Combat Harassment in VA

In recent years, VA has made incredible strides to modernize its internal and external operating systems. The implementation of new interoperable electronic health records is underway, allowing VA and DoD clinicians to share health data, ensuring continuity of care for transitioning servicemembers. Additionally, VA has updated its website to be more interactive and intuitive, allowing veterans to quickly find the information they need. These are major accomplishments and a system slowly but surely moving to the 21st century is a win for all veterans.

Each generation of veterans, including the post-9/11 generation, rely on VA for both health care and benefits, and an agile system capable of accommodating them is critical. About 49% of all veterans are enrolled in VA health care. Among IAVA member survey respondents, 84% are enrolled in VA health care, of whom, 85% rated their experience at VA as average or above average. IAVA members have been clear that access to VA care can be challenging, but once in the system, they are satisfied with their treatment. Further independent reviews of VA health care show that the quality often exceeds the private sector.

Providing today’s veterans with a system willing to adapt to them will take the full coordination of the executive branch, Congress, state and local government, and stakeholders in the private and nonprofit sectors. We need a system that leverages the use of new technologies to streamline processes and enables the VA to take a more dynamic approach to respond to the needs of today’s veterans. Even so, the best technology will not save a system if it is built upon outdated structures. The VA must connect its internal departments and work with DoD to streamline services.

In the era of #MeToo, sexual harassment has never been more prominent in national conversations. The culture of sexual harassment pervades every aspect of society, including government agencies and health care facilities. While VA has implemented programs to combat sexual harassment in its facilities, both for VA staff and VA patients, they have fallen short in practice. These programs are a fantastic step in the right direction, but ensuring the patients are aware of these programs before entering VA’s doors and empowering VA staff to intervene in harassment situations and understand the reporting requirements must be a top priority for VA.

In 2019, after a reported sexual assault at the DC VA Hospital, IAVA and advocates in the veteran community called for answers. However, VA leadership made a concerted effort to discredit the report and the veteran. VA requires leadership that will take the issue of sexual assault and harassment in their facilities seriously. It is estimated that three out of four victims of sexual assault will not report and despite VA stating that they have a zero-tolerance policy for sexual assault and harassment, incidents like this make it more difficult for victims to feel comfortable coming forward or even safe utilizing VA services.

• Expand VA harassment programming to all VA facilities nationwide and ensure all VA employees are fully trained and are empowered to step in during critical situations
• Proactively reach out and communicate programs and services available to veterans/patients at VA to combat sexual harassment
• Ensure all VA employees understand harassment protocol both internally and externally.
• Regularly publish reports on sexual harassment complaints across VA