NZDF Policies and Practices Relating to Physical, Sexual, and Other Abuses

Transcription

1 NZDF Poliies nd Prties Relting to Physil, Sexul, nd Other Auses 10 June 2005 Report No 9/2005 ISBN Crown Copyright This informtion is proteted y Crown opyright or the opyright of third prties. For permission to reprodue this informtion plese ontt Deputy Seretry of Defene (Evlution). Ministry of Defene Stout St PO Box 5347 Wellington New Zelnd

2 CONTENTS EXECUTIVE SUMMARY NZDF Poliies nd Prties Relting to Physil, Sexul, nd Other Auses ii CHIEF EXECUTIVE RESPONSE Chief Exeutive Response x SECTION 1 Introdution 1 SECTION 2 Poliies for Preventing nd Mnging Ause 5 SECTION 3 Strutures for Preventing nd Mnging Ause 10 SECTION 4 Proesses for Mnging Allegtions nd Complints of Ause 14 SECTION 5 Professionl Assistne nd Advie 20 SECTION 6 Awreness Trining for Preventing nd Mnging Ause 22 SECTION 7 Ahievement of Expettions 27 ANNEX A Expettions 36 ANNEX B Sttistil Informtion 39 POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - i

3 EXECUTIVE SUMMARY INTRODUCTION 1 This review exmined New Zelnd Defene Fore (NZDF) poliies nd prties to prevent nd mnge physil nd sexul ssults nd other forms of use. 2 The review followed Cinet deision 1 tht n dministrtive review would e undertken to exmine the effiy of urrent poliies nd prties of the NZDF to prevent physil, sexul nd other use. 3 Although the review overed ll forms of use, inluding ssult, the NZDF s poliies fous on preventing nd mnging hrssment nd disrimintion. This is euse: d the ingredients of ssult nd its onsequenes re well estlished in riminl nd militry lw nd well-known to militry personnel; wht onstitutes disrimintion nd hrssment n e sujetive nd therefore more diffiult to del with; ommnders nd mngers need good personnel mngement skills to prevent nd mnge hrssment nd disrimintion effetively; nd the mjority of omplints out uneptle ehviour in the NZDF involve hrssment nd disrimintion. 4 The review overed militry personnel nd NZDF ivil stff. 5 We gthered most of the informtion for this review from interviews with senior NZDF personnel. We lso interviewed, in groups, pproximtely 30 junior personnel who hd ompleted initil trining within the lst 12 months. We exmined rnge of douments, inluding NZDF nd Servie poliies nd other written mteril tht indited how these poliies were put into prtie. We did not investigte individul omplints out usive ehviour; nor did we invite sumissions from NZDF personnel or others. 1 CAB Min (04) 33/10 POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - ii

4 EXECUTIVE SUMMARY WHAT WE FOUND 6 The NZDF s poliies for the prevention nd mngement of use re sound. It is ler tht throughout the NZDF, personnel re striving to implement those poliies. We found tht there is strong wreness of the need to provide sfe working environment nd protet people from ll forms of use. Commnders in prtiulr sw this s n integrl prt of their ledership responsiilities. 7 A omprehensive struture is in ple to support nd ssist those who feel they hve een used. Commnders nd mngers re lso le to drw on vrious soures of dvie in monitoring nd deling with usive ehviour nd sensitive issues. 8 More serious forms of use re delt with through the NZDF disiplinry proess. While the ville dt is not s roust s it ould e, the inditions supported y nedotl evidene re tht few serious inidents of use re ourring. 9 The NZDF hs mde signifint progress towrds giving effet to its zero tolerne pproh to use. However, gps in the mesurement nd monitoring rrngements men tht we nnot provide omplete ssurne out the effetiveness of the poliies. The NZDF must tke steps to improve its mesurement nd reporting systems. 10 In the following prgrphs we summrise the key omponents of our report. OVERVIEW 11 The militry environment offers hllenge to leders wishing to prevent ll forms of use. By their nture, opertionl tivities re physilly nd psyhologilly demnding. Personnel must e trined effetively to del with hostile nd sometimes life-thretening situtions. Trining is foussed on uilding tem ohesion nd the need to promptly oey orders nd instrutions. The ltter is ornerstone of militry ulture. In highpressure situtions suh s omt nd olletive trining, the ility of ll memers of unit to respond instintively nd without hesittion to the diretion of their superiors is ruil. 12 There is potentil for level of rel or pereived use tht is higher thn in most ivilin orgnistions euse of: demnding trining; the emphsis on temwork nd disipline to hieve opertionl effetiveness nd sfety (whih leds to peer pressure to perform); P O L I C I E S A N D P R A C T I C E S R E L A T I N G T O P H Y S I C A L, S E X U A L, A N D O T H E R A B U S E S - iii

5 EXECUTIVE SUMMARY d ommunl living, sometimes for long periods; nd the hierrhil system in whih superiors hve high degree of uthority over their suordintes. 13 There re prtiulr hllenges in ensuring the sfety nd well-eing of new entrnts. The mjority of militry personnel join the rmed fores t young ge nd re pled in n environment of whih they hve no previous experiene. 14 The NZDF demnds militry personnel oserve high stndrds of professionl nd personl ondut. Stndrds of ehviour nd disipline re expeted to e higher thn generlly epted elsewhere in New Zelnd soiety. The NZDF is ound y ommon vlues tht ontriute to militry effiieny nd effetiveness: loylty, integrity, professionlism, nd ommitment. 15 The Servies ple onsiderle emphsis on their ore vlues, whih underpin tem pproh y stting the responsiilities personnel hve towrds others. As prt of their initil trining, new entrnts re mde fully wre of the signifine nd prtil pplition of these vlues. 16 Expeted stndrds of ehviour for offiers nd non-ommissioned offiers reflet tht these personnel hve high degree of uthority over their suordintes. They hve prtiulr responsiility to exerise tht uthority with integrity. Filure to ensure the well-eing of suordintes nd to tret them firly nd respetfully is serious filure of ledership. 17 The Servies py onsiderle ttention to seleting nd prepring instrutors for their trining shools. They losely supervise new entrnts nd re vigilnt ginst ny form of use. POLICIES FOR PREVENTING AND MANAGING ABUSE 18 All memers of the NZDF re sujet to the ordinry lws of New Zelnd. Consequently they re lile to proseution for ny reh of the lw relting to ondut nd ehviour. Militry personnel re lso sujet to the Armed Fores Disipline At 1971 (the Armed Fores Disipline At), whih estlishes numer of offenes not found in ivil lw (for exmple, ill-tretment of person of lower rnk). 19 The NZDF hs detiled poliies nd proedures for preventing nd mnging disrimintion nd hrssment. They set out: the NZDF s ommitment to providing n environment free from disrimintion nd hrssment; the rtionle ehind poliy nd proedure; POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - iv

