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I will start by reading the acknowledgment.

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Okay.

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 hello, everyone.

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On behalf on behalf of every one gathered. I pay respect to the spirit of the country. Here, in arm where we are a meeting, I acknowledged the past and the present cooling nation, Vuji voron as the sovereign people here

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at the cultural knowledge holders who maintain and promote the norm aboriginal law, customs and custodianship responsibilities for a country and the people that country constitutes to to sustain generation after generation into the future. For us all.

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I recognized that the important contribution that the first nation fingers have made to sociology, including challenges to our dominant ways of thinking. We thank all first nations delegates in the room today for their contributions to knowledge and the discipline.

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Let's connect.

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That's correct. Okay. So now, will it switch automatically to the presentation? Let's hope that Irena is here.

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yes, I I tap on Goldenberg.

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Irena, are you there?

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I don't know exactly how late it is in Canada, but

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maybe she slept.

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Hello, Irena

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Melbourne, Melbourne calling.

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Well, maybe maybe we start with the other presentation first. Oh, there's Irene.

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It's it's Jake.

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let's start with the other presentation, can I? Simply.

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okay. Good.

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Yeah. That would be Eric Headland from Sweden.

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And he is here. Yeah, thank you.

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Good morning. Everybody. Nice to see you. Great to be here in Melbourne, even if it's winter here and summer in Stockholm. also very interesting to listen to our presentation. It's very diverse, and

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I think my presentation will be related to soil is complexity and answer organizational learning a little bit. So my name is Eric Kevin. I'm from the Swedish Defense University.

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I used to be head of the leadership program there for the senior officers, but since I've become retired.

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almost retired since May. So I quit teaching and just do research.

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I have done a lot of research about military staff exercises. So I have followed different exercises when the military tried to learn to incorporate in operations.

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and since one and a half years ago I have a project from the Armed Forces, where I'm studying

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exercises for civilians and military.

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and how they will learn to cooperate.

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And that's a very complex complex history of organizational learning, I would say

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so. My the name of my presentation is from what to how building up civil military collaboration skills and capacity through exercises.

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I could change the from what? How to mission? Impossible.

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You will see after the presentation

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also. Yeah, this, this you know.

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all of. You know this, after the cold war, the almost abolished the military defense. But I don't know if you have a Swedish, if you have a civil defense in your countries. But in Sweden. We had a very developed structure for civil defense before the

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the Cold War, and they everything was ruined after almost, and almost also the the military defense.

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But, however, after the Russians invasion in Yorkshire and Kim, the Swedish government.

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we woke up and thought we have to do something else. So they started to think. Yeah, we had to build up a military defense and also maybe a civil defense.

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So

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the the civil defense is everything that are not our military. So it's it's including all the civilian authorities, but also the private companies, and so on.

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But for the moment the private sector is not

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involved in this.

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because it's too complex. It is. It's complex. It is villain authorities, but it's even more complex with the private

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so, and the exercises are seen as the main tool to make this to work the cooperation between the civil and military. So it costs a lot a lot of efforts or make to do this work, you know.

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So the aim of my study is to see if this does. These exercises lead to

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to better cooperation, collaboration between the sea of the military.

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So I have a

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3 questions that I studied to see

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if the, if it will increase. So the first is a constructive alignment

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between the exercises, intended learning outcomes

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and objectives and teaching learning activities and task assessment related to these exercises. Intended learning outcomes, so short are they doing what they are doing, and will it lead to what they want it to lead.

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doing exercise objectives relate to one or several of the core capabilities for effective

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civil, military collaboration identified by the the Swedish armed forest and

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civil contingencies that are responsible for building the civil defense. So they are civil.

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The continuous agency build a civil defense and the forces, the military force, and they shall try to make it together.

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and they have identified some 7 goals that they want to be in the exercises.

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and do the exercises lead to an increased knowledge of what to do and the capability of how to do things.

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So, since we are in Australia. I used the Australian theory. I don't know if you know

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a big sometime.

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They they are quite big in in this area.

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I don't know why, but

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they used to be big. So, however, they have a structure for that.

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So I process a pedagogical process of the intended learning outcomes. So what do you want to do? What objects do you want to do?

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And the internal and teaching learning activities? What are you doing to learn this and thought

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assessment the task to see

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if you manage to know this classical pedagogic, I would say you don't need to be from Australia for that.

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All right methods

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in the military exercises.

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I used to sit in a section. I followed the work, and then I could also

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ask the officers

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about things that occurred, you know.

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after some years I I understand I do no interviews, because

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if you have done one it you cannot come next. They say I want to do another, and you because it's better to go and ask when.

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But in this

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in the military staff access you have 2 weeks here. You have not 2 weeks. It's very much shorter time. So one exercise I I made observation was 2,019. It was 200 participants.

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85 organizations and 2 days.

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That's a big, complex task, I would say.

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and if you look at the exercise objectives

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see, they are not very, very concrete, and they are really very difficult to assess.

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it's quite diffuse.

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And there next was a 2,022130

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people there, an 18 organization, and 1, 2,02350

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people there, and 20 organization and

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3 days. And actually, I was on a exercise 2 weeks ago. But it's not included there, but only they were 150

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in 3 days.

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So this is the settings for these kind of exercises, and they come from 85 different organizations

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they don't need. They don't know each other. They have nothing in common.

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So and so, you know. probably you know, we

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group development basis. So

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you know, when there are 4 phases in Phase 4,

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you just try to be

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friendly with everyone. You don't want to ask different questions and say bad things, you know. So it's that's not the perfect

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atmosphere for learning.

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So all right, I made a matrices for this observation. So I have the, you know, the the 7 exercise objectives that are privatised from the armed forces and the continuous age. So they, they, they said.

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we need to train this from 2,021 to 2,025. This is the main thing to train.

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So then I have looked at the exercises in tender learner objectives, though. and I have divided in what to do and how to do it.

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And then I have looked at, what are they actually doing? On what and how?

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And then, if they are doing some assessments? So that's so. When I set up for I will say what they are doing right.

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I use the stool at me. It's also from Australia, the big some time. So

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there are 5 levels of knowledge. I will say that the first 3,

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if you but come not not longer than to number 3

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erez agmoni, you are not able to use your knowledge to do something. You maybe you know things, but you are not able to use it. But so you need to come up to 4 or 5. Otherwise it's impossible to if, especially when it comes to so complex 150

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things that cooperation with the Sibet military thing.

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So yeah, okay, results.

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How are you.

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Are you prepared to see the resource?

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All right? So this is a typical design of the of the

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exercises.

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or I have actually, I've been in civil exercises also without military, but they all have this kind of

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design.

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and I know why, because it's difficult to do otherwise. However, they have some internal learning outcomes

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that are quite diffuse, not concrete, not as accessible. and these are not very much related to their core capabilities. It can be in some way related.

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not realist, but on far from spotlight. Then they have one part open

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in the morning. They have a presentation from different organization.

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It can be often a civilian organization, but it can be a local level, regional level or national level.

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So one

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one, organizations come and say, Oh, we are working like this to build our civil depends, and another one. So we are working like that.

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And mostly they. They don't have much to tell, because

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they don't know how to do this. but they tell how they try to do this. the next

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teaching that learning activities that your divide, they are divided in groups.

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Sometimes they have been divided in 21 groups

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from different organizations.

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and none of them come anything about what you're talking about.

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And then they have a scenario.

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Maybe these things happen.

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and what are you going to do? But they don't know what to do. and they don't have a method.

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How you know in the military. This and that happened. What happened in the military. Yeah, they have their sops, and whatever they have, they have a common method and process to handle this that the civilians don't have.

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so what can I say?

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So then they will do this, together with the military also, and the military, are not allowed to tell the civilians what to do.

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So so the military, they just sit there. Oh, what can we do?

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So this is this is a sad story. So, okay.

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so if you look what they are here to have the the core capabilities, and you see what

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everything that are yellow

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are related to the core capabilities

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and everything that I read or not

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not related to anything. It's not part of the exercise, so you said the most is rare.

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and yellow

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means that it's not spot on. But if you're if you're or positive, you can see you can relate it in some way.

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and then you have the Solar taxonomy. It's never over 3, because some people this is the first time they have ever heard of this.

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So what can you know?

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And they also stay with what? What can we possibly do?

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But never how

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so? And they sometimes they also have other objectives that are not related to the core capabilities at all, and but they never go higher down 3 on the solo. That doesn't mean either.

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So Some conclusions about this.

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there is no well thought of plan how these exercises should be designed to practice capabilities established by the Msb. And Armed forces.

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There has been no development progressions in the exercises since 2,015.

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They do the same every year. everywhere.

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The goals are too young to allow for exercise, designing according to construct alignment.

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The exercises are usually too short for meaningful learning. I mean, you have to learn something total, and you in 2 days, together with 200 people.

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How can you do?

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And some people are going a grade one, and some people are going grade 9. It's a very tricky situation.

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There are 2 and Participants with varying levels of knowledge for meaningful exercises to be designed.

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I would say, it's like to ask a new constriction soldier. You will be in charge of the military operation.

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It's the same challenge. It's impossible.

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because they they don't. They haven't learned anything to do this.

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There are no common methods of process, of a planning collaboration to be learned or practice.

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No other knowledge is he incorporated into X, as apart from the accumulated knowledge in the group.

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So no research, nothing else. Just what you have in the group.

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the exercise leaders and personal and family, with illegal express aspects, and that always the same. So what happened when this happened, or we don't know. At least I should have a lawyer in every exercise, otherwise it's always stopped there.

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and they learn nothing that they can use when they come back to their organizations. Because these these exercises is meaning that they learn because they are sent out from their organization. They should go back to their own orientation organizations. That we should do like this.

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But they don't know. And it's, you know. Can you come back to your organization one person and say, Okay, we have to do this.

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No, it will never happen.

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When it comes to organization learning. You cannot just send one person, and that person should come back and tell the how to do.

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You know.

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there, you know, a big, definitely routines from Aggress. It's mean that there is.

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Everyone knows that this doesn't work. but Everton

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try to look like like it works, you know. So after X, I said, Oh, it was excellent.

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but it was not excellent.

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So definitely. Routines refers to behavior, thinking, or communication that involves an organization adapt to protect themselves from received threats, challenger, or discomfort.

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and I understand that because they really try to do their best.

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But this is not the best way. If you go to school, you don't try to learn all math

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in 2 days.

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You have to, you know. A normal military thing is, we have a big task. What do we do? We make it to smaller tasks

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for us to train his soldiers, and then we train the group, and then we train the blue dune, and then we train the company

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the clearly try to train the whole operation at the same time without no methods.

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So if you will try to build up civil defense in your countries find another way.

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This is not the way.

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sir, but the last, the last exercise.

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They all all, the even the the of their exercise. This does not work anymore. We are

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definitely talking about exactly the same thing we did 4 years ago.

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We have to find another way.

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But it's not easier.

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 because of this Swedish crisis management system, and maybe you have the same in your country. I will say this is the main problem.

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and I don't know how to handle it.

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because it said.

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no one has the right to decide, or someone else.

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So can you. Can you think about a company or an and university or any organization where no one had to decide anything over someone else.

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That's it difficult.

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So yeah.

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And this principle means that no one has to write the command. Yah! Just told you that. So this princess means that all actors not reevent the wheel every time they have to collaborate.

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So that's a a bad message.

