TNS mrbi/148930/Retention of Women in the Defence Force/December 2006 Retention And Recruitment Of Women In The Defence Forces Department of Defence

TNS mrbi/148930/Retention of Women in the Defence Force/December 2006

Retention And Recruitment Of Women In The Defence Forces

Department of Defence

2 TNS mrbi/148930/Final Presentation/December 2006

Table Of Contents

Introduction

Background & Objectives

Research Methodology

Findings

Careers

Familiarity & Perceptions of the Defence Force

Motivators & Barriers to Joining the PDF

Women’s experience of the PDF

Recruitment

Conclusions & Recommendations


Introduction


Background & Objectives

This research was intended to identify areas where action can be taken to maximise the number of women applicants to the Defence Forces, hence increasing the number enlisting. In addition, areas to be addressed for retention were also harnessed.

More specifically the research aimed to;

Identify barriers for women to joining the Defence Forces, at both a functional and emotive level.

Assessment of awareness and perceptions of the Defence Forces as a career for women.

Uncover issues which could encourage future enlistment and retention in the Permanent Defence Forces.



A diagnostic methodology incorporating both qualitative and quantitative approaches was utilised.

Qualitative Phase

The qualitative research approach encompassed a series of 28 in-depth interviews structured as follows:

Respondent Type Number of Depth Interviews

School Leavers 4

Parent of School Leavers 4

Women Currently in the Defence Force 10

Career Guidance Teachers 5

National Women’s Council 1

National Centre for Guidance in Education 1

Ex-members of the Defence Force 3

Total No. of Depths 28



Other criteria

Women currently in the Permanent Defence Force comprised of the following:

– 1 Officer

– 2 Cadets

– 2 Non-Commissioned Officer

– 5 Privates

Interviews were taped, transcribed and then analysed for factual and discursive content.

In the interests of protecting the anonymity of our respondents, direct quotations are identified only by rank or career.

Fieldwork was conducted in September – November 2006.



Quantitative Phase

Two quantitative phases were undertaken, namely:

National survey of 522 females aged 15+

Survey of serving female PDF members

The national telephone survey of females aged 15+ was conducted via TNS mrbi’s national omnibus survey, PhoneBus®. This survey was conducted via telephone and is fully representative of the population. Quota controls are imposed for gender, age, socio-economic class and region. Fieldwork was conducted between 17th – 26th October, 2006.

The survey of serving female PDF members was conducted via a self-completion approach. All serving members of the PDF were sent a questionnaire and a prepaid reply envelope addressed to TNS mrbi. The Department of Defence were responsible for distribution. Fieldwork was conducted between November 2006 and January 2007. 188 responses were received in total (a 36% response rate). The data was weighted by rank and location to reflect the population of serving females in the PDF.


Findings


Careers


A college education has become more the norm with significant parental pressure evident.

An element of prestige exists with a college education.

Social Context

Full Employment

College Education

Money/wealth/ trappings

Less careers for lifeTransferability of skills

Social Life

Students are placing less emphasis on careers for life given the full employment circumstances. Transferability of skills is important to aid career/job switching. In addition, the majority of students also desire a certain standard of social life outside of work. Many young people

demand the wealth and the trappings accompanying a college education. The career versus family debate lurks in the back of female minds sub-consciously. The latter also places more maternal careers high on the list for females.

“In the past, students had to choose a definite career route such as entering the Army whereas students are more flighty now they do not want to be tied down at such an early stage of their career.” (Guidance Councillor)

“Some students would show an interest in the Defence Force, but the lifestyle is off-putting.” (Guidance Councillor)


Career InfluencersParents/Family

Profound influencer – crucial target

“There would be some parents who would plead with me ….” “at all costs, squeeze them into something at third level”. “There is an element of prestige associated with college.”

(Guidance Councillor)

“Although the Defence Force offers great job security. I would not see it is as a good career move…… I do not want to see my daughter out in the rain carrying a heavy gun.”

(Parent of School Leaver)

Peers

Often peers can heavily influence their friends career choice.

“I joined commerce in UCC because my two best friends

were with me.” (School Leaver)

Guidance Councillors

Ensure that students’ interest is genuine

They provide practical advice on following up a career choice

Teachers (certain)

Inspire interest in career choices/subjects

It will be crucial to target parents as they often have more influence than Career Guidance Councillors.


Net Importance Of Qualities Of An Ideal Career - IBase: All Females: 522

78%

79%

79%

79%

80%

82%

84%

85%

89%

90%

90%

90%

90%

91%

91%

93%

95%Good benefits

Exciting

Helping Others

Get an education

Motivating

Well Paid

Job security

Good prospects

Sense of doing something important

Family Friendly

Learn good skills

Teamwork

Can use skills learnt in other careers

Good social Life

Opportunity to lead other people

Commitment

Challenging

Q.2 I would like you to think about your ideal career and tell me how important or not each statement or word that I am going to read out is when choosing your ideal career using a scale whereby 5 = Very Important, 4 = Important, 3 =

Neither Important Nor Unimportant, 2 = Unimportant and 1 = Very Unimportant?

25-34 35+FemaleParents

% % %

77 88 90

67 65 68

87 92 89

87 90 87

86 88 90

88 86 91

92 88 90

89 88 87

80 89 88

84 88 90

82 87 83

92 86 86

76 76 74

58 60 56

72 69 72

85 92 89

84 86 83

15-24’s

Age


Net Importance Of Qualities Of An Ideal Career - IIBase: All Females: 522

26%

28%

36%

45%

46%

46%

50%

50%

55%

60%

61%

63%

68%

70%

76%

77%Variety of work

Discipline

Active

Modern career

Learning a trade

Adventurous

Contract employment

Dynamic

Foreign Travel

Indoor based rather than outdoors

Has a predictable routine

Glamorous

Manual

An element of Danger

Physically demanding

Becomes your life rather than a job

Q.2 I would like you to think about your ideal career and tell me how important or not each statement or word that I am going to read out is when choosing your ideal career using a scale whereby 5 = Very Important, 4 = Important, 3 =

Neither Important Nor Unimportant, 2 = Unimportant and 1 = Very Unimportant?

