Category: Army Sharp

Essay on SHARP Program: Mitigation of Sexual Harassment through Education and Communication

Through Education and Communication, we can Mitigate Sexual Harassment

Sexual Harassment is a problem throughout the Army that needs to be addressed with additional resources to improve unit cohesion, capabilities and training. Knowing the elements of SHARP will ultimately reduce sexual harassment and sexual assault to improve the command climate. “The Sexual Harassment/Assault Response and Prevention (SHARP) Program reinforces the Army’s commitment to eliminate incidents of sexual harassment and sexual assault through awareness and prevention, training, victim advocacy, reporting, and accountability” (G-1, 2011). With the use of a First Sergeant (1SG) Open Door Policy, SHARP Anonymity Box or the SHARP Quick Reference Trifold we can provide a safe environment to foster awareness of sexual harassment and sexual assault.

1SG Open Door Policy

As leadership, we must ensure a good command climate is achieved by using an Open Door Policy. This Policy will be posted on the bulletin board so that it is visible for all to read. This assures every Soldier in the unit knows that they can reach the 1SG on any SHARP related issues at any time throughout the month. The 1SG, Commander (CDR), or unit SHARP representative will be available during Inactive Duty for Training (IDT) weekends and Annual Training (AT) to listen and discuss any matters related to SHARP issues face to face. These preliminary discussions will act as a guideline in identifying the need for formal or informal complaint procedures. The 1SG will be the primary individual to speak with the Soldier reporting issues involving sexual harassment however, the alternate point of contact’s (POC’s) will be the CDR and the unit SHARP representative. All Soldiers in the unit will have the cell phone number of the 1SG, CDR and the unit SHARP representative enabling a 24/7 support line.

It is important that an open door policy exists within the command structure. “Soldiers are responsible to ensure that the commander is made aware of problems that affect discipline, morale, and mission effectiveness; and an open-door policy allows members of the command to present facts, concerns, and problems of a personal or professional nature” (Department of the Army, 2014, p. 6). Soldiers that don’t have the confidence to speak directly to their first-line supervisor, chain of command or the 1SG they would have the option to use the SHARP Anonymity Box.

SHARP Anonymity Box

My vision of an anonymity box is to help address any SHARP related issues. It will use the indirect approach to help eliminate any conflict between victims and accusers before it is escalated. “When conflict begins, it often leads to angry voices, name calling, and offensive jibes that increase the conflict” (Valente, 2007 p.264). The anonymity box will be locked and access will only be granted to the 1SG, Company Commander and the Unit SHARP representative. The anonymity box will be mounted to the wall just inside the double doors of the armory office area where it will be accessible to anyone in the unit. SHARP anonymity forms can be obtained next to the box to input applicable information pertaining to the issue. These forms will have lines identified for information regarding each of the following: nature of the issue, timeframe, does the victim feel safe or in harm’s way and contact information of unit SHARP representatives.

The anonymity box will be checked daily for any complaints or concerns. This form will be reviewed by the 1SG, CDR and Unit SHARP representative. After review, a determination will be made on how the issue will be handled. One way would be to address the unit as a whole during formation time without directly identifying the source of information. It will give Soldiers the ability to have an issue addressed without the concern of knowing who brought it to the attention of the Chain of Command. If after reviewing the form it has been established that the seriousness of the issue warrants an investigation, unit SHARP representatives will attempt to identify the Soldier and take appropriate actions. An additional tool that will be made available to Soldiers at my unit will be a SHARP Quick Reference Trifold.

SHARP Quick Reference Trifold

A quick reference trifold will help all Soldiers in a unit to be conscious of their actions at all times when it pertains to sexual harassment and sexual assault of fellow Soldiers. The concept of the Trifold is to read it, know it and utilize it as a tool to educate Soldiers. The Trifold will include the 1SG’s contact information with cell phone number and email. The alternate POC’s will be the CDR and the Unit SHARP representative. The trifold will be periodically used as the Soldier’s knowledge assessment tool during formations.

It will list SHARP related websites, contact phone numbers, forms for the victim and other support organizations pertaining to SHARP related issues. The trifold will include information on how to identify sexual harassment and sexual assault, mitigation techniques and different way to address any of these issues. It will ensure that Soldiers are in compliance at all times in regards to sexual harassment. Situations such as social events and gatherings where alcohol is involved it can help Soldiers understand the importance of how to identify sexual harassment and take appropriate actions.

