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

TNS mrbi/148930/Final Presentation/December 2006 2 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

TNS mrbi/148930/Final Presentation/December 2006 3 Introduction

TNS mrbi/148930/Final Presentation/December 2006 4 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.

TNS mrbi/148930/Final Presentation/December 2006 5 Research Methodology 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 TypeNumber of Depth Interviews School Leavers4 Parent of School Leavers4 Women Currently in the Defence Force10 Career Guidance Teachers5 National Women’s Council1 National Centre for Guidance in Education1 Ex-members of the Defence Force3 Total No. of Depths28

TNS mrbi/148930/Final Presentation/December 2006 6 Research Methodology 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.

TNS mrbi/148930/Final Presentation/December 2006 7 Research Methodology 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 17 th – 26 th 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.

TNS mrbi/148930/Final Presentation/December 2006 8 Analysis Of Sample: Member Survey (I) Base: All Serving Females: 188 Rank % Private NCO Officer/Cadet Not stated Length of Service % S Bde E Bde W Bde DFTC/DFHQ Naval Service Air Corps Not stated BDE/Formation % 0-5 yrs 6-12 yrs 12 yrs+ Not stated ( ) Weighted figures in brackets (51) (26) (22) (1) (34) (40) (26) (1) (22) (23) (17) (21) (11) (4) (1)

TNS mrbi/148930/Final Presentation/December 2006 9 Analysis Of Sample: Member Survey (II) Base: All Serving Females: 188 Age % 17-24 25-34 35-44 45+ Not stated Marital Status % Yes No Not stated Children % Married/ living as married Single/widowed/divorced/ separated ( ) Weighted figures in brackets (27) (57) (15) (1) ( 47 ) ( 53 ) (37) (59) (1) (4)

TNS mrbi/148930/Final Presentation/December 2006 10 Findings

TNS mrbi/148930/Final Presentation/December 2006 11 Careers

TNS mrbi/148930/Final Presentation/December 2006 12 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 life Transferability 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)

TNS mrbi/148930/Final Presentation/December 2006 13 Career Influencers Parents/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.

TNS mrbi/148930/Final Presentation/December 2006 14 Net Importance Of Qualities Of An Ideal Career - I Base: All Females: 522 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? 25-3435+ Female Parents %% 778890 676568 879289 879087 868890 888691 928890 898887 808988 848890 828783 9286 76 74 586056 726972 859289 848683 15-24’s Age

TNS mrbi/148930/Final Presentation/December 2006 15 Net Importance Of Qualities Of An Ideal Career - II Base: All Females: 522 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? 25-3435+ Female Parents %% 728072 768780 647567 445253 797573 434540 605657 615954 344032 385548 385444 193027 374138 252924 314030 193322 15-24’s Age

TNS mrbi/148930/Final Presentation/December 2006 16 Top Three Realistic Career Choices Base: All Females: 522 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? 25-3435+ % 2923 1823 12 74 32 83 104 32 74 -2 53 -6 74 12 11 96 1630 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

TNS mrbi/148930/Final Presentation/December 2006 17 Career Needstates Four broad career needstates for females emerged, with differing careers serving each needstate. FreedomPotency Functional More artistic, creative needs Social Youthful Community minded Emotive Self-expression Carefree Spontaneous Warm Approachable Functional Regimented Active Rules Disciplined Social Traditional Conservative Leader Emotive Dynamic Independent minded Adventurous Assertive Self-assured Vitality Symbolised by: artist, designer, journalist Symbolised by: Defence Forces, Gardaí, ComfortStatus Functional Helping others through teaching, nursing, etc. Social Family orientated Supportive Emotive Maternal Altruistic Caring, kind Compassionate Functional Lifestyle & trappings Career driven Social Mature Established Business orientated Sophisticated Emotive Ambitious Competent Successful Intelligent Symbolised by: nursing, physiotherapy, teaching Symbolised by: solicitor, stock broker, business owner

TNS mrbi/148930/Final Presentation/December 2006 18 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) Potency Freedom Comfort Status Defence Forces “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)

TNS mrbi/148930/Final Presentation/December 2006 19 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) Potency Freedom Comfort Status Defence Forces 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.

TNS mrbi/148930/Final Presentation/December 2006 20 Image of the PDF - I Base: All Females: 522 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 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 Do not Associate % Don’t Know % 11 3 2 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

TNS mrbi/148930/Final Presentation/December 2006 21 Image of the PDF - II Base: All Females: 522 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 5 3 2 11 9 2 6 7 4 3 2 7

TNS mrbi/148930/Final Presentation/December 2006 22 Image of the PDF General Females Vs Serving PDF Females Serving PDF members % 82 57 84 71 68 58 84 65 62 33 79 91 58 54 82 91 90 All Females 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.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?