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but I think

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I will tell the I will tell the armed forces about this now, I hope.

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but you know I'm still. I'm soon retired, but you know I know how I can help them.

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because I know other ways to do this

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like, you know, big tasks make it smaller tasks.

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Let them learn something before they come to the exercise, and when they come to the exercise we train what they have learned before, like you do

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you know when you try and when you take the driving license, you know you have to drive the car. You have to do this and that, and finally, you have to to drive the car somewhere.

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You cannot. This is too difficult, but someone has to decide, and regarding as to peace.

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I would say, there is one reason that you have the structure, one to 9 in the military.

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It's one reason that you have kind of similar

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methyl synthesis.

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Yeah. The meaning is that the military can cooperate all over the world.

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So why can't we agree on

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some kind of similar methods in the with the civilians? Yeah, okay, I think you're happy about this. And have you some questions you can ask them later.

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Thank you.

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brilliant Eric.

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It really gives me hope. But, Josh, you are there.

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please. I just tap his face, and then it continues like this, no, yes, okay, just the floor is yours.

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Josh Winger.

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from Senegal.

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Yes.

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I think you have to. Your my, your mic is on.

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josh wenger: Okay. all right.

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josh wenger: perfect. Good morning from Taiwan.

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josh wenger: I'm Josh Winger. I'm a post doctoral researcher at Institute of Sociology at Academy, Seneca, in Taipei. I'm the research I'm presenting is conducted with my co-author and colleague Paul Joven, who is a a research fellow at the same Institute.

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josh wenger: the topic of our research is

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josh wenger: Taiwan's a new phenomenon in Taiwan Civil Civil society. The development of

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josh wenger: civil defense organizations. before I go on, please note that the guns you will see in this presentation are not real weapons. they are toy air, soft guns. Gun possession in Taiwan is illegal, and the law is very strictly enforced.

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josh wenger: Our research tries to make sense of

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josh wenger: this new phenomenon. The emergence since 2,020 of Ngos, providing civil defense, education.

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josh wenger: providing security from external threat is a core function of the State, and defense is normally State led. How do we explain? grassroots bottom up

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josh wenger: civil defense activities in Taiwan? Do these organizations represent a social movement? If so, what is their goal? How do they frame collective action? What political opportunities and constraints

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do they face?

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josh wenger: How do they mobilize resources?

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josh wenger: Our field work identified? 2 main categories of recently established civilian defense education organizations.

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josh wenger: One category are activists who are ideologically oriented

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josh wenger: and worked. I've established Ngos, the other more commercially oriented businesses led by retired military professionals.

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josh wenger: Our study focuses on the activist led organizations because they fit the conventional definition of Csos as nonprofit organizations working for social goals.

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josh wenger: All of the organizations we examine are listed as advisors to the All out Defense Legislative Committee established in the Legislature in 2,022.

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josh wenger: These Ngos are independent of one another. but share common networks.

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josh wenger: Ngos. We examine, vary in the civil defense education they provide, and in the profiles of their leaders.

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josh wenger: 4 of them provide civil defense courses. while one is a media watchdog that published a Civil defense manual. the curriculum. The 4 groups which provide training all include first aid and emergency response.

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josh wenger: But the groups differ in the extent to which they emphasize preparation for military contract

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josh wenger: one of the group emphasized emergency response for all types of disasters.

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josh wenger:  one

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josh wenger: has advanced classes on informational warfare. fifth column identification

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josh wenger: another offer supplementary military training to reserv us using toy air soft guns. Some Ngo leaders are high profile individuals, while others are very average citizens who prefer to keep a low profile.

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josh wenger: they share in common a clear identification as Taiwan or pro independence people with a strong Taiwanese conscience, strong Taiwanese identity.

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josh wenger: We estimate that at least 25,000 individuals to this point have attended at least one training force with these Ngos

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and demand for the classes currently exceeds the Ngo's capacity

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josh wenger: prompting one Ngo to recently move courses online.

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josh wenger: Our research of the Ngos include structured interviews with Ngo leaders, observations of their activities, including textual analysis of their social media posts and of media reports about them.

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josh wenger: We did additional interviews with military and security experts and conducted analysis of public opinion surveys.

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josh wenger: During our field we we observed that recently established civil defense. Ngos behave like social movement organizations.

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josh wenger: We argue they're building a nascent resiliency room

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josh wenger: with resiliency, fine defined as the ability of society to resist, absorb, and recover from armed attack.

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josh wenger: The only

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josh wenger:  These groups are not only focused on the functional technical aspects of civil defense.

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josh wenger: They use civil defense, education to remote collective action in which citizens participate in and take responsibility for Taiwan's defense.

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josh wenger: They use civil defense education as a mechanism to mobilize identification with Taiwan and resistance to China, thereby strengthening a Taiwanese national identity

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josh wenger: because they're social because of their social movement organization. We use social movement theory, concepts such as political opportunity structure, collective action, framing and resource mobilization to explore their activities.

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josh wenger: We first look at the political opportunity structure that enabled Ngo leaders to popularize civil defense education.

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josh wenger: A key political opportunity

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josh wenger: was a resiliency deficit in Taiwan society and a failure of the State to provide adequate civil defense.

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josh wenger: We first demonstrate this resiliency deficit through analysis of longitudinal opinion. Survey data. go to time constraint. So I'll just summarize for the survey show.

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josh wenger: First, we see that fear

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josh wenger: China will use force to to unify Taiwan at some point

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josh wenger: increased to a majority between 2,018 and 2,021.

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josh wenger: One source of resiliency deficit is weak public confidence in the capacity of Taiwan's military to defend against Chinese aggression. and also shaky confidence that America will intervene militarily to defend Taiwan in the event of a Prc. Attack.

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josh wenger: Another source of resiliency deficit is divided. National identity and different attitudes toward China.

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josh wenger: One-third of the population has a dual Chinese identity. Moreover.

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josh wenger: only one third of the part of the public clearly identified the Prc. Government as an enemy of Taiwan. Well, at least 20% view Beijing clearly as a friend of Taiwan.

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josh wenger: all about public willingness to fight a war in China

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josh wenger: to fight?

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josh wenger: Or is this in a war with China?

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josh wenger:  in those polls a majority of surveys express they are willing to fight rather than unwilling.

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josh wenger: But surveys with an open question, asking people how they would respond to a war in those surveys. Many people express that they don't know, or would go with the flow

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josh wenger: this suggests, a weakness in civil defense preparedness.

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josh wenger: The county State has failed to meet demand for civil defense preparedness creating an opening for these civil society actors to fill this demand.

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josh wenger: the government policy of all out defense, which literally translates, as all citizen defense is viewed largely as a slogan only.

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josh wenger: There have been few efforts to provide channels for civilians to meaningly participate in strengthening resiliency.

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josh wenger: National civil defense view drills are viewed as largely as performance. Importantly, Taiwan State runs civil defense system run by the Interior Ministry's National

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josh wenger: Police Agency is very understaffed and under funded their volunteer defense teams.

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josh wenger: which are based in local police stations are composed mainly of older citizens.

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josh wenger:  recorded through local personal networks. They don't receive wartime disaster response training.

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josh wenger: The main function for the last 20 years has been to help the police with simple public safety functions.

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josh wenger: In our interview with Ngo leaders. They emphasize that Taiwan.

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josh wenger:  How many of you State

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josh wenger: is contested and abnormal. and that makes Taiwan unable to build resiliency like a normal country facing an existential military threat. I want Republic of China. A constitution defines Taiwan as an area of China, not as a country.

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josh wenger: Taiwan has a divided national identity and the pro China political forces.

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josh wenger: The Kmt. opposition party maintain is doctrineally committed to unification.

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josh wenger: and is cautious about strengthening self defense to avoid provocation of China

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josh wenger: you ever see. Military, especially his army maintains the Hong Kong tradition of a Chinese army, and many retired officers openly express support for notification

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josh wenger: The intro leaders expressed to us particular concern that if a military conflict occurred, a ton of friendly forces with mobilized citizens demand peace negotiations leading to unification.

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josh wenger: or might act as a fifth column

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josh wenger: in Taiwan. There are gang gang linked

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josh wenger: Bro. China

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josh wenger: forces funded by the Ccp. That could mobilize to support. Prc. Military operations. In this context, the Ngo leaders emphasize the citizens need to

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josh wenger: to take it upon themselves to prepare for and build resiliency

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josh wenger: in analyzing the discursive work through which the Ngo's frame collective action, we see a common pattern.

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josh wenger: These leaders are extending patterns of anti-china social resistance into the National Security realm.

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josh wenger: As I said, they have a strong Taiwan consciousness and Taiwanese identity.

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josh wenger: The movement they're building can be viewed

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josh wenger: as this security focused iteration of social resistance against China's influence on Taiwan's media economy and politics, and on pro China domestic collaborators that began in 2,012, and was symbolized by the sunflower movement.

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josh wenger: All right. the Ngo leaders

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josh wenger: and up as a pension between the Ngo leaders and opposition counties.  empty

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josh wenger: and military officials goes back to

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josh wenger: hi ones.

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josh wenger: development of Taiwan's Civil Military Relations, where the Tea Party state suppressed

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josh wenger: how on independence.

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josh wenger: So

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josh wenger: we're looking at collective action framing we see concepts such as rear shield all citizens defense, and in plan or militia are calls to collective action. they diagnose the problem as Taiwan being threatened and divided.

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josh wenger: they prescribe formation of citizens, civil defense communities as a solution, and they appeal to a collective, resilient Taiwanese identity.

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josh wenger: the native as symbols used in the Ngo's Logos appeal to this Taiwanese identity. They include the Taiwan Black bear. Taiwan State Mountain and Taiwan the symbol of Japan's colonial administration in Taiwan, and now a symbol of the Independence movement.

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josh wenger: Now we turn to the political opportunities and resources that this Mason movement uses to grow

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josh wenger: and to the political constraints it faces.

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josh wenger: So Us. Pressure on Taiwan to increase resiliency is provided. Political opportunities for the Ngos, for example, in 2,020, the American Institute in Taiwan and the Us. Veterans, Ngo spirit of America, the transporting Ngo forward alliances disaster response and are currently cooperating with another engineer. Watch out to produce a new civil defense manual.

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josh wenger: Another opportunity came from new civil military debates. While this is about citizens role in defense sparked by retired Chief of General Staff, Michigan.

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josh wenger: who, in 2,020, teamed up with board Alliance leader Eno, to propose a territorial Defense force to raise society's role, to resist

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josh wenger: this part, to a debate about the merits of the Government's all out defense versus and all Citizen army.

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josh wenger: Perhaps the most important and dramatic political opportunity was a billionaire. Roberts house donation of 100 million dollars to fund civil defense education. In August 2,020,

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josh wenger: so donated 30 million Us. Dollars to the Kuma Academy. Follow in the following month.

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josh wenger: This move pushed the ruling Dp. Party to signal support for civil defense. Ngos, by inviting the Kuma Academy leader to a meeting of the Central Party Committee

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josh wenger: in September 2,022

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josh wenger: Upon some suggestion Presidents, I directed the Executive you to coordinate cooperation between the Koom Academy and the National Police Agency

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josh wenger: to strengthen civil defense capacity.

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josh wenger: and October Gdp legislators established the All Out Defense Committee at and named all of the groups observed in this study, and others to be advisors to the committee.