This trifold can be used 24/7 as support for the Soldiers to address SHARP issues. The 1SG will be available at any time to be contacted for SHARP related issues. This trifold will become a mandatory inspectable item for Soldiers to carry with them at all times. Employing a SHARP quick reference trifold will contribute to the success of building a strong social network within the unit. This will work effectively in conjunction with the SHARP Guidebook since the trifold will be a condensed reference of the essential information related to sexual harassment and sexual assault.

Conclusion

With the use of a First Sergeant (1SG) Open Door Policy, SHARP Anonymity Box or the SHARP Quick Reference Trifold we can provide a safe environment to foster awareness of sexual harassment and sexual assault. The 1SG Open door policy provides the Soldier with a direct line of communication through face to face support to address SHARP related issues. The SHARP anonymity box assures the privacy of the victim while the unit SHARP personnel review and address the concerns. The quick reference trifold educates the Soldier to identify and mitigate SHARP associated concerns. Every piece of SHARP related information will enable Soldiers to combat sexual harassment and sexual assault, effectively strengthen and increase unit cohesion and command climate. Ultimately through combining SHARP education and communication, we diminish sexual harassment and sexual assault within the unit.

References

1. Department of the Army. (2014). Army Command Policy (AR 600-20). Retrieved from https://armypubs.army.mil/epubs/DR_pubs/DR_a/pdf/web/r600_20.pdf
2. G-1. (2011, March 28). Retrieved from https://www.army.mil/article/53957/sexual_harassmentassault_response_and_prevention_program
3. Valente, S., Wight, C. (2007). Military sexual trauma: violence and sexual abuse. Military Medicine, Vol# 172 (Issue# 3), p 264. Retrieved from https://doi.org/10.7205/MILMED.172.3.259

Analytical Essay on the Role of Sexual Harassment/Assault Response & Prevention (SHARP) Program

As the years go by, the number of sexual assault reports continue to increase throughout the U.S. Army. According to the biannual Department of Defense Fiscal Year 2018 (FY18) Annual Report on Sexual Assault in the Military, the prevalence of sexual assaults reported has risen for female Soldiers from 4.4% in 2016 to 5.8% in 2018; and 0.6% in 2016 to 0.7% in 2018 for male Soldiers. Campaigns, such the U.S. Army’s “Intervene, Act and Motivate (I. A.M.) STRONG,” and the Sexual Harassment/Assault Response & Prevention (SHARP) program, are increasing Soldier awareness for reporting and engaging Soldiers in preventing sexual assaults before they happen.

​In 2019, Patrick M. Shanahan, Former Acting United States Secretary of Defense, demanded change in military handlings of sexual assaults following a 38% increase in reported assaults in the FY18 survey. According to the survey, a whopping 62% of the total number of assaults reported that drugs and/or alcohol were contributing factors. Rutgers University states that perpetrators of sexual violence have a “strong sense of entitlement and use power and control to commit acts of sexual violence.”

The U.S. Army’s current approach to sexual harassment/sexual assault training reduces the risk of sexual assault and harassment by encouraging Soldiers to report assaults. Through the SHARP program, I. AM. STRONG, and Sexual Assault Prevention Response resources, Soldiers are provided with adequate training and guidance to increase awareness about assault reporting. Since conception of the SHARP program in 2006, the numbers of assault reports have increased. However, this could be directly in correlation with the fact that Soldiers are more and more are educated on the processes of how to seek help and how to file a report throughout the years.

Communication through U.S. Army trainings provide peace of mind to Soldiers to ensure no retaliatory actions can nor will be taken if a report is filed. Army Directive 2014-20 states “no Soldier may retaliate against a victim, an alleged victim or another member of the Armed Forces based on that individual’s report of a criminal offense.” Directives such as this protect a victims privacy and make them feel safe to approach a difficult topic to seek justice for not only themselves, but to ensure the perpetrator does not harm anyone else.

Sexual assault in the military will cease to exist if accountability is enforced through zero tolerance. If a Solider is found to be guilty of committing an offense, it will be a direct demonstration to their battle buddies that type of behavior will not be tolerated. AR 635-200, Section III, 14-12 (3) states “any Soldier convicted of a sexually violent offense at a court-martial, as listed in AR 27–10, paragraph 24–2, but whose sentence did not include a punitive discharge will be processed for separation.”

