. Faking interest in golfing will defeat that principle. These factors are threatening my career success, but I am determined to overcome all odds.

Theories of Ethics in Relationship to an Ethical Dilemma in Public Administration

According to Danan et al. (2017), when faced with an ethical dilemma, sometimes it is appropriate to look at the relevant theories of ethics to help in defining the right course of action that should be taken. I am committed to achieving career success in my current branch within the United States Army. I have noticed that the system is designed in a way that makes it difficult for women to be successful, especially in the field artillery. The most unfortunate thing in my struggles is that majority of my female colleagues have come to embrace this negative belief. They are resigned to their fate and most of the time we talk they admit that they are waiting to be redeployed to other departments at the headquarters or other units in the country. Others tell me that they are keen on finding employment as civilians because they cannot withstand the stereotypes in the service and the many hurdles that one has to overcome to achieve success. I am determined to go against all these odds to get to where I want to be as an American soldier. The following theories of ethics are relevant to my dilemma in the American military.

Traditional Theory of Ethics: Non-Consequentialism

According to Dutra et al. (2011), consequentialism is a normative theory which holds that consequences of a person or institution’s conduct ultimately form the basis for the judgment about rightness or wrongness of the conduct. It is based on a common belief that the end will always justify the means (Nindl, 2015). However, the non-consequentialism takes a different approach when looking at the rightness or wrongness of an action and its outcome. According to Krajewski-Jaime, Whitehead, and Kellman-Fritz (2013), non-consequentialism holds that the outcome of an action should be as good as the means used to achieve it. It is important to note that non-consequentialism do not entirely disagree with consequentialism. The only point of disagreement is on the means. While those who embrace consequentialism belief that the outcome of their actions will justify the means used to achieve their goals, people who embrace non-consequentialism argue that the end must be as justified as the means.

From an institutional point of view, the American military must remember that it has a responsibility to its people. It should be remembered that although the army may be registering success both locally and internationality when fighting terror and promoting peace, the means of achieving these goals should be as good as the outcome (Zullig, Williams, & Fortune-Britt, 2015). Achieving great success on the global stage while tolerating stereotypes against women may not be the best approach that this institution should take. It does not mean women are unable to deliver the success needed by this government department. Gaylord (2006) argues that since women were allowed to join active service, many have demonstrated that they have capacities that outsmart most men, especially in planning and military combat. Denying them promotional opportunities is not the best approach to promoting the capacity of the United States Army to serve its citizens effectively. In fact, it denies the country some of the best talents capable of delivering the best service needed to fight terror and other threats.

From a personal level, I intend to embrace non-consequentialism approach when fighting for my right to achieve career success in the military. I have noticed that some of my male colleagues are threatened with my commitment and determination to succeed in this field. They do not feel comfortable having me as their commander. Using this concept, I will not fight the injustice using wrong channels. I will avoid any direct or indirect confrontation with my subordinates, colleagues, and superiors at all times. As a member of the disciplined forces, I will remain disciplined at every stage of the fight. My means of achieving what I need must be as justifiable as the outcome. I will remain committed to my work, and every time I get an opportunity to address the stereotype, I will do so with the primary goal of changing the perception of everyone involved other than criticizing a section of the officers. I intend to win by showing love to everyone and giving my best at work. As Nindl (2015) rightfully states, love conquers all evil and hate. I believe fighting hate with love will be the best approach to dealing with the issue.

Contemporary Theory of Ethics: Beneficence

Beneficence is a contemporary theory that will also be relevant to this study. Yung and Yu (2016) define this theory as “an act of charity, mercy, and kindness with a strong connotation of doing what is good to others including moral obligation” (p.43). It is important to reiterate that female military officers do not expect mercy or charity from their male colleagues or senior authorities. We do not want any special treatment because I believe we can deliver the best outcome for every assignment given to us, just like our male colleagues. However, this theory talks about kindness with the primary goal of doing what is good to everyone as a moral obligation. I believe this concept is what is needed to address the problem that female soldiers face in the American military. If every officer, irrespective of the rank, gender, years of service, or any other demographical classification that may exist, embraces the concept of doing what is good to others as an obligation, the current problem would not exist. Everyone would be judged based on their actions and capabilities, not gender. Women would be given equal opportunity to achieve career success in any department of the United States Army as long as it is confirmed that they can deliver what the country expects.

