Bullying
 

Definition IAW DoD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces:  A form of Harassment that includes acts of aggression by Service members or DoD civilian employees, with a nexus to military service, with the intent of harming a Service member either physically or psychologically, without a proper military or other governmental purpose. Bullying may involve the singling out of an individual from his or her coworkers, or unit, for ridicule because he or she is considered different or weak. It often involves an imbalance of power between the aggressor and the victim. Bullying can be conducted through the use of electronic devices or communications, and by other means including social media, as well as in person.  For more information on Harassment Prevention please visit the Harassment Prevention tab.

FACTOR DESCRIPTION:


An act of aggression by a military member or members, or Department of Defense civilian employee or employees, with a nexus to military service or Department of Defense civilian employment, with the intent of harming a military member, Department of Defense civilian, or any other persons, either physically or psychologically, without a proper military or other governmental purpose. Bullying may involve the singling out of an individual from his or her co- workers, or unit, for ridicule because he or she is considered different or weak. It often involves an imbalance of power between the aggressor and the victim. Bullying can be conducted through the use of electronic devices or communications, and by other means, as well as in person (Deputy Secretary Defense Memo Dec 23, 2015).

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  Fact Sheet on Bullying
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Bullying Presentation
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Prevent Bullying
Focus Group / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Bullying Focus Group and Interview Questions
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Bullying Recommended Reading
Videos

DEOMI produced media is designed to increase awareness of behaviors that impact command climate. The video can be used with other tools located in this area and on deomi.org.

Bullying Behaviors

►  Bullying Behaviors Video

Bullying

►  Bullying Video
►  Bullying Facilitator's Guide to be used with the above video
Web Resources

The following resources provide additional information and may be used when developing a plan of action.

►  Bullying Web Resources

 

 

 

 

Discrimination

Perception that military members or employees of the organization are denied equal opportunity or are a victim of an unfair employment practice by virtue of their race, color, national origin, religion, sex, sexual orientation, age, disability, etc.
 

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  Fact Sheet on Discrimination
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Discrimination Presentation 
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Eliminate Discrimination
Focus Groups / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Discrimination Focus Group and Interview Questions 
Online Lessons

The following course(s) are available through DEOMI's distance learning capability. An organization's action plan can include the opportunity to take these course(s) to heighten awareness on this factor.  Please select New Registration unless you have already created an account.

►  Disability Awareness Online Lesson
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Discrimination Recommended Reading
Videos

DEOMI produced media is designed to increase awareness of behaviors that impact command climate. The video can be used with other tools located in this area and on deomi.org.

►  Age Discrimination Video

►  Disability Discrimination Video

►  Racial Discrimination Video

►  Racist Behaviors Video

►  Religious Discrimination Video

►  Religious Discrimination Scenario Based Training (SBT) Video
►  Religious Discrimination Scenario Facilitator's Guide to be used with the above video

►  Sex Discrimination Video
Web Resources

The following resources provide additional information and may be used when developing a plan of action.

►  Discrimination Web Resources

 

Hazing

Definition IAW DoD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces:  A form of Harassment that includes conduct through which Service members or DoD employees, without a proper military or other governmental purpose but with a nexus to military Service, physically or psychologically injures or creates a risk of physical or psychological injury to Service members for the purpose of: initiation into, admission into, affiliation with, change in status or position within, or a condition for continued membership in any military or DoD civilian organization. Hazing can be conducted through the use of electronic devices or communications, and by other means including social media, as well as in person.  For more information on Harassment Prevention please visit the Harassment Prevention tab.

Any conduct through which a military member or members, or a Department of Defense civilian employee or employees, without a proper military or other governmental purpose but with a nexus to military service or Department of Defense civilian employment, physically or psychologically injure or create a risk of physical or psychological injury to one or more military members, Department of Defense civilians, or any other persons for the purpose of: initiation into, admission into, affiliation with, change in status or position within, or as a condition for continued membership in any military or Department of Defense civilian organization. Hazing can be conducted through the use of electronic devices or communications, and by other means, as well as in person.

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  DEOCS Fact Sheet on Hazing
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Prevent Hazing
Focus Groups / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Hazing Focus Group and Interview Questions
Online Lessons

The following course(s) are available through DEOMI's distance learning capability. An organization's action plan can include the opportunity to take these course(s) to heighten awareness on this factor.  Please select New Registration unless you have already created an account.

►  Hazing and Bullying Online Lesson
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Hazing Recommended Reading
Videos

DEOMI produced media is designed to increase awareness of behaviors that impact command climate. The video can be used with other tools located in this area and on deomi.org.

►  Hazing Video

►  Hazing Scenario Based Training (SBT) Video
►  Hazing Facilitator's Guide to be used with the above video
Posters

Click on the poster image below to download the full size image.
Web Resources

The following resources provide additional information and may be used when developing a plan of action.

►  Hazing Web Resources

 

 

Inclusion at Work

Involves the ways in which organizations, groups, leaders, and military members' or employees' allow everyone (diverse in identities, cultures, and ways of thinking and acting) to participate, contribute, have a voice, and feel that they are connected and belong, all without losing individual uniqueness or having to give up valuable identities or aspects of themselves.

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  Fact Sheet on Inclusion at Work
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Implicit Bias Presentation

►  Inclusion at Work Presentation
Interactive Presentation

Training awareness presentations that display life like scenarios.

