EO Policy

Army Regulation, TC, Army Directives, Department of Defense Directives

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

This Policy:

Applies both on and off post, during
Duty and non-duty hours
Applies to working, living, and
Recreational environments (including both on and off post housing)

Army Regulation

Army Regulation:

Army Regulation AR 600-20 Army Command Policy

Training Circular

TC 26-6 Commander’s EO Handbook

TRADOC Supplement:

Supplement 1 to Army Regulation 600-20

Army Directive:

Army Directive 2018-07-09 (Prioritizing Efforts-Readiness and Lethality)
Army Directive 2013-29 (Army Command Climate Assessments)

Department of Defense Directive:

DoDD 1350.2 8-18-1995 Department of Defense Military Equal Opportunity (MEO)

DoD Directive 1020.02E Diversity Management and Equal Opportunity in the DoD 06-08-15

EO Complaint Processing

The EO complaints processing system addresses complaints that allege unlawful discrimination or unfair treatment on the basis of race, color, religion, sex (to include gender identity), national origin or sexual orientation and harassment which includes hazing, bullying and other discriminatory harassment. Attempts should always be made to solve the problem at the lowest possible level within an organization.

The Bases of Discrimination are as follows:

Race Discrimination:

It involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features.)

Color Discrimination:

Color Discrimination also can involve treating someone unfavorably because of the person is married to (or associated with) a person of a certain race or color, because of a person’s connection with a race-based organization or group that is generally associated with people of a certain color. Discrimination can occur when the victim and the person who inflicted the discrimination are the same race or color.

Sex Discrimination (Including Gender Identity):

It involves treating someone (an applicant or employee) unfavorably because of that person’s sex. It also can involve treating someone less favorably because of his or her connection with an organization or group that is generally associated with people a certain sex.

Religious Discrimination:

It involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group.

National Origin Discrimination:

This discrimination involves treating people (i.e., applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they are appear to be of a certain ethnic background. National origin discrimination also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group. Discrimination can occur when the victim and the person who inflicted the discrimination are the same national origin.

Sexual Orientation Discrimination:

It refers to unlawful discrimination based on a person’s emotional, romantic, and sexual attraction to individuals of a particular gender. Lesbian, gay, bisexual, transgender (LGBT) or straight are the most commonly referred sexual orientations.

Harassment:

Harassment which includes hazing, bullying and other discriminatory harassment.

Informal Complaint

An informal complaint is any complaint that a Soldier, family members or DA civilian does not wish to file in writing. Informal complaints may be resolved directly by the individual, with the help of another unit member, the commander or other person in the complainant’s chain of command.

Formal Complaint

A formal complaint is one that a complainant files in writing and swears to the accuracy of the information. Formal complaints require specific actions, are subject to timelines, and require documentation of the actions taken.

Anonymous Complaint

An anonymous complaint is one that a complainant files while remaining unidentified may be handled as either an informal or formal complaint. The Command will determine if sufficient information is provided to process as either a informal or formal complaint. The Command will be identified as the complainant on the DA Form 7279 (Equal Opportunity and Harassment Complaint Form).

Special & Ethnic Observances Civilian & Military

Special and Ethnic Observances are held annually in support of Joint Congressional Resolution, Presidential Proclamation, and Chief of Staff Directives. These activities are designed to develop an awareness of the various cultures that contribute to the American culture and are a portion of the Army’s ongoing EO education process.

Martin Luther King Jr. Birthday:

The observance of the birthday of Martin Luther King, Jr. was established
by Public Law 98-144. This national day of service is celebrated on the third Monday in January. The theme for this event does not change each year.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

African American/Black History Month:

The observance of African American / Black History Month was established
by Public Law 99-244. This observance runs through the month of February and celebrates the contributions of African Americans to our nation. The theme for this event changes each year.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

Women’s History Month:

The observance recognizing women’s contributions was established by Public Law 100-9. This observance runs through the month of March and celebrates the struggles and achievements of women throughout the history of the United States. The theme for this event changes each year.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

“Days of Remembrance Victims of the Holocaust”:

The U.S. Congress established Days of Remembrance as the nation’s annual commemoration of the Holocaust. Public Law 96-388 established the United States Holocaust Memorial Council and authorizes the actions of the council. Each year the President of the United States also issues a Presidential Proclamation for the observance. The dates for Days of Remembrance and Holocaust Remembrance Day vary each year according to the Hebrew calendar.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

Asian American Pacific Islander Heritage Month:

The observance recognizing Asian American and Pacific Islander Heritage Month was established by Title 36, U.S. Code, Section 102. This observance runs through the month of May and celebrates the service and sacrifices of Asian/Pacific Islanders throughout the United States. The theme for this event changes each year.
Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

LGBT Pride Month:

The observance authorizes the Lesbian, Gay, Bisexual, and Transgender Pride activities. Army Directive 2017-01 was established and First Presidential Proclamation, June 2000. Lesbian, Gay, Bisexual and Transgender Pride Month is observed from 1 – 30 June of each year.