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josh wenger: turn to political constraints the pro independence identity of the leaders, make them vulnerable to partisan attacks from opposition leaders, for example opposition cam T. Party legislators have falsely accused Ko Kuma Academy of building in our militia, and warned the Ministry of Defense not to cooperate with them.

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josh wenger: Taiwan People's Party Chairman, co-w! So they called the Khome Academy. Boxer ripples

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josh wenger:  Another constraint is resistance from the military to wider social participation in Defense Ministry of Defense rejected plans for Taiwan's

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josh wenger: Territorial Defense force and request from Ngos to cooperate and providing weapons. Training for civilians the military's resistance is ostensibly to to concerns

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josh wenger: that non State civilian defense activities could make civilians targets in wartime.

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josh wenger: Turning to repo resource mobilization. This chart shows major

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josh wenger: sources of

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josh wenger: a personnel and material support for the Ngos, including the United States Ruling party

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josh wenger: pro-independent civil society organizations, in particular, the Presbyterian Church and influential allies like Admiral Issuing and Robert South.

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josh wenger: So I'll end with some concluding thoughts about this resiliency movement first. It is still in Mason.

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josh wenger: a nascent state of development

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josh wenger: but strong demand for the Ngo's training forces are expanding its strength

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josh wenger: and

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josh wenger: and reach The partisan identity of the Ngo leaders, though, may limit participation training in training by opposition party supporters

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josh wenger: and cooperation between the Ngos and State institutions may be conditional on continued Dpp for early party leadership at the National and Local Office.

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josh wenger: Finally, the Ngos

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josh wenger: have a latent capacity

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josh wenger: to organize the protest movement against policies that we can Taiwan security, especially any move toward peace negotiations with China.

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josh wenger: thank you for your time and attention. I'll end there.

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Thank you, Josh. And hang in there because we will be back with the discussion. But first we have. arena Goldenberg from Canada.

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and she is already online.

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So

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yes, your mic from your microphone.

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We cannot hear you. No.

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we.

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And can you operate your presentation? Or

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that's But we we still don't have sound.

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and it's yeah, now.

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Oh.

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still no sounds

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muted. But but why? You are unmuted. But you don't have sound.

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 Oh, my God. okay, you you have any idea. Maybe.

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Yeah.

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we have some assistance here.

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So we try to get you in. I I see you are talking. But

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and there is. Oh. okay. I know. Why

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can they play my presentation? I, yeah.

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that would be okay.

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The

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okay.

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So how to proceed. Now.

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at least.

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this is the yeah.

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But can she operate the presentation herself. No.

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 okay.

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maybe she can. let's have her on the phone. Maybe that that can work

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that.

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Yeah, I don't need. I try to. Yeah.

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okay, can you talk?

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Yeah, I can hear you?

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Yes.

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And now

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it's really not. It's really awkward. But

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it's not really working. Okay.

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just shall I scroll through the text? And because this, this will not.

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this will not be okay. Night. Yeah, I can hear you. I can hear you.

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Yeah.

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Speaker.

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Yes. Hello, yeah. You can speak. Yes.

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I can see if you would like. Is it okay? Yes, and everybody can hear you. Okay, I will. I will facilitate you in this way.

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Okay, this is the worst of this is the hardest

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facilitation, probably ever.

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Yes, so yes, yes, go.

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don't talk your talk all right.

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Thank you. My apologies. Everyone for any technical difficulties, and also the time frame

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is sure to be honest. I thought Wednesday here was Wednesday there. But anyways, thank you, Renee, for

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scrambling to get me online and to put together a presentation and hold the phone. So I'll get started without further ado. So again, my

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and civilians who work within armed forces organizations, so it defends public servants or civil servants, and work with military counterparts.

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next slide.

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Can I advance the slides? Or

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I need somebody else to advance the slides as well?

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My friend, my friends here will. yeah. Okay. And sense. Yeah, like this. Yes, okay, that's perfect.

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So thank you. Okay, so most yeah, national. And

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as many of you are with

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price of mixed

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military civilian work courses.

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So 2 separate sets of personnel that work in partnership

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one another

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so that they have very different but also complementary of goals.

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I I,

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the overarching goals of defense and security condensation.

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We work really closely together in

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lot of different functions and in a lot of different.

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So, of course, in headquarters, where there

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more senior civilian bureaucrats

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on faces

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for a

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increasingly civilians are joining military

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on the

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to our mission.

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and this is very important as well that many civilians are supervised by military supervisors.

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in some cases vice versa.

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but in some nations a third or more of civilians, actually their first and most direct supervisors actually somewhat. Be uniform

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next slide, please.

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Possible

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it's it's it's

414
00:46:07.920 --> 00:46:12.039
sorry. Thank you. So

415
00:46:13.010 --> 00:46:16.829
all of these important similarities. There are also some really

416
00:46:16.970 --> 00:46:23.160
quite as distinct differences. So one thing of one sort.

417
00:46:23.800 --> 00:46:25.700
as I would say.

418
00:46:25.980 --> 00:46:28.349
First of all, of course, there are very different

419
00:46:28.360 --> 00:46:32.399
human resource, our personnel management system. So, both in terms of

420
00:46:32.570 --> 00:46:34.060
carry. Your civilian

421
00:46:34.400 --> 00:46:44.669
personnel, are recruited into the departments of the vets and armed forces. Of course, the rank structure. We are a progression, and

422
00:46:44.970 --> 00:46:46.679
most obviously I. The condition

423
00:46:46.740 --> 00:46:51.159
of service with their military having unlimited liability

424
00:46:51.570 --> 00:46:52.990
of any injury or gap in the

425
00:46:53.170 --> 00:47:00.130
of their work, which is not something that is in the civilians. I have at the same time

426
00:47:00.540 --> 00:47:18.050
a huge distinction on the softer side. If one can say they are very distinct in different cultures, traditions, history approaches to leadership, types of communication, and so on. So here we have 2 work forces that work very closely together. At the same time

427
00:47:18.360 --> 00:47:19.380
lot of distinctions.

428
00:47:20.170 --> 00:47:22.690
personnel management and also culture

429
00:47:23.370 --> 00:47:25.010
next slide, please.

430
00:47:28.520 --> 00:47:35.530
So we basically developed a survey that I'll be talking about

431
00:47:37.200 --> 00:47:37.890
at

432
00:47:38.040 --> 00:47:38.830
a lot of different

433
00:47:39.850 --> 00:47:41.010
aspect of

434
00:47:41.230 --> 00:47:44.940
surveys that was administered in fan of that to regular

435
00:47:46.300 --> 00:47:50.829
service, and also D and D, civil department of National Defense Civilians.

436
00:47:50.980 --> 00:47:55.350
and it was focused on well-being, organizational

437
00:47:55.670 --> 00:47:56.750
attention.

438
00:47:56.920 --> 00:48:00.210
so I won't be able to, of course, present most of the

439
00:48:00.290 --> 00:48:07.329
doing this, but the one section was also how we're talking about is military civilian partnership into

440
00:48:07.350 --> 00:48:08.460
and collaborate

441
00:48:09.340 --> 00:48:11.699
So we Thesedos collected this class

442
00:48:11.800 --> 00:48:13.150
spring somewhere.

443
00:48:14.440 --> 00:48:20.130
summer with the data being analyzed last year next slide.

444
00:48:23.890 --> 00:48:33.739
So here, just a little bit about that. So the this survey was completed by over 800 defects team members.

445
00:48:34.600 --> 00:48:38.460
the responses from then at the public service.

446
00:48:38.550 --> 00:48:44.710
So from the 3,000 public service personnel. that's what I'll be discussing here.

447
00:48:44.860 --> 00:48:46.220
next slide.

448
00:48:49.880 --> 00:48:51.960
Okay, this just talks a little bit about

449
00:48:52.700 --> 00:48:54.470
demographics.

450
00:48:54.560 --> 00:48:57.439
so we had good representation by gender

451
00:48:58.950 --> 00:49:02.339
in Canada. But that's pretty much representative of

452
00:49:02.650 --> 00:49:03.649
official language, history.

453
00:49:04.180 --> 00:49:07.939
public service about a quarter of. and the

454
00:49:08.110 --> 00:49:09.720
balance for English

455
00:49:10.190 --> 00:49:11.880
and most

456
00:49:11.900 --> 00:49:15.680
determined employees, with a variety of pendant. 10 years

457
00:49:15.960 --> 00:49:20.580
at the of national defense. Next slide, please say.

458
00:49:22.870 --> 00:49:28.630
and I don't need to say too much about this other than to say, but there was relatively good regional.

459
00:49:28.720 --> 00:49:30.050
which is important

460
00:49:30.840 --> 00:49:40.530
to be a little bit on the large side, so there could be regional differences and different sort of subcultures depending on where in Canada we are

461
00:49:40.930 --> 00:49:49.389
talking about. And so we always look for a regional representation as well, and that was relatively representative

462
00:49:49.510 --> 00:49:51.050
on our next slide, please.

463
00:49:51.770 --> 00:49:52.480
Okay.

464
00:49:54.250 --> 00:49:56.099
so this just books.

465
00:49:56.270 --> 00:49:57.439
we can

466
00:49:57.620 --> 00:50:06.579
here that 26 of the percent of the people are almost 27% of the respondents were actually in the supervisory roles.

467
00:50:07.490 --> 00:50:11.730
And this is just up facial groupings, a lot of what

468
00:50:12.180 --> 00:50:19.120
do. So there's a large group of administrative rules. There's also some clerical and regulatory roles.

469
00:50:19.200 --> 00:50:29.380
and, as you can see, there are some others without fake of a general other category, because there are a lot of smaller categories that combined make up the biggest

470
00:50:29.420 --> 00:50:30.820
representation

471
00:50:31.740 --> 00:50:33.210
next slide.

472
00:50:36.710 --> 00:50:38.550
So I just

473
00:50:38.640 --> 00:50:41.030
to know. And this is probably the case for many other

474
00:50:41.400 --> 00:50:46.190
as well. While these respondents were all civilian

475
00:50:46.450 --> 00:50:50.560
Federal government of public service employees. 33% of the

476
00:50:51.070 --> 00:50:55.329
previously been in the military, and once they retired or left the military

477
00:50:57.280 --> 00:50:58.840
of national defense.

478
00:50:59.470 --> 00:51:05.229
In addition, as I mentioned in the introduction, a little bit, a lot of civilian personnel have

479
00:51:05.460 --> 00:51:11.240
military supervisor as their director provides. And you can see by the respondents here that 34%

480
00:51:11.800 --> 00:51:17.070
set actually recorded directly to a military member. So that's the person that does their personal

481
00:51:17.250 --> 00:51:18.500
valuations.

482
00:51:18.580 --> 00:51:21.250
Who's there? Vacation?

483
00:51:21.880 --> 00:51:25.620
Asks them with their work? And so on. Next slide.

484
00:51:29.620 --> 00:51:32.990
Okay? So getting right to some of the results.

485
00:51:34.540 --> 00:51:35.840
civilian

486
00:51:35.990 --> 00:51:37.420
by integration

487
00:51:38.840 --> 00:51:41.529
level, and then the personal level. We need your

488
00:51:41.710 --> 00:51:43.760
clean and for that.