The increase in the numbers of reported sexual assaults have risen over the years. However, the increase of reports can be directly related with the more communication about reporting processes and training. Assaults can occur for a plethora of reasons that may remain unknown, but as long as the reporting process is consistently communicated and assaults will not be tolerated, the number of assaults will likely decrease over time. We are one team, one fight. We must intervene, act, and motivate one another to ensure our battle buddies are taken care of and informed.

Improving the Sexual Harassment/Assault Response and Prevention Program: Analytical Essay

Sexual assault within the ranks has been a silent threat, ruining the careers of many who had no way of reporting it. According to the New York Times, the Department of Defense had released the annual Report on Sexual Assault in the Military showing an increase of 38% from 2016. The report states that the number of incidents not being reported has increased by over 6,000 since 2016 (2019). Now, service members receive repetitive face to face classes throughout the year on the Sexual Harassment/Assault Prevention Program (SHARP). Monotonous mandatory online training has transformed a serious issue into a mind numbing topic. As technology changes so should the S.H.A.R.P. program and training. A change needs to happen. Instead of the same repetitious class year after year, why not bring in a public speaker to bring light to this reality? Being able to hear and see that you are not alone will encourage other victims to come forward. Another way it could change for the better is by creating and implementing an application (app), downloadable to a phone. Technology is an increasing part of our daily life. Phone calls are a thing of the past and instant messaging app’s and social media are a thriving thing of the future. As leaders and an older generation to social media, this can help us connect with younger Soldiers. To reinforce this, we as an organization should implement Kotter’s eight-step process, applying step number three, Developing a Vision and Strategy. Create a clear vision of the organizations goal, giving the leadership an objective to strive for.

Since 2004 the military has established the Sexual Assault Prevention and Response (SAPR), creating a program that would inform victims, provide a victim advocacy and sexual assault response team. In 2008, SAPR restructured and combined with the Prevention of Sexual Harassment program (POSH) creating the SHARP Program (amry.mil 2011). The goal of this new program was to form an environment encouraging the recognition and reporting of sexual misconduct, maintaining the dignity and respect of each member (Melvin 2015). This is achieved through a 90 minute block class starting in Basic Combat training (BCT) and sustained throughout your military career. Soldiers are given the tools to identify, prevent and respond to incidents as they progress though the levels of their career. Along with this training, we are to participate in a three-hour power point class and take an online class titled “Standing Strong”.

In the beginning of our military career all this information is fresh and unbelievable; how this could happen in an organization that is built to protect and defend this great nation. Then after several years of the same information, the seriousness of this problem turns into a joke. Then in the summer of 2012 it all changed and made me realize the severity of sexual assault when a public speaker came to give the class. His name was SPC Wright. He spoke of how he was assaulted along with other Soldiers with the approval of his leadership. As I sat alongside my battle-buddies, holding tears back, I listened to him with a sorrowful heart. One can never understand how this can happen to a fellow teammate by the same people we serve with. The eye opening truth in all this brought to light what the SHARP program truly stands for and how it can help.

In 2014, the SHARP announced an app that would make reporting easier for all. The app supplies users with a variety of information about sexual assault and sexual harassment. It also provides regulations, external links to agencies that can help and phone numbers that will answer calls 24/7. Although this is great information that is readily accessible anywhere you go, there is still something missing. “Millenials” hate making phone calls. It is considered an “outdated technology” 9 (Brandon). A remedy to this could be adding instant messaging, thus the ability to ask the question, receive the response, thus eliminating the uncomfortable conversation of the incidence. The app can be built to be specific for each duty station. All the service member would have to do is select the duty station they currently serve, select the type of service they require, and instantly connect with a representative.

To tie in all the training received, our leadership needs to have a vision. In LTC Andrew’s report “Leading Change: Sexual Harassment/Assault Response and Prevention” she examined the program using Kotter’s eight step program. In step three of the program, LTC Andrews states “that by clarifying the vision, it simplifies the direction of change, as well as motivates and fosters unity of effort towards the direction of change” (Andrew 2014). If the hierarchy of the organization establishes a clear picture of the end state, then the leadership can work to accomplish that vision. Leaders can then set goals based of the organizations vision, better prepared training and reinforce the importance of the SHARP program to their subordinates.

