Incidents can turn into Equal Opportunity issues

  • Published
  • By Master Sgt. Kimberly Mann
  • 66th Air Base Wing Military Equal Opportunity Office
HANSCOM AFB, Mass. -- --  Recently, an argument over available products at Hanscom's Commissary escalated quickly when an angry customer insulted an Army and Air Force Exchange Service employee by using a derogatory racial slur. 

Because the incident involved ethnic derision, what was initially a customer service issue quickly became an equal opportunity issue; the employee had as much right to work in a nondiscriminatory environment as the customer and witnesses had to shop in a unprejudiced environment. 

Due to the potential social impact of such incidents, the Air Force categorizes these types of actions and displays as Equal Opportunity and Treatment Incidents. An EOTI is defined, according to Air Force Initiative 36-2706, "Military Equal Opportunity Program" paragraphs 7.1.1 and 7.1.2, as "an overt, adverse act, occurring on or off base, directed toward an individual, group or institution which is motivated by, or has overtones based on race, color, national origin, religion or sex which has the potential to have a negative impact on the installation human relation climate. An EOTI may include subjects other than military members, retirees, or family members. 

"Incidents may include, but are not limited to, the following elements: the use of a slur(s) (based on race, color, national origin, religion or sex), vandalism/degrading graffiti, hate group activity, discriminatory epithets, signs or symbols." 

The Military Equal Opportunity office is responsible for teaching and refreshing base personnel on what an EOTI is and how to handle issues that may constitute an EOTI. While training is required for active-duty and civilian employees, incidents can also involve family members, retirees, or individuals who are not affiliated with the military. 

To recognize an incident, it is important to distinguish between incidents that are motivated by or have overtones based on race, color, religion, national origin or sex. AFI 36-2706, 7.1.1.1 indicates that "incidents motivated by race, color, national origin, religion or sex are those in which the race, color, national origin, religion, or sex of those involved or targeted is perceived to have been a primary factor in its occurrence." 

The racial epithet spray-painted on barriers at one of the base entrances is an example of an overt, racially motivated act against an institution. Overtones exist when a victim's race, color, national origin, religion or sex was perceived to have been a contributing factor in the occurrence or severity of the incident, the AFI says. 

One recent example of an EOTI that exhibits overtones includes one Airman using a national origin-related slur toward another Airman during a fight at the Minuteman Club. While the slur did not start the fight, the use of it during the altercation may have increased the intensity of the fight. Such incidents have the potential to negatively impact morale on base. 

When EOTIs are reported, the MEO office is responsible for clarifying EOTIs by assessing the impact of EOTIs on the base community and documenting actions taken to resolve the incident. Air Force leadership supports zero tolerance for behaviors that target and degrade individuals, groups or institutions based on race, color, religion, national origin or sex, because these kinds of behaviors not only have a negative impact on morale, but they also constitute civil rights infractions and clear violations of Air Force equal opportunity policy. 

Any person who works or resides on base or is accommodated by Air Force organizations and services is protected by and must adhere to Air Force EO policy. For more information regarding Air Force EO policy or EOTIs contact the 66 ABW MEO office at (781) 377-3783 or refer to AFI 36-2706. 

Witnesses of EOTIs should contact the Hanscom Law Enforcement Desk at (781) 377-2316, the organizational manager or the MEO office. Organizational managers who receive complaints regarding EOTIs, should include the MEO office when contacting the appropriate agencies.