FORT BENNING, Ga., (April 1, 2015) -- Debra Wada, assistant secretary of the Army (manpower and Reserve affairs), visited Fort Benning, March 25-26, where she discussed various manpower issues facing the Army.
"The Army is drawing down, but I think we're making an effort from a leadership perspective to do this in the right way," Wada said. "That's in terms of managing both the quantity and quality of the people that we have and trying to do better in talent management. We want to keep the right people in the right place at the right time.
"While painful, we've tried to look at ways we can objectively reduce the force while maintaining its quality," she said. "The goal here is to end up with a force that will retain the best and brightest, both military and civilian. With the people that remain, we want to be able to provide the resources, programs and policies that will help ensure we continue to retain these people."
Part of that effort to retain and attract the best and brightest, she said, involves better positioning the Army as a brand in the eyes of the American public.
"We have so many different organizations that are historic and well-known - the 82nd Airborne Division, 10th Mountain Division, 25th Infantry Division - but we have to recognize the U.S. Army as a brand," Wada said. "Increasing the value of that brand is important. The American people are looking for an organization that has values, and if you look at the Army values, they're reflective of the American people. It's just a matter of getting that information across to the public so they can equate what they stand for with what the Army stands for. If we can do that, we can help increase the quality of people we bring into the Army."
During this time, the Army also wants to ensure it remains diverse from both a gender and ethnic standpoint.
"Senior leadership has been very focused on trying to ensure that we maintain gender and ethnic diversity in the force because we want an Army that is reflective of American society," Wada said. "We have to make a conscious effort to ensure that happens. That starts with how we incentivize people to come in and continues with how we incentivize them to stay.
"Part of the challenge has been that for particular minorities, we're competing against corporations who want to do the same thing. We're probably not going to win on the money front, but we can find other intangible ways - appealing to people's patriotism, desire to serve or ability to do things they might not be able to do in the private sector - that help to provide an environment in which we can attract and retain qualified women and minorities."
Part of the challenge facing the Army in regards to gender diversity, Wada said, is a misconception that women have limited career opportunities in the Army.
"For us in the Army, the restrictions on women serving in combat arms positions, has created a perception that the opportunities for women are limited, and that's not really the case considering the number of positions in the Army that are closed to women is a small number when you look at percentages of MOS [military occupational specialty]," she said. "Gender integration sends a message to the American public that the Army is a fair and open employer. We are going to look at people based on their qualifications and abilities rather than their gender, which is a good thing long term for not only the Army, but the nation."
Another issue that the Army has faced in recent years is the problem of sexual assault and harassment within its ranks. Wada said the sexual harassment and assault response and prevention program is helping to create an environment in which victims feel they can come forward; however, challenges still remain.
"We look at numbers, and the numbers (of reported incidents) are going up, and that's a good thing because it tells us, hopefully, that the programs are working and people feel more comfortable coming forward," she said. "What numbers are not telling us is the point at which, if we're being effective, we will start to see those numbers reduce, which is what you would expect if a program is working. ... Having a better sense of what to expect and when would be helpful."
Related Links:
Army.mil: Inside the Army News
STAND-TO!: Sexual Harassment/Assault Response and Prevention (Sharp) Program
STAND-TO!: Women's History Month: Weaving the Stories of Women's Lives
U.S. Army: Sexual Harassment/Assault Response and Prevention (SHARP)
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