WHAT IF IT WAS YOUR FAMILY MEMBER OR FRIEND?
Topic: Prevention/Fraternization
Module: 2 – Bystander Intervention and 4 – Sexual Assault
Situation: Rape and a prior consensual sexual relationship
It is common knowledge throughout the entire unit, including leadership, that two Soldiers, SGT Spears and an instructor, CPT Dudley, are having an affair and both are married. They commonly request to go TDY together. One evening, the entire team is at the hotel bar. SGT Spears is the first to leave for their room. CPT Dudley stays at the bar with the others for a little while longer. CPT Dudley brags about their sex life, but complains about certain sexual acts SGT Spears won't engage in, CPT Dudley laughs and says “until tonight”. CPT Dudley then shows a zip lock baggie containing two capsules, claiming to have put one in SGT Spears' drink, and then leaves to go to SGT Spears' room.
Solution:This vignette demonstrates fraternization with co-workers. SGT Spears and CPT Dudley are both married, yet involved in a sexual relationship. It also explores the fact that prior sex does not mean that CPT Dudley can drug someone to engage in non-consensual sex. The teammates had the obligation to intervene (direct, delegate, distract) and stop CPT Dudley from committing this sexual assault and drugging. There are potential legal consequences and could be considered an attempted sexual assault. CID needs to be called, as well as medical.
Topic: Bystander Intervention/Inappropriate Sexual Comments
Module:2 – Bystander Intervention
Situation:Soldiers TDY for Training
You and three friends from your unit are on temporary duty for training. It’s Friday night and you and your friends are in the hotel lobby. A family walks by, recognizes you as Soldiers, and thanks you for your service. Then you notice an attractive individual walking across the lobby. As they walk by and get in the elevator, SGT Marks begins to make crude gestures and remarks about their body and clothes, and states “I would like to tap that.” The other two in the group laugh it off. The friend who made the remarks gives the other two fist bumps and extends a fist to you.
Solution: This vignette demonstrates verbal sexual harassment. Whether the attractive individual heard SGT Marks remarks or not, it was still highly inappropriate. The other people involved should have intervened and told SGT Marks to cut it out. Possible reasons they did not say anything are fear of ostracism.
Topic: Inappropriate work conversations
Module: 2 – Bystander Intervention and 3 – Sexual Harassment
Situation: Workplace Discussions
Leslie is a DA Civilian who works in an office cubicle. One day, Taylor, the section leader, stopped by Jordan’s cubicle, and the conversation turned to a discussion of Leslie’s body. Taylor says he would like to take Leslie to the break room and “show her a few things.” Leslie did not hear any of it, but two other co-workers, Karen, and Jimmy, sitting unseen in the adjacent cubicles, heard the comments. Karen noticed that Taylor's conversation upset Jimmy.
Later in the day, Jimmy tells Karen that he does not want to work with Taylor or Jordan because this is not the first time, he’s heard them having sexually explicit conversations. Jimmy doesn’t want to work with either of them if that’s how they are going to talk about women. Jimmy also said he was going to tell Leslie about the remarks he overheard.
Jimmy tells Leslie about Taylor and Jordan's conversation. Leslie becomes very angry and decides something needs to be done.
Solution: Leslie and Jimmy are offended by Jordan's and Taylor's inappropriate behavior. They could report the incident to their supervisor, and/or file a formal complaint of sexual harassment with their Chain of Command (including the Responsible Management Official), or the Equal Employment Opportunity (EEO) office. The EEO office would explain the complaint process, including the option to file a formal complaint.
Topic: Nonconsensual Behavior
Module: 2 – Bystander Intervention
Situation: Holiday Party
The unit always hosts an annual holiday part. Stevie attended and brought alcohol pre-mixed in their “water bottle”. Stevie struck up a conversation with Avery and several other employees. Stevie told Avery that they brought the good stuff and asked if Avery would like to take a sip. Avery took Stevie up on the offer.
After a few more drinks, Avery started slurring their words and it was obvious to others at the table that Avery was intoxicated. Stevie suggested they go outside to get some fresh air, but Avery declined and said that they needed to use the bathroom.
Stevie told coworkers that they were going to check on Avery. Stevie followed Avery down the hallway to the bathroom, noticing that Avery was unable to stand on their own and is hugging the wall. As Avery entered the bathroom, they vomited onto the floor and asks where they were. Stevie put their foot down so Avery could not close the door. Stevie entered the bathroom with Avery and locked the door behind them. The co-workers can see that Stevie has entered the bathroom with Avery. One co-workers says in an uncomfortable voice, “Ummm.. what is going on? Do you think we should check on them?” Another co-worker replies “None of our business – everyone is an adult here and should be responsible for themselves.”
Solution: The vignette has two major issues that need to be addressed, consent and bystander intervention. Avery is intoxicated and may not be capable of consenting to sexual activity behind the locked the door.
The second issue is that to effectively eliminate sexual harassment and sexual assault from our Army we must all take responsibility to our Army profession and not just be bystanders but must actively intervene when we observe something suspicious like what occurred between Stevie and Avery in the locked stall in the bathroom.
Topic: Bystander Intervention, Sexual Harassment
Module: 2 – Bystander Intervention, 3 - Sexual Harassment
Situation: Social Media
Jesse, a DA Civilian, is a friendly person and is on various social media platforms. Jesse makes posts that are relevant to many diverse interests and many diverse friend groups and posts during off-duty time. One night, Jesse reposts multiple items. One of the reposted items was a sexual ranking list where Jesse placed the name of a newer co-worker. Though Jesse and the co-worker do not follow each other’s social media accounts, other co-workers see the post and share it with the new co-worker.
