I answered your question. You didn't like the answer. Nothing else to discuss.
This isn't the only question/statement that you dodged anyway. You have yet countered the statement that if the DoD isn't sure about your sexuality, then your sexuality is indeed a secret. That completely contradicts your claim of "as long as you keep it a secret".
There's a difference between responding to a question and answering the question. That's like me asking you if you would rather live in California or New York and you say "Texas". You responded to the question, but you didn't answer it.
I asked you if you call women who express anxiety of men seeing them naked, not because of sexual assault or harassment, heterophobes. You have not said "yes" or "no", you said "Texas". You IMPLIED
that the ONLY
reason why ALL
women that experience anxiety of men seeing them naked is because of sexual assault. You didn't STATE
that was your claim, you just left it up in the open. So, I gave counter examples to that implication and said that if that is indeed your implication, then please defend it. You have not defended your implication.
So, I ask you a question, you respond with an implication, but no answer. I ask you to solidify your statement by either answering the question or explaining the perceived implication and you haven't responded. So, no you haven't addressed any of my concerns, you're just making implications without defending them.
I say again, if you don't want to answer the question because you think all anxiety is due to sexual assault/harassment, then say "No, I don't refer to those women as bigots/heterophobes because ALL women ONLY express anxiety of SEXUAL ASSAULT and not because of any sort of modesty, shame or privacy".
I'll help you out, just copy and paste that quote, then we can move on. If that is not your answer, then please tell me which part is inaccurate and I'll fix it or better yet, just answer the freakin question.
Read the article I linked from the Dept. of Defense. Or don't, and I'll summarize it for you: You're wrong.
Again, I want you to show me in the policy where it supports your claim, not what other people think it says. If you can't show me in the Policy, that I freakin provided by the way, then we're wasting time. You know how many people think Doggy-style *** is unauthorized in the military due to the sodomy laws? This is because they didn't take the time out to read the actual document where it says vaginal *** is authorized, which means it doesn't matter what position you're in as long as it's vaginal ***.
So, until you show me in the actual Homosexual Policy, which you can google, where it states that sentence, then we're wasting time. At the end of the day, it's what's in the Homosexual Policy that governs everything, not what you, me, Mr. Smith or General Smith thinks. Just like everyone stated earlier about the repeal in the first place. Every military personnel can be against it, that doesn't mean it can't and/or wont happen.
You may want to cite some specifics with links if you wish to dispute it, otherwise, I've got IME and TFR as back up for my claims.
Wait, what if I told you that I "lost" it and say that I already answered your question like Kaichi did?
Anyways, besides the fact that I've mentioned these topics in other threads, I'm actually surprised that you would think that comfort isn't an issue that the military takes in concern. Any Army leader knows the saying "Take care of your Soldiers, and they will take care of you". This means if you show concern about their morale and well being, they will go that extra mile to ensure success in your missions.
Anyway, I will start with Command Climate Surveys
The Command Climate Survey is required for use by commanders of company-size (and smaller) units.
Contains 24 preset questions, for example:
◦“Officers in this unit care about what happens to their Soldiers.”
◦“What level of conflict/stress are you experiencing in this unit?”
◦“To what extent do the persons in your chain of command treat you with respect?”
◦“How would you rate your current level of morale?”
Contains 60 preset questions, for example:
◦“I know what is expected of me on the job.”
◦“I feel my work performance is evaluated fairly.”
◦“Persons in my work group/work unit work effectively as a team.”
◦“To what extent do supervisors in your directorate treat you with respect?”
I.G. (Inspector's General)
Within the United States Armed Forces, the position of Inspector General is normally part of the personal staff serving a general or flag officer in a command position. The Inspector General's office functions in two ways. To a certain degree they are ombudsmen for their branch of service. However, their primary function is to insure the combat readiness of subordinate units in their command.
An armed services inspector general also investigate noncriminal allegations and some specific criminal allegations, to include determining if the matter should be referred for criminal investigation by the service's criminal investigative agency.
The Air Force Inspector General (IG) Complaints Program, described in the Airman's Guide by Boone Nicolls, was established to address the concerns of Air Force active duty, reserve, and Guard members, civilian employees, family members, and retirees, as well as the interest of the Air Force. One of the first responsibilities of the Air Force IG is to operate a credible complaints program that investigates personnel complaints: Fraud, Waste, and Abuse (FWA) allegations; congressional inquiries; and issues involving the Air Force mission. Personnel complaints and FWA disclosures to the IG help commanders correct problems that affect the productivity, mission accomplishment, and morale of assigned personnel, which are areas of high concern to Air Force leaders at all levels
EO Equal Opportunity
Edited, Jan 17th 2011 1:22am by Almalieque
www.armyg1.army.mil/eo/ - wrote:
Mission The Equal Opportunity (EO) program formulates, directs, and sustains a comprehensive effort to maximize human potential to ensure fair treatment for military personnel, family members, and civilians without regard to race, color, gender, religion, or national origin, and provide an environment free of unlawful discrimination and offensive behavior.