Gen. Dempsey Discusses Sexual Assault within the Ranks

Trust is the very foundation of our profession. I see it first-hand during my visits to Afghanistan and around the world. You trust in your nation, in your leaders, and in each other, and you willingly put yourself in harmʼs way because of those bonds of trust. Thatʼs one of the reasons Iʼm so committed to eliminating sexual assault. It breaks that trust.

The Joint Chiefs and leaders across the DOD are deeply invested in making the institutional changes necessary to prevent sexual assault and to respond appropriately when it occurs. Weʼre doubling down on our efforts towards prevention, victim support, investigations, and accountability, while preserving the rights of those accused.

We will not stop working to eliminate sexual assault. We canʼt do it alone. Everyone serving in our total force has an important role. Foster a climate that encourages reporting and investigating allegations of these crimes. Have the courage to intervene when you see others engaging in inappropriate behavior. Reinforce a unit culture based on professionalism, respect, core values, and trust.

If youʼve been a victim, talk to someone you trust. In addition to the trained personnel in your units and at your home stations, there are counselors at services like Military OneSource and the DOD Safe Helpline (1-877-995-5247) who want to help.Graphic

We must stay committed to keeping our honor clean. We must work to strengthen our bonds of trust with each other and with the American people.


DOD Sexual Assault Web Special
Army Sexual Assault Web Special
Navy Sexual Assault Web Special
Air Force Sexual Assault Web Special
Marines Sexual Assault Web Special
Coast Guard Sexual Assault Web Special
DOD Sexual Assault Report

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7 Responses to Gen. Dempsey Discusses Sexual Assault within the Ranks

  1. kristina hed says:

    man måste kontrolera sina sexual luster ett nej är ett nej .

  2. Jess says:

    I was sexually assaulted while I was in the service. I was told that due to my MOS, I should have known better than to get myself in the situation in the first place. I was shunned by friends who didn’t want to get in trouble, and didn’t want to get involved. The NCO that did the assaulting was allowed to torment and harass me. My life was hell, and ultimately the betrayals I experienced by fellow soldiers and Army leadership made me choose not to re-up. Please continue to do all you can to help the culture to change. We are people, not trash to be thrown away on a whim.

  3. sharp_is_a_joke says:

    Gen. Dempsey: I thank you for your concern regarding this issue. Please be advised that reports are not being handled correctly according to AR 600-20 APPENDIX D. I filed a sexual harassment complaint against a soldier when I was attacked in the stairwell of my on post living quarters in Germany. I am a spouse of a soldier. This was done in AUG 2012. I have yet to be informed formally of the outcome of the investigation (which was not done according to said AR). I was not offered an appeal to this investigation as stated in AR 600-20…I have only filled out the first part of form 7279 which deals with the initial complaint and nothing further. I reported this through the chain of command up to and including United States Army Europe – USAREUR, Command Sergeant Major, U.S. Army Europe and Sgt. Maj. Bryan B. Battaglia, Senior Enlisted Advisor to… I have also made a formal complaint to Nate Evans through SAPRO. Mr. Evans has now turned it back to USAEUR. They are playing ring around the rosy. I was forced to be ERODed from my soldier and Germany. This situation needs to be remedied. Another 15-6 investigation is now being done “into the circumstances surrounding the notifications on the outcome of the investigation and rights to appeal”. This does not need to be drawn out any further it needs to be corrected! It seems to me as I was pushed out of Germany before it could be completed, I am now being pushed further and held up until deployment starts. Stop covering this up, stop dragging it on and fix this situation.

  4. The integration of women into combat arms is one of the important steps in sexual assault prevention. Our services are headed in the right direction with rescinding the Combat Exclusion Policy. Thank you for making sexual assault prevention a top priority. The elimination of sexual assault will definitely assist in creating more Ready and Resilient Servicemembers.

  5. Kim says:

    From early childhood on, I was keenly aware of the threat of sexual abuse, harassment and worse. Not only to myself, but as I matured I read and learned about so much horror involving this issue that I made it my life’s purpose to fight against it any way I could/can. My main focus was on pedophelia/childpornography/incest/child rape etc. Being a bonafied and genuine VIRGIN in Heart, Mind and Body I’m particularly vulnerable concerning sex abuse. My heart lies with all those children. You wouldn’t BELIEVE the massive amount of such cases, the severity and the horror they will have to deal with for the rest of their lives with DEATH as their only solace and chance to be delivered from the harm done to them. In every part of this world especially in certain countries and cultures sexual abuse and worse is so common that everyone seems to accept it as a given fact. I urge you: don’t ALLOW such culture nor ACCEPT such culture nor SUSTAIN such culture in the Military: the Ones whose Primary Profession is to FIGHT, SAVE AND SERVE their nation, their country, and all who need them.

    …and don’t let the guilty get away with it!


  6. ArmyGal says:

    Dear Sir;
    Thank you for the opportunity to espress my concerns of sexuaal assault, sexual harassment, and hostile work envirnments.,and SHARP Training/ for this I submit information;
    I know as a Former Active Duty NCO; as well as a former National Guard
    NCO, and presently a Civil service Employee I am stepping outside of the chain
    of command in regards to the information I am providing you. I do this because I have nofaith in the system or the Chain of command in regards to
    AMRDEC or RDECOM at this point in time and even fearing furthe5r reprisal,
    I am losing faith in the ability of the RDECOM and AMRDEC to handle sexual
    harassment, and in the ability to provide adequate training or to have
    supervisors act in a judicious, and timely manner to be able to resolve even
    sexual harassment, or hostile work environments in a timely manner. I am even more surprisedafter being on the receiving end of sexual harassment,
    and a hostile work environment, from Military, Civil Service, and contractor
    augmented personnel. I however cannot let things esclate further.
    The present climate that I have personally experienced is neither settled at the lowest possible level, nor is the present command inclined to even try.
    In addition the record of default judgments against RDECOM makes me even more leery of taking it up further for fear of further reprisal and retaliation.