TNS mrbi/148930/Final Presentation/December 2006 23 Image of the PDF General Females Vs Serving PDF Females 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 * All Females Serving PDF members % 77 96 88 54 66 67 78 43 87 21 38 6 79 75 86 61 N/A 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? * Not asked re: Ideal Career

TNS mrbi/148930/Final Presentation/December 2006 24 Familiarity and Perceptions of the PDF

TNS mrbi/148930/Final Presentation/December 2006 25 Contact With The Defence Force Base: All Females: 522 Family/friends Family/friendsPersonal Personalcurrent membership ever members consideration of Membershipof the PDF/RDFin the PDF/RDFa PDF career %% Previously a member of the RDF Previously a member of the PDF Yes, 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, Army Yes, Navy Yes, Air Corps Yes, 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

TNS mrbi/148930/Final Presentation/December 2006 26 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) Degree of familiarity

TNS mrbi/148930/Final Presentation/December 2006 27 Army While ignorance exists re day-today 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

TNS mrbi/148930/Final Presentation/December 2006 28 Perceived Differences Between The Entry Ranks View of all personnel Enlisted PersonnelCadet POSITIVEPOSITIVE Basic level of education needed to enter (easier to enter) Opportunity to get a trade – become a carpenter or electrician (not everyone aware) Opportunities to further your education – attend college The PDF supply management and training – educational training More of a management role – good career prospects (internally & externally) Fits more with today’s teenager and indeed parent career desires, than lower ranks – has a level of status, prestige Equestrian school had emotive appeal to some women. NEGATIVENEGATIVE Tougher more aggressive lifestyle Unsociable hrs combined with a more mundane day-to-day role Lower status Intense training Less rewarding Slow and less promotion (compared to a Cadet/Officer) Poorer pay Management role – lot of pressure and responsibility involved Long, unsociable hours, but with a physically & mentally more taxing role.

TNS mrbi/148930/Final Presentation/December 2006 29 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)

TNS mrbi/148930/Final Presentation/December 2006 30 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.

TNS mrbi/148930/Final Presentation/December 2006 31 Media Representation Of Women In The PDF Amongst the General Public Tomboy Masculine demeanour. Wants to be seen as “one of the lads”. Lacks femininity. Sexual Object Perceived in a sexual manner, accentuates femininity and temptation Distraction Perceived as a sexual distraction to their male counterparts Masculine Perceived as a stereotypical tomboy Strong Needs 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)

TNS mrbi/148930/Final Presentation/December 2006 32 Agreement With Statements Relating To The PDF Base: All Females: 522 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 StronglySlightlyNeither/Slightly StronglyDon’t agreeagreenordisagreedisagreeknow %%% 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

TNS mrbi/148930/Final Presentation/December 2006 33 Agreement With Statements Relating To The PDF Base: All Females Aged 15-24: 63 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 StronglySlightlyNeither/Slightly StronglyDon’t agreeagreenordisagreedisagreeknow %%%

TNS mrbi/148930/Final Presentation/December 2006 34 Agreement With Statements Relating To The PDF Base: All Females With Children Under 18: 233 I 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 StronglySlightlyNeither/Slightly StronglyDon’t agreeagreenordisagreedisagreeknow %%%

TNS mrbi/148930/Final Presentation/December 2006 35 Motivations & Perceived Barriers To Joining The PDF

TNS mrbi/148930/Final Presentation/December 2006 36 Perception Of Females Joining The Defence Force Amongst 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.” (Guidance Councillor) A certain type of individual is perceived to join the PDF.

TNS mrbi/148930/Final Presentation/December 2006 37 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 ok Social 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

TNS mrbi/148930/Final Presentation/December 2006 38 Prompts To Join The PDF Military 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)

TNS mrbi/148930/Final Presentation/December 2006 39 Incidence Of Having Friends/Family In The Defence Forces Base: All Serving Females: 188 Currently Previously Not Applicable/ Don’t know % - 2 % Q.6 Are any of your friends/family members currently members of the Irish Defence Forces?

TNS mrbi/148930/Final Presentation/December 2006 40 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 PDF Base: All With Family/Friends Previously/Currently in DF: 154

TNS mrbi/148930/Final Presentation/December 2006 41 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)

TNS mrbi/148930/Final Presentation/December 2006 42 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.

