PI a *AR 600-21
ARMY REGULATION HEADQUARTERS
DEPARTMENT OF THE ARMY
No. 600-21 \ WASHINGTON, DC, £0 JWM 1977
1517AL OPPORTUNITY PROGRAM IN THE ARMY
' Effective 1 September
This revision consolidates AR 600-21 and AR 600-42. This regulation establishes the require-
ment for the development and implementation of an Equal Opportunity Program throughout
the Active and Reserve Components of the United States Army. Supplementation of this
regulation at MACOM jevel is required* Major commands will furnish one copy of each
tupplement published to HQDA (DAPE-HRR), WASH DC 20320. Subordinate commands
will furnish one copy of eafh supplement to the next higher headquarters. Wherever used in
thU regulation^ the words ^he/him/his" refer to both genders.
CHAPTER 1. GENERAL PljbvisipNS r.miR-a.ih
Purpose a n d S c o w ? - . . . _ > . _ _ . . . . . . _ _ . . _ . . . . . . _ . . _ . . _ _ _ ....._ ...... _ _ . - - . ... _ _ _ _ _ _ _ 1-1
Generftl_____l_a^____._....___„_..___.._. . . _ _ _ _ _ _ _ . . _ _ _ _ _ . _ _ „ . . _ _ _ _ _ . _ _ . _ _ _ „ _ _ _ _ _ _ _ _ _ _ 1-2
Kxplanation of T e n . : ? - _ . : _ _ _ _ , . _ _ . . . . . . . . _ _ _ _ . . „ . „.. . . _ . . . . _ . - _ . _ _ . _ _ , _ . _ _ . . . _ . _ _ . . _ _ _ . 1-3
Policy_._____jil_ _ _ _ _ _ _ _ : _ _ _ _ _ _ . _ _ _ _ _ _ _ . . _ _ _ _ _ _ _ _ _ _ - - - _ _ _ _ , - . _ _ _ ,.___.,.____.____ 1-4
Components of the Equal Opportunity (EO) Program ..-- ....... . . . _ _ - . . _ . - . . . . . _ . _ _ . _ _ _ . _ 1-5
Rp-sponstlj-Utes of Key OffidalV--........ ._...-. ...-.- ...... -..---..,..... ...... .... 1-G
2. AFFIRMATIVE ACTIONS \
G e n e r a . . _ _ . . _ _ ' . . _ _ _ _ _ _ _ _ _ _ .A... ...... ...... ....... ., ....... . _ . . _ . _ _ _ . . _ _ _ „ . 2-J
Affirmative Actions Plan ( A A P ) _ . _ , . . . _ . _ _ _ _ ...... ...... ........... , _ . . _ _ _ _ ' _ ........ 2-2
Majority/Minority/Gender Statistical D a t a . . . . . . . . . . . _ _ . _ . _ . _ . . _ _ . _ . . . . _ . _ . _ _ . _ _ . . _ „ . '2-?,
Procedures for Preceding Complaint- e _ . . . . . ...... ..... ... .... ... ,. ...... ......... 2-4
neporlinp; Requirements..--......._- _ • _ . . . . ... _ _ . . . . - ... ._ _ _ . . „ . . . , _ . . . . . . _ _ _ ....... 2-5
On-Poet/O-T-Post Activities..-_.__.. ..... ...... . . . . _ . . _ . . . _ . . _ _ _ . . . _ . . . _ . . _ . ....... 2-G
Dependent and Civil SL-booIf-'. ........ ..._.. ... .. - . . _ - . . .._......__.... ,_ . . . _ . . . . . . . . . _ . . 2-7
Ix^gal A - S - s t a p c c . - . _ _ _ _ _ _ . . _ . . _ _ . . _ _ . _ . „ ....... . . . . - _ _ . . . . . - . . _ _ . _ , _ ...... _ _ _ . _ _ . . 2-8
Public Accommodations—Off-Limits Action....... .. ..... .... ........... ...... ...... . _?-9
Equal Opportunity in OfT-Post Housbig...... "\ . ....... ._ .. . _ . . . . . . , . ...... ...... . 2-10
