protocol_installation commanders_02.02.2023

DRAFT Installation Commander Protocol p. 1
February 2, 2023

Interview Protocol: Installation Commanders
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INTRODUCTION [5 minutes]
Hello, my name is ___________ and I am accompanied by [INTRODUCE OTHERS IN THE ROOM
AND THEIR ROLES]. We are from RAND, a non-profit, nonpartisan research organization
that does public policy research. Thank you for taking the time to talk today. As you know,
we are here to understand the range of soldier and leader perspectives on gender
discrimination and sexual harassment in the Army. Our discussion today will serve as an
overview of the topics and types of questions we will be asking individuals who participate
in this study, and we would also like to understand your perspectives on gender
discrimination and sexual harassment. We are particularly interested in the climate and
culture that either fosters or prevents gender discrimination and sexual harassment from
occurring. This discussion is designed to last no longer than 30 minutes.
[If not previously discussed as part of the introduction/orientation to the Installation] This
discussion is part of a study funded by the Army G-1 to develop a greater understanding of
the factors that contribute to gender discrimination and sexual harassment, leadership
response to these incidents, use of (and barriers to use of) existing programs and services,
gender integration, and the general climate and culture in Army units. The findings from
this study are intended to help the Army develop more effective training, a key component
of prevention efforts for gender discrimination and sexual harassment.
CONSENT

We will be taking notes during all discussions as part of the study, including this one, but
we will not record the name of anyone present or mentioned in our discussions. We will
not use the names of individuals or units in any reports. There should be no discussion of
open cases or investigations so as to respect the privacy of individuals involved.

Participating in this discussion is completely voluntary, and you may choose not to answer
any (or even all) of the questions. You may refuse to participate or discontinue
participation at any time without penalty or loss of benefits to which you are otherwise
entitled. If you have questions about your rights as a participant or need to report a
participation-related injury or concern, you can contact RAND's Human Subjects Protection

DRAFT Installation Commander Protocol p. 2
February 2, 2023

Committee using the contact information provided to you in the read ahead. [HAND
THEM/REFER TO THE INFORMATION SHEET PROVIDED]
Do you have any questions before we begin?
Do you agree to participate in this discussion?
[SHOULD PARTICIPANTS ASK ABOUT SELECTION INTO THE STUDY: We used data from
prior Workplace and Gender Relations Surveys (WGRA) and data from the Defense Equal
Opportunity Climate Survey (DEOCS) to select installations and units (usually at the
battalion level) to include in our study. These installations include those that fell above and
below the overall Army average rate of sexual harassment and units that fell in the top and
bottom quartiles in terms of various climate measures.]
A. Understanding Gender Discrimination and Sexual Harassment [15-20
minutes]

[Objective for this section: The purpose of this section is to understand what factors may
contribute to gender discrimination and sexual harassment and to understand expectations of
leaders in the installation around preventing and responding to gender discrimination and
sexual harassment.]
We would like start by discussing gender discrimination and sexual harassment in the
Army. We want to assure you that this is not in any way an evaluation of this installation
and we are making this clear to all participants as well; rather, we would like to understand
the general factors that may contribute to gender discrimination and sexual harassment in
various kinds of Army units, as well as across the Army, more generally.

In each of the focus groups and interviews we conduct as part of this study, we will be
providing all participants definitions of gender discrimination and sexual harassment to
ensure we are all on the same page. We are using the AR 600-20 definition of gender
discrimination as, “the act, policy, or procedure that arbitrarily denies EO or EEO because
of sex, including gender identity…to an individual or group of individuals.” 1 [Definition will
also be included on a handout].
We are also using the AR 600-20 definition of sexual harassment as, “conduct that
involves unwelcome sexual advances, requests for sexual favors, and deliberate or
repeated offensive comments of a general nature”. 2 [Definition will also be included on a
handout]
Army Command Policy AR 600-20, 24 July 2020, p. 202:
https://armypubs.army.mil/ProductMaps/PubForm/Details.aspx?PUB_ID=1020451.
2
Army Command Policy AR 600-20, 24 July 2020, p. 208:
https://armypubs.army.mil/ProductMaps/PubForm/Details.aspx?PUB_ID=1020451
1

DRAFT Installation Commander Protocol p. 3
February 2, 2023

1. What factors do you think contribute to gender discrimination and sexual
harassment?
a. Are there any unique factors to this installation that may contribute to
gender discrimination and sexual harassment?
b. Are there any unique factors at other installations you have been at that may
have contributed to gender discrimination and sexual harassment?
2. [If not already discussed] What factors do you think prevent these behaviors from
occurring?

3. What do you expect of leaders in your installation in terms of preventing and
responding to gender discrimination and sexual harassment [beyond regulatory
compliance]?
a. Probe: (how) do you communicate those expectations?
b. Are there efforts specific to your installation around preventing or
responding to gender discrimination and sexual harassment?
c. Probe: clarify whether efforts are primarily prevention or response

4. [If not already discussed] What could the Army do to better support your
installation’s efforts to prevent and respond to gender discrimination and sexual
harassment? (e.g., leadership messaging, SHARP staff, and/or training personnel,
specific materials, ‘knowledge checks’)
B. Conclusion [5 minutes]

[Objective of this section: The goal of this section is to understand perceptions around why
gender discrimination and sexual harassment are still occurring in the Army despite
numerous prevention efforts.]
5. Lastly, we know that gender discrimination and sexual harassment have been wellknown problems in the Army for many years, and there have been many efforts to
prevent these behaviors from occurring. Why do you think these behaviors are still
happening (i.e., why do you think gender discrimination and sexual harassment are
still a problem in the Army?)
6. Before we close today’s discussion, is there anything else that we did not discuss
that you would like to share?

Thank you for taking the time to speak with us today. We are very appreciative of your
responses and your time.