DOD Federal Protections from Discrimination
Protections for Federal Employees from Discrimination
Directive Diversity Management and Equal Opportunity (EO) in the Department of Defense.pdf
The first attachment DOD Federal Protections From Discrimination can be tailored in a variety of ways. DOD FED GLOBE has provided this so that people can teach about diversity inside and outside of the DOD. The first portion of the presentation can be used to teach about where discrimination comes from. The second part is applicable to DOD, but can be tailored for other areas of the Federal government as well as the different military services.
The second attachment is an hour movie that is about this presentation being taught to an LGBT and allied audience. Here DOD FED GLOBE board members are teaching these protections.
The third attachment is the DOD Directive # 1020.02 and it is about Diversity Management and Equal Opportunity (EO) in the Department of Defense.
Each page of the attached presentation is explained below:
- The Title Slide - if presenting to Federal employees all you need to do is add the name and related information about the presenter.If for a different audience then you will want to change the Title to "Understanding Discrimination." In this case your last slide will be # 6 The Concept of Being Whole."
- Causes of Discrimination - This chart and the others are based on research pertaining to "Human Rights Violations" and related sources. At the far right in the middle is the block that is called "Discrimination." All the other blocks eventually feed into the Discrimination block.
- The point of this slide is to explain to people that if they have ever experienced a prejudice thought it is, because it was impossible to avoid all these inputs that taught them prejudice thinking. The intent of this presentation is to explain that it is time to get past the guilt of such thoughts and to instead understand where they came from and realize we are all equal. To learn positive thinking about humanity.
- The block - Competition for Power, Prestige, & Possessions has feeding into it 3 blocks; Economic,Political, & Social. Use this as an example to explain thatthe inputs to discrimination in some cases have other inputs. Do not read all the inputs, but make sure the audience can have access to a copy and they can read over the presentation and use as a tool whenever they need to.
- People are not born prejudice. Prejudice is a type of ignorance that is taught. Through these inputs we are all taught to be prejudice. The key to getting beyond this is learning where discrimination comes from, what effects it, and how to stop following the patterns that increase it. This is known as desensitization education. During this process we learn to understand that all people are people and as such deserve the respect and dignity that human self worth on its own has earned.
- Stereotyping is one of the most dangerous inputs and will be discussed later in the presentation.
- Protests from the oppressed initially do increase discrimination by those that oppress. It is at this point that confrontation happens. Confrontation is where real change happens. It is where the oppressed have had enough and change must happen. Sometimes the fact that people are dissatisfied is shocking news to those in power. It is here that the powerful can determine to work with the oppressed or increase the hostility.
- Cycle of Discrimination - demonstrates that there are those that see themselves as "Superior" and others "Inferior." When they put this wrong thinking into action the "Cycle of Discrimination"begins. Remember Dr. Martin Luther King Jr. said; "There are no superior or inferior people." He was right we are all equal.However in the "Cycle of Discrimination." We start at Dominance and then the intensity of the bad actions increases.Until we reach "The Confrontation." When confrontation happens; we will have one of two possible results. Things will either be worked out or get significantly worse. It is always smartest to prevent things from getting worse, but when people are in this situation emotions run high. Normally it will take a 3rd party toget things made fair. In the cycle of discrimination steps can be skipped and the intensity can happen faster.
- Influences That Can Strengthen Or Weaken The Cycle of Discrimination - In the center is the planet and it is key to explain that society is not limited to the local, but is effected by the global. Changes in how society sees itself and perceivesdiscrimination will effect how much prejudice exists in total.
- Risk Factors - Are those things that increase prejudice. Inequality and stereotyping are large contributors to the increased discrimination.
- Mitigating Factors - Are those things that decrease discrimination. Education plays a very important role. The earlier we start educating people in their youth the more likely it is that their level of prejudice can be severely reduced.
- Stereotyping - The block at the far right in the center "Stereotyping is Dehumanization" is where all the other parts and forms of stereotyping feed into. Stereotyping of a group leads to them being classified as "Inferior people" and we know that this is false.
- The Concept of Being Whole - Being equal is the perspective that you are feeling completely balanced and are treated well. As well as you are treating others as equal. When a person feels superior there is the taking from those that are incorrectly viewed as inferior. This taking carries a heavy burden and weighs the discriminator down. Hate not only hurts the victim, but it also hurts the hater. Prejudice creates negative feelings such as irrational fears and the resulting anger. Those that feel they are being treated unequal feel that they are missing pieces of themselves as well as those things that are normally provided bysociety to its citizens. The happiest place for all to be is in astatus of equality.
- Federal Protections; Investigation - There are two separate complaint processes within the Federal government for discrimination. In some departments of the Federal government there is actually a 3rd option the "Office of Civil Rights" (OCR) or now in the DOD the Equal Opportunity (EO). The above attached policy explains the EO in a very high level way. The OCR/ EO does look into all the above, but legally it claims/ caveats to only have legal authority in those areas that are typically for"Heterosexuals Only." The This slide was developed primarily for employees within the Department of Defense (DOD). The reason why there are two separate processes is that the "Equal Employment Opportunity" (EEO) complaint process is viewed as "Heterosexuals Only." Even though technically on the basis of gender stereotyping Transgender employees can actually complain via EEO. The Office of Special Council (OSC) is the complaint process can be utilized for all Lesbian Gay Bisexual Transgender (LGBT) Federal employees. Once you point out and the audience realizes that Disability like LGBT does not come under Title 7 it is obvious that LGBT are treated in a disparate fashion by the complaint process. This design for a separate complaint process for LGBT experiencing discrimination is discriminatory by design. During the President George W. Bush years he placed in the OSC job a religious extremist Scott Bloch who immediately removed the protections for LGBT from OSC's website. Complaint investigations should not be based on the whims of political appointees, but the OSC process historically has been. Federal employees normally will exhaust the internal complaint or alternative processes and then if still dissatisfied can sue the Federal government in Federal court. However, it always smartest to resolve issues at the lowest possible level.
- OSC Complaint Process; Alternative - There are 3 steps; submission (no time limit), initial investigation (within120 days), and formal process (within 2 years). If the LGBT employee feels that another echelon senior to the organization you directly work for can be trusted to do the right thing it is a good idea to instead file with that next echelon a request for "Management Review."
- EEO Complaint Process; Alternative - Submission must happen within 45 days of the incident and this starts the initial process. During this process the EEO counselor is trained to investigate as well as try to resolve the dispute at the lowest possible level. Everything throughout the EEO process is always time sensitive and the over all process from start to finish is completed within under 2 years.
- Summary - Just repeats what has been taught.