DEPARTMENT OF THE ARMY
UNIT ADDRESS
Office Symbol
Date
MEMORANDUM FOR SEE DISTRIBUTION
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
1. References:
a.
AR 600-20, dated 15 July 1999, Equal Opportunity Program in the Army.
b.
INSCOM Suppl 1 to AR 600-20, Equal Opportunity Program in the Army.
c.
EUSA Suppl 1 to AR 600-20, Equal Opportunity Program in the Army.
d.
TC 26-6, dated October 1994.
e.
DA Pamphlet 350-20, change 1, dated August 1993.
2. Applicability: Commanders at all levels must ensure that this SOP is implemented and
maintained at all operating levels, and ensure that all personnel are aware of these policies,
procedures, and programs. Subordinate unit SOP must conform to the policies and procedures
provided herein.
3. Purpose: This SOP establishes policies, procedures and program guidance for
administrative matters and staff actions, in support of the _________ under normal garrison
operations.
4. Objectives:
a. Formulate, direct, and sustain a comprehensive effort to maximize human
potential and to ensure fair treatment of all persons based solely on merit, fitness, and capability
in support of readiness, without regard to race, color, religion, national origin, or gender.
b. Ensure maximum command involvement at each echelon of command by
exercising positive, aggressive leadership in the implementation of the equal opportunity
program within the _________.
Office Symbol
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
c. To provide equal opportunity for all military personnel, civilian employees, and their
family members both on and off post and within the laws of localities, states, and host nations.
d. 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.
5. Responsibilities: The ____________ Equal Opportunity (EO) Program is the responsibility
of every commander, supervisor, military member, and civilian employee. The success of the EO
Program depends on the individual who must exhibit sincere and dedicated efforts toward every
facet of brigade EO policies. Any deviation in this sincerity is readily noticed and serves only to
compromise the program and deter the ____________ from its goal of true equality, fair
treatment for all and mission accomplishment.
6. Brigade Equal Opportunity Advisor will:
a. Understand and articulate the Department of Defense (DOD) and Army policies
concerning equal opportunity.
b. Assist the commander in implementing a Consideration of Others Program.
c. Recognize and assess indicators of institutional and individual discrimination in
organizations.
d. Recognize sexual harassment in both overt and subtle forms.
e. Recommend appropriate remedies to eliminate and prevent unlawful discrimination and
sexual harassment.
f. Continually assess the command climate through formal surveys, interviews and
accessibility to the unit.
g. Collect, organize, and interpret demographic data concerning all aspects of EO climate
assessment.
h. Assist commanders in assessing, planning, implementing, and evaluating the EO program.
i. Prepare input for the Quarterly/Annual Narrative and Statistical Report Review (QNSR),
which supports the Army’s Military Equal Opportunity Assessment (MEOA).
j. Train unit EORs and institutional training course/service school instructors to assist
commanders in meeting their EO responsibilities.
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
k. Organize or assist with training sessions that pertain to equal opportunity,
unlawful discrimination, the Consideration of Others Program and the prevention of sexual
harassment.
l. Assist in evaluating the effectiveness of unit training conducted by commanders.
m. Plan and conduct executive seminars for senior leadership on EO action planning and
affirmation actions, equal opportunity, unlawful discrimination, the Consideration of Others
Program, and the prevention of sexual harassment.
n. Receive and assist in processing individual complaints of unlawful discrimination, sexual
harassment, and conduct inquiries according to the commander’s guidance.
o. Provide assistance to commanders and investigating officers in the investigation and
resolution of unlawful discrimination and sexual harassment complaints.
p. Review and comment on investigative reports of equal opportunity complaints for
compliance with Department of Defense and Department of the Army policy and objectives.
q. Conduct follow-up assessments of all formal EO complaints.
r. Assist in the planning and conducting of ethnic observances/special commemorations, as
outlined in Table 6-1, Encl. 5.
s. Assist commanders in developing EO policy for their units.
t. Maintain, where appropriate, informal liaison with community organization fostering civil
rights.
u. Conduct staff assistance visits to subordinate units.
v. Conduct or attend Equal Opportunity coordination training at least once quarterly at
installation level.
7. Equal Opportunity Representative (EOR): EORs assist commanders at the battalion-level
and below in carrying out the EO program within their units. EORs serve a special duty at small
unit levels. Typical roles and duties of EORs are as follows:
a. Be a graduate of the 80-hour Equal Opportunity Representative
Course (EORC).
b. Assist commanders in the recognition of detractors from a healthy unit EO climate.
