DEPARTMENT OF THE NAVY

1 DEPARTMENT OF THE navy OFFICE OF THE CHIEF OF NAVAL OPERATIONS 2000 navy PENT",GON W",SHINGTON. 20350 2000 OPNAVINST CH-l N134 20 SEP 20 II OPNAV INSTRUCTION CHANGE TRANSMITTAL 1 From: Chief of Naval Operations SUbj: navy EQUAL OPPORTUNITY POLICY Encl: ( 1 ) Revised Pages 3 and 4 ( 2) Revised Page 1 of enclosure (2) 1. Purpose. To transmit changes per the repeal of section 654 of title 10, United States Code, "Don't Ask, Don't Tell." A complete revision to this instruction will be issued at a later date. 2. Action a. replace Remove pages 3 with enclosure and ( 1 ) 4 of the basic instruction and of this change transmittal. b. Remove page 1 of enclosure (2) and replace with enclosure (2) of this change transmittal.

2 Distribution: . ~f~ Deputy Chief of Naval Operations (Manpower, Personnel, Training and Education) Acting Electronic only, via DEPARTMENT of the navy Issuances Web site: DEPARTMENTOFTHENAVYOFFICEOFTHECHIEFOFNAV ALOPERATIONS2000 NAVYPENTAGONWASHINGTON, :ChiefofNavalOperationsSubj:NAVYEQUALOPP ORTUNITY(EO) POLICYRef:Encl:(a) (b) (c)DOND iscriminationComplaintsManualof12 Mar03(d) (e) (f) (g) ,1990(h) (i) (j) (k) (NOTAL)(1)NAVPERS15620,ResolvingConflict Booklet(1)Definitions(2)SexualHarassment GuidelinesandRangeofBehaviors(3)CMEOC hecklist(4)EqualOpportunityResources(5)N avyGuidelinesforSubmitting,Handling,andR eportingEqualOpportunityComplaints(6)Sam pleNavalMessage(7)EqualOpportunityAdviso rDuties,Roles,andResponsibilities(8) (a)and(b),whichdirectstheDepartmentofthe navy (DON)policyandprovidesguidanceonequa lopportunity(EO),includingpreventionofun lawfuldiscriminationandsexualharassment( SH).

3 ,color,nationalorigin, ,NavyReserveandassignedcivilianpersonnel (nottosupersedetheprovisionsofparagraph3 b). (DASNCHR).DONcivilianEqualEmploymentOppo rtunity(EEO)policyimplementstheregulator yrequirementsoftheEqualEmploymentOpportu nityCommission(EEOC)Title29,CodeofFedera lRegulations(CFR)part1614,andisprovidedi nreference(c).Sexualharassmentpolicyforc ivilianpersonnelisoutlinedinreference(d) .Civilianemployeeswhoraiseallegationsofd iscriminationshallbereferredtotheappropr iateservicinghumanresourcesoffice(HRO). ,theCommandingOfficer(CO), ,suchassupremacistactivity,hazingandfrat ernizationareaddressedinreferences(e)thr ough(g). , ,thesepracticesadverselyaffectgoodordera nddiscipline,unitcohesion, (CMEO)istopromotepositivecommandmoralean dQualityofLife(QOL)byprovidinganenvironm entinwhichallpersonnelcanperformtotheirm aximumability,unimpededbyinstitutionalor individualbiasesbasedonrace,color,ethnic ity,nationalorigin, ,shapeandmaintainapositiveEOenvironmentt hroughpolicy,communication,training,educ ation, OPNAVINST CH-1 20 SEP 2011 3 c.

4 CMEO is intended to be one of many commanders' tools for the prevention of unprofessional behavior and for ensuring EO goals are obtained. Leadership has the authority and responsibility to ensure that navy Core Values are integrated into navy s daily business. d. Appropriate action to resolve an incident of unlawful discrimination or SH, as defined in enclosure (1), will depend upon circumstances surrounding that incident. Incidents of unlawful discrimination or SH cover a wide range of behaviors, from verbal comments to physical acts, and can be subtle or overt per enclosure (2). Likewise, the full range of administrative and disciplinary actions are available to address unlawful discrimination and SH.