TNS mrbi/148930/Final Presentation/December 2006 43 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

TNS mrbi/148930/Final Presentation/December 2006 44 Barriers To PDF Entry (By School Leavers, Parents, Career Guidance Councillors) 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.

TNS mrbi/148930/Final Presentation/December 2006 45 Barriers To PDF Entry (By School Leavers, Parents, Career Guidance Councillors) 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)

TNS mrbi/148930/Final Presentation/December 2006 46 Barriers To PDF Entry (By School Leavers, Parents, Career Guidance Councillors) 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)

TNS mrbi/148930/Final Presentation/December 2006 47 Reasons Not Enlisted In Defence Forces Base: All females having ever considered a Defence Forces career: 39 Choose different career path Family commitments Long time ago & male dominant career path/women not accepted Too old Too short Eye sight Other Don’t know Q.8 You mentioned earlier that you have considered a career in the Permanent Irish Defence Forces why did you not enlist? It is important to note that family commitments (ranked at No. 2) may act as a deterrent from enlisting in the DF

TNS mrbi/148930/Final Presentation/December 2006 48 Reasons Did Not Consider A Career In The PDF Base: All females not having ever considered a career with the PDF: 463 Never appealed to me/not interested I am too old Family commitments Physically demanding Too dangerous Prefer the career I am in now Women could not join It’s a man’s job Do not agree with war Not from Ireland Health reasons Too regimental Height restrictions Other No reason Don’t know Q.9 You mentioned earlier that you did not consider a career in the Permanent Irish Defence Forces, can you please tell me why you would not consider this career? 15-24’s % 51 - 5 17 - 7 3 1 - 6 - 4 * Answers less than 3% not shown All Females

TNS mrbi/148930/Final Presentation/December 2006 49 Women’s Experience of the PDF

TNS mrbi/148930/Final Presentation/December 2006 50 Experiences In The PDF Overall Experiences In the main, positives appeared to outweigh the negatives, especially for officers/cadets. Enlisted female personnel had mixed views. Members enjoyed the PDF for its adventure, excitement, discipline and camaraderie. Particularly enjoyed was the tight knit community and social bonding, which the PDF exudes. Expectation of the PDF For those entering via the cadet route, the PDF in the main exceeded expectations. It has provided them with a sense of fulfilment, achievement which attract recruits in the first instance. “The Army has exceeded my expectations, I am doing so many things now, that I wouldn’t have dreamed of doing.” (Cadet) Enlisted personnel have a slightly lesser view, feeling the PDF has met their expectations. Note these expectations tend to be lower than Cadet recruits. “Our uniform had to be immaculately clean. We were inspected on a Sunday afternoon when we came back from our weekends leave. I felt like I was constantly being judged”. (Ex- member of the PDF) “I used to turn my trousers inside out and run “Pritt Stick” glue down the leg, then I ironed them so they wouldn’t budge, so when you were walking the crease would barely move” (Private) “It was too regimented and structured for me”. (Ex-member of the PDF)

TNS mrbi/148930/Final Presentation/December 2006 51 Perception Of The Defence Forces As A Good Place To Work Base: All Serving Females: 188 Agree strongly Agree slightly Neither/nor Disagree slightly Disagree strongly Not stated Officer/ TotalPrivateNCOCadet (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

TNS mrbi/148930/Final Presentation/December 2006 52 Degree To Which PDF Career Has Met Expectations (I) Base: All Serving Females: 188 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? Officer/ TotalPrivateNCOCadet (188)(70)(59)(57) %% More negative response from NCOs

TNS mrbi/148930/Final Presentation/December 2006 53 Degree To Which PDF Career Has Met Expectations (II) Base: All Serving Females: 188 Length of ServiceMarital StatusChildren 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 yrs6-12 yrs12+ yrsmarrieddiv./sep.YesNo (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

TNS mrbi/148930/Final Presentation/December 2006 54 Likelihood Of Recommending A Career In The PDF to Suitable Female Family and Friends Base: All Serving Females: 188 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 Likely Rank % Private59 NCO30 Officer/Cadet56 Length of Service 0-5 years71 6-12 years41 12 years +37 Children Yes35 No59 30% Those with children, longer service and indeed NCOs are less likely to recommend the PDF as a career

TNS mrbi/148930/Final Presentation/December 2006 55 Importance Of Aspects Of An Ideal Career Base: All Serving Females: 188 Having a job I enjoy Job security Pay and other benefits Variety of work Promotional/career opportunities Family friendly policies Sense of doing something important 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? Not Applicable/ Don’t know % 1 2 1 %

TNS mrbi/148930/Final Presentation/December 2006 56 Importance Of Aspects Of An Ideal Career - Very Or Fairly Important (I) Base: All Serving Females: 188 RankLength Of Service Total (188) Private (70) NCO (59) Officer/Cadet (57) 0-5 yrs (57) 6-12 yrs (76) 12 yrs+ (54) %%%% Having a job I enjoy979699100969997 Job security95949992939794 Pay and other benefits93929790889990 Variety of work91888998929582 Promotional/career opportunities90 9683909481 Family friendly policies87859285838990 Sense of doing something important84868285868878 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?