1. Philipps, Dave. (2019). ‘This is Unacceptable.’ Military Reports a Surge of Sexual Assaults in the Ranks. Retrieved from https://www.nytimes.com/2019/05/02/us/military-sexual-assault.html.
2. LTC Andrew, Angela. (2013). Leading Change: Sexual Harassment/Assault Response and Prevention (SHARP)[PDF File]. Retrieved from https://apps.dtic.mil/dtic/tr/fulltext/u2/ a589105.pdf
3. Sexual Harassment/Assault Response and prevention Program. (2011). Retrieved from https://www.army.mil/article/53957/sexual_harassmentassault_response_and_prevention_program.
4. Brandon, John. (n.d.). Why Millenials Don’t Like to Make Phone Calls. Retrieved from https://www.inc.com/john-brandon/why-millenials-dont-like-to-make-phone-calls.html.
5. Johnson, Melvin R.,,II. (2015). Efficacy of sharp training in the U.S. army: A qualitative descriptive single case study (Order No. 3736206). Available from ProQuest Central; ProQuest Dissertations & Theses Global. (1749012071). Retrieved from https://search-proquest-com.ezproxy2.apus.edu/docview/1749012071?accountid=8289.
6. Harry T. Dyer . ‘All the Web’s a Stage: The Effects of Design and Modality on Youth Performances of Identity’ In Technology and Youth: Growing Up in a Digital World. Published online: 24 Sep 2015; 213-242.

A Sharp Lookout at Army’s SHARP Program: Benefits and Drawbacks

I.A.M Strong. Sexual Assault, Sexual Harassment, Not in my Army. Does this remind you of anything? These are the Army’s Sexual Harassment/Assault Response Program mottos. They are on every poster that are seemingly everywhere in the Army. If we are constantly Reminded by this, then why are there so many incidents of sexual harassment and assault in the Army? Is the program flawed? In this essay I will discuss the Army’s SHARP program, what it does correctly, what the program fails to do, and ways to improve overall to lower the amount of cases. Let’s start off with the bad, what the SHARP program fails at. In 2017 the Army reported an increase in sexual harassment incidents by 8.6% from 2016, the highest it has ever been. The Army and TRADOC introduced the SHARP program in late 2014 with the first class starting on October 6th that year. Several years later and the Army still has an increase in reports every year even with the constant classes and briefs we receive that define what sexual assault and sexual harassment is and what not to do.

The Army says that they are fully dedicated to eliminating sexual harassment yet we only receive a power point saying what it is considered and what not to do. AC Davis stood in to watch and listen to an annual Army mandatory classroom training and had this to say about it “The failure of the Army’s mandatory classes to adequately resolve these issues isn’t necessarily an indictment of PowerPoint…the Army is attempting to resolve systemic problems with an hour-long presentation instead of addressing root causes.” For an hour-long power point presentation, the class gives a lot of useful information that every soldier should uphold, remember, and take to heart. The class is very informative about what is considered sexual harassment. The course entails what they are, the differences between the two, what is considered, policies, penalties, gives scenarios and diagrams to distinct if an action is harassment or assault, and more. It does a good job of keeping the students active and incorporates their input with questions and videos. This power point and class does well in both giving great information and keeping soldiers interested and involved. That is a key component to prevent the soldier from falling asleep or getting bored and for them to retain as much information as possible so that they are aware of their actions. What SHARP can improve on.

They need to work on getting through to soldiers better, whether that’s adding additional courses sort of levels that go more in depth on on what is considered sexual harassment and sexual assault, ways to prevent it, what to do if the soldier spots its, and how to address it to someone such as a Sergeant. Sergeants need to take more control and be clearer and stricter on the actions of all that fall under them as well as being aware of other soldiers and their actions and behaviors and bring it to the attention of their leadership. In addition, non-commissioned officers should receive more advanced training dealing with how to address a situation. Their soldiers should trust in them with personal information and the confidence of the report being taken care of appropriately. In order to improve what we already have we first need to understand what is missing, what is going well, and what can be improved. I covered the facts that even though we have these outstanding programs we still see an increase in incidents. In order to reduce that we need to change the course to ensure everyone is fully trained on SHARP and that they need to be confident in reporting the case and trust their leadership to guide them. No parent nor no soldier should ever fear that while they serve their country and do their job that they may be taken advantage of and fall victim to the lust of their peers. I.A.M Strong, and Not in My Army should be the proud statement of every soldier in the Army.