►  Generational Differences
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Increase Inclusion at Work
Focus Groups / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Inclusion at Work Focus Group and Interview Questions
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Inclusion at Work Recommended Reading
Videos

DEOMI produced media is designed to increase awareness of behaviors that impact command climate. The video can be used with other tools located in this area and on deomi.org.

►  Inclusion Video

►  Who's on Your Team Video
Web Resources

The following resources provide additional information and may be used when developing a plan of action.

►  Inclusion at Work Web Resources

 

Sexual Harassment

Involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: Submission to such conduct is made either explicitly or implicitly a term or condition of a person's job, pay, or career, or submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile, or offensive working environment.
 

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  Fact Sheet on Sexual Harassment
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Sexual Harassment Presentation
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Prevent Sexual Harassment
Focus Groups / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Sexual Harassment Focus Group and Interview Questions
Awareness Items

The Purpose of these products is to assist you in increasing unit awareness and skills related to this factor.

►  Human Dignity Booklet

►  Human Dignity Animation
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Sexual Harassment Recommended Reading
Videos

DEOMI produced media is designed to increase awareness of behaviors that impact command climate. The video can be used with other tools located in this area and on deomi.org.

►  Sexual Harassment Video

Scenario Based Training (SBT)
►  Sexist Behaviors / Sexual Harassment Video
►  Sexist Behaviors/Sexual Harassment Scenario Facilitator's Guide to be used with the above video

►  Physical Training Video (this video shows harassment from two perspectives with a small break between the clips)
►  Physical Training Scenario Facilitator's Guide to be used with the above video

►  Can We Date Video
►  Can We Date Scenario Facilitator's Guide to be used with the above video

►  No Big Deal Video
►  No Big Deal Scenario Facilitator's Guide to be used with the above video

►  Pretty Weekend
►  Pretty Weekend Scenario Facilitator's Guide to be used with the above video

►  Miss Molly
►  Miss Molly Scenario Facilitator's Guide to be used with the above video

►  Discipline Video Male
►  Discipline Video Female
►  Discipline Scenario Facilitator's Guide to be used with the above two videos
Web Resources

The following resources provide additional information and may be used when de  veloping a plan of action.

►  Sexual Harassment Web Resources

 

 

Sexual Harassment Retaliation Climate

Member's perception of whether retaliation would occur if a sexual harassment complaint was made in their unit/organization.

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  Fact Sheet on Sexual Harassment Retaliation Climate
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Sexual Harassment Retaliation Climate
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Eliminate Sexual Harassment Retaliation Climate
Focus Groups / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Sexual Harassment Retaliation Climate Focus Group and Interview Questions
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Sexual Harassment Retaliation Climate Recommended Reading
Web Resources

The following resources provide additional information and may be used when developing a plan of action.

►  Sexual Harassment Retaliation Climate Web Resources

 

Unwanted Workplace Experience

This measures the sexual harassment risk within the organization. The items contain behaviors associated with the increased probability that sexual harassment could be occurring.

Fact Sheet

The fact sheet provides a description, summarizes the importance, and suggests how leaders can have an influence on this factor.

►  Fact Sheet on Unwanted Workplace Experience
Presentations

The presentation content can be used to raise awareness regarding this factor and provides recommendations that may be included in the command's action plan.

►  Unwanted Workplace Experience Presentation
Prevention Strategies

Strategy sheets will provide some recommendations to address concerns that may be present about this factor in your organization.

►  Strategies to Prevent Unwanted Workplace Experience
Focus Groups / Interview Questions

A climate assessment includes conducting interviews and focus groups. This process is instrumental for validating the information received from the survey. This is a list of suggested questions that can be used to help the command obtain clarity regarding this factor.

►  Unwanted Workplace Experience Focus Group and Interview Questions
Recommended Reading

This recommended reading list is designed to provide leaders with additional materials that specifically address this factor. The information provided can be incorporated into the organization's action plan.

►  Unwanted Workplace Experience Recommended Reading
Videos

DEOMI produced media is designed to increase awareness of behaviors that impact command climate. The video can be used with other tools located in this area and on deomi.org.

Scenario Based Training (SBT)
►  A Major Concern Video
►  A Major Concern Scenario Facilitator's Guide to be used with the above video

►  Ear Muffs Video
►  Ear Muffs Scenario Facilitator's Guide to be used with the above video

►  Girl Talk Video
►  Girl Talk Scenario Facilitator's Guide to be used with the above video
Web Resources

The following resources provide additional information and may be used when de  veloping a plan of action.

►  Unwanted Workplace Experience Web Resources

 

 

Assessment to Solutions

Equal Opportunity / Equal Employment Opportunity (EO/EEO) Fair Treatment

These factors help identify those social, personal, or institutional barriers that prevent people from rising to their highest professional level. This is accomplished by treating people in a way that is right and reasonable.

Select each factor for a detailed definition, additional information, and various products that will assist your organization in developing effective solutions.

The appearance of hyperlinks does not constitute endorsement by the Defense Equal Opportunity Management Institute or the Department of Defense of non-U.S. Government sites or the information, products, or services contained therein. Although the Defense Equal Opportunity Management Institute may or may not use these sites as additional distribution channels for Department of Defense information, it does not exercise editorial control over all of the information that you may find at these locations. Such links are provided consistent with the stated purpose of this website.