The concept of inclusion is one that has been gaining momentum for many years now in various fields, including employment and armed forces. Policies such as affirmative action, equality of opportunity, and diversity have sought to ensure equal treatment for all employees regardless of race, gender, religion, age, disability, or sexual orientation.
The question remains whether these policies alone can create true acceptance within the armed forces. In this article, I will explore the complexities of creating genuine acceptance in the military, delving into the underlying cultural issues that need to be addressed alongside policy changes.
It is essential to understand what constitutes an inclusive policy. An inclusive policy refers to any measure taken by an organization or institution to include individuals who may be excluded due to their personal characteristics. This includes hiring practices, training programs, promotions, and benefits. While these measures are crucial in ensuring fairness and equitable treatment, they do not necessarily address the cultural climate surrounding those characteristics.
While a policy may mandate that women can serve in combat roles, it does not guarantee their acceptance by male colleagues or commanders. Likewise, while LGBTQ+ individuals may be accepted under policy, their heteronormative peers may continue to view them with distrust or suspicion. Therefore, policies alone cannot create genuine acceptance without addressing deeper-rooted cultural issues.
It is necessary to recognize that cultural change takes time. Changing attitudes towards marginalized groups requires consistent education, awareness, and open communication. Without this, prejudices and stereotypes may persist, leading to discrimination and microaggressions.
In a study conducted among U.S. Marines, researchers found that many service members harbored negative views about transgender soldiers despite official policies allowing their enlistment.
Women who served in combat roles faced significant challenges when returning home as they were often perceived as less feminine than their female counterparts. Thus, creating a culture of respect and understanding requires sustained effort over time, which must be reflected in policy changes.
Inclusion must also address individual biases within the military community. Service members come from diverse backgrounds, including religious, socioeconomic, and ethnic perspectives. These differences shape how people interact with each other and view the world. As such, inclusive policies should also consider these differences and find ways to bridge any gaps that exist between individuals. This could include training programs that promote empathy and understanding, as well as leadership initiatives that model inclusive behavior. By doing so, the armed forces can create an environment where everyone feels valued and welcomed, regardless of their personal characteristics.
While inclusive policies are essential for ensuring fair treatment, true acceptance requires more than just mandates on paper. Cultural shifts need to occur within the military to ensure that all members feel safe and accepted. This change takes time and effort but is critical for maintaining cohesion and readiness. Therefore, it is crucial for leaders and policymakers to prioritize this process and continue making strides towards genuine acceptance.
Can policy inclusion alone create genuine acceptance within the armed forces, or are cultural changes also required?
Policy inclusion may help create greater opportunities for individuals who identify as LGBTQ+ to serve in the military, but genuine acceptance requires significant cultural shifts within society and the institution itself. Acknowledging these challenges will be critical to creating lasting change that addresses systemic discrimination and promotes inclusivity.