Women’s Equality Day:

The observance recognizing Women’s Equality Day was established by Joint Resolution of Congress in 1971. Women’s Equality Day is observed on the 26th day of August and commemorates the 1920 passage of the 19th Amendment to the Constitution, which gave women the right to vote. The observance has grown to include focusing attention on women’s continued efforts toward gaining full equality.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

National Hispanic Heritage Month:

The observance recognizing National Hispanic Heritage Month was established by
Title 36, U.S. Code, Section 126 and Public Law 100-402. Hispanic Heritage Month is observed from 15 September – 15 October of each year. The observance is celebrated during this timeframe due to many significant events for various Hispanic communities which fall within the observance period. The President issues a Proclamation each year calling on the people of the United States, especially the educational community, to observe National Hispanic Heritage Month with appropriate ceremonies and activities. Hispanics have had a profound and positive influence on our country through their strong commitment to family, faith, hard work, and service. They have enhanced and shaped our national character with centuries-old traditions that reflect the multiethnic and multicultural customs of their community. The theme for this event changes each year.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

National Native American Indian Heritage Month:

The observation of National American Indian Heritage Month has its roots in Public Law 99-471. Over several years the observation was moved to different months but in 1990
Public Law 101-343 set the month long observance in November. Each year the President issues a Proclamation in recognition of the observance. National American Indian Heritage Month is observed from 1 – 30 November of each year. The observance month recognizes American Indians for their respect for natural resources and the Earth, having served with valor in our nation’s conflicts and for their many distinct and important contributions to the United States. Please note that the title of this observance varies between the various documents listed and DEOMI uses that title set forth in the 1990 and subsequent Public Laws. The theme for this event changes each year.

Web link: http://www.deomi.org/human-relations/special-observances.cfm?tab=13

Diversity Awards Program

The Secretary of the Army recognizes outstanding service members and civilians for their contributions to mission in several categories. The SECARMY Awards for Diversity and Leadership are three of many awards announced annually via ALARACT Message.

The Secretary of the Army Awards for Diversity and Leadership recognize personnel who contribute to, promote, advance and “lead the way” on the Department of the Army’s Diversity and Leadership initiatives. The three Diversity and Leadership Awards are:

Category I: Diversity and Leadership – Presented to an individual who is recognized as a leader in their organization (military or civilian) by promoting and demonstrating the principles/objectives of diversity and inclusion and Army Core Values. The individual creates and implements best practices that support diversity and inclusion strategies and goals of the organization. The individual exhibits leadership to resolve inequities and institutional barriers.

Category II: Equal Employment Opportunity (EEO) Professionals – Presented to DA Civilian EEO Officials who manage, direct, oversee and implement a “Model EEO Program.” This award recognizes EEO Directors, Managers, Officers, Specialists, Technicians/Assistants, or collateral duty personnel. Nominees enable a commander’s success by ensuring an environment free from discrimination and other elements that detract from mission accomplishment. Nominees ensure the workforce understands the value of a “Model EEO Program.”

Category III: Equal Opportunity Advisors (EOA) – Presented to Military Equal Opportunity (MEO) Officials responsible for managing the Commander’s MEO Program, policies, practices and compliance. This award is for MEO Program Managers, MEO Sergeants Major, MEO Advisors and MEO Specialists (reserve components) who make significant contributions to their organization and local community. MEO professionals sustain an environment that maximizes human potential, improves unit cohesion and aids accomplishment of the commander’s mission. EO professionals manage MEO programs, climate assessments, EO training, and policy enforcement to fairly treat soldiers based on merit. Nominees will have made significant contributions to EO, diversity and leadership programs.

These awards may also recognize achievements to improve awareness and understanding of diversity and inclusion in relation to mission accomplishment. Recognition will focus on accomplishments and achievements in the area of leadership resulting in the strategic management of human resources.