AF Equal Opportunity Policy

The Air Force will conduct its affairs free from unlawful discrimination. It provides Equal Opportunity and Treatment for all members irrespective of their race, color, religion, national origin, and sex. In addition, DoD civilians are also protected against unequal treatment on the basis of age, disability, genetic information and reprisal.

EO Mission Statement

Deliver world-class Equal Opportunity and Human Relations services through balanced Equal Opportunity compliance, Human Relations Education, Organizational Climate Assessments, Alternative Dispute Resolution and Affirmative Employment to attract and propagate a diverse corporate culture that enables the total force the opportunity to attain the highest levels of achievement commensurate with individual talent and performance.

Defining Sexual Harassment

Sexual Harassment is defined as:

Quid Pro Quo: This term simply means "this for that." If you do this for me, I'll do that for you. Something of value for something of value. Usually involves supervisor and subordinate. (Note: Quid Pro Quo now known as Tangible Employment Action).

Intimidating, hostile, or offensive environment: This involves the impact, or effect, behaviors have on an individual. With this condition, the intent of the behavior is not necessarily an element of determining sexual harassment. While the intent of the alleged offender is given consideration, the effect (impact) of that person's behavior sometimes causes the intent to be irrelevant.

Further, any person in a supervisory or command position who uses or condones any form of sexual behavior to control, influence, or affect the career, pay, or job of a Military member or civilian employee is engaging in sexual harassment.

And, any Military member or civilian employee who makes deliberate or repeated unwelcome verbal comments, gestures, or physical contact of a sexual nature in the workplace is also engaging in sexual harassment.

For examples of sexual harassment, click HERE.

Dispute Resolution

Alternative Dispute Resolution
Alternative dispute resolution (ADR) consists of a variety of approaches to early intervention and dispute resolution. Many of these approaches include the use of a neutral individual. ADR increases the parties' opportunities to resolve disputes prior to or during the use of formal administrative procedures and litigation. Three forms of ADR used at Mildenhall are mediation, facilitation and early neutral evaluation. The most common at Mildenhall is mediation.

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Equal Opportunity Services

  • Out and About visits
  • Mediation and Alternative Dispute Resolution (ADR)
  • Unit Climate Assessments
  • Process Informal and Formal Military Complaints
  • Human Relations Education
  • Team Building
  • Process Civilian EEO complaints
  • Counseling

Equal Employment

Any civilian employee (Appropriated or Non-Appropriated fund) or applicant who believes he or she has been discriminated against must discuss the matter with a counselor before a formal complaint can be accepted for investigation. Forms of discrimination include:

  • Race
  • Color
  • Religion
  • Sex
  • National origin
  • Age
  • Disability
  • Sexual harassment
  • Genetic information
  • Reprisal for opposing unlawful discrimination or participating in the Equal Employment Opportunity complaint process
The complainant must contact the counselor within 45 calendar days of the alleged offense or personnel action. The Mildenhall EEO counselors are key to the program's success because they work to resolve complaints.

For information about the discrimination complaint policy and procedures, click HERE.

Complaints Procedures

Informal Complaints
The EEO counselor, when contacted by the complainant, will make whatever inquiry is necessary into the matter. The counselor will seek a resolution on an informal basis via a facilitation effort with management and the complainant.

The aggrieved will receive counseling information concerning the issues presented; and on their rights and procedures to process the complaint formally if not satisfied with the attempt at informal resolution. The complainant's identity may not be revealed to anyone unless the complainant authorizes it in writing, or until after a formal complaint has been accepted for processing at the formal stage.

The complainant has the right to be accompanied, represented or advised by a representative of his or her choice during any stage of the complaint process. The representative must be designated in writing. Persons who take part in presenting or processing discrimination complaints are to be free from any type restraint, interference, coercion, discrimination, or reprisal; they are given full due process.

Formal Complaints
If the complaint is not resolved informally, and the complainant decides to file a formal complaint, the formal complaint must be filed within 15 calendar days after the final interview with the EEO counselor. The formal complaint must be in writing all information and materials will be given to clients by Mildenhall EEO Counselors.. The EO Director, will ensure proper and timely processing of formal complaints in accordance with 29 C.F.R Part 1614 provisions.

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Myths and Facts

Everybody's fighting some kind of stereotype, and people with disabilities are no exception. The difference is that barriers people with disabilities face begin with people's attitudes -- attitudes often rooted in misinformation and misunderstandings about what it's like to live with a disability.

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When a conflict occurs in your work place, what role do you play? To determine this, ask yourself the following set of questions. The answer to these questions should help you decide the course of action.

- What happened?
- What was the result of the behavior?
- Did it (the behavior, comment, or gesture) disrupt the work environment?
- What are my responsibilities?

  • Commanders' Responsibilities
  • Supervisors and Managers
  • The Offending Person