25-34 35+FemaleParents

% % %

72 80 72

76 87 80

64 75 67

44 52 53

79 75 73

43 45 40

60 56 57

61 59 54

34 40 32

38 55 48

38 54 44

19 30 27

37 41 38

25 29 24

31 40 30

19 33 22

15-24’s

Age


Top Three Realistic Career ChoicesBase: All Females: 522

9%

7%

2%

3%

3%

2%

4%

4%

5%

7%

8%

8%

13%

13%

31%

35%

2%

Teacher

Nurse/carer

Beautician/hairdresser

Management

Lawyer

Own a business

Accountant

Vet

Doctor

Artist

Office worker

Designer

Child carer

Work in a shop

Computers

Other

Don’t know

Q.1 I would now like you to think about your career or potential career. What would be your top three realistic career choices?

25-34 35+

% %

29 23

18 23

1 2

7 4

3 2

8 3

10 4

3 2

7 4

- 2

5 3

- 6

7 4

1 2

1 1

9 6

16 30

15-24’s

* Answers less than 2% for 15-24’s not shown

In reality, the PDF is off the radar for many females, with careers more orientated

towards; maternalistic, business and artistic being more appealing


Career Needstates

Four broad career needstates for females emerged, with differing careers serving each needstate.

Freedom Potency

FunctionalMore artistic, creative needs

SocialYouthfulCommunity minded

EmotiveSelf-expressionCarefreeSpontaneousWarm Approachable

FunctionalRegimentedActive RulesDisciplined

SocialTraditionalConservativeLeader

EmotiveDynamicIndependent mindedAdventurousAssertiveSelf-assuredVitality

Symbolised by: artist, designer, journalist Symbolised by: Defence Forces, Gardaí,

Comfort Status

FunctionalHelping others through teaching, nursing, etc.

Social Family orientated Supportive

EmotiveMaternalAltruisticCaring, kindCompassionate

Functional Lifestyle & trappingsCareer driven

Social MatureEstablishedBusiness orientatedSophisticated

EmotiveAmbitiousCompetentSuccessfulIntelligent

Symbolised by: nursing, physiotherapy, teaching Symbolised by: solicitor, stock broker, business owner


Image of the PDF - Amongst the General Public

Functional Uniforms & equipment Rules and discipline Dangerous Pay okay Unsociable hours (lonesome) High commitment (live to work, not

work to live) Tough, physical environment

Social Identity Still more masculine Traditional Community/social bonding (to a

degree)

Emotive Active Aggressive Extrovert Adventurous Down to earth Reliable Harsh, strong Powerful Exciting Empathetic (UN) for some Compassionate (UN)

PotencyFreedom

Comfort Status

DefenceForces

“It is a very harsh and aggressive working environment for a woman.” (Parent)

“The Army is traditionally a male dominated culture. It is still quite conservative compared to other professions, however it is moving in the

right direction.” (Guidance Councillor)


Image of the PDF - Amongst the General Public

However, in recent years the PDF’s profile has improved dramatically.

The Irish Defence Forces has a more caring image than armies. It is perceived principally as a peacekeeping force that help to safeguard Ireland and provides assistance in key troublespots through the provision of humanitarian help and peacekeeping missions.

“It has often been compared to the UN as it has taken on a more

compassionate and empathetic role.” (Guidance Councillor)

Appreciation exists of the positive role women can have in peacekeeping situations

“In peacekeeping situations, women bring good qualities and represent different interests. They are more nurturing, they are better able to

control aggression, and they are less intimidating to the population at

large, especially women and children.”

(NWCI Representative)

PotencyFreedom

Comfort Status

DefenceForces

Competition to the Defence Forces is stiff with career typologies of; business, maternal and artistic having stronger appeal to females nowadays. Note: That the Gardaí have a

similar position to the DF, but caters for different needs.


Image of the PDF - IBase: All Females: 522

9395

93

63

81

96

92

42

93

78

87

54

87

84

93

85

43

4

28

14

2

5

48

5

16

9

30

9

12

5

12

1277

Associate%

Q.7 Which of these words or statements do you associate with a career in the Permanent Irish Defence Force i.e. full-time members. It is only your perception we are interested in, it does not matter whether you know anything about it or not?

Good benefits

Exciting

Helping Others

Get an education

Motivating

Well Paid

Job security

Good prospects


Family Friendly

Learn good skills

Teamwork

Can use skills learnt in other careers

Good social Life

Opportunity to lead other people

Commitment

Challenging

Do not Associate

%

Don’t Know

%

11

3

2

4

4

16

4

6

3

10

3

2

6

10

3

2

3

Statements ranked on importance to females

Image weaknesses include: pay, family friendly, prospects, social life, contract (for life), hours, routine, dangerous, physical nature, bullying

N.B. When females are thinking of the PDF, the officer level has a more positive image


Image of the PDF - IIBase: All Females: 522

5069

92

89

85

18

63

23

90

74

59

89

84

70

94

96

3624

6

8

12

78

30

71

8

17

30

9

13

25

4

2

1975

Associate%

Q.7 Which of these words or statements do you associate with a career in the Permanent Irish Defence Force i.e. full-time members. It is only your perception we are interested in, it does not matter whether you know anything about it or not?

Do not Associate

%

Don’t Know

%

Variety of work

Discipline

Active

Modern career

Learning a trade

Adventurous

Contract employment

Dynamic

Foreign Travel

Indoor based rather than outdoors

Has a predictable routine

Glamorous

Manual

An element of Danger

Physically demanding

Becomes your life rather than a job

Bullying *

* Not asked re: Ideal Career

Statements ranked on importance to females

6

2

2

5

3

2

11

9

2

6

7

4

3

3

2

7

7


Familiarity and Perceptions of the PDF


Contact With The Defence ForceBase: All Females: 522

Family/friends Family/friends Personal Personal current membership ever members consideration of

Membership of the PDF/RDF in the PDF/RDF a PDF career% % % %

1

9198

8372

1727

2

* *

11** 51Previously a member of the RDF

Previously a member of the PDFYes, currently a member

No, I have never been a member of either

Don’t know

Q.3 Are you now or have you ever been a member of the Irish Defence Forces?

Yes

No

Don’t know

Yes

No

Don’t know

Yes, ArmyYes, Navy

Yes, Air CorpsYes, Any

No

Q.4 Are any of your friends/family members currently members of the Irish Defence Forces (either the Reserve or the Permanent Defence Forces)?

