Integrating Women into the Armed Forces: A Discussion on Progress and Challenges

Basil, a senior research fellow at Chatham House, welcomes attendees to the event, initially set to be chaired by Deborah Haines from Sky News, who had to withdraw due to an emergency. The discussion will focus on the integration of women in the Armed Forces, a topic that has been largely neglected in military discussions for years.

The panel will explore the international landscape of women's involvement in Armed Forces, highlighting significant changes in various countries. For instance, as of October 2018, women in the UK Army can take on infantry roles, while in Israel, 70% of the Caracal Battalion, an infantry combat unit, is composed of women. Norway has allowed women to access all military positions, including combat roles, since 1985.

The panel features three distinguished speakers: Heloise Good, an army fellow at Chatham House with experience in Afghanistan and Libya; Chesty Cluck, Director General of the Department for Competence and Joint Legal Services in Norway's Ministry of Defense, who implemented education reforms and universal conscription; and Yoon Lawston, a senior research fellow at the Royal United Services Institute, with a background in military influence and operations.

Basil informs attendees that the event will be on the record, unlike the Chatham House rule, and encourages questions and comments via Twitter using the hashtag #CHEvents. Attendees are also reminded to silence their phones.

Heloise begins the discussion by addressing the challenges and opportunities in integrating women into the Armed Forces. She notes that in 2016, the UK lifted its ban on women in ground close combat roles, making it one of the last NATO members to do so. Drawing from the Canadian experience, she highlights that Canada opened ground close combat roles to women 29 years ago but faced initial challenges, leading to a review that identified subtle institutional barriers, such as equipment and clothing design, which affected integration.

Heloise elaborates on the findings from Canada's review, emphasizing the importance of addressing institutional barriers to integration. She points out that while female-cut military uniforms have been introduced, the continued use of male-designed uniforms serves as a daily reminder to women that they are often seen as an afterthought within the military structure.

During training, the speaker faced difficulties with the recognized firing procedure due to a small hand span, which hindered their ability to hold a flare and pull the trigger effectively. This experience led to a realization that the military environment may not be fully accommodating for individuals with different physical attributes, particularly women with smaller hands. However, the speaker adapted by using two hands to fire the flare successfully, highlighting the need for flexibility in procedures.

The speaker emphasized the necessity of fostering a culture of integration within the military, where both women and men can identify and address subtle barriers to inclusion. This cultural shift is crucial to challenge the prevailing male-dominated organizational culture, which has been described as the 'last bastion of male chauvinism' by former Defense Secretary Philip Hammond. Without addressing these barriers, the potential benefits of including women in ground close combat roles will remain unrealized.

For women to feel a sense of belonging in traditionally male-dominated roles such as infantry or cavalry, they must negotiate a new identity as female warriors. This process is complicated by the lack of female role models and mentors in these positions. The speaker noted that the existing soldier identity has been predominantly defined by men, and if women merely adopt this masculine identity, it undermines the argument for their inclusion based on diversity and operational effectiveness.

The speaker referenced initiatives in Norway and Sweden that implemented mentoring programs for female recruits, appointing gender coaches and advisors to support their integration. However, they expressed skepticism about the feasibility of such programs in the British military context, where women may be reluctant to assume mentor roles due to a desire to avoid being singled out for their gender. This reluctance is compounded by the perception that men do not require similar support networks.

The speaker discussed the potential for women to disrupt traditional military masculinity norms, a goal envisioned by UN Security Council Resolution 1325. This resolution aims to achieve gender mainstreaming by breaking down the binary distinctions between masculine and feminine traits in peace and security contexts. The speaker argued that soldiering should value both masculine traits, such as physical toughness and bravery, and feminine traits, such as empathy and communication, to create a more inclusive military environment.

The discussion emphasizes the importance of integrating traditionally feminine qualities, such as humanity and warmth, into military operations. The goal is to create a military environment where both masculine and feminine traits coexist, enhancing conflict resolution. It is argued that involving women in ground close combat roles will challenge the traditional association of these roles with men, ultimately improving military operations.

Chesty shares insights on the Norwegian military model, highlighting the integration of women into combat roles. He expresses gratitude for the opportunity to discuss this topic on behalf of the Norwegian Minister of Defence. He notes that the current security situation facing NATO is challenging, particularly due to a more assertive Russia, necessitating a focus on operational capability and collective defense.

