Military Sharp Training - SHARP is a proactive US military program aimed at combating sexual harassment and assault on the job.
Sexual harassment is a crime in the Armed Forces under Article 134 of the UCMJ Executive Order of 26 January 2022.
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Those charged with a crime such as sexual harassment or assault are subject to the UCMJ (or civil statute). Victims of these crimes are protected from disciplinary action or prosecution beginning with the 2022 Army Directive.
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A Special Trial Advocate, part of the Judge Advocate General's Corps, was created to deal with harmful conduct,
Army regulation AR 600-20 describes the responsibilities of unit commanders in the event of sexual harassment/assault and the expected responses and/or preventive actions.
The 2021 law was intended to separate the commander of a previously attacked unit from the role of military prosecutor in cases involving allegations of sexual assault.
Commanders at FORSCOM, III Corps, and §Fort Hood levels now have specific actions to resolve a Sexual Assault Review Board complaint.
Soldiers Sharpen Their Resolve To Prevent Sexual Assault And Harassment > Andersen Air Force Base > Features
The Provost Marshal and Military Police will no longer conduct criminal investigations. A new branch will be established for Air Force and Army Special Agts.
FORSCOM now requires that investigators be selected from outside the brigade-size element of a facility where a complaint is being processed.
A two-star general was reprimanded for conducting a SHARP investigation internally in 2021 instead of turning the investigation over to CID.
On December 8, 2020, the Secretary of the Army announced that the SHARP program had failed in its mandate, particularly in the command culture at Fort Hood, and that an action plan would address its shortcomings, beginning with suspected 14 SIOR leaders.
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Similar incidents at Camp Casey, South Korea, resulted in a soldier committing suicide after waiting 82 days to be transferred to another deployment.
In December 2020, the USFK 19th Expeditionary Sustainmt Command defined a continuum of damage ranging from healthy behavior to repair through five sexual behaviors.
"Deeds, not words." Pretty good guide. The words of the secretary and the leader are certainly important. More important will be the policies they change and the priority and resources they allocate to this challenge. The most important thing will be to demonstrate through their actions that leaders at all levels are held accountable._Carter F. Ham[27] Embracing Army Values[edit]
Secretary of Defense Lloyd Austin has directed all SIOR leaders by February 5, 2021 to report on sexual assault prevention programs and evaluate what has and hasn't worked. Austin asked for "relevant data over the past decade, including efforts to help victims."
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Changes to the Uniform Code of Military Justice (UCMJ) are underway; Sexual assault cases should be removed from commanders' jurisdiction.
After this change, IET programs reduced abuse from 30 per month to 3 per month.
An Army G-1 project to identify organizational factors in the Army that contribute to sexual assault risk published a RAND study from August 2017 to July 2018 in Sexual Assault Records. The June 18, 2021 study showed that the average risk of sexual assault for women was 5.8%,
When RAND researchers controlled for messages of similar size and demographics, Fort Hood women had a 1.7% greater risk than their cohort. Some risk factors include toxic command cultures and proximity to combat units.
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A year-long pilot program was announced in October 2021 to bring together the directorates on sexual assault and sexual harassment. Fusion directors will be bundling individual case services to make each victim's case visible across the facility.
Fusion directors will report to their respective facility managers to provide victims of sexual assault and harassment with a perspective outside of their own brigade-sized chain of command. and harassment: ask soldiers
As part of the next episode of the 18th Airborne Corps' Dragon's Lair, a "shark tank" competition soliciting ideas for improving the Army's armed forces, Soldiers submitted ideas for revising the Army's response to sexual harassment/assaults. and Prevention Program (SHARP). Among the presentations heard on Monday were: using virtual reality, hiring top film schools to improve education and - you get it - leadership responsibilities.
And patches can't come soon enough. As former Army Secretary Ryan McCarthy detailed in a scathing review of the program in November, SHARP "has failed in its mandate" to eliminate sex offenders, and the Army has "much work to do" in the program to "build the confidence of our soldiers." The army reported more than 3,200 sexual assaults in 2019, up 2% from 2018.
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A landmark report on SHARP practices at Fort Hood, a sprawling military facility housing tens of thousands of soldiers, found that leaders largely ignored key issues and that soldiers said they had little faith in the program to get them on duty to help. most vulnerable
Army leaders heard seven different ideas Monday about how to change that, and officials say elements of all seven are being implemented across the corps.
A soldier suggested that the Army should offer five US film schools a cash award for the best 30-minute film that gets to the heart of the problem of sexual assault and harassment in the Army.
"Right now you sit through a boring PowerPoint slide at SHARP training every year," said 2nd Lt. Hannah Alderete, Personnel Officer, 525th Military Intelligence Brigade. "And unfortunately, it doesn't really connect with the public and doesn't really spark the meaningful debates that should be taking place."
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According to Alderate, a short film would help explain what workplace bullying looks like and show what long-term effects sexual assault can have on team members. It would also present different perspectives and experiences that soldiers may not be comfortable sharing with their peers. Then, after the film, Alderet explained, there would be a 30-minute discussion with the leaders, who were broken up into small groups of no more than 10 people to have "meaningful discussions and thought-provoking questions" about what they had seen.
In scenarios played out in front of them through virtual reality. Staff Sgt. Shameka Dudley's idea put soldiers in virtual situations that would otherwise go unnoticed. According to his research, companies have since had success with similar training, showing people who may have "no idea about things that can happen in the workplace" what's really going on around them.
Not only would it be more interactive, but Dudley said he hopes to connect with younger generations in a way that a typical PowerPoint presentation can't. Experience can be important in building empathy, which he says is critical to the proper functioning of the SHARP program.
"What's wrong with SHRP training is that there's a lack of empathy across the force," said Dudley, a cryptological linguist with the 525th Intelligence Brigade. There's "the one who never sees it and doesn't realize what's going on, and then they're almost like, 'I don't know, I feel like you're being overly dramatic,'" I'm thinking with that. Training, you can put someone who's never seen it, who's never seen it, and you could say, 'I can see how that can affect someone.' ... And it creates that empathy."
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In the meantime, Lt. Col. Scott Stephens proposes what he calls the "Dragon Guardian" program. Stephens, who has become a prominent voice on the issue of sexual assault and harassment in the Army, said the service "needs to get away from this passive idea of how we prevent our soldiers from being sexually assaulted," like the Army does. Prevent soldiers from attacking teammates?
"For me, it's basically four things: education, training, leadership and accountability," said Stephens, the 3rd Infantry Division's battalion commander.
Stephens' program would allow soldiers to receive more intensive volunteer training, mitigate attacks and harassment, and empower junior soldiers to recognize dangerous or potentially dangerous situations in their units. The military too often focuses on what to do after a sexual assault instead of preventing it in the first place, he said.
The courses the soldiers would take could be like college courses — 101, 201, 301 — that start at the basics and go deeper. By the high school classes, she said, "we get into more advanced stuff, you start looking at psychosocial theories, and we start talking more about cultivating healthy intimate relationships, healthy concepts of sexuality and so on. we hope to be able to contribute to achieve more in favor of prevention.”
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Another pitch from Sgt. Taylor Knueven, a combat medic with the 101st Airborne Division, said she was sexually assaulted by a sergeant first class last March. Although the sergeant received an officer evaluation report recommending his discharge, the Army eventually decided to keep him. "It's still in my unit," he said.
In Knueven's ideal world, the army would ensure transparency everywhere
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