An Cosantóir

An Cosantóir January / February 2026 www.military.ie/magazine 26 | An Cosantóir January / February 2026 www.military.ie/magazine T o grow, thrive, and remain relevant in an evolving world, all organisations must remain open and responsive to change—whether driven by internal dynamics, external pressures, or a combination of both. For the Defence Forces, these influences have converged in a strategic initiative focused on improving interpersonal dynamics within the workforce. Central to this initiative is a renewed emphasis on dignity, respect, and equality in daily professional interactions, particularly in response to instances where these values are violated (Fitzgerald, 2022). Safety & Respect – A Basic Right Contemporary social issues such as bullying, sexual harassment, and sexual violence are widespread across society. As a large national organisation, the Defence Forces inevitably reflect some of these broader societal challenges. Consequently, behaviours and communications that are predatory, misogynistic, sexist, or harassing can, and unfortunately do, infiltrate our unique workplace setting (Parker et al., 2020). When this occurs, the dignity and wellbeing of our personnel are compromised. It is therefore imperative that the Defence Forces provide clear, accessible internal procedures, while also ensuring personnel have access to appropriate military, criminal, and civil justice mechanisms (Kaufman, 2018). The overarching objective is to create a safe and respectful working environment—one that minimises the risk of harmful behaviours and actively counters them when they arise. This responsibility transcends position, rank, gender, or personal bias. Every member of the Defence Forces must recognise and uphold their duty of care in all interpersonal interactions (Hershey & Berman, 2019). Since October 2021, a range of measures have been introduced to tackle cultural toxicity and raise awareness organisation-wide. These initiatives carry a clear message: involvement with inappropriate behaviour is unacceptable. Loyalty to colleagues must not come at the expense of integrity, nor should it result in covering up or denying instances of misconduct, harassment, or abuse (Edwards et al., 2021). Procedures for addressing violations of interpersonal conduct are becoming increasingly robust, transparent, and accessible — marking a significant shift from past practices. Additionally, support structures and pathways for redress and recovery internally and externally have been expanded to assist those impacted by toxic behaviours (Parker et al., 2020). As these awareness‑raising efforts become embedded in our organisational culture, the potential for secondary victimisation—through exclusion, retaliation, or lack of cooperation—diminishes (Cortina, 2021). Personnel are increasingly empowered to reject toxic conduct and to support affected individuals. Furthermore, there is growing recognition of the importance of bystander intervention as a shared personal and professional responsibility (Meyer & Mosher, 2022). "Staying in the Green" This cultural transformation is encapsulated in the concept of "Staying in the Green"—a commitment to consistently appropriate and respectful behaviour and communication, across all settings (Edwards et al., 2021). While the Defence Forces cannot deny past instances of offending behaviour, nor the harm and trauma inflicted upon serving members, we can and must drive cultural change. Through ongoing education, awareness, and a collective commitment to zero tolerance, we are forging a new organisational norm—one in which such behaviours are unequivocally unacceptable (Fitzgerald, 2022). One key initiative supporting this transformation is the Sexual Ethics and Respectful Relationships (SERR) Programme, which represents a critical element in the broader strategy for cultural reform. The SERR Programme aims to promote awareness, ethical conduct, and respectful interpersonal relationships within the Defence Forces, reinforcing the commitment to personal safety, dignity, and respect for all personnel (Fitzgerald, 2022). It is a significant cultural reform initiative within the Defence Forces, developed in direct response to the institutional challenges 26 | FOSTERING CULTURAL CHANGE IN THE DEFENCE FORCES ARTICLE BY COLIN FALLON (PSW), LUCY DENNEHY (SOSW) AND ANNE O'NEILL (SOSW) ADDRESSING HARMFUL ADDRESSING HARMFUL INTERPERSONAL BEHAVIOURS INTERPERSONAL BEHAVIOURS THROUGH THE SERR PROGRAMME THROUGH THE SERR PROGRAMME

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