HBPT MEO Scenarios

Harmful Behaviors Prevention Tool

Military Equal Opportunity (MEO) Scenarios

Select a MEO scenario from the list below

Suggested Discussion Outcomes

  1. Develop perspective in relation to diversity and Army values.
  2. Recognize detrimental aspects of MEO validations, counter-productive leadership, and the erosion of trust.
  3. Solve tactical and ethical problems using Army principles, doctrine and warfighting.
  4. Demonstrate effective leadership at all echelons.
  5. Develop problem-solving capabilities.
  6. Create awareness and ownership of the MEO program.
  7. Prepare formations by discussing uncomfortable issues that could be detrimental to the force.

Note: The following scenarios/vignettes are based on actual occurrences, as told to the developers of the training support package. The language used is intentionally casual and reflective of how soldiers may speak informally.
Remember to choose one scenario only per group
.

Asian from Korea


As an Asian female, I feel SSG Walker, a black female, treats me differently and makes jokes about me being an Asian from Korea. She is my supervisor, and she is making my work environment very uncomfortable.
On 3 October, while working in the office, she made jokes about how she was “happy to get an Asian Soldier because they are smart, but that she is not sure what happened to me.”
On another occasion, she told me that I was not allowed to eat Kimchi in the office as it stinks, but she allows all the other soldiers to eat their snacks in the office. She also asked me, “How can I see with eyes that barely open and said, maybe that is why so many people from Korea wear glasses.” 
This situation makes me very sad and uncomfortable at work. I want to move to another section because SSG Walker’s behavior is unacceptable, and I cannot stand being near her any longer. The behavior started two months ago when SSG Walker arrived at the unit. 

DA Civilians are Teammates Also

John Doe is a DA civilian employee. He was watching the news of what seemed to be a gay rights parade when he noticed SPC Jones, a male soldier he works with marching in the parade in civilian clothes, carrying a placard, which read “Support Gays and LGBTQs in the Military.”

At work the next day, Mr. Doe openly expressed his opinions by telling everyone at work about SPC Jones’ actions.
While speaking to one of his co-workers, the Unit’s First Sergeant pulled Mr. Doe to the side to ask him for more details about SPC Jones’s involvement in the parade.
During the conversation, the First Sergeant made the comment that “I will talk to the Commander to recommend him to be chaptered out of the Military for participating in a Gay rights parade. We do not have a place for Soldiers like him in my formation.”
Furthermore, the First Sergeant continued to demean SPC Jones in front of everyone by making jokes about his sexuality.
The next morning, while in PT formation, The Squad leader screams at SPC Jones referring to him as “Ms. Parade lady” in front of the whole formation.

SPC Jones requests to speak to the unit Commander, but he is denied by the First Sergeant.

Gender Roles

I am a black female and believe I am being discriminated based on my sex. On multiple occasions, SSG Darnell Terrell, a Native American male, has assigned me tasks that have nothing to do with my job. I have been required to make coffee for the office, vacuum the office, and plan a potluck for the office.
There are four other soldiers in the office, and SSG Terrell does not require them to perform any of these duties. The other soldiers are male. I am an NCO and should not be required to perform these functions.
I overheard SSG Terrell telling a soldier, “It looks like it is good to have a woman around when you need them.” The incident happened last week, and I want to be moved from this section as I cannot handle this situation anymore, and I am about to lose my military bearing.

CSM’s Driver

His reason for the denial of the position was due to the fact that “he needed an NCO with zero language barriers.”
CSM Watson was quoted saying: “How can you be able to drive my BN CDR and take him where he needs to be when you have difficulties understanding English appropriately?” and “It would be better for you to look for other jobs that you can handle like in the orderly room.”

Lead by Fear

In a deployed permanent outpost (Iraq, Afghanistan, or Central America). A joint unit with an Army Command team falls under a COCOM.

The rotational nature of the unit makes it difficult for commanders to gain an immediate pulse on the organization and several personnel were extended past their service time to stay. The unit is composed of all components (Active, NC, and AR), and has experienced the relief of the last two Commanders for inappropriate behavior and SHARP causes.

In the last year, the unit’s discipline level was abysmal, and soldiers usually referred to the installation as a “vacation spot.” The lack of engaged leadership from the top level, as well as ambiguity in its mission, contributed to the maligned climate.  