489
00:51:44.770 --> 00:51:45.970
And

490
00:51:46.010 --> 00:51:48.720
and as we see, most of the

491
00:51:48.780 --> 00:51:51.919
findings were fairly positive in terms of

492
00:51:51.970 --> 00:51:53.110
positive attraction.

493
00:51:53.150 --> 00:51:55.650
the military and civilian forum working together

494
00:51:56.580 --> 00:51:59.730
relations. they not everything. What

495
00:51:59.930 --> 00:52:03.920
together as a team, good communication teamwork, and so on.

496
00:52:04.510 --> 00:52:11.109
It comes a little bit less. We talked about opinions, for civilian employees being

497
00:52:11.430 --> 00:52:16.459
military members, so only approximately 70% of civilians endorse that. And

498
00:52:17.210 --> 00:52:23.920
even though they have good relations. We did see that about 50% of the civilian employees thought that within

499
00:52:24.610 --> 00:52:26.470
defense civilians are off the

500
00:52:26.510 --> 00:52:33.269
treated as though they are second-class citizens by military personnel. So they there were some status differences.

501
00:52:33.550 --> 00:52:37.759
civilians being of lower status than military council.

502
00:52:38.990 --> 00:52:40.300
Our next slide, please.

503
00:52:43.680 --> 00:52:45.239
Okay, so this is sort of a

504
00:52:45.720 --> 00:52:51.769
elementary set of questions, but these really look at more the organizational level, so not so much between

505
00:52:51.970 --> 00:52:54.709
people, but just general perceptions, and also

506
00:52:55.190 --> 00:52:57.290
important aspect of out

507
00:52:57.460 --> 00:53:01.490
provision of civilians when they do have a military supervisor.

508
00:53:01.700 --> 00:53:08.270
And here we see that the results are a little bit less so on the right sides. Affiliates are considered

509
00:53:08.510 --> 00:53:10.260
very important on it.

510
00:53:10.560 --> 00:53:13.050
Of the Canadian Armed Forces Mission.

511
00:53:13.400 --> 00:53:18.999
 3 quarters thought of them, and the military are focused on

512
00:53:19.360 --> 00:53:24.540
the same called a mission, so that could so higher, but still a positive result.

513
00:53:24.890 --> 00:53:26.239
When we start talking about

514
00:53:26.590 --> 00:53:31.090
vision of civilians by military supervisors, the results are

515
00:53:31.750 --> 00:53:34.149
kind of systematically less positive

516
00:53:34.300 --> 00:53:35.659
in terms of

517
00:53:35.920 --> 00:53:41.689
military supervisors who manage civilians, not having sufficient training required to manage them.

518
00:53:41.760 --> 00:53:47.760
will be not recognizing the skills and expertise of civilian personnel or their importance.

519
00:53:48.460 --> 00:53:51.369
that maybe not treating them

520
00:53:51.390 --> 00:53:55.280
barely so, almost 50% believe a little over 50

521
00:53:56.520 --> 00:53:57.850
treated fairly

522
00:53:58.000 --> 00:54:01.739
by military supervisors, and then.

523
00:54:02.860 --> 00:54:15.289
and thought that they could, that military members could manage them effectively and even worse, when it came to performance, appraisals so military and forth very well burst in the military

524
00:54:15.390 --> 00:54:16.600
or to

525
00:54:16.940 --> 00:54:21.820
processes, but when they have to supervise civilians, they might be not as

526
00:54:21.930 --> 00:54:26.110
 to do that. According to these answers.

527
00:54:27.230 --> 00:54:28.440
So next slide

528
00:54:33.230 --> 00:54:38.870
we also tried to see if there were some things that. and without that

529
00:54:38.940 --> 00:54:41.280
public service I

530
00:54:41.550 --> 00:54:43.230
uniform fire.

531
00:54:43.620 --> 00:54:46.840
Then In specifically. I,

532
00:54:47.320 --> 00:54:50.360
the servants, after their military service, reported one.

533
00:54:50.920 --> 00:54:52.400
You know your personality

534
00:54:53.230 --> 00:54:55.270
compared to those who are about

535
00:54:55.590 --> 00:54:56.340
wow

536
00:54:56.490 --> 00:54:57.520
service.

537
00:54:58.260 --> 00:55:05.680
So maybe it's because they know more military, or even after they've retired. Or maybe it's a perception.

538
00:55:06.700 --> 00:55:09.130
And so why, that might be. There's a couple of

539
00:55:09.480 --> 00:55:15.539
reasons. But in any case those of prior military service. You can see there have a

540
00:55:16.020 --> 00:55:20.620
system. I fairly, systematically want positive responses and a less

541
00:55:21.050 --> 00:55:22.919
to the second class citizens.

542
00:55:24.100 --> 00:55:25.350
next up

543
00:55:28.710 --> 00:55:31.729
and similarly, Scott observed.

544
00:55:32.020 --> 00:55:37.579
personal level. Those with previous military service also thought that at the

545
00:55:37.880 --> 00:55:46.669
level things were more positive, including that military were better able to manage and praise civilian.

546
00:55:48.500 --> 00:55:49.300
Exactly

547
00:55:54.250 --> 00:55:56.580
so. then.

548
00:55:58.950 --> 00:55:59.690
that

549
00:56:02.040 --> 00:56:08.319
this one can just look at this one like to add those personnel that's a civilian public service.

550
00:56:08.580 --> 00:56:11.290
I'm sorry. I think next up. okay.

551
00:56:15.750 --> 00:56:16.709
press software.

552
00:56:19.310 --> 00:56:24.090
that's fine. I'll just. I'll go on to this slide. Yeah, and my spot a tiny bit. But

553
00:56:24.260 --> 00:56:28.209
perceptions of personnel, military civilian personality.

554
00:56:29.900 --> 00:56:30.670
That's right.

555
00:56:33.370 --> 00:56:35.540
Yeah, the slide is great. Just for a sec.

556
00:56:36.410 --> 00:56:43.910
So actually, we looked at the same questions in 2,012. So about a decade prior

557
00:56:44.310 --> 00:56:46.490
kind of

558
00:56:46.770 --> 00:56:48.540
priorities, and so on.

559
00:56:48.830 --> 00:56:51.480
Be assessed this for quite some time, and then

560
00:56:51.720 --> 00:56:53.839
to to again.

561
00:56:53.950 --> 00:56:55.590
access this kind of

562
00:56:55.660 --> 00:56:56.730
interaction just

563
00:56:56.770 --> 00:57:00.050
this past year, which is the results of presenting to you folks.

564
00:57:00.330 --> 00:57:01.940
And so we

565
00:57:02.010 --> 00:57:05.400
to look at the differences between what happened a decade ago.

566
00:57:06.390 --> 00:57:08.670
See that at the interpersonal level

567
00:57:09.950 --> 00:57:11.300
responses are

568
00:57:11.330 --> 00:57:16.410
fairly similar on most aspects at the inc personal level. So again, between

569
00:57:16.550 --> 00:57:22.760
North caring of civilian coworkers on us, or day to day, one on one, if you will type

570
00:57:22.920 --> 00:57:30.979
level. There are some small variations, but none that. and and not really systematic.

571
00:57:31.570 --> 00:57:46.859
 At the same time, we know we are a little bit fresh, for time actually changes. And we saw we see that we

572
00:57:47.960 --> 00:57:49.070
what's going on

573
00:57:50.450 --> 00:57:52.849
 sorry about that.

574
00:57:52.970 --> 00:57:55.300
Those who I believe

575
00:57:55.330 --> 00:57:56.630
and they were.

576
00:57:58.840 --> 00:58:00.850
Can you hear me? Well.

577
00:58:01.380 --> 00:58:05.769
yes, I can hear you. Okay. Can we go to the conclusions?

578
00:58:07.650 --> 00:58:09.180
Yeah, okay.

579
00:58:09.510 --> 00:58:14.610
it's a it's a matter of you more. Yeah, sorry. That's possible to be

580
00:58:15.150 --> 00:58:16.190
more slides.

581
00:58:18.650 --> 00:58:21.740
This one. if you want, I can to go straight to.

582
00:58:22.360 --> 00:58:26.330
This is just a you, a bit of other interesting comparisons about

583
00:58:27.140 --> 00:58:30.630
components of civilia. Can we go back up for a minute?

584
00:58:30.920 --> 00:58:32.400
But where the squares are.

585
00:58:33.530 --> 00:58:34.240
Yeah.

586
00:58:37.190 --> 00:58:45.159
this is just the last results slide about some of the results. I could skip over those. But I wouldn't mind just taking a second to mention that what I

587
00:58:45.190 --> 00:58:50.759
why is this important? And we do find that the military civilian relations, the perceptions of those

588
00:58:51.500 --> 00:58:53.899
and strongly related to other

589
00:58:54.880 --> 00:59:03.809
and he organizational. So those that have more positive military civilian relations

590
00:59:04.630 --> 00:59:06.400
also perceive a culture in the

591
00:59:06.570 --> 00:59:12.339
organization to be more positive and more civil. And they do. Aren't.

592
00:59:12.590 --> 00:59:16.739
Who, more satisfied with their job at Theence Department.

593
00:59:17.220 --> 00:59:17.940
a higher.

594
00:59:20.110 --> 00:59:33.829
higher retentions to contentions, to maintain or to remain in their organization, so chose something, some of the importance of why these military civilian, as you can imagine many reasons. But this is kind of a little bit of an empirical.

595
00:59:34.200 --> 00:59:38.050
There are the conclusion that these things are actually quite controlled.

596
00:59:38.580 --> 00:59:40.140
Next slide, please.

597
00:59:42.330 --> 00:59:49.499
So yeah, it turns out, conclusion to me. boys, read personal level. There is a lot of positive

598
00:59:50.460 --> 00:59:53.349
relations between military and civilian personnel

599
00:59:53.760 --> 01:00:00.989
at the same time, at the organizational level. That's where we see some room for improvement.

600
01:00:01.090 --> 01:00:02.709
That's particularly when you

601
01:00:02.890 --> 01:00:08.190
very are in charge of managing civilian personnel

602
01:00:08.910 --> 01:00:09.799
on the next slide.

603
01:00:14.510 --> 01:00:17.480
Some supper of differences

604
01:00:18.030 --> 01:00:20.480
again. Those with I'm just going to move to the last couple of

605
01:00:21.190 --> 01:00:29.399
we Myst a few slides, but those with prior military service reported more positive military civilian relations

606
01:00:29.880 --> 01:00:33.570
without prior service. That's not particularly surprising.

607
01:00:33.760 --> 01:00:39.940
and also those supervised by a military rather than a civilian supervisor.

608
01:00:41.200 --> 01:00:47.159
Why, they had similar quality relations on an interpersonal level they had more positive

609
01:00:47.960 --> 01:00:51.300
a supervision of civilians by military managers.

610
01:00:52.140 --> 01:00:53.010
Our next slide.

611
01:00:55.680 --> 01:01:01.780
and as I, as I just mentioned that we also personnel relations, are water, which is strongly.

612
01:01:01.950 --> 01:01:02.700
I'll make it

613
01:01:03.130 --> 01:01:05.160
organizational outcomes

614
01:01:05.680 --> 01:01:06.910
and so on.

615
01:01:07.510 --> 01:01:10.130
So I

616
01:01:10.820 --> 01:01:14.110
I have any more slides here, or that's the last slide.

