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1. To equip chaplains with the tools needed to address effectively changes resulting from the repeal of Don’t Ask, Don’t Tell (DADT) and the potential discriminatory actions of some members of the force with respect to these changes. 2. To enable chaplains to answer competently questions service members may have regarding the change in policy and its implications. For example, what will be the religious accommodations for LGB members of the force? 3. To provide a base curriculum for training-the-trainers implementation workshops post DADT developed by experts with extensive knowledge of the core constituencies – the U.S. military, the Chaplain Corps, Defense EO (including the fields of Equality, Diversity, Equal Opportunity, Equal Employment Opportunity and Inclusion --both military and civilian) and the lesbian, gay and bisexual (LGB) community.*
To enhance morale, unit cohesion, good order, and discipline following the repeal of DADT.
Target audiences: chaplain trainers — specifically for groups such as the Consolidated Chaplain
Schools, Unit Ministry Teams, base and post chaplains who will likely be tasked with training all chaplains on a particular base, globally as well as other School Houses such as the Defense Equal Opportunity Management Institute (DEOMI) where chaplains are assigned to teach Religious Accommodation to all Service EO Advisors. [Note: this basic curriculum can be adapted for delivery to other parts of the force.]
Format: The curriculum is divided into 5 easily adaptable module units. It can be modified for 1 to 6
hour use in diverse settings.
Modular Blocks: Module 1. What will Change and What will it Mean? Implications of the Repeal
(This module will examine specific policy and procedural changes that will occur as a result of the repeal of DADT).
Topics include: • • • • • • • What are the components of the policy changes? What different behaviors will be expected of LGB military personnel who choose to be “out”? What are new personnel issues for the military, given the possibility of the LGB military community being “out”? How has sexual harassment policy been expanded? Effects of policy change on promotions, transfers, and integration of LGB personnel into the military. Policy on privacy and “outing” military personnel or family members. What are changes in chaplains’ counseling procedures, under new policy if any?
Module 2. The Historical Context: How the New Policy Reflects a Continuum of Change in the Military and U. S. Culture
(This module will provide needed historical context on the role of the Chaplain Corps during moments of social change in the military. It will also offer historical background on the LGBT movement. Topics include: • History of the integration of minorities into the military. • Historical perspective of the role of the Chaplain Corps in implementing social changes in the military. What roles have the service Chaplain Corps played, if any, in the integration of African Americans and women? • Historical perspective of integration of LGB community into other militaries, U. S. police and fire departments, and U.S. Federal agencies, to include history of anti-discrimination and anti-harassment military policies. [Note: include examination of the integration of LGB personnel into the UK, Australian and Canadian armed forces over the last decade or more. Compare these efforts with the Community Police and Firefighter groups, both nationally and internationally. • Lesbian, Gay, Bisexual, and Transgender History and Context • LGBT history as it relates to LGB service members in the military.
Module 3. Myths, and Misperceptions and Frequently Asked Questions
(This module will address common questions, concerns and apprehensions that arise around allowing LGB personnel to choose to serve as “out” members. The following are sample questions and myths this section will address). • • Does the repeal of DADT infringe upon religious liberties? If so, how? Does the repeal increase sexual promiscuity and harm families? If so, describe how it might increase. 2
• • • •
Will I be denied promotion or advancement if my religious beliefs are at odds with military policy? [Note: this refers to a perceived conflict of chaplains’ religious beliefs and serving “out” LGB members.] What about military chaplains who choose to come out of the closet? Will I be perceived as “homophobic” and thus denied promotion and advancement if I report unwanted sexual advances? Will a policy that allows LGB members to be “out” increase sexual harassment actions? Myth: A person’s right to identify their sexual orientation will encourage a huge influx of LGB members
Myth: The incidence of HIV/AIDS will increase if more gay men join the military.
Module 4. Cultural Competency: Developing Diverse Workplace Skills
(This module will provide participants the skills they need to: ensure a smooth transition post the repeal of DADT; achieve unit cohesion; and foster workable environments in which LGB and straight military personnel can serve together effectively).
Topics include: • Creating, maintaining, and promoting environments that are inclusive of all military personnel, regardless of sexual orientation. [Note: To include discussion of “Protected Categories” under amended Civil Rights Act of 1964, as well as current rights of LGB civilians in Federal Government.] Learning the origins of beliefs about sexuality. Learning the effects of homophobia; sex role identity and other facets of sexism; and discriminatory attitudes and actions. [Note: To include discussion of monitoring functions.] Fostering healthy respect for inclusion. Mastering language/concepts pertaining to sexual orientation and gender identity. [Note: Standard lexicon regarding appropriate and non-discriminatory language vis-à-vis the LGB community needs to be developed and practiced.] Exploring the difference between bullying and bantering, and, harassment and assault. Developing an understanding of the special impacts and needs LGB families face.
Module 5. The Chaplain Corps: Roles and Responsibilities
(This Module will address the challenges and opportunities that the repeal of DADT creates for chaplains specifically. Challenges will include learning how to manage and accommodate LGB constituents into the chapels on base or post. Mastery of this module will enable the Chaplain Corps to assist effectively in leading the military toward a smooth transition in policy and procedures and to provide skills for chaplains to interact with service members who may have difficulty adjusting to this change). Topics Include: Examination of pastoral care challenges. Exploration of new military policy, and the barriers to providing best spiritual support for all service members. • Discussion of the significance of confidentiality. • Discussion of interdependent roles of commanders and chaplains in working toward full integration of the military’s LGB community and their families. • Pro Deo et Patria - Military chaplains, by virtue of their denominational endorsement and federal commission, have a dual allegiance. They must remain faithful to their particular faith group and loyal to their oath of office. (1) What pastoral opportunities and personal dilemmas will this duality create for chaplains in their ministry to LGB service members? (2) What are the probabilities that religious bias and discrimination might arise if some chaplains decide to allow conflicting religious beliefs to interfere with their ministry to LGB members? (3) What is the likelihood that chaplains will choose to resign or retire due to their denominational endorsement and possibly be unwilling to accommodate and serve the LGB constituents in their chapels? [Note: UK forces lost one person due to these issues. Nonetheless, these issues should be thought through as a serious question in a post-repeal environment.] • • *Transgender people are not covered under DADT and will not be addressed in the scope of this training.
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