6 EXECUTIVE SUMMARY d e f definitions of hrssment nd disrimintion; ommnders nd mngers responsiilities in preventing nd mnging hrssment nd disrimintion, inluding support for the nti-hrssment network; resolution proedures; nd requirements for monitoring nd reporting. STRUCTURES AND PROCESSES FOR PREVENTING AND MANAGING ABUSE 20 The NZDF offers numer of options for militry personnel or ivil stff who feel used nd wnt ssistne. The NZDF s im is to ensure tht nyone needing help n find someone pprohle to tlk to nd reeive n pproprite response. Soures of ssistne fll into three rod tegories: the ommnd hin/mngers; the nti-hrssment network; nd professionl support servies. 21 Commnders re responsile for ensuring the well-eing of their suordintes. They re lso responsile for mintining disipline. In theory, Servie memer or ivilin employee sujeted to use or uneptle ehviour (no mtter how minor) should lwys pproh their immedite superior in the first instne. In prtie, however, this is not lwys pproprite euse: the superior is the person llegedly ommitting the use; the issue is sensitive; or the person omplining of the use my not wnt to involve the ommnd hin, euse this might invoke forml investigtion or disiplinry proess. The person my simply wnt dvie nd ssistne in deling with the sitution. 22 Setion 103 of the Armed Fores Disipline At requires tht ny llegtion of n offene ginst tht At must e investigted s disiplinry mtter. However, soures of ssistne tht omplement the ommnd hin n e helpful in resolving some ses of uneptle ehviour. 23 The nti-hrssment nd disrimintion network is designed to provide n lterntive venue of ssistne for people who feel sujeted to use or uneptle ehviour. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - v

7 EXECUTIVE SUMMARY 24 The network is mde up of militry personnel nd ivil stff s follows: d e f g Anti-Hrssment Advisers: trined, voluntry personnel who provide onfidentil ssistne nd support to individuls who elieve they hve een hrssed. Anti-Hrssment Meditors: t s intermediries etween personnel involved in hrssment issues. Anti-Hrssment Investigtors: t in ses where disiplinry tion hs not een tken. Anti-Hrssment Helpline: onfidentil 0800 numer stffed y Anti-Hrssment Advisers. EEO Co-ordintors (in eh of the Servies, HQ NZDF, nd HQ JFNZ): promote, o-ordinte, nd report on EEO tivities within their Servie. EEO Advisory Offiers: provide dvie to ommnders nd mngers on EEO relted legisltion, disrimintion, nd equity. EEO Triners: provide riefings to units or shools on generl EEO issues. 25 The NZDF employs rnge of professionls who re le to give prtil dvie nd ssistne to ommnders nd mngers on use issues. Professionls lso offer nother venue of support nd dvie for people who my hve een sujeted to some form of use or who need ssistne in deling with sensitive issues. Personnel in support servies inlude: d helth-relted professionls; psyhologists; hplins; nd welfre servies. RESOLUTION PROCESSES 26 Just over hlf of ll omplints out hrssment nd disrimintion re resolved informlly. This inludes seeking ssistne from n Anti- Hrssment Adviser or supervisor, ut it often involves people resolving inidents without the intervention of others. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - vi

8 EXECUTIVE SUMMARY 27 Issues n lso e resolved through forml medition or investigtion. Anyone involved in omplint of hrssment or disrimintion (i.e. the omplinnt or the respondent) my request forml investigtion. Where n llegtion hs een mde ginst militry person, nd there is evidene of n offene under the Armed Fores Disipline At, militry disiplinry proesses re used. Where evidene of n offene is less ler, ommnders nd mngers must judge whether Servie Polie, Anti-Hrssment Investigtors, or oth should investigte. 28 We were dvised tht deling effetively with sensitive issues n require more flexile nd less forml pproh thn strit pplition of the disiplinry requirements of the Armed Fores Disipline At. Guidne for ommnders nd mngers on the exerise of disretion would e pproprite. 29 Where llegtions re mde ginst ivil stff, nd they do not involve riminl offenes, Anti-Hrssment Investigtors or other personnel trined in the ondut of ivilin investigtions re ppointed to investigte. MONITORING OF ABUSE INCIDENTS 30 Chrges under the Armed Fores Disipline At re reorded nd nlysed t Servie level, ut NZDF-wide dt on the numers of hrges tht relte to vrious forms of use re not mintined. 31 NZDF poliy requires inidents of hrssment nd disrimintion to e reported for sttistil purposes. Commnders, mngers, Anti- Hrssment Advisers, hplins, psyhologists, nd welfre servies stff must report eh inident of disrimintion or hrssment rought to their ttention. 32 Other sttistis relting to use inlude the NZDF s Ongoing Attitude Survey, whih inludes questions on experienes nd oservtions of hrssment nd disrimintion; the Nvy s nnul ttitude survey; exit surveys; nd newly-instigted ohort studies, whih will tre Servie memers from reruitment throughout their reers. AWARENESS TRAINING 33 Eh Servie inultes militry personnel in its ore vlues on entry nd throughout their reers. Ause prevention nd mngement poliies nd prties re introdued erly in new entrnt trining. New entrnts re provided with sttement of expeted stndrds of ehviour nd ore vlues. They re lso told out the vrious soures of ssistne ville to them nd the nmes nd ontt detils of Anti-Hrssment Advisers. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - vii