617
01:01:15.410 --> 01:01:20.350
That's the last slide. So yeah, so this is just a a bit of a glimpse there are a lot of

618
01:01:20.530 --> 01:01:22.240
if I for that

619
01:01:22.830 --> 01:01:26.250
 where.

620
01:01:26.420 --> 01:01:28.510
in terms of concluding our final thoughts

621
01:01:29.150 --> 01:01:33.270
about, I think a lot of our organizations are looking at various aspects of

622
01:01:33.470 --> 01:01:34.490
diversity

623
01:01:34.580 --> 01:01:47.529
and organizational culture and inclusivity, and so forth, which are, of course, very important. But one thing that we tend to sort of not look at is the no sive

624
01:01:48.050 --> 01:02:05.530
interactions and military civilian diversity. It's almost like it's kind of right in our own backyard. It's something that's very unique to defense organizations, and perhaps some other armed forces, organizations such as police, where uniformed groups of

625
01:02:05.530 --> 01:02:26.200
are working with some civilian personnel at various levels, and so it often is not something that that is not not really recognized or explicitly investigated. And I think that that is starting to change. So I hope that this kind of research and future research confused their sort of at this

626
01:02:26.240 --> 01:02:29.069
type of diversity and

627
01:02:30.950 --> 01:02:33.999
produced your organizational culture as the 2 work versus.

628
01:02:35.210 --> 01:02:37.979
Thank you very much. Thank you, Renee, for

629
01:02:38.060 --> 01:02:39.890
the efforts in. However, you have to

630
01:02:42.380 --> 01:02:48.830
everybody for your patience. I think it was okay. Everybody could hear. I I guess so. It's a

631
01:02:48.970 --> 01:02:56.619
even in the back, I see nodding, nodding faces. So they understood you. So next up.

632
01:02:56.830 --> 01:02:58.470
yes, okay.

633
01:03:02.450 --> 01:03:11.330
Next up is Dana goes with Kashan from Israel. Israel.

634
01:03:12.290 --> 01:03:13.790
Sorry.

635
01:03:32.790 --> 01:03:40.970
Hello, everyone. So Asre now presented me. I'm from the open university in Israel.

636
01:03:41.780 --> 01:03:43.510
And

637
01:03:45.820 --> 01:03:47.209
oh, okay.

638
01:03:47.910 --> 01:03:58.589
So The aim of my paper is to highlight the importance and the contribution of research in the military from bottom to top.

639
01:03:58.940 --> 01:04:04.450
I will, based on Antonio Anthony Giddon's theory of structuration.

640
01:04:04.640 --> 01:04:20.310
I will show that actions, experience, and subjective interpretation of individuals in the military are central to the understanding of the military relationship between military and society.

641
01:04:20.600 --> 01:04:28.899
Antony Giddon's theory of structuration thought to resolve the dichotomy between structure and agency.

642
01:04:29.160 --> 01:04:35.939
getting so agency and structure has been dialectically dialectically related

643
01:04:35.950 --> 01:04:38.989
and mutually constitutive of each other.

644
01:04:39.320 --> 01:04:48.599
based on interpreting phenomenological analysis of interviews with soldier who served in the Israeli military idf.

645
01:04:48.790 --> 01:05:02.160
I will show how the use of structuration theory enables to focus on the agent experience and actions without ignoring the part of the institution.

646
01:05:06.140 --> 01:05:18.060
Furthermore, I will show the role of individuals in constructing, maintaining, and even challenging the perception, images and practice

647
01:05:18.540 --> 01:05:21.679
and processes within the military.

648
01:05:23.020 --> 01:05:26.709
So military research in general and

649
01:05:26.940 --> 01:05:44.660
critical military research in particular tend to focus on social, economic, and political processes and mechanism, as well as the way they influence, construct, and change the military and civil military relationship.

650
01:05:44.660 --> 01:05:59.250
In recent years more and more researchers have recognized the importance of agent performance and subjective experience to their understanding of military and its connection to society.

651
01:05:59.860 --> 01:06:01.550
and

652
01:06:02.940 --> 01:06:14.010
more and more researchers. Sorry recognized the importance of agent performance and subjective experience to the understanding of military and its connection to society.

653
01:06:14.150 --> 01:06:25.270
Following this line of research, the aim of this paper is to emphasize the importance of individual perceptions that has been neglected in military studies.

654
01:06:25.470 --> 01:06:29.010
I argue that actions.

655
01:06:29.040 --> 01:06:30.420
the actions.

656
01:06:30.890 --> 01:06:44.819
the meanings, the experience, and subjective interpretation of individuals in the military are central to the understanding of the military and its relationship with the society.

657
01:06:46.450 --> 01:06:49.839
So why use structuration theory?

658
01:06:50.890 --> 01:07:00.769
One of the main criticism regarding research that focus on subjective perception is that it ignores the influence of the structure.

659
01:07:00.990 --> 01:07:22.009
To response to this criticism I offer Antony Gden's theory of strutteration. Structuration theory sought to avoid the dualism between structural approaches and phenomenology and ethnom methodology by conceptualizing them as mutually constitutive dualities

660
01:07:22.020 --> 01:07:26.749
emphasize the interplay between individuals and structure

661
01:07:27.330 --> 01:07:39.709
structures shape human practice, but at the same time the repetition of individual act constitute, reproduce, and even transform social structure.

662
01:07:39.990 --> 01:07:42.390
According to this perception.

663
01:07:42.540 --> 01:08:02.940
agent and structure not only do not contradict each other, but rather, in fact, they presuppose each other. Social social structure is constantly being created through everyday social practice and interaction, and there is always a process of injury

664
01:08:03.490 --> 01:08:05.830
in into

665
01:08:06.680 --> 01:08:07.600
sorry

666
01:08:09.460 --> 01:08:13.590
of interpretation, of specific social settings.

667
01:08:17.100 --> 01:08:19.120
So, according to Giddens

668
01:08:19.130 --> 01:08:26.239
structure must not be conceptualized as simply placing constraints on human agency.

669
01:08:26.270 --> 01:08:28.090
but as enabling

670
01:08:28.160 --> 01:08:35.739
thus structures instructoration, theory is not constrained, but also enable.

671
01:08:36.050 --> 01:08:43.210
There are not only limits, but rather a mean for interaction and social construction

672
01:08:43.810 --> 01:08:52.299
stuck to in this paper. I wish to suggest the use of structuration theory in civil military research.

673
01:08:52.470 --> 01:09:10.460
using stricteration theory enable to the examination of the meaning of individuals, experience, understanding, interpretation, and action, without neglecting the context within which the subjective experience occurred.

674
01:09:10.930 --> 01:09:29.190
And as I will argue researching social actor actions and interpretation in specific social setting, while focusing on their experience and performance in the local context, are key resources to the understanding.

675
01:09:29.270 --> 01:09:42.270
to to understanding the important role of agents in reproduction of structure as well as changing, challenging, and even creating a new social structures.

676
01:09:43.590 --> 01:09:49.799
My paper is based on 2 studies I conducted on the Idf.

677
01:09:50.270 --> 01:10:03.980
The first studies examining the process of constructing of ethnic organizational culture as a basis for the construction of ethnomasculine identity.

678
01:10:04.240 --> 01:10:10.730
The research is based on an interview with 60 soldiers who served in 2 infantry brigades

679
01:10:10.790 --> 01:10:19.530
that shared the same mission and undergo the same training, but have very different organizational culture and image.

680
01:10:19.750 --> 01:10:25.249
In this research I argue that the ethnic culture of each brigade.

681
01:10:25.350 --> 01:10:32.400
It's the basis for the construction of ethnomasculine identity of the combat soldier

682
01:10:32.510 --> 01:10:34.670
in each brigade. So.

683
01:10:34.790 --> 01:10:36.150
although

684
01:10:36.250 --> 01:10:48.179
 the brigades undergo the same training training and shared the same military task, each one has different culture and different masculine identity.

685
01:10:49.090 --> 01:10:54.359
The second study examined the subjective dimension of convertibility

686
01:10:54.640 --> 01:11:09.259
by examining the way soldiers perceive the capital they acquire during their military service, and their expectation to convert this capital into civilians firm and mainly into labour market.

687
01:11:09.330 --> 01:11:14.449
This research is based on an interview with 20 soldiers.

688
01:11:14.530 --> 01:11:17.720
Tent was served in various combat unit

689
01:11:17.900 --> 01:11:32.949
and 10 who served in intelligent courts. The research demonstrates how the capital the soldier accumulate during their military service is experienced, how it motivated them

690
01:11:33.050 --> 01:11:51.799
how it was evanuated by the soldier, and how their interpretation and perception of the capital influenced their expectation for its conversion. After being discharged to civilian society and mainly into the labour market.

691
01:11:53.000 --> 01:11:57.900
So why should we research the military from bottom to top?

692
01:11:58.120 --> 01:12:05.350
The first contribution of structuration theory is the duality between agency and structure.

693
01:12:05.690 --> 01:12:15.259
using structuration tyrine, able to stimulate observation of the individual action as well as the social structure.

694
01:12:15.470 --> 01:12:32.060
Structuration theory emphasizes the negotiation between the agent and the structure by highlighting the influence of the agent actions, perception, and interpretations of the social process.

695
01:12:32.990 --> 01:12:45.210
As we know, the military has an unequivocal structure, procedure, and specific request that lay down rules of conduct all soldier are expected to obey.

696
01:12:45.340 --> 01:12:54.509
In my first study I demonstrated how soldier challenges military rules and sets their own rooms

697
01:12:55.100 --> 01:12:56.580
for examples.

698
01:12:58.290 --> 01:13:06.319
while the military demands that soldiers wear their uniform in specific manner.

699
01:13:06.370 --> 01:13:22.260
Golani's soldier, one of the infantry brigades, set their own dress code which is sloppy and disorder, as you can see in this quote of a mesmatic soldier who served in Golani

700
01:13:22.590 --> 01:13:28.380
and describes sloppiness that has its own specific rules.

701
01:13:28.840 --> 01:13:32.900
such as wearing the pants very low, like wrappers

702
01:13:33.230 --> 01:13:37.790
wearing the shirt outside the tents rather than tucked in

703
01:13:37.920 --> 01:13:43.599
shortening their weapons strapped, and not putting the rubber bands on the top of the boots.

704
01:13:45.050 --> 01:13:55.360
Hence the agent's actions are not separated from the structure. On the contrary, they act in reaction to the structure.

705
01:13:55.720 --> 01:14:07.749
we can see that the social order is the cause for their action. their action aimed to challenge the social order and construct their own identity.

706
01:14:08.240 --> 01:14:18.359
This mode of dressed is accompanied by other cultural practics, such as music, style, personal hygiene, behavior, and language.

707
01:14:18.480 --> 01:14:41.159
Through these daily performances, and various practice carried out by individuals. The soldiers take part in constructing the brigade, ethnic culture and their perception of the combat soldier, while at the same time they criticize and challenge the social stratification of the Israeli society.

708
01:14:41.760 --> 01:14:48.730
So we see how human agents draw on social structures in their action.

709
01:14:48.870 --> 01:14:56.679
and at the same times these action produce, reproduce, and so challenge social order.

710
01:14:59.180 --> 01:15:06.470
The second contribution of structuration theory points out to individuals as active agents.

711
01:15:06.930 --> 01:15:16.430
I argue that individuals engage in interpreting the social system, and this interpretation leads to action.