Chesty stresses the need for the Armed Forces to recruit the best talent, emphasizing that personnel are the backbone of defense forces. He points out that in Norway, women are fully integrated into the workforce and higher education, leading to the emergence of new role models. This trend, referred to as the 'unionization of society,' is not limited to Norway but is observed globally. He argues that modern organizations cannot afford to overlook 50% of the talent pool, as it would be unwise.

The seminar focuses on the full integration of women into military combat roles, illustrated by a photograph of Norwegian UN troops in Mali. Chesty raises questions about the nature of potential combat situations and the skills required for soldiers. He notes that modern conflicts blur the lines between front and rear, necessitating diverse backgrounds among recruits. Both men and women must possess the ability to assess situations, operate technology, and demonstrate human skills.

Chesty highlights lessons learned from operations indicating that the presence of women soldiers leads to improved dialogue and trust with local populations. Women contribute to better situational awareness, de-escalation potential, and a reduced likelihood of sexual abuse by soldiers. He emphasizes that these characteristics are gender-neutral and can be found in both women and men.

Conscription has deep roots in Norwegian society and has proven effective for capacity building and talent search across genders. In 2015, Norway enacted a law extending mandatory military conscription to women, marking a significant cultural shift. Military leadership reports that units with full female integration experience less sexual harassment, reduced gender-based prejudice, and more gender-sensitive leadership. The sharing of bedrooms between male and female conscripts has also been effective in reducing sexual harassment.

The speaker emphasizes the importance of creating a welcoming environment for women in the military, highlighting a zero-tolerance policy for sexual harassment and abuse. They reflect on three years of experience with universal conscription in Norway, describing it as a tremendous success. The focus is on retaining motivated female conscripts and encouraging them to pursue military careers to increase female representation in the armed forces.

The speaker discusses the slow process of cultural change regarding gender roles within the military, noting that simply increasing the number of women is insufficient if they are relegated to traditional roles. They stress the need for more women in active combat roles and the importance of female role models, citing Major General Kirsten Loon, the first UN female Force Commander in 2014, as a significant figure. Additionally, they mention a select group of female hunters in Norway's special forces who have inspired more women to join.

The speaker argues that women in the armed forces should not have to choose between family life and military careers, as this would lead to the loss of capable women. They advocate for family-oriented initiatives that allow for a balance between military service and family responsibilities for both men and women, acknowledging that Norway still has work to do but is moving in the right direction.

The discussion shifts to the UK, where the speaker reflects on the ongoing debate about women in close combat roles, describing it as a pointless discussion since the decision has already been made. They argue that the complete integration of women in the armed forces is essential for enhancing societal resilience, which is crucial for future UK military efforts. The speaker shares personal experiences from their time as a former RAF officer, highlighting the successful integration of male and female cadets since the late 1980s.

The speaker recounts their early career experiences, noting that women were fully integrated into roles involving guarding nuclear weapons within a year of their commissioning. They emphasize that this integration occurred during a time when live armed roles were uncommon, showcasing the capability of women in high-stakes situations. The speaker calls for a recognition of the positive experiences and lessons learned from this historical integration.

Reflecting on their career, the speaker highlights the need for greater involvement of women in peacekeeping and peacebuilding efforts, particularly based on their experiences in Africa. They reiterate the importance of integrating women into these roles, aligning with the previous discussions on the necessity of female representation in the military.

The discussion highlights the late introduction of Female Engagement Teams in Afghanistan, indicating a failure to recognize the importance of engaging the entire society, not just the male-dominated segments. The speaker suggests looking to Nordic countries for models of comprehensive defense that involve all societal members, including women, in security efforts. Unlike the UK, where defense is often outsourced to military agencies, Nordic countries have integrated gender considerations into their defense strategies for around 30 years, with Denmark and Sweden being notable examples.

The speaker emphasizes the need for the UK to engage with Nordic partners for mentoring and exchange opportunities to enhance its capabilities in gender integration within the military. They reference Norway's contribution of a two-star UN Force Commander and Australia's similar upcoming contribution, advocating for the UK to learn from these experiences. The discussion also stresses the importance of creating deliberate efforts to achieve true integration, moving beyond mere discussions about fitness standards to focus on policies that make military service more attractive to women.