9 EXECUTIVE SUMMARY 34 The Servies reinfore use prevention messges over the ourse of memer s reer. The reinforement usully tkes the form of riefings, seminrs or workshops, nd inludes: d wht onstitutes disrimintion nd hrssment; wreness of the relevnt legisltion; the NZDF poliy on preventing disrimintion nd hrssment; nd n overview of hrssment nd disrimintion resolution options nd investigtive proedures. 35 Civil stff reeive indution trining on tking up employment with the NZDF. Indution trining inludes sessions on hrssment nd disrimintion, nd informtion on soures of ssistne if needed. EXPECTATIONS 36 There re urrently no omprehensive mesurement nd reporting systems tht we ould rely upon to estlish the effetiveness of poliies nd proedures. As result, we estlished set of expettions to ssist us reh n informed opinion. These expettions, if met, would demonstrte tht pproprite poliies nd prties hd een developed, nd were eing implemented. 37 We formulted fifteen expettions. Annex A presents eh expettion with summry of our findings. Seven hve een met nd seven prtly met. We found only one of our expettions ws not met. EXPECTATION NOT MET MONITORING SYSTEMS 38 We expeted tht monitoring systems would e in ple to mesure the effetiveness of poliies nd inform further poliy development. This expettion ws not met for the following resons: d while there re high-level ojetives for use mngement nd prevention, these re not expressed in wy tht enles their hievement to e mesured; it is pprent tht not ll omplints or inidents of hrssment nd disrimintion re reorded; not ll the dt ville out use is reported to NZDF leders in omprehensive wy; nd there is no ongoing ssessment of the effetiveness of poliies nd prties. P O L I C I E S A N D P R A C T I C E S R E L A T I N G T O P H Y S I C A L, S E X U A L, A N D O T H E R A B U S E S - viii

10 EXECUTIVE SUMMARY 39 As onsequene of the sene of omprehensive system of performne mesurement nd reporting it is unler how the NZDF would reognise if it needed to tke orretive tion. RECOMMENDATIONS 40 It is reommended tht the NZDF: implements omprehensive system of performne mesurement to monitor the effetiveness of its use prevention poliies; nd provides guidne to ommnders nd mngers on the exerise of disretion in deiding whether to tke disiplinry or dministrtive pproh to deling with omplints of use. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - ix

11 CHIEF OF DEFENCE FORCE RESPONSE CHIEF OF DEFENCE FORCE RESPONSE 1 2 POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - x

12 SECTION 1 INTRODUCTION INTRODUCTION 1.1 This review exmined New Zelnd Defene Fore (NZDF) poliies nd prties to prevent nd mnge physil nd sexul ssults nd other forms of use. 1.2 The review followed Cinet deision 2 tht n dministrtive review would e undertken to exmine the effiy of urrent poliies nd prties of the NZDF to prevent physil, sexul nd other use. 1.3 In this report we: desrie the NZDF s poliies to prevent nd mnge use; desrie how those poliies re put into prtie; nd ssess whether the poliies nd prties re hieving the desired outome. 1.4 Although the review overed ll forms of use, the NZDF s poliies fous on preventing nd mnging hrssment nd disrimintion. This is euse: d the ingredients of ssult nd its onsequenes re well estlished in riminl nd militry lw nd well known to militry personnel; wht onstitutes disrimintion nd hrssment n e sujetive nd therefore more diffiult to del with; ommnders nd mngers need good personnel mngement skills to prevent nd mnge hrssment nd disrimintion effetively; nd the mjority of omplints out uneptle ehviour in the NZDF involve hrssment nd disrimintion. 1.5 The review overed militry personnel nd NZDF ivil stff. 2 CAB Min (04) 33/10. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 1

13 SECTION 1 - INTRODUCTION DEFINING ABUSE 1.6 For the purposes of this review, we inluded physil nd sexul ssult, hrssment, nd disrimintion within the mening of use. The Conise Oxford English Ditionry defines: d ssult s to mke n ssult on, where ssult is defined s violent ttk or n t tht thretens physil hrm to person whether or not tul hrm is done ; hrss s to torment y sujeting to onstnt interferene nd intimidtion ; disriminte s to mke n unjust distintion in the tretment of different tegories of people, espeilly on the grounds of re, sex or ge hene, disrimintion the tion of disriminting ginst people nd showing disrimintion or prejudie ; nd use s to use to d effet or for d purpose to tret with ruelty or violene, viz to ssult sexully, or ddress in n insulting nd offensive wy nd the improper use of something, ruel nd violent tretment, viz sexul ssult, or insulting nd offensive lnguge. Ausive is to e extremely offensive nd insulting, or hrterised y illeglity or physil use. METHODOLOGY 1.7 We gthered most of the informtion for this review from over fifty interviews with NZDF personnel. Following initil interviews in Personnel Brnh nd the Diretorte of Legl Servie in HQ NZDF, we visited the Nvl Bse, Wiouru Army Cmp, nd RNZAF Bse Woodourne. Initil nd most rnh nd trde trining is onduted t these lotions. During these visits we interviewed wide rnge of mngers nd support personnel. This inluded ommnding offiers, personnel mngers, legl stff, psyhologists, hplins, medil offiers, welfre support offiers, trining shool diretors nd instrutors, s well s personnel with speifi responsiilities in preventing nd mnging use. 1.8 We lso interviewed, in groups, pproximtely 30 junior militry personnel who hd ompleted initil trining within the lst 12 months. 1.9 We exmined NZDF nd Servie poliies nd other written mteril tht indited how these poliies were put into prtie. This inluded Personnel Brnh files, trining instrutions, externl reviews of equity nd diversity in the NZDF, offier hndooks, nd trining progrmmes for new entrnts nd offiers We did not invite sumissions from NZDF personnel or others. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 2

14 SECTION 1 - INTRODUCTION THE MILITARY CULTURE HIGH STANDARDS OF BEHAVIOUR 1.11 The NZDF hs estlished high enhmrk for personl nd professionl ehviour, sed on individul nd olletive disipline. Expeted stndrds of disipline nd ehviour re higher thn is generlly the se in New Zelnd soiety. There re three primry resons for this: The New Zelnd puli expets high stndrds of professionl nd personl ondut from NZDF personnel. Mny opertionl tivities require disiplined temwork to ensure sfety. Sfely hndling wepons nd omplex equipment requires self-disipline nd good judgement. Offiers nd non-ommissioned offiers hve high degree of uthority over their suordintes. They hve prtiulr responsiility to exerise tht uthority with integrity. DUTY OF CARE AND LEADERSHIP 1.12 Temwork nd disipline re ritil to militry effiieny nd effetiveness. They re hieved through hierrhil system in whih rnk nd ledership re key. Offiers nd non-ommissioned offiers re given high degree of uthority over their suordintes; ut ound to this uthority is duty of re. Duty of re requires superiors to ensure the well-eing of suordintes nd to tret them firly nd respetfully. Filure to meet eptle stndrds in this regrd is serious filure of ledership. CORE VALUES 1.13 The NZDF is ound y ommon vlues tht ontriute to militry effiieny nd effetiveness: loylty, integrity, professionlism nd ommitment Eh Servie ples onsiderle emphsis on its own ore vlues. These ore vlues underpin tem pproh y stting the responsiilities personnel hve towrds others. As prt of their initil trining, new entrnts re mde fully wre of the signifine nd prtil pplition of these vlues. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 3

