Our Mission
To improve mission effectiveness by promoting an environment free from personal, social, or institutional barriers that prevent Air Force members from rising to the highest level of responsibility possible.
Air Force Policy
The Air Force will conduct its affairs free from unlawful discrimination and sexual harassment. It provides equal opportunity and treatment for all members irrespective of their race, color, religion, national origin, sex, or, in the case of civilian employees, age and handicapping conditions, except as prescribed by statute or policy.
Definitions
Discrimination: Any action that un-lawfully or unjustly results in unequal treatment of persons or groups based on race, color, gender, national origin, religion, and, if civilian, age and handicapping conditions not supported by legal or rational considerations.
Disparaging Terms: Terms used to degrade or connote negative statements pertaining to race, color, gender, national origin, religion or age. These terms include insults, printed material, visual material, signs, symbols, posters, or insignia. The use of these terms constitutes unlawful discrimination.
Sexual Harassment: Form of sex discrimination involving unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- ·(Quid Pro Quo) Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a person's job, pay or career, or
- (Quid Pro Quo) Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or
- ·Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile, or offensive work environment.
- Reprisal: Taking or threatening to take an unfavorable personnel action, or withhold a favorable personnel action against an individual for attempting to communicate to a supervisor, commander, IG, member of congress or any established grievance channel.
How do you file an equal opportunity complaint?
- All personnel are obligated to attempt to resolve complaints informally and at the lowest level of the chain of command
- If you are unable to resolve complaints within your chain of command, file informal and formal discrimination complaints with the EO office within 6 UTAs (6 months) of incident.
- Equal Opportunity Advisors (building 60, ext 3-3558/9) will provide counseling, information, referral, and other assistance to members who have experienced unlawful discrimination.
What's your role when it comes to Equal Opportunity?
As Commander:
- Strongly emphasize zero tolerance!
- Investigate allegations of unlawful discrimination and sexual harassment
- Protect members who file complaints against forms of reprisal or retaliation
- Commanders must provide MEO with a synopsis of allegations and corrective actions take when EO issues are handled within their organization
As a supervisor:
- Set positive example on/off duty
- Reinforce zero tolerance policy
- Take action on every issue
- Address rumors
- Keep chain of command informed of issues affecting the workplace
- Give feedback on issues worked
Anyone in a supervisory or management position who is aware of unlawful discrimination or sexual harassment, but fails to take action can be disciplined.
As a victim:
- Recognize when standards are not met
- Clarify perceptions
- Document incidents...who, what, when
- Consider confronting alleged offender
- Know your chain of command/helping agencies
- Report any forms of reprisal to IG
As a Friend or Co-worker:
- Be a good listener and take action
- Encourage resolution in a timely manner
- Report to proper authorities-anonymous if necessary--Including MEO!
As members of the DOD, we each have an inherent responsibility to comply with policies, and to develop EO awareness and proactive involvement. Failure to do so can result in disciplinary action or judicial punishment under articles of the UCMJ.
As a supervisor:
- Set positive example on/off duty
- Reinforce zero tolerance policy
- Take action on every issue
- Address rumors
- Keep chain of command informed of issues affecting the workplace
- Give feedback on issues worked
Anyone in a supervisory or management position who is aware of unlawful discrimination or sexual harassment, but fails to take action can be disciplined.
For any questions or concerns about Equal Opportunity issues please contact Maj. Kelli Beaty at 963-3558 or Master Sgt. Toby Housey at 963-3559, or by email at 315.AW.MEO@us.af.mil