During the 2008 WUIM Conference, one session was dedicated to looking at the 1990 Women Chaplain Task Force Report and Recommendations. The attached report was submitted in January 2009 to the Chief and Deputy Chief of Chaplains as well as the Commander and Vice Commander at Air Force Personnel Center at Randolph AFB. It reflects the candid and sometimes animated discussion that took place.
It is the prayer of our organization that these recommendations will be seriously considered and implemented by the Air Force leadership. It is also our prayer that if and when women chaplains experience harassment and/or discrimination that they will feel empowered to take action. Our Chaplain Corps is too small to allow members to be injured by unchecked illegal behavior.
For those of us who have been in uniform as chaplains for 20+ years we have served with both the best our male colleagues have to offer and some of their worst. Unfortunately, the bad experiences causes more damage than the good ones can counter. And in 2009 it is time that all unacceptable behavior within our Chaplain Corps be dealt with swiftly and justly.
Questions regarding the content of the report may be submitted to any of WUIM executive leadership. Those members include:
Executive Director: Elaine Henderson
Assistant Director: Cherri Wheeler
Secretary/Treasurer: Sharon Freeto
Training Coordinator: Karen Stocks
Chair Emeritus: Lorraine Potter
Air Force Women Chaplains: 1990-2008
November 2008 Conference Revisited the 1990 Task Force Findings
Brief History
In 1988 HQ SAC Command Chaplain, Ch, Col Donald Ullrich published a point paper entitled “Career Progression for Female Chaplains.” The issue was defined as follows: “Career progression for female chaplains appears more difficult than for male chaplains. Whereas this may not be influenced by conscious factors, a review is required to assess the data on female chaplains.”
In 1990, the Air Force Chief of Chaplains sponsored a Minority Task Force meeting for female chaplains. “The purpose of this meeting is to identify both positive and negative perceptions of female chaplains, to share experiences of ministering in the Air Force Chaplaincy and to develop written suggestions for pastoral care of female chaplains.” This meeting was attended by all but one CONUS stationed active duty (AD) woman chaplain. From that meeting a two page “recommendation for action” paper was submitted to the Chief of Chaplains (See Attachment 1).
There were two primary concerns listed by the Task Force with numerous recommendations. The issues included:
1) sexual harassment; and,
2) inclusiveness/discrimination.
It was noted in this report that: “Our biggest concern is sexual harassment, because of its pervasiveness, depth, and destructiveness.”
January 1990 Task Force “Recommendations for Action” Revisited
At the 18th meeting of women chaplains in November 2008 near San Antonio, TX these two primary concerns/issues were addressed as part of the overall curriculum. This year’s gathering included women chaplains who are retired but served during the time of the initial task force; AD members who were either on AD at the time of the task force or who entered AD since 1990. There were also members of reserve components present, again, some of whose career dates back to the original task force and others whose does not.
After reviewing the 1990 Task Force documents an open discussion was conducted in which each of the two issues were examined in light of today’s culture regarding harassment and discrimination. The following observations and recommendations are submitted:
Observations
Sexual Harassment as described in the 1990 documents is no longer prevalent. This is based upon experiences of those present: few, if any, inappropriate jokes; no overt hostile environment; or transparent propositions. It was believed the reason for this change was due to the response to the “Tailhook” episode that not only shook the Navy but all of DoD. It is also believed that in the 18 years since the task force met there are now accepted barriers and boundaries established in our society and culture. Military members are given more education regarding what constitutes harassment and are made aware that harassment is career ending.
Though there is good news in the harassment arena, the news did not remain positive related to issues of Discrimination. The following examples were shared as to the types of discrimination encountered in today’s AF Chaplain Corps.
1. Covert discrimination is now the “acceptable sexual harassment.”
2. Women Chaplains are consistently given a heavier work load than their male counterparts; they must “prove themselves.”
3. OPRs do not accurately reflect workload and duty descriptions.
4. Women are still kept out of the preaching rotations.
5. Job descriptions are “tailored” for the woman (i.e., she will attend PWOC retreats).
6. Women traditionally get all the “problem” people and programs.
7. “Proven” women chaplains are often sent to chapel staffs “to clean up” after a male colleague is fired (i.e., “yet he received a PCS medal and rewarded with one of very few staff positions!”).
8. Some supervisors and commanders use their religious beliefs (“a personal matter”) to limit women chaplains’ jobs, school opportunities, and/or assignments.
Additional Observation: From 1973-2004 nearly 80% of AD women chaplains missed at least one promotion to either Major or Lt Colonel, with several women subsequently promoted above-the-zone. In 35 years of women in the chaplaincy, there are only four who were promoted to Colonel!
Recommendations
1. An Assessment be conducted by AFPC/DP and AF/HC with an eye to identifying possible gender and theological biases effecting chaplain duty tasks and responsibilities; the writing of OPRs; promotion recommendations; and, selection for professional education. Consideration would include assessing possible systemic issues that would negatively impact promotion opportunities (i.e., line officer knowledge of HC career progression, including how and where HC differs from the line; commanders need to scrutinize for potential gender and/or religious bias of their supervising chaplains).
2. Aggressively educate endorsers concerning the requirements and acceptable standards to serve in the military as it relates to working with women as colleagues and in leadership. Actively recruit chaplains whose endorsers are committed to supporting AF policies regarding women in ministry.
3. New EAD women chaplains are sent via TDY to the annual Women Chaplains’ Conference/Retreat within their first 2 years of coming on AD.
4. A current roster of women chaplains in all components to be forwarded to the senior ranking AD woman chaplain annually NLT 31 Aug each year to ensure Women Chaplains are afforded mentoring, educational, and retreat opportunities with other women chaplains.
