Last week, I analyzed Air Force Captain Lacie Hester’s Silver Star to highlight a contradiction. We can’t claim to value the military’s ability to achieve decisive effects while categorically excluding women from combat roles. I concluded that if we intend to value results over diversity, we should be ready to welcome any capable individual—male or female—who can help achieve efficient violence in support of national objectives.
This week, I’m pushing that logic a step further. If women belong in combat roles, do they also belong on the most elite and demanding ground combat teams? Let’s test our commitment to results-based standards and challenge ourselves to rethink how we select, train, and deploy our nation’s most specialized warfighters.
If the central premise is that results matter more than diversity, then the standards driving ground combat roles must be no exception. If a woman can meet those standards and enhance mission success, excluding her would weaken, not strengthen, our ability to achieve decisive effects. At the same time, forcing either men or women into ground combat positions without the qualifications to succeed directly threatens our ability to achieve national objectives.
Let’s explore.
Captain Marsh and a Cup of Coffee
In 2008, I was an Air Force Captain attached to 1st and 2nd US Marine Expeditionary Force (I MEF and II MEF) under the Multi-National Forces West command structure in Iraq.
My role in Iraq was to enhance combat capability with special technical tools. My bosses were Marines, and my customers were primarily the Marines and Special Operations Forces (SOF) Task Forces. I developed strong relationships with my customers, identified technical tools they needed to support their missions, and integrated them into their operations. We developed some tools in-house and integrated others with support from national agencies like the Central Intelligence Agency (CIA) and National Security Agency (NSA).
My work area was tucked away behind some armed Marines who kept watch day and night over the area, and it was right next to the SOF Task Force coordinator. The Task Force coordinator was a US Navy Sea, Air, and Land Captain (commonly known as a Navy SEAL). For those unfamiliar with different service ranks, an Air Force Captain is a relatively junior officer rank, while a Navy Captain ranks just below Admiral, a senior officer rank. No matter, though, he and I had a good relationship. Let’s call him Captain Marsh.
Captain Marsh had an attraction rarely found in the area—he had acquired a coffee maker and had some supply of ground coffee. I didn’t want to overstay my welcome, but I did need to determine when the Task Force might need support. So, every so often, I would tell my small team that I was “going to talk to the SEALs.” Captain Marsh would fill me in on relevant upcoming operations, and I might have a cup of coffee.
Captain Marsh’s coffee pot attracted more than just me. Other senior officers would visit, and I would hear snippets of their conversations. On one of these visits, a Marine Corps Colonel and Captain Marsh shared insight that challenged my assumptions.
Their conversation centered around the role of women in ground combat. Captain Marsh mentioned that Muslim women couldn’t freely talk with men. In many traditional Muslim societies, culture and religion restrict interactions between unrelated men and women. These norms dictate that women avoid direct communication or physical proximity with men who are not family members. For women in conservative communities, speaking with male strangers is inappropriate and brings social repercussions.
These cultural differences posed significant challenges during military operations, particularly when teams needed to gather intelligence or conduct searches. Without female team members to bridge the gap, mission-essential information from local women was inaccessible.
If a team needed to question a woman, they needed a woman to do so, which drove a requirement for women on ground combat teams. Later I learned that as a result of this requirement, the Marines established Task Force Lioness, which attached women to ground combat teams to provide support.
Five years later, at a training event in San Diego, I heard more to the story. The Navy SEAL commanding officer at Naval Amphibious Base Coronado also brought up the value of women in ground combat roles in Iraq.
This second story was that when women were attached to SOF teams, they couldn’t be decorations just because they were necessary for intelligence gathering—they had to be active team members. Female team members provided perimeter security during operations. The women were armed and applied lethal force when necessary. They also played a crucial role in stopping runners, going so far as to crash their vehicles into escaping vehicles to ensure mission success.
Both commanding officers emphasized the extraordinary bravery the women demonstrated. The women often put their lives and health at immediate risk, sometimes more than the men, to achieve objectives. In critical moments, their decisive action proved integral to mission success. The respect the officers had gained for the women was evident.
If asked, in the context of the environment we operated in at that time, whether women should be on SOF teams, I know the answer they would give. Both senior leaders shared the same opinion.
Still, regardless of operational needs or cultural advantages, inclusion in ground combat teams hinges on meeting the grueling physical and mental standards required of every member. The first and most fundamental of these is the individual physical requirement.
