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«1. REISSUANCE AND PURPOSE This Directive: 1.1. Reissues reference (a). 1.2. Regulates the Department of Defense MEO Program and assigns ...»

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Department of Defense

DIRECTIVE

NUMBER 1350.2

August 18, 1995

Certified Current as of November 21, 2003

Incorporating Change 2, June 8, 2015

USD(P&R)

SUBJECT: Department of Defense Military Equal Opportunity (MEO) Program

References: (a) DoD Directive 1350.2, subject as above, December 23, 1988 (hereby canceled)

(b) DoD Human Goals Charter (signed by the Secretary of Defense, Deputy

Secretary of Defense, Secretaries of the Military Departments, Chairman of the Joint Chiefs of Staff, and Service Chiefs), May 19, 1994 1 (c) Secretary of Defense Memorandum, "Equal Opportunity (EO)," March 3, 1994 (d) Secretary of Defense Memorandum, "Prohibition of Sexual Harassment in the Department of Defense (DoD)," August 22, 1994 (e) through (o), see enclosure 1

1. REISSUANCE AND PURPOSE

This Directive:

1.1. Reissues reference (a).

1.2. Regulates the Department of Defense MEO Program and assigns responsibilities for ensuring DoD-wide compliance with the broad program objectives outlined in references (b), (c), and (d).

1.3. Provides for education and training in EO and human relations.

____________________

References (b) through (e) are on file in the Office of the Deputy Assistant Secretary of Defense (Equal Opportunity), Pentagon, Washington, DC, (703) 697-6381 or DSN 227-6381.

DODD 1350.2, August 18, 1995

1.4. Prescribes the functions of the Defense Equal Opportunity Council (DEOC) and the Defense Equal Opportunity Management Institute (DEOMI).

1.5. Establishes Department-wide standards for discrimination complaint processing and resolution as set forth in the DEOC Task Force on Discrimination and Sexual Harassment Report (reference (e)). The recommendations contained in the DEOC Task Force Report are set out in section 6.; implementation of this Directive shall be consistent with sections 4. and 6., below.

1.6. Provides standard terms and definitions pertaining to the MEO program.

2. APPLICABILITY This Directive applies to the Office of the Secretary of Defense (OSD), the Military Departments, the Chairman of the Joint Chiefs of Staff, the Combatant Commands, the Defense Agencies, and the DoD Field Activities (hereafter referred to collectively as "the DoD Components"). The term "Military Services," as used herein, refers to the Army, the Navy, the Air Force, the Marine Corps, and the U.S. Coast Guard when it is operating as a Service in the Department of the Navy.

3. DEFINITIONS Terms used in this Directive are defined in enclosure 2. Service implementing documents shall adopt the terms contained herein and shall define those terms exactly as they are defined in this Directive.

4. POLICY

It is DoD policy to:

4.1. Support the MEO program as a military and economic necessity, as stated by the Secretary of Defense (reference (c)), and enforce the provisions of this Directive in developing operating EO policies and programs at all levels of activity. Toward that end, Component heads are charged with promoting EO and affirmative actions, and for eliminating unlawful discrimination and sexual harassment within the Department.

4.2. Promote an environment free from personal, social, or institutional barriers that prevent Service members from rising to the highest level of responsibility possible. Service members shall be evaluated only on individual merit, fitness, and capability. Unlawful discrimination against persons or groups based on race, color, religion, sex, or national origin is contrary to good order and discipline and is counterproductive to combat readiness and mission accomplishment. Unlawful discrimination shall not be condoned.

Change 2, 06/08/2015 2 DODD 1350.2, August 18, 1995

4.3. Use the chain of command to promote, support, and enforce the MEO program. The chain of command is the primary and preferred channel for identifying and correcting discriminatory practices. This includes the processing and resolving of complaints of unlawful discrimination and sexual harassment, and for ensuring that human relations and EO matters are taken seriously and acted upon as necessary. The chain of command is responsible for creating and maintaining a MEO environment that incorporates the policies set out in this Directive.

4.4. Ensure that the Military Services (to include the Reserve components) establish MEO and affirmative action programs that identify and resolve EO problems through formulating, maintaining, and reviewing affirmative action plans (AAPs) with established objectives and milestones, including accountability in personnel management, consistent with DoD Instruction 1350.3 (reference (f)).

4.5. Provide periodic, mandatory education and training in EO and human relations at installation and fleet unit commands, during pre-commissioning programs and initial entry training, and throughout professional military education (PME) systems, as part of the overall effort to achieve EO within the Department of Defense. This training shall be provided to all Service members, enlisted and officer, including flag and general officers. The training shall include comprehensive material on leadership roles and responsibilities for EO programs, complaints processing, legal implications, reprisal prevention and detection, climate assessment methodologies, and managing civilian equal employment opportunity (EEO) systems.





4.6. Provide for an environment that is free from unlawful discrimination and sexual harassment. (See items E2.1.15. and E2.1.16., enclosure 2.)

4.7. Ensure that all on-base activities and, to the extent of the ability of the Department of Defense, any off-base activities available to military personnel are open to all military personnel and their family members regardless of race, color, religion, age, physical or mental disability, sex, or national origin, as called for by the DoD Human Goals Charter (reference (b)).