/ 3. EDUCATION AND T R A I N I N G
Genera1!. _ _ _ . _ . _ . _ _ _ . . . . . . - _ . _ _ _ . . . . - . . .. . . . ' _ , . . . . . . .. ... ...... ........ _ . , . _ _ . .... 3-1
Kntry Level Tra-ning. _ _ _ _ _ _ _ _ _ _ _ _ _ . . _ _ _ _ _ _ . . . - , . _ _ . - . _ _ _ . . . . _ . _ _ . . . . . . _ . . _ . , _ _ _ _ _ . _ i^2
Individual Education for Arniy leaders, Managers and Supervisor-... __. ..... ........... .... 3-3
X'nlt T r a i n i n g . . . _ _ _ _ . . . _ _ _ _ _ . _ . . . _ _ _ „ . ...... ....... . . . . . . . . . . , . . . . _ _ . . . _, . 3-4
"Unit Discussion Leiulcrs. _ _ _ _ . . _ _ _ . __.__,........ .,.^, _ _ _ . . _ . . _ _ . . . . . . , . ...... .. ,. . TJ-o
4. ORGANIZATION AND STAF11NG OF EQUAL OPPORTUNITY OFFICE
Command Responsibilities........... ...... ....... ..-..!..... _ . . _ . . _ , . ... .... . . _ . _ _ _ 4-\
Ixjual Opportunity Organization _ - _ - - _ . . . . _ . ...... ... . . " - _ . . ...... _ , . . . . _ . . _ . . _ . .. 4-2
Staff Rfisponpibilitlcs___ — --._..---......... .. ...... >... ...... ...... .... ..... 4-3
I'lquul Opportunity Porsonnel. _ . _ _ _ _ _ _ _ . _ _ _ . . _ _ . . _ . . . _ - . _ _ _ _ j _ , _ _ . . . _ _ . _ „ . . _ . . . . . . ._ . . _ _ _ 4-4
Relationship of Equal Opportunity and Orgnnizationa' KfTec:ivt i nc«y 1 ' u i u ' t i o n - . . . . . . . . - - . . _ . . . 4-")
I'lfficiency Rrport Entrle?. — - - . - . - . . - . . - _ . . . _ _ - - . - - . . . - . .... _ _ . . _ ! » _ . . . . ..- .. ..... ..... 4-0
( APPLXDIX A. EXPLANATION OF T E R M S . . . _ _ _ _ _ _ _ _ _ . . __..... _ _ _ _ _ _ . _ _ . „ . _ _ _ . _ . . . . . _ _ _ . .. ... .......
I B. ILLUSTRATIVE PUBJKCT AREAS FOIl AFFIRMATIVE ACTION GOALS.......... .......
t C. FORMAT FOR NARRATIVE AND STATISTICAL REPORT ON TiO PROGRK=S...........
• IX GUIDELINES FOR UNIT EO T R A I N I N G . _ . _ _ . _ _ . _ _ _ , . _ _ _ _ _ _ . . \ _ _ _ _ _ . _ _ _ _ _ _ „ _ _ _ _ . . _ _ _ _ _
K. QUALIFICATIONS, SELECTION CniTERlA A N D PHOCEDURKS FO11 ATTENDANCE
A T D H R T . . . .. _..._,__ ... .......... .. ............ ... . . . . . . . \. . .......... ... ...
•This regulation supersedes^-U COO 21, 26 July 1973; All 600 .2, II DccomWr 1975; DAUD VlA AC Ltr, 22 Dee
72 (U) subject: Race Relations/Equal Opportunity (RR/EO) Organization Staffing; and DA messages: DAPE-MPT
03U10ZOc(74 (U) subject: DA Chilian RR/EO Staff Officer Training and DAPE Ml'O-( 291S397 Jtm 7G (V) subject:
df Hit i:O PerMinml n( iho Drfen*** Rnce Relafion^- InslTinfo. \
RETURN TO THE ARMY LIBRARY
ROOM 1A518 PENTAGON
i* • • -*v»fr«i * uir< ' I, D.C. 20310
' » I t I r I 9d ,
20 Jane 1977 AR 600-21
1-1. Purpose and scope. ITiis regulation— Employment Opportunity, and DA Civilian Per-
<x. Implements Department of Defense (DOD) sonnel Regulation (CPR) 700. chapter 713.
directives on: 1-3. Explanation of terms. See appendix A.