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
c. Continuously assist commanders in the conduct of unit climate assessments
through formal surveys, interviews, and sensing sessions within the unit.
d. Prepare and assist the commander in the conduct of EO training.
e. Establish and maintain liaison with other EORs and with the EOA at higher headquarters.
f. Assist commanders and assigned project officers in preparing and conducting ethnic
observances and special commemorations.
g. Conduct unit staff assistance visits in accordance with Command Inspection Checklist at
Encl. 5.
h. Assist complainants by REFERRING them to an appropriate agency for assistance.
Complaints referred to another agency will be reported to the EOA. EORs may not conduct
investigations and are not trained to fully advise AR 15-6 officers in the conduct of EO
complaint investigations. Any commissioned officer that may be performing the additional duty
of an EOR, may be asked (in the capacity of a commissioned officer and as a disinterested, third
party) to conduct investigations. Yet, those situations should not concern EO complaints within
their organization.
i. Serves as a resource person for EO matters in the unit.
j. Maintain files of all EO and Consideration of Others training, ethnic observances,
complaints filed, inspection results, training schedules, and class attendance roster.
k. Ensure that the unit bulletin board has current copies of DA Poster 600-4, phone numbers
for Battalion EORs and Brigade EOA, Brigade/Battalion/Company policy
letters covering the EO Program, Sexual Harassment, Consideration of Others, and Complaint
Procedures in both English and Hangul.
l. Battalion level EORs will provide a current updated roster to brigade (EO Office) of all
EORs assigned to their respective units by the 5th working day following the last working day of
each quarter. The roster will contain soldier’s rank, name, race, gender, duty phone number,
Equal Opportunity Representative Course (EORC) date and DEROS.
8. Training Requirements:
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
a. Leaders will conduct mandatory EO/sexual harassment training quarterly. As a
minimum, two of the quarters will consist of Prevention of Sexual Harassment training.
Consideration of Others training will be conducted on a quarterly basis as well. One quarter’s
COOP session will be designated as moral leadership training. This will be taught/facilitated by
the Chaplain or his/her assistant. In the event there is no UMT team, moral leadership will be
taught by the commander’s designee. Each area is mandatory and will include civilians, U.S.
and Host Nation soldiers of all ranks.
b. Commanders will document training on the unit-training schedule and lead the training.
c. Commanders must include type of training, instructor, date, time, attendance rosters, and
issues covered during the training session. From time to time, different issues will be of local or
Army-wide importance and require special emphasis and attention by unit commanders.
d. EO training will be interactive, discussion-based, and focus on these topics—
(1) Objectives of the Army EO program.
(2) Army and local command policies on EO, Prevention of Sexual Harassment, and
Affirmative Action.
(3) Objectives of Affirmative Action Plans (AAPs).
(4) Behavioral characteristics and other indicators of EO problems - - what are and are
not appropriate and acceptable behaviors leading to unit cohesion and teamwork.
(5) The impact of individual and institutional discrimination on mission accomplishment.
(6) Proper handling of EO complaints and the EO complaint system.
(7) Identifying, dealing with, preventing, and eliminating racial and ethnic
discrimination and sexual harassment.
(8) Legal and administrative consequences of participating in acts of unlawful
discrimination and sexual harassment.
(9) The importance of honest and open interpersonal communications in promoting a
healthy unit climate.
(10) Unit climate assessment - what it is, what it is used for, what makes it important,
and how it is done.
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
(11) Individual responsibilities of both males and females concerning equal
opportunity and the prevention and eradication of sexual harassment: i.e., identifying
inappropriate behaviors, handling complaints, developing techniques in dealing with sexual
harassment, developing assertiveness skills, submitting complaints in the event the situation
cannot be handled on-the-spot or one-on-one, and reporting incidents to the chain of command.
(12) Review of actual unit climate assessment findings and amplification of issues raised.
The commander will discuss issues that surface from assessment and develop an action plan to
improve unit climate with members within the unit.
(13) The chain of command (commander, first sergeant, civilian supervisors, and others)
will be present and participate in unit EO training.
(14) Brigade and Battalion elements will conduct EO prevention/
eradication of sexual harassment training (executive level seminars) twice a year. Training will
be small groups, interactive and discussion-based. It should emphasize findings determined as a
result of unit command climate assessment.
(15) Each unit within the ____________ will conduct at least one hour of EO training
per month. Commanders will ensure that at least 90% of the unit (including senior leaders)
attends the training.
