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

Definitions

1. 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.
2. 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:

• 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:

• 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 315.AW.MEO@us.af.mil

Current as of 2021

SDGs, Targets, and Indicators

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The issues highlighted in the article are connected to SDG 5: Gender Equality, SDG 10: Reduced Inequalities, and SDG 16: Peace, Justice, and Strong Institutions.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the article’s content, the specific targets that can be identified are:

• Target 5.1: End all forms of discrimination against all women and girls everywhere
• Target 10.3: Ensure equal opportunity and reduce inequalities of outcome
• Target 16.1: Significantly reduce all forms of violence and related death rates everywhere

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

No indicators are mentioned or implied in the article that can be used to measure progress towards the identified targets.

Source: 315aw.afrc.af.mil