Q.5 Have any of your friends/family members ever been members of the Irish Defence Forces (either Reserve or Permanent Defence Forces) in the past?

Q.6 Have you ever considered a career in the Permanent Irish Defence Force?

9% of females ever considered a PDF career


Degree Of Familiarity with the PDF- Amongst Parents And School Leavers Primarily

The Army has the highest level of familiarity amongst the public.

Many respondents associate the PDF solely with the Army.

It is important to note that those living near a Military Base were more familiar with the PDF.

Army

Air Corps

Navy

Both the Naval service and the Air Corps have lower levels of familiarity.

“There is a complete void amongst the general public with regard to the day to day role of the Defence

Force.” (Guidance Councillor)

Note less contact evident with the latter two PDF areas.

“Obviously there is much more to the PDF than guns, soldiers and camouflage, however I just don’t know

about it.” (School Leaver)

Deg

ree

of

fam

iliar

ity


Army While ignorance exists re day-to-

day roles

- Perceptually the public feels it knows more about the Army compared to Navy and Air Corp

- Higher visibility

- More openness & accessibility due to land-based nature of the service

Key Perceptual Differences Between PDF Services

Air Corps Image of prestige, elitism and

exclusivity

- Perception of higher educated recruits (pilot driven)

- Feeling its smaller division communicated the exclusivity

- Specialised skills

- Less visibility

Naval Service Sea faring less appealing

- Fear of water

- Feeling of isolation & confinement (at sea for long periods)

- Specialised skills

- Less visibility as the majority of time is spent at sea


RDF-Versus-PDF

Reserve Defence Force

Low level of awareness amongst the general public, however high awareness in RDF military areas.

The RDF is perceived as a more sophisticated form of the Scouts or Ventures.

However, the RDF is not perceived to have the same standing as the Territorial Army in the UK. The RDF does not have the same appeal, it has negative connotations, while many still associate it with the term FCA.

Outlined below are a number of viewpoints held by the general public: Enlisting with the RDF is more flexible, whereas enlisting with the PDF

appears very final - a life-long career choice.“It is seen as a part time career rather than a full time career choice. It is

not taken as seriously as the PDF”. (Private)


RDF-Versus-PDF

Many respondents viewed the reserves as good training and preparation before entering the Gardaí.

The application process was felt to be easier for the RDF RDF considered to be easier lifestyle compared to PDF

“The training is not as rigorous in the RDF as it is in the PDF.” (Guidance Councillor)

“The school has had female students that joined both the RDF and the Gardaí but not the PDF.” (Guidance Councillor)

“I would prefer a clear division between work and free time. I wouldn’t fancy being away for such long stretches of time. The hours are very

unsociable in the PDF.” (School Leaver)

The RDF is perceived as an easier route to choose than the PDF. It is considered a part-time career choice whereas the PDF is a life-long career choice. Greater potential exists

for the RDF if it was promoted akin to the UK Territorials.


Media Representation Of Women In The PDFAmongst the General Public

TomboyMasculine demeanour. Wants to be seen as

“one of the lads”. Lacks femininity.

Sexual ObjectPerceived in a sexual manner,

accentuates femininity and temptation

DistractionPerceived as a sexual distraction to their

male counterparts

MasculinePerceived as a stereotypical

tomboy

StrongNeeds to be both physically

and mentally strong

Media representation of women soldiers tend to depict a stereotypical tomboy image in the main

Respondents perception of the Defence Force was heavily influenced by the media. For example:

US war films such as GI Jane.

News bulletins- Footage of Iraq on the news.

“Women would have to act like one of the lads, if she wanted to be treated like one. I guess she would have to forego her femininity.” (School Leaver)

“With the abuses which went on in Abu Ghraib, where women were as involved as men, it was very disturbing… when women are seen to be abusive, it seems more jarring.” (NWCI Representative)


Agreement With Statements Relating To The PDFBase: All Females: 522

7

11

14

28

31

34

69

10

10

13

23

21

26

23

15

10

11

15

16

19

23

17

20

12

13

10

2

41

47

37

21

12

9

4

5

5

7

5 4

1

2

-You have to be physically fit to enlist in the PDF

A career in the PDF is suitable for women

There is not enough info available on how to enlist in PDF

The PDF are more for men

A career in the PDF would fit in with raising my family, having children as much as any other career

I know the requirements to enlist in the PDF

I know what members of the DF do on a day-to-day basis

Strongly Slightly Neither/ Slightly Strongly Don’tagree agree nor disagree disagree know

% % % % % %

A career in the PDF is becoming more acceptable, however strong male associations remain. The lack of fit with family life, ignorance enlisting

requirements and day-to-day activities are key issues for the PDF


Agreement With Statements Relating To The PDFBase: All Females Aged 15-24: 63

10

21

33

5

19

38

12

15

19

6

17

20

22

13

62

47

18

9

1 6

1

1

3

3

I would have more fun, better social life, if I went to college or got another job, than joining the PDF

My parents would not encourage me to enlist in the PDF

My school provides info for female students on enlisting in the PDF as a career

The PDF visit(ed) my school as much as any other organisations regarding careers

71% of 15-24’s feel they would enjoy a better social life attending 3rd level education rather than the DF.

The importance of target visiting secondary schools is further emphasised and increased provision of information


% % % % % %


Agreement With Statements Relating To The PDFBase: All Females With Children Under 18: 233

7

42

56

17

15

15

21

15

12

17

12

9

37

1

8

1

1

1I would prefer my child to get a college education rather than enlisting in the PDF

I would prefer my child to learn a trade than enlisting in the PDF

I would encourage my child/children to enlist in the PDF

The importance of addressing parents’ concerns is further underlined


% % % % % %


Motivations & Perceived Barriers To Joining The PDF


Perception Of Females Joining The Defence ForceAmongst the General Public

Personality

Confident / Outgoing

Team player

Self assured

Independent

Strong-willed (mentally)

Assertive

Disciplined (Enjoys an organised and rigid structure)

Comfortable in a male environment

Committed

Physique Active/outdoor individual Athletic Strong

“The Defence Force holds an attraction for a certain type of girl- self assured, determined and mentally stronger than a male recruit.”


A certain type of individual is perceived to join the PDF.


