Military equal opportunity

Our Mission
Air Force EO strives to accomplish its mission by promoting an environment free from personal, social or institutional barriers that could prevent Air Force members from rising to their highest potential.

Air Force Policy
The Air Force will conduct its affairs free from unlawful discrimination and harassment (bullying/hazing/sexual). It provides equal opportunity and treatment for all members based on their race, color, sex, national origin, religion, or sexual orientation.  In the case of civilian employees, race, color, religion, national origin, sex (including pregnancy, gender identity, and sexual orientation), age, genetic information, disability, or prior EEO activity (reprisal). AFI 36-2710


Discrimination (Military)—Any unlawful action that denies equal opportunity to persons or groups based on their race, color, sex, national origin, religion, or sexual orientation.

Discrimination (Civilian)—An unlawful employment practice that occurs when an employer fails or refuses to hire or promote, discharges, or otherwise discriminates against any individual with respect to compensation, terms, conditions, or privileges of employment because of race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age (over 40), physical or mental disability, genetic information or prior EEO activity; limits, segregates or classifies employees or applicants for employment in any way that deprives or tends to deprive any individual of employment opportunities or otherwise adversely affects his/her status as an employee because of race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age (over 40), physical or mental disability, genetic information, or prior EEO activity .

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.

Bullying—For the purposes of this instruction, while not a form of unlawful harassment under equal opportunity law, bullying as defined by DoDI 1020.03 is also a prohibited form of conduct. Bullying includes acts of aggression by Service members or DoD civilian employees, with a nexus to military service, with the intent of harming a Service member either physically or psychologically, without a proper military or other governmental purpose.  Bullying may involve the singling out of an individual from his or her coworkers, or unit, for ridicule because he or she is considered different or weak.  It often involves an imbalance of power between the aggressor and the victim.  Bullying can be conducted through the use of electronic devices or communications, and by other means including social media, as well as in person.

Hazing—For the purposes of this instruction, hazing is defined pursuant to DoDI 1020.03. Hazing includes conduct which physically or psychologically injures or creates a risk of injury without a proper military or governmental purpose for the initiation into, admission into, affiliation with, change in status or position within, or a condition for continued membership in any military or DoD civilian organization.

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/rm 118/9, DSN 963-3558/4378) 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 harassment (bullying/hazing/sexual)
  • 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
  • Climate Survey Administrations


      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 harassment (bullying/hazing/sexual), 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.

For any questions or concerns about Equal Opportunity (Building 60/Rm118/9) issues please email at

Current as of 2021

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