15 SECTION 1 - INTRODUCTION INITIAL TRAINING 1.15 The mjority of militry personnel join the rmed fores t young ge. They re pled in n environment of whih they hve no previous experiene. This environment inludes ommunl living, high level of disipline, peer pressure to perform, nd trining regime tht is foussed on uilding tem ohesion nd the need to oey orders nd instrutions. The ltter is ornerstone of militry ulture. In dngerous or highpressure situtions suh s omt nd olletive trining, the ility of ll memers of unit to respond instintively nd without hesittion to the diretion of their superiors is ruil. For this reson we took prtiulr notie of the wy people were treted, or pereived themselves to e treted, during initil trining. REVIEW OF PROGRESS OF THE BURTON REPORT 1.16 The NZDF introdued numer of poliy inititives round the time of n udit of gender integrtion in the NZDF, rried out for the Humn Rights Commission nd the NZDF in 1997/98. The report of tht udit, issued in Otoer 1998, is known s the Burton Report At the sme time s we onduted this present review, Top Drwer Consultnts were reviewing the NZDF s progress in implementing reommendtions from the Burton Report. The Top Drwer Consultnts work inludes omment on the pproh the NZDF hs tken to hrssment, whih ws identified s onern in the Burton Report Top Drwer Consultnts hd not finlised their report t the time of writing. Their drft findings with respet to hrssment were onsistent with our own. 3 Burton, C. (1998). Report of the Gender Integrtion Audit of the New Zelnd Defene Fore. Humn Rights Commission nd New Zelnd Defene Fore. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 4

16 SECTION 2 POLICIES FOR PREVENTING AND MANAGING ABUSE INTRODUCTION 2.1 This setion desries the sttutory kground for NZDF poliies to prevent nd mnge use. This setion lso identifies the key Defene Fore Orders relting to hrssment nd disrimintion. In ddition to these orders there re other NZDF pulitions tht prtly, or indiretly, relte to preventing nd mnging use. The douments over, for exmple, Equl Employment Opportunity (EEO) poliy, indution of ivil stff, nd trining mnuls. STATUTORY BACKGROUND 2.2 All memers (militry nd ivil) of the NZDF re sujet to the ordinry lws of New Zelnd. Consequently they re lile to proseution for rehes of ll sttutory provisions relting to ondut nd ehviour. 2.3 The Employment Reltions At 2000 pplies to the Civil Stff of the NZDF in ordne with s 69 of the Defene At 1990 (the Defene At). The Employment Reltions At prohiits disrimintion on the grounds set out in the Humn Rights At Militry personnel re sujet to the Armed Fores Disipline At 1971 (the Armed Fores Disipline At), whih estlishes numer of offenes not found in ivil lw. The setions of the At tht re relevnt to this review re: Setion 35: Violene to superior offier. Offenes under s 35 inlude striking or using violene ginst superior offier, or ttempting to use violene ginst superior offier. The mximum penlty is five yers imprisonment. Setion 36: Insuordinte ehviour. Insuordinte ehviour is defined s using thretening, insuordinte or insulting lnguge to superior offier. The mximum penlty for this offene is two yers imprisonment. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 5

17 SECTION 2 - POLICIES FOR PREVENTING AND MANAGING ABUSE Setion 41: Ill-tretment of person of lower rnk. Offenes under s 41 inlude striking or otherwise ill-treting nyone who holds lower rnk. The mximum penlty is two yers imprisonment. The ojetive of this setion is to prevent memers of the Armed Fores from suffering physil use t the hnds of their superiors. Illtretment is not defined, ut is mtter of degree of ssult. It inludes, for exmple, kiking, utting, stoning, or shoving. d e f Setion 42: Cruel or disgreful ondut. Behving in ruel mnner towrds person is n offene under s 42. Behving in disgreful nd indeent mnner is lso n offene under this setion. The mximum penlty is two yers imprisonment. Cruel is defined s showing indifferene to, or hving plesure in, the suffering of nother reture. The suffering does not neessrily hve to e physil. Setion 43: Fighting or using disturne. Offenes under this setion inlude: fighting; using thretening, insulting, or provotive lnguge; nd using disturne. The mximum penlty is three months imprisonment. Setion 73: Condut prejudiil to servie disipline. A memer of the Armed Fores ommits n offene under s 73 when he or she does or omits n t likely to: (i) (ii) prejudie servie disipline; or ring disredit on the Servie to whih he or she elongs or is tthed to. The mximum penlty for this offene is two yers imprisonment. g Setion 74: Offenes ginst the ivil lw of New Zelnd. A memer of the Armed Fores ommits n offene under s 74 if he or she ommits n offene ginst ny ivil lw of New Zelnd. 4 The Armed Fores Disipline At pplies to militry personnel in New Zelnd nd on deployment overses. This setion therefore llows the Armed Fores to mintin omplete legl ode when operting outside New Zelnd. 2.5 Militry personnel re lso sujet to the Lw of Armed Conflit nd interntionl onventions relting to the tretment of prisoners or ivilins in opertionl thetres. 4 If the offene is treson, murder, mnslughter, sexul violtion or igmy, nd is rried out in New Zelnd, the defendnt must e tried in the ivil ourts unless the Attorney-Generl onsents to tril y ourts mrtil. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 6