TNS mrbi/148930/Final Presentation/December 2006 57 Importance Of Aspects Of An Ideal Career - Very Or Fairly Important (II) Base: All Serving Females: 188 AgeMarital StatusChildren Total (188) 17-24 (44) 25-34 (110) 35+ (33) Married/ living as married (96) Single/widowed/ divorced/ Separated (92) Yes (73) No (108) %%%% Having a job I enjoy97959995999698 Job security9590979395 96 Pay and other benefits9384979293 94 Variety of work9190948191908893 Promotional/career opportunities90919278928790 Family friendly policies8784908194819386 Sense of doing something important8487857884 8087 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?

TNS mrbi/148930/Final Presentation/December 2006 58 Satisfaction With Aspects Of PDF Base: All Serving Females: 188 Having a job I enjoy Job security Pay and other benefits Variety of work Promotional/career opportunities Family friendly policies Sense of doing something important Not Applicable/ Don’t know % 1 2 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 females Almost 4 in 10 dissatisfied with family policies. Some concern for one quarter over promotion opportunities.

TNS mrbi/148930/Final Presentation/December 2006 59 Satisfied With Aspects Of The PDF - Very & Fairly Satisfied (I) Base: All Serving Females: 188 RankLength Of Service Total (188) Private (70) NCO (59) Officer/Cadet (57) 0-5 yrs (57) 6-12 yrs (76) 12 yrs+ (54) %%%% Having a job I enjoy73 7080836180 Job security81866588937672 Pay and other benefits72716983737175 Variety of work76 7280777377 Promotional/career opportunities56594764666235 Family friendly policies40502930533235 Sense of doing something important59565272625460 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 females

TNS mrbi/148930/Final Presentation/December 2006 60 Satisfied With Aspects Of The PDF - Very & Fairly Satisfied (II) Base: All Serving Females: 188 AgeMarital StatusChildren Total (188) 17-24 (44) 25-34 (110) 35+ (33) Married/ living as married (96) Single/widowed/ divorced/ Separated (92) Yes (73) No (108) %%%% Having a job I enjoy7377679172747273 Job security81927874 887585 Pay and other benefits7267757379677871 Variety of work7673748577757875 Promotional/career opportunities5661603645665160 Family friendly policies4053324531483445 Sense of doing something important5961537353646157 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 females Lowest satisfaction with family friendly policies amongst the key child rearing ages

TNS mrbi/148930/Final Presentation/December 2006 61 Life In The Permanent Defence Forces (I) Base: All Serving Females: 188 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 Not Applicable/ Don’t know % 1 2 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

TNS mrbi/148930/Final Presentation/December 2006 62 Life In The Permanent Defence Forces (II) Base: All Serving Females: 188 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 Not Applicable/ Don’t know % 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

TNS mrbi/148930/Final Presentation/December 2006 63 Life In The PDF – Strongly Agree Or Agree (I) Base: All Serving Females: 188 RankLength Of Service Total (188) Private (70) NCO (59) Officer/Cadet (57) 0-5 yrs (57) 6-12 yrs (76) 12 yrs+ (54) %%%% I am able to cope with the pressures of my job85887985968471 I find/would find it difficult to raise a family in the Defence Forces65547774616864 I have a good balance between my work & my personal life56605053545952 The Defence Forces gives me a great sense of belonging40 2163533629 The Defences Forces are changing for the better35422829463028 Q.4 To what extent do you agree or disagree with the following statements?

TNS mrbi/148930/Final Presentation/December 2006 64 Life In The PDF – Strongly Agree Or Agree (II) Base: All Serving Females: 188 AgeMarital StatusChildren 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 am able to cope with the pressures of my job859880 81887392 I find/would find it difficult to raise a family in the Defence Forces6555734770605771 I have a good balance between my work & my personal life5652556258545658 The Defence Forces gives me a great sense of belonging4057353133462946 The Defences Forces are changing for the better3543342430392640 Q.4 To what extent do you agree or disagree with the following statements?

