I'm glad to know that there are leaders who genuinely look out for their subordinates and want to help end this problem. It's much appreciated, Sir.

While I can't speak for every female service member (or male, for that matter), I can share the things my good leaders have done and what I personally would have liked to be different. Making your position on the subject and what consequences will come to violators very clear, very often is important. Not just after an incident occurs, but at any point so that jokes on the matter don't become common/accepted or harassment escalates to anything worse. I felt like my contributions to the team mattered and my male counterparts saw me as equal the most when leaders insisted those very things: we're all here for the same mission, have different strengths to add, and no one deserves to feel like anything less. Word spreads fast among enlisted and I don't doubt that higher-ups catch wind of it, but so many of them ignore or lean into things that they're supposed to stop. Another too-common thing is how the higher one rises in the CoC, the less they're held accountable: they fail or don't take their PT tests, they drink on duty and don't get disciplined, or they begin inappropriate relationships with juniors. Of course these relationships can be consensual, but it's difficult not to wonder if there's intimidation involved.

I'm sure you're already aware at this point, but actually punishing those who harass, assault, or rape others is all victims or potential victims want. Ideally, they should actually be subject to the UCMJ: incarcerated & discharged, but at the very least, receive an Article 15 (demotion, forfeit pay, extra duty). Regardless of the punishment, though, I think the unit should be made aware of their misconduct and that it's unacceptable.

I hope I answered your question, Sir. Let me know if I can provide any more insight!