The Meaning of Professional Integrity

Professional integrity is critical in achieving success in military service. Yung and Yu (2016) define professional integrity as “the willingness and consistency with which one acts in accordance with social standards or moral values of the workplace society” (p. 65). Soldiers have a code of conduct that they have to observe. They have to obey orders from superiors without question. They should not desert their post when in active combat as it may put to risk the safety of other soldiers and the ability to achieve success. There are so many other professional requirements that every military officer in the United States Army must observe. In relation to the ethical dilemma above, professional integrity will need to be observed when addressing the problem. Xu, Silder, Zhang, Reifman, and Unnikrishnan (2017) argue that nothing demoralizes an officer than denying him or her well-deserved promotion. I want to overcome these challenges, but I have to embrace professional integrity at every stage. I have to respect everyone and obey commands at all times while trying to prove to everyone that women can be successful in this field.

A Plan to Aid in Ethical Decision Making That Leads to an Ethical Solution

The current problem that female officers often face in their quest to achieve career success should be addressed. However, I believe keeping quiet about it and hoping that it will one day be resolved is not the right approach. As Nindl (2015) advises, when one identifies a problem, it is prudent to find a way of solving it. I have devised a plan on how to solve the problem to enable female officer in the United States Army to achieve career success. The plan is to use every available platform that I have to talk about the need to treat all officers with respect and to offer them equal opportunities. When I am with my female officers in the field or off duty forums, I will remind them that they have to remain committed to their work and that they should not succumb to the pressure of redeployment or quitting the service. I hope to fight the mentality that women cannot achieve career success.

When I am with male officers, I will always talk about the mental torture that female officers often go through when they are told they cannot achieve career success in the military. I will also talk to the superior officers to organize forums where all officers will be sensitized about their commitment to the country when serving in the military. In such forums, everyone should be reminded that there should be no preferential treatment based on one’s gender. I hope to use such platforms to remind all officers that the time when women were considered too weak to serve is gone. Of importance is to eliminate stereotypes and to convince officers of all ranks that one’s capacity and commitment defines career success.

Demonstrating Professional Integrity through a Personal Code of Ethics

I have to admit that sometimes it can be frustrating to see officers who are less committed to their work getting a promotion while the one putting in greater effort is ignored because of gender issues. I have seen officers who I outperform being promoted primarily because they are men. As Blair (2011) observes, it is easy to give up in such a stressful environment. However, I have no plans of quitting the service. I have every intention of ensuring that I achieve career success. I will overcome the challenges that affect me because of my gender. However, in doing so, I will embrace a personal code of ethics to ensure that the outcome of my activities is as justifiable as the means. I will avoid any form of direct or indirect confrontation. In my effort to ensure that female officers are granted opportunity to achieve career success, I will ensure that no one feels targeted.

I will make an effort to convince everyone to be part of the campaign instead of pitting one group against the other. I intend to demonstrate to everyone benefits of promoting officers based on skills, capacity, and experience other than gender. Our officers are in active service in some of the regions around the world worst affected by civil war and acts of terror. We have lost so many officers in active service abroad, and in some cases these deaths are causes by poor planning or execution (Nindl, Jones, Van-Arsdale, Kelly, & Kraemer, 2016). I will remind them that if officers are promoted based on their capacity other than gender, such casualties can be avoided. I believe my audience will be convinced of the benefits of promoting talents and skills as a way of achieving success.