Image of PDF (By Female Members)Motivators To Join The Defence Force

Functional Good job security Uniforms & equipment Regimented Outdoor lifestyle

“The main reason that I joined the PDF was because it offers such an exciting, diverse and varied lifestyle. Excuse the pun, but I wanted a life less ordinary.” (Private)

Skills Education/training

“Wanted an active, outdoor lifestyle.” (Cadet) Pay deemed okSocial ID It provides a great sense of belonging. Perceived as a tight knit community Great sense of camaraderie and social bonding Irishness – a love of country (sense of pride) Reinforces national identity.

“It may sound like a bit of a cliché, but it is a great opportunity to serve your country and give something back.” (NCO)

Emotive Tough Active, yet compassionate and caring Extrovert Exciting Strong/powerful Special, not ordinary Status Prestige

Note: The higher ranks have more appeal due to prestige and status. The lower ranks such as a private are less appealing as their role is

deemed as mundane and lower in status.

Members see a greater sense of prestige and status from a PDF

career than the public.

Barriers to join are discussed later


Prompts To Join The PDFMilitary background

Permanent members tend to have a long history of military tradition. Four in five serving females have friends or family in the Defence Forces either currently or previously.

“Their father was in the Navy, therefore they were used to the fact that they would be away from home for long periods of time”. (Guidance Councillor)

“My father was in the Army, my grandfather was in the Navy and my grandfather’s father was in the Army. I have seven uncles and thirteen cousins in the Army. I was

destined to join the Army”. (Private)

The majority of respondents were more familiar with the “military way of life” in comparison to their mainstream counterparts.

Greater understanding of the nature of the job, the skill requirements and the potential rewards existed.

Those from a military background were heavily influenced by their siblings and parents, considered joining the Army as a lifetime career as they grew up surrounded by a military environment.

“I think that anyone who has a parent in the Army knows about the opportunities that it has to offer.” (Guidance Councillor)

“Teachers and Gardaí tend to discourage their children from following their footsteps, whereas the Army and Navy actively encourage their children to join.” (Guidance

Councillor)


Incidence Of Having Friends/Family In The Defence ForcesBase: All Serving Females: 188

71

70

11

8

21

27

Yes, PDF Yes, RDF No, Neither

Currently

Previously

Not Applicable/Don’t know

%

-

2

%

Q.6 Are any of your friends/family members currently members of the Irish Defence Forces?


Influenced a lot31%

No influence39%

Not stated3%

Influenced a little27%

Q.8 To what extent was your decision to enlist in the Defence Forces influenced or not by your family/friends being members or former members of the Defence Forces?

Influence Of Family/Friends On Decision To Join PDFBase: All With Family/Friends Previously/Currently in DF: 154


Prompts To Join The PDF

High Level Of PDF Visibility

General awareness and appeal of the PDF and PDF life is strongest amongst those who live in the vicinity of the military base because they are more visible on a day to day basis.

“We have a lot of contact with the Defence Force. They come in and give talks to the students regularly.” (Guidance Councillor)

“My father was an officer in the Army and my grandfather was in the Merchant Navy … we have a lot of military history in our family”. (Cadet)

“I grew up beside the Curragh where I was surrounded by a military environment. Elements of the Army were very visible on a day to day basis.” (NCO)

Higher Visibility Of Gardaí

The Gardaí are often seen as a source of competition to the PDF, with higher levels of women applicants each year.

Visibility of the Gardaí and indeed women in the Gardaí is higher than the PDF. In addition, in general the day-to-day duties of Gardaí are more widely known. This visibility engenders a greater degree of social acceptance of the career.

“Women in the Gardaí are more visible, even in the media and news.” (Private)

“Social acceptance will come with greater visibility.” (Cadet)


Prompts To Join The PDF

Other influencers

According to some a career route can be dependent on the secondary school that they attend

Students that attend single sex schools can be more reluctant to apply to careers such as the PDF that break the gender norms.

Whereas, co-ed schools offer a variety of subjects such as carpentry, and technical drawing, therefore, students have more freedom from such gender norms.

Decision making was influenced by PDF members that visited their school.

Exciting website – many members enjoyed the website layout and the comprehensive literature that it provided (room for improvement still exists).

Influenced by their visits to Naval Ports/ships and Army Barracks (deemed as a motivating factor to join)

Influenced by catchy and effective advertisement campaigns

Decision making was influenced by Defence Force members that were present at both the Higher Options in the RDS and the Cork Careers open day.


Barriers To PDF Entry (By School Leavers, Parents, Career Guidance Councillors)

Functional Barriers Limited knowledge of the role of women in the PDF. Physical nature of the job, namely:

physical training harsh conditions

Perceived unsociable hours, etc. Perception of being poorly paid Level of commitment required Longevity of a woman’s career is perceived to be shorter if she intends to have a family –

lack of fit into the image of the PDF Indeed, perceived curtailment of the role being a female (perceived that women often end up

in the administrative/service area as oppose to operations). Lack of knowledge about a career in the PDF amongst those living outside the military

regions. Perception of loneliness and exclusion, namely:

In the perceived masculine environment of the PDF In the wider context of their female peer group



Functional Barriers (Cont’d)

PDF considered very regimented lifestyle compared to other potential career – lacking fun, and an active social life.

Many questioned what skills would be learnt and indeed their transferability.

“They need to show what happens to women when they come out of the Defence Forces at the other side – when they re-enter civilian life – that they haven’t lost time but have

picked up valuable skills” (National Centre for Guidance in Education)

Career prospects also questioned – perception exists that it takes a long time to be promoted, and hence less salary increases etc.

Perception that life in the PDF is dangerous. Interestingly, more of a barrier for parents than school leavers.



Emotive Barriers

The PDF still has a very traditional, down-to-earth image, albeit changing with recent advertising campaigns.

Note, its emotive barriers can also be attractive for others.

However, in the main the key emotive barriers are its perception of being; aggressive and tough/harsh.

Social Barriers

The lifestyle can be unappealing (i.e. dirty, wet, harsh conditions) – not a very trendy career.

Career has a more masculine image. The military culture is often perceived as macho, male, harsh and aggressive.

“I wouldn’t want my boyfriend thinking that I’m more manly than him. He would feel disempowered.” (School Leaver)



Social Barriers (Cont’d)

Perceived lack of social status associated with the Defence Force compared to competing professions, college, etc.

