Center of Excellence (CoE) Portal


Please note:  The new CoE portal is under construction and products are being added often.  Please check back regularly for new materials.

The goals of the CoE Portal are:

1. Promoting courageously active and genuine dialogue to broach difficult topics to better appreciate others’ perspectives

2. Emphasizing professionalism using audience-interactive role-playing scenarios to effectively eliminate all forms of harassment behaviors and sexual assault

3. Adopting a proactive mentoring program for junior personnel that genuinely benefits their professional development and future promotion potential

4. Optimizing organizational functions and processes toward supporting cultures of excellence

5. Crafting action plans that directly address unit culture issues

6. Actively track the impact of action steps on unit culture throughout plan execution

7. Leveraging CoE Portal tools to harvest the benefits of inclusion and diversity management to help optimize readiness and mission execution

INTRODUCTION


What is the Difference Between Culture and Climate
Image of World Map with figures of human beings

It is important for leaders to understand the differences between culture and climate and the effects of each upon their organization.  View the video below to learn more:

Climate versus Culture


What is Culture?
 

Culture is an organization's unique identity.  It reflects the underlying assumptions about how the organization can be successful, based in early successes from the initial formation of the organization.  These beliefs, values, and norms are often unspoken and removed from members' day-to-day awareness. 


Other Aspects Affecting Culture
 

Culture is also influenced by the interpretation of "time".  See the video below for more information

Time and Culture Roundtable


What is Climate?
 

Organizational Climate stems from members' day-to-day experiences within the work environment and reflects members' shared perceptions of behaviors, practices and routines that are reinforced by coworkers and leadership.

Posters
 

Click the image below to download a full size poster

Culture vs. Climate Poster

Culture versus Climate Poster

DIVERSITY AND INCLUSION


Diversity and Inclusion IconThe Department of Defense strives to be a diverse organization reflective of American Society as well as demonstrating the value, respect, and appreciation of its workforce through positive inclusivity.  Topics shown below are areas which can impact upon the Department’s overarching goals.

 
Human Goals Charter

 

DoD Human Goals Charter

 


Videos
 

Diversity Management Video

Accessibility - Neurodiversity Video

►  Facilitation Guide:  Neurodiversity


New Information Icon Conversation Starters

►  Diversity
►  Equity
►  Inclusion
►  Accessibility
►  Conversation Starter - Facilitation Guide

Demographic Profiles and Reports
 

►  2021 Profile of the Military Community (current report)
►  2020 Profile of the Military Community
►  2019 Profile of the Military Community
►  2018 Profile of the Military Community
►  2017 Profile of the Military Community
For additional reports please visit Military OneSource or visit our demographics area located at the tab above:  Research Library/Publications/Initiatives/Demographics Tab

Policies and Plans

►  Department of Defense Diversity, Equity, Inclusion and Accessibility Strategic Plan
  DODI 1020.05, DoD Diversity and Inclusion Management Program
►  DODD 1020.02, Diversity Management and Equal Opportunity in the Department of Defense
►  Government-wide Strategic Plan to Advance Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce (Nov 2021)
►  Defining Diversity – MLDC Decision Paper 
►  Fact Sheet President Biden Signs Executive Order
►  Executive Order on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce


Other Publications


►  Technical Report 23-04, Inclusive Leadership for Senior Executives and Military Leaders
Technical Report 23-06, Exploring Key Strategies to Improve Diversity and Equal Opportunity/Equal Employment Opportunity for Senior DoD Leaders
►  Technical Report 23-07, Does Diversity and Inclusion Offer a Return on Investment? A Practical Review for DoD Senior Leaders

 
Awareness Items
 

Who's on Your Team 

Other Resources
 

►  2023 DAF Diversity, Equity, Inclusion and Accessibility Strategic Plan
►  Memo on Actions to Improve Racial and Ethnic Diversity and Inclusion in the U.S. Military
►  DoD Building a Civilian Talent Pipeline
►  GAO-23-105284, Report to Congressional Committees:  DoD Civilian Workforce. Actions Needed to Eliminate Barriers to Diversity
  DEIA Glossary of Terms
►  DEIA Bibliography
►  Action Memo:  Racial/Ethnic Diversity Subcommittee Research Priorities
►  Defense Advisory Committee on Diversity and Inclusion in the Armed Forces

Posters

Click on the poster image(s) to download the full-size product.

2022 Diversity and Inclusion Poster
Diversity and Inclusion Poster

MILITARY EQUAL OPPORTUNITY


EO ToolkitEqual Opportunity Icon
 

The below information has been specifically designed to assist military equal opportunity practitioners in conducting their EO mission.  Additional resources and other related information are also available within the EEO specific and Assessment to Solutions tabs.
 

For additional resources for MEO Practitioners please click below.

 

Harassment Prevention and ResponsePrevention Icon

 

The Department of Defense does not tolerate or condone harassment. Harassment jeopardizes combat readiness and mission accomplishment, weakens trust within the ranks, and erodes unit cohesion.  To learn more about the principles related to Harassment Prevention and various resources available to learn more about harassing behaviors please see below.

Harassment can be oral, visual, written, physical, or electronic. Harassment can occur through electronic communications, including social media, other forms of communication, and in person.  Harassing behavior may include, but is not limited to: unwanted physical contact, offensive jokes, epithets or name-calling, ridicule or mockery, insults or put-downs, displays of offensive objects or imagery, offensive non-verbal gestures, stereotyping, intimidating acts, veiled threats of violence, threatening or provoking remarks, racial or other slurs, derogatory remarks about a person’s accent or disability, or displays of racially offensive symbols.