TNS mrbi/148930/Final Presentation/December 2006 65 Life In The PDF – Strongly Agree Or Agree (III) Base: All Serving Females: 188 RankLength Of Service Total (188) Private (70) NCO (59) Officer/Cadet (57) 0-5 yrs (57) 6-12 yrs (76) 12 yrs+ (54) %%%% Work related issues seldom impose on my personal life31402616431934 I have been bullied/ harassed at work in the last year28302922313317 The bullying/ harassment I received in the last year has made me unhappy at work26272919253317 My family/personal life interferes with my responsibilities at work1312181061126 The Defence Forces is a lonely place to work13 166 129 Q.4 To what extent do you agree or disagree with the following statements?

TNS mrbi/148930/Final Presentation/December 2006 66 Life In The PDF – Strongly Agree Or Agree (IV) Base: All Serving Females: 188 AgeMarital StatusChildren Total (188) 17-24 (44) 25-34 (110) 35+ (33) Married/ living as married (96) Single/widowed/ divorced/ Separated (92) Yes (73) No (108) %%%% Work related issues seldom impose on my personal life3145223831 2534 I have been bullied/ harassed at work in the last year2834281827292730 The bullying/ harassment I received in the last year has made me unhappy at work2624301728252627 My family/personal life interferes with my responsibilities at work13517131710219 The Defence Forces is a lonely place to work1314 6 121412 Q.4 To what extent do you agree or disagree with the following statements?

TNS mrbi/148930/Final Presentation/December 2006 67 Experiences In The PDF (Positives) - II The Job Role The physical, outdoor nature of the job liked in the main. Day-to-day roles/job enjoyed in the main. However, some evidence especially amongst ex-PDF members that the role of enlisted personnel was too mundane. “All you did was clean, your uniform, the barracks, everything… I used to clean my quarters with double sided sticky tape which would pick up dirt… I felt like I was a glorified cleaner.” (Ex- member of the PDF) In general, Cadets were happy with the variety of their roles. A career in the PDF also felt to offer good job security (albeit more important in poorer economic circumstances). The PDF pension was considered secure (albeit not foremost in younger personnel’s minds). The opportunity to travel overseas had appeal on two fronts: Variety, excitement of travel role Tended to be UN work (i.e. the more compassionate and empathetic side of the PDF). “I have travelled to the Lebanon on a peacekeeping mission in the past. As a woman I really enjoyed the more compassionate and empathetic side of the PDF. People are often oblivious of the good work that we do overseas.” (NCO)

TNS mrbi/148930/Final Presentation/December 2006 68 Experiences In The PDF (Positives) - III Relationships Sense of camaraderie and community is evident amongst all personnel. Listed as the most liked aspect of a PDF career. Sense of belonging highest among officers and the younger, newer recruits Only one in five NCOs share this sentiment Skills Development Undoubtedly, Cadets seen as the key route for development of skills (i.e. 3 rd level education, management training), which are seen as transferable to other careers.. “The Cadet route is a great opportunity to further your education.” (Cadet) “Members are encouraged to be organised, structured and thorough on and off duty. This is a great lesson which can be applied to every day life.” (Cadet) Several Privates had taken up on opportunities to gain a trade qualifications (e.g. electrician, carpenter, etc.) “It is a good career choice if you have a basic level of education.” (Private) “I did a touch typing course, a video operators course, a truck drivers course, fire fighting course. That is one thing that I have to say I have done so much. I’ve loads of office work done. If I left in the morning I could get a job with Aer Lingus”. (Private)

TNS mrbi/148930/Final Presentation/December 2006 69 Experiences In The PDF (Positives) - IV Quarters Food and accommodation facilities in the main well received. Clear preference towards the Curragh barracks versus Cathal Brugha barracks. Both Private and Cadet quarters were newly refurbished to a high spec in the Curragh. Family Policies The PDF is perceived as a progressive employer that endeavours to facilitate employees’ needs. For example: Continuously seen as updating the internal directive on interpersonal relationships. The PDF offer a ‘Family Friendly Policy’ which endeavours to cater for mothers’ needs. This policy offers maternity leave, term time and medical care (support). Term time well-received amongst the majority of respondents in the PDF Many respondents spent summer holidays with their children utilising this policy. They also enjoyed the even spread of pay each month.

