DEPARTMENT OF THE AIR FORCE HEADQUARTERS …

1 DEPARTMENT OF THE AIR FORCE HEADQUARTERS united states AIR FORCE WASHINGTON, DC afi36 -2706_AFGM2017-01 9 February 2017 Reissued 1 February 2018 MEMORANDUM FOR DISTRIBUTION C MAJCOMs/FOAs/DRUs FROM: SAF/MR 1660 Air FORCE Pentagon Washington DC 20330-1660 SUBJECT: Air FORCE Guidance Memorandum (AFGM) to Air FORCE Instruction (AFI) 36- 2706 , Equal Opportunity Program, Military and Civilian By Order of the Secretary of the Air FORCE , and in collaboration with the Chief of the Air FORCE Reserve, (HQ USAF/RE), and the Director of the Air National Guard, (NGB/CF), Deputy Chief of Staff for Manpower, Personnel and Services (HQ/USAF/A1) develops personnel policy for military and civilian equal opportunity program management.

2 This AFGM immediately implements changes to AFI 36- 2706 , Equal Opportunity Program, Military and Civilian. Compliance with this memorandum is mandatory. This publication applies to all military and civilian Air FORCE (AF) personnel, including Air FORCE Reserve Command (AFRC) Units. This publication applies to Air National Guard (ANG) personnel in federal active duty status under Title 10, Code. It does not apply to contract employees (unless authorized by law or regulation to file a federal agency complaint), employees or applicants of the Army and Air FORCE Exchange Service, members of the ANG (to include ANG Technicians) in a duty status under Title 32, Code.

3 , refer to Air National Guard Instruction (ANGI) 36-7. To the extent its directions are inconsistent with other Air FORCE publications; the information herein prevails in accordance with AFI 33-360, Publications and Forms Management. In collaboration with the Chief of Air FORCE Reserve (AF/RE) and the Director of the Air National Guard (NGB/CF), the Deputy Chief of Staff for Manpower, Personnel and Services (AF/A1) develops policy for the Air FORCE Equal Opportunity Program, Military and Civilian. This publication may be supplemented at any level; all MAJCOM level supplements must be approved by the Human Resource Management Strategic Board (HSB) prior to certification and approval.

4 In advance of a rewrite of AFI 36- 2706 , this memorandum is being disseminated to provide Equal Opportunity guidance changes that are effective immediately. This memorandum strengthens the oversight, training, and mechanisms for reporting and responding to sexual harassment incidents, outlines complaint processing procedures for formal and informal sexual 2 harassment complaints, updates the training requirement for human relations education, deletes the requirement for EO Directors to conduct the HRCAS, and adjusts reporting and clarifying requirements for minor equal opportunity and treatment incidents. The authorities to waive wing/unit requirements in this publication are identified with a Tier ( T-0, T-1, T-2, and T-3 ) number following the compliance statement.

5 This memorandum supersedes AFI 36- 2706 AFGM1, dated 20 Sept 2011 and subsequent policy guidance issued by AF/A1Q dated 7 June 2012. This correspondence becomes void after one year has elapsed from the date of this memorandum, upon incorporation by interim change, or rewrite of AFI 36- 2706 , Equal Opportunity Program: Military and Civilian, whichever is earliest. Please ensure all records created as a result of processes prescribed in this publication are maintained in accordance with AFMAN 33-363, Management of Records and disposed of in accordance with the AF Records Disposition Schedule (RDS). SHON J. MANASCO Assistant Secretary of the Air FORCE Manpower and Reserve Affairs 3 ATTACHMENT AFI 36- 2706 GUIDANCE CHANGES (REPLACE) Page 2, para.

6 1 For military personnel, this instruction establishes requirements for unlawful discrimination complaints based on race, color, religion, national origin, sex (including sexual harassment), and sexual orientation; Defense Equal Opportunity Management Institute (DEOMI) Organization Climate Survey (DEOCS) assessments; human relations education; use of alternative dispute resolution procedures; equal opportunity and treatment incidents; dissident and protest activities; affirmative action planning and assessment; accommodation of religious practices; and appeals procedures. (REPLACE) Page 2, para. 2 For civilian personnel, this instruction establishes the requirement for implementation of federal law and the regulations of the Equal Employment Opportunity Commission (EEOC or Commission) that prohibit unlawful discrimination based on race, sex (including pregnancy, gender identity, and sexual orientation), color, national origin, age (40 or older), religion, disability, genetic information or reprisal for previous EEO activity.

7 While not enforced by EEOC, discrimination in employment based on other factors prohibited by Executive order, such as status as a parent, may be addressed through other separate complaint and resolution systems. DEOCS and human relations education also apply to civilian personnel. Chapter 1: Air FORCE Equal Opportunity (EO) Program (REPLACE) It is against Air FORCE policy for Airman, military or civilian, to unlawfully discriminate against, harass, intimidate or threaten another Airman on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, genetic information, or reprisal.

8 Unlawful sexual harassment includes unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature particularly when submission to such conduct is made directly or indirectly as a term or condition of employment, and/or when submission to or rejection of such conduct is used as a basis for an employment decision affecting the person. Unlawful harassment includes creating an intimidating, hostile working environment for another person on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, genetic information, or reprisal.

9 The use of disparaging terms with respect to a person s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information contributes to a hostile work environment and must not be tolerated. Commanders and supervisors should ensure all types of harassment are stopped, and behavior corrected as soon as possible once they are made aware. (DELETE) Air FORCE Personnel Center Equal Opportunity (AFPC/EO) 4 (REPLACE) Coordinates and ensures complaints are handled in a timely manner by an appropriate EO office in the absence of a MAJCOM EO Strategic Advisor, when a complaint involves a MAJCOM EO Strategic Advisor, or when extenuating circumstances occur.

10 (REPLACE) Refers dissatisfaction and/or conflict of interest complaints raised by complainants through outside agencies or higher HEADQUARTERS to the MAJCOM EO Strategic Advisor for assistance and coordination in processing at the installation level. MAJCOM EO Strategic Advisor (REPLACE) Provides thorough oversight of the AF Form 3018, Military Equal Opportunity/Human Relations Education Summary, and ensures complaint and ADR data are complete, accurate and timely throughout the year to support HQ USAF reporting requirements. When discrepancies are found, ensures plan in place to prevent future errors/issues. (ADD) Analyzes 3018 trend data and other pertinent EO information on a semiannual basis and advises subordinate installation EO Directors and MAJCOM/A1 on trends, problem areas, and corrective/preventive actions.