(1) Kqual Opportunity for Military Pe.rson- 1-1. Policy, a. It is the policy of the United States
nel: Army to provide equal opportunity and treatment
(2) Education in "Race Relations for Military for uniformed members without regard to race,
Personnel ; color, sex, religion, age, or national origin.
(3) Equal Opportunity in Off-Post Housing b. The chain of command is the primary chnn-
for Military Personnel. uel for correcting discriminatory practices and for
2>. Presents the Dcpa-itmetit of the Army communications on equal opportunity matters.
(DA) Prop-rani for achieving' and maintaining:
c. Arbitrary discrimination, on- or off-post, and
(1) Equal Opportunity for military person-
directed against members of the Army or their de-
nel and their dependents, both on- and ofT-posf,
pendents, will not be tolerated.
(2) Effective interpcrsonal/intergroup rcla-
(1) On-post, and any off-post activities of-
t-onsl-ips amon£ milit-ary personnel, irrespective of
race, color, sex. religion, age or national origin. fered or otherwise made available to Army per-
sonnel (and their dependents), must bo open, &s
c. Applies to military personnel of the Active
.Army and to all US Army elements ami flfr"n<Mes appropriate, to all Army personnel (and depend-
ents) regardless of race, color, sex, religion, age or
nat ior.al origin.
d. Applies to members and units of the National
Guard when called to active Federal Service or as (i^) Organizations 01- activities which do not
modified by appropriate National Guard regula- liitrt I!H- requirement in (1) above will ho denied
tions, t h e _ue of A n n y facilities and resouxvo-S. Orgoniza-
c. Applie.-: (-.) ir-iis c i v l members of the T? i:o;:s v.Iiicii use on-post facilities must satisfy the
Army Reserve when so.rving on Active Duty, Ac- iii-t;:'l:;(ioi! commander that they do notdiscrimi-
tive Duty for Training, Annual Training, or in an luxlc 'Jirough their actual membership practices or
Inactive Duty Training status. in any of their activities.
/. Applies to civilian supervisors of m i l ' t n r y (.1) Off-post activities, including housing and
personnel. public accommodations, which do not meet the
1-2. General, a. Teamwork, unit cohesion and roquinme.nts in (1) above will be placed off-limits
esprit de corps are indispensable to military effec- or on restrictive sanction.
tiveness. The Army Equal Opportunity Program d. Anny Equal Opportunity actjvities are
directly supports that objective by assuring fair billed on aflirniative actions which go beyond non-
treatment for nil aud by reducing divisive influ- discriniination and include planned and positive
ences. The, program also n-cf^iizes that equal op- stops to identify and, where found, eliminate
portunity iy ;i lm-ic co'-,-f i ) : : t : n n a 1 rigl:t. iri;:ir;i:'.- existing discriminatory practices, past or present.
u-cdby lav. f. Army standards for career development must
&. Por.-oi'.u!. dir-ot't mid continuous involvement lv. maintiiii.cd at all levels commensuiiate with mis-
of commanders at all levels is essential. What the sion requirements. Reasonable and consistent
commander dor* to a.^ure, evc-nhandcdness, to standards, fairly and intelligently applied to both
rlimiiirite- ucfj\-\i'u\? \vhich arc divisive, and to majority and minority milit-ary personnel, are
translate goals into action sets the tone, for Uic essential.
entire, organisation in equal opportunity. 1-5. Component of the Equal Opportunity (EO)
c. Tlic Equal Employment Opportunity Pro- Program, a. The EO Program in the Army is a
gram for DA civilian employees is set forth in Fed- single program with two equal and complemen-
eral PersMT-nrl Mnniifll (FPJO. chapter713. F tary components. The program will IK> itr-pV-
AR 600-21 20 June 1977
mented at all levels of command and integrated (5) AUocatee Army quotas to DRRI among
with all other military activities. Active Army, Army National Guard and Army.