Sexual Harassment, Not Just Women: Implementation of SHARP Program

Introduction

According to an article in Forbes online in 2016 the pentagon released a statement that there were 20,500 instances of unwanted sexual contact last year. That represents a 38% increase on the 14,900 cases uncovered when the survey was last conducted in 2016. Incidents ranged from groping to rape and the total was made up of 13,000 women and 7,500 men.

Now just to be clear, the number of formal incidents reported is far lower than the estimated total number of incidents uncovered by the survey. The Army sharp program has been implemented, yet the number of sexual harassment complaints still continue to grow significantly.

The question is why, Why is this still happening? Why does society assume that only women are victims? What is the army doing to mitigate this horrendous issue? What can we do as service members to put a legitimate stop to sexual harassment?

Why Does Sexual Assault Occur?

According to AR 600-20, para 8-4a states: Sexual assault is a criminal offense and is defined as intentional sexual conduct, characterized by use of force, physical threat, or abuse of authority, or when the victim does not and cannot consent. Sexual assault can occur. That being said there are many factors that contribute to the occurrence of sexual violence.

It is important to understand that perpetrators, not victims are responsible for sexual violence happening. Perpetrators feel as if they have a strong sense of entitlement and use power and control to commit acts of sexual violence. Most of the perpetrators we see and hear about in society adhere to “traditional” gender roles that focus on the inequality of women. This allows them to treat women with no regard or respect. However this is not always the case, the reality is women do sexually assault men on a regular basis.

Each year, according to an estimate poll, roughly 19 to 31 percent of male college students and 15 percent of military men experience some kind of unwanted sexual contact, and researchers say the majority of that is perpetrated by women. These men’s experiences usually aren’t as horrific as those of women who are assaulted, but they represent a clear, and mostly hidden, problem. They also contradict standard assumptions and cultural stigmas about male aggression and female impassiveness.

Conclusion

Sexual harassment still continues to be a problem in the military for both genders, numbers are still increasing. Service members are still in fear, striving to so find a solution that will stop sexual harassment before it starts. so what is the answer?. If and only if we make a collective effort, to report any and all incidences. Only if we fight together can we win together.

Reference

1. Livia Gershon. (May 03, 2017). Retrieve from
2. https://psmag.com/news/women-sexually-assault-men-92099
3. Niall McCarthy. (May 03, 2019). Retrieve from
4. https://www.forbes.com/sites/niallmccarthy/2019/05/03/report-u-s-military-experiences-sharp-increase-in-sexual-assaults-infographic/#619cf1d73e59

Ways to Improve SHARP Program: Analysis of Sexual Harassment/ Assault Response and Prevention in Army

As a fellow Soldier and a former victim of sexual assault within military, this paper will discuss the improvements that can be done to the Sexual Harassment/ Assault Response and Prevention program (SHARP). SHARP is the military active effort to end sexual harassment/ assault in the military ranks. Why does SHARP occurs? What is the training we are doing? How are we ending it? These are the sub topics that we will go through to show why the program is so important.

As mentioned earlier, I am a former victim of a SHARP case back in 2016. It occurred back in Advanced Individual Training (AIT) as I was peer pressured into dating a fellow Soldier. Having been assault in front of everyone, not a single Soldier bother to help. They all kept saying that it was fine, since we were dating, that I was being racist and uneducated in the American culture. Since that day, I have never been the same.

The point of my story is that sexual harassment/ assaults can happen any time. That we need to train more on the SHARP program to younger Soldiers as they enter the military. Sexual harassments and assaults occur when Soldiers feel like they can get away with things due to they are dating the person, or when jokes goes too far. It is not just jokes aside, but as well as higher-ranking Soldiers that abuse their position and power. It takes one person to feel uncomfortable about a situation or what is being said for a SHARP case to happen.

The Army approach to SHARP training is usually death by power point. As training happens every quarter of the year, Soldiers are not taking it serious. The SHARP Representatives need to have more detail and be more professional when coming to demonstration/ play about the issue. The Army needs to post real life cases and the punishments of the perpetrator to show Soldiers that it is serious. Showing more real life cases and professional altitude, Soldiers will be able to understand the seriousness of SHARP.

