INTRODUCTION
What is the Difference Between Culture and Climate
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 versus Climate Poster
DIVERSITY AND INCLUSION
The 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
Videos
Diversity Management Video
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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
Awareness Items
► Who's on Your Team (Video)
Other Resources
► 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.
Diversity and Inclusion Poster
MILITARY EQUAL OPPORTUNITY
EO Toolkit
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 Response
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 Toolkit
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 Response
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
Topical 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
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.