Racial discrimination in the Marine Corps
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MARINE CORPS BASE QUANTICO, VA
http://www.marines.mil/marinelink/mcn2000.nsf/0/66BDBCD48EDE14598525706F00631600?opendocument
Racial discrimination within the Corps is on the decline,
according to the Marine Corps Equal Opportunity Branch,
who released the results of the 2004 Marine Corps Command
Climate Survey Sept.1. The survey results indicate a clear
downward trend in racial discrimination since 1994, as well
as a very low religious discrimination rate - less than four
percent.
“The downward trend is reflective of the commitment that
Marine leaders have in executing the commandant’s guidance
of ‘affording the individual Marine the opportunity to be
successful by creating an environment that fosters trust,
unit cohesion, and victory on the field of battle,’” said Col.
Anselm Dyer, head of the Manpower Equal Opportunity
Branch, Manpower and Reserve Affairs.
Dyer added, “Another factor that has lead to the decrease is the increased sense of
mission and purpose related to the global war on terrorism. Most importantly,
however, is the bonding and cohesion building that takes place during the ‘Crucible,’
as well as the fact that our Marines are growing up in a society that is more
racially diverse and tolerant.”
The climate survey is a Corps-wide endeavor that measures Marines’ perceptions of the
organization, its leadership, and the current command climate, as well as experiences
of discrimination and sexual harassment.
“By periodically conducting this type of survey, we are able to gain insights into
trends occurring in the equal opportunity arena,” said Deanna Sosnowski, deputy of
the Manpower Equal Opportunity Branch. “The success of our efforts in addressing
these areas depends on the individual Marine, regardless of grade, race or gender.”
Previous surveys were conducted in 1994, 1996, 1997 and 1999.
The most recent survey was conducted from June to October 2004. The results were
briefed to the assistant secretary of the Navy for Manpower and Reserve Affairs. The
Manpower Equal Opportunity Branch reports approximately 2,300 active duty and 1,700
reserve Marines responded to the survey, the results of which were weighted by pay
grade, ethnic group, and gender to accurately represent the demographic breakdown of
the Corps.
Marines were asked questions from two broad categories: “Climate and Discrimination”
and “Sexual Harassment.” The “Climate and Discrimination” category included questions
about leadership, unit cohesion, career progression, satisfaction with the Corps, the
request mass process, discipline, gangs and extremists groups, and discrimination
behaviors. The “Sexual Harassment” category included questions about sexual
harassment and gender discrimination.
The survey results indicate positive trends in many important areas, but also
highlight areas all Marines can help improve upon.
“The good news is that sexual harassment and gender discrimination has steadily
declined,” said Dyer. “However, while sexual harassment still exists in the Marine
Corps, the most commonly occurring behaviors are the milder forms, that may be easier
for respondents to deal with directly by talking with the individual or having
someone speak to the person on their behalf.”
Good News
Survey results indicate the Corps is improving on many command climate issues, as
well as reducing racial gaps.
“The demographics of our Corps have seen a steady increase in minorities over the
last ten years. Our Asian and Hispanic Marines see the largest increases overall.
This highlights the fact that the Marine Corps has the highest percentage of
Hispanics than any other Service,” said Sosnowski.
The percentage of active duty Marines who said they experienced racial or ethnic
discrimination decreased across the board from 1999 to 2004, which continued a
10-year downward trend. From 1994 to 2004, the percentage of active duty enlisted
Marines who said they experienced discrimination decreased among black Marines from
30 percent to 10 percent, among Hispanic Marines from 25 percent to 8 percent, and
among Asian and other non-white Marines from 26 percent to 9 percent. The survey
results indicate similar trends among active duty Marine officers.
The percentage of Marines who said they experienced religious discrimination was
remarkably low – less than four percent across the board.
“This trend is attributed to Marine leaders in their commitment to building an
environment that values honor, integrity and caring for their fellow Marines,” said
Dyer.
The survey results also indicate Marines are happier with their commands. When asked
whether they think their command treats them fairly, more active duty enlisted
Marines – regardless of race or gender – said “yes” in 2004 than in 1999. Among black
active duty enlisted Marines, the number increased from 71 percent in 1999 to 87
percent in 2004, an improvement of 16 percentage points over the last five years.