Ending the violence of sexual harassments and assault is not an easy task. It first starts with showing everyone and using people as example that SHARP will not be taken lightly. Soldiers need to be aware of what they say and do around everyone. They need to feel that there is always someone there that might take it offensive. Inappropriate sayings and actions must be given punishments.

Critical Analysis of the Effectiveness of SHARP Program

SHARP: Effective or Not?

Sexual harassment and sexual assault incidents may be an apparent flaw that the Army is trying to eliminate, but it is a flaw that is nationwide. According to the Department of Defense (DoD), the military service received 7,623 sexual assault reports and 932 formal sexual harassment reports in FY18. In comparison, one in five women and one in 71 men will be sexually assaulted in their life nationwide according to the National Sexual Violence Resource Center (NSVRC). The military might be known for having high report/incident rates, but these statistics show that the prevention of sexual violence should be a focus in the U.S in general.

The culture that is today is the product of many generations of inequality, violence, and selfishness. Throughout history, women have been perceived as being weak and something to be achieved. Men are/were not afraid to get what they want, when they want it. This has stemmed out to feeling like one can overpower anyone they perceive as being weak; whether it be physically, mentally, emotionally, or sexually. It has also created a sense of entitlement; one thinking that they should have what they want no matter the cost. This part of our culture is what needs to change and it needs to start at a young age. Children need to be learning what is right and wrong including when it comes to equality and sexual encounters. Doing this would be a good start to changing the culture of the future; nationwide and in the military.

Since implementing the SHARP program in 2009, I believe the number of incidents has gone down in the Army. Soldiers now understand the process of reporting and feel more comfortable reporting so report numbers have gone up, but Soldiers are also more aware of the consequences as well. The SHARP program was a good step to bringing awareness to the issue and informing Soldiers how to report. That is a very import asset, now more can be done moving forward.

Sexual violence will never be eliminated completely in the military. The best we can do is decrease the number of incidents and help educate Soldiers on what to do when it happens. Despite the training received, Soldiers are still not sure how the process works and do not feel comfortable reporting. There are multiple different aspects that could be changed but I will focus on one that I think could have a large impact. Assigning an MOS to SHARP and having one in each company would make a great impact on reporting and even prevention. Currently, SHARP representatives or VA’s are voluntary or “volun-told” which can cause Soldiers to have the wrong motive. A Soldier might become one only to advance their career; not necessarily because they care or are motivated about the program. Having one person that is solely focused and trained in SHARP will make it so that person knows exactly how to train Soldiers and what to do when Soldiers come to them. It will also be someone who wants it.

Sexual violence is a continuous plague in the military and our nation. It weakens the strength of what our military could be and should be. The teaching of equality and consent needs to be starting at a younger age to start influencing the culture of the future for better. The Army may not be able to drastically change the amount of sexual violence incidents right now, but they can help Soldiers know what to do and feel like it matters. Having someone who cares and is educated will help instill comfort in reporting and a safer, stronger Army.

Sexual Harassment Assault Response and Prevention: Role of SHARP Program

To lead, you need to motivate and positively inspire others whenever called upon, striving to improve the enlisted and your peers. The military constantly hears that Non-Commissioned Officers (NCO) lead from the front and set the Standard but how can we improve and lead our Army when there is turmoil within itself. This is the reality that every soldier and leader faces when it comes to the Sexual Harassment Assault Response and Prevention (SHARP) program. The SHARP program has brought awareness to our highest and lowest ranks but despite all the briefings, classes, and PowerPoints that Army provides, sexual assault and harassment still occurs. This is due to the assumption of victim stereotypes, fear, and lack of concern.

First, we must address the assumption of victim stereotypes, sexual assault and harassment happens to both genders and should treated with equal respect and care. According to the Department of Defense (DOD) annual report on sexual assault in the Military Fiscal year 2018 “7,500 men, experienced some kind of contact or penetrative sexual assault”. More attention needs to focus on this, as every incident involving male or female victims is no less important than another but equal, to end gender biased victim stereotypes.

