How to change your view on SHARP objects

Executive Summary 

Sexual Assault (SA) and Sexual Harassment (SH) are major problems facing the American military requiring undivided attention and various preventive measures. Attitudes and factors associated with the existing culture tend to play a significant role in the perpetuation of sexual harassment and assault. SHARP (Sexual Harassment Assault Response Prevention), refers to a program developed by the army for gathering the soldier's perspective in informing sexual assault prevention while providing necessary data to the leaders in the military. Thus, prevention or eradication of sexual assault and harassment the military leadership ought to acquire relevant and detailed information concerning the military culture that tends to facilitate SH and SA. This research discusses in detail how the army handles SA and SH cases. It analyzes the SHARP program, its origin, and its main purpose to the army. It also highlights the areas in the SHARP program that needs improvements, thus recommending interventions to the problem. 

Background 

Sexual assault refers to a crime in which there is intentional sexual contact using intimidation, threats, force, or through abusing power or authority when the victim does not consent (Skopp, Roggenkamp, Hoyt, Major & Williams, 2019). On the other hand, sexual harassment refers to the type of sex discrimination, which is characterized by sexual favors request and other unwelcome sexual favors both physical and verbal. According to Skopp et al. (2019), both sexual assault and sexual harassment are common occurrences in military settings. The report confirms that around 14,900 active service members experienced sexual assault, in which 68% of the cases went unreported (Skopp et al., 2019). SHARP program since January 2005 provides a basis for improving the fight on the prevention of SA while increasing accountability and reporting while providing the necessary support to the victims (DOD, 2020). 

The SHARP program focuses on the sexual assault fight by offering the victims reporting options, such as confidential areas to confine while respecting an individual’s situation while allowing them to choose their desired approach to recovery (DOD, 2012). According to DOD (2020), the Department of Defense hopes to handle the sexual assault problem by focusing on the problematic culture in the army, thus preparing leaders in the various levels to develop and promote safe and healthy unit climates. In the fight against sexual assault, the Task Force provides instruction to the Sexual Assault Response Coordinators (SARCs), who act at the forefront in responding to the sexual assault problems. In preparation for the fight, the Task Force offers an 80-hour training, to prepare the SHARP Victim Advocates (VA), who then are qualified to handle various formal and informal complaints. 

SHARP program goals are developing a sexual-assault free culture in the army by creating an environment that advocates for prevention, training, and education as well as offering the response-ability. According to DOD (2012), SHARP has developed the reporting procedures, victim support system as well as effective accountability thus ensuring safety among the victims. SAPR program focuses on the victims' recovery process while providing the cultural-competent, gender-responsive, as well as the recovery-oriented type of care (US DOD SAPR, 2020). SHARP VA provides the non-clinical form of crisis intervention as well as providing ongoing support to the victims (DOD, 2013). SHARP VA supports the victims include the provision of information on the available data and information as well as resources. Therefore, it is clear that the army works to prevent and ensure wellbeing and safety among the sexual assault victims. 

Diagnosis 

Current Situation 

The sexual assault victims are free to disclose their information to anybody they choose although, an official report is only filled by SAPR VA or SARC (Sexual Assault Response Coordinator), who signs 'DD Form 2910', which is then followed by an investigation (DOD, 2013). Informing the military attorney or chaplain does not result in any investigative processes instead, they provide information on the SARC importance to the issue hence the need to consult them. Currently, the military encourages more reporting by offering a safe helpline in which people in the department of defense experiencing sexual assault can call for help. The safe helpline is confidential, anonymous, and available in the play store as an app, 877-995-5247, or at safehelpline.org (DOD Safe Helpline 2020). However, despite the efforts of the military, the number of people seeking help is minimal. 

Under-reporting of sexual offenses is a common problem among both men and women in America. Some of the barriers preventing sexual assault victims from reporting the offenses include feelings of embarrassment, confidentiality concerns, self-blame, as well as fear of not being believed (Skopp et al., 2019). More so, there exist logistical barriers for the people in the military especially due to the mission requirements, in which commanders and the instructors track an individual's accountability including, tracking the medical routines of an individual. According to Skopp et al. (2019), a sexual assault victim is likely to avoid seeking help because of privacy concerns as well in meeting their duty requirements because of the strictness of the training programs with missing a few training sessions for treatment results to restarting the program or even dropping it. Nonetheless, the regular checks by the training instructors could affect the process of seeking help among the victims. 

There exists a high risk of re-victimization among the sexual assault victims as most of the offenses occur within the military setting in which the offended and the offender continue to work or live within the same environment hence the need to advocate for higher reporting. SAPR program is yet to achieve its main mission in the military, especially due to the existing problems in the reporting process and the confidentiality issue. More so, people joining SAPR VA and SARC are just interested in the power and not focused on the fight sexual assault, thus affecting the victims' recovery process as well as making people lose faith in the whole program (DOD, 2020). Therefore, many may opt not to report the sexual assault as well as have problems with the recovery process especially if their confidentiality policy is violated. 

Supporting Data analysis 

A survey by the Department of Defense confirms that approximately 0.6% of men and 4.3% of women suffered sexual assault in 2016 (Skopp et al. 2019). More so, around 5.6% of military men and 21.3% of military women experience sexual hostility in their respective duties in 2016. Despite the high rates of sexual assault and sexual harassment, only a small group of people seeks help. Currently, the department of defense collaborates with RAINN (Rape, Abuse, and Incest National Network), which operates the DOD's safe helpline as a preventive measure in the sexual assault (RAINN, 2020). Despite the efforts, 2018, recorded higher cases of sexual assault in which 6.2% of women experienced the fateful ordeal, which is higher than the previous 4.3% in 2016. 