Viewed as conservative career environment.

Social stigma attached to the job-women are perceived to be in the minority in the Defence Force External stigma-Perception that it is a masculine and physically demanding career route

to take. Internal stigma- Some resentment from existing male members to female presence

“It is early days for women yet. It will be a long time before they are fully integrated.” (Parent of School Leaver)


Women’s Experience of the PDF


Perception Of The Defence Forces As A Good Place To WorkBase: All Serving Females: 188

3 0

83

207

1318

6

8

36 38

42

28

39 41

28

51

---1

--

Agree strongly

Agree slightly

Neither/nor

Disagree slightlyDisagree strongly

Not stated

Officer/Total Private NCO Cadet(188) (70) (59) (57)

% % % %

Q.2 To what extent do you agree or disagree that the Defence Forces is a good place to work?

Rank

Positive scores overall, however, NCOs indicate a weaker level of agreement


Degree To Which PDF Career Has Met Expectations (I)Base: All Serving Females: 188

39 36

53

26

45 49

36

48

16 15 12

26

Rank

Exceeded expectations

Met expectations

Fallen short of expectations

Q.23 Thinking about your career in the Defence Forces, has it exceeded your expectations, met your expectations, or fell short of your expectations?


% % % %

More negative response from NCOs


Degree To Which PDF Career Has Met Expectations (II)Base: All Serving Females: 188

39

21

48 47 48

31

50

33

45

51

40 4439

50

38

49

16

28

11 914

1913

18

Length of Service Marital Status Children

Exceeded expectations

Met expectations

Fallen short of expectations

Q.23 Thinking about your career in the Defence Forces, has it exceeded your expectations, met your expectations, or fell short of your expectations?

Married/ Single/living as widowed/

Total 0-5 yrs 6-12 yrs 12+ yrs married div./sep. Yes No (188) (57) (76) (54) (96) (92) (73) (108)

% % % % % % % %

Newer recruits more positive. Half of those with children feel their PDF career

has fallen short of expectations


Likelihood Of Recommending A Career In The PDF to Suitable Female Family and FriendsBase: All Serving Females: 188

Very likely21%

Very unlikely17%

Fairly unlikely13%

Neither likely nor unlikely

19%

Fairly likely30%

Q.21 In general, how likely or unlikely are you to recommend a career in the Defence Forces to suitable female friends or family?

Very or Fairly LikelyRank % Private 59 NCO 30 Officer/Cadet 56

Length of Service 0-5 years 71 6-12 years 41 12 years + 37

Children Yes 35 No 59

30%

Those with children, longer service and indeed NCOs are less likely to

recommend the PDF as a career


Importance Of Aspects Of An Ideal CareerBase: All Serving Females: 188

42

64

45

45

54

74

85

42

23

45

45

39

21

13

12

7

8

6

4

2

1

1

1

1

3

1

2

2-

-

-

-

-

1

2

Very important Fairly important Neither/nor Fairly unimportant Very unimportant

Having a job I enjoy

Job security

Pay and other benefits

Variety of work

Promotional/career opportunities

Family friendly policies


Q.1 The following is a list of aspects which a job/career may offer. How important or unimportant is each aspect to you personally when thinking about your ideal career?


%

1

1

1

2

1

1

1

%


Satisfaction With Aspects Of PDFBase: All Serving Females: 188

19

11

14

17

22

49

28

40

28

42

59

50

32

45

29

23

18

14

15

8

18

8

17

13

5

8

6

6

3

20

12

4

3

4

2

Very satisfied Fairly satisfied Neither/nor Fairly dissatisfied Very dissatisfied

Having a job I enjoy

Job security

Pay and other benefits

Variety of work

Promotional/career opportunities

Family friendly policies



%

1

1

2

1

1

1

2

%

Q.3 The following is a list of aspects which a job may offer. Thinking of your present job in the Permanent Defence Forces, how satisfied or dissatisfied are you with each aspect?

Statements ranked on importance to femalesAlmost 4 in 10 dissatisfied with family policies. Some concern for one quarter over promotion opportunities.


Life In The Permanent Defence Forces (I)Base: All Serving Females: 188

9

7

12

36

19

26

33

44

28

66

35

38

17

20

10

18

17

16

10

4

11

5

8

4

1

Strongly agree Agree Unsure Disagree Strongly disagree

I am able to cope with the pressures of my job

I find/would find it difficult to raise a family in the Defence Forces

I have a good balance between my work & my personal life

The Defence Forces gives me a great sense of belonging

The Defences Forces are changing for the better


%

1

2

2

1

1

%

Q.4 To what extent do you agree or disagree with the following statements?

While newer recruits feel the PDF is changing for the better, some scepticism still exists


Life In The Permanent Defence Forces (II)Base: All Serving Females: 188

3

2

12

11

10

9

11

14

16

20

26

24

12

8

16

41

39

21

24

33

18

22

35

36

18


Work related issues seldom impose on my personal life

I have been bullied/harassed at work in the last year

The bullying/harassment I received in the last year has made me

unhappy at work

My family/personal life interferes with my responsibilities at work

The Defence Forces is a lonely place to work


%

2

4

6

2

1

%

Q.4 To what extent do you agree or disagree with the following statements?

Just one quarter experienced bullying/harassment in the last year. A correlation with age exists, with younger members having a higher incidence


Liked Aspects Of PDF Career [Spontaneous] (I)Base: All Serving Females: 188

42%

26%

12%

12%

17%

18%

19%

20%

23%

26%

Friends/colleagues/camaraderie

Career stability

Variety of work

Overseas travel opportunities

Good pay

Time off/flexible hours

Physical nature

Educational prospects

Being part of a team

Challenging

Q.25 Please list below three things you particularly like about being in the Defence Forces.

Officer/Cadet (49%)

No children (30%)

NCOs (29%)

17-24 yrs (29%)

Officer/Cadet (20%)


Liked Aspects Of PDF Career [Spontaneous] (II)Base: All Serving Females: 188

10%

9%

3%

12%

3%

4%

4%

5%

5%

7%

Medical & dental benefits

The job itself

Status/respect/pride in representing country

Good promotion prospects

Pension

Career opportunities outside DF

Increased confidence/sense of achievement

An atypical job

Other

None/don’t know

Q.25 Please list below three things you particularly like about being in the Defence Forces.

