USF-I
Equal Opportunity
Sexual Harassment/Assault
Response and Prevention
(EO/SHARP)
Command Brief
for
ROCKS February 2010
1
Purpose
To provide an overview on
the USF-I Equal
Opportunity and Sexual
Harassment/Assault
Response and Prevention
Program (SHARP) in Iraq.
PREVENT
Training
Awareness
RESPOND
Identified
Trained
Responders
PROVIDE
RELIEF
Complaint Process
Victim Support
Resolution
2
Discussion Questions
5W’s
• Who is responsible for EO/SHARP?
• What is EO/SHARP?
• Where is EO/SHARP implemented?
• When is EO/SHARP utilized?
• Why is EO/SHARP important?
3
QUESTIONS?
4
BACK-UP SLIDES
5
WHO
USF-I EO/SHARP Organizational Chart
•
•
•
•
•
•
•
LTG Jacoby - Commander
BG Bayer – Chief of Staff
LTC Simpson – EO/SHARP PM
SGM Newman – EO/SHARP SGM
MSG Cossio – EO/SHARP OPS
SFC Wakins - DSARC
SFC Angle - EOA
Total number of Equal Opportunity Advisors in Iraq (assgn/req)
Army EOPMs
4/5
Army EOAs
45/47
Navy EOAs
1 at Bucca
AF MEOs
1 at Balad
USMC EOAs
2 at Fallujah
Civilian EEO
1 at Balad
Contractor EEO
1 at Victory
Total number of Sexual Assault Advocates in Iraq (assgn/req)
Army DSARCS
113 /52
Army UVAs
357 /282
Navy DSARCS
NAVY UVAs
0
1
AF DSARCs
AF UVAs
1
10
USMC DSARCs
USMC UVAs
1
1
6
WHAT
U.S. ARMY
EQUAL OPPORTUNITY POLICY
• Provide EO for military personnel, and
their family members, both on and off post during
duty and non-duty hours
• Create and sustain effective units by
eliminating discriminatory behaviors or practices that
undermine teamwork, mutual respect, loyalty, and
shared sacrifice of the men and women of America’s
Army
7
WHAT
THE FIVE BASES OF
DISCRIMINATION
•
•
•
•
Race: Transmissible by descent
Religion: Views characterized by ardor or faith
Gender: Male or Female
National Origin: Place of origin; physical, cultural
linguistic characteristics
• Color: Variance of skin color
(dark/light/pale/red/black/yellow/white
8
WHAT
USF-I Corps EO/SHARP Mission
We are committed to the fair and equal treatment of our
USF-I members and to supporting commanders in maintaining a
work environment that sustains cohesion, discipline, and
successful mission accomplishment of our Armed Forces and
dedicated civilian workforce. We are focused on developing,
directing, and sustaining a comprehensive Human Relations
Readiness Program addressing Equal Opportunity, Dispute
Resolution, and Sexual Harassment/Assault Response and
Prevention (SHARP) in an effort to (1) ensure fair treatment of
Service members and DoD civilians and contractors without
regard to race, color, gender, religion, or national origin, (2)
provide an environment free of unlawful discrimination and
offensive behavior, (3) enhance unit effectiveness, (4) ensure
positive human relations, (5) eliminate traits of a hostile work
environment.
9
WHAT
SHARP Program
•
USF-I theater goals are consistent with the DOD commitment to eliminate incidents of sexual
assault through a program that centers on awareness, response, and prevention training and
education, victim advocacy, response, reporting, and accountability.
•
This is accomplished by –
• Creating a climate that minimizes sexual assault incidents. If an incident should occur,
ensuring that victims and subjects are treated according to theater policy.
• Creating a climate that encourages victims to report incidents of sexual assault without fear.
• Establishing sexual assault response and prevention training and awareness programs to
educate Service members.
• Ensuring sensitive and comprehensive treatment to restore victims’ health and well-being.
• Ensuring leaders understand their roles and responsibilities regarding sexual assault.
• Creating synergy with all first responders and commanders to ensure prevention, response,
and advocacy.
• Adapting training and awareness campaigns to target “at risk” audiences.
• Closing the gap between services and other agencies sharing best practices and resources to
better serve victims.
• Demanding disciplined reporting and accurate data throughout the battle space giving
commander’s a “snap shot” of their unit/location’s posture.
10
WHEN
TRAINING & FEEDBACK
• In-processing Requirement
• Equal Opportunity (Twice a year)
• POSH (Twice a year)
• CO2 (Quarterly, 2 hours)
• Feedback: Focus Groups, Command Climate
Surveys, EO Surveys, Army Surveys & Questionnaires
11
WHY
FORMAL AND INFORMAL
COMPLAINTS
Formal
Handled at lowest level
Strict timeline
Reported to GCMCA/HQDA
7279R w/ documentation
Mandatory written feedback
15-6 Investigation/Cdr’s Inquiry
Informal
Same
No suspense
Discretionary
MFR
No feedback
Optional
12
WHEN/WHY
Ethnic/Special Observances
DEC
Native American Heritage Month
Hispanic Heritage Month
NOV
OCT
SEP
AUG
Women’s Equality Day
JUL
JUN
Caribbean-American Heritage Month
MAY
APR
MAR
Days of Remembrance- Holocaust
Women’s History Month
FEB
Black History Month
JAN
Asian-Pacific Islander Heritage Month
Martin Luther King, Jr. Birthday
Special Observance
Ethnic Observance
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