Other positives included career progression – the survey results indicate more
Marines agreed the performance evaluation system was fair in 2004 than in 1999.
Results show positive trends in all demographic categories.
Areas all Marines can help improve
Although the Marine Corps appears to be making positive strides in many areas, the
2004 survey results also indicate several areas that need improvement.
“Although the statistics show positive results regarding discrimination and
harassment, there still remain areas in which the Marine Corps can do better. In
particular, it is important that we address the relatively low rate of awareness
regarding the Informal Resolution System (IRS) – a tool that has not realized its
potential in resolving minor issues,” said Dyer.
Despite overall positive trends in racial discrimination, about a quarter of active
duty enlisted minorities still reported experiencing negative comments or offensive
jokes.
According to Dyer, “Negative comments and offensive jokes have the same potential to
detract from mission readiness as do more serious offenses. Command Equal Opportunity
Advisors and Equal Opportunity Representatives have the training and experience to
educate and train Marines on the negative impact of these actions. It is within this
capacity that they are able to most profoundly impact command climate, because it is
often the small issues that tend to degenerate into larger ones. Only through
increased awareness and education will we be able to further create a desirable
environment that is free of prejudice, disrespect and mistrust. The commandant’s
guidance is very clear on this point, that he will ‘not tolerate behavior
inconsistent with our core values of honor, courage and commitment.’”
Sexual Harassment and Gender Discrimination
Survey results within the “Sexual Harassment” category also indicate both positive
trends and areas that need improvement.
Compared to results from 1995, results indicate active duty female sexual harassment
has declined for both officers and enlisted personnel. Among officers, the number was
down from 54 percent in 1995 to 13 percent in 2004, a decrease of more than 40
percentage points.
Part of the downward trend may be attributable to successful education on identifying
sexual harassment. Greater than 90 percent of all groups surveyed reported they know
what behaviors are considered sexual harassment, and a majority said they believe
sexual harassment training is useful in their work environment.
Although sexual harassment appears to be on the decline, close to a third of enlisted
women reported experiencing some form of gender discrimination. The most frequently
reported offenses are more minor forms – jokes and teasing, for example.
Although it is good that serious forms of sexual harassment and discrimination appear
to be occurring less often, Marines must work diligently to eliminate all forms, said
Master Gunnery Sgt. Russell Whitney, senior equal opportunity advisor, Headquarters
Marine Corps.
All forms of discrimination will continue to see declines only through the concerted
efforts of Equal Opportunity training and education as well as leading and mentoring
individuals towards a discrimination free environment, Whitney said.
The survey results also indicate many sexual harassment offenses may be going
unreported. Although most women said they would feel free to report sexual
harassment, fewer than 20 percent of those sexually harassed actually filed a
complaint.
“Sexual harassment along with any form of discrimination or harassment will not be
tolerated,” said Dyer. “However, in order to effectively address these issues, all
individuals that encounter this situation must report the offense. If a case is not
reported, then it cannot be addressed, which has the potential to send the wrong
message, that message being that this type of activity is condoned.”
Where to go from here
In closing, Dyer echoed the commandant’s statement that “commitment to equal
opportunity enhances unit cohesion and our war-fighting superiority.”
Dyer added, “The significance of this is evident, particularly today, as we continue
to fight in the global war on terrorism. Our overall success will depend on our
continuing ability to provide our Marines with a prejudice-free environment that
builds trust and unit cohesion consistent with our core values of honor, courage and
commitment.”
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I intend to last long enough to put out of business all COck-suckers
and other beneficiaries of the institutionalized slavery and genocide.
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"The army that will defeat terrorism doesn't wear uniforms, or drive
Humvees, or calls in air-strikes. It doesn't have a high command, or
high security, or a high budget. The army that can defeat terrorism
does battle quietly, clearing minefields and vaccinating children. It
undermines military dictatorships and military lobbyists. It subverts
sweatshops and special interests.Where people feel powerless, it
helps them organize for change, and where people are powerful, it
reminds them of their responsibility." ~~~~ Author Unknown ~~~~
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