Military
Defense Analysis: WE’RE SHOOTING OURSELVES IN THE FOOT
By: Lt. Col (Ret.) JW DeLoach
JW DeLoach is a retired USAF Officer & Greater
Nashville Area Program Manager. He previously served at HQ Air Force A3/5,
Commanded Defense Language Institute Operations Squadron, is largely to blame
for the AFSOC NSAv fleet, did some stuff at JSOC, and had the privilege of
flying the four fans of freedom (C-130H & MC-130H) with the 40th Airlift
Squadron and the 7th Special Operations Squadron.
Historically, huge bureaucracies have
habitually tried solving complex problems
with well-intentioned but ultimately ineffective solutions. Because of the
nature of politics, legislators are often under pressure to be seen doing something even
if there are predictable negative outcomes. The solutions often help only the
vote-seeking legislators but ultimately hurt those used to sell the legislation
– the dynamic of the famous American “positive injury.”
Many equality-themed
solutions have been levied on the Department of Defense (DoD) which ignore
well-understood human processes which are the backbone of an excellence-minded
meritocracy; specifically, mandates
which artificially “equalize” unequal individuals actually hurt the cause of the
people needing help. This is precisely the case for women in the military. By
way of gender (lower) physical standards, manipulated graduation orders of
merit, differential training washout procedures, female-only commitment relief
policies…military women exist in a separate but unequal universe from the male
military members. Some results are predictable – unqualified personnel allowed
in harm’s way who are a danger to themselves and others. Think “layman playing
NFL offensive line.” Other unintended negative impacts are more subtle, such as
undermining and devaluing the accomplishments of women who are able to meet the
training standards. Figuratively and literally our well-intentioned policies shoot
qualified, exceptionally talented female military members in the foot.
Military operations are complex &
dangerous at the best of times (hat tip Clauswitz). Senior military leaders’
jobs are complicated by civilian leaders who are often not deeply familiar with
military operations and are nearly always from the professional political
class. That means many of the civilian directives are driven by factors
contrary to effective & safe military operations.
Many well-intentioned “experts” view the
military as a huge, compliant social experiment. With the wave of a pen, civilian leaders are able to mandate
their favorite social policies into reality despite the fact that DoD (even
more than the NFL or Olympics) should be a meritocracy. Americans are very
comfortable with talent-driven sports and we should become equally comfortable
with a talent-based military who risk life & limb to execute national
policy.
Much discussion surrounding
the recent female Ranger school graduates indicates most Americans do not
understand the status quo in the DoD. Despite Hillary Clinton’s suggestion that
she was barred from USMC due to gender, women have long played an important
role in US Armed Forces. When additional human capital was needed, American women
have always stepped up and applied their skills to various war efforts as
needed and able. The relatively new political twist on gender policy is the use of
differential standards to manage a gender quota by rank and career field. This
“relative fitness” approach makes sense at a crossfit gym or as a justification
for separate men’s and women’s basketball teams but in combat each soldier
operates side-by-side as one unit. In a scenario where speed, endurance or
sheer strength are needed…it is irrelevant if a soldier is “strong for a girl”
– what matters is his/her raw ability.
Further, selective career fields must take the best
qualified regardless of gender and without artificially manipulating
the order of merit in an inadvertently hurtful attempt to “level the playing
field.” If held to male standards women are more than capable to rise to the
occasion, though perhaps at lower numbers and slower rate than desired by the
political leadership.
Previous accommodations successfully put women
in “non-combat” roles such as Supply, Ground/Air Mobility and Space/Missile
crew members. However, decades of boots on the ground in the Middle East have
shown that nearly all career fields are ultimately combat roles. No one was
helped by this artificial division. For a woman to be effective and respected
(by any gender) in any combat/combat-support role, she must meet the same
standards as the men. Diversity cannot be an end unto itself without
risking lives and undermining achievements of women who meet standards. The unequal standards meant to help women
causes credible women to be eternally suspect and scrutinized by their peers as
well as putting them at risk to themselves and others.