4.7.1. Organizations or administering activities that do not meet this requirement shall be denied the use of military facilities and resources in accordance with DoD Directive 5410.18 (reference (g)).

4.7.2. Organizations that use on-base facilities, whether on a reimbursable basis or otherwise, must satisfy the responsible area or activity commander that they do not unlawfully discriminate through their membership requirements or in any of their activities.

4.8. Oppose discrimination in off-base housing directed against DoD personnel and their family members. Each commander shall take actions to overcome such discrimination and to impose off-limits sanctions in housing cases, as required by DoD Instruction 1100.16 (reference (h)).

–  –  –

4.9. Impose, as required, off-limits sanctions through the cognizant Armed Forces Disciplinary Control Board in cases of discrimination involving places of public accommodation outside military installations.

5. ORGANIZATIONS AND FUNCTIONS

5.1. There is established a DEOC.

–  –  –

5.1.1.1. Advise the Secretary of Defense on policies for EO matters.

5.1.1.2. Coordinate policy and review the military and civilian EO programs.

–  –  –

5.1.1.4. Assist in developing policy guidance for education and training in EO and human relations for DoD personnel.

5.1.1.5. Provide oversight and ensure resourcing for the DEOMI.

–  –  –

5.1.2.2. The Under Secretary of Defense for Personnel and Readiness, who shall serve as the Vice-chair.

5.1.2.3. The Deputy Assistant Secretary of Defense for Equal Opportunity (DASD(EO)), who shall serve as the Executive Secretary.

–  –  –

5.1.2.8. The Assistant Secretary of Defense for Force Management Policy (ASD(FMP)).

5.1.2.9. The Assistant Secretary of Defense for Command, Control, Communications, and Intelligence.

–  –  –

5.1.2.10. The Director of Administration and Management, Office of the Secretary of Defense.

5.2. There is established a DEOMI.

5.2.1. The mission of DEOMI is to enhance combat and operational readiness by enhancing unit and organizational leadership and cohesion. This is accomplished by developing and conducting education and training in the administration of military, EO, EEO, and human relations.

5.2.1.1. The primary focus of DEOMI shall be on the training and education of

DoD and Coast Guard military and civilian personnel to include the following:

5.2.1.1.1. Providing primary training for all DoD military and civilian personnel assigned to EO, EEO, and human relations programs, to include training on policies and programs on the prevention of sexual harassment and participation in extremist activities.

Contractors retained by Defense organizations to perform EO/EEO-related functions shall also be afforded space available access to this training on a reimbursable basis. The full cost for contractor attendees shall be the sole responsibility of the sponsoring organization.

5.2.1.1.2. Providing special seminars and briefings for senior civilian and military leaders, including a mandatory 2-day program for all officers newly appointed to the grade of brigadier general or rear admiral (lower half) and all new members of the Senior Executive Service, and training for officers in the grade of major general and rear admiral, and above, and DoD civilians serving in Executive Schedule positions. To the extent possible, speakers and instructors for the mandatory 2-day program should at least be at a grade comparable to the target audience. The curricula for those courses shall be reviewed and approved by the ASD(FMP).

5.2.1.1.3. Providing assistance or consultation services, upon request, to DoD organizations, including professional military education (PME) schools in developing curricula and educational materials for EO, EEO, and human relations education.

5.2.1.1.4. Disseminating educational training materials to assist EO/EEO advisors and human relations instructors in remaining current in the EO/EEO subject area and in otherwise developing professionally.

5.2.1.2. Additional functions and activities of DEOMI shall include the

following:

5.2.1.2.1. Performing EO, EEO, and human relations research with the Military Services, special research-related projects on request in support of the DEOC, and acting as a clearinghouse to monitor and disseminate research findings relavent to DoD and Coast Guard activities on EO, EEO, and human relations.

Change 2, 06/08/2015 5 DODD 1350.2, August 18, 1995 5.2.1.2.2. Developing procedures for the dissemination of reference resources, lesson plans, research papers, and demographic databases that support programs outlined in this Directive through the use of existing computer-based electronic systems, such as electronic mail and establishment of a world wide web page on the internet and technologies such as teleconferencing to support EO/EEO advisors and specialists throughout the Military Services, and to link DoD human relations professionals, senior commanders, and Heads of Defense Agencies and DoD Field Activities worldwide.

5.2.1.2.3. Supporting research on the EO/EEO climate and sexual harassment in the Military Services and administering the Military Equal Opportunity Climate Survey (MEOCS) program as a by-request service for commanders and organization heads throughout the Department of Defense. DEOMI is authorized to conduct, in coordination with the Defense Manpower Data Center (DMDC), periodic random sample EO/EEO or human relations surveys of the Services and relevant Service subgroups to determine the status of the EO/EEO climate in the Department of Defense. For other surveys, DEOMI shall coordinate with DMDC and the Services involved before conducting surveys and research involving their members.

5.2.1.2.4. Serving in an advisory capacity to other Federal Departments and Agencies and to State and local governments and private sector organizations, as determined by the DEOMI Commandant consistent with applicable law and regulations and after consultation with the ASD(FMP) through the DASD(EO).



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