TNS mrbi/148930/Final Presentation/December 2006 70 Experiences In The PDF (Positives) - V Family Policies (cont’d) Maternity leave policy offers women free medical care throughout the duration of their pregnancy. Aftercare is also offered. Throughout the duration of their pregnancy, women are put on light duties and they do not participate in physical training. The majority of women with babies had a very positive pregnancy experience within the PDF. It is important to note, however, that some wore their civilian clothes as oppose to their uniform during their pregnancy. Consistency of provision of maternity outfits could be investigated.

TNS mrbi/148930/Final Presentation/December 2006 71 Liked Aspects Of PDF Career [Spontaneous] (I) Base: All Serving Females: 188 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%)

TNS mrbi/148930/Final Presentation/December 2006 72 Liked Aspects Of PDF Career [Spontaneous] (II) Base: All Serving Females: 188 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%)

TNS mrbi/148930/Final Presentation/December 2006 73 Experiences In The PDF (Negatives) - I Women’s role within the PDF Women feel they need to be mentally tougher to compensate for their physical stature. “Girls have to be that little bit stronger both physically and mentally than their male counterparts.” (Private) “Like most non-traditional professions, women have to be better to become anywhere near equal.” (NWCI Representative) There is a perception that females are more likely to be promoted to administrative services rather than technical or authoritative positions (with higher-economic status). The former said to facilitates women’s family life as hours are more reliable and are consistent. Women can still be considered somewhat of a liability in terms of their physical strength by their male counterparts Privates/NCOs or Officers. “Privates will listen to another man’s order quicker than a woman’s order.” (Cadet) “A woman will have to prove herself before she can gain respect from her male counterparts whereas a man will gain respect instantaneously.” (NCO)

TNS mrbi/148930/Final Presentation/December 2006 74 Experiences In The PDF (Negatives) - II Women’s role within the PDF (cont’d.) Irrespective of perceived female physical limitations, a protective male disposition was evident. “I think that a man would feel responsible if a woman was shot overseas rather than a man. They would blame themselves almost. It would be very traumatic”. (NCO) The Pack sits awkwardly on women's hips which makes it difficult to run with. “It is very difficult to carry a pack of equal weight to men and run. We will never match men’s physical strength no matter how much training we do… It is physically impossible.” (Private) “There is a definite physical barrier between men and women. It should be accepted in the Army rather than making women look bad when they come last in Physical Training.” (Cadet) “The height restriction has been lowered to 5’2”. Women entering the Defence Force now are at an even greater disadvantage. The Packs will be even harder to carry for a smaller woman.” (Cadet) Females can be considered somewhat of a distraction for male counterparts. “Men often judge women on their appearance and secondly on their ability … I think this undermines women in the workplace.” (NCO)

TNS mrbi/148930/Final Presentation/December 2006 75 Experiences in the PDF- (Negatives) III Bullying Just over a quarter agreed that they had been bullied or harassed at work in the last year. 8% spontaneously mentioned bullying as an aspect of their career that they dislike This figure is slightly high relative to other careers, where the corresponding figure tends to be one in ten. Long serving members feel that the PDF have greatly improved in this regard. “There is a blatant division across the ranks between Privates and NCO’s” (Private) Some members were reluctant to report bullying to their superiors or make use of the structures put in place by the PDF as they did not want to deal with the repercussions. “I wouldn’t go to the PSS because I didn’t want to be seen as a rat.” (Private) Some felt that they had experienced differential treatment from their superiors after reporting misconduct. Attempts to combat bullying in the open have been more successful, however, bullying on a one-to-one basis is still evident, though largely unseen.

TNS mrbi/148930/Final Presentation/December 2006 76 Experiences In The PDF (Negatives) - IV Raising a family within the Permanent Defence Forces Understandably, parents and those in a relationship prioritised family friendly policies higher than other respondents. However, only a third of these respondents expressed satisfaction with the PDF in this regard. 64% would find it difficult to raise a family in the Defence Forces. This figure is high among parents and non-parents alike, which indicates that Defence Forces life is tough on families. Members of the Permanent Defenc Force felt that raising a family within the Army could be feasible as long as they were not chosen for mandatory overseas duty. “When I was on maternity leave I was detailed to go over seas. Our new contracts state that between 12-15 years I am expected to go over seas, between 15-18 years I am expected to go overseas and between 18-21 years I am expected overseas. I cannot justify leaving my two children at home”. (Private) It was widely held that the prospect of travelling overseas for a period of six months puts pressure on women to decide between between their career and their family. “Ultimately, women have to make a sacrifice between their career or children. Women don’t like the idea of leaving their child behind for six months.” (Parent) “I began to think, ‘What if I want a family? Do I really want to be stuck in Cork for the next few years while all the family are in Dundalk?’” (Ex-member PDF)