Officer/Cadet (13%)


Agreement With Statements Relating To Personal Development & PromotionBase: All Serving Females: 188

3

10

14

15

18

21

33

5

22

46

45

43

52

50

23

27

19

15

7

13

9

40

23

12

18

19

11

5

26

17

7

6

14

3

3


I receive the same level of training as my male colleagues

The training I receive is relevant to my role in the Defence Forces

I feel I have an equal chance to progress in the Defence Forces

alongside my colleagues

I take part in training courses on a regular basis

My promotional prospects are clear to me

Promotions within the Defence Forces are based on merit

The training courses I take part in are a waste my of time


%

1

1

-

2

2

1

3

%

Q.5 Please indicate to what extent you agree or disagree with each of the following statements

Some concern regarding the merit of promotions and clarity of progression, especially amongst NCOs and those in longer service.


Agreement With Statements Relating To Personal Development & Promotion - Agree Or Strongly Agree (I)Base: All Serving Females: 188

Rank Length Of Service

Total(188)

Private(70)

NCO(59)

Officer/Cadet(57)

0-5 yrs(57)

6-12 yrs(76)

12 yrs+(54)

% % % % % % %

I receive the same level of training as my male colleagues 83 82 81 86 83 83 81

The training I receive is relevant to my role in the Defence Forces 73 73 72 74 79 73 63

I feel I have an equal chance to progress in the Defence Forces alongside my colleagues 61 68 47 63 80 58 42I take part in training courses on a regular basis 60 49 67 73 68 62 44

My promotional prospects are clear to me 60 63 53 63 71 60 45

Promotions within the Defence Forces are based on merit 32 38 18 35 37 36 17

The training courses I take part in are a waste my of time 8 8 10 6 7 9 9



Agreement With Statements Relating To Personal Development & Promotion - Agree Or Strongly Agree (II)Base: All Serving Females: 188

Age Marital Status Children

Total(188)

17-24(44)

25-34(110)

35+(33)

Married/living as married(96)

Single/widowed/divorced/Separated(92)

Yes(73)

No(108)

% % % % % % % %

I receive the same level of training as my male colleagues 83 79 84 82 79 85 81 84

The training I receive is relevant to my role in the Defence Forces 73 82 70 64 64 80 69 74

I feel I have an equal chance to progress in the Defence Forces alongside my colleagues 61 74 59 48 50 71 47 68

I take part in training courses on a regular basis 60 67 63 33 56 63 45 69

My promotional prospects are clear to me 60 67 60 48 58 61 58 62

Promotions within the Defence Forces are based on merit 32 40 31 19 29 35 25 37

The training courses I take part in are a waste my of time 8 10 7 10 14 3 10 7



Disliked Aspects Of PDF Career [Spontaneous] (I)Base: All Serving Females: 188

28%

25%

16%

16%

8%

8%

9%

10%

10%

11%

12%

12%

Mandatory selection for overseas

Time away from family

Long/anti-social hours

Uncertainty about future

Poor career development

Differential treatment of males & females

Sexism/harassment

Abuse of authority

Poor pay

Unfair selection/promotion opportunities

Mundane duties

Bureaucracy/organisational structures

Q.26 Please list below three things you particularly dislike about being in the Defence Forces

Parents (41%)

Parents (43%)

NCOs (22%)

35 yrs + (22%)

17-24 yrs (18%)

Officer/Cadet (21%)


Disliked Aspects Of PDF Career [Spontaneous] (II)Base: All Serving Females: 188

8%

8%

6%

5%

6%

32%

3%

3%

4%

4%

4%

4%

Bullying

Lack of flexibility

Inadequate facilities

Expectations on physical fitness

Social cliques

Lack of female company

Physical strain on body

Old-fashioned thinking

Inadequate complaints system

Lack of maternity/childcare provisions

Other

None/don’t know

Q.26 Please list below three things you particularly dislike about being in the Defence Forces

Served 12 Yrs+ (19%)

17-24 yrs (9%)


Dissatisfaction amongst NCOs

Amongst the ranks, NCOs were the least satisfied with their working situation in the Defence Forces

Felt least secure in their roles

Concerned about long, anti-social hours

More likely than other ranks to agree that the DF is a lonely place to work

Slightly less satisfied than others with pay and other benefits

Concern over the selection process for promotions

Least likely to recommend the Defence Forces to suitable female friends or family

NCOs felt disillusioned with the Defence Forces. Over half stated that their PDF career had not met their expectations.

NCOs are more affected by family friendly policies (47% have children)

Expressed the most dissatisfaction with family friendly policies


Feelings About Career In PDF (I)Base: All Serving Females: 188

15 1117

19

5959

66 57

2530

1722

*--*

I can think of many good reasons to stay

in the Defence Forces & no good reasons to

leave


in the Defence Forces but there are also

many good reasons to leave

I can think of a few good reasons to stay

in the Defence Forces & many good reasons

to leave

Not stated

Rank

Q.16 And which of the following statements best describes your feelings about your career in the Defence Forces?


% % % %


Feelings About Career In PDF (II)Base: All Serving Females: 188

2 1 1

156

21 17 1712

2011

59

53

6462 63

57

58

63

25

41

1520 19

3121

26

----*


in the Defence Forces & no good reasons to

leave


in the Defence Forces but there are also

many good reasons to leave

I can think of a few good reasons to stay

in the Defence Forces & many good reasons

to leave

Not stated

Length of Service Marital Status Children

Q.16 And which of the following statements best describes your feelings about your career in the Defence Forces?

Married/ Single/living as widowed/

Total 0-5 yrs 6-12 yrs 12+ yrs married div./sep. Yes No (188) (57) (76) (54) (96) (92) (73) (108)

% % % % % % % %

Overall scores are positive, especially for new recruits. However, do note 1 in 5 with children could think of few

reasons to stay – similar to those 6 years + in service


Likelihood Of Remaining In Defence Forces For Next 3 YearsBase: All Serving Females: 188

Total(188)

%

10

3410

30

4

12

20

16

56

9

Very likely

Fairly likely

Fairly unlikely

Very unlikely

Don’t know/Not stated

All Unlikely to Remain(30)%

Within 6 months

6 months – 1 year

1 – 2 years

2 – 3 years

Not stated

Q.17 Please indicate how likely or unlikely you are to remain in the Defence Forces for the next three years.

