SOFREP recently published an exclusive piece covering the journey of the first female candidate set to graduate the Special Forces Qualification Course and earn her coveted green beret — an amazing achievement. Similarly, recent years have seen the services open their previously male-exclusive roles, including the opportunity to attend Ranger School and others, to women as well.
Women absolutely belong in Special Operations, and it would be narrow-minded to limit their opportunities to serve in special operations roles due to gender stereotypes: In SOF, this primarily refers to the different physical capacities between men and women, and the rigorous physical standards that must be met to serve in a special operations role.
It is the author’s opinion that there is a significant net benefit gained by reasonably adjusting female physical standards in a manner that accounts for the natural biological differences between men and women. What women physically lack in relative strength, vis à vis their male counterparts, they far compensate for in other unique qualities that SOF desperately requires.
For historical reference of the unique value proposition women offer, one only need to study the various exploits conducted by women such as Virginia Hall, a World War II-era Special Operations Executive (SOE) and Office of Strategic Services (OSS) operative, who conducted clandestine special operations for the Allies in Nazi-occupied France. Often disguised as a peasant woman, Ms. Hall skillfully employed her feminine prowess against the Nazis, resulting in unfettered freedom of movement throughout the French countryside.
Other special operations units have long relied on the value of women to conduct operations, noting that the coupling of male and female operatives during missions greatly reduced scrutiny from security services during the conduct of sensitive activities abroad.
SOF assessment and selection processes must evolve to reflect this. While traditional physical standards certainly have their place in special operations, the opportunity cost of not adjusting physical standards is too significant for the SOF community to bear. Does this mean standards are removed, curtailed, or made “easy?” Certainly not. It simply implies a measured and scientifically relevant culture shift that better enables women to succeed in special operations, beginning with physical standards.
It is important in this discussion to also frame the understanding of the largest limiting factor in SOF “production” — time. The oft-quoted SOF truths identify that SOF cannot be mass-produced and that humans are more important than hardware. The reason SOF cannot be mass-produced is due to the specific, rigorous, and just plainly lengthy screening and RAST (recruitment, assessment, selection, and training) processes required to produce a special operations professional.
That said, the notion of gender should have little to no discriminatory role in special operations manning. There simply is not the manpower to exclude a large population that offers unique value to special operations missions. Countless units experience significant manpower shortages and are being asked to “do more with less” because their RAST process cannot keep up with demand and attrition. This leads to burnout, which perpetuates the increased demands and greater stress on an already taxed force. This ultimately leads to greater attrition.
In the author’s experience, it took a grand total of about three years to transition from conventional operations to special operations, not counting the years of personal preparation beforehand. That process included an extensive remote screening; chain of command vetting and recommendations; an invitation to attend a lengthy assessment and selection course; an extensive security screening; completion of inter-service manning adjudication at the service component level; assignment to the unit; completion of an almost year-long training course; and additional follow-on qualification training to reach “fully mission capable” (aka mission-ready/deployable) status.
If that sounds like a lot, that is because it certainly was. And it is critical that women have equal opportunity to attempt such journeys alongside their male counterparts. The crossroads at which equal opportunity and SOF production meet are the reasonable adjustments of physical standards for women.
Much of traditional SOF processes focused on largely physical and mental capacities. Long rucks, hours wearing kit, and the ability to manipulate one’s body over, through, and around tricky terrain were paramount. The Army appears to have a penchant for long, solo rucks through tough terrain; the Air Force limits your ability to breathe through liberal use of “water confidence training” (aka supervised drowning); and the Marines like to ingest large quantities of drawing implements (particularly crayons).
Joking aside, however, it is the author’s opinion that these physical standards do not need to be exactly the same for men and women. Indeed, while recognizing the intrinsic differences between men and women, standards should rather reflect the reasonable demands of the special operations role future SOF professionals are expected to fill. Furthermore, a greater emphasis on personality traits and attributes is required. We are reminded of the wisdom, “the final weapon is the brain, all else is supplemental.”
As was recently identified (comically so) in the differences between Rangers and Green Berets, there are different folks needed for different strokes in special operations. If there ever was a “traditional” GWOT-era SOF image, it would probably include a tattoo-sleeved, Taliban-style beard-wearing Freedom Fighter wearing Oakleys, early-gen multi-cams, and riding a horse. Yet, that image is outdated and demonstrates but a snapshot in time. The error we now risk making is to project this archetype onto current and future conflicts.
The GWOT, while still ongoing in the form of counter-VEO missions across the globe, must also make room for Great Power competition. In this space, SOF are not calling for fire against insurgent positions in the mountains of Afghanistan. Rather, they are conducting sensitive, “low-visibility” operations across multiple domains and in low-intensity conflict regions that manifest themselves through multiple mechanisms of state power projection.
What does this mean?
Operating environments are evolving, and SOF must evolve along with these changes. This should include the evolution of certain norms and standards of what traditionally comprises a SOF professional. The target dictates the weapon, and the weapon dictates the tactics. Start with your desired end state and work from there.
In the realm of Great Power competition, it is less critical that an individual can carry a 65-pound rucksack through the West Virginia mountains at night using a map and compass: Rather, it is more critical that they be able to rapidly process vast quantities of complex datasets while performing real-time analysis of the ground truth before them.
Do those traditional methods have their place? Most certainly. The author would not significantly change them given the value of such experience. But do those methods need to be reasonably adjusted in order to increase opportunities for women to fill SOF positions and thereby add unique value to the SOF enterprise? Yes: We cannot afford inaction.
Thanks for listening.
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