TNS mrbi/148930/Final Presentation/December 2006 77 Experiences In The PDF (Negatives) - V Raising a family within the Permanent Defence Forces It is important to note that a number of the members’ husbands were also in the PDF and thus identified with the situation. However, if both partners in the PDF this raises other issues: Still difficult if one partner goes overseas Childcare facilities/help – many need to get help from family “My mother gave up her job to look after my two kids. I couldn’t afford a crèche. I am lucky though not every one will have a minder at their disposal” (Private) Those without children twice as likely to see overseas travel opportunities as a likeable aspects of the job as opposed to a burden. Work related issues were shown to impose on the personal lives of over half of the respondents with families of their own. Likewise, respondents feel that their personal lives interfere with their work responsibilities Half of the respondents with families of their own feel that their military career has fallen short of their expectations; amongst those without children, this figure is only one third. Parents are also least likely to agree that the Defence Forces is changing for the better

TNS mrbi/148930/Final Presentation/December 2006 78 Experiences In The PDF (Negatives) - VI Promotion Opportunities From a female perspective, they felt fewer promotional opportunities exist for women in the Army (driven more by enlisted female personnel). “I have been a Private for 12 years. I went on an NCO’S course, I only completed 8 weeks out of the 32 weeks because my little boy was very sick so I had to return home to Newbridge to look after him” (Private) “I found the NCO’s course in Cathal Brugha barracks very tough. I would go as far as saying that it was tougher than joining as a recruit”. (Private) “Women do not get promoted as quickly as guys. I think that promotion is so bad in the Army” (Ex-member) “Overseas work is harder on women than men. Despite what people think about equality, ultimately, it does fall to the women to raise a family.” (NCO)

TNS mrbi/148930/Final Presentation/December 2006 79 Agreement With Statements Relating To Personal Development & Promotion Base: All Serving Females: 188 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 Not Applicable/ Don’t know % 1 - 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.

TNS mrbi/148930/Final Presentation/December 2006 80 Agreement With Statements Relating To Personal Development & Promotion - Agree Or Strongly Agree (I) Base: All Serving Females: 188 RankLength 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 colleagues8382818683 81 The training I receive is relevant to my role in the Defence Forces73 7274797363 I feel I have an equal chance to progress in the Defence Forces alongside my colleagues 61684763805842 I take part in training courses on a regular basis 60496773686244 My promotional prospects are clear to me60635363716045 Promotions within the Defence Forces are based on merit32381835373617 The training courses I take part in are a waste my of time88106799 Q.5 Please indicate to what extent you agree or disagree with each of the following statements

TNS mrbi/148930/Final Presentation/December 2006 81 Agreement With Statements Relating To Personal Development & Promotion - Agree Or Strongly Agree (II) Base: All Serving Females: 188 AgeMarital StatusChildren 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 colleagues8379848279858184 The training I receive is relevant to my role in the Defence Forces 73827064 806974 I feel I have an equal chance to progress in the Defence Forces alongside my colleagues61 74594850714768 I take part in training courses on a regular basis60 67633356634569 My promotional prospects are clear to me6067604858615862 Promotions within the Defence Forces are based on merit3240311929352537 The training courses I take part in are a waste my of time8107 143107 Q.5 Please indicate to what extent you agree or disagree with each of the following statements

TNS mrbi/148930/Final Presentation/December 2006 82 Disliked Aspects Of PDF Career [Spontaneous] (I) Base: All Serving Females: 188 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%)

TNS mrbi/148930/Final Presentation/December 2006 83 Disliked Aspects Of PDF Career [Spontaneous] (II) Base: All Serving Females: 188 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%)

TNS mrbi/148930/Final Presentation/December 2006 84 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

TNS mrbi/148930/Final Presentation/December 2006 85 Feelings About Career In PDF (I) Base: All Serving Females: 188 I can think of many good reasons to stay in the Defence Forces & no good reasons to leave I can think of many good reasons to stay 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? Officer/ TotalPrivateNCOCadet (188)(70)(59)(57) %%

TNS mrbi/148930/Final Presentation/December 2006 86 Feelings About Career In PDF (II) Base: All Serving Females: 188 I can think of many good reasons to stay in the Defence Forces & no good reasons to leave I can think of many good reasons to stay 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 yrs6-12 yrs12+ yrsmarrieddiv./sep.YesNo (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

TNS mrbi/148930/Final Presentation/December 2006 87 Likelihood Of Remaining In Defence Forces For Next 3 Years Base: All Serving Females: 188 Total (188) % 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

TNS mrbi/148930/Final Presentation/December 2006 88 Prompts To Leave The PDF (I) Base: All Serving Females: 188 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

TNS mrbi/148930/Final Presentation/December 2006 89 Prompts To Leave The PDF (II) Base: All Serving Females: 188 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 2 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?