Parents and females in a relationship

are more likely to leave


Prompts To Leave The PDF (I)Base: All Serving Females: 188

41

41

37

40

51

15

18

26

25

15

25

10

28

24

23

17

22

8

9

6

Very likely Fairly likely Not particularly likely Not at all likely

Having to leave my children/family to go overseas

Having an alternative job offer with more flexible hours/conditions

Difficulty managing work/family commitments e.g. duties, exercises

& children/family

My contract is not being extended

Mandatory overseas service on a regular basis

Not Stated%

5

2

1

9

2

%

Q.19 The following are a list of reasons indicating why females might leave the Defence Forces. To what extent would each reason prompt you to leave the Defence Forces?

Family issues and overseas duties are prominent issues


Prompts To Leave The PDF (II)Base: All Serving Females: 188

21

23

21

28

24

33

24

29

31

27

32

24

40

31

35

24

32

30

11

17

13

19

11

13

Very likely Fairly likely Not particularly likely Not at all likely

Having an alternative job offer with better pay

Lack of development opportunities

Unhappy at work due to bullying/harassment

Poor promotion prospects

My work is no longer interesting/challenging

Not being able to commit time to a career course due to family

responsibilities

Not Stated%

1

1

2

1

1

4

%

Q.19 The following are a list of reasons indicating why females might leave the Defence Forces. To what extent would each reason prompt you to leave the Defence Forces?


Encouragements To Stay In PDFBase: All Serving Females: 188

39%

60%

66%

61%

64%

22%

9%

18%

21%

17%

-

33%

Better pay

Modification of overseas requirements e.g. shorter or less frequent tours

Childcare facilities i.e. crèches available in Barracks

Better working balance e.g. introduction of flexitime

Availability of distance learning career courses

Other

Q.20 Please read the following list and tick which ONE would be most likely to encourage you to stay in the Defence Forces?

Q.20a Looking again at the list what else would encourage you to stay in the Defence Forces?

Spontaneous mention

Total mentions

Modification of overseas requirement a key spontaneous issue


Recruitment


Career Guidance Councillors Knowledge of the PDF and proactive stance towards PDF significantly higher amongst

councillors in traditional military areas/close to military bases.

In addition, students themselves in the latter areas are more knowledgeable about a PDF career.

Parent knowledge of the PDF is higher and resistance to the PDF lesser in military areas.

Career Guidance Councillors (Near Military Area)

More proactive regarding the PDF as a career option for females – however all do not necessarily recommend a PDF career.

In general, higher knowledge levels and information available, covering:

Entry requirements in general

Fitness requirements

Interview content

Medical examination, etc.

Career Guidance Councillors (Mainstream – Outside Military Area)

Reactive rather than proactive – if a female student asks they will provide or harness the info, less likely to suggest a PDF career for females, compared to other career paths – Basic info was held.

Less knowledgeable re PDF careers compared to military area counterparts. In particular, uncertainty evident: Entry requirements Content of military.ie Trades or qualifications available for enlisted

personnel“We don’t get information on the specialist route,

applying as an apprentice” (Guidance Councillor)

Day-to-day duties, especially for enlisted personnel


Career Guidance Councillors

Career Guidance Councillors (Near Military Area)

Visits to military installations often organised.

“Students visit the barracks regularly on a class trip, they are also well briefed on the method of entry” (Guidance Councillor)

Parents also more in tune with the PDF in military areas.

“Being so near the Curragh I don’t have to set up mock interviews”. (Guidance Councillor)

In general, career guidance claim to have access/received application forms, information and posters from the PDF. Some received a general career DVD (which included PDF section) directly from the PDF.

“Students visit the barracks regularly on a class trip, they are also well briefed on the method of entry.” (Guidance Councillor)

They understood that potential applicants must undergo the following:

Medical examination (perceived as tough)

Interview

Fitness test

Career Guidance Councillors in all areas displayed a tendency to filter out females for PDF careers, perhaps reflecting their own prejudices and stereotypes.


PDF Recruitment

Strengths

Literature in main viewed as comprehensive (adverts, leaflets, website).

Emotive triggers to join used, namely: uniforms, equipment in adverts, military installation visits, job shows, etc.

“I loved all the gadgets that they brought with them, such as the radar gun. They were also

well presented in their uniform.” (School Leaver)

“Their presence is always widely felt at higher options. They have helicopters and radar guns on

display, which is a very attractive recruitment method. It entices people.” (School Leaver)

In the main, the PDF recruitment style liked, however a couple of elements were highlighted for improvement.

Potential Improvements

However, limited female presence or attraction. Also interactive nature of the website should be explored more (e.g. online videos, etc.).

More of this required, especially with female presence.


PDF Recruitment

Strengths

Use of female personnel in talks or as a recruitment mechanic.

“It was a shock to me and the lads to see a female officer. It is a simple yet effective way of challenging people’s perceptions.”

(School Leaver)

“Last year was the first time that I saw a girl present at the Defence Force stand. The Gardaí have females present every year.”


Talks tended to be memorable, with good content and well received.

Presence of PDF and indeed female members at career fairs.

Displays of equipment, etc very emotive trigger.

PDF advertising in general viewed as catchy, and appealing (including the slogan “a life less ordinary”).


More of this required.

More presence of females required.

More female presence

Illustrate transferable skills which can be learnt

Promote the compassionate, caring side, yet still the prestige/status of the PDF.


PDF Recruitment

Strengths

Career Guidance Councillors in military areas have good knowledge and are advocates for the PDF, although not for females in all cases.

Visits to military installations.


Need to target non-military areas.

The importance of winning over parents should not be forgotton

Lacking outside military areas.

Lack of info on day-to-day duties

Lack of info on different services (i.e. Army vs. Navy vs. Air Corp).

Role for including transition year exposure to PDF for 2nd level students


Motivations To JoinBase: All Serving Females: 188

41%

32%

28%

13%

5%

5%

10%

10%

11%

25%

26%

Visibility of the Defence Force generally

Promotion of education opportunities in the PDF

Information on the career prospects in the PDF

Information on the day-to-day life of a member of the PDF

Information on skills that can be learnt in the PDF

Information available in secondary schools

Advertising geared toward women in the DF

Family Friendly Policies

Work experience in a barracks for females

Visits organised to barracks for females

Not stated

Q.22 Which, if any, of the following prompted you to consider a career in the Defence Forces?

