The document provides information from an Equal Opportunity training presentation for the 102nd Intelligence Wing. It discusses discrimination, sexual harassment, extremism, complaint processes, and the wing's EO policies. Ground rules for the training are established, and definitions of discrimination, sexual harassment, and extremist groups are provided. The complaint process and prohibition on retaliation are also summarized.

1. 102IW Equal Opportunity
Human Relations Education Training
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2. 102nd INTELLIGENCE WING
Equal Opportunity Advisor
MSgt. Alicea
EO Advisor
Discrimination - Sexual Harassment – Mediation/Alternate Dispute
Resolution - Statistical Data - Human Relations Education –
Informal or Formal Complaint Processing – Diversity Programs and
Mentoring.

3. Ground Rules
• Respect difference of opinions
• Non-attribution
• Participation
• Do not leave with any unanswered questions
• Sensitive to others
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4. Overview
• Workforce Diversity
• Discrimination
• Sexual Harassment
• Extremism/Hate Groups
• Policies Governing Equal Opportunity
• Complaint Process
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5. Human Relations Education Program
Discrimination
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6. • 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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7. 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

9. 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

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

13. Extremist/Supremacist Groups
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14. 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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15. National Guard Members
may not actively participate
in organizations that:
Espouse supremacist causes.
Advocate illegal discrimination based on race,
ethnicity, color, sex, religion or national origin.
Advocate the use of force or violence.
Engage in efforts to deprive individuals of their
rights
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16. National Guard members are
prohibited from:
Publicly demonstrating/rallying.
Fund Raising.
Recruiting and training members.
Organizing/leading such groups.
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17. 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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18. Human Relations Education Program
Complaint Processing
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19. 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.
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20. • 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

21. • State Equal Employment Manager (SEEM)
within 45 days of incident.
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Informal/Formal Complaint Process
– Technician Dual Status (Title 32)

22. • 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)

23. 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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24. 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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