Maneuver Center of Excellence Equal Opportunity Site

Maneuver Center of Excellence Equal Opportunity

Purpose

The MEO Program formulates, directs, and sustains a comprehensive effort to maximize human potential and to ensure fair treatment for all Soldiers based solely on merit, performance, and potential in support of readiness. MEO philosophy is based on fairness and justice. Commanders are responsible for sustaining a positive Command climate within their units. The goals of the MEO program are to:

• Build and maintain a cohesive, combat ready Army which is focused and determined to accomplish its mission.
• Provide support to Soldiers, both on and off-post, and within the limits of the laws of localities, states, and host nations.
• Ensure MEO exists for all Soldiers.
• Ensure every Soldier is treated with dignity and respect.
• Support commanders at all levels and MEO professionals and EO Leaders (EOLs) who are responsible for the execution of MEO policies in their units.

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The Army Harassment Prevention and Response Program (hazing, bullying, and discriminatory harassment)

The Army is a values-based organization where everyone is expected to do what is right by treating all persons as they should be treated—with dignity and respect. Army personnel are expected to treat all people with respect in all aspects of life and forms of communication (for example, online or in person). Furthermore, Army personnel, especially those entrusted with the mantle of leadership, will lead by example and do what is right to prevent abusive treatment of others. Failure to do so brings discredit on the Army and may have strategic implications. Hazing, bullying, and discriminatory harassment of people or their property is prohibited; allegations of harassment will be addressed swiftly, individually, and in light of their circumstances. Discriminatory harassment undermines trust, violate ethics, and negatively impact command climate and readiness.

Army regulation defines hazing, bullying and discriminatory harassment as follows:

1. Bullying: A form of harassment that includes acts of aggression by Soldiers or DA Civilian employees, with a nexus to military service, with the intent of harming a Soldier either physically or psychologically, without proper military authority or other governmental purpose. Bullying is the exposure of an individual or group to physical and/or emotional aggression with the intent to cause distress or harm.
2. Hazing: A form of harassment that includes conduct through which Soldiers or DA Civilian employees (who haze Soldiers), without a proper military authority or other governmental purpose but with a nexus to military service, physically or psychologically injures or creates a risk of physical or psychological injury to Soldiers for the purpose of: initiation into, admission into, affiliation with, change in status or position within, or a condition for continued membership in any military or DA Civilian organization. Hazing can be conducted using electronic devices or communications, and by other means including social media, as well as in person.
3. Discriminatory harassment: A form of harassment that is unwelcome conduct based on race, color, religion, sex, national origin, or sexual orientation.

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Discrimination

Discrimination is the act, policy, or procedure that arbitrarily denies equal opportunity because of race, color, sex, national origin, religion, or sexual orientation to an individual or group of individuals.
The following are types of discrimination apply to the Military Equal Opportunity program as outlined in Army Regulation 600–20 dated 24 July 2020:

Discrimination Types

The following definition of discrimination types apply to the Military Equal Opportunity program: AR 600–20 dated 24 July 2020:

• Color discrimination:
  Occurs when an individual is treated differently based on the lightness, darkness or toner color characteristics of the person. This type of discrimination can occur with race discrimination. Color discrimination can occur between persons of different races or ethnicities. It can also occur when members of the same race treat each other differently because of lightness or darkness of their skin.
• Sex discrimination:
  Occurs when an individual is deprived of an opportunity because of their sex or when decisions are made based on stereotypes and assumptions about abilities, traits, or the performance of individuals based on sex
• Racial discrimination:
  Occurs when an individual is treated differently because of their racial group, racial characteristics (for example, hair texture, color, facial features), or because of their relationship or association with someone of a particular race. Racial discrimination applies regardless of whether the discrimination is directed at Whites, Blacks or African Americans, Asians or Pacific Islanders, Hispanics or Latinos, Native Americans, American Indian or Alaska Natives, multi-racial individuals, or other ethnicities.
• Religious discrimination:
  Occurs when an individual is treated more or less favorably because of their religious beliefs or practices––except to the extent a religious accommodation is warranted. For example, imposing stricter promotion requirements for a person of a certain religious or imposing more or different work requirements on an individual because of their religious beliefs or practices, or forcing an individual to participate––or not participate–– in a religious activity.
• National origin discrimination. :
  Occurs when an individual is treated less favorably because of their origin, ethnicity, or accent, or because it is believed they are a particular nationality.
• Sexual orientation discrimination:
  One’s emotional or physical attraction to the same and/or opposite sex (homosexuality, bisexuality, or heterosexuality). Complaints may be based on actual or perceived sexual orientation, as well as association with an individual or affinity group associated with a particular sexual orientation.

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Disparaging terms

Terms used to degrade, belittle, insult, or negative statements pertaining to race, color, sex, national origin, or religion. These terms include insults, printed material, visual material, signs, symbols, posters, or insignia. The determining factor whether a term is disparaging is not the intent but the impact it has on the recipient or a reasonable person. The use of these terms may contribute to an unlawful hostile work environment if it occurs with respect to a person’s race, color, sex, national origin, or religion and must not be tolerated.

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Disparaging treatment

Treatment that is different and unequal because of race, color, sex, national origin, or religion, or sexual orientation.

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Hostile work environment

A series of acts that are so severe and pervasive as to alter an individual’s work conditions. The acts may be discreet acts which are offensive, intimidating, or abusive to another person using the reasonable person standard. a series of acts that are so severe and pervasive as to alter an individual’s work conditions. The acts may be discreet acts which are offensive, intimidating, or abusive to another person using the reasonable person standard..