712
01:15:16.740 --> 01:15:30.860
Soldiers are active rather than passive actors, first through their interpretation and then in their decision how to act and react according to their interpretation

713
01:15:31.340 --> 01:15:35.149
while acting within an existing social structure

714
01:15:35.470 --> 01:15:46.339
that dictates the social order. Individuals have the opportunity, possibility, and ability to accept, obey, adopt.

715
01:15:46.360 --> 01:15:56.780
or the claim, resist, or even challenge it. The second case, study on convertibility demonstrates the way soldiers.

716
01:15:56.830 --> 01:16:06.150
the way the soldier interprets the interpretation of the similar aspects leads to different actions.

717
01:16:08.050 --> 01:16:11.050
as we can see in these quotes. Yeah.

718
01:16:11.680 --> 01:16:13.770
as you can see in these quotes

719
01:16:14.230 --> 01:16:23.030
from a soldier who, from intelligent corpse and

720
01:16:23.250 --> 01:16:40.679
combat soldier who served as combat soldiers and soldiers who served in intelligent units learned the same similar cultural capital. During their military service, however, they perceived them differently.

721
01:16:42.320 --> 01:16:55.880
yet intelligence. The military provides the combat- soldier cultural capital that can certainly be seen as similar to intelligent soldier capital

722
01:16:55.930 --> 01:17:25.100
and relevant in the label market, such as adaptation, ability to cope with difficulty and pressure into personal relationship as well as leadership, responsibility, discipline, and teamwork. Yet intelligence soldier defined these abilities in terms of civil label market. While combat soldiers use military language to describe the same abilities. Thus

723
01:17:25.110 --> 01:17:30.230
soldier interpret and act, and not just react.

724
01:17:30.300 --> 01:17:38.010
They influenced the social structures and not just influenced by it. The third

725
01:17:38.170 --> 01:17:44.279
contribution of structuration theory is the potential to challenge conceptions.

726
01:17:44.910 --> 01:17:57.909
In the first research study I demonstrated how Golani soldier construct an image of the combat soldier that challenged the image of the demonic masculinity of the combat soldier.

727
01:17:58.250 --> 01:18:10.559
Their demonic masculinity is represented by the palatropist through performance of discipline, quiet, thriving for excellence, meticulous and organized behavior.

728
01:18:10.740 --> 01:18:11.800
Thus.

729
01:18:12.490 --> 01:18:30.470
through undisciplined behavior, this organized dress, called a marginal music style and unique language, polynic soldier strived to construct an alternative image of the hegemonic masculinity. As we can see in the last quote.

730
01:18:31.250 --> 01:18:47.450
as representative of the of the marginal ethnic group, Golani soldier resists the normative institutional image considered mainstream, and by doing so they challenge their marginal position.

731
01:18:47.710 --> 01:18:49.340
Consequently

732
01:18:49.400 --> 01:18:59.830
true performance. The soldier, and not only challenge institutional rules and norms, but also negotiate the meaning of masculinity.

733
01:19:02.060 --> 01:19:13.740
So, in conclusion. the aim of this, this painful was to highlight the importance and the contribution of research in the military from bottom to top.

734
01:19:13.970 --> 01:19:28.439
I have shown 3 contribution of structuration theory to military studies, first, by emphasizing that agent and structure do not contradict each other, but in fact presuppose each other.

735
01:19:28.690 --> 01:19:36.420
Using structuration. Theory enables to highlighting the importance of subjective observation

736
01:19:36.440 --> 01:19:45.030
and its effect, but without ignoring the influence and limitation of the social order on social performance.

737
01:19:45.310 --> 01:19:51.229
Secondly, I have pointed out that individuals are active agent.

738
01:19:51.270 --> 01:19:56.049
Individuals are not passive objects that only react.

739
01:19:56.100 --> 01:20:06.920
Rather individuals engage in interpreting the social sits system, and this interpretation leads them to choose and execute actions.

740
01:20:07.290 --> 01:20:19.029
Finally, I have demonstrated that soldier interpretation and action through performance of daily practice can challenge normative expected conception

741
01:20:19.410 --> 01:20:24.810
by emphasizing the ongoing production and reproduction of structure

742
01:20:26.550 --> 01:20:40.769
over time. Structuration theory enables to high point of how social order can be changed, challenged by individuals or group, and how a new structure may developed.

743
01:20:41.060 --> 01:20:57.399
looking only in so on structure will not reveal the complexity of the military, thus highlighting the subjective roles of agents in enable better, deeper, and more critical analysis of the structure.

744
01:20:57.550 --> 01:21:00.450
it can facilitate an understanding

745
01:21:00.550 --> 01:21:09.200
and an extrapolation of individual embodiment and Internet is the internalization of processes and mechanism.

746
01:21:09.550 --> 01:21:34.240
Further, it can emphasize the active part of individuals in creating and maintaining this mechanism, expose the multiple fluid and sometimes conflicting social categories and highlight, the potential for so change of of structure, mechanism, and social conception from bottom to top, and not only from top to bottom.

747
01:21:34.640 --> 01:21:35.580
Thank you.

748
01:21:41.660 --> 01:21:45.259
Thank you, Donna. It's very clear and very

749
01:23:17.200 --> 01:23:18.410
the screen

750
01:23:19.070 --> 01:23:19.939
people of

751
01:23:20.190 --> 01:23:25.140
yeah. So give you a call and come down by it. Okay.

752
01:23:32.420 --> 01:23:33.520
just have to.

753
01:23:44.970 --> 01:23:47.819
Lovely. Good day, folks. I'm James Connor.

754
01:23:47.890 --> 01:23:52.310
I'm one half of the Ben and James Duo and I have to start with

755
01:23:52.370 --> 01:23:59.839
start, with 2 apologies, one Ben wishes he was here he would be, and was booked on a red eye flight from Adelaide to be here, but has Covid.

756
01:24:00.100 --> 01:24:05.070
He's also extremely sick. We had a chat to him this morning, and he's not even going to dial in because he's that unwell.

757
01:24:05.750 --> 01:24:08.240
My second apology is, he? Was the funny one.

758
01:24:09.300 --> 01:24:10.600
Not a.

759
01:24:13.280 --> 01:24:16.080
My first deadly serious comment, though.

760
01:24:21.320 --> 01:24:37.139
is, we will be talking about trauma violence and abuse in our presentation. If this is particularly difficult for you, you're welcome to leave either online, obviously log off or leave the room. I won't take it personally. If it does raise too many issues with you. I am mental health first aid trained. If you don't have a chat about stuff afterwards.

761
01:24:39.950 --> 01:24:51.380
The research what I'm going to speak about today, and what Ben and I did first off compulsory funding declaration, in the hope that the A. Rc. Might eventually give me some more money. They funded this discovery project

762
01:24:52.070 --> 01:24:55.460
what we did from 1 69 to today.

763
01:24:56.420 --> 01:25:00.650
We looked at all of the cases of defense abuse that were

764
01:25:00.920 --> 01:25:14.409
done, in inquiries, parliamentary reports done by the ad for the Department of Defence themselves, Department of Veterans Affairs. Basically any piece of publicly available information formed one part of our data set.

765
01:25:15.800 --> 01:25:19.739
When I say all published reports, I mean, all this is a huge set of

766
01:25:20.060 --> 01:25:21.280
reports from

767
01:25:21.580 --> 01:25:24.180
the Australian Government, and like organizations.

768
01:25:25.170 --> 01:25:39.809
we did that since 1,969 and 1 69 is a particularly important date within Australian civil military relationships, because that is when the first in contemporary history. Scandal of abuse broke into the media.

769
01:25:40.140 --> 01:25:44.590
and this abuse occurred at Rmc. Dumtrans. So the rule middle of the G. College, Dantrone

770
01:25:45.720 --> 01:25:52.350
reported on the media resulted in a wide-ranging review of the culture and practices within Dantrum

771
01:25:53.040 --> 01:26:11.290
and long story short, Dante was a hive of bastardisation and bullying, which resulted in members self-harming, leaving, and committing suicide. A range of recommendations were put in place at the time. Again, this is 1,969 folks to address that culture of bullying and bacterization, to make Australia's officer training establishment

772
01:26:11.420 --> 01:26:21.330
safe. So we start at that point. We then interviewed survivors and stakeholders. male and female, split there

773
01:26:21.530 --> 01:26:33.799
victims of abuse, including particularly including some stakeholders. Stakeholders in this study are people who had senior or important roles in defence, or the Department of Defense related to reform.

774
01:26:34.310 --> 01:26:44.919
and the reason we spoke to them is, you wanted to get the other side of the story about understanding how and why the Adf. Has struggled to reform its culture over the last 50 years.

775
01:26:46.180 --> 01:26:47.180
I'll split

776
01:26:47.840 --> 01:26:54.840
between services roughly accords with what the Australian numbers are in terms of those 3 services.

777
01:26:54.920 --> 01:27:04.809
a split between men and women we slightly overrepresented on women than men. But this big button here, before any of you start on it

778
01:27:05.210 --> 01:27:23.030
from criticism we have got is okay. Sure, you've done this from 1969. You've only got what seventy- old participants that's kind of like not even one who it's one just over one per year. Surely you're just talking to a bunch of disgruntled people. It's not really representative of the experience of being an Israel and Defence force

779
01:27:24.910 --> 01:27:27.149
I come back to that is a

780
01:27:27.200 --> 01:27:37.590
yes, it is because we triangulated this data, using all of the inquiries and reports, and the other material that's been generated by defense itself on its own review of its culture.

781
01:27:37.820 --> 01:27:38.750
B.

782
01:27:38.860 --> 01:27:52.220
I'm only reporting on this set of data, because that's what informs this presentation and the published work out of it since. And I completed the discovery project. We've added another 20 women to our sample. We've added 22 incarcerated veterans to our sample.

783
01:27:52.300 --> 01:27:57.989
who are a particular group, and we'll be publishing work on that later. And we've added another 42

784
01:27:58.280 --> 01:28:12.170
people when general veterans were men in this case so doubled our sample size, and that includes people that are transitioned out of the Adf. This year. So it is also contemporary. So a criticism that you don't have enough, or that it's

785
01:28:12.380 --> 01:28:15.249
only historical. I reject those

786
01:28:15.900 --> 01:28:23.900
I also point out, and for some of you, and you're probably not aware of this. Australia is currently having a Royal commission into defence and veteran suicide.

787
01:28:24.210 --> 01:28:33.210
The Royal Commission for those of you who are not commonwealth country members is basically a independent judiciary inquiry tasked. Given

788
01:28:33.860 --> 01:28:37.720
extreme powers to call witnesses and compel testimony.

789
01:28:39.170 --> 01:28:52.219
they have been investigating defense views specifically, suicide and self-harm for the last couple of years, and they have survivor testimony running into the hundreds and hundreds now, which again supports our data, set

790
01:28:54.280 --> 01:28:55.749
your data standard.

791
01:28:55.770 --> 01:28:59.599
reflective thematic analysis. Pretty sure most of you are familiar with that.

792
01:29:03.100 --> 01:29:05.140
What we have identified is

793
01:29:05.770 --> 01:29:09.660
7 categories of military institutional abuses. We like to phrase it.

794
01:29:10.540 --> 01:29:18.769
these are administrative, sexual assault, physical assault, hazing, ambassadorization, extreme endurance, training, reputational damage and sabotage.

