The EO Program formulates, directs, and sustains a comprehensive effort to
maximize human potential and to ensure fair treatment for all persons based solely on
merit, fitness, and capability in support of readiness. EO philosophy is based on fairness,
justice, and equity. Commanders are responsible for sustaining a positive EO climate within
their units. Specifically, the goals of the EO program are to—
a. Provide EO for military personnel and Family members, both on and off post and within the limits of the laws of localities, states, and host nations.
b. Create and sustain effective units by eliminating discriminatory behaviors or practices that undermine teamwork, mutual respect, loyalty, and shared sacrifice of the men and women of America’s Army.
a. The U.S. Army will provide equal opportunity and fair treatment for
military personnel and Family members without regard to race, color, gender, religion,
national origin, and provide an environment free of unlawful discrimination and offensive
behavior. This policy—
(1) Applies both on and off post, during duty and non-duty hours.
(2) Applies to working, living, and recreational environments (including both on and off-post housing).
(3) Additionally, in some circumstances, the Equal Employment Opportunity Complaint system in AR 690–600 may provide guidance.
b. Soldiers will not be accessed, classified, trained, assigned, promoted, or otherwise managed on the basis of race, color, religion, gender, or national origin. The assignment and utilization of female Soldiers is governed by Federal law. AR 600–13 prescribes policies, procedures, responsibilities, and the position coding system for female Soldiers.
(1) Discrimination. Any action that unlawfully or unjustly results in unequal treatment of persons or groups based on race, color, gender, national origin, or religion.
(2) Disparaging terms. Terms used to degrade or connote negative statements pertaining to race, color, gender, national origin, or religion. Such terms may be expressed as verbal statements, printed material, visual material, signs, symbols, posters, or insignia. The use of these terms constitutes unlawful discrimination.
(3) Equal opportunity. The right of all persons to participate in, and benefit from, programs and activities (for example, career, employment, educational, social) for which they are qualified. These programs and activities will be free from social, personal, or institutional barriers that prevent people from rising to the highest level of responsibility possible. Persons will be evaluated on individual merit, fitness, and capability, regardless of race, color, sex, national origin, or religion.
(4) Gender discrimination. The action taken by an individual to deprive a person of a right because of their gender. Such discrimination can occur overtly, covertly, intentionally, or unintentionally.
(5) National origin. An individual’s place of origin or that of an individual’s ancestors. The term also applies to a person who has the physical, cultural, or linguistic characteristics of a national group.
(6) Prejudice. A negative feeling or dislike based upon a faulty or inflexible generalization (that is, prejudging a person or group without knowledge or facts).
(7) Race. A division of human beings identified by the possession of traits transmissible by descent and that is sufficient to characterize persons possessing these traits as a distinctive human genotype.
(8) Race and ethnic code definitions. The minimum categories for data on race and ethnicity for Federal statistics, program administrative reporting, and civil rights compliance reporting are defined as follows:
(a) American Indian or Alaska Native. A person having origins in any of the original peoples of North and South America (including Central America) and who maintains tribal affiliation or community attachment.
(b) Asian. A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinents including, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
(c) Black or African American. A person having origins in any of the black racial groups of Africa.
(d) Native Hawaiian or other Pacific Islander. A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
(e) White. A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
(f) Hispanic or Latino. A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture of origin, regardless of race.
(9) Racism. Any attitude or action of a person or institutional structure that subordinates a person or group because of skin color or race.
(10) Religion. A personal set or institutionalized system of attitudes, moral or ethical beliefs and practices held with the strength of traditional views, characterized by ardor and faith, and generally evidenced through specific observances.
(11) Sexism. Attitudes and beliefs that one gender is superior to another.
The EO complaints processing system addresses complaints that allege unlawful discrimination
or unfair treatment on the basis of race, color, religion, gender, and national origin.
Attempts should always be made to solve the problem at the lowest possible level within an
An informal complaint is any complaint that a Soldier, family members or DA civilian does not wish to file in writing. Informal complaints may be resolved directly by the individual, with the help of another unit member, the commander or other person in the complainant's chain of command.
A formal complaint is one that a complainant files in writing and swears to the accuracy of the information. Formal complaints require specific actions, are subject to timelines, and require documentation of the actions taken.
Ref. TC 26-6