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Purpose

USF-I Equal Opportunity Sexual Harassment/Assault Response and Prevention (EO/SHARP) Command Brief for ROCKS February 2010. Purpose. To provide an overview on the USF-I Equal Opportunity and Sexual Harassment/Assault Response and Prevention Program (SHARP) in Iraq. Discussion Questions 5W’s.

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Purpose

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  1. USF-I Equal OpportunitySexual Harassment/Assault Response and Prevention(EO/SHARP)Command Brieffor ROCKS February 2010

  2. Purpose To provide an overview on the USF-I Equal Opportunity and Sexual Harassment/Assault Response and Prevention Program (SHARP) in Iraq.

  3. Discussion Questions5W’s • Who is responsible for EO/SHARP? • What is EO/SHARP? • Where is EO/SHARP implemented? • When is EO/SHARP utilized? • Why is EO/SHARP important?

  4. QUESTIONS?

  5. BACK-UP SLIDES

  6. WHO USF-I EO/SHARP Organizational Chart Total number of Equal Opportunity Advisors in Iraq (assgn/req) Army EOPMs 4/5 Army EOAs 45/47 Navy EOAs 1 at Bucca AF MEOs 1 at Balad USMC EOAs 2 at Fallujah Civilian EEO 1 at Balad Contractor EEO 1 at Victory • LTG Jacoby - Commander • BG Bayer – Chief of Staff • LTC Simpson – EO/SHARP PM • SGM Newman – EO/SHARP SGM • MSG Cossio – EO/SHARP OPS • SFC Wakins - DSARC • SFC Angle - EOA Total number of Sexual Assault Advocates in Iraq (assgn/req) Army DSARCS 113 /52 Army UVAs 357 /282 Navy DSARCS 0 NAVY UVAs 1 AF DSARCs 1 AF UVAs 10 USMC DSARCs 1 USMC UVAs 1

  7. WHAT U.S. ARMY EQUAL OPPORTUNITY POLICY • Provide EO for military personnel, and • their family members, both on and off post during duty and non-duty hours • 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

  8. WHAT THE FIVE BASES OF DISCRIMINATION • Race: Transmissible by descent • Religion: Views characterized by ardor or faith • Gender: Male or Female • National Origin: Place of origin; physical, cultural linguistic characteristics • Color: Variance of skin color (dark/light/pale/red/black/yellow/white

  9. WHAT USF-I Corps EO/SHARP Mission We are committed to the fair and equal treatment of our USF-I members and to supporting commanders in maintaining a work environment that sustains cohesion, discipline, and successful mission accomplishment of our Armed Forces and dedicated civilian workforce. We are focused on developing, directing, and sustaining a comprehensive Human Relations Readiness Program addressing Equal Opportunity, Dispute Resolution, and Sexual Harassment/Assault Response and Prevention (SHARP)in an effort to (1) ensure fair treatment of Service members and DoD civilians and contractors without regard to race, color, gender, religion, or national origin, (2) provide an environment free of unlawful discrimination and offensive behavior, (3) enhance unit effectiveness, (4) ensure positive human relations, (5) eliminate traits of a hostile work environment.

  10. SHARP Program USF-I theater goals are consistent with the DOD commitment to eliminate incidents of sexual assault through a program that centers on awareness, response, and prevention training and education, victim advocacy, response, reporting, and accountability. This is accomplished by – Creating a climatethat minimizes sexual assault incidents. If an incident should occur, ensuring that victims and subjects are treated according to theater policy. Creating a climate that encourages victims to report incidents of sexual assault without fear. Establishing sexual assault response and prevention training and awareness programs to educate Service members. Ensuring sensitive and comprehensive treatment to restore victims’ health and well-being. Ensuring leaders understand their roles and responsibilities regarding sexual assault. Creating synergy with all first responders and commanders to ensure prevention, response, and advocacy. Adapting training and awareness campaigns to target “at risk” audiences. Closing the gap between services and other agencies sharing best practices and resources to better serve victims. Demanding disciplined reporting and accurate data throughout the battle space giving commander’s a “snap shot” of their unit/location’s posture. WHAT

  11. WHEN TRAINING & FEEDBACK • In-processing Requirement • Equal Opportunity (Twice a year) • POSH (Twice a year) • CO2 (Quarterly, 2 hours) • Feedback: Focus Groups, Command Climate Surveys, EO Surveys, Army Surveys & Questionnaires

  12. WHY FORMAL AND INFORMAL COMPLAINTS FormalInformal Handled at lowest level Same Strict timeline No suspense Reported to GCMCA/HQDA Discretionary 7279R w/ documentation MFR Mandatory written feedback No feedback 15-6 Investigation/Cdr’s Inquiry Optional

  13. WHEN/WHY Ethnic/Special Observances DEC NOV Native American Heritage Month OCT Hispanic Heritage Month SEP AUG Women’s Equality Day JUL JUN Caribbean-American Heritage Month MAY Asian-Pacific Islander Heritage Month APR Days of Remembrance- Holocaust MAR Women’s History Month Special Observance FEB Black History Month Ethnic Observance JAN Martin Luther King, Jr. Birthday

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