TNS mrbi/148930/Final Presentation/December 2006 90 Prompts To Leave The PDF – Very Or Fairly Likely (I) Base: All Serving Females: 188 RankLength Of Service Total (188) Private (70) NCO (59) Officer/Cadet (57) 0-5 yrs (57) 6-12 yrs (76) 12 yrs+ (54) %%%% Having to leave my children/ family to go overseas65587471516980 Having an alternative job offer with more flexible hours/conditions65547678547269 Difficulty managing work/family commitments e.g. duties, exercises & children/family62567168516675 My contract is not being extended59637434656346 Mandatory overseas service on a regular basis56476859276580 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?

TNS mrbi/148930/Final Presentation/December 2006 91 Prompts To Leave The PDF – Very Or Fairly Likely (II) Base: All Serving Females: 188 AgeMarital StatusChildren Total (188) 17-24 (44) 25-34 (110) 35+ (33) Married/ living as married (96) Single/widowed/ divorced/ Separated (92) Yes (73) No (108) %%%% Having to leave my children/ family to go overseas6549726879547660 Having an alternative job offer with more flexible hours/conditions6548736575557162 Difficulty managing work/family commitments e.g. duties, exercises & children/family6248677274527754 My contract is not being extended5968613852664669 Mandatory overseas service on a regular basis5625666867467646 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?

TNS mrbi/148930/Final Presentation/December 2006 92 Prompts To Leave The PDF – Very Or Fairly Likely (III) Base: All Serving Females: 188 RankLength Of Service Total (188) Private (70) NCO (59) Officer/Cadet (57) 0-5 yrs (57) 6-12 yrs (76) 12 yrs+ (54) %%%% Having an alternative job offer with better pay57517648 7346 Lack of development opportunities55525660635940 Unhappy at work due to bullying/harassment55 6048625741 Poor promotion prospects51455758 5043 My work is no longer interesting/challenging52514955665231 Not being able to commit time to a career course due to family responsibilities45444349484443 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?

TNS mrbi/148930/Final Presentation/December 2006 93 Prompts To Leave The PDF – Very Or Fairly Likely (IV) Base: All Serving Females: 188 AgeMarital StatusChildren Total (188) 17-24 (44) 25-34 (110) 35+ (33) Married/ living as married (96) Single/widowed/ divorced/ Separated (92) Yes (73) No (108) %%%% Having an alternative job offer with better pay5742693960555061 Lack of development opportunities5567524642684363 Unhappy at work due to bullying/harassment555854 49615060 Poor promotion prospects5157504539624059 My work is no longer interesting/challenging5265512937653461 Not being able to commit time to a career course due to family responsibilities4543512948424148 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?

TNS mrbi/148930/Final Presentation/December 2006 94 Encouragements To Stay In PDF Base: All Serving Females: 188 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

TNS mrbi/148930/Final Presentation/December 2006 95 Recruitment

TNS mrbi/148930/Final Presentation/December 2006 96 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

TNS mrbi/148930/Final Presentation/December 2006 97 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.

TNS mrbi/148930/Final Presentation/December 2006 98 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.

TNS mrbi/148930/Final Presentation/December 2006 99 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.” (Guidance Councillor) 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”). Potential Improvements 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.

TNS mrbi/148930/Final Presentation/December 2006 100 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. Potential Improvements 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

TNS mrbi/148930/Final Presentation/December 2006 101 Motivations To Join Base: All Serving Females: 188 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

TNS mrbi/148930/Final Presentation/December 2006 102 Conclusions & Recommendations

TNS mrbi/148930/Final Presentation/December 2006 103 Conclusions The 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.

TNS mrbi/148930/Final Presentation/December 2006 104 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.

TNS mrbi/148930/Final Presentation/December 2006 105 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.

TNS mrbi/148930/Final Presentation/December 2006 106 Conclusions Experiences 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.

TNS mrbi/148930/Final Presentation/December 2006 107 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.

TNS mrbi/148930/Final Presentation/December 2006 108 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.

TNS mrbi/148930/Final Presentation/December 2006 109 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.

TNS mrbi/148930/Final Presentation/December 2006 110 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

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

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

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