Services Provided

Human Relation Education Training

Key Personnel Briefings

Organizational Assessments

Equal Opportunity & Treatment Incidents

Alternate Dispute Resolutions

Discrimination Complaints

Special Observance Advisors

Discrimination

It is against AF policy for any Airman, military or civilian, to discriminate against, harass, intimidate or threaten another Airman on the basis of race, color, religion, sex, national origin, or sexual orientation.  To include, age disability, reprisal or genetic information for civilian employees.

Sexual Harassment

Sexual harassment includes unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature particularly when submission to or rejection of such conduct is used as a basis for employment decision affecting the person.

EO Documents

Equal Opportunity Brochure
Equal Opportunity Flier   (Please print for Bldg. Info Boards.)
Equal Opportunity Post Cards (print 4 up.)
ADR Tri-fold
Equal Opportunity Seal

Stay Connected

Little Rock AFB Public Affairs
19th AW/PA
1255 Vandenberg Blvd.
Suite 138
Little Rock AFB, AR
72099-4929
(501) 987-3601

 

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Equal Opportunity

Mission

To eliminate unlawful discrimination and sexual harassment against military and civilian employees, family members, and retirees based on race, color, religion, national origin, sexual orientation, or sex, to include age and disability for DOD civilian employees. Unlawful discrimination and sexual harassment are contrary to good order and discipline and counterproductive to combat readiness and mission accomplishment.

Equal Opportunity Poster

Know Your Role

AS A COMMANDER

  • Strongly emphasize zero tolerance!
  • Investigate allegations of unlawful discrimination and sexual harassment
  • Protect members who file complaints against forms of reprisal or retaliation
  • Commanders must provide EO with a synopsis of allegations and corrective actions taken when EO issues are handled within their organizations

AS A SUPERVISOR

  • Set a positive example on/off duty
  • Reinforce zero tolerance policy
  • Take action on every issue
  • Address rumors
  • Keep chain of command informed of issues affecting the workplace
  • Give feedback on issues worked

AS A FRIEND/CO-WORKER

  • Recognize when standards are not met
  • Clarify perceptions
  • Document incidents (who, what where, when how)
  • Consider confronting alleged offender
  • Know your chain of command/helping agencies
  • Report any forms of reprisal to IG

AS A COMPLAINANT

  • Be a good listener and take action
  • Encourage resolution in a timely manner
  • Report to proper authorities-anonymous if necessary—Include EO

ADR

Alternate Dispute Resolution (ADR) includes mediation, facilitation, structured negotiation, and other collaborative problem solving techniques, often produce outcomes that are more efficient and effective than traditional, adversarial methods of dispute resolution.  The AF strongly encourages the voluntary use of ADR to resolve complaints whenever it is practicable and appropriate to do so.

Military Complaint Process

Informal

There is no time limit for filing informal complaints

Confront the alleged offender advising him/her to stop and that continuation of the behavior will result in a formal complaint action.  The EO office, co-worker, or chain of command can intervene on your behalf to help resolve the issue.

 

Formal

The EO office will not accept a complaint more than 60 calendar days after the alleged offense occurred unless the installation commander approves.

The EO office will conduct the formal complaint clarification.

Civilian Complaint Process

Pre-Complaint

There is no time limit for filing informal complaints

Confront the alleged offender advising him/her to stop and that continuation of the behavior will result in a formal complaint action.  The EO office, co-worker, or chain of command can intervene on your behalf to help resolve the issue.

 

Formal

The initial contact with the EO office must be within 45 days of the date of the matter alleged to be discriminatory or, in the case of personnel action, within 45 days of the effective date of the personnel action. 

 

The 45 day limit may be extended for reasons outlined in 29 CFR 1614.102 (a) (2).

AF/DoD Resources

AFI 36-2706        EO Programs

AFI 36-2707        Nondiscrimination in DoD

                             Programs                       

AFI 51-903          Dissident and Protest

                             Activities                     

DODD 1350.2     Military EO Program

DODD 1300.17   Religious Accommodation