18 POLICY AND PROCEDURES SECTION 2 - POLICIES FOR PREVENTING AND MANAGING ABUSE 2.6 The NZDF s poliy nd proedures for preventing nd mnging disrimintion nd hrssment re set out in DFO 4 - Defene Fore Orders for Personnel Administrtion, whih pplies to ll militry personnel. 2.7 Chpter 27 of DFO 4 sets out the ontext for poliies for preventing nd mnging disrimintion nd hrssment. It emphsises temwork, olletive disipline, mutul respet, nd the oligtions of personnel to foster good working reltionships. Speifilly, DFO 4 sttes: 27.3 Mutul respet is the foundtion for smll group ohesion, while respet for ommnd reltionships, olletive disipline nd mintenne of morle re ll essentil to opertionl effetiveness. These requirements ple n oligtion on personnel to foster good working reltionships, nd to refrin from ehviour whih results in loss of onfidene in person s ility to ontriute to the mutul dependene nd olletive disipline of the group of whih the person is prt, or is ontrry to nd inonsistent with the militry ojetives of professionl nd personl ondut required to hieve suh ojetives Any form of disrimintion or hrssment is uneptle. It dversely ffets interpersonl reltionships nd thus prejudies unit ohesion, ommnd strutures nd the helth, esteem nd jo stisftion of people. It lso ompromises equity in the workple nd is ontrry to militry nd ivil lw. The NZDF is strongly ommitted to the prevention nd elimintion of disrimintion nd hrssment in workples. Commnders nd mngers re responsile to militry personnel nd ivil stff for providing nd mintining work environment free from hrssment nd disrimintion of ny sort. 2.8 Prgrph 27.7 sttes tht the NZDF is ommitted to providing n environment free from disrimintion nd hrssment Therefore no NZDF personnel re to sujet ny other person to ny ts of disrimintion or hrssment. 2.9 Commnders nd mngers re required to tke ll prtile nd resonle steps to prevent hrssment nd disrimintion. They re lso required to pply the NZDF s resolution proedures if n inident ours. DFO 4 sttes: Commnders nd ivilin mngers re to tke ll prtile nd resonle steps to prevent disrimintion nd hrssment from tking ple in workples for whih they re responsile. These steps re to inlude, ut re not limited to, trining in the prevention of disrimintion nd hrssment, ommunition of relevnt informtion, inluding the NZDF poliy, intervening if hrssment or disrimintion is oserved nd ting promptly on requests to instigte n in-house resolution proess. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 7

19 SECTION 2 - POLICIES FOR PREVENTING AND MANAGING ABUSE All militry personnel nd ivil stff hve the right to the timely pplition of the in-house resolution proedures if hrssment or disrimintion ours. Any investigtion of disrimintion or hrssment llegtion is to e rried out firly nd imprtilly. Where disrimintion or hrssment hs een found to our, ommnders re responsile for tking orretive tion pproprite to the irumstnes DFO 4, Chpter 27 defines sexul offenes, disrimintion, nd hrssment. SEXUAL OFFENCES 2.11 There re three types of sexul offenes: offensive ehviour or lnguge; indeent ssult; nd sexul violtion If sexul offene is lleged, ommnders re required to instigte forml ivilin or militry polie investigtion s pproprite, tking into onsidertion the wishes of the omplinnt. DISCRIMINATION 2.13 Disrimintion is divided into three rod types: diret disrimintion, whih ours when hrteristis irrelevnt to person s ility to do jo ffet employment deisions; indiret disrimintion, whih ours when poliies nd prties unfirly dvntge one group of people over nother group; nd systemi disrimintion, whih ours when n entire network of rules nd prties unfirly disdvntge less empowered group nd unfirly dvntge the dominnt group. HARASSMENT 2.14 DFO 4 defines hrssment s eing sujeted to verl or physil ehviour tht is unwelome, personlly offensive nd fils to respet the rights of others. The following re regrded s hrssment: d e sexul hrssment; ril hrssment; disility hrssment; gender hrssment; nd ullying, whih inludes: (i) verl ullying, POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 8

20 SECTION 2 - POLICIES FOR PREVENTING AND MANAGING ABUSE (ii) (iii) mnipulting the work environment, nd psyhologil mnipultion. CIVIL STAFF 2.15 DFO 16 Defene Fore Orders for Civil Stff Administrtion pplies to ll NZDF ivil stff. Chpter 17 sets out poliy nd proedures for preventing nd mnging disrimintion nd hrssment. The instrutions re similr to those pplile to militry personnel in DFO Employment ontrts for NZDF ivil stff inorporte ode of ondut tht prohiits serious nd generl misondut. Generl misondut is desried s ehviour y n employee tht is inonsistent with his or her duty to the employer. The ode gives exmples of generl misondut, whih inlude deliertely ehving in wy tht will use unresonle distress to other employees, or whih will upset their work performne The ode of ondut lso sets out the NZDF s poliies on preventing hrssment nd disrimintion. Civil stff memers found to hve rehed the ode of ondut re sujet to the disiplinry proedures set out in the ode. Hrssment is onsidered serious misondut. EQUAL EMPLOYMENT OPPORTUNITY 2.18 DFO 4 explins tht EEO is designed to rete good nd sfe working environment for memers of the Armed Fores nd ivil stff. In suh workple everyone is le to prtiipte nd ompete equitly to develop their full potentil nd e rewrded for their ontriution regrdless of gender, ethniity, disility, sexul orienttion, ge, eliefs/opinions or fmily irumstnes. SERVICE POLICIES 2.19 Eh Servie hs its own pprohes for preventing nd mnging use. Servie orders nd instrutions reflet the overrhing NZDF poliy in DFO 4, nd provide guidne to ommnders nd mngers on the mngement of prolems. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 9

21 SECTION 3 STRUCTURES FOR PREVENTING AND MANAGING ABUSE INTRODUCTION 3.1 The NZDF offers numer of options for militry personnel or ivil stff who feel used nd wnt ssistne. The NZDF s im is to ensure tht nyone needing help n find someone pprohle to tlk to nd reeive n pproprite response. Soures of ssistne fll into three rod tegories: the ommnd hin/mngers; the nti-hrssment network; nd professionl support servies. 3.2 In theory, Servie memer or ivilin employee sujeted to use or uneptle ehviour (no mtter how minor) should lwys pproh their immedite superior in the first instne. In prtie, however, this is not lwys pproprite. This my e euse: the superior is the person llegedly ommitting the use; the issue is sensitive; or the person omplining of the use my not wnt to involve the ommnd hin, euse this might invoke forml investigtion or disiplinry proess. The person my simply wnt dvie nd ssistne in deling with the sitution. 3.3 Setion 103 of the Armed Fores Disipline At requires tht ny llegtion of n offene ginst tht At must e investigted s disiplinry mtter. However, soures of ssistne tht omplement the ommnd hin n e helpful in resolving some ses of uneptle ehviour. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 10

