The Queensland connection - who got $50,000 cash from the Gillard/Wilson Workplace Reform slush fund
Revealed - Slater and Gordon's confidential legal advice from Geoff Masel of Philips Fox on $67,000 cheque from slush fund

You'd think turning men into women was ADF's top priority - $1M on sex changes - bullets for training a bit harder to come by

So much fuss and drama over 27 people!

This FOI release from Defence is hundreds of pages long.

http://www.defence.gov.au/FOI/Docs/Disclosures/009_1718_Documents.pdf

The amount of command time, money, minister and staff time, training time - the list goes on and on and on - is simply frightening.  And all for 27 people.

We're told that the ADF can't be the best military force unless it has plans to accommodate men who want to change into women and vice versa.

President Trump has decided the US Department of Defense can get along quite nicely without re-assigning genders.  The tone of the ADF reference to President Trump's decision is derisory and disrespectful:

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The ADF has spent more than $1Million so that 27 defence force members could change their gender - 17 of whom had surgery.

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And here is the extent of the ADF's cosying up to the LGBTI lobbyists.

  •   Defence has a number of practices in place that enhance inclusiveness and provide additional support and networks for LGBTI members and employees, including:

o Access to conditions of service regardless of sexual orientation or gender;

o Defence became a foundation member of ‘Pride in Diversity’ in 2009 prior to it being officially launched in early 2010. ‘Pride in Diversity’ is Australia’s first and only not- for-profit workplace program designed specifically to assist Australian employers with the inclusion of lesbian, gay, bisexual, and transgender employees. Defence attends the ‘Pride and Diversity’ network meetings with other APS agencies; and

o Encouragement of Defence workplaces to celebrate LGBTI focused days such as 'International Day Against Homophobia and Transphobia (IDAHOT)’ and ‘Wear it Purple’ day.

  •   Defence supports and works in close collaboration with the Australian Defence Force Gay, Lesbian, Bisexual, Transgender and Intersex Information Service (DEFGLIS).

  •   Sydney Gay and Lesbian Mardi Gras Parade: Defence authorises the ongoing voluntary participation of ADF members in uniform at the annual Parade. Defence’s participation in the Parade provides a strong statement of the commitment that Defence places on LGBTI inclusion. In 2015, the Warrant Officer – Navy, Regimental Sergeant Major – Army and the Warrant Officer – Air Force lead their respective Service in the Parade.

  •   Sydney Gay and Lesbian Mardi Gras Fair Day: Defence Force Recruiting occupies an information stall at Fair Day to promote the ADF as an employer of choice. Fair Day is a signature event of the Sydney Gay and Lesbian Mardi Gras celebrations.

  •   Defence participates in the annual Pride in Diversity awards which recognises individuals and organisations making significant achievements relating to LGBTI workplace inclusion practices.

  •   Australian Workplace Equality Index (AWEI) benchmark activity: AWEI is Australia’s definitive national benchmark on Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) workplace inclusion practices and initiatives. Participation in AWEI provides Defence with comprehensive feedback and benchmarking information regarding its LGBTI workplace inclusion practices.

  •   Defence was recognised as a Bronze level employer for its work on LGBTI workplace inclusion practices in 2014. In 2015 Defence participated again for the 2014 year and was recognised as a Silver level employer.

  •   Defence sponsored Pride in Diversity's Australian National Recruitment Guide in 2014. The Guide highlights organisations actively engaged in making workplaces inclusive of sexual and gender diversity and is distributed to universities, LGBTI student collectives, TAFEs, career advisory services and recruiters. Defence will be contributing to the 2015 Guide.

  •   LGBTI Employee Network: An information session was held in November 2014 to discuss the establishment of a Network to support LGBTI personnel. The network will undertake agreed objectives in support of LGBTI goals identified in the Defence Diversity and Inclusion Strategy 2014 - 2017. There has been an overwhelming response both locally and regionally for membership to the network. Planning is currently underway to proceed with network arrangements.

  •   Defence LGBTI Champion: Defence established an LGBTI Champion in 2014 to act as a role model for visible change across Defence especially in relation to LGBTI inclusive practices.

  •   In March 2014, Chief of Navy formally appointed WO Stuart O’Brien as the inaugural Navy Strategic Advisor for Lesbian, Gay, Bi-Sexual, Transgender and Intersex (NSA LGBTI) issues. This significant appointment sends a strong signal of support to all Navy personnel and the broader community of Navy’s ongoing commitment to diversity and inclusion. The Strategic Advisor has provided input into Defence People Group initiatives on the update of the Defence transgender policy, proposed Defence census questions on LGBTI personnel and responded to international requests for policy and program best practice data.

  •   The Army LGBTI Strategy is under development. Nested within Defence’s Diversity and Inclusion Strategy 2014 – 2017, the Army LGBTI Strategy will aim to position Army as an employer of choice for LGBTI persons, and as an organisation that respects and supports the inclusion of sexuality and gender diverse persons. The effect of this initiative is to increase diversity in the workplace and foster an inclusive and respectful environment. A supporting element to this strategy was the development and success of the Army Pride pin.

There's a huge investment in spin, gloss and glamour on this issue.

Why?

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