Secondly the fear of speaking out or being revictimize buys the silence that hurts us in the end. This can occur due to hostile work climates, lack of trust, and fear that disciplinary action will occur to the victim, which could increase the possibility of sexual harassment or assault. Following Col Don Christensen, President of Protect Our Defenders said, “they are afraid the case won’t be handled well, and they are afraid they will be retaliated against.”

Let us address the lack of concern, due to intoxication or superior rank creates a false sense of security for the perpetrator. Two of the main factors that lead personnel to think it is all right to assault another is intoxication, which impairs soldier’s judgement and having the wrong mentality when being a superior rank.

Reference Page:

Essay must contain two references (ARs, personal interviews, peer review articles, etc.).

1. Army Regulation (AR) 600-20 chapter 7&8
2. https://www.sexualassault.army.mil/how-do.aspx
3. https://www.sexualassault.army.mil/whatweknow_militarymen.aspx
4. (https://int.nyt.com/data/documenthelper/800-dod-annual-report-on-sexual-as/d659d6d0126ad2b19c18/optimized/full.pdf#page=1)
5. https://www.protectourdefenders.com/about/

The SHARP program has brought awareness to our highest and lowest ranks with the overall goal to end unwanted advances of others whether verbal, nonverbal or physical to create a safe, unified workforce for the military.

Effectiveness of the Army SHARP Program and Pertaining Solutions to Increase Efficiency

Imagine ten people raise their right hand and pledge their loyalty to their country. Of those ten, three of those individuals will face social injustice. In the best-case scenario, they face unwanted sexual harassment which causes them to feel discriminated and isolated, severely decreasing efficiency. In the worst-case scenario, they experience sexual assault which traumatizes them and possibly end their careers. To prevent this, the Army implemented the Sexual Harassment/Assault Response & Prevention (SHARP) to educate and protect service members. Although SHARP is effective to a degree, sexual assault and harassment continue to persist because soldiers foster egocentric mindsets. Sexual harassment was a result of bygone era when sexism ran rampant.

Today, it is still so deeply ingrained in the culture that no one even bats an eye when hearing how someone would “tap that.” “Sexism and harassment are so common that they have become expected,” says retired COL Ellen Haring (Schulte, 2018). Sexual assault, on the other hand, is largely attributed to human’s impulsive nature enhanced through suppressants such as alcohol. “Up to 43.2 percent of active-duty military personnel indulge in binge drinking” (Murray, 2019). With lowered inhibitions, soldiers are much more likely to mistake signs of rejection and show increased aggression. To combat these problems, all personnel must be trained on how to prevent sexual harassment and assault.

Units are required to conduct semi-annual training on the SHARP program; however, they are not given strict guidelines on how to conduct the training. This leads to the required training being ineffective as most units treat it as another task to check off in a list. In an article by Brigid Schulte (2018) on sexual harassment, a staff sergeant recalls a training session in which a senior officer made the comment, “‘So, if you saw a naked, drunk girl on the bench outside your barracks, would you hit that? You’re not supposed to. But I probably would.’” Most Army SHARP training is ineffective precisely because of this attitude. To combat this problem, the Army is taking a new approach to SHARP training. In 2018, a pilot program called Mind’s Eye II was launched.

This project aims to revamp the current style of training, opting to focus on what to do rather than what not to do. Soldiers will be trained in recognizing the preemptive signs of sexual violence and encouraged to intervene. After the test study, participants showed higher levels of empathy and trust. Although the SHARP program has improved the situation since its inception, sexual violence will persist as long as the current mindset on SHARP training remains dismissive. The Mind’s Eye II program is a step in the right direction. By cultivating future leaders who empathize with their soldiers, sexual violence will be diminished to a negligible degree.

Reviewing the Effectiveness of Programs like the Army SHARP Program and SARP

In the film “The Invisible War” Which is a huge problem in all the branches of the military which is affecting our members. From the article that inspired the documentary “Many female soldiers say they are sexually assaulted by their male comrades and can’t trust the military to protect them. ‘The knife wasn’t for the Iraqis,’ says one woman. ‘It was for the guys on my side.’ (Benedict). In the course of this essay, it’s going to cover possible solutions for this issue like having a real zero-tolerance policy, Reviewing the effectiveness of programs like the army sharp program, and the Sexual Assault Prevention and Response SARP. A more in-depth Dual trial and investigation process. Also a look at power abuse checks and balances. And finally an overhaul of cases being taken care of through the company. Will this help stop sexual harassment and sexual assault in the united states military so young men and women could enlist with confidence in today’s military without fear?