22 SECTION 3 - STRUCTURES FOR PREVENTING AND MANAGING ABUSE THE COMMAND CHAIN AND CIVIL STAFF MANAGEMENT THE COMMAND CHAIN 3.4 Under the Defene At, CDF is responsile for militry nd ivil stff. CDF is ountle to the Minister of Defene. Servie Chiefs nd the Commnder Joint Fores New Zelnd re responsile for developing nd o-ordinting personnel poliies nd prties to prevent nd mnge use. They re ountle to CDF. 3.5 DFO 4 pr ples on ommnders nd mngers t ll levels duty to ensure tht: d e f g they set y exmple, nd expet, good stndrds of ehviour t ll levels of ommnd nd mngement; ll NZDF personnel under their ontrol re wre of the NZDF disrimintion nd hrssment poliy; the workple is free from disrimintion nd hrssment; the pproprite tion ours if hrssment or disrimintion is oserved; they t immeditely should request e mde to resolve hrssment or disrimintion prolem; immedite orretive tion is tken to del with ny ehviour or spet of the work environment tht my e onstrued s offensive or intimidting; nd should se e rought to their notie tht is of serious nture, hs sfety implitions, indites repet offender or if the respondent is of more senior rnk/sttus thn the individul tht they t promptly in ordne with the requirements of s 103 of the Armed Fores Disipline At. 3.6 Commnders nd mngers must lso ensure personnel re wre of soures of dvie nd informtion out mking omplint. They re required to mintin n environment where omplinnts, respondents nd witnesses re onfident they will reeive support from their superiors. CIVIL STAFF MANAGERS 3.7 NZDF Senior Humn Resoure Advisers loted t ses nd mps report to the Assistnt Chief (Personnel), HQ NZDF. They provide dvie to ivil stff who pproh them for ssistne nd to other mngers who hve reeived omplints of use from ivil stff. 3.8 Civil stff who re memers of the Puli Servie Assoition my lso pproh their lol delegte for ssistne. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 11

23 SECTION 3 - STRUCTURES FOR PREVENTING AND MANAGING ABUSE THE ANTI-HARASSMENT AND DISCRIMINATION NETWORK PERSONNEL BRANCH 3.9 The Assistnt Chief (Personnel) provides CDF, Servie Chiefs, nd the Commnder Joint Fores New Zelnd with poliy dvie on personnel mtters. This dvie overs the nti-hrssment nd disrimintion network desried in detil in setion The Assistnt Chief (Personnel) lso o-ordintes trining ross the Servies in equity nd diversity, nd equl employment opportunities HQ NZDF Personnel Brnh hs produed guide for mngers nd ommnders on the proesses nd proedures for deling with inidents of hrssment nd disrimintion. The Brnh hs lso produed guide to ssist Anti-Hrssment Advisers, who form prt of the nti-hrssment nd disrimintion network desried in setion Personnel Brnh sponsors Defene Equity Working Group. The Group omprises the Mnger Humn Resoures Poliy nd Cpility, the Senior Humn Resoures Adviser (Equity), the Militry Humn Resoures Adviser (Equity), Servie EEO Co-ordintors nd the HQ JFNZ EEO Co-ordintor. The Group meets eight to ten times per yer to disuss over-rhing poliy, shre informtion, nd ensure the Servies re working towrds ommon gol. PROFESSIONAL SUPPORT SERVICES 3.13 The NZDF employs rnge of professionls in res involving the re nd well-eing of individuls. These professionls re le to give prtil dvie nd ssistne to ommnders nd mngers on use issues. Professionls lso offer nother venue of support nd dvie for people who my hve een sujeted to some form of use or who need ssistne in deling with sensitive issues. Personnel in support servies inlude: d helth-relted professionls; psyhologists; hplins; nd welfre servies Setion 5 of this report desries the roles of the individul support servies. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 12

24 SECTION 3 - STRUCTURES FOR PREVENTING AND MANAGING ABUSE LEGAL ADVICE TO COMMANDERS AND MANAGERS 3.15 NZDF legl offiers provide dvie to ommnders nd mngers on opertionl nd disiplinry mtters. They ontriute to ensuring rules nd proedures re pplied effiiently nd issues delt with ppropritely nd quikly. Legl offiers lso ssist with trining in the Lw of Armed Conflit nd militry lw. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 13

25 SECTION 4 PROCESSES FOR MANAGING ALLEGATIONS AND COMPLAINTS OF ABUSE INTRODUCTION 4.1 This setion desries the proesses within the NZDF for mnging llegtions or omplints of use, inluding ppels proesses. It lso outlines how inidents of use re reported nd monitored. DISCIPLINARY PROCESSES FOR MILITARY PERSONNEL 4.2 A Servie memer who is lleged to hve ommitted n offene under the Armed Fores Disipline At will e rought efore his or her ommnding offier or delegte. If, fter investigtion, there re grounds for proeeding, the ommnding offier my try nd, if found guilty, punish the lleged offender, or remnd him or her for tril y ourt mrtil. 4.3 The ommnding offier hs no disretion regrding the forml investigtion of n lleged offene. Setion 103 of the Armed Fores Disipline At sttes: the ommnding offier. shll, unless he onsiders tht the llegtion is not well-founded, either: use the llegtion to e reorded in the form of hrge nd to e investigted in ordne with the rules of proedure; or use the llegtion to e referred to the pproprite ivil uthority for investigtion. ADMINISTRATIVE PROCESSES 4.4 Administrtive proesses my e used where ehviour is uneptle ut does not onstitute n offene. This ehviour my e noted ion Servie memer s personl reords. 4.5 If Servie memer is involved in series of inidents tht re not hrgele under the Armed Fores Disipline At, ut nonetheless disply uneptle ehviour, he or she ould e onsidered for n dministrtive relese from the Servie under provisions set out in DFO 4. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 14