During the same year, the unit experienced at least one SHARP case each month except for March and October, which saw two, including a sexual assault resulting in jail time for the perpetrator.

The misconduct by the senior leaders was somehow tolerated, which led to the back-to-back relief of two Battalion level CSMs. Still, the unit saw very little engagement from the COCOM level.
The new Command Team arrived and oversaw several incidents. The Commander decided to change the climate with fear and intimidation to increase productivity. In the beginning, the unit saw results, as performance increased. Higher HQ’s related increased performance to a positive climate; therefore, it did not see the need to become involved.

However, it no command climate survey had been conducted to this day and most of the monitoring happened through the unit’s social media posts highlighting the commander’s successes. The commander relegated advice that was not in accordance with his line of thinking, and soon pushed Senior Enlisted Leaders to the side, thus limiting their ability to offer feedback.
Subordinate leaders and established personnel learned that the Commander’s ego required attention, and only those who followed that line of thinking could achieve success and the right evaluations. The Senior Enlisted Leaders (SELs) and the CSM tried to reestablish good order and discipline within their scope; however, one office call with the Commander by members of the establishment would quickly dissolve all SEL efforts.
Soon, the Commander, with little oversight, apparent gains, and a self-interested fan base, assume the attitude of “I am the approval for anything” started badmouthing fellow officers, targeted personnel while favoring others, and developed a reputation for being angry and out of control. At this time, the theme of “be friends with X or you will not get anything” was prevalent in the formation.
A particular SHARP incident involving a Hispanic female Army civilian and one SEL was brought to the attention of the higher COCOM by the CSM, who, after speaking to the Commander and receiving a no, contacted CID and higher HQs. This situation caused conflict and broke the little relation the Commander and CSM had. Still, the involvement by higher HQs was limited.
A no-contact order was issued, and the SEL failed to abide by it by visiting the alleged victim’s workplace. CID confronted the Commander for interfering in an investigation. The unit perception became worse once the alleged perpetrator was allowed to stay for another tour, and the alleged victim was fired without reason. However, she held a critical position within the organization.

 

The issues prompted her to file federal lawsuits, as several members of the organization, including the Commander, face up to three Federal cases. The unit SELs are active participants in those investigations as witnesses.

Cultural Dystrophy

The Supply Sergeant


SSG X is a hard-working Supply Sergeant in a small unit with selection criteria decided by an in-house board. SSG X serves in a squadron with distinction and is often seen on weekends working to help his deployed comrades.

The Unit


Most of the unit members have multiple tours in Iraq and Afghanistan, and one of the subordinate unit’s areas of responsibility is still the Middle East. Many unit members have been there since the inception of the unit, as it is composed of active duty, civilians, and contractors. 

The unit lacks inclusion, and its demographics do not reflect the rest of the Army’s.

The Incident


SSG X gets into a verbal altercation with an already established unit member of the same rank.

Access Denied


Once the established member tells someone, SSG X’s clearance and access to the building are suspended without calling, nor consulting his Squadron level leadership.

Issues


SSG X is distraught as many of his fellow soldiers show social media pages from “established” unit members displaying political alliances and anti-Muslim sentiment.

SSG X tried to resolve the issue face-to-face; however, the unit’s entrenched leadership would not pay attention to his claims but rather listened to the senior members, most of which call each other by first names.

Different Rules

Established unit members have ignored offenses in the past, even fistfights overseas, because of the cultural dystrophy of the organization.

However, with SSG X, the rules and regulations seem to apply by the proverbial “letter of the law,” while ignoring unit members who express political values at work and demean all who disagree with them.

Expert Field Medical Badge (EFMB)

I am an Asian female and I want to try out for the Expert Field Medical Badge (EFMB). I asked my supervisor, SSG Candice Wallace (white, female), if I could attend the competition.
She told me, “No, and that I should leave that to the male soldiers.” She also asked why I would want to put myself through that kind of thing.
I don’t think she likes me very much since she treats all the other soldiers in the office better
Also, she thinks my English is not up to the standard to attend the competition. I just want to attend the EFMB competition.

