AR 600-20, Army Command Policy - Army Publishing Directorate ...

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. Terms such as
"Haitian" or "Negro" can be used in addition to "Black” or “African American”.
(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. The term “Spanish origin,” can be used in addition to “Hispanic or Latino.”
(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
t h e s t r e n g t h o f t r a d i t i o n a l v i e w s , c h a r a c t e r i z e d b y a r d o r a n d f a i t h , a n d g e n e r a l l y e v i d e n c e d t h r o u g h s p e c i f i c
observances.
(11) Sexism. Attitudes and beliefs that one gender is superior to another.
6–3. Responsibilities
a. The DCS, G–1 will—
(1) Be responsible for Armywide policies, doctrine, plans, and initiatives pertaining to the Army EO Program.
(2) Be responsible for overall evaluation and assessment of the Army’s EO Program.
(3) Write, coordinate, maintain, and implement the HQDA Equal Opportunity Action Plan (EOAP).
(4) Establish selection criteria, in coordination with the CG, AHRC for Army personnel to attend the Defense Equal
Opportunity Management Institute (DEOMI).
(5) Coordinate, in conjunction with the CG, AHRC, EO training seat allocations at DEOMI.
(6) Coordinate the distribution of training seats at DEOMI between the AA and the USAR.
(7) Include equal opportunity advisor (EOA) staffing requirements in authorization documents.
(8) Establish and maintain a sexual harassment assistance line to assist victims of harassment with information that
will allow them to report the harassment or abuse to their local authorities and/or seek emotional counseling from local
resources. The Army’s EO/Sexual Harassment Assistance Line number is 1–800–267–9964.
(9) Assist the DEOMI with the conduct of the Senior Executive Diversity Awareness Training Seminar.
b. The CNGB and CAR will—
(1) Develop, monitor, and evaluate the implementation of EO policies and programs in their components.
(2) Establish requisite staff positions in their offices and make resources available to adequately carry out EO
program requirements.
(3) Select ARNG and Reserve personnel to attend the DEOMI.
(4) Develop information management and reporting requirements to determine the progress made toward EOAP
goals.
(5) Establish EO training for units and professional military education (PME) courses consistent with HQDA policy
and command needs.
c. The CG, U.S. Army Forces Command ( FORSCOM) will—
(1) Supervise and evaluate the unit EO training program conducted by the numbered armies in the CONUS.
(2) Coordinate, on a continuing basis with the OCAR, to conduct EO seminars for USAR general officers assigned
to Army Reserve commands/(ARCs/GOCOMs) and for key military and civilian staff assigned to those commands.
AR 600–20 18 March 2008
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