Mission Homefront Response to NZDF’s Removal of SAPRAs
The New Zealand Defence Force’s decision to replace Sexual Assault Prevention and Response Advisors (SAPRAs) with social workers specialising in harmful sexual behaviour is an opportunity to go further in addressing damaging behaviour and culture within the military.
The NZDF must send an unambiguous message: harmful sexual behaviour, discrimination, harassment and bullying has no place in our Defence Force. This change must make that clearer than ever, while also implementing comprehensive multilayered approaches and clear strategy.
The cultural change work around harmful sexual behaviour must not stall in this restructure. The focus must remain on reducing harm, supporting victims and creating an environment where personnel feel safe, respected, and heard wherever they are.
Safety is fundamental to operational readiness and the success of a modern, capable Defence Force, as envisioned in the current strategic and geopolitical environment.
It is essential that the nine new registered social workers continue the crucial support function of SAPRAs, and do more in prevention to help shape a genuinely safe and respectful culture within the NZDF, as envisioned under Operation Respect.
Reports show there are long-standing elements of military life that heighten the risk of harmful behaviour; the strict hierarchy, rank structure, masculine environment, and military discipline. At the core of these issues lie abuses of power. The challenge for Defence leadership is how to change the social and gender norms that enable harm, while still maintaining the toughness and discipline a military force requires.
Unlike most New Zealanders, military personnel do not have the same workplace protections. The Employment Relations Act 2000 does not apply to service members, and section 45(5) of the Defence Act leaves their employment conditions entirely dependent on the Chief of Defence Force. Similarly, their protections under the Health and Safety at Work Act, including legal safeguards against bullying and harassment, are limited.
It is crucial the new social workers have specialist training in dealing with harmful behaviour, sexual harm, and trauma informed care and that they are empowered to take a proactive role in preventing damaging behaviour.
These new roles must enhance the ability to provide counselling, respond to trauma, refer and triage appropriately, and work closely with external agencies to ensure personnel receive the right support.
Just as importantly, they must remain outside the chain of command to ensure trust, confidentiality, and safety for those seeking help. Maintaining unrestricted and restricted reporting pathways is also critical.
For many service personnel, women and men, SAPRAs were a trusted and safe space when they needed it most. That must continue in these new roles.
Operation Respect was launched to drive genuine, long-term cultural change. But reports from the Office of the Auditor-General show progress has been inconsistent. Without clear leadership, accountability, and sustained direction, an entrenched culture will not change.
A 2023 report states; “from the available literature there is no evidence of a military that has successfully decreased harmful sexual behaviour, discrimination, harassment and bullying in a sustained way over time”.
This restructure presents an opportunity for the New Zealand Defence Force to make real change and become a world leader in addressing these issues that plague military throughout the world.