Individual Physical Requirements
There are domains of society in which there are absolutely no gender barriers. Only results matter. In these areas, individuals succeed or fail based solely on their ability to achieve results.
Due to the physical requirements, the National Football League (NFL) is a prime example that is not so dissimilar to Special Operations Forces (SOF). In the NFL, winning and money are the only outcomes that matter.
Women are not barred from playing in the NFL, but there are no female players. If a woman could compete and win at the necessary level, an NFL team would sign her to a contract. While women are not prohibited from playing, the competitive nature ensures that only those capable of performing at the highest level make the cut—regardless of gender.
The same principle applies to ground combat SOF teams. The stakes are higher than a football game, but the premise remains: meeting the standard matters more than who is meeting it. If a woman can perform to the required level—carry the same load, endure the same physical stress, and contribute to mission success—there is no logical reason to exclude her.
At the same time, just as there is no reason to add a player to an NFL team who doesn’t contribute to winning games, there is no reason to force the integration of women into specialized ground combat roles. Books like Kill Bin Laden: A Delta Force Commander's Account of the Hunt for the World's Most Wanted Man vividly depict the grueling conditions SOF operators endure in war. Very few men can survive and operate in these conditions; the vast majority cannot. It’s possible that some women could likewise survive and operate. But forcing either men or women into these positions without the qualifications to succeed directly threatens our ability to achieve national objectives.
The inherent tension arises from the Department of Defense's (DoD) integration of women into combat roles, which officially started in 2013 and has continued for the past 11 years. Last month, the new nominee for Secretary of Defense stated women have no place in combat. Critics worry that as we adjust to accommodate women, we chip away at the qualities that make America’s ground combat units extraordinary. They fear a loss of unit cohesion, a decline in physical performance, and a less capable fighting force. In their view, when we soften the edges to expand eligibility, we erode the team’s razor-sharp ability to operate under the harshest conditions.
They cite a 1992 Presidential Commission on the Assignment of Women in the Armed Forces, which concluded that putting women in combat risks the lives of entire units for the sake of career opportunities. It found, “Risking the lives of a military unit in combat to provide career opportunities or accommodate the personal desires or interests of an individual, or group of individuals, is more than bad military judgment. It is morally wrong.”
They further highlight a 2015 Marine Corps Force Integration Plan assessment that found all-male units conducted movements faster and were more lethal than mixed-gendered units. They further had healthier, more physically resilient Marines. That study found differences in individual performance. For example, “When negotiating the wall obstacle, male Marines threw their packs to the top of the wall, whereas female Marines required regular assistance in getting their packs to the top.”
They posit that since the DoD directive to integrate women into combat roles, senior officers have reduced individual standards to increase participation. This view is supported by a mass email titled “Careerism, Cronyism, and Malfeasance” in the US Army Special Warfare Center and School sent through Special Operations Command in 2017.
These findings and fears are real. Many of them are rooted in firsthand studies and historical assessments. Still, they don’t capture the entire picture. While effective operations demand brute strength and raw speed, they also hinge on capabilities like cultural insight, intelligence access, and specialized skills that women can bring to the fight. In complex irregular warfare environments, overlooking these advantages means missing critical opportunities to achieve decisive effects.
So There’s the Rub
Direct accounts from SOF operators confirm that decisive action by women has proven integral to mission success. In some environments, their participation is essential. Not every combat role demands the rare physical endurance required for months-long operations in remote mountains. Perimeter security, intelligence gathering, and other specialized tasks are equally vital.
Further, if some missions require female operators, women must consistently train and serve alongside men, developing the trust and cohesion that define effective teams. While women may not meet the grueling physical demands required of some ground combat roles, the same is true for most men. What matters is finding those who can excel—whether they pilot AC-130 gunships, crew CV-22 Ospreys, or secure a perimeter as part of a SEAL team. These are combat positions. Some of these are ground combat roles.
At the same time, if throwing a pack over a Marine Corps wall obstacle translates into faster, more lethal units, we should add that and other necessary requirements to the positions in question. After reassessing what matters for mission success, we should train and hold both men and women to that standard. Those who qualify earn their place.
Rather than making blanket rules that exclude women from ground combat roles, we need policies that prioritize lethal effects. That means defining standards based on actual mission needs, not arbitrary quotas, and applying those standards evenly. Anyone who meets them should be welcomed.
If we intend to value results over diversity, we must follow through. Our standards must reflect what it takes to achieve national objectives, and we must embrace those who can meet those standards—regardless of gender.
May God bless the United States of America.
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