The Army’s Equal Opportunity (EO) Program

Purpose Formulates, directs, and sustains a comprehensive effort to maximize human potential and to ensure fair treatment for all persons based solely on merit, fitness, and capability in support of readiness.

EO Philosophy Based on fairness, justice, and equity. Commanders are responsible for sustaining a positive climate within their units. Commanders are responsible for sustaining a positive EO climate within their units.

References AR 600-20 DA Pam 350-2

Key Topics of Discussion Program Definitions Policy Responsibilities Procedures EO Representatives Summary Questions

Policy The U.S. Army will provide EO and fair treatment for military personnel and family members without regard to race, color, gender, religion, national origin, and provide an environment free of unlawful discrimination and offensive behavior.

Policy Applies on and off post to include duty and non-duty hours. Soldiers will not be accessed, classified, trained, assigned, promoted, or otherwise managed on the basis of race, color, religion, gender, or national origin.

Definitions Discrimination- Any action that unlawfully or unjustly results in unequal treatment of persons or groups based on race, color, gender, national origin, or religion. Disparaging terms- Terms used to degrade or connote negative statements pertaining to race, color, gender, national origin, or religion. May be expressed as verbal statements, printed material, visual material, signs, symbols, posters, or insignia. The use of these terms constitutes unlawful discrimination.

Definitions Equal opportunity- The right of all persons to participate in, and benefit from, programs and activities for which they are qualified. Prejudice- A negative feeling or dislike based upon a faulty or inflexible generalization (that is, prejudging a person or group without knowledge or facts).

Rights Soldiers, family members and DA civilians have the right to Present a complaint to the command without fear of intimidation, reprisal, or harassment. Communicate with the commander concerning their complaints. Receive assistance when submitting a complaint. Receive training on the Army’s EO complaint and appeals process.

Individual Responsibility Advising the command of any incidents of sexual harassment and unlawful discrimination Submitting only legitimate complaints Attempt to resolve complaints, by informing the alleged offender of the behavior

Equal Opportunity Representatives Battalion HHC Co A (-)

COMPONENTS command support & leader commitment clearly stated policy sequential & progressive training

COMPONENTS effective and responsive complaint system frequent climate assessments evenhanded enforcement of sanctions

IMPLEMENTATION policy guidance prevention of sexual harassment staffing on-post activities

IMPLEMENTATION off-post activities complaint procedures affirmative action plan equal opportunity training

RELATED ELEMENTS extremist organizations Army language policy accommodating religious practices

EXTREMIST ORGANIZATIONS inconsistent with responsibilities of military service participation is prohibited chapter 4, para 4-12, AR 600-20

LANGUAGE POLICY operational language is English English is required while performing military functions personal conversation not regulated chapter 4, AR 600-20

RELIGIOUS PRACTICES It is the Army’s policy to approve requests for accommodation of religious practices when they will not have an adverse impact on military readiness, unit cohesion, standards, health, safety, or discipline, or otherwise interfere with the performance of military duties. DA Pam 600-75

SEXUAL HARASSMENT definition types of sexual harassment behaviors subject to UCMJ

DEFINITION A form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal, or physical contact of a sexual nature when: submission to conduct is made explicitly or implicitly a term or condition of job, pay or career, OR submission or rejection of conduct is made as a basis for career or employment decisions, OR conduct interferes with an individual’s performance or creates an intimidating, hostile or offensive environment.

QUID PRO QUO “this for that” examples: demanding sexual favors in exchange for a promotion or raise disciplining or firing a subordinate who refuses sexual advances threats of poor evaluation for refusing a relationship

HOSTILE ENVIRONMENT offensive, unwanted, and unsolicited comments and behavior examples: derogatory gender based terms comments about body parts suggestive pictures, posters, or calendars explicit jokes of sexual or sexist nature assault or rape

UCMJ ACTIONS Article 89 disrespect toward a superior officer Article 91 insubordinate conduct toward an NCO or WO Article 117 provoking speech or gestures Article 134 bribery and graft, indecent assault, or communicating a threat Article 127 extortion Article 133 conduct unbecoming an officer Article 93 cruelty and maltreatment

TYPES OF COMPLAINTS Informal formal

INFORMAL not in writing resolved at lowest level may or may not involve commander no suspense/not reportable no less important than a formal complaint

FORMAL may be filed with other agencies sworn statement on DA Form 7279-R subject to timelines requires a follow up assessment complaints filed with the IG are processed IAW AR 20-1

RESPONSIBILITIES Commander Individual Equal Opportunity Representative Equal Opportunity Advisor

Questions?