Equal Opportunity Advisors/Sexual Harassment/Assault Response and Prevention TEAM
MISSION STATEMENT: Provide equal opportunity advice, support, and training to Commanders, Equal Opportunity Advisers, Service Members, Department of the Army Civilians, and Family Members, assigned and or attached to the 3rd Infantry Division.
DIV EO/SHARP PM
LTC Anderson, William J.
DIV SR EOA/SHARP
MSG Phillips, Jaime A.
SFC Robinson-Holliman, Lydwina
SFC Lewis, Natalie
SFC Young, Christopher
SFC Deleon, Ralph
SFC Pate, Kristopher
SFC Ward, James
SFC Prestridge, Julia
SFC Dave, Sanyo
EO Special | Ethnic Observances
Division EO Newcomers Tri-Fold
Equal Opportunity Leaders Course (EOLC) Schedule
Next Class Date: 05-14 MARCH 2012
07-16 MAY 2012
17-26 SEPTEMBER 2012
Welcome to the Equal Opportunity Leaders (EOL) Corner
Who can be an Equal Opportunity Leader?
Battalion and Company level commanders (and activities/organizations without assigned EO personnel) will appoint EOLs in the rank of SGT (P) through 1LT in writing and appointed Soldier must successfully complete the Equal Opportunity Leaders Course (EOLC).
Soldiers who are graduates of DEOMI (Equal Opportunity Advisors Course) and have been awarded enlisted Skill Qualifying Identifier (SQI) Q (Equal Opportunity Advisor (EOA) or officer Additional Skill Identifier (ASI) 5T are still available to perform as unit EOLs after successful completion of their special duty tour as an EOA.
Role of the Equal Opportunity Leader:
- Assist commanders in addressing EO climate detractors
- Continuously assist commanders in the conduct of unit climate assessments
- Prepare and assist the commanders in the conduct of EO training
- Establish and maintain liaison with other EOLs and the EOA at higher headquarters
- Assist commanders and assigned project officers in preparing and conducting ethnic observances and special commemorations
- Assist complainants by referring them to an appropriate agency for assistance (advise the EOA of the referral to alternate agency)
- Serve as a resource person for EO matters in the unit
- EOLs do not take formal EO complaints
- EOLs cannot conduct investigations
- EOLs are not trained to fully advise AR 15-6 investigating officers (except: in the capacity of a commissioned officer and as a disinterested, third party. However this situation should not concern EO complaints within their organization)
Equal Opportunity Leaders Book
Equal Opportunity Leaders are required to maintain an Equal Opportunity Leaders Book. This book will include documented training, MFRs for command climate surveys and feedback to the unit, EOL training certificate and appointment orders, unit and two echelons higher policy letters, and copies of required organizations.
The following is an example for all 3RD ID EOL’s to follow but is not limited to:
Unit Equal Opportunity Bulletin Board
Equal Opportunity Boards should be placed in clear sight for all Soldier, their family members and DA Civilians to see. Equal Opportunity Boards should be by themselves and not shared with any other programs; and should be kept current at all times. See example below for required/recommended Equal Opportunity Board materials.
Leaders will conduct mandatory unit EO/Prevention of Sexual Harassment training quarterly. Commanders will document training on the unit’s training schedule and lead the training (or be present, EOLs may give the classes).
At a minimum, two of the quarters will consist of Prevention of Sexual Harassment (recommend these two quarters of training not be given back to back). The other two quarters will consist of training that is interactive, small group, discussion-based (for example, using the consideration of others methodology) and can focus on these topics—
- Objectives of the Army EO program
- Army and local command policies on EO
- Objectives of the EOAPs
- Behavioral characteristics and other indicators of EO problems, what behaviors are and are not appropriate, and acceptable behaviors leading to unit cohesion and teamwork
- The impact of individual and institutional discrimination on mission accomplishment
- Proper handling of EO complaints and the EO complaint system
- Indentifying, dealing with, preventing, and eliminating racial and ethnic discrimination and sexual harassment
- Legal and administrative consequences of participating in acts of unlawful discrimination and sexual harassment
- Individual responsibilities of both Soldiers and DA Civilians concerning EO and the prevention and eradication of sexual harassment (that is, 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)
- The importance of honest and open interpersonal communications in promoting a healthy unit climate
- Unit Climate Assessment – what it is, what it is used for, what makes it important, how it is done, what its results mean and what to do about various results
Discrimination. Any action that unlawfully or unjustly results in unequal treatment of persons or groups based on race, color, gender, national origin, or religion.
Disparaging Terms. Terms used to degrade or connote negative statements pertaining to race, color, gender, national origin, or religion. Such terms may be expressed as verbal statements, printed material, visual material, signs, symbols, posters, or insignia. The use of these terms constitutes unlawful discrimination.
Equal Opportunity. The right of all persons to participate in, and benefit from, programs and activities (for example, career, employment, educational, social) for which they are qualified. These programs and activities will be free from social, personal, or institutional barriers that prevent people from rising to the highest level of responsibility possible. Persons will be evaluated on individual merit, fitness and capability, regardless of race, color, sex, national origin or religion.
Gender Discrimination. The action taken by an individual to deprive a person of the right because of their gender. Such discrimination can occur overtly, covertly, intentionally or unintentionally.
National Origin. An individual’s place of origin or that of an individual’s ancestors. The term also applies to a person who has the physical, cultural or linguistic characteristics of a national group.
Prejudice. A negative feeling or dislike based upon a faulty or inflexible generalization (that is, prejudging a person or group without knowledge or facts). Race. A division of human beings identified by the possession of traits transmissible by descent and that is sufficient to characterize persons possessing these traits as a distinctive human genotype.
Racism. Any attitude or action of a person or institutional structure that subordinates a person or group because of skin color or race.
Religion. A personal set or institutional system of attitudes, moral or ethical beliefs and practices held with the strength of traditional views, characterized by ardor and faith, and generally evidenced through specific observances.
Sexism. Attitudes and beliefs that on gender is superior to another.
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