5 In the case of military personnel, these include, but are not limited to, informal counseling, comments in fitness reports and evaluations, punitive measures under the Uniform Code of Military Justice (UCMJ), and administrative separation. 5. Definitions. Terms used in this policy are defined in enclosure (1). 6. Policy a. As stated in references (a), (b) and (d), it is DEPARTMENT of Defense (DoD) and DON policy to prohibit unlawful discrimination against persons or groups based on race, color, national origin, sex or religion and to prohibit SH. Service members shall be evaluated only on individual merit, fitness and capability.

6 All Service members are entitled to an environment free from personal, social, or institutional barriers that prevent service members from rising to the highest level of responsibility possible. b. SH as defined in enclosure (1), including same-sex SH, falls under this instruction, and such complaints shall be processed per enclosure (5). c. Discrimination based on sexual orientation is unacceptable and shall be dealt with through command or inspector general channels. OPNAVINST CH-1 20 SEP 2011 4 d. As stated in references (g) and (h), article 1167, navy personnel are prohibited from participating in organizations that support supremacist causes.

7 Attempting to create illegal discrimination, encouraging force or violence or otherwise engaging in efforts to deprive others of their civil rights is prohibited. Participating in public demonstrations or rallying, fundraising, recruiting for, training members and organizing and leading such organizations are prohibited. e. This instruction and the prohibition of unlawful discrimination, SH, and supremacist activities found in reference (g), articles 1164, 1166 and 1167, are lawful general orders effective without further implementation. Violation of this instruction subjects involved members to disciplinary action under the UCMJ, or in the case of civilian employees, may result in disciplinary action.

8 F. No individual in the navy organization shall: (1) Take reprisal action, as defined in enclosure (1) and reference (i), against a person who provides information on an incident of alleged unlawful discrimination or SH. Reprisals are prohibited under this instruction regardless of who originates the reprisal action. (2) Knowingly make a false accusation of unlawful discrimination or SH. (3) While in a supervisory or command position, condone or ignore unlawful discrimination or SH of which individuals have knowledge or have reason to have knowledge. 7. Responsibilities a. Chief of Naval Operations (CNO) shall: (1) Advocate the EO program for navy military and civilian personnel.

9 (2) Monitor navy s progress toward accomplishing EO goals and a positive command climate per references (a) and (b). (3) Report Navywide climate assessment survey results to the fleet. (DCNO)(Manpower,Personnel,TrainingandEdu cation)(MPTE)(Nl)shall:(1)Ensurethatallp ersonnelmayparticipateequallyinalloccupa tionalareasandwarfarespecialtieswithinle galbounds.(2)Ensureleadershipopportuniti esandanequitableassignmentprocessexistfo rallpersonnel.(3)EnsureEOforpromotionand advancementexistsforallpersonnel.(4) 'sPolicyBranch(CNO(NI34))shall:(1)Mainta inoverallcontroloftheMilitaryEqualOpport unityAssessment(MEOA)perreference(a).

10 (2)Provideinformation,assessment,andstat usreportsonminorityaffairsmattersasrequi redbyreference(a) (NEO)shall:(1)AnnuallyprovideanEOClimate Assessmentdescribingthe"health"andorgani zationaleffectivenessoftheNavy(usingthed atacollectedfromNavalInspectorGeneral(NA VINSGEN),OfficeoftheJudgeAdvocateGeneral (OJAG),FleetCommanders,andEchelon2comman ds),byexaminingsuchfactorsasmorale,teamw ork,andcommunicationperreference(b).(2)P rovideoveralldirection,guidance,supporta ndleadershipforthemanagementoffleetandfo rcecommandclimates.(3)Serveasprogrammana ger/communityadvisorforEqualOpportunityA dvisors(EOAs),NavyEnlistedClassification Code(NEC) (4)Maintainanofficialtoll-freeEO/SHAdvic eLine.