Ghetto

Last week while working with SFC Emily Connor, a white female, SFC Thomas, a black male, was asked to “stop acting like a ghetto black dude and start acting like me, a normal white person.”

SFC Thomas replied, “How do you even know how a ghetto black dude sounds or acts?”

SFC Connor responded to SFC Thomas, “I just know all black men are so ghetto; if it were my decision, no black Soldiers would be in my Army.”

Various soldiers were in the vicinity and witnessed SFC Connor’s comments. They were SGT Martinez, SPC Jackson, and PFC Williams.

Just Drive

Yesterday my S1 NCO, SGT Edwin Cruz, a Hispanic male, told me with a bad attitude, “Hey monkey, get the vehicle ready to pick up unit mail and teach you something.” I am a black male and I have only been in the unit for three weeks, so I got into the vehicle.
Once in the vehicle, I asked SGT Cruz where the mailroom was located. He responded, “Just drive, monkey, just drive.”
I told SGT Cruz to call me by my name and not “monkey”. He responded, “This is the real Army, don’t be so sensitive and suck it up and learn how to be a real Soldier.”

The Little Mermaid

My squad leader, SGT Sean Roof (White/Male), is creating an aggressive and hostile work environment by calling me “the little mermaid” in front of the squad after he was told that I (male, white) was gay.
I told SGT Roof that those comments were disrespectful and to please call me by my rank and name.
But he replied that he was not ashamed to call me the little mermaid because I was gay, and if it were his decision, he would chapter all homosexual soldiers out of his Army.
I think I am being discriminated against based on my Sexual Orientation.

The “N” Word

SGT Thomas, a black female, was waiting in line to enter the DFAC, when SSG Thompson, also a black female, cut into the line.
SGT Thomas asked her to go to the back of the line and SSG Thompson became upset.
They exchanged more words, and then SSG Thompson stated, “you are a grown “N” word, stop crying.”

Different Faith & UCMJ

The Issue


SPC Prince, a Wicca Soldier, was denied the opportunity to conduct his faith group worship. SPC Prince informs his unit chaplain that the BN CDR is not allowing him to attend his Friday evening worship service. The Soldier further informs the chaplain that he is the priest for his coven and must be present to conduct his worship service for his community.

AR 600-20


After researching the situation, the chaplain sets up an office call with the BN CDR to advise the commander about his responsibilities to guarantee the free exercise of religions for all service members, according to AR 600-20.

Complication


However, SPC Prince is under UCMJ for a Field Grade Article 15 And has been restricted to the barracks for 45 days with 45 days of extra duty.

Proposed Solution


The BN CDR informed SPC Prince that he would allow him to attend the worship service as long as an NCO escorted him to the event, and he returned to the barracks upon completion of the worship event.

Solution Failure


SPC Prince declined as his faith’s doctrine does not allow outsiders to attend the event without an invite. He explains that outsiders cannot be informed of the time and location of worship events.

Is This My Formation?

Jane Patient, a DA Civilian, works in a “cube farm” environment (which is a workplace containing several cubicles) at the in-processing center.
One day, SSG Batman, the section leader, stopped by SPC Robin’s cubicle, and the conversation turned to a discussion of Ms. Patient’s breasts and butt.
SSG Batman remarks to SPC Robin that he would like to take Ms. Patient back to the barracks and “let her teach him a few things.” Ms. Patient did not hear any of it, but two other co-workers, SGT Ace and SPC Spade, sitting unseen in the adjacent cubicles, heard the comments. SGT Ace observed that SPC Spade was uncomfortable with the conversation.
Later in the day, SSG Batman and SPC Robin passed SPC Spade and SGT Ace in the break room, after which SPC Spade confides in SGT Ace that she does not want to work with SSG Batman nor SPC Robin.
She says that was not the first sexual innuendo she has heard from SSG Batman, and she doesn’t want to work with him if that’s how he is going to talk about women. SPC Spade also mentioned that she was going to tell Ms. Patient about the remarks when she returned to the office in the morning.
The next morning, SPC Spade tells Ms. Patient about SSG Batman’s comments. Ms. Patient becomes very angry and decides to inform her non-commissioned officer in charge.

Harmful Behaviors Prevention Handbook

Select the button to download a copy of the Harmful Behaviors Prevention Handbook.