6. The Affirmative Actions component consists Reserve.
of a scries of initiatives aggressively pursued to «. Chief) National Guard /?wmm, and Chicf^
search out areas of inequity and discrimination US Army Reserve.
to take corrective action. The objective is to (1) Monitor and evaluate implementation of
assure that treatment of all personnel is based on EO policies and programs in their respective
merit, fitness, capability and job-related factors, components.
and not arbitrarily on race, color, sex, age. nut ional (2) Assure that sufficient ^laff positions are
origin, religion, or other irrelevant factors. established in their respective offices and resources
c. The Education and Training component is made available to adequately carry out EO Pro-
a continuing Army-wide effort to impart to all gram requirements.
members of the Army an awareness concerning (3) Approve selection of Army Reserve Com-
equal opportunity matters, to develop positive atti- IM>nent personnel to attend the DRRI.
tudes toward the program, and to foster good re- (4) Coordinate information on Army Re-
lationships among individuals and groups. Special servo Component personnel selected to attend th»
attention will be given to the Army's expectations DRRI with DAPE-HRR and Commanding Gen-
concerning the, behavior of individual members in eral. US Army Military Personnel Center.
carrying out their duties and responsibilities and (5) Develop management information and
in their interacting with other personnel. Infor- reporting requirements to determine progress to-
mation about nice, age. sex, ethnic and cultural ward affirmative action goals,
differences in terms of interpersonal and inter- d. Commanding General, t/S Army Military
group relation? will be included. /\-r«<mnd Cenfcr (MILPERCEN).
1-6. Responsibilities of key EO officials, it. />< /> (1) Assures equal opportunity in personnel
uty ChiH of Majf for Personnel (/><".S7V:7/h management activities of MH.PERCEN.
RQDA. (_i) Develops majority/minority/gender sta- -
(1) Has general staff responsibility for al! tisticul data for personnel management puiposes fl
plans, policies and actions pertaining to (lie Anny ns required by HQDA. ^
Kqual Opportunity Program. (3) Approves selection of Anny personnel to
(2) Has general stiiff responsibility fur over- attend BURL
all evaluation and assessment of the Army Kqiml (4) Controls DRRI student quotas, military
Opportunity Program. 'Ami civilian, for the Army.
(,'J) Formulates, mtuntains. and implements (5) Distributes Active Army personnel with
the I)A Affirmative Actions PJan (AAP). MOS OOU/OPMS 41C based "upon command
(4) Establishes selection criteria for Army authorizations.
altendance at the Defense Race Relations I n s t i -
e. Commanding General. US Army Twining
ond Doctrine Command- (TRADOC"].
b. Director Office of Equal Opportunity (J>0
EO}, Ol)CSI>ER, HQDA. (.1) Develops Army doctrine and associated
(1) Acts as the principal staff assistant and training materials for Equal Opportunity.
advisor to the DOSPER on equal opportunity (2) Designates an appropriate agency within
matters in the Army. TKADOC as the responsible agency for develop-
('2) Evaluates and assesses Army Equal Op- ment of all Anny Equal Opportunity instructions
portunity programs. and associated training materials,
(3) Directs the operation of the Office of (3) Assures that the designated responsible
Equal Opportunity, ODCSPER, and provides agency establishes liaison with and receives educa-
guidance, direction and supervision to the asKifjned tional guidelines and materials from DRRI".
staff. (4) Assures that EO education and training,
(4) Develops managemont information ami appropriate to the needs of students and trainees,
reporting requirements to determine fn-o_;:v>- to- is provided in -i]] Service schools and training
ward affirmative action ir centers.
20 June 1977 AR 600-21
(5) Provides assistance with instructional A. A.U commanders and supervisors.
materials to Service schools not under tlie jurisdic- (1) Actively seek early identification, of dis-
tion of TRADOC (Judge Advocate School, US criminatory practices and initiate corrective ac-
Anny Health Services Commend. "US Army "War tioas to remove factors contributing to them.
College) as required. (2) Initiate and condur-t EO programs which
(6) Monitors the instruction presented by the promote equal opportunity and interpersonal/
Defense Race Relations Institute and continu- intergroup harmony for all military personnel,
ously evaluates how well the Institute meets Army their dependents, and civilian emplo3Tocs.
requirements. (3) Conduct EO training on a continual basis
(7) Develops and conducts Army-unique in- for commanders, key civilian and military staff
struction for Phase II students of DRRI. personnel to assist them in managing the military
(8) Develops and conducts Army-unique in- BO program.
struction through correspondence courses for (4) Conduct EO training consistent with re-
Army Reserve Components. quirements established by A! A COM and in con-
/. Commanding General. VS A rmy Forrcn Com • formonce with, chapter 3 of this regulation.