The Zero Tolerance policy in place right now isn’t very “zero tolerance”,” officials received more than 3,000 reports of sexual assault and less than 200 military members were convicted”(Brown). You’re watching that segment watching the numbers just getting filtered down and down till your left with two hundred. The policy in place right now is super effective all together there needs to be a huge stance on zero tolerance ground. If there was a huge stance like if you do this your out of the military and could serve possible jail time and it wasn’t a joke like it is now you would see a huge drop in the sheer amount of cases overall. In the documentary, you see the department of defense always saying its zero-tolerance but if that was the case there would have been way more then just 200 that had to deal with the consequences it’s a joke when they say that over and over saying that they’re making changes but nothing is happening to that doesn’t look like change does it look like it to you. “Sexual assault in the American military surged in the last two years, driven almost entirely by a 50 percent increase in assaults on women in uniform, according to a survey released on Thursday by the Defense Department.”(Philipps). That was a quote from an article from the New York Times in May of this year I think this shows that they haven’t done anything to stop these problems.

The military has many programs across the board the army has the Sharp( Sexual Harassment/Assault Response and Prevention) program. The Navy/Marines have the SAPR (Sexual Assault Prevention and Response) program which are the same thing but for the other branch, they are there for awareness and taking care of the vitamins for reports. In the army training environments nowadays they usually have one or two drill sergeants “trained” for dealing with these reports at my basic training they had one drill sergeant for the whole battalion which was five companies that each have four platoons of up to sixty-five trainee’s. So you have almost one thousand five hundred being taken care of by one man, it was an all-male basic but still, it happened. The programs are meant to take care of the victims than to prevent them say it’s meant to prevent but all the posters and the one time a year brief isn’t something that’s going to prevent those things. There need to be real relocations to scare someone away from doing these things, that’s the only way to make a person not do something bad you would touch a flame if it didn’t hurt you so they should make it hurt when they commit this crime. There was a part “In the film, former SAPRO Director Dr. Kaye Whitley is asked what methods of risk reduction she advocates to prevent sexual assault in the military, she responds that they tell women to have a buddy. The filmmakers ask if she knew of any other methods and she says, no. Under Whitley, SAPRO ran awareness campaign posters which read, ‘Don’t risk it . . . wait until she’s sober.'(Brown). The mission behind the sharp program is (Intervene, Act, and Motivate) they need to do a better part on the intervening and the acting part so that they can keep more of the new soldiers.

A problem that should up with a lot of the cases in the documentary “The Invisible War” was that a lot of the cases that were reported would be taken care of before there could be an investigation. There are a lot of these cases shouldn’t have been a thing in the first place they should have been conducted as any sexual assault case during the film they said this is caused by having people who are not trained in this matter deal with it. The training to be the “Sharp” rep is a seven-week course. You are leaving all these people that are having these terrible things happen to them to a person who took one 7 week class to help them in such a dire time of need. A person who took one class shouldn’t be dealing with people who got raped they wouldn’t be nearly qualified in the least bit. On the civilian to be a Rape Crisis Counselor some places require a master’s degree so why are we letting our soldiers and sailors be helped by a person with not even half of a quarter of a year of education which brings us to the next topic.

This cases of sexual assault and sexual harassment shouldn’t be handled by a company commander or even the military police every case they brought up was handled by the military police or the commanders there’s something is wrong and it’s not zero tolerance like they say there wouldn’t be nearly as many cases then something has to change. First, commanders shouldn’t have absolute power as they have now they have control of everything that goes on in the company which is fine for training schedules, paperwork, etc. Legal matters shouldn’t be affected by someone who has no degree in the subject. In war, it makes sense to have them control the unit but it doesn’t make sense for them to say if they should continue the investigation. There was a quote from Business Insider “Twenty-five percent of women didn’t report an incident because their commander was their rapist”(Brown) in the cases of those women how is it far to them if they aren’t a high rank they wouldn’t be taking serious especially if the commander was a major or higher the private wouldn’t be taken seriously. Commanders should only have control over the schedules and day to day paperwork stuff. There should be a separate department that handles the cases that a third party neutral that has trained professionals to help the victim and pursue the perpetrator in a thorough investigation.