While not a motivator to join, it can be a barrier to retention and

enjoyment of PDF life


Conclusions & Recommendations


ConclusionsThe Appeal of a PDF Career

Enlistment in the Permanent Defence Forces is increasingly at odds with the career ambitions of today’s young women, who value flexible, low-commitment life paths over permanent jobs.

A career in the Defence Forces is attractive to a particular type of young person. However, It has less appeal to the mainstream of female school leavers for the following reasons:

Masculine career image

Overly physical/dangerous

Perception of bullying

Perceived to be somewhat lower paid versus other careers

Seen as a life rather than a career

Felt to offer a poor social life

Not seen to fit with raising a family

Uncertainty regarding career prospects and transferability of skills

General lack of knowledge on roles and duties.


Conclusions

Nevertheless, the Defence Forces occupies a unique space in the minds of the public. It is attractive to a certain segment who appreciate that it is:

Adventurous, physical, and outdoors-based

Exciting (job,uniforms,equipment,etc)

Hands-on

Not a 9 to 5 job

It also has a maternal caring side which is not widely publicised, which appeals to females

The cadet route is particularly attractive as it is seen to offer the opportunity to learn valuable skills.

The main prompts to join were a family tradition of Defence Force membership and familiarity with the military way of life. This visibility of the PDF in certain areas also impacted. The role of the Defence Forces recruitment strategy should also not be understated.


Conclusions

The principle barriers included:

A lack of visibility on a day-to-day basis – most young people don’t even consider the PDF as a career option

Knowledge gap among the general public about PDF life in general (training, skills, etc.)

High level of commitment required to enlist

Perceived to have an aggressive, masculine image

Reactive rather than proactive attitude of Career Guidance Educators

While three fifths of the public agreed that a career in the Defence Forces is suitable for women, certain realities were acknowledged:

Impact on family life – particularly with regard to overseas missions

Women were still imagined to be somewhat outsiders within a male dominated Defence Forces culture

In addition, a lack of knowledge of day-to-day roles and enlisting requirements etc.

Also, note the Parents are key gatekeepers to their daughters’ careers and are currently dubious of the PDF as a career for their children, preferring in the main that they pursue a college education or at least learn a trade, rather than enlist.


ConclusionsExperiences of Women in the PDF

Members of the PDF tended to have a more positive impression of the career than the public at large. Three-quarters of serving of serving females agree that the Defence Forces is a good place to work. They emphasised:

The status afforded to the career

Social bonding among personnel

Transferability of skills

Three-quarters of serving females agree that the Defence Forces is a good place to work.

Four in five of those serving less than five years feel their PDF career has met or exceeded expectations. New recruits are the most likely to recommend the Defence Forces to suitable female family and friends.

However, more long-term members are not as satisfied, with almost half of those believing it has fallen short of their expectations. Thus, some areas do require attention.


Conclusions

A career in the PDF fares well in terms of job security, enjoyment, and variety of work. Training is generally well received as being relevant to their needs.

The selection process for promotions thought to be unfair in some quarters

NCOs and the longest serving members least likely to agree that promotions are made on the basis of merit

Raising a family within the Defence Forces was acknowledged to be a difficult task, especially when mandatory overseas duty is a prospect. Even those without children of their own recognised the difficulties involved.

Parents were less than satisfied with the Family Friendly Policies in place.

Respondents who were married/living as married or with children were more likely to report that their career in the PDF has fallen short of their expectations.

Issues around bullying/harassment still evident despite progress being made in this area.

In general, NCOs and those with children require the most attention. Note, these are both substantial segments within the PDF.


Recommendations

Attracting Females

The PDF needs to leverage key elements which can tap into the female youth today. The following elements should be leveraged:

Excitement (via equipment etc.), prestige and status (almost elitism) sense of national pride, skills can be learnt/education, sense of importance of the role and the peacekeeping side.

The PDF must address more negative perceptions; pay, harsh, dangerous, bullying, lack of sociability, and more masculine image.

Women need female role models, heroes in the PDF. The brand needs to build a presence of females (a dual gender identity) and give the exposure via; ads, website, school visits, career fairs, online videos etc.

In addition the PDF should embrace new forms of communication; websites/online, youth magazines, etc.

For example, the Marines in the UK recently linked up with FHM to tap into “a day in the life of a marine”, via inviting an FHM journalist onto a military base.


Recommendations

Attracting Females

In general, the PDF needs to heighten its visibility.

School visits and presence at career fairs to be increased, with a female presence.

Visits to military installations to be increased, with perhaps a role existing for transition year work experience in the military.

Education of career guidance councillors, with supporting materials, especially outside military areas. Guidance councillors outside of military areas are reactive in terms of providing information to female students. And if they do provide the information, it seems to be at a more basic level.

Education should not be confined to career guidance councillors, with parents the key gatekeepers to their daughters’ careers. Parental prejudices are key to overcome.

Education needs to centre on; entry criteria, day-to-day roles, women’s roles and women’s perspectives, skills acquired and transferability of skills.

Greater potential exists for the RDF if marketed enthusiastically, akin to the Territorials in the UK. This could also be another potential route for encouraging more female enlistment.


Recommendations

Retaining Females

Greater understanding of family commitments needed (especially regarding overseas duty)

More flexibility is required

Childcare assistance should be explored

Ensure the availability of maternity outfits where needed

Actively promote a dual gender image of the PDF, rather than the perceived more masculine image currently.

Continue to tackle any bullying or harassment.

Continue the revision of the promotion policy and ensure that all ranks and appointments are open to women, as is currently guaranteed.

Potential exists to assess current policy of sign up to a five year contract. It is perceived by some female members as too long-term and unrealistic.

Finally, female role models/heroes need to be developed within the Defence Forces. Perhaps the communication of the various positions and ranks which females have achieved.

TNS mrbi/148930/Retention of Women in the Defence Force/December 2006

Retention And Recruitment Of Women In The Defence Forces

Department of Defence

Documents

TNS mrbi/148930/Retention of Women in the Defence Force/December 2006 Retention And Recruitment Of Women In The Defence Forces Department of Defence