26 SECTION 4 - PROCESSES FOR MANAGING ALLEGATIONS AND COMPLAINTS ANTI-HARASSMENT AND DISCRIMINATION NETWORK 4.6 DFO 4, Chpter 27 requires prtile nd resonle support e given to nyone who feels hrssed, disriminted ginst, or sujeted to uneptle ehviour. Suh individuls must lso e informed of the options for further dvie nd wht support is ville to them. They my pproh their ommnder or mnger for this informtion. Alterntively, they my use the nti-hrssment nd disrimintion network. Tht network is designed to offer n lterntive venue for ssistne. It is lso ville to provide dvie to ommnders nd mngers in deling with diffiult situtions. 4.7 The network is mde up of militry personnel nd ivil stff s follows: d e f g Anti-Hrssment Advisers: Trined, voluntry personnel who provide ssistne nd support to individuls who elieve they hve een hrssed. Anti-Hrssment Advisers do not t s dvotes for the omplinnt. Anti-Hrssment Meditors: Anti-Hrssment Advisers trined in onflit resolution. They t s intermediries etween personnel involved in hrssment issues. Anti-Hrssment Investigtors: Anti-Hrssment Advisers trined in investigtion proedures. They t in ses where disiplinry tion hs not een pursued. Anti-Hrssment Helpline: A onfidentil 0800 numer, whih opertes etween 8.00 m nd 8.00 pm on weekdys. It is stffed y Anti-Hrssment Advisers. EEO Co-ordintors (in eh of the Servies, HQ NZDF, nd HQ JFNZ): Promote, o-ordinte, nd report on EEO tivities within their Servie. EEO Advisory Offiers: Provide dvie to ommnders nd mngers on EEO relted legisltion, disrimintion, nd equity. EEO Triners: Provide riefings to units or shools on generl EEO issues. 4.8 In most ses Anti-Hrssment Advisers re required to tret informtion with strit onfidene. However, there re situtions where they must give informtion on n inident to ommnder or mnger (hving first dvised the omplinnt). These situtions re: if the hrssment or disrimintion thretens the sfety of personnel; where reh of the Armed Fores Disipline At or New Zelnd lw hs een lleged; or POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 15

27 SECTION 4 - PROCESSES FOR MANAGING ALLEGATIONS AND COMPLAINTS when there is signifint effet on the individul s work performne nd the workple in generl. RESOLUTION OPTIONS FOR HARASSMENT OR DISCRIMINATION 4.9 Around hlf (56%) of ll omplints out hrssment nd disrimintion re resolved informlly. 5 This inludes seeking ssistne from n Anti- Hrssment Adviser or supervisor, ut it often involves self-help. Selfhelp my men the omplinnt stting lerly to the respondent tht the ehviour is offensive nd demnding tht it ese. This gives the respondent feedk out their ehviour. It offers the opportunity for them to hnge their ehviour, espeilly when it hs een unintentionlly offensive. There re mny different methods of self-help, nd prt of the Anti-Hrssment Adviser s role is to dvise on these Issues n lso e resolved through forml medition or investigtion. THE FORMAL INVESTIGATION PROCESS 4.11 Complinnts or respondents my request forml investigtion. Where n llegtion hs een mde ginst militry person, the proess to e followed depends on the evidene. If there is evidene of n offene under the Armed Fores Disipline At the norml disiplinry proesses re used. Where evidene of n offene is less ler, ommnders nd mngers must judge whether Servie Polie, Anti-Hrssment Investigtors, or oth should investigte. The poliy suggests tht Anti- Hrssment Investigtors re est suited to inidents where issues re sensitive nd, if proven, the inident is likely to result in dministrtive rther thn disiplinry tion Where llegtions re mde ginst ivil stff tht do not involve riminl offenes, Anti-Hrssment Investigtors or other personnel trined in the ondut of investigtions re ppointed to investigte. DFO 4 suggests two suitle investigtors should e ppointed. The ppointments should reflet the rnk nd sttus, sex, nd other irumstnes of the omplinnt nd respondent For militry personnel, the outome of forml investigtion my e disiplinry or dministrtive tion. There re severl possile outomes for ivil stff. These rnge from referrl to the NZDF s Employee Assistne Progrmme to dismissl without notie in ses of serious misondut. The forml investigtion my lso result in reommendtion of medition etween the prties. 5 Mngement of Hrssment nd Disrimintion: Reported Inidents from 30 June June /CPP/3/13. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 16

28 SECTION 4 - PROCESSES FOR MANAGING ALLEGATIONS AND COMPLAINTS COMPLAINTS UNDER THE DEFENCE ACT 4.14 Under s 49 of the Defene At, memers of the Armed Fores who onsider they hve een wronged in ny mtter n mke omplint. 6 Most omplints re relted to onditions of servie. Militry personnel my lso mke omplint under the Defene At if: they elieve the outome of forml hrssment or disrimintion investigtion is unfir; or they elieve the orret proess ws not dhered to A omplint is normlly mde first to the Servie memer s immedite superior, who is responsile for hving the omplint investigted s soon s possile. If the offier to whom the omplint ws mde does not hve the uthority to redress it, the omplint is referred up the ommnd hin. As lst resort, the Servie memer my omplin to CDF. The Judge Advote Generl dvises CDF on suh omplints. COMPLAINTS UNDER THE EMPLOYMENT RELATIONS ACT Under Prt 9 of the Employment Reltions At 2000, ivil stff my tke personl grievne on the sis of eing disriminted ginst or hrssed in their jo. Civil stff my lso pursue personl grievne if they elieve the outome of forml hrssment or disrimintion investigtion is unfir; or tht the orret proess ws not dhered to. OTHER AVENUES FOR COMPLAINT 4.17 Avenues outside the NZDF for deling with omplints of use, or in situtions where militry personnel or ivil stff feel unfirly treted y NZDF proesses for investigting use, inlude: Memers of Prliment: Servie memers nd ivil stff hve the right to ddress omplints to Memer of Prliment on ny mtter. However, they re enourged to use Servie omplints proedures in the first instne. Humn Rights Commission: A omplinnt hs the right to pproh the Humn Rights Commission in respet of omplints of unlwful disrimintion. The Humn Rights Commission will usully expet the individul to hve first exhusted the NZDF s internl proedures for deling with these mtters. 6 This sttutory right reflets the nture of servie in the Armed Fores. A Servie memer is under oligtion to oey ll lwful ommnds of his or her superiors. The Defene At 1990 provides n venue for redressing unfir tretment in these irumstnes. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 17