795
01:29:19.200 --> 01:29:26.509
So I am. I'm only going to focus on one aspect of this because of that 15 min. Not promise to try and be in that being the administrative abuse.

796
01:29:26.600 --> 01:29:34.180
but just a quick word on each of the other ones, sexual assault and physical assault. This would not be surprising to any of us who study militaries.

797
01:29:34.200 --> 01:29:41.699
Our data confirms what we kind of know globally about how physical and sexual violence occurs within the military

798
01:29:42.590 --> 01:29:48.210
hazing and basilization. Again, the same confirms all of the data that we've got so far across the world.

799
01:29:48.420 --> 01:29:56.010
Extreme endurance training. This is fairly self-evident. It's where the idea that we have to be so physically fit

800
01:29:56.420 --> 01:30:09.130
that we go to extreme lengths. And of course, we can use that view of being required to be so physically fit as a way of punishing people and breaking them by going to extreme lens with that

801
01:30:09.930 --> 01:30:22.310
reputational damage is something which is less clear in the literature, and something that we are working on will be coming out soon, and this is where rumors are used to belittle target

802
01:30:22.460 --> 01:30:25.950
and basically force out serving members.

803
01:30:26.570 --> 01:30:33.320
And in the Adf context, because we are quote a small army, and we use that in the broader sense, we're a small Adf.

804
01:30:33.670 --> 01:30:35.120
Everyone knows someone.

805
01:30:35.440 --> 01:30:46.489
So if you do a social network analysis of the Adf, it is only one or 2 people away from you, discovering whether that new person is just joined. Your unit is a good guy or a bit of a tosser.

806
01:30:46.730 --> 01:31:03.190
and that reputation precedes you, and can also be used to attack people in particular women, and it's used in a very sexualized way and sabotage. Sabotage of people's equipment, sabotage of their materials that they're using for

807
01:31:03.240 --> 01:31:04.390
training.

808
01:31:04.430 --> 01:31:06.180
To me again, get them into trouble.

809
01:31:07.610 --> 01:31:12.059
Let's focus on administrative violence, military, military, administrative violence, folks.

810
01:31:13.100 --> 01:31:16.020
Our definition is this.

811
01:31:16.170 --> 01:31:23.590
it occurs when legitimate rules, systems, and or processes are subverted, due to command discretion, and used to abuse members.

812
01:31:24.830 --> 01:31:28.139
command discretion. Here is the important criteria.

813
01:31:28.560 --> 01:31:33.980
and of course command discretion is fundamental to military being able to be operationally effective.

814
01:31:34.030 --> 01:31:41.869
You cannot have a commander who is straight lace into a set of stand operating procedures or ways of doing things, because you will then lose

815
01:31:41.990 --> 01:31:44.210
so commanders must have discretion.

816
01:31:45.740 --> 01:31:55.370
Problem is that this discretion then carries over into on base activities into training activities into day to day, every activity that occurs.

817
01:31:55.720 --> 01:32:03.269
and it allows commanders to use their discretion as to how and when they may or may not punish somebody.

818
01:32:05.420 --> 01:32:13.450
So this is the legitimate use of institutional rules to illegitimately target, harass, little bully, and exclude and or punish members.

819
01:32:14.300 --> 01:32:22.510
The use of military ministry of violence is difficult to counter for the victim, as the rules are often appropriately followed, rendering challenge and recourse difficult.

820
01:32:23.000 --> 01:32:28.879
and this is the kind of pernicious, evil, nasty aspect of this type of abuse.

821
01:32:29.940 --> 01:32:36.879
because the commander is probably not breaking the rules. You have probably broken the letter of the rules.

822
01:32:37.040 --> 01:32:43.930
And when we, of course, when we talk about military rules, we're talking great big volumes of rules about how you'll conduct yourself and what you'll do when and how.

823
01:32:44.310 --> 01:32:52.230
So? If I, as the sergeant, who's a little pissed off with you as the private, I can come up with some way of punishing you legitimately within the rules

824
01:32:52.810 --> 01:32:56.499
and your recourse on that, or you don't have it because it's legitimate.

825
01:32:57.550 --> 01:33:03.500
So map is about the variation application of rules that is allowed to command, as under the military principle, command discretion.

826
01:33:03.560 --> 01:33:11.709
command. Here we've defined as includes Ncos. Officers related support functions such as medical career management, and Chaplain C. As well.

827
01:33:12.540 --> 01:33:24.229
and the use of this discretion, of course, is active and passive. so I can actively choose to apply these rules to you and punish you unreasonably. or I can passively just not do anything.

828
01:33:24.860 --> 01:33:30.409
This is where we get that nice delta with that kind of structure agencies, discussion that we just had out of that

829
01:33:30.490 --> 01:33:32.180
in that, refusing

830
01:33:33.510 --> 01:33:49.689
to engage with you to give you a training course to give it a you, the deployment. You want to even allow you to complain about what's going on. That passive choice is the use of my command. Discretion, because of the strict hierarchies. Of course, within a military which allows me to silence you there.

831
01:33:51.430 --> 01:33:55.589
So that is this is what we mean by military administrative violence.

832
01:33:57.910 --> 01:34:00.499
Some very simple examples of it.

833
01:34:02.820 --> 01:34:06.439
Buried application of punishments is a really common theme.

834
01:34:07.870 --> 01:34:10.800
I might be 5 min late to work.

835
01:34:11.070 --> 01:34:23.630
or to even parade, whether I get pulled up on that and charged with drops or given rocks. Restriction of privileges, or some other sort of charge, depends entirely on what that commander thinks of me at that time.

836
01:34:24.040 --> 01:34:30.369
and many of our survivors talked about the differential application of these minor petty rules.

837
01:34:30.510 --> 01:34:33.839
which were then used to separate them from the group.

838
01:34:33.920 --> 01:34:43.850
to punish them, give them extra duties, which, of course, then cascade into them further turning up to things late, or they uniform, not properly ironed or not being fit enough.

839
01:34:43.930 --> 01:34:45.480
and this cycle

840
01:34:45.850 --> 01:34:54.229
gets worse and worse, the particular member to the point of them leaving or self-harming, or in some cases obviously committing suicide.

841
01:34:56.980 --> 01:35:13.339
Our survivors felt that they were being targeted. this military administrative violence. and it was designed to break them. We talk about gas lighting now. and many of the experiences of our survivors. We would classify as gas learning if we talked about it in a kind of more civilian context.

842
01:35:14.110 --> 01:35:19.930
people being forced into medical or psychological reviews, despite the fact that they were physically and or mentally well.

843
01:35:21.460 --> 01:35:25.599
Hosting locations and times often used to immediately punish people.

844
01:35:26.220 --> 01:35:34.789
Tasking was often another one that was used again command discretion. If I tell you to go and paint those rocks, that is your job to go and paint those rocks, you will go and do that.

845
01:35:35.070 --> 01:35:38.820
Of course, everyone else is doing something much more interesting while you're painting the rocks.

846
01:35:39.230 --> 01:35:43.250
You want to complain about that. That's just how it goes. Oh, you know, a complainer.

847
01:35:43.950 --> 01:35:46.829
and then the cycle gets reinforced.

848
01:35:48.570 --> 01:35:49.810
Quote from

849
01:35:50.230 --> 01:35:54.039
one of the things that police tried to do was to get me for being a well, absolutely out leave.

850
01:35:54.050 --> 01:35:57.520
and 5 min was all they tried to get me on. That was it?

851
01:35:57.930 --> 01:36:02.530
It was more than 5 min late for work. That was enough for them to start the paperwork on me being Aol.

852
01:36:04.040 --> 01:36:10.369
So, after putting the complaint against my chain of command and warrant Officer X for the sexual harassment.

853
01:36:10.490 --> 01:36:27.180
He then charged me. This is a warrant officer. He then charged me for one using a work computer doing not work. This would be putting in the complaint. and 2 not being able to partake in pes of training, physical education, training, and the other one was said that I was being insubordant by even putting in this particular complaint.

854
01:36:28.520 --> 01:36:37.679
and most of us would think that would be a valid use of institutional resources if you were going to make a formal complaint about sexual harassment in your organization. But no, this was used to charge them.

855
01:36:37.880 --> 01:36:46.149
and of course nothing came of these charges, but it doesn't matter. The fact that you've been charged results in a process of investigation, a process of exclusion.

856
01:36:46.260 --> 01:36:48.310
and of course, more mental trauma

857
01:36:49.510 --> 01:36:51.840
is one that I haven't written up on this which

858
01:36:52.090 --> 01:36:54.079
gets me every time.

859
01:36:55.010 --> 01:37:00.569
Seaman called in by the petty officer. your hair is too long. Here's the Navy dress manual.

860
01:37:00.680 --> 01:37:03.889
It's not right. Go into the barber now fix it

861
01:37:04.820 --> 01:37:06.629
seeming dutifully, went off the power.

862
01:37:07.270 --> 01:37:13.639
Fix my hair, please fix here. Back comes back to petty officer. Po pulls out a ruler. it's now too short.

863
01:37:15.040 --> 01:37:17.710
I'm going to charge you with breaching uniform rates on that.

864
01:37:18.280 --> 01:37:22.779
And of course our survivor here talks about the consequences of that to him.

865
01:37:23.450 --> 01:37:30.890
A petty, almost meaningless thing that we would laugh about about your hair length. Some of us are more concerned about it than others.

866
01:37:31.280 --> 01:37:37.640
yet here, used as a means to target, belittle, and exclude that particular member.

867
01:37:38.740 --> 01:37:49.569
And of course, when you get charged for that, everyone else knows, because the remember runs it on. So this administrative abuse is so difficult to counter as well.

868
01:37:50.400 --> 01:38:01.709
and Ben and I are really struggling with the work we're doing in terms of recommendations to the Royal Commission into defence and veteran suicide about how you address this fundamental problem within a military.

869
01:38:02.320 --> 01:38:07.409
because you need rules and regulations. You accept that you need command discretion, you accept that.

870
01:38:07.970 --> 01:38:17.670
Yet here we have this magic grey zone where it can be used against a member, and the recourse that member has because of the lack of voice

871
01:38:17.770 --> 01:38:20.359
is deeply problematic to this process.

872
01:38:22.080 --> 01:38:24.100
So we kind of summon up with that

873
01:38:24.230 --> 01:38:26.380
line of argument at the end there

874
01:38:29.200 --> 01:38:34.060
violence is a potential of, of course, endemic to military institution. The purpose of a military is to

875
01:38:34.230 --> 01:38:35.510
commit violence.

876
01:38:37.000 --> 01:38:43.609
The very character and construction of the martial subject, and the institution enables the potentiality of internal violence.

877
01:38:44.510 --> 01:39:03.790
The eruptions are reported inside of islands that enter civil society's consciousness via the avenue of scandal is the importance of else. Starting in 1,969 at the first big scandal are merely the mundane and repeated, made visible for all to see. So in another paper we argue about how scandal highlights these things which go on within the military.

878
01:39:04.610 --> 01:39:15.599
the type, severity, location, and victims change and more in response to changes in personnel culture changes into how it's managed and cause changes across time.

879
01:39:16.610 --> 01:39:25.770
But ultimately and fundamentally. the potential for violence is weaved through the institution.

880
01:39:27.240 --> 01:39:28.769
Have you unpick that?

