After receiving the sponsorship notice from my chain of command, I would contact the Soldier by phone (if possible) to establish contact and verify that I had a good way to reach her. I would inquire about her status- whether or not her PCS was going smoothly; if she is married or if she has any children; and if she knows about the local area. After asking for a good mailing address, I would go to the local ACS office and request a New Arrivals kit with plenty of information about the installation and surrounding community. I’d enclose a welcome letter from the CSM as well. I would communicate consistently with the Soldier until her arrival.
To prepare my current Soldiers for the change in gender dynamics I would schedule refresher training in the areas of Equal Opportunity and Sexual Harassment and reinforce the commander’s no tolerance policy in each of their monthly counseling sessions.
Upon her arrival, I’d arrange an icebreaker event to welcome her to the unit and to begin the team formation process. The goal would be for her to get to know her fellow Soldiers and build an initial level of trust. I’d promptly deliver her initial counseling statement to lay out the expectations and mission of the unit.
Each month I’d be intentional about asking how she feels about her work environment during our counseling sessions just to ensure she’s acclimating well.
In order to foster a sense of unity and team, I would never make a difference between my five male Soldiers and her. The rules apply equally to all.