Refine results
-
Sex Discrimination
22 July 2013Book pageChapter 8: Midshipmen and Cadets are Young People and Future Leaders (Recommendations 16-18)
Key findings of Review Given their age, most undergraduates enter ADFA without much ‘real world’ experience, with many having never lived away from home before. 1 The differing levels of maturity of undergraduates, combined with the pressures of living, working and studying together, can present substantial risk factors for ADFA. In particular, the Review findings indicated that: A number of… -
Sex Discrimination
29 January 2013Book page
Appendix J – Examples of Best Practice from International Contexts
Introduction and Methodology As indicated in the body of the Report, the Review examined a range of international defence academies identified as bearing the greatest similarity to ADFA in terms of size, structure, or the wider contexts within which they functioned. [505] The Review conducted a broad ranging scan of Government and Defence Force inquiries, reports and evaluations; as well as… -
29 January 2013Book page
1. ADFA: Description of Current Culture
The Terms of Reference required the Review to make recommendations on initiatives to drive cultural change at ADFA regarding the treatment of women. To properly identify these initiatives, the Review needed to assess the culture as it currently exists. Part of this process involved examining the notion of military culture generally and, more specifically, the culture for women at ADFA. The… -
Sex Discrimination
29 January 2013Book page
1. ADFA: Description of Current Culture
The Terms of Reference required the Review to make recommendations on initiatives to drive cultural change at ADFA regarding the treatment of women. To properly identify these initiatives, the Review needed to assess the culture as it currently exists. Part of this process involved examining the notion of military culture generally and, more specifically, the culture for women at ADFA. The… -
Sex Discrimination
22 July 2013Book page
Chapter 7: ADFA’s Structure and Staffing (Recommendations 11-15)
Explore recommendations on ADFAS structure and staffing. -
Sex Discrimination
22 July 2013Book page
Chapter 5: ADFA’s Role and Purpose (Recommendations 1-5)
Key Finding of Review The Review found that: There needs to be a strong reaffirmation of ADFA as the centre of excellence for tri-Service education and training for junior officers. ADFA espouses excellence; however it lacks a well-articulated purpose and a clear vision. This inhibits it from realising its potential and, significantly, from integrating equality, diversity and inclusion in a … -
Human Resources16 May 2013Book page
Chapter 6: Additional Resources
View Chapter 6 as PDF View Chapter 6 as Word This chapter provides some useful information and links for industry-specific and general information on increasing the representation of women. Mining Industry Australia Increasing the Diversity of the Mining Industry Workforce – Strategies for Employers Women in Mining Network (WIMnet), 2003This bulletin is a collection of strategies and ideas… -
Sex Discrimination
22 July 2013Book page
Chapter 6: Equity and Diversity (Recommendations 6-10)
Key findings of Review The principles of equity and diversity should provide overarching, positive values to inform everyday practice within the ADF. At ADFA, the Review found equity and diversity to be conceptually grounded in disciplinary and punitive processes and framed as a response to unacceptable behaviour. The Review made five recommendations with the aim of reframing the way equity… -
Sex Discrimination
22 July 2013Book page
Chapter 9: Accommodation and Supervision (Recommendations 19-21)
Key findings of Review High profile incidents that occurred in the residential accommodation made accommodation and supervision an area of particular concern to the Review. Well supervised residential settings can significantly minimise the risk of unacceptable behaviour. The residential setting at ADFA is a complex place, encompassing home, place of study and place of work for…