    I filed an initial complaint with the EEO Office, in August of 2011, and still there is no Final Decision, The AMRDEC director did not meet for arbitration in July of 2012, and even pulled out three days prior to the arranged meeting.
    The AMRDEC Director did not even show up or send a representative at the onset of the fact finding in October of 2012 an attempt to resolve the issue or discuss it. The report of investigation after the investigator questioned all, but when my
    witness were called he went off the record after limiting or not allowing
    questions he himself had asked other witnesses. My representation with the union and I objected to the seemingly preferential line of questioning, and feel
    that if the issue had been brought to light Ms. Kathy Shelton, and Lennie
    Adams would have had to add charges to the claim.

    I need to make note of a situation that OPM ProvidesGuidance, USA JOBS and
    the employment application identify guidance and information that you will
    not be discriminated against in civilian employment for your sexual orientation or your gender identity. The EEOC also have provided guidance that it is a protected class in Federal Employment. There is no information contained in the current SHARP Website or training that addresses the LGBT issues in the work place, and as long as co-located contractor augmented workforce does not receive the same
    training under AMC, then the path for Civilian manger is often to utilize
    contractors to create a hostile work environment and to support their efforts
    until an individual they might feel uncomfortable with will either be
    removed, quit or find another job. The harassment, hostile work environment and complaints often have nothing to do with the exceptional work an employee
    should be judged on but that the employee is different than someone else in a
    manner not impacting the performance of their Job. This during a time of budget cuts and scandal will only continue to keep items like this inthe limelight, and in cost due to litigation, complaints and lawsuits will increase an already
    overburdened funding issue.

    Training is severely lacking and especially after the repeal of don’t ask don’t tell and should be addressed to have in informed professional working staff that supports our soldiers, civilians, and those involved in the protection of this Great Country of ours. Please Remember that in many climates Military supervise Civilians and Civilians often supervise military personnel, and training must be in line with not only current regulations, and Directives, but must also be in line with the EEOC,
    the Department of Labor, and OPM, or the risk to the mission, morale, and
    command climate will only continue to deteriorate.

    In hearing recent comments during the meeting on the Military, I am asking
    to also look into the time the Army takes to even resolve an issue for
    Civilians, with often the excuse being the Army has no control over the investigators, or the Army has no control over the Final Agency Decision and
    therefore are exempt from the 180 day limitations. As I am a firm believer
    in the Military, discipline and regulations I have a hard time wanting to
    bring this issue to public attention by taking this matter directly to civil
    court which the IG states is my only option. That option does but
    substantiate lack or responsibility on the chain of command to resolve issues, and provide a tantamount of support to take the action to provide timely and responsive investigations out of the hands of the local command.
    I am still since leaving the PEO IEWS; where AMRDEC Matrix Employees were in
    charge of the operations I worked at have lost them professional reputation,
    and job responsibilities similar to what I had been working in the past. I have had a great deal of sickness, sleepless nights, anxiety, and general depression over the incidents. I even had an incident or verbal sexual harassment where I reported it to my first line supervisor, and she stated “People are human. They’re going to Talk, it’s human nature” After sending a letter to the Deputy Directors of the Directorate, she claimed she misunderstood what I meant. The performance Objective for
    me were to have started in July of 2012 yet I received none until January
    of 2013, the objects changed radically from a narrative approach the
    supervisor had provided from Nov 2004 to June of 2012, to a Task
    structure for objectives.

    I should note that the Aviation and Missile Research Development Engineering
    Centers (AMRDEC) Command’s SES Mr. Eric Edwards canceled Arbitration in July
    2012, and did not appear on Oct 2012 to even discuss the merits of the case.Not sure if this is also connected to the ABERDEN MD cases where the Research Development Engineering Command (RDECOM), also had judgment for the
    plaintiff when RDECOM failed to (defaulted) to even show up. I feel this information is pertinent to the questions you are currently asking the joint chiefs of Staff. In an incident last year I have an EEO case that was initiated in August of 2011, and a Retaliation case shortly after, The army requirement is to complete the investigation in 180 days. as of this date there is no final decision on the case, and the retaliation continues. During my times inquiries to the IG Office on Redstone Arsenal, I have been told the Investigators are backed up, nothing we can do, Thy Final Agency Decision Team is backlogged nothing we can do. The perceived sweep it under the carpet, or if we drag this our maybe those that knew will forget by the time the
    individual takes it to the EEOC or Civil action is in direct cont5ridiction to my
    EEO NCOIC and regulation experience.
    Besides were are trained discplned, and and learn to work in the military by Regulations, Directives, Memorandums, Pamphlets, etc. Why would you let so many of us down and try to cover it up.
    **** The honor if a man is greatly diminshed in the military when the Command fails to act becuse it could negativley impact upon the perception of their abillity to maintain discipline, and in the end results in the total demise of the discpline and honer we so try to instil in our troops.******
    “We cannot lead unless we lead by example and often are required ot make had choices between ofthen doing what is right, and doing the right Thing” Neil Armstrong

  7. Bob Dunphy says:

    NPR has a video of Australian Lt. Gen. David Morrison speaking on this subject. I would like to see a senior officer in each branch the US military say it as plainly and with as much conviction to the soldiers, marines, airmen or sailors under their command and carry through with what they say.

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