Despite proactive integration efforts in Nordic countries, the speaker notes that women's representation in the military remains low, around 15%. This statistic raises concerns about the UN's goal of having 20% of peacekeepers be women by 2020, suggesting that achieving this target will require more concerted efforts, especially since even progressive countries struggle to exceed the current representation levels.

Following the presentation, the floor is opened for questions. Attendees are instructed to raise their hands to ask questions, wait for a microphone, and state their name and affiliation. The moderator encourages brief questions to facilitate a smooth discussion, indicating a structured approach to audience engagement.

Despite the historical leadership of women in cybersecurity since the 1950s, there remains a significant struggle to attract women into military roles. Countries like Norway, Sweden, and Denmark have made strides in integrating women into combat roles over the past 30 years, yet recruitment challenges persist. The discussion emphasizes the need to explore what can be done to better attract women to military careers, particularly through talent management and addressing pre-recruitment issues.

A local recruiting office highlighted that many school girls are not presented with military careers as viable options, indicating a need for early engagement in the education system. The military should not be viewed as a homogeneous male-dominated entity but rather as a collection of skilled trades that reflect societal norms. For instance, only 1.4% of engineers in the military are female, mirroring the low representation of women in engineering fields overall. In contrast, roles like medical and personnel services see a higher female representation of around 30-35%, suggesting that perceptions of different military sectors influence recruitment.

The military's reliance on reserves has inadvertently increased female participation, with nearly 20% of reserves being female due to the flexible employment patterns they offer. Conversely, initiatives aimed at attracting engineers from universities have also resulted in a higher number of women entering engineering roles within the military, demonstrating that non-gendered policies can have positive gendered outcomes. However, the culture of the Armed Forces is still perceived as masculine, which may deter women from joining.

To improve female recruitment, there is a pressing need for cultural change within the Armed Forces. This includes fostering a zero-tolerance policy towards sexual harassment and bullying, as these issues create an unwelcoming environment for women. Additionally, making the military more family-oriented is crucial, as the challenges of deployment and child-rearing can be significant barriers for potential female recruits. A comprehensive approach that addresses culture, education, and family policies is essential for increasing the number of women in the military.

The speaker discusses the ongoing challenges and obstructions to progress within military policies, emphasizing that the playing field is not level. They highlight issues with flexible working arrangements in the Air Force, where roles are not designed to accommodate flexible working, leading to complications when individuals apply for such arrangements. Additionally, they mention the Defense Housing Organization's outdated assumption of a nuclear family model, which does not reflect current realities. A specific incident is recounted where a corporal reservist faced bureaucratic hurdles when her Canadian nanny's visa was revoked just before her deployment to Afghanistan, illustrating the systemic barriers that service members encounter.

John Wilson, a journalist and historian, raises the question of whether the feminization of the military weakens it, to which the speaker firmly disagrees, asserting that it actually strengthens the military. They argue that contemporary conflicts are complex and require the engagement of the entire society, which includes women. The speaker references Israel as an example of a society that integrates women into its military due to perceived existential threats. They assert that failing to recruit from the pool of capable women, who are excelling academically, particularly in countries like Norway, would be a significant loss for the Armed Forces. The speaker emphasizes that the inclusion of women will enhance military capabilities rather than diminish them.

The discussion shifts to the topic of physical standards for men and women in the military. The speaker addresses concerns about whether different fitness standards for women would lower morale and suggests that this notion is linked to outdated views on the feminization of the military. They clarify that the new physical employment standards being implemented will not reduce the standards for combat roles in the UK military. In fact, the inclusion of women is expected to lead to an improvement in standards, as the military can no longer use the excuse that women are incapable of meeting the required tasks. This shift necessitates adherence to rigorous standards for all personnel.

The discussion highlights that despite concerns, the integration of women into combat roles will not lead to a reduction in the quality of recruits. The speaker emphasizes that physical standards will remain rigorous, ensuring that all recruits, regardless of gender, must meet these standards. This assertion is supported by observations from a recent trip to the Democratic Republic of Congo, where the speaker noted varying approaches to female employment in military units among different nations.

The speaker contrasts the South African infantry battalion, which has 20% female representation and is led by a female lieutenant colonel, with the three largest troop-contributing countries—India, Pakistan, and Bangladesh—where none of the approximately 2,500 troops deployed were female. This lack of female engagement hindered their effectiveness in peacekeeping missions, demonstrating that the inclusion of women can enhance operational success.