29 SECTION 4 - PROCESSES FOR MANAGING ALLEGATIONS AND COMPLAINTS d The Privy Commissioner: Complints my e mde to the Privy Commissioner in respet of rehes of privy (for exmple, in the ourse of n nti-hrssment investigtion). Proteted Dislosures At 2000: This At enles militry personnel nd ivil stff to dislose ny serious wrongdoing within the NZDF, provided the proedures in Chpter 8 of DFO 70 - Defene Fore Orders for Offiil Informtion re omplied with. The At protets personnel from dismissl or other penlties for dislosing the serious wrongdoing. MONITORING AND REPORTING OF INCIDENTS OF ABUSE INCIDENTS RESULTING IN DISCIPLINARY PROCEEDINGS 4.18 Chrges under the Armed Fores Disipline At re reorded on hrge sheets. The Servies forwrd opies of hrge sheets to the HQ NZDF Diretorte of Legl Servies. The Diretorte stores the hrge sheets, ut does not nlyse them. NZDF-wide dt on the numer of hrges tht relte to vrious forms of use is not mintined. INCIDENTS OF HARASSMENT AND DISCRIMINATION 4.19 DFO 4 stipultes the requirements for reporting inidents of hrssment nd disrimintion for sttistil purposes. Commnders, mngers, Anti-Hrssment Advisers, hplins, psyhologists, nd welfre servies stff must report eh inident of disrimintion or hrssment rought to their ttention. 7 The mehnism for reording nd reporting omplints is form MD 1037 NZDF Hrssment nd Disrimintion Report The MD 1037 hs two prts: prt 1 is ompleted immeditely on initil ontt with the individul; prt 2 is ompleted when the omplint is resolved. (Nmes or other identifying informtion out the people involved re not inluded.) The forms re forwrded to the lol EEO Advisory Offier. Written updtes must e provided to the EEO Advisory Offier if the omplint is not resolved within 20 dys Every six months, EEO Advisory Offiers forwrd ompleted reports to their Servie EEO Co-ordintor. The EEO Co-ordintor ompiles nd nlyses the reports nd produes summry of hrssment nd disrimintion trends for their Servie. Personnel Brnh ggregtes these summries nd forwrds them to the CDF. The NZDF is urrently introduing ontinul reporting (i.e. the Servie EEO Co-ordintors send forms MD 1037 to Personnel Brnh s soon s they re ompleted). 7 The DFO does not inlude medil offiers in this list. However, s noted in prgrphs 5.2 nd 5.3, they re lert to the signs of physil or forms or use. Medil offiers re required to inform ommnders of nything tht ffets opertionl sfety. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 18

30 SECTION 4 - PROCESSES FOR MANAGING ALLEGATIONS AND COMPLAINTS COMPLAINTS UNDER THE DEFENCE ACT 4.22 Units nd hedqurters re required to mintin register of ll omplints mde under s 49 of the Defene At. The next higher hedqurters udits the registers in April eh yer. Servie Chiefs re required nnully to report to CDF on omplints mde y memers of their Servie. This inludes summry of the omplints filed, the levels of ommnd t whih omplints were investigted, nd the numer of omplints redressed. OTHER STATISTICS RELATING TO ABUSE 4.23 The NZDF s Ongoing Attitude Survey provides n indition of the levels of hrssment oserved nd experiened y militry personnel nd ivil stff. All militry personnel nd ivil stff re eligile to e smpled for the Ongoing Attitude Survey, whih hs een onduted on qurterly sis sine April The survey inludes severl questions on equity issues, inluding experienes nd oservtions of hrssment nd disrimintion. The Nvy lso onduts n nnul ttitude survey Servie exit surveys ollet informtion out the resons why militry personnel nd ivil stff leve the Servies. Aville tegories re urrently very rod. The exit survey is eing revised to eliit more informtion out people s resons for leving, whih might provide further dt on disrimintion nd hrssment In 2005 the NZDF will egin ohort study to trk group of personnel from first entry, through trining nd reer progression, until deprture from the NZDF. Personnel will e surveyed gin 18 months fter joining the NZDF nd then nnully for the reminder of their reers. It is intended to repet the survey for new ohort every three yers or so The ohort survey will mesure reruits expettions t the eginning of their trining. Reruits will e surveyed gin either t premture exit or grdution from initil trining. The survey will inlude questions out whether they experiened or oserved hrssment, disrimintion, or ullying during trining. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 19

31 SECTION 5 PROFESSIONAL ASSISTANCE AND ADVICE INTRODUCTION 5.1 This setion desries the professionl dvie nd ssistne offered y vrious support servies within the NZDF. These support servies re independent of the nti-hrssment network. However, they my work with Anti-Hrssment Advisers to identify issues. HEALTH-RELATED PROFESSIONALS 5.2 In their provision of medil re to NZDF personnel, medil offiers re le to detet the signs of physil or other forms of use. We were informed tht medil offiers re espeilly lert to these possiilities mong those undergoing initil trining. Memers of the Armed Fores my onsult medil stff t ny time. They re not required to seek permission or to give resons. 5.3 While medil offiers mintin ptient onfidentility, they re required to inform ommnders of nything tht ffets opertionl sfety. PSYCHOLOGISTS 5.4 The NZDF employs industril psyhologists whose funtions inlude: ssisting new entrnts to mnge stress, homesikness, motivtion, nd inter-personl reltionships, nd to develop study skills; mking presenttions to rnge of udienes on topis suh s ledership skills, stress mngement, onflit resolution, ommunition skills, ssertiveness, nd deling with diffiult people; nd providing dvie to ommnders on how to del with orgnistionl issues nd diffiult situtions. 5.5 A ommnder my refer trinee to psyhologist. Usully this is euse of poor trining performne. The use my e lk of study tehnique, ut there my e personl issues or stress relted to djusting to the rrks environment. POLICIES AND PRACTICES RELATING TO PHYSICAL, SEXUAL, AND OTHER ABUSES - 20