Sergeant’s Time Training.Com

1. Sergeant’s Time Training.Com

2. Equal Opportunity Program Equal Opportunity Program

3. OVERVIEW Equal Opportunity Program • Leadership • EO Program Overview • CDR/CSM/1SG Responsibilities • Complaint Process • Command Climate Surveys • Ethnic Observances • Summary

4. Equal Opportunity Program You make the Call Situation: A First Sergeant posted bi-lingual signs in the unit latrines telling Soldiers to ensure they police up after themselves. A Soldier filed an Equal Opportunity complaint about the sign to the unit EOA. Soldier complained that Hispanic-American Soldiers were insulted, as posting a bi-lingual sign implied they could not read English.Non-Hispanic Soldiers were insulted, because they believed all Soldiers should speak “American”.

5. Equal Opportunity Program LEADERSHIP Not Every Leadership Challenge Is An Equal Opportunity Issue… But Every Equal Opportunity Issue Is A Leadership Challenge!

6. HOW WE’RE HOW WE’RE THE SAME DIFFERENT Human Beings - All the same species National Origin Language Gender Color of Skin Age Religion Sworn to Support & Defend the U.S. Constitution Institutional Values A Common Mission TRUST, COHESION & READINESS Equal Opportunity Program LEADERSHIP

7. Equal Opportunity Program Equal Opportunity Policy • Eighth Army will provide equal opportunity and fair treatment for military members, family members, and DA civilians without regard to race, color, gender, religion, or national origin and provide an environment free of unlawful discrimination or harassment. • EO is a responsibility of the commander and a function of leadership. • Positive human relationships are essential for team building and ensuring a high state of combat readiness. • Applies to on/off post; duty/non-duty hours; work, living, recreational environments.

8. AR 600-20 Army Command Policy TC 26-6 Commander’s Equal Opportunity Handbook DA PAM 350-20 Training- Unit Equal Opportunity Training Guide DA PAM 600-69 Unit Climate Profile Commander’s Handbook EQUAL OPPORTUNITY REFERENCES Equal Opportunity Program

9. Equal Opportunity Program EO Program Goals • Provide EO for military personnel, and family members, both on and off post and within the limits of the laws of localities, states, and host nations. • Create and sustain effective units by eliminating discriminatory behaviors or practices that undermine teamwork, mutual respect, loyalty, and shared sacrifice of the men and women of America’s Army.

10. Equal Opportunity Program What Causes Conflict? Perceptions ! • Insensitive remarks and comments • Harsh and abusive command climate • Comments and policies on single Soldiers; pregnancy • Mishandling EO complaints • Improper investigating officer actions/process • Not participating in EO training … setting priorities

11. Equal Opportunity Program The Model EO Program • CMD CLIMATE SURVEY (EO) • DEOCS • IG CLIMATE ASSESSMENT • CIP • FOCUS GROUPS • LDR COMMITMENT • FAIR & EQUITABLE TREATMENT • POLICY LETTERS • NEWCOMERS ORIENTATION • ACCOUNTABILITY FOR ACTIONS • OR INACTION LEADER INVOLVEMENT POSITIVE AND HEALTHY CLIMATE ASSESSMENTS STAFFING • EOA • EOL EO ACTION PLAN OLD “AAP” TRAINING • EOAP • REVIEW ETHNIC & SPECIAL OBSERVANCES COMPLAINT PROCESSING • SMALL GROUP • INTERACTIVE • FACILITATORS • EO/POSH • EXTREMISM • POLICY LETTERS • TIMELY PROCESS • PREVENT REPRISALS • APPEALS • EOA FOLLOW-UP • PARTICIPATION • SUPPORT • POLICY LETTERS

12. Equal Opportunity Program EO ADVISORS (EOA) (Brigade Level & Up) • Full Time Position (7 weeksDEOMI Training) • Train Equal Opportunity Leaders (EOLs), Sustain EO Training, Conduct SAVs & CIPs • Understand & Articulate EO Policies • Assist CDRs in developing EOAP & EO policy letters • Assist CDRs in conducting command climate assessments • Receive and Processing EO Complaints • Assist in Planning / Execution of Ethnic Observance