(16) Mandatory EOR workshop will be conducted once a quarter. Current EO lesson
plans will be used to conduct training. Lesson plans will be maintained on file.
9. Equal Opportunity Complaint Procedures:
a. Complaint procedures (DA Poster 600-4) will be posted on unit bulletin board in
both English and Hangul, see Encl. 2.
b. Individual rights. Soldiers, family members, and DA civilians have the right to(1) Present a complaint to the command without fear of intimidation, reprisal, or
harassment.
(2) Communicate with the commander concerning their complaints.
(3) Receive assistance when submitting a complaint.
(4) Receive training on the Army’s Equal Opportunity complaint and appeals
process.
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
c. Individual responsibility. Individuals are responsible for:
(1) Advising the command of the specifics of sexual harassment and unlawful
discrimination complaints and providing the command an opportunity to take appropriate action
to rectify/resolve the issue.
(2) Submitting only legitimate complaints and exercising caution against unfounded or
reckless charges.
d. While not required, it is recommended that the individual attempt to resolve a complaint
by first informing the alleged offender that the behavior must stop.
10. EO/Sexual Harassment Complaint Processing System
a. Informal complaint.
(1) An informal complaint is any complaint that a soldier, family member or DA
civilian does not wish to file in writing. Informal complaints may be resolved directly by the
individual, with the help of another unit member, the commander or other person in the
complaint's chain of command. An informal complaint is not subject to time suspense nor is it
reportable.
(2) Although, filing EO complaints through the unit chain of command is strongly
encouraged, it will not serve as the only channel available to soldiers to resolve complaints, see
Encl. 2.
(3) The person or agency receiving the complaint may be able to resolve the issue while
maintaining the confidentiality of the complainant, as in the case of the chaplain or a lawyer.
Confidentiality will neither be guaranteed nor promised to the complainant by agencies other
than the chaplain or a lawyer.
(4) Any alternative agency that receives an informal complaint of unlawful
discrimination or sexual harassment has the obligation to talk with the complainant.
b. Formal complaint
(1) A formal complaint is one that a complainant files in writing and swears to
the accuracy of the information. Formal complaints require specific actions, are subject to
timelines, and require documentation of the actions taken.
(2) An individual files a formal complaint using a DA Form 7279-R.
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
(3) In Part I of DA Form 7279-R, the complainant will specify the alleged
concern, provide the names of the parties involved and witnesses, describe the
incident(s)/behavior(s), and indicate the date(s) of the occurrence(s). The complainant will also
state the equal opportunity basis of the complaint (e.g., unlawful discrimination based upon race,
color, religion, gender, or nation origin). Complainant will be advise of the importance of
describing the incident(s) in as much detail as possible to assist in the investigative process.
(4) Soldiers have 60 calendar days form the date of the alleged incident in which to file a
formal complaint. If a complaint is received after 60 calendar days, the commander may conduct
an investigation into the allegations or appoint an investigating officer IAW AR 600-20. The
commander should consider the reason for the delay, the availability of witnesses, and whether a
full and fair inquiry or investigation can be conducted.
(5) The complainant should file his or her complaint with the commander at the lowest
echelon of command. Depending on the various aspects of the complaint and individuals
involved, that lowest level commander may not be the immediate company or even battalion
level commander of the complainant.
11. Reporting Requirements:
a. AR 600-20, and INSCOM/EUSA Supplement 1 to AR 600-20, requires all major
Subordinate Commands to submit a Quarterly/Annual Narrative Statistical Report on
discrimination, sexual harassment, and off post housing discrimination complaints. See
summary of required reports at Encl. 3.
b. All reports will be submitted with a Commander’s cover memorandum. The following
form must be submitted in addition to the Commander’s memorandum, see Encl. 4.
c. The following information will be reported on a Quarterly Narrative Statistical Report:
Personnel Strength, Command Profile, EOR listing, Awards, Promotions, Reenlistment, UCMJ
and Training Status to include Unit Assessments conducted during the reporting period.
d. For the Annual Narrative Statistical Report the battalion EORs will report information
required on EA Form 164-R and a complete summary of all complaints received throughout the
year.
