Equal Opportunity Program

The Equal Opportunity (EO) program is designed to offer timely, fair, and impartial services to our Airman and Guardians, both military and civilian. These services encompass a range of functions, including complaint processing, outreach, EO related training and education, assistance through alternative dispute resolution (ADR), and other related services. Our goal is to ensure that every Aiman and Guardian is equipped with the knowledge and resources needed to overcome any obstacles that may encounter.

We have trained EO practitioners available to provide guidance and support, as well as the DAF Unlawful Discrimination and Harassment Hotline for reporting issues or seeking assistance. Our focus is on creating an inclusive and supportive environment where everyone feels valued and respected.

EEO Program and Complaint Process (Civilian Personnel)  

The EEO Program implements laws, regulations, and DoD policies on unlawful discrimination and harassment (including sexual harassment) against DAF civilian employees, former employees, and applicants for employment who meet criteria per 29 CFR Part 1614 on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (over 40), genetic information, or retaliation from prior  equal opportunity activity.   

MEO Program and Complaint Process (Military Personnel)  

The MEO Program implements laws and DoD policies on prohibited discrimination and discriminatory harassment (including sexual harassment) against military members on the basis of race, color, religion, sex (including pregnancy), national origin, gender identity, or sexual orientation. The MEO program also addresses other forms of harassment (bullying and hazing).   

Complaint processes and timelines are outlined in DAF Instruction (DAFI) 36-2710, Equal Opportunity Program.  

The DAF Unlawful Discrimination and Harassment Hotline is available 24 hours a day. You can reach the hotline by calling 1-888-231-4058. Air National Guard members can also contact the National Guard EO hotline at 703-607-5462 or 1-800-371-0617.  

Read about the No FEAR Act.

Affirmative Employment Program (AEP)

The Affirmative Employment Program (AEP) is designed to ensure equal employment opportunities for all individuals, regardless of race, color, religion, sex, national origin, age, disability, or genetic information.  The program focuses on proactive strategies to eliminate barriers to employment, retention, and advancement.  AEP implements policies and practices aimed at fostering a workforce that is representative of the nation's talent pool.  It includes workforce analysis, barrier identification, and the development of action plans to enhance hiring, promotion, and professional development. 

Barrier Analysis Working Group

The Air Force Materiel Command Barrier Analysis Working Group is created for the purpose of analyzing employment opportunity anomalies found in civilian and military workplace policies, procedures, and practices. The goal is to identify root causes of anomalies, and, if the root cause is a potential barrier to equal employment opportunity, devise plans to eliminate them. 

The Barrier Analysis Working Group is established in accordance with the guidelines of the Equal Employment Opportunity Commission, as outlined in Code of Federal Regulation, Title 29, Subtitle B, Chapter XIV Part 1614 Subpart A § 1614.102 – Agency program, federal agencies shall conduct a continuing campaign to eradicate every form of prejudice or discrimination from personnel policies, practices, and working conditions 

Learn more about the AFMC Barrier Analysis Working Group

Special Emphasis Programs

Special Emphasis Programs enhance employment and cultural awareness of protected groups and support Affirmative Employment Program and equal opportunity initiatives by helping to address professional development, advancement and training of underrepresented groups, so they can reach their full employment potential. 

• Black/African American Employment Strategy Team (BEST) 
• Disability Action Team (DAT) 
• Hispanic Empowerment and Advancement Team (HEAT) 
• Indigenous Nations Equality Team (INET) 
• LGBTQ+ Initiative Team (LIT) 
• Pacific Islander/Asian American Community Team (PACT) 
• Women’s Initiative Team (WIT) 

Disability Program

The Disability Program is designed to promote the employment and advancement of individuals with disabilities in the workforce.  It ensures compliance with federal regulations, such as the Rehabilitation Act of 1973, by providing reasonable accommodations, removing barriers, and fostering an accessible work environment.  The program focuses on recruiting, hiring, and retaining qualified individuals with disabilities while offering support and resources to employees and managers.  Through initiatives like training and outreach, the Disability Program aims to create a workplace where employees with disabilities can fully participate and contribute to the AFMC mission. 

Important Terms

• Qualified Individual with a Disability 

  • Individual with a physical or mental impairment, or a record of having such impairment, that substantially limits one or more major life activities, who can, with or without reasonable accommodation, perform the essential functions of the position the individual holds or desires. A qualified individual with a disability does not include any employee or applicant who is currently engaging in the illegal use of drugs. 

• Reasonable Accommodation 

  • A reasonable accommodation is an adjustment or alteration that enables a qualified person with a disability to apply for a job, perform job duties, or enjoy equal benefits and privileges of employment. 
  • Reasonable Accommodations for Employees and Supervisors
  • Personal Assistance Services Procedures 
  • Reasonable Accommodation Request Form - Reasonable Accommodation Request  (CAC access required)
  • Computer/Electronic Accommodations Program (cap.mil) 

• Schedule A 

  • An Excepted Service Appointing Authorities covered under 5 CFR 213.3102 (u), for hiring people with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. This excepted authority is used to appoint persons with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. Such individuals may qualify for conversion to permanent status after two years of satisfactory service. Severe physical disabilities include but are not limited to blindness, deafness, paralysis, missing limbs, epilepsy, dwarfism, and more. 
  • Schedule A, 5 CFR 213.3102 (11) for hiring readers, interpreters, and personal assistants. This excepted authority is used to appoint readers, interpreters, and personal assistants for employees with severe disabilities as reasonable accommodations. 

• Workforce Recruitment Program (WRP) 

  • Employs eligible college students and recent graduates with disabilities in internships and permanent jobs. 

• Disability Retirement 

  • You must become disabled, while employed in a position subject to FERS, because of a disease or injury, for useful and efficient service in your current position. The disability must be expected to last at least one year. Your agency must certify it is unable to accommodate your disabling medical condition in your present position and that it has considered you for any vacant position in the same agency at the same grade/pay level, within the same commuting area, for which you are qualified for reassignment. There is no minimum age but you have to have 18 months of service years. 

Anti-Harassment Program

The Anti-Harassment program provides third party support to employees and managers in hearing and resolving complaints of harassing behaviors. As part of this process, Anti-Harassment Program Managers advise supervisors on conducting a thorough, impartial, and timely inquiry into all allegations of harassment and how to create a climate free from harassment.

Harassment Definitions

• Unlawful harassment is defined as unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history). Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.   
• Prohibited harassment, as defined by the Department of Defense, is broader than the definition of unlawful harassment. Prohibited harassment that can be reported to the Anti-Harassment program is behavior that is unwelcome or offensive to a reasonable person and that interferes with work performance or creates an intimidating, hostile, or offensive work environment. 

Guidance for this program can be found in: 

DoDI 1020.03 

DoDI 1020.04 

DAFI 36-147 (Chapter 7) 

Processes and Procedures

Training

The Anti-Harassment Program is responsible for managing training and other leadership tools designed to help managers create a fair and respectful climate free from harassment and discrimination. EEO training is offered at all AFMC installations and can be requested by leadership of all levels. Other tools include focus groups, EEO observations, and PULSE Check discussions designed to assist leaders in talking about potentially uncomfortable topics about team differences. To request EEO training or other leadership tools, reach out to your local Anti-Harassment Program Manager.

Training Opportunities