mantl (PORSCOM}. (5) Monitor and assess the execution of EO
(1) Supervises and evaluates the unit EO programs and policies are executed at all levels
training program conducted by USAJR troop pro- within their areas of responsibility.
gram units and coordinates with OCAR in con- (€) Assure that allegations of discrimination
ducting EO seminars for TJSAR General Officers based on race, color, religion, sex. age, or national
on a continuing basis. origin, by an Army member or employee, are
(2) Establishes adequate compliance moiii- promptly investigated and cr-nvctivc action taken
toring procedures to assure the. attainment of pro- as appropriate.
gram objectives for the USA.R-. (7) Provide full-time, stuffing of authorized
•7. Commanding Gcr<Tals f'f major commands. ]>ositions and resources to carry out the EO
(1) Monitor execution of Equal Opportunity Program.
Progi-am in all commands, install ations. agencies (8) Assure that personnel policies with re-
and activities under their jurisdiction. spect to EO matters are understood at all levels,
(9) Establish procedures for assessing and re-
(2) Establish EO training requirements con-
porting the status of EO activities within the com-
sistent with command needs and local conditions.
mand, agency or activity, and monitor compliance
(3) Assure, that Equal Opportunity training with such procedures.
activities are developed and implemented consist - (10) Assure that Public Affairs Officersmain-
wit with established requirements. tain a close working relationship with all local
(4) Provide for support in equal opportunity news media, to include thov serving minority
matters, as appropriate, in host/tenant agreements groups.
developed pursuant to AR 5-S. (11) Prevent actions by individuals and
(5) Assure that EO programs for military groups wliich are derogatory or inflammatory to
personnel and EEO programs for civilian perpon- those of a different race, color. 5ex. age, religion, or
ne_ complement each other. national orizrin.
TAOO 282 A
20 June 1977 AR 600-21
2-1. General. The objectives of the Army Equal e. Requirements for the development of AAP's
Opportunity Program include identifying and for National Guard units will be outlined in appro-
eliminating all discriminatory practices; assuring priate National Guard Bureau regulatioas.
equal opportunity in all favorable personnel ac- 2-3. Majority/minority /gender statistical data.
tions and equal treatment in all unfavorable per- a. The DCSPER, IIQDA, will collect, record, and
sonnel actions; supporting the soldier's drive for maintain majority/ininority/gendcr data and
individual and cultural recognition as a member statistics as required, AntBOrized majority/
of the Army team; and maintaining an environ- minority/gender data for HQ.DA will include, but
ment in which each member of the military is its- not bo limited to, information required for DA
cured fair and impartial treatment at all times. Affirmative Actions Plans.
2-2. Affirmative Actions Plan (AAP). a. An A f - I. Heads of DA Staff elements and MACOM's.
firmative Actions Plan (AAP) is a comprehensive separate agencies, and activities who are required
management document designed to identify and to publish AAP's have the authority to collect,
correct existing inequities in nn organization when record, and maintain, majority/minority/gender
these inequities arc caused by or related to race, data and statistics as deemed appropriatc,
color, sex, religion, ago, or national origin. It con-
c. Information which describes the race, gender,
tains positive, planned actions to identify and cor-
or ethnic background of individuals will not l>e In-
rect deficiencies in the present system. It assures
cluded m instruction?; or ordei-s.
that each individual 5s guaranteed equal oppor-
tunity for personal and profep$ir»?ial growth based d. Though battalion and company/batwiy/
on potential and capabilities. troop detachment commanders are not required to
have written AAP's, they must know the Equal
I. Realistic AAV's will l>e developed at each
Opportunity situation in their organizations.