It is the prayer of our organization that these recommendations will be seriously considered and implemented by the Air Force leadership. It is also our prayer that if and when women chaplains experience harassment and/or discrimination that they will feel empowered to take action. Our Chaplain Corps is too small to allow members to be injured by unchecked illegal behavior.
For those of us who have been in uniform as chaplains for 20+ years we have served with both the best our male colleagues have to offer and some of their worst. Unfortunately, the bad experiences causes more damage than the good ones can counter. And in 2009 it is time that all unacceptable behavior within our Chaplain Corps be dealt with swiftly and justly.
Questions regarding the content of the report may be submitted to any of WUIM executive leadership. Those members include:
Executive Director: Elaine Henderson
Assistant Director: Cherri Wheeler
Secretary/Treasurer: Sharon Freeto
Training Coordinator: Karen Stocks
Chair Emeritus: Lorraine Potter
Air Force Women Chaplains: 1990-2008
November 2008 Conference Revisited the 1990 Task Force Findings
Brief History
In 1988 HQ SAC Command Chaplain, Ch, Col Donald Ullrich published a point paper entitled “Career Progression for Female Chaplains.” The issue was defined as follows: “Career progression for female chaplains appears more difficult than for male chaplains. Whereas this may not be influenced by conscious factors, a review is required to assess the data on female chaplains.”
In 1990, the Air Force Chief of Chaplains sponsored a Minority Task Force meeting for female chaplains. “The purpose of this meeting is to identify both positive and negative perceptions of female chaplains, to share experiences of ministering in the Air Force Chaplaincy and to develop written suggestions for pastoral care of female chaplains.” This meeting was attended by all but one CONUS stationed active duty (AD) woman chaplain. From that meeting a two page “recommendation for action” paper was submitted to the Chief of Chaplains (See Attachment 1).
There were two primary concerns listed by the Task Force with numerous recommendations. The issues included:
1) sexual harassment; and,
2) inclusiveness/discrimination.
It was noted in this report that: “Our biggest concern is sexual harassment, because of its pervasiveness, depth, and destructiveness.”
January 1990 Task Force “Recommendations for Action” Revisited
At the 18th meeting of women chaplains in November 2008 near San Antonio, TX these two primary concerns/issues were addressed as part of the overall curriculum. This year’s gathering included women chaplains who are retired but served during the time of the initial task force; AD members who were either on AD at the time of the task force or who entered AD since 1990. There were also members of reserve components present, again, some of whose career dates back to the original task force and others whose does not.
After reviewing the 1990 Task Force documents an open discussion was conducted in which each of the two issues were examined in light of today’s culture regarding harassment and discrimination. The following observations and recommendations are submitted:
Observations
Sexual Harassment as described in the 1990 documents is no longer prevalent. This is based upon experiences of those present: few, if any, inappropriate jokes; no overt hostile environment; or transparent propositions. It was believed the reason for this change was due to the response to the “Tailhook” episode that not only shook the Navy but all of DoD. It is also believed that in the 18 years since the task force met there are now accepted barriers and boundaries established in our society and culture. Military members are given more education regarding what constitutes harassment and are made aware that harassment is career ending.
Though there is good news in the harassment arena, the news did not remain positive related to issues of Discrimination. The following examples were shared as to the types of discrimination encountered in today’s AF Chaplain Corps.
1. Covert discrimination is now the “acceptable sexual harassment.”
2. Women Chaplains are consistently given a heavier work load than their male counterparts; they must “prove themselves.”
3. OPRs do not accurately reflect workload and duty descriptions.
4. Women are still kept out of the preaching rotations.
5. Job descriptions are “tailored” for the woman (i.e., she will attend PWOC retreats).
6. Women traditionally get all the “problem” people and programs.
7. “Proven” women chaplains are often sent to chapel staffs “to clean up” after a male colleague is fired (i.e., “yet he received a PCS medal and rewarded with one of very few staff positions!”).
8. Some supervisors and commanders use their religious beliefs (“a personal matter”) to limit women chaplains’ jobs, school opportunities, and/or assignments.
Additional Observation: From 1973-2004 nearly 80% of AD women chaplains missed at least one promotion to either Major or Lt Colonel, with several women subsequently promoted above-the-zone. In 35 years of women in the chaplaincy, there are only four who were promoted to Colonel!
Recommendations
1. An Assessment be conducted by AFPC/DP and AF/HC with an eye to identifying possible gender and theological biases effecting chaplain duty tasks and responsibilities; the writing of OPRs; promotion recommendations; and, selection for professional education. Consideration would include assessing possible systemic issues that would negatively impact promotion opportunities (i.e., line officer knowledge of HC career progression, including how and where HC differs from the line; commanders need to scrutinize for potential gender and/or religious bias of their supervising chaplains).
2. Aggressively educate endorsers concerning the requirements and acceptable standards to serve in the military as it relates to working with women as colleagues and in leadership. Actively recruit chaplains whose endorsers are committed to supporting AF policies regarding women in ministry.
3. New EAD women chaplains are sent via TDY to the annual Women Chaplains’ Conference/Retreat within their first 2 years of coming on AD.
4. A current roster of women chaplains in all components to be forwarded to the senior ranking AD woman chaplain annually NLT 31 Aug each year to ensure Women Chaplains are afforded mentoring, educational, and retreat opportunities with other women chaplains.
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Josephine entertained and challenged the retreat participants with a worship service and sermon from Luke 10:38-42. The question asked repeatedly was “How urgent is it?” Ch Pinkney introduced new meanings to old AF acronyms that we could all find useful.
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