102IW Equal Opportunity

Human Relations Education Training

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102nd INTELLIGENCE WINGEqual Opportunity Advisor

MSgt. AliceaEO Advisor

Discrimination - Sexual Harassment – Mediation/Alternate Dispute Resolution - Statistical Data - Human Relations Education – Informal or Formal Complaint Processing – Diversity Programs and Mentoring.

Ground Rules

• Respect difference of opinions• Non-attribution• Participation• Do not leave with any unanswered questions• Sensitive to others

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Overview• Workforce Diversity• Discrimination• Sexual Harassment• Extremism/Hate Groups• Policies Governing Equal Opportunity• Complaint Process

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Human Relations Education Program

Discrimination

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• It is unlawful to discriminate against an individual or group because of their race, color, national origin, religion or gender.

• The ANG recognizes that all written or verbal communications degrading individuals on the basis of these protected categories represent a form of unlawful discrimination.

• This includes discrimination based on an individual’s birthplace, ancestry, culture or the linguistic characteristics common to a specific ethnic group.

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Protective Categories

race, color, religion, national origin, gender, retaliation, age and physical handicap.

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A form of discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Definition of Sexual Harassment

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TYPES OF SEXUAL HARASSMENT

•Quid Pro Quo Latin “This for That”

•Hostile Environment

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QUID PRO QUO•Latin term meaning, “this for that”•Conditions placed upon a person’s career or terms of employment in return for sexual favors•Promises of career advancement, promotions, and other benefits, should the victim give-in to the sexual advances

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HOSTILE ENVIRONMENT•Unwelcome and Demeaning sexually related behavior that creates an Intimidating, Hostile, or Offensive work environment.•Subtle•One incident or several•Intent of harasser is Irrelevant•Perception or Impact of harassed person•Unsolicited comments and/or behaviors of a sexual nature

Sexual Harassment Costs• Reduced Individual Productivity• Sick Leave• Replacing Employees• Reduced Group Productivity

Extremist/Supremacist Groups

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Supremacist - Any person(s) maintaining the ideology, quality, state of being, or position of being superior to all others in something.

Extremist - A person who advocates the use of force or violence; advocates supremacist causes based on race, ethnicity, religion, gender, or national origin; or otherwise engages to deprive individuals or groups or their civil rights.

Extremist Organizations - A group that advocates the use of force or violence, advocates supremacist causes; based on ethnicity, religion, gender, or national origin; or otherwise engages in efforts to deprive individuals or groups of their civil rights.

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National Guard Members may not actively participate

in organizations that:hEspouse supremacist causes.hAdvocate illegal discrimination based on race,

ethnicity, color, sex, religion or national origin.hAdvocate the use of force or violence.hEngage in efforts to deprive individuals of their

rights

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National Guard members are prohibited from:

hPublicly demonstrating/rallying.hFund Raising.hRecruiting and training members.hOrganizing/leading such groups.

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ANGI 36-7 1.2.1.It is Department of Defense (DoD), Air Force (AF) and Air National Guard (ANG) policy not to condone or tolerate Unlawful Discrimination or Sexual Harassment within the Armed Forces.

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Human Relations Education Program

Complaint Processing

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What happens when you visit EO?• We listen to your issue or concern.• We will let you know if in fact your issue or concern has criteria for Discrimination or Sexual Harassment violations.• Your visit is documented on an AF Form 1271, “Record of Assistance”.• We give you the option to put forth an Informal or Formal Complaint. 05/01/2023 19102ND IW EO Office - Together We Succeed

• 180 days from the date of the Discrimination or Sexual Harassment event to file.

• 30 Days or through the next UTA to respond to resolution.

• The complaint is taken and recorded on NGB Form 333.

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Informal/Formal Complaint Process – Traditional Guardsmen

• State Equal Employment Manager (SEEM) within 45 days of incident.

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Informal/Formal Complaint Process – Technician Dual Status (Title 32)

• 180 days from the date of the Discrimination or Sexual Harassment event to file.

• 14 Days to respond to resolution.• The complaint is taken and recorded on NGB

Form 333.

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Informal/Formal Complaint Process – AGR Status (Title 10)

Formal Complaint Process• End of the informal stage you have 15 days

to decide whether you wish to file a formal complaint.

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Retaliation

• ANG Policy makes it illegal to fire, demote, harass, or otherwise “retaliate” against member/s because they filed a complaint against Discrimination or Sexual Harassment

• Acts of Retaliation will be reported to the 102nd Inspector General for formal investigation.

ANGI 36-7, 2.7.3

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