MACOM, installation, separate unit, agency and Division/installation oo-iunanders or next higher
activity down to brigade or equivalent level. Plans commander for nondivisional units, will prescribe
will include objectives, goals, milestones, and time- the extent and format of majority/minoritjV
tables necessary to assure program success. AAP'S gender statistical data to be maintained at these
will be reviewed, as necessary, to indicate new ac- levels.
tions, as well as to maintain goals already achieved. e. To the extant that data arc, available from
AAP's will be submitted to the next higlier com- automated systems, those sources should be used.
mander for review to assure that they encompass 2-4. Procedures for processing complaints.
all appropriate subject areas and to provide a de- Individuals are encouraged to use command chan-
gree of consistency. nels for redress of grievances. Commanders will
c. Commanders and staff offiwi-s arc responsible establish complaint procedures in accordance with
for EO matters falling within their functional paragraphs 3-1 through 3-7, AK 20-1, and assure
areas and will develop coiuprrhoi-.sivc AAP's to that each member is fully aware of procedures for
meet the needs of those areas. An Affirmative Ac- obtaining redress of complaints, including those
tion goal will be established for each subject area against members of the chain of command. These
procedures will be in writing and will be displayed
over which the commander or staff officer, or his/
prominently, on a permanent basis, where all unit
her subordinates, have authority. An illustrative members will have open access to them. The com-
listing of areas which may be appropriate subjects mander will rely on the appropriate staff agencies
for Affirmative Action goals is at appendix B. to aid in handling complaints and grievances.
d. Quantitative targets should be established on AVhen appropriate an independent investigator
a timetable basis for «v h aflirmat i vc action goal as should bo appointed. Personnel assigned to EO
appropriate. s should be consulted bv such staff ft_r<*ncios
TAGO 2S2A 2-1
AR 000-21 20 June 1977
in the resolution of complaints of discrimination (2) Coordinate with State and local Govern-
but should not be used to investigate such matter. ment antidiscrimination bodies in the identifica-
2-5. Reporting requirements, a. SIACOM's will tion and resolution of problems dealing with
submit an annual Narrative and Statistical Re- discrimination.
port on EO Progress (RCS-CSGPA-1471) cover- (") Solicit the cooperation of local officials,
ing the fiscal year to HQDA (DAPE-HRR) not. civic leaders, and community agencies so that mili-
later than 1 December of each year. HQ. FORS tary personnel and their dependents are admitted
COM will submit EO reports relative, to USA I? to and assured service in all public facilities such
TlT(s) to DAPE-IIRR with copy to OCAR. as hotels, motels, restaurants, business establish-
_>. The report will outline the progress made in ments, recreation/athletic facilities, theaters, and
achieving the established equal opportunity goals all community-controlled facilities such as parks,
as reflected in the AAP for the organization. It swimming pools and golf courses.
will contain an assessment of achievements and (4) Establish appropriate relationships with
shortfalls and include plans or actions programed local law enforcement authorities to assure that no
to assure the attainment of the initial goals. Addi- actual or tacit support is given to discriminatory
tionally, the, report will include problems or con- practices in the community. Commanders must
ditions that currently exist and the actions pro- provide for close cooperation with civil law en-
posed to correct them. A suggested format is at forcement agencies and assure that incidents in-
appendix C. volving military personnel are handled expcdi-
2-€. On-post/off-post activities, a. All on-post tiously and that impartial treatment is afforded
facilities and official activities must l>e open, as to all.
appropriate, to all DOD personnel (and depend- (5) Assure that service?, facilities, and trans-
ents) regardless of race, color, religion, sex, age or portation arrangements are free from discrimina-
national origin. Installation, commanders have the tory practices when Government funds are used
responsibility for assuring that an organisation to pay for services and facilities incidental lo
diking advantage of or using on-post facilities, travel and accommodations of individuals, groups
•whether on a reimbursable basis or otherwise, does and units under orders ami on official business in
not engage in discriminatory practices. It is not areas distant from home installations.
sufficient to rely solely on the published by-laws (C) Assure that discrimination-free accom-
or the constitution of the organization. The com- modations are available, for participants at official
mander must assess the organization's actual mem- meetings and conferences sponsored by the
bership practices and their impact, upon the com- command.
mand. In coses where questionable practices exist (7) Provide discrimination-free accommoda-
or allegations of discrimination art1 made, the bur- tions for Armed Forces applicants for enlistment
den of proof rests with the organization to satisfy processed at Armed Forces Examining and Kn-
the commander that it does not engage in de facto t ran re Stations.
discrimination. Failure to substantiate absence of (8) Prohibit military officials from taking
discriminatory practices should result in denial part in conferences or speaking before audiences
of use of on-post facilities. if any group is arbitrarily segregated or excluded
Zt. Commanders will be alert for di>L-riiiiinuU>ry from the meeting or from any of the. facilities used
practices and will take vigorous action to elimi- by the conference or meeting solely on the, basis of
nate discriminatory treatment of military person- nice, color, religion, age. sex or national origin
when such discrimination/segregation lias been de-
nel and their dependents. As a minimum, the termined to be in violation of the law.