Reflecting on the historical context of military integration, the speaker draws parallels between the current integration of women and the past integration of homosexuals in the armed forces. They suggest that, similar to the acceptance of LGBTQ individuals, the integration of women will eventually become a non-issue, provided that the process is managed effectively. The speaker anticipates that in 20 years, discussions about integrating women will seem outdated.

Claire Haller, a fellow from the area and a former Air Force engineer, shares her perspective that the less attention drawn to gender, the better. She argues that the focus on flexible working arrangements for women may inadvertently reinforce a self-fulfilling prophecy, suggesting that such allowances should be viewed as gender-neutral rather than specifically female issues.

Lawrence Clark, another fellow, raises a question about potential parallels in recruiting LGBTQ individuals and ethnic minorities in relation to gender integration. The discussion emphasizes the importance of recognizing that gender issues affect a significant portion of the population, and the speaker notes that societal changes have led to a more positive image of diversity within the military.

The conversation shifts to the changing dynamics of family roles within the military, where it is now common for women to serve while their husbands are civilians, a stark contrast to thirty years ago. The speaker reflects on how policies and societal attitudes have evolved, noting that previously, women who became pregnant were asked to leave the service. They advocate for making military service more accessible for all genders, emphasizing the need for family-oriented policies that support both men and women.

The discussion emphasizes the necessity for a society that supports both men and women in the workforce, highlighting the importance of kindergartens and family-oriented policies within the Armed Forces. The speaker advocates for structures that enable both genders to work effectively, stressing that policies should benefit all, not just women.

Chris Weber raises a critical question regarding the counter-narrative against women in ground close combat, particularly in light of their service alongside men in Iraq and Afghanistan. He inquires about the lack of compensation for this narrative and seeks advice on how those advocating for policy changes can effectively communicate these changes to junior personnel.

Marcia Henry from the Center for Women, Peace, and Security questions the sustainability of the argument that women enhance operational effectiveness. She wonders if research disproving this claim would lead to a reversal of the progress made in integrating women into military roles, seeking insights on the implications of such findings.

Lydia Krishnan from the High Commission of India asks about existing studies on women's employment in ground combat roles within the Armed Forces in Asia and Africa. She also raises concerns regarding ongoing debates in the UK about musculoskeletal issues related to employing women in the military, questioning whether these debates have been resolved.

Nick from the UK Ministry of Defence reflects on the slow pace of change regarding women's integration in the military, noting that despite some progress over the past 30 years, women still represent only 14% of attendance in the ACSC. He questions whether there is sufficient time to wait for further advancements, given the current challenges faced.

A speaker recounts their experience in Afghanistan in 2009, noting a shift in attitudes towards women in the military. They reference an in-joke among the Royal Marines about women taking over jobs, suggesting that such sentiments have diminished. The speaker attributes this change to the evolving roles of women during conflicts like Iraq and Afghanistan, paralleling historical shifts seen during World War II.

The speaker discusses the inherent limitations in accelerating the pace of change within the military, linking it to the promotion system. They reflect on their own experiences, noting that significant changes regarding women's roles in the military only began in 1999, highlighting the slow but necessary evolution of military policies and practices.

The speaker discusses the current representation of women in the military, noting that only 14% of the CSC (Combat Support Command) consists of women. This statistic reflects historical trends, as 16 to 17 years ago, the number of women joining the army was significantly low. The speaker emphasizes that while progress is slow, it is essential to avoid positive discrimination, as it would not genuinely benefit women in the Armed Forces.

The speaker highlights the importance of cultural change within the Armed Forces, which have traditionally been associated with masculinity. They reference Norway's success in increasing female conscripts from 12% to 26% over three years without implementing quotas, suggesting that motivation and suitability should be prioritized. The speaker expresses optimism about the gradual increase in female representation, acknowledging that cultural shifts take time.

The discussion shifts to the potential for re-entrance into the military, particularly for women who may have left to raise families. The speaker advocates for creating incentives that allow these women to return as their circumstances change, such as improved childcare availability. They mention that the Air Force is already considering policies that would allow re-entrants to return at a higher rank, which could be an attractive option for many.

As the session concludes at 2 p.m., the speaker expresses gratitude to both the audience and fellow speakers for their contributions, emphasizing the fruitful nature of the event.