Role of Equal Opportunity Advisors

1. Role of Equal Opportunity Advisors Prepared by: Directorate of Research Defense Equal Opportunity Management Institute

2. Overview Five Major Duty Areas for EOAs Knowledge, Skills, Abilities and Other Characteristics Barriers Best Practices Emerging Issues EO Personnel in a Deployed Environment

3. Five Major Duty Areas for EOAs Climate Assessment Complaint Processing Education, Training, and Awareness General EO/Administrative Special Observances

4. Knowledge, Skills, Abilities and Other Characteristics Three sources used to develop complete listing of KSAOs • Department of Labor O*NET • Subject Matter Experts (SMEs) • Exemplary EOAs

5. Knowledge, Skills, Abilities and Other Characteristics 9 Knowledge areas 19 Skill areas 9 Abilities 23 Work Styles or Other Characteristics

6. Knowledge, Skills, Abilities and Other characteristics • Knowledge • Historical events • Human behavior and performance • Group behavior and dynamics

7. Knowledge, Skills, Abilities and Other characteristics • Skills • Active Listening • Facilitation Skills • Negotiation • Social Perceptiveness • Speaking • Writing

8. Knowledge, Skills, Abilities and Other Characteristics • Abilities • Oral Comprehension and Expression • Problem Sensitivity • Written Comprehension and Expression

9. Knowledge, Skills, Abilities and Other Characteristics • Other Characteristics • Awareness • Concern for Others • Empathy • Integrity • Leadership • Receptiveness • Self-Awareness • Stress Tolerance

10. Barriers Communication problems upward and downward Buy-in from leadership Funding Additional duties (tasks that take away from EOA duty time)

11. Barriers Interference with others in leadership (detracts from protection of EO process) Personnel with EO issues are prevented from using EOA personnel Former EOAs/EORs handling/attempting to resolve current issues

12. Barriers Personnel cuts/shortages/turnovers without prior notice Not informed of policy/procedural changes Addition of new responsibilities

13. Barriers Geographic location of EOA in relation to personnel in the organization Privacy for interviews (cubicles vs. offices) Command interest in access to EO complainants vs. client needs

14. Best Practices EOA/Program Manager/Civil Rights personnel conduct senior leader training focusing on equal opportunity and sexual harassment. Document the amount of dollars or training days lost due to EO incidents (USCG has a model) Bring in guest speakers to address command on EO issues

15. Best Practices Ensure EO has a seat at the table (staff call, directors’ call, chiefs’ meetings) Conduct staff assistance visits to lower echelons (creates a face-to-face environment) Conduct teleconferences with outlying units Invite a DEOMI Mobil Training Team to conduct training

16. Best Practices • Market program to commanders/key staff personnel • Establish relationship with resource/budget advisor • Market program to other affiliates to get buy-in to receive support needed to run EO program

17. Best Practices • Partner with other EO representatives within the organization • Educate leadership on EO process

18. Emerging Issues Diversity – Diversity has become a buzzword for leadership. EOAs must at least be able to address diversity within the respective organizations.

19. Emerging Issues • Topics to address when discussing Diversity • Tie diversity to strategic plan *mission/goals* • EO/EEO Laws, policies • Clear policy guidance from DOD • Demographics (particularly promotions) • Protected categories • Education levels • Cultural/Ethnic backgrounds • Management styles/personalities

20. Emerging Issues Disabled servicemen remaining on active duty Age discrimination Women in combat – career fields closed to women Joint Service environments e.g., USAF filling in deployed Army units

21. Emerging Issues • Deployment with Coalition Forces • Merging/Joint Bases (conflicts between services) • Merging EO/EEO duties and responsibilities (particularly in USAF)

22. Senior Leader Emerging Issues • Religious discrimination • Gang activity • Sexual harassment/assault • Cultural awareness

23. EO Personnel in a Deployed Environment What was the major EO complaint your office dealt with? All of the respondents listed sexual harassment as the primary basis for EO complaints in their respective positions. One individual noted that there may have been an equal amount of racial discrimination complaints as well.

24. EO Personnel in a Deployed Environment What major barrier existed for you or your office in the performance of your EOA/MEO duties? • Separating EO Issues from IG complaints • Establishing the program while in a deployed environment • Convincing leaders that EO was important in a wartime environment (i.e., in comparison to safety concerns associated with mortar attacks) • Lack of quality EO training for soldiers • Absence of trained EOAs in Reserve and Guard components

25. EO Personnel in a Deployed Environment What “best practice” did you employ in support of the EO program? • Conduct as much training as possible • Raise awareness of the program through contact with leaders and other soldiers • Gain senior leadership participation in observances • Be a team player and continue to support the mission • Be involved in solving leadership issues beyond EO • Work the program as a Human Relations Office • Network with other relevant agencies (JAG, IG, MP, CID, Medical, MWR, etc.)

26. Summary • Five Major Duty Areas for EOAs • Knowledge, Skills, Abilities and Other Characteristics • Barriers • Best Practices • Emerging Issues • EO Personnel in a Deployed Environment