FORUM—
Sexual harassment in the military must end
11
By Rebecca Gibian
Sexual harassment exists in the
military. Every day, men and women
are silenced because they believe that
they cannot speak out. Those who
protect our country should be consid
ered heroes. Unfortunately, however,
no establishment is perfect.
People in the military have to live
in tight quarters in isolated locations
all across the globe. Emotions run
high. Tension, stress, or boredom can
all cause harassment.
The government has
tried to create laws to
stop sexual harassment,
but they have not done
enough. Since servicemen
and servicewomen are
stationed in other coun
tries, it is hard to tell if
the changes to stop sexual
harassment have worked.
Awareness needs to be
raised and punishments
for the offenders need to
be implemented.
In 2005, the Defense Task Force
on Sexual Assault in the Military
was created. Their job, according to
their web site, is to "conduct an
examination of matters relating to
sexual assault by members or against
members of the Armed Forces of the
United States."
Unfortunately, even with the pro
tection of the task force, people who
are abused still feel they cannot speak
out. The New York Times reported on
Captain Margaret H. White, who had
a relationship with a warrant officer, one wants to be wrongly accused.
The warrant officer then started to Men in the military who are sexu-
follow her around. He forced her to ally assaulted worry that their sexual
have sex with him. Yet she still felt orientation and toughness will be
that she could not speak up because questioned.
it was not the biggest tragedy occur- Although it may seem like these
ring. assaults take place far away and in
"You're in the middle of a war a land of destruction, sexual harass-
zone," Captain White said to The ment in the military still affects
New York Times. "So it's kind of people back home. Every man and
like that one little thing is nothing woman in the military is someone's
compared with 'there is an I.E.D.
[Improvised explosive device] that
went off in this convoy today and
three people were injured.'"
According to MSNBC, in a 2008
mother, father, brother, or sister. They
are our best friends and former team
mates.
People in the military go through
so much stress and hardship already.
Pentagon survey, 33 percent of women They are faced with bombs, death,
and 6 percent of men said they were and potential psychological dam-
sexually harassed, but most cases age. Many come home from battle
are not reported. According to the with post-traumatic stress disorder
Pentagon, only 10 percent of sexual (PTSD). Soldiers put their life on the
line every day, and their
Although it may seem like these assaults
take place far away and in a land of
destruction, sexual harassment in the
military still affects people back home.
lives can change drasti
cally in an instant. The last
thing they need is sexual
harassment. If there were
more awareness about this
issue, maybe something
could be done.
Guilford's campus
as a whole tends not to
support war, due to the
Quaker values that are
instilled here. That does
harassment cases in the military were not mean that students do not know
reported. people who are involved in the mili-
Even when reports are filed, the tary. Students need to be aware of
wrong person can be blamed. When what is happening to the men and
Sergeant Tracey R. Beck filed a sexual women fighting for freedom — the
harassment suit, she ended up being men and women who are allowing
the one let go from the army. Even students to feel safe as they walk to
though she did nothing wrong. class each day.
In an interview with The New Sexual harassment in the military is
York Times, Beck claims that if she very real and very wrong. Something
had "kept her mouth shut" then she needs to change, and change fast. If
would still be in Iraq, and would not awareness was raised and prevention
be sitting in her parents' house. programs were created, the silence
Others have similar problems. No could be broken.
Commitment to diversity plan positive
We applaud Grady
Gamble and the
Guilfordian staff for
publishing Grady^'s
stof)' and the accom
panying editoriah
Far too often major
ity white communities
avoid frank discussions
of race and racism, in
part to avoid the pain
and anxiety that such
discussions evoke.
However, racism will
not simply fade away.
Only when we are will
ing to engage in hon
est, open dialogue can
white people begin to
understand how rac
ism functions and work
with people of color
to eliminate the racist
structures that still exist.
Grady's experiences and
perceptions stand on their
own and reflect, in Quaker
parlance, "his access to
God's Truth." We suspect
that other student-athletes
have experiences similar to
Grady's, and that similar
problems exist throughout
the community, including
in our own departments.
