Anne Rubery, a female RAF officer, has been awarded £2,000 after an armed forces ombudsman found an “overly masculine culture” within her unit. This came following their discovery that she’d been labelled “ballsy” and told to “grow a pair”. Despite this ruling, an employment appeal tribunal (EAT) held the case was outside their jurisdiction. Read on as we explore what happened, the EAT’s judgment and the issue of sexism within the Royal Air Force (RAF).
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Female RAF Officer Struggles With “Overly Masculine Culture”
Senior RAF Officer Told to “Grow a Pair”
Royal Air Force officer Anne Rubery is a Squadron Leader who has served in the military for over three decades. In 2018, she raised her first official complaint concerning discrimination and bullying within her unit.
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Among other things, the female RAF officer alleged to have been excluded from professional development opportunities and received an email containing a “derogatory depiction towards a female”. Unfortunately, Wing Commanders Bradley and Ward dismissed her complaint, telling her that she was “ballsy” and should “grow a pair”.
British Air Force Brushes Aside Complaints from Female RAF Officer
Following these comments, the senior RAF officer made a further complaint, opening an investigation. However, once the investigation concluded, her allegations were dismissed, and she was informed of the decision on 30 October 2020.
The report outlined that the Wing Commanders’ comments didn’t amount to bullying and equally applied to both genders. Despite this, Anne Rubery received an apology and was told they would learn from the “poorly judged comments”.
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However, the female RAF officer was dissatisfied with this outcome and appealed the decision. She was, unfortunately, unsuccessful in her efforts again, as her appeal was dismissed on all grounds, barring that there’d been some mishandling concerning the delay in dealing with her complaint.
British Air Force Culture Critisied in Armed Forces Ombudsman Investigation
In June 2021, the senior RAF officer took her complaint to the armed forces ombudsman. Following their investigation, the ombudsman criticised the British Air Force, citing “wholly inappropriate” behaviour and an “overly masculine culture” that had gone unaddressed.
Interestingly, the armed forces ombudsman didn’t uphold the female RAF officer’s complaints of discrimination or harassment. That said, while awarding her £2,000 in compensation, “I do not consider the spirit of the RAF’s ethos, core values and standards has been adhered to…”
RAF’s Employment Tribunal Case Dismissed After MOD Appeal
Royal Air Force officer Anne Rubery also tried to claim sex discrimination at an Employment Tribunal. At first, a Watford employment judge allowed her to proceed with her case.
However, following a Ministry of Defence appeal on behalf of the British Air Force, an EAT held that the case fell outside their jurisdiction. The EAT explained that while the armed forces ombudsman was critical of how the female RAF officer had been treated, they found no evidence she’d been treated differently due to her sex. As a result, her employment tribunal case was dismissed.
Addressing Sexism and Promoting Inclusion: Lessons from the Female RAF Officer Case
The above case concerning the female RAF officer serves as a reminder of sexism issues within the British Air Force. Previously, an inquiry launched in 2021 revealed a pervasive “bystander culture” within the RAF’s Red Arrows display team. It was reported that sexism, harassment, and bullying were rampant and largely unchecked.
This “widespread and normalised” predatory behaviour included unwanted physical contact, sexual advances, and invitations to engage in sexual activities. Sadly, though, female personnel remained hesitant to report such incidents and felt pressured to tolerate the harassment. This was because such individuals feared damaging their careers or the reputation of their squadron.
The misconduct was attributed to factors such as alcohol and extramarital relationships. The “celebrity-like status” of certain team members was also discussed, as it allegedly made them feel “special” and as if they were above the law.
Ultimately, though, these findings were not to be tolerated by those in charge. Sir Richard Knighton, Chief of the Air Staff, expressed his “unreserved apologies” and intent to rebuild public trust in the squadron. Following a preliminary investigation in 2022, the RAF dismissed two pilots from the Red Arrows team.
What Percentage of the RAF is Female?
While Sir Richard Knighton’s acknowledgements are a step in the right direction, the recent case involving the female RAF officer shows more must be done. Given the current challenges, it’s crucial to consider what percentage of the RAF is female, as this low representation can exacerbate the vulnerabilities faced by women in the organisation.
As of 8 March 2023, reports indicated that women comprised 15% of regular personnel and 23% of reserve personnel in the UK. While these figures position the RAF as the most gender-diverse branch of the regular armed forces, the overall low representation still leaves women vulnerable to discrimination and harassment. This underscores the urgent need to foster a safer and more inclusive environment to promote greater female participation in the military.
Implementing Essential Measures for Cultural Transformation
To effectively address the issues raised by the female RAF officer, several essential measures must be implemented. First and foremost, leadership must take charge and work to transform the toxic culture that has developed within the British Air Force. When leaders demonstrate a genuine commitment to inclusivity and respect, it sets a powerful example for employees, fostering an environment where victims feel supported and empowered.
Additionally, comprehensive training programs are crucial to enhance the workforce’s understanding of gender sensitivity, harassment, and bystander intervention. Awareness campaigns can further encourage individuals to engage in respectful behaviours and cultivate a greater awareness of the consequences of their actions.
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Moreover, the inquiry into the Red Arrows revealed that female personnel often felt pressured to tolerate misconduct, a situation that must be rectified. To prevent this from reoccurring, reporting channels must be significantly improved. If employees are assured that they won’t face repercussions for reporting misconduct and that the process remains confidential, they’ll be more likely to speak up and contribute to a healthier workplace culture.
By implementing these strategies, the RAF can make substantial progress toward establishing a safer and more inclusive environment that protects female personnel and promotes their full participation in the armed forces.
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