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805C-PAD-3238 (SL3) - Enforce the Equal Opportunity Program

Standards: Demonstrated personal behavior and leadership consistent with the EO and sexual harassment policies. Enforced compliance with the Army EO, sexual harassment, and the Army extremist activities policies.

Conditions:
You are a unit/section leader
responsible for the supervision of
personnel. Personnel include both males and
females and represent different races,
colors, religions, and national origins. You
have access to AR 27-10, AR 600-13, AR
600-20, DA Pam 350-20, DA Pam 600-26, DA Pam
600-75, DODD 7050.6, Manual for Courts
Martial, and the Army and unit equal
opportunity (EO) and sexual harassment
policies.

Standards:
Demonstrated personal behavior and
leadership consistent with the EO and sexual
harassment policies. Enforced compliance
with the Army EO, sexual harassment, and the
Army extremist activities policies.

Performance
Steps

1.   Act in accordance with the Army’s EO and sexual
harassment policies.

a.
Demonstrate Army Values
associated with EO.

(1) 
Display unquestionable
loyalty.

(2) 
Follow your higher duty
to the Army and the nation.

(3) 
Treat people as they
should be treated.

(4) 
Live up to all the Army
Values.

b.
Conform to the Army’s EO
and sexual harassment policies by
avoiding-

(1) 
Making racial or sexual
comments and/or gestures.

(2) 
Making national origin
or religious comments/jokes/slurs.

(3) 
Displaying racist or
sexually offensive visual
materials.

(4) 
Making unsolicited and
unwelcome sexual contact with
fellow soldiers.

(5) 
Stereotyping fellow
soldiers or making assumptions
about their cultural background,
race, religion, or beliefs.

(6) 
Using profanity or
sexually oriented language.

(7) 
Discounting the
religious beliefs of fellow
soldiers.

(8) 
Belonging to extremist
organizations or participating in
extremist activities.

c.
Demonstrate leadership
consistent with EO and sexual
harassment policies.

(1) 
Treat subordinates with
dignity and respect.

(2) 
Treat subordinates
fairly and equally.

(3) 
Recognize and respect
subordinates’ individual needs,
aspirations, and capabilities.

(4) 
Avoid discriminating
against subordinates based on
race, color, national origin,
gender, or religion.

(5) 
Avoid using language
that demeans, excludes, or offends
subordinates.

2.   Promote EO and interpersonal harmony within the
unit.

a.
Conduct assessments of
the EO climate within the unit.

b.
Promote interaction among
soldiers of different races and
genders.

c.
Ensure subordinates
respect the cultural background of
fellow soldiers.

d.
Ensure subordinates
communicate openly and honestly with
each other.

e.
Consider support for EO
when making recommendations for
assignment, promotions, awards, and
reenlistment of soldiers.

f. 
Ensure subordinates
understand Army and unit EO and
sexual harassment policies and
procedures.

(1) 
Ensure subordinates
understand required standards of
behavior.

(2) 
Counsel subordinates on
legal and administrative
repercussions of EO/sexual
harassment violations.

(3) 
Ensure subordinates
understand recommended techniques
for dealing with sexual
harassment.

(4) 
Ensure subordinates
understand the EO and sexual
harassment complaint process.

(5) 
Ensure subordinates
know the identities and roles of
the unit EO representative and EO
advisor.

(6) 
Ensure subordinates
understand the Army policy on
extremist activities and
organizations.

(7) 
Ensure subordinate
leaders understand their
responsibilities for enforcing EO
and sexual harassment policies.

3.   Promptly resolve EO and sexual harassment
violations.

a.
Make on-the-spot
corrections of subordinates whose
behaviors are contrary to Army EO
and sexual harassment policies.

(1) 
Correct soldiers using
racist or sexually harassing
nonverbal gestures.

(2) 
Correct soldiers making
racist or sexually harassing
verbal comments.

(3) 
Correct soldiers
displaying racist or sexually
harassing visual materials.

b.
Act promptly to resolve
EO and sexual harassment
violations/incidents.

(1) 
Conduct an evaluation
of the violation/incident.

(2) 
Take prompt and
effective action to preclude
recurrence.

(3) 
Counsel soldiers who
commit EO violations or who
sexually harass.

(4) 
Inform the chain of
command.

(5) 
Conduct follow-up
assessment.

c.
Assist in resolving
formal EO and sexual harassment
complaints within required
timelines.