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 is prohibited. All allegations of harassment must be evaluated under the totality of the circumstances, to include an assessment of the nature of the conduct and the context in which the conduct occurred. In some circumstances, a single incident of harassing behavior is prohibited harassment whereas, in other circumstances, repeated or recurring harassing behavior may be required to constitute prohibited harassment.

 

EQUAL EMPLOYMENT OPPORTUNITY


EEO ToolkitEqual Employment Opportunity Icon


The below information has been specifically designed to assist civilian equal employment opportunity practitioners in conducting their EEO mission.  Additional resources and other related information are also available within the EO specific and Assessment to Solutions tabs.
 

For additional resources for EEO Practitioners please click below.

 

Civilian Harassment Prevention and ResponsePrevention Icon
 

The Department of Defense does not tolerate or condone harassment. Harassment jeopardizes combat readiness and mission accomplishment, weakens trust within the ranks, and erodes unit cohesion.  To learn more about the principles related to Harassment Prevention and various resources available to learn more about harassing behaviors please see below.

Harassment can be oral, visual, written, physical, or electronic. Harassment can occur through electronic communications, including social media, other forms of communication, and in person.  Harassing behavior may include, but is not limited to: unwanted physical contact, offensive jokes, epithets or name-calling, ridicule or mockery, insults or put-downs, displays of offensive objects or imagery, offensive non-verbal gestures, stereotyping, intimidating acts, veiled threats of violence, threatening or provoking remarks, racial or other slurs, derogatory remarks about a person’s accent or disability, or displays of racially offensive symbols.

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 is prohibited. All allegations of harassment must be evaluated under the totality of the circumstances, to include an assessment of the nature of the conduct and the context in which the conduct occurred. In some circumstances, a single incident of harassing behavior is prohibited harassment whereas, in other circumstances, repeated or recurring harassing behavior may be required to constitute prohibited harassment.

LEADERSHIP


Leadership IconTopical Areas
 
Leadership can be like a two-sided coin.  Leaders can demonstrate positive traits that support an organization and build up unit members, or they can demonstrate negative traits that hinder or tear down unit members.  This section provides tools and products to assist in reinforcing positive leader traits as well as identifying negative behaviors and potential strategies to reduce and eliminate them.
 
 
Information for Leadership
 

DEOCS
Please note:  DEOMI no longer adminsters the DEOCS.  If you have questions or problems with a password please click the customer support link below to contact the appropriate POC.

►  DEOCS Information
  Factor Products
►  Customer Support
  Archived DEOCS Factor Products  (although some items may be outdated for DEOCS purposes, you may find some useful products here)

SAPR

Harassment Prevention and Response
 
Employee Development
 

Leader's Conversations

The following guide has been developed to assist leaders in holding difficult discussions with their Service members on potentially sensitive and emotional topics.  Leaders should consult with their EO, EEO, and special staff (SJA, IG, Chaplain, PAO, and others) when preparing for such a discussion.

Leader's Conversations

►  Effective Conversation Strategies

Publications

►  Technical Report 08-13, Ethical Leadership:  A Factor in Mission Readiness

► Technical Report 20-01, Readiness and Selection Assessment of Equal Opportunity Advisors

► Technical Report 21-08, Resonation with a Morality Framework

► Technical Report 22-01, Analysis of Impacts of EO-SAPR on OE Job Satisfaction Based on DEOCS Longitudinal Data Using Decision Tree

►  Technical Report 22-04, Effective Training and Approaches for Command Teams' Leaders:  Management of MEO, EEO, and DEI Programs

►  Technical Report 22-08, Effective Strategies for Command Team Leaders:  Implementing Leadership Accountability Approaches

►  Technical Report 22-09, Facilitating Effective Conversations:  A Framework for Command Team Leaders

►  Technical Report 22-10, Self-Reflection and Regulation Training (SRRT):  A Proposed Training Model for Mitigating the Impacts of Senior Leader Bias in the Armed Forces

►  Technical Report 23-04, Inclusive Leadership for Senior Executives and Military Leaders

►  Technical Report 23-06, Exploring Key Strategies to Improve Diversity and Equal Opportunity/Equal Employment Opportunity for Senior DoD Leaders

►  Technical Report 23-07, Does Diversity and Inclusion Offer a Return on Investment?  A Practical Review for DoD Senior Leaders

Technical Report 23-09, Master Workforce Transformation:  Strategies of Senior Executive Leaders

►  Technical Report 23-10, Leadership Oversight Framework:  Navigating Organizational Excellence

►  Technical Report 23-11, Risk Management: A Comprehensive Guide

►  Technical Report 23-12, Strategic Leadership Focus:  Talent Management, Mentorship, and Workplace Diversity

►  Technical Report 23-13, Navigating the EO and EEO Strategic Landscape:  A Guide for Senior DoD Leaders


 

RESEARCH


 

 

 

 

ALL VIDEO PRODUCTS


This area is currently under construction.  All video products shown are available in other areas of the website.  Please check within our various toolkits for these items until this area is complete.
 
DEOMI offers a wide variety of training products to enhance your organization's training or awareness needs.  Products are typically located in the areas of this website to which they pertain.  Several popular products are shown here by category for convenience.
 
 

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.