13. Equal Opportunity Program EO LEADER (EOL) • At Battalion and Company Level - Collateral Duty (Appointed by Unit Commander) • Selection Criteria - Must be SGT(P) and Above (in Leadership Position) • Receives 60 Hour EO Course (EOLC) • Mission: Advisor to Commander on EO issues, Assist in EO/HR Training, Conduct Unit Climate Assessments and Ethnic Observances • Can assist with complaint but not process EO complaints

14. EO Officers, assisted by EOLs, EOAs & Other Staff Appoint Equal Opportunity Leaders ID Discriminatory Practices Affecting Soldiers & Families Conduct 1-2 hours of EO/POSH Training Quarterly Publish EO Policy Letters: EO Program, POSH, & Complaint Procedures Conduct Command Climate Assessment within 90 days of taking command and annually thereafter Equal Opportunity Program CDR’s RESPONSIBILITIES

15. Equal Opportunity Program CSM/1SG Role • Enforces Army Policies and Standards • Advises the Commander on: • Maintaining a Positive EO Climate • Conducting EO Training • Monitoring the EO Complaint Process • Responsible for Ensuring EO is an Integral Part of the Command’s NCO Professional Development Program (NCOPD) • Monitor Ethnic Observance Coordination • Monitor Duties and Responsibilities of the EOA/EOL • Mentors the EOA/EOL

16. Equal Opportunity Program EO Complaints STANDARD - Promptly and thoroughly act on every complaint. • Commander’s Role • Act on All Reports • Respond Promptly • Be Impartial • Be Caring • Provide Feedback to the Complainant • Prevent Reprisal BEWARE of BECOMING VICTIM FOCUSED Look for Underlying Issues in Ordinary Problems

17. Chain of Command Has PRIMARY Responsibility for Handling EO Complaints ALTERNATE CHANNELS Higher Echelon In The Chain of Command EO Advisor IG, SJA, or Chaplain Medical Agencies Housing Referral Office Equal Opportunity Program COMPLAINT PROCEDURES

18. Equal Opportunity Program TIMELINESS • Informal: Soldier Does Not Wish to File In Writing • Attempt to Solve at Lowest Level • Not subject to time suspense • Not reportable (But EOA should be aware) • Formal: Soldier Files a Sworn Statement (DA Form 7279-R) • No Confidentiality (60 Days to File From Date of Incident) • Are held to a timeline • Reportable to DA • Receiving Agency: Must Act Within 3 Days (resolve or refer); 72 hrs to inform GCMCA • CDR or Investigation Officer: 14 Days to Investigate & Discuss Results with Complainant (30 Day Extension Can Be Requested) • Complainant: 7 Days to Appeal Findings (GCMCA Has Final Decision ) • Unit EOA: Conducts Assessment 30-45 Days After Final Disposition

19. Equal Opportunity Program INDIVIDUAL RIGHTS & RESPONSIBILITIES • Present a Complaint w/o Fear of Intimidation or Reprisal • Communicate with the Commander About Their Complaint • Receive Assistance When Submitting a Complaint • Receive Training on the EO Complaint & Appeals Process • Attempt to Resolve: 1st informing the Offender To STOP • Advise the Command of the Complaint Specifics & Give the Command an Opportunity to Resolve the Issue • Submit Only Legitimate Complaints & Exercise Caution Against Unfounded or Reckless Charges

20. Section 1034, Title 10, United States Code (U.S.C.), requires an expeditious investigation of all allegations of reprisal for whistle blowing submitted by military members. MILITARY WHISTLEBLOWER PROTECTION LAW Equal Opportunity Program

21. Equal Opportunity Program COMMAND CLIMATE SURVEYS MANDATORY for Co CDR, voluntary for Bn CDR • Administer within 90 days of assuming command and annually thereafter • Confidential results, NOT a report card • Anonymous Responses • Download from Internet www.deomi.org/ • Paper-and-pencil version AND computerized version • EOA can assist with the assessment

22. Community Events - Coordinated by Area Commands and sponsored by Other Units Dependent on Commander for Emphasis and Funding Equal Opportunity Program ETHNIC OBSERVANCES • Cross Cultural Awareness & Education • Promote Harmony • Soldiers • Civilian Work Force • Families • Annual Events • Achievements • Contributions • Commanders Should: • Appoint Action Officers Early (not EOA); EOA Assists Action Officer • Establish Planning Committees Early • Coordinate Their Unit Programs With BSB; Support BSB Community Events (Participation, Funding & Assistance)

23. Equal Opportunity Program Training Requirements • Equal Opportunity Training Requirements • (AR 600-20, 6-14 Training a.2.a-l). • Equal Opportunity Training will be conducted Quarterly : • Two Quarters will consist of Prevention of Sexual Harassment • (POSH) • 2. The other two Quarters will consist of other EO topics • such as: • a. An Overview of the EO Program • b. Army and local command polices on EO and Equal Opportunity • Action Plan (EOAP) • c. Institutional discrimination, etc.

