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It is the policy of the government of the United States that all federal agencies provide equal employment opportunity regardless of race, color, religion, sex (to include sexual orientation, gender identity, and sexual harassment), age, national origin, physical or mental disability, genetic information and reprisal and to promote the full realization of equal employment opportunity through a continuing affirmative program in each executive department and agency.
This policy applies to, and must be an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of all AFMC Airmen and Guardians, both military and civilian.
Department of the Air Force Equal Opportunity and Non-Discrimination Policy
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.
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.
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.
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.
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 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.
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.
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.
DoDI 1020.03
DoDI 1020.04
DAFI 36-147 (Chapter 7)
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
Federal Statutes:
29 CFR 1614: eCFR :: 29 CFR Part 1614 -- Federal Sector Equal Employment Opportunity
Management Directive 110: Management Directive 110 | U.S. Equal Employment Opportunity Commission
Management Directive 715 (Model EEO): Instructions to Federal Agencies for EEO MD-715 | U.S. Equal Employment Opportunity Commission
Federal Employees / Job Applicants: Federal Employees & Job Applicants | U.S. Equal Employment Opportunity Commission
EEOC Discrimination By Type: Discrimination by Type | U.S. Equal Employment Opportunity Commission
Enforcement Guidance on Harassment In The Workplace: Enforcement Guidance on Harassment in the Workplace | U.S. Equal Employment Opportunity Commission
Civilian Equal Employment Opportunity (EEO) Program: eCFR :: 32 CFR Part 191 -- The DoD Civilian Equal Employment Opportunity (EEO) Program
Department of Defense:
DoDI 1350.02 Military Equal Opportunity: DoDI 1350.02, " DoD Military Equal Opportunity Program," September 4, 2020; Incorporating Change 1 on December 20, 2022
DoDI 1020.04 Harassment Prevention and Response for DoD Civilian Employees: DoDI 1020.04, "Harassment Prevention and Responses for DoD Civilian Employees," June 30, 2020
DoDI 1020.03 Harassment Prevention and Response In The Armed Forces: DoDI 1020.03, "Harassment Prevention and Response in the Armed Forces," February 8, 2018; Incorporating Change 2 on December 20, 2022
Department of the Air Force:
DAF Equal Opportunity and Non-Discrimination Policy: DAF_Equal_Opportunity_Nondiscrimination_Policy.pdf
AFI 36-2710 – Equal Opportunity Program: DAFI36-2710
AFI 36-147 Civilian Conduct and Responsibility (Chapter 7): dafi36-147.pdf
AFMC
AFMCI 36-147 Civilian Conduct and Responsibility (Chapter 7): dafi36-147_afmcsup.pdf
HQ AFMC/A1Q Equal Employment Opportunity Strategy and Integration Division 4375 Chidlaw Road Wright-Patterson AFB, OH 45433 AFMC.EEO.Workflow@us.af.mil