881
01:39:30.360 --> 01:39:31.370
Thanks folks

882
01:39:37.600 --> 01:39:38.550
to the

883
01:39:40.450 --> 01:39:45.570
we? We have 10 min for questions, so

884
01:39:45.600 --> 01:39:50.779
please. The floor is open yet. Now me

885
01:39:51.000 --> 01:39:51.980
now

886
01:39:57.630 --> 01:40:00.609
I'm a Christian, but she's got it.

887
01:40:00.720 --> 01:40:02.250
Recommendations.

888
01:40:02.300 --> 01:40:10.740
I'm very interested in the aftermath of the administrative violence, and I was wondering if there.

889
01:40:11.050 --> 01:40:25.340
It's a difference between the primary trauma of the administrative violence, but also  secondary trauma, and having to use the same organizational structures that also harm. In the first place.

890
01:40:25.710 --> 01:40:30.480
I'm not sure if that's within the scope of your paper. But I would you to do

891
01:40:34.650 --> 01:40:39.170
for the 7 years and again 10 min we see an issue. Trauma

892
01:40:39.580 --> 01:40:46.270
2 sits. Sometimes. It's primary traumas, and it's used against people. It creates that.

893
01:40:47.930 --> 01:40:49.900
secondly, of

894
01:40:51.020 --> 01:40:52.410
to the

895
01:40:52.780 --> 01:40:56.579
and something they become. The person who reads that has gone on.

896
01:40:56.740 --> 01:40:58.470
So it's not only nice.

897
01:41:00.230 --> 01:41:05.289
and once you become the snitch

898
01:41:07.040 --> 01:41:10.959
to be on my ones, the uniform they're laying for getting the shit job

899
01:41:11.050 --> 01:41:15.549
stuff comes in because you have to

900
01:41:17.190 --> 01:41:18.779
to be wrong.

901
01:41:19.180 --> 01:41:21.400
The outside into your Italian Youtube

902
01:41:21.420 --> 01:41:23.490
use these systems and processes which

903
01:41:27.140 --> 01:41:29.350
sex the

904
01:41:30.540 --> 01:41:35.780
so. Yes, it operates in both those ways as a primary form of those, but also

905
01:41:37.730 --> 01:41:43.330
was often, as I was more angry that it what happens to.

906
01:41:44.260 --> 01:41:52.869
I could kind of deal with the fact that. Yeah, I suffered sparcisation. It was hazing, and some of these other things which it's kind of part of

907
01:41:53.490 --> 01:41:56.379
they when I tried to get spread out of it. I was

908
01:42:02.750 --> 01:42:03.740
okay.

909
01:42:04.760 --> 01:42:06.100
Yes, missing.

910
01:42:07.210 --> 01:42:18.630
Thank you very much. I want to thank all the presenters for the beautiful presentations, at least with, Permit me, I have 2 observations. One is general and second one directly to prosa Connor.

911
01:42:18.680 --> 01:42:36.119
The first one is that generally. I think that the history it's like a contest has to do with military civilian relationship, particularly when we look at the issue of colonialism like we have in Africa. we are the military.

912
01:42:36.120 --> 01:42:57.750
We're used, you know, to enforce this. And of course, issues about the military rule that we have in Nigeria, which affected the perception of civilians about the military, or even civil unrest, where we have also in Nigeria and some other parts of Africa where the military, in trying to enforce peace in some communities ended up.

913
01:42:57.860 --> 01:43:14.470
you know, with email, right abuses forced bossion rip, and so on. So I think it's to a contest of societies I would love to do with military and civilian collaboration. And directly my question to is that I mean I

914
01:43:14.630 --> 01:43:42.530
and enjoyed your presentation. But something I was coming up in my mind is the stereotypes that military offices are not meant to be nice people, and just like you collaborated that the the business of military is vowing, so I don't know to what essence We'll. Therefore we're talking about the 3 administrative vowels. And how we want to problematize it in our business of research, research in the military when we know that the business of military is violence. Thank you very much.

915
01:43:42.720 --> 01:43:46.619
So who is taking the general.

916
01:43:46.890 --> 01:43:49.079
the general, because you

917
01:43:49.460 --> 01:43:59.509
very intelligently combined a general mark and a specific question. So that's so. Who comes up on the general mind?

918
01:43:59.910 --> 01:44:00.580
The

919
01:44:01.930 --> 01:44:10.570
Ok. Yes, or Glenn. You would like to respond now. But, James, I will pass it on to you.

920
01:44:15.430 --> 01:44:26.930
So, on the one hand, we've got the problem of military capability, which is a central concern in particular to Western military and 5 Eyes military, because the Australian military cannot recruit enough people.

921
01:44:28.090 --> 01:44:40.470
And one of the reasons for that, of course, is this perception that there is a cultural problem within the military, and that's a fairly fair perception. And we do have a Royal Commission going at the moment to back that up. It's not just me attacking the military.

922
01:44:41.209 --> 01:44:55.099
And here we have what Ben and I phrase as the civil military disjunction about the expectations of conduct, culture, and behavior within a military institution. And for this civilian, Australian body politic.

923
01:44:55.389 --> 01:45:02.419
what goes on within a military. what has gone on historically is no longer acceptable.

924
01:45:02.520 --> 01:45:17.130
and they have to shift into a more modern enlightened era, where, by toughening up training, hardship, style, training, this sort of bullying bastardisation stuff which goes on has to disappear, and mostly it has.

925
01:45:17.320 --> 01:45:24.970
But these other aspects of abuse also need to be dealt with, and in particular, the very gendered issues that militaries have at the moment around sexual violence

926
01:45:25.059 --> 01:45:37.800
that also has to be dealt with, so that there is this match between military and civil. How body politic expects its military to behave. So that would be my answer. But there's plenty of other experts in the room who should also chime in on that one

927
01:45:39.020 --> 01:45:39.750
this.

928
01:45:45.100 --> 01:45:47.929
and then you catch your name. And that's very much.

929
01:45:49.860 --> 01:45:55.379
My question actually is for Josh. If he's still in the background

930
01:45:55.410 --> 01:46:06.350
somewhere regarding I was. I was left in a bit of a quandary after Josh's

931
01:46:06.540 --> 01:46:11.320
presentation as to actually what is left

932
01:46:11.379 --> 01:46:26.979
for the civilians or citizens to do in Taiwan. Given all the things that you spoke about, and and how can they really exercise resistance or resilience? It seems to be almost like the only option is passive

933
01:46:27.330 --> 01:46:45.490
resistance. because of all the other things that come to play if they act in more proactive ways. Right? So I'm just wondering at the end of the day what is left for the people to do? Because on your statistics one of the options was that people said they would flee.

934
01:46:45.590 --> 01:46:55.719
There was, you know the incursion invasion of China. So yeah, I'm just wondering, what can these poor people do? Right? Thanks.

935
01:46:57.270 --> 01:46:59.879
josh wenger: Thank you for your for a great question.

936
01:47:00.120 --> 01:47:05.919
josh wenger:  I think by emphasizing focusing on these

937
01:47:06.270 --> 01:47:20.159
josh wenger: civilian organizations and on the shortcomings of Taiwan State run civil defense system, I I may have made it seem like the situation is

938
01:47:20.620 --> 01:47:33.640
josh wenger: he's hopeless. But in fact, these organizations have helped to raise awareness and sort of push ongoing efforts by the Government

939
01:47:33.700 --> 01:47:38.080
josh wenger: to you approve of civil defense

940
01:47:38.330 --> 01:47:39.260
josh wenger: The

941
01:47:39.700 --> 01:47:42.170
josh wenger: the problem is that

942
01:47:42.230 --> 01:47:43.919
josh wenger: Taiwan is moving in

943
01:47:44.110 --> 01:47:45.500
josh wenger: into a kind of a

944
01:47:46.360 --> 01:47:52.059
josh wenger: a situation where people are forced to look at things that they hadn't never considered before.

945
01:47:52.250 --> 01:48:00.260
josh wenger: the possibility of occupation. Resistance. The government wants people to feel like

946
01:48:00.740 --> 01:48:02.690
josh wenger: the war ends at the beaches.

947
01:48:03.240 --> 01:48:08.789
josh wenger: and there's a and there's so there's a debate about

948
01:48:08.840 --> 01:48:14.229
josh wenger:  whether people would resist or

949
01:48:14.530 --> 01:48:29.990
josh wenger: or not, whether there would be organized resistance. but groups that I focus on because they have a very strong counties. Identity, or some of would be the most. If you want to use the term relative deprivation to explain social movements, they would be the least

950
01:48:30.110 --> 01:48:34.900
josh wenger: willing to accept Chinese Chinese rules. So they're the most

951
01:48:34.950 --> 01:48:38.810
josh wenger: active in trying to build up this resiliency. But

952
01:48:39.180 --> 01:48:40.330
josh wenger: there are.

953
01:48:40.360 --> 01:48:48.400
josh wenger: There is a civil defense system. There are drills once a year where

954
01:48:48.880 --> 01:48:50.439
people are showing.

955
01:48:50.790 --> 01:49:00.399
josh wenger: you know how to go to the evacuation centers. Some of those evacuation centers are have been shown to be uninhabitable for long periods of time.

956
01:49:00.510 --> 01:49:04.070
josh wenger: the military is trying to

957
01:49:04.480 --> 01:49:11.830
josh wenger: integrate civil defense into the military system and use

958
01:49:11.990 --> 01:49:23.510
josh wenger: some new recruits townies conscription is gonna be extended to a a year in 2,024, and new conscripts will be in their own garrison force.

959
01:49:23.530 --> 01:49:30.310
josh wenger: And it looks to me that these are plans are just on paper now, but that this terrorism force is going to be used to to shore up

960
01:49:30.430 --> 01:49:36.760
josh wenger:  to try to short up civil defense. But at this point it's really

961
01:49:37.530 --> 01:49:40.040
josh wenger: the police and firefighters

962
01:49:40.130 --> 01:49:42.659
josh wenger: that would do.

963
01:49:43.840 --> 01:49:51.470
josh wenger: The majority of this kind of disaster management, and they don't have the resources. So

964
01:49:51.500 --> 01:49:57.189
josh wenger: unfortunately, the the military establishment, you know, is is very focused on

965
01:49:57.260 --> 01:50:04.140
josh wenger: these military reforms they're under a lot of pressure to get never improved military training. And so civil defense is kind of neglected.

966
01:50:04.260 --> 01:50:08.700
josh wenger:  hopefully. you know.

967
01:50:08.760 --> 01:50:20.459
josh wenger: there's time But these civil defense organizations what they're doing now is to raise awareness. The problem with these organizations is that if they don't have more

968
01:50:20.490 --> 01:50:24.860
josh wenger: clear cooperation with the Government. I think you can see in in Eric's

969
01:50:25.300 --> 01:50:41.770
josh wenger:  presentation that it's very difficult to. It's not easy to build collaboration between the State Civil Defense system and these civilian organizations. It takes a lot of time, and Taiwan hasn't really even started that.

970
01:50:41.920 --> 01:50:48.849
josh wenger: So I'll end my, my, my answer there so hopefully, other people have a chance to to ask a question. Thank you.

971
01:50:49.270 --> 01:50:54.420
1 one loss. The short question.

972
01:50:59.530 --> 01:51:08.000
Getting tired of 100. Not a good would call us a day. Thank you for your attention, and thank you for your participation.