Personal and Professional Leadership in the Public Sector

Seelig et al. (2012) suggest that it is important to demonstrate personal and professional leadership when addressing an ethical dilemma in the public sector. I intend to do the same while fighting stereotypes women in the United States Army have to deal with when trying to achieve career success. I will demonstrate leadership by showing greater commitment to my work despite the challenges I often face because of male chauvinism at work. I know so many women in the service are looking up to me even if they are not stating so in direct terms. I will not disappoint them. A leader should not keep quiet when something wrong is happening. As a leader, I will speak out against vices that limit the ability of female officers to advance in their career. I will be keen to ensure that I achieve my goals in a non-confrontational approach. I want everyone to feel comfortable having empowered women. I will use my communication skills to remind the immediate community within my workstation that in some cases it is the unique skill that an officer of any gender posses which may define the different between life and death of many officers in the battlefield. Judging officers based on their gender may deny the force critical skills and experience needed to win wars. At a time when the relationship between the United States and its allies is becoming strained, we need a strong army.

Conclusion

The United States has one of the most sophisticated armies in the world. When I signed up to become a soldier, my primary goal was to climb the career ladder to become one of the senior officers in the military. I still have the same ambition and no amount of intimidation or stereotype will slow me down. Sometimes it is demoralizing to see male colleagues who are underperforming being promoted primarily because of their gender. I have a plan to talk about these issues in different forums to ensure that all officers are given equal treatment irrespective of their gender.

References

Blair, J. (2011). Hesitation kills: A female marine officer’s combat experience in Iraq. Lanham, Md: Rowman & Littlefield Publishers.

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Dutra, L., Grubbs, K., Greene, C., Trego. L.L., McCartin, T.L., Kloezeman, K., & Morland, L. (2011). Women at war: Implications for mental health. Journal of Trauma & Dissociation, 12(1), 25-37.

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Krajewski-Jaime, E.R., Whitehead, M., & Kellman-Fritz, J. (2013). Challenges and needs faced by female combat veterans. The International Journal of Health, Wellness & Society, 3(2), 73-83.

Nindl, B.C. (2015). Physical training strategies for military women’s performance optimization in combat-centric occupations. The Journal of Strength & Conditioning Research, 11(1), 101-6.

Nindl, B.C., Jones, B.H., Van-Arsdale, S.J., Kelly, K., & Kraemer, W.J. (2016). Operational physical performance and fitness in military women: Physiological, musculoskeletal injury, and optimized physical training considerations for successfully integrating women into combat-centric military occupations. Military Medicine, 181(1), 50-62.

Seelig, A., Jacobson, I.G., Smith, B., Hooper, T.I., Gackstetter, G.D., Ryan, M.A., … Wells, T.S. (2012). Prospective evaluation of mental health and deployment experience among women in the US military. American Journal of Epidemiology, 176(2), 135-45.

Xu, C., Silder, A., Zhang, J., Reifman, J., & Unnikrishnan, G. (2017). A cross-sectional study of the effects of load carriage on running characteristics and tibial mechanical stress: implications for stress-fracture injuries in women. BMC Musculoskeletal Disorders, 18(1), 125.

Yano, E.M., Haskell, S., & Hayes, P. (2014). Delivery of gender-sensitive comprehensive primary care to women veterans: Implications for VA patient aligned care teams. Journal of General Internal Medicine, 29(2), 703-707.

Yano, E.M., Hayes, P., Wright, S., Schnurr, P.P., Lipson, L., Bean-Mayberry, B., & Washington, D.L. (2010). Integration of women veterans into VA quality improvement research efforts: what researchers need to know? Journal of General Internal Medicine, 25(1), 56-61.

Yung, B., & Yu, K. (Eds.). (2016). Ethical dilemmas in public policy. Singapore, Singapore: Springer.

Zullig, L.L., Williams, C.D., & Fortune-Britt, A.G. (2015). Lung and colorectal cancer treatment and outcomes in the veterans’ affairs health care system. Cancer Management and Research, 14(7), 19-35.

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