(1) 
Provide all required
information to investigating
personnel within established
timelines.

(2) 
Implement required
corrective actions and monitor
results.

(3) 
Avoid allowing
intimidation, harassment, or
reprisal against soldiers for
making complaints.

(4) 
Assist follow-up
assessments of corrective actions.

Evaluation
Preparation:

Setup: This
task can be tested in an administrative or
field environment. Give the soldier a
scenario that provides sufficient
information to evaluate his or her knowledge
of the Army’s EO and sexual harassment
polices, prohibited acts, and actions that
should be taken if a violation occurs.

Brief
Soldier:
Inform soldier that he will be
tested on his knowledge of the Army’s EO and
sexual harassment polices, prohibited acts,
and actions that should be taken if a
violation occurred.

Performance
Measures

GO

NO
GO

1.   Acted in accordance with the Army’s EO and sexual
harassment policies.





a.
Demonstrated Army Values
associated with EO.

 


 


(1) 
Displayed
unquestionable loyalty.

 


 


(2) 
Followed higher duty to
the Army and the nation.

 


 


(3) 
Treated people as they
should be treated.

 


 


(4) 
Lived up to all the
Army Values.

 


 


b.
Conformed
to the Army’s EO and sexual
harassment policies.

 


 


(1) 
Avoided making racial
or sexual comments and/or
gestures.

 


 


(2) 
Avoided making national
origin or religious
comments/jokes/slurs.

 


 


(3) 
Avoided displaying
racist or sexually offensive
visual materials.

 


 


(4) 
Avoided making
unsolicited and unwelcomed sexual
contact with fellow soldiers.

 


 


(5) 
Avoided stereotyping
fellow soldiers or making
assumptions about their cultural
background, race, religion, or
beliefs.

 


 


(6) 
Avoided using profanity
or sexually oriented language.

 


 


(7) 
Avoided discounting the
religious beliefs of fellow
soldiers.

 


 


(8) 
Avoided belonging to
extremist organizations or
participating in extremist
activities.

 


 


c.
Demonstrated
leadership consistent with EO and
sexual harassment policies.

 


 


(1) 
Treated subordinates
with dignity and respect.

 


 


(2) 
Treated subordinates
fairly and equally.

 


 


(3) 
Recognized and
respected subordinates’ individual
needs, aspirations, and
capabilities.

 


 


(4) 
Avoided discriminating
against subordinates based on
race, color, national origin,
gender, or religion.

 


 


(5) 
Avoided using language
that demeaned, excluded, or
offended subordinates.

 


 


2.   Promoted EO and interpersonal harmony within the
unit.





a.
Conducted assessments of
the EO climate within the unit.

 


 


b.
Promoted
interaction among soldiers of
different races and genders.

 


 


c.
Considered
support for EO when making
recommendations for assignment,
promotion, award, and reenlistment
of soldiers.

 


 


d.
Ensured
subordinates understood Army and
unit EO and sexual harassment
policies and procedures.

 


 


e.
Ensured
subordinate leaders understood their
responsibilities for enforcing EO
and sexual harassment policies.

 


 


3.   Promptly resolved EO and sexual harassment
violations.





a.
Made on-the-spot
corrections of subordinates whose
behaviors were contrary to Army EO
and sexual harassment policies.

 


 


b.
Acted
promptly to resolve EO and sexual
harassment violations/incidents.

 


 


(1) 
Conducted an evaluation
of the violation/incident.

 


 


(2) 
Took prompt and
effective action to preclude
recurrence.

 


 


(3) 
Counseled soldiers who
committed EO violations or who
sexually harassed.

 


 


(4) 
Informed the chain of
command.

 


 


(5) 
Conducted follow-up
assessment.

 


 


c.
Assisted
in resolving formal EO and sexual
harassment complaints within
required timelines.

 


 


d.
Avoided
allowing intimidation, harassment,
or reprisal against those making
complaints.

 


 


Evaluation
Guidance:
Score the soldier GO for each
performance measure accomplished. Score the
soldier NO GO for each performance measure
not accomplished. Soldier must receive a GO
on all performance measures to receive a GO
for the task. If the soldier receives a NO
GO, show him the performance measures he
missed.

References

 

Required

Related

 

AR
600-13

 

 

AR
600-20

 

 

DA
Pam 350-20

 

 

DA
Pam 600-26

 

 

DODD
7050.6

 

 

MCM
2002

 


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