Quotas are enforced in many ways but mainly
through headquarters’ pressure on subordinate
leaders across the Military Service. This pressure results in many unhelpful
actions – recruiting less qualified candidates; commissioning sources adjusting
their graduation order of merit; gender-only, non-merit assignments (USAF’s
“pink jets”); lowered or eliminated physical standards; gender-specific
training washout procedures; female-only awards; and policies which allow for
expectant mothers (not fathers) to request early exit from a military service
commitment. Most Americans are unaware that as early as 2012, services were
pushed to lower or eliminate physical standards for dangerous and physically
demanding career fields. The directives were unashamedly based on meeting
gender quotas – not an effort to “improve the performance level of female
trainees” or “recruit additional physically capable candidates.” Some Services
complied readily while other Services maintained focus on standards and
competence.
The most basic example
is physical fitness: a soldier takes the
Army PFT and achieves 50 pushups, 50 sit-ups & a 18:00 2-mile run. The male
soldier would fail with a score 175/300. The female soldier would pass with a
score of 236/300. A fit soldier performs 50 pushups, 80 sit-ups & 15:30
2-mile run. If that soldier is male, that is a passing score of 243/300. At the
same level of body weight fitness, if the soldier is female, that is a perfect
300/300. Apart from the obvious fairness issue, most miss that this gift which
keeps on giving – she (not he) is awarded an Army Physical Fitness Badge and
the score/badge appears favorably on performance reports and award packages…for
the same level of fitness.
Perhaps the cruelest effect of the current
differential policy is on women who are
able to meet standards without special deals. When a female joins a
combat or combat-support unit, there is no way of knowing whether they earned
their badge/beret/slot or if it was handed to her. This pressure to improve numbers by lowering the quality
of graduates occurs in many demanding career fields across the DoD. Years ago,
the Army’s Special Forces Qualification Course (SFQC) graduated international
military student regardless of whether they met US standards or not. This
policy changed because when working with partner nations’ Special Operations
Forces, US personnel gave undue respect and credibility to the SFQC
“graduates.” Standards were eventually raised to equalize the quality of
graduates, though it necessarily meant a lower graduation rate.
The existing gender policies put women in the
same situation – co-workers do not know if they are reliable or risky. The DoD has (with the best of intentions) created a very bad
environment for women and men as well as putting the mission at risk. Capable
women are not treated with requisite respect and incapable women are
artificially supported. The differential policies often amplify
resentment and exclusion due to inequality.
Are there solutions? Absolutely. The Chairman of the Joint Chiefs of Staff could direct Armed
Services to eliminate all discriminatory policies and quotas across the board. Services
could scrub gender (name, gender, gender identifying info, etc) from
any personnel records which might go before a promotion, award or assignment
board. Gender-based awards could be eliminated overnight. If a Service
sees value in differential standards, they could identify non-combat career
fields where an “appearance/health/non-deployable” standard is more appropriate
than a “combat readiness/deployable” standard which would apply to men and women
alike. This would allow DoD to harness the talents of those whose
skills (cyber warfare, Space & Missile, training, finance, personnel) do
not match physically demanding and unique skill-based career fields.
For combat/deployable forces however, a
gender-blind physical standard must apply if women in those roles are to be
mission-effective and credible. As determined by each
Service, pregnancy-based early exit policies could be eliminated, changed to a
loan payback methodology, or extended to fathers in order to have a single
gender-blind standard. Personnel metrics indicating gender imbalance (a
particular rank or career field) should lead to a root cause analysis and
applicable solution (improved outreach, additional pre-enlistment training,
etc) without sacrificing quality of trainees or the graduation standards. If,
as a nation, America desires women in combat on an equal footing, they should
be added to the Selective Service program. The goal should always be a single standard, equal access, but not managed quotas.
Only by eliminating
double standards and keeping those standards high can America stop putting the
mission and members at risk. The current policies benefit primarily politicians
but for unqualified and qualified personnel alike, they shoot military women in
the foot