.Each of us is aware that
some of our past decisions
and behaviors uninten-
tiorially harmed students
and colleagues of color, We
regret making them and
intend to learn from these
mistakes so as not to repeat
them. The Diversity Plan
goals of statistical and sub
stantive equality to which
Grady refers require that
we continuously engage
in respecthil and inclusive
discussions about racism.
We know that radsm can
occur in the absence of any
individual intentions or
personal behaviors., It may
be perpetuated when we
act or fail to act, follow
ing institutional practices
without reflecting on their
impact. As we proceed, we
must hold ourselves and
each other accountable to
the honest exploration of
how racism affects us indi
vidually and collectively,
and propose steps neces
sary for change. We agree
with the Staff Editorial and
Grady that a widespread
and wholehearted commit
ment to the recently enact
ed Diversity Plan offers us
hope for improving and
enriching the experiences
of all members of Guilford.
We stand ready to engage
with any in the commu
nity who want to continue,
this dialogue.
Signed, :
Julie Burke, Ed I
Studies; Michele t
Maiotiky, Biology; Claire
Morse, Psychology; Usa \
Mcieod, Philosophy; Bob |
Williams, Economics; I
Jonai&an Malino, |
Philosophy; Vernie j
Davis, Peace and Conflict ;
Studio; and Nancy |
Daukas, Philosophy,
WWW.GUILFORDIAN.COM
Staff Editorial
Marketing should
emphasize Guilford's
unique qualities
Guilford's presence on the Princeton Review's 100 Best
Value Colleges list provides undoubtedly valuable market
ing for the college. It presents a positive and admirable
picture of Guilford to the national media and attracts pro
spective students.
However, "Guilford appears on TOO Best Value Colleges'
list" on page two of this issue reveals a level of apprehen
sion that must not be ignored. Guilford was especially
recognized for its small class size, its Quaker values and
its ability to provide students with an extensive amount of
scholarship money, all of which might be affected slightly
or greatly in light of increased numbers of enrollment and
a shift in the dynamics of the student body.
Voices featured in the article pose a couple of inter
related questions: In light of recent and ongoing changes
in enrollment, are the factors that make us unique in the
national sphere at risk? And more importantly, due to these
changes, are the values that we uphold as a community
sustainable?
The article does not seek to discredit the acclaim that
Guilford has been awarded; however, what it does intend
to do is to remind us as a community that we should not
take what we value for granted.
These questions can be considered on two different lev
els, both of which are equally significant. The first is that
Guilford needs to maintain its competitive edge so that it
can continue to uphold its standing in the national college
community. And the second is that we need to ensure that
in marketing Guilford, we are truthful.
We need to attract students based on our strengths
because they make us unique, as opposed to promises of
what we would like to become. We do not have Greek
life, exceptional dining or athletic facilities like Elon, or a
tremendous endowment to be able to afford such things.
While we must seek to improve our facilities, we must also
keep in mind our limitations.
We might have a much smaller endowment, but we also
have values that do not require great amounts of money
to maintain. The recent Martin Luther King Jr. Day cel
ebrations are a perfect embodiment of our unique values.
While many other schools view MLK Day as a day to sleep
in, the activity in the Guilford community is intensified, as
multitudes of educational and inspirational events on cam
pus. Sadly, only a small number of students attended these
events, partly because many of us take these opportunities
for granted and forget that they are not available on other
campuses. This is a value that is there, yet rarely acknowl
edged or noticed.
In marketing the college we need to discern as a com
munity what those of us who are already here value about
Guilford and what we would like others to know about us.
And as enrollment changes the numbers and the dynamics
on campus, we need to uphold our values more intention
ally and as carefully as ever. By neglecting our strengths,
we will be reduced to a lackluster Elon, but by upholding
them, we can be an exceptional Guilford.
I
The editorial board of the Guilfordian
CONSISTS OF FIVE SEGION EDITORS, TWO PHOTO
EDITORS, A UYOUT EDITOR, ART DIREaOR, CON
TRIBUTING EDITOR, MANAGING EDITOR, AND THE
EDITOR-IN-CHIEF,
Refleging Guilford College’s core Quaker'^
VALUES, THE TOPICS AND CONTENT OF STAFF EDI- i
TORIALS ARE CHOSEN THROUGH CONSENSUS OF «
ALL 12 EDITORS.