24. Training in Prevention of Sexual Harassment Equal Opportunity Program • OBJECTIVES • UNDERSTAND AND APPLY ARMY POLICY. • INCREASE YOUR KNOWLEDGE OF AND ABILITY TO • RECOGNIZE SEXUAL HARASSMENT. • INCREASE YOUR ABILITY TO DEAL WITH SEXUAL • HARASSMENT.  • APPRISE YOU OF YOUR RIGHTS AND RESPONSIBILITIES.

25. ARMY’S ZERO TOLERANCE Equal Opportunity Program • ANY PERSON IN A SUPERVISORY OR COMMAND POSITION WHO USES OR CONDONES IMPLICIT OR EXPLICIT SEXUAL BEHAVIOR TO CONTROL, INFLUENCE, OR AFFECT THE CAREER, PAY, OR JOB OR A MILITARY MEMBER OR CIVILIAN EMPLOYEE IS ENGAGING IN SEXUAL HARASSMENT. • SIMILARILY, ANY MILITARY MEMBER OR CIVILIAN EMPLOYEE WHO MAKES DELIBERATE OR REPEATED UNWELCOMED VERBAL COMMENTS, GESTURES, OR PHYSICAL CONTACT OF A SEXUAL NATURE IS ALSO ENGAGING IN SEXUAL HARASSMENT.

26. SEXUAL HARASSMENT Definition Equal Opportunity Program • Influencing, offering to influence, or threatening the career, pay or job of another person – woman or man – in exchange for sexual favors; or • Deliberate or repeated offensive comments, gestures, or physical contact of a sexual nature in a work or work-related environment; or • Conduct which interferes with an individual’s performance or creates an intimidating, hostile, or offensive environment.

27. KINDS OF SEXUAL HARASSMENT Equal Opportunity Program QUID PRO QUO “This for That” Making sexual favors a condition of employment or the basis for favorable or unfavorable employment decisions. HOSTILE WORK ENVIRONMENT Conduct that unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.

28. PHYSICAL SEXUAL HARASSMENT Equal Opportunity Program • TOUCHING • PATTING • PINCHING • BUMPING • GRABBING • CORNERING • HUGGING • KISSING • PLAYING FOOTSIE/KNEESIE • BLOCKING A PASSAGEWAY • UNSOLICITED BACK AND KNEE RUBS • UNSOLICITED CLOTHING ADJUSTMENTS

29. VERBAL SEXUAL HARASSMENT Equal Opportunity Program • Jody calls of a sexual nature • Barking, growling, oinking or whistling at passerby which indicates your perception of their physical appearance. • Sexually oriented remarks about another’s sexual activity, linking it to threats to job, grade, etc. • Sexually degrading language, profanity. • Promises of rewards of benefits for “cooperating”. • Telling jokes with sexual connotations. • Personal inquiries unrelated to the work environment. • Referring to co-workers as “Honey”, “Baby”, “Dear”, “Sweetheart”.

30. NON VERBAL SEXUAL HARASSMENT Equal Opportunity Program • Sexually oriented entertainment at functions. • Leering or ogling of another’s body, giving them the “once over”. • Gestures made with intentional sexual overtones, such as blowing kisses, licking lips, winking. • Leaving sexually oriented cartoons, picture magazines. • Ashtrays, coffee cups, figurines depicting nudes or designed to represent sexual parts of the anatomy. • Manipulation of parts of the anatomy or clothing related to these parts.

31. What Can You Do? Equal Opportunity Program • Leaders • Take immediate and corrective action. • Look for evidence of illegal or improper behavior. • Document action taken.

32. A Healthy Command Climate should embrace Diversity and ensure that all personnel are treated Fairly, with Dignity and Respect. Commanders are the EO Officers for their Units; and Commanders and First Sergeants set the tone for their Unit Command Climate. Sexual Harassment will be defeated only by Command involvement and Strong Leaders! Conclusion Equal Opportunity Program