Role of Equal Opportunity Advisors Prepared by: Directorate of Research Defense Equal Opportunity Management Institute October 15

Overview Five Major Duty Areas for EOAs Knowledge, Skills, Abilities and Other Characteristics Barriers Best Practices Emerging Issues EO Personnel in a Deployed Environment October 15

Five Major Duty Areas for EOAs Climate Assessment Complaint Processing Education, Training, and Awareness General EO/Administrative Special Observances October 15

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 October 15

Knowledge, Skills, Abilities and Other Characteristics 9 Knowledge areas 19 Skill areas 9 Abilities 23 Work Styles or Other Characteristics October 15

Knowledge, Skills, Abilities and Other characteristics Knowledge –Historical events –Human behavior and performance –Group behavior and dynamics October 15

Skills –Active Listening –Facilitation Skills –Negotiation –Social Perceptiveness –Speaking –Writing Knowledge, Skills, Abilities and Other characteristics October 15

Abilities –Oral Comprehension and Expression –Problem Sensitivity –Written Comprehension and Expression Knowledge, Skills, Abilities and Other Characteristics October 15

Other Characteristics –Awareness –Concern for Others –Empathy –Integrity –Leadership –Receptiveness –Self-Awareness –Stress Tolerance Knowledge, Skills, Abilities and Other Characteristics October 15

Barriers Communication problems upward and downward Buy-in from leadership Funding Additional duties (tasks that take away from EOA duty time) October 15

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 October 15

Barriers Personnel cuts/shortages/turnovers without prior notice Not informed of policy/procedural changes Addition of new responsibilities October 15

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 October 15

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 October 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 October 15

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 October 15

Best Practices Partner with other EO representatives within the organization Educate leadership on EO process October 15

Emerging Issues Diversity – Diversity has become a buzzword for leadership. EOAs must at least be able to address diversity within the respective organizations. October 15

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 October 15

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 October 15

Emerging Issues Deployment with Coalition Forces Merging/Joint Bases (conflicts between services) Merging EO/EEO duties and responsibilities (particularly in USAF) October 15

Senior Leader Emerging Issues Religious discrimination Gang activity Sexual harassment/assault Cultural awareness October 15

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. October 15

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 October 15

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.) October 15

Summary Five Major Duty Areas for EOAs Knowledge, Skills, Abilities and Other Characteristics Barriers Best Practices Emerging Issues EO Personnel in a Deployed Environment October 15