The same case applies to men who increased from 0.6% in 2016 to 0.7% in 2018 (DOD, 2020). Nonetheless, the active-duty men that experienced sexual assault in 2018 were 6.3%, while 24.2% of women hence an elaboration that the problem persists. In 2018, there were 7.623 reports on sexual assault, which increased to 7.825 reports in 2019. More so, the American civilians reporting sexual assault in 2019 were 937 with the foreigners 652 that sought help before joining the military service (DOD, 2020). The above results confirm that sexual assault cases are still prevalent in America, thus requiring better means to handle the problem. 

Recommended Intervention 

SAPR participants still agree that sexual assault victims are highly concerned with the confidentiality breeches with third-party disclosing discouraging them from the reporting processes. Therefore, adopting the third-party reporting outside the military reach could help to alleviate the fear among the sexual assault victims, thus increasing the number of people seeking help (GAO, 2017). An outside party is an important reporting outlet necessary in the military, especially because in many cases people are afraid of approaching SAPR program for help because of the fear of retaliation from an individual's unit following a report on another member, which the culture of the army is against (Skopp et al., 2019). Therefore, adopting a private civilian entity would rekindle some hope to the people afraid of their units, thus encouraging more reporting. More so, private institutions are highly associated with good positive results as they are free from any influence of the army's culture that emphasizes masculinity and speaking ill of each other, thus a good promise on avoiding biased outcomes. 

Prohibition of the SARC and VAs from performing civilian roles is an attribute likely to lure so many people into joining the 80-hour training to be promoted. According to GAO (2017), the DOD policy the military technicians are relieved of their civilian duties not only if their job descriptions match. Therefore, with such advantages, SARC and VA positions are likely to attract many people who are just interested in the promotion, thus poor working compared to those that are interested in the whole process of helping people receive justice as well as return back to their full potential after the assault. Therefore, the SHARP program ought to improve their recruiting process to include more detailed assessments that can identify the willingness, capability, and motivation of the people in joining the programs to obtain only the highly qualified personnel that could positively impact the whole program. 

Applicable Organizational Behavior Concepts 

An organization's culture constitutes its norms, values, beliefs, and assumptions, which reinforces or perpetuates through the socialization with new people or through identification with leaders. Skopp et al. (2019) affirm that the military culture is a key player in the high occurrence of sexual assault and sexual harassment. Historically, the military culture has identified groups based on masculinity, which is a measure of ability and strength, thus emphasizing aggression, risk-taking attitudes, dominance, and self-sufficiency (Skopp et al., 2019). Therefore, military identity aspects could be a limitation on people who are victims of sexual assault. More so, sexual Assault myths available in the military hinder the act of reporting, such as "Men are never rape victims." 

Additionally, the social cohesion attribute that is highly valued in the military, hindering the disclosure of negative information concerning another military member is another hindrance in the fight on sexual assault (Skopp et al., 2019). Moreover, the reluctance of the leadership to handle the SA and SH affects people’s attitude towards the whole process of reporting sexual assault. Thus, to improve the results in the fight against sexual assault and harassment, military trainer ought to change on their accountability measures, by being more lenient on the sexual assault victims that miss training when they go for treatments. More so, they could allow trainees to hide any medical information that they feel violates their confidentiality to encourage more on reporting and seeking medical care. 

SAPR ought to emphasize more on the cultural behaviors that ensure the safety of everyone, including teachings that are capable of eliminating cultural beliefs that emphasize men are less masculine if they receive sexual assaults and harassments. Both men and women are bound to suffer in an environment with cultural values that do not foster safety, such as the emphasis on having ones back even when they commit crimes. Therefore, the SAPR group ought to emphasize more on the importance of reporting with the military leadership stressing on the safety and wellbeing of everyone and not mere issues of masculinity. 

References 

Department of Defense Safe Helpline (2020). DoD Safe Helpline . https://safehelpline.org/ 

Department of Defense. (2012).  DoD Instruction 6495.01 Sexual Assault Prevention and Response (SARP) Program.  https://www.sapr.mil/sites/default/files/DoDI_649501_20130430.pdf . 

Department of Defense. (2013). DoD Instruction 6495.02 Sexual Assault Prevention and Response (SARP) Program Procedures. https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/dodi/649502p.pdf 

Department of Defense. (2020). DoD Instruction 6495.03 Defense Sexual Assault Advocate Certification Program (D-SAACP). https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/dodi/649503p.pdf 

GAO (2017). Sexual Assault: Better Resource Management Needed to Improve Prevention and Response in the Army National Guard and Army Reserve. Report to Congressional Committees. https://www.gao.gov/assets/690/683046.pdf 

RAINN (Rape, Abuse & Incest National Network) (2020). Programs and Expertise . https://www.rainn.org/about-rainn 

Skopp, N. A., Roggenkamp, H., Hoyt, T. V., Major, H. M., & Williams, T. J. (2020). Army Sexual Harassment/Sexual Assault Response & Prevention Program (SHARP) Tiger Team: A Model to Inform Prevention.  Military Behavioral Health ,  8 (1), 64-73. 

United States Department of Defense Sexual Assault Prevention and Response. (2020). Sexual Assault Prevention and Response. https://www.sapr.mil/