Solution: The Command has a responsibility to ensure good order and discipline. Jesse could be called in and asked to explain the post. Even though Jesse was “off the clock” when the posts were made, Civilians represent the agency, even when they are "off the clock". The social media policy does apply to DA Civilians, as well as Soldiers. Soldiers and DACs are expected to adhere to AR 600-52, Army Command Policy, and the Army's Online Conduct Policy, which together state that harassment, bullying, hazing, stalking, discrimination, retaliation, or any other type of misconduct are contrary to Army Values.
Topic: Bystander Intervention, Sexual Harassment
Module: 2 – Bystander Intervention, 3 - Sexual Harassment
Situation: Corrosive Leadership
You are a DA Civilian and your desk is close to your senior leader’s office. You work in small quarters, and you can occasionally hear the Lieutenant Colonel’s conversations. Many of the things you overhear are making you uncomfortable.
In the last few days, you have clearly heard the LTC making sexually inappropriate comments about individuals in the Battalion and derogatory remarks about the marginalized Soldiers while on the phone or in small meetings. The LTC has never said these things to the larger group, but you are sure you aren’t the only one in the office that has overheard what’s being said behind closed doors.
Solution: You, as a DA Civilian, may initiate the EEO complaint process by contacting an EEO official, or file a formal complaint of with the next higher official in the chain of command. You can speak directly to the LTC about what you have heard and how it makes you feel uncomfortable, or you can delegate to another member of leadership to voice your concerns. Because you and your co-workers are uncomfortable, the LTC has contributed to/created a hostile work environment. Because of the behavior, the LTC is lacking in all Army Values: LOYALTY (allegiance to other Soldiers), DUTY (obligations of a leader or teammate), RESPECT (treating others with dignity), SELFLESS SERVICE (putting the welfare of subordinates above one's own), HONOR (living out the Values daily), INTEGRITY (doing what's right), or PERSONAL COURAGE (standing up for things that are honorable).
Topic: Prevention, Bystander Intervention
Module: 1 – Prevention, 3 - Bystander Intervention
Situation: Happy Hour
It is happy hour at a local bar. You are part of a group from the office that decides to go to the bar. You notice one of the groups is chatting up a stranger and slamming drinks quickly. You are a little concerned, but you know they were hoping to “hook up”. A bit later, you notice Kit and the stranger heading toward the exit of the club. Kit has had so many drinks that they can no longer walk on their own.
You think to yourself, “If they can’t walk that’s not good, but Kit did plan to ‘hook up’, so…”
Solution: Leaving with a stranger puts Kit at risk. Kit has obviously had too many drinks to make a rational decision. Even though the plan was to hook up, you should intervene before allowing them to leave. Every situation is different and how you could handle this particular situation could vary greatly. Using the 3 D’s approach could be an effective intervention strategy. Options could include getting the bartender/bouncers involved, distracting the stranger, or simply being direct and telling the stranger to back off.
What would you do if Kit was going to drive? You’d do whatever it took to get their keys. The same applies here. You have the opportunity to prevent potential catastrophic harm to someone. Whatever you can do to protect Kit, you need to do it.
Topic: Prevention, Bystander Intervention
Module: 1 – Prevention, 3 - Sexual Harassment
Situation: Mostly Harmless
Today PFC Johnson asks for your advice about something observed. PFC Johnson tells you:
“About six months ago, Robin transferred to my office. One of my buddies had worked with Robin before and told me their sense of humor was a little weird. At first, everything was fine. Robin was friendly, professional, and we were all getting along well; however, a couple of months ago, I noticed Robin seemed to be a real ‘close talker’ while speaking with Soldiers. A couple of times I heard Robin making inappropriate jokes and comments, asking Soldiers stuff like if they were single and saying things like, ‘You’re too sexy to be a Soldier.’ Once I heard Robin ask one of them if they had any cool tattoos hiding under their uniform.”
“I mentioned this to a leader from my unit who said I was being too sensitive, and that Robin was ‘just a dork’ and ‘mostly harmless’. So, I didn’t say anything else. I didn’t want to ruin Robin’s career just because I had been to too many EO/SHARP trainings.”
Solution: You should tell PFC Johnson that this type of behavior is not appropriate and could affect the climate within the office. If Robin is allowed to continue this behavior, co-workers could become uncomfortable with the conversations and sexual harassment complaints could be filed. Using the 3 D’s (Direct, Delegate, or Distract) could be an effective way to handle this situation without harming anyone’s career. PFC Johnson can also see the SARC or VA.
Topic: Bystander Intervention, Sexual Harassment
Module: 2 – Bystander Intervention, 3 - Sexual Harassment
Situation: Birthday Base
It’s the boss’ birthday. The room is decorated, balloons are hung, and the atmosphere is set for celebration. All the branch chiefs and leadership are present. Pat walks up and places a phone on the table with audio on. The music begins to play, but the lyrics are provocative and full of sexual innuendos. The boss blushes and nervously smiles. All the branch chiefs get a kick out of the song and start clapping and laughing. You do not appreciate the music, or the sexual overtones being conveyed.
Solution: Utilize the 3 D’s (Direct, Distract, or Delegate) to intervene in the situation. If left unaddressed, it could lead to unprofessional and inappropriate actions and behaviors within the workplace. You could address your concerns with Pat. Directly voicing your concerns of how the boss is acting and what could happen if someone feels offended by the music and files a sexual harassment complaint. This could create/contribute a culture of unprofessional behaviors that could allow sexual discussions in the work place.