12. The proponent for this SOP is the Equal Opportunity Advisor, ____________, DSN: _____.
OFFICE SYMBOL
SUBJECT: Equal Opportunity Program Standing Operating Procedure (SOP)
6 Encls.
1. Command Climate Survey
2. DA Poster 600-4
3. Summary of Required Reports
4. Command Inspection Checklist
5. Table 6-1
6. Report Format
DISTRIBUTION:
Signature Block
Command Climate Survey
The Command Climate Survey must be used by company commanders within 90 days of assuming command,
and annually thereafter. Company commanders can administer the survey more often and can use additional survey
instruments in addition to the Command Climate Survey. However, it is required that the Command Climate Survey
be administered at a minimum at the interval specified above. Use of the Command Climate Survey is voluntary for
battalion commanders.
A copy of the Command Climate Survey may be found at the end of this enclosure. A computerized
version of the Command Climate Survey is locally produced on floppy disk at the Brigade EO Office. The
computerized version of the survey will operate on PCs of 286 or better, and will tabulate results. The
computerized version of the survey will enable commanders to add up to 7 additional questions. It is
important that commanders personally introduce the survey, explain why it is important, and how the
results will be used (i.e., to develop action plans and implement programs).
It is also essential that, after receiving the results, the commander discusses them with his or her troops, and lets
them know what actions and/or programs will be initiated. This is a good time to ask soldiers for clarification on
any survey results that are unclear. Bear in mind however, that survey results are anonymous. When there are less
than five females, example, do not split out results by gender. Confidentiality must be maintained.
The role of the Equal Opportunity Advisor in this process is to discuss the results with the commander and aid
the commander in developing an action plan.
SEE COPY OF COMMAND CLIMATE SURVEY ATTACHED
Enclosure 1
Summary of Required Reports
Equal Opportunity Quarterly/Annual Narrative Statistical Report Due date
1st quarter report (Oct -Dec) is due to this headquarters by the fifth working day of Jan
for that fiscal year.
2nd quarter report (Jan -Mar) is due to this headquarters by the fifth working day of Apr
for that fiscal year.
3rd quarter report (Apr -Jun) is due to this headquarters by the fifth working day of Jul
for that fiscal year.
4th quarter report (Jul -Sep) is due to this headquarters by the first working day of Oct
for that fiscal year.
COOP/HR Training report, due to this headquarters by the first working day of each month.
NOTE: A training memorandum stating the type training conducted, percentage
of E-6/below and E-7/above trained on EO/COOP, observances conducted and
number of formal complaints must be signed by the brigade commander. This
memo is due to EUSA EO Office on the 15th of the month following the quarters
end month.
Sexual Misconduct Report due date is the 10th of each Month From Bde
To INSCOM.
Enclosure 3
Fiscal Year 1998 Command Inspection Check List
Equal Opportunity Program
INSPECTION ITEM AND REFERENCE
YES
NO
1. Has the command developed, planned,
and conducted annual ethnic observances
consistent with published timetable?
Has money been programmed? (AR 600-20)
___
___
___
___
2. Does the command emphasize maximum
participation (enlisted and officers) in EO
training program (AR 600-20 Para 6-14, 3)
___
___
3. Is the commander visibly involved in
implementation of the EO Program?
(AR 600-20 Para 6-14, 2)
___
___
4. Has the commander assessed the EO
climate using the Military EO Climate
Survey? (Within 3 months of assuming
command, EUSA Suppl 1 to AR 600-20 Para 6-2
g, 12)
___
___
5. Does the unit have the following policy
letters displayed on the unit bulletin board:
EO Program , Sexual Harassment and
Complaint Procedures?
___
___
___
___
6. Are commander policy letters written/
posted in both English and Hangul?
___
___
7. Does EO training, include but not limited
to sexual harassment, and is it being
conducted as required? (quarterly)
(EUSA Suppl 1 to AR 600-20, Para 6-14)
___
___
8. Are attendance records for all EO training
being properly maintained?
(AR 600-20, 6-14, 2, EUSA Supp to AR 600-20
App D-5,c)
___
___
9. Are records for all formal EO complaints
being properly maintained?
(EUSA Suppl 1 to AR 600-20, AppE-11)
___
10. Have actions been taken to increase
sensitivity to and awareness of acts of
sexual harassment? (AR 600-20, 7-2c)
___
___
11..Are promotions, non-judicial punishment,
discharges, reenlistment, and awards, being
administered equitably? (AR 600-20, IO4)
___
___
12. Has the commander taken any proactive
measures to identify any acts of sexual
harassment that soldiers may be reluctant
to openly report? (If so what actions)
___
REMARKS
(IAW EUSA Affirmative Action Plan, EUSA
Suppl 1 to AR 600-20, App D2f)
___
___
13. Is there an effective EO off-post
housing information program?
(AR 210-50, 6-5c)
___
___
14. Are off-post establishments monitored
to ensure that soldiers, DOD civilians,
and family members are not discriminated
against or harassed? (AR 600-20, 6-7a
___
___
15 Have classes on Korean culture and
customs been included as a part of EO
training? And is it on unit training schedule?
(EUSA Suppl 1 to AR 600-20, 6-17j)
___
___
16. Is EO training on the KATUSA Program
being conducted as required?
(EUSA Reg 600-2, 1-14)
___
___
17. Are KATUSA soldiers participating
in unit EO training?
(EUSA Suppl 1 to AR 600-20, 6-14a2)
___
___
18. Are KATUSA soldiers being placed in
leadership positions commensurate with
their rank? (EUSA Reg 600-2, Ch 2)
___
___
19. Are KATUSA and U.S. soldiers
integrated in barracks rooms?
(EUSA Reg 600-2, 1-10f3)
___
___
20. Are KATUSA soldiers integrated into
the unit and provided messing, duty assignments,
use of day rooms, equipment, and other
facilities equally with their US counterparts?
(EUSA Reg 600-2, 1-10f1)
___
___
21. Are KATUSA soldiers being provided
personnel services? (Awards)
(EUSA Reg 600-2, Ch 4)
___
___
22. Are KATUSA soldiers being provided
leave time, passes and holidays?
(EUSA Reg 600-2, Ch 4)
___
___
23. Are EO personnel provided adequate
facilities to conduct interviews?
(EUSA Suppl 1 to AR 600-20, App D-4c)
___
___
24. Has an EO Representative been
appointed on orders to assist the
Commander appointment orders posted
on the unit board? (AR 600-20, 6-6f)
___
___
25. Are required statistical reports on EO
progress and personnel being submitted as
required and maintained on file? (AR 600-20, 6-16)
___
___
26. Are sensing sessions or surveys being
conducted to assess the EO climate within
the command? (AR 600-20, 6-14c4)
___
___
27. Is commander conducting Command
Climate Survey as required by Brigade SOP
and higher headquarters?
___
___
a. AR 600-20, Interim Change 4
(EUSA Suppl 1 to AR 600-20,6-14, App a)
___
___
b. EUSA Reg 600-2
(EUSA Suppl 1 to AR 600-20,6-14, App a)
___
___
c. EUSA Supplement 1 to AR
600-20 (EUSA CG/HRD EO)
___
___
d. AR-27-3 Legal Assistance
((EUSA Suppl 1 to AR 600-20,6-14, App a)
___
___
e. AR-210-50 Housing Management
(EUSA Suppl 1 to AR 600-20,D-3a)
___
___
f. DA Pam 350-20 Unit EO Guide
(AR 600-20, 6-14a1)
___
___
g.
DA Pam 600-26 Department of the
Army Affirmative Action Plan
___
___
h.
DA Pam 600-69 Unit Climate Profile
Commander’s Handbook
___
___
i. TC 26-6 Commander’s EO Handbook
(AR 600-20, 6-14a1)
___
___
28. Are the following regulations on hand?
Table 6-1
Special/Ethnic Observances Timetable
Month: January
Dates: 3d Monday
Observance: Martin Luther King, Jr., Birthday
Authority/Comment: Public Law 98-144, Nov 83 (Federal Holiday)
Month: February
Dates: 1 – 28 /29
Observance: African-American/Black History Month
Authority/Comment: First Presidential Proclamation, Feb 76
Month: March
Dates: 1 - 31
Observance: Women’s History Month
Authority/Comment: Public Law 100-9, Mar 87
Month: April/May
Dates: Sunday to Sunday for Week incorporating Yom Hashoah
Observance: “Days of Remembrance” for Victims of the Holocaust
Authority/Comment: Public Law 96-388, Oct 80
Month: May
Dates: 1 – 31
Observance: Asian Pacific Heritage Month
Authority/Comment: First Presidential Proclamation, May 91
Month: August
Dates: 26
Observance: Women’s Equality day
Authority/Comment: First Presidential Proclamation, Aug 73
Month: September/October
Dates: 15 Sep – 15 Oct
Observance: National Hispanic Heritage Month
Authority/Comment: Public Law 100-402, Aug 88
Month: November
Dates: 1 – 30
Observance: National Native American Indian Heritage Month
Authority/Comment: Public Law 102-188, Mar 92
Enclosure 5