following actions will l>e taken lo attain the?e
2-7. Dependent and civil .schools, a. DA policy
objectives. supports the right of dependent children of wiili
(1) Establish liaison with civilian-military tary personnel to be assigned to and attend public
councils, civic committees, and other Service and schools on a noncliscriminatory basis. Tn imple-
Federal agencies in the area, with a view toward menting this policy, commanders of Anny instal-
adopting common policies. lations :iml activities in t h e I'niled Stales will as-
20 June 1977 AR 600-21
certain from local school authorities whetiier their sanctions, will be brought to the attention of the
procedures for assignment and transfer of children local Armed Forces Disciplinary Control Board
to public schools are in accordance with Federal in accordance with A_R 190-24.
law. In situations where these requirements have 6. Off-limits sanctions against discriminator)'
not been satisfied, commanders will encourage local cstablisliments may bo applied not only to those
authorities to comply with the laws and regula- clearly serving the general public but also to those,
tions. clubs, activities and organizations that falsely
J. No Army personnel pursuing an educational purport to be private while they continue to serve
program at an institution that unlawfully dis- the general public except for minorities. The Army
criminates in the admission or subsequent treat- position concerning off-limits actions against
ment of students will bo assisted financially from establishments which falsely purport to bo private
appropriated fund resources. Exceptions to this clubs, fraternal or otherwise, and public ac-
policy may be authorized upon approval of IIQ.DA commodations with discriminatory policies and
\vhcn the applicant has previously attended the in- practices is as follows: If discriminatory practices
stitution in question and will suffer personal hard- off-post are found to be directed at selected mem-
sliip through loss of earned credits if a transfer bers of a command and all efforts at conciliation
is required. Requests for exception will be for- prove unsuccessful, off-limits sanctions are author-
warded to HQDA (DAAG-ED), WASH DC ized and required. Commanders will place off-
1.0314. limits any function or activity sponsored by
2-8. Legal assistance. Within the framework of a bona fide private club which is open to the gen-
the legal assistance program, legal officers may be eral public but excludes minority /gender group
provided so Uiat members of the Armed Forces members.
who are denied Federally protected rights arc ac- 2-10. Equal opportunity hi off-post housing.
corded due proce.<s of law. If the civil rights of a, DOD personnel must have equal opportunity
:iiembers of the Armed Forces se<>m to l>c. en- to obtain available housing regardless of race,
dangered and an appearance in court or other legal color, religion, sex. or national origin. This prin-
act ."ion beyond the authority of the legal assistance ciple applies to—
officer is required, the matter will bo reported by (1) Military pci-sonnd authorized to live in
t he most expeditious means to The Judge Advocate the civilian community: and
General (IIQDA, DAJA-LA), Washington, PC (2) DOD civilian employees (US citizens)
20310, for possible referral to the Department of authorized to live in the civilian community in
Justice. areas outside of the United States.
2-9. Public accommodations— off-limits actions. 6. Listings of off-post housing maintained for
a. Title II of the Civil Kights Act of 19G4 ad- referral to DOD pci'sonnel will include properly
d rtvwfi t.ho practice of discrimination and segrega- documented assurances of non discriminatory prac-
tion in public accommodations; e.g.. privately tices. The existence of Federal. State, or Joral
o\vnod establishments such as holds, restaurants, open-housing laws docs not eliminate the require-
ga-solinc stations, theaters and places of entertain- ment for such as?urancp. All 600-38 provides
ment. 1 f all reasonable efforts and alternatives fail Army policies and procedures regarding equal
to eliminate off-post discriminatory practices in opportunity in off-post housing.
public accommodations, commanders am author- c. Commanders will establish procedures for re-
ised and required to place the facility off-limits. ceiving and investigating complaints of discrim-
The commander concerned will assure that the ination in housing in accordance with the pro-
favts surrounding the allegation of discriminatory visions of AJR, GOO-18. If the complainant's
practices are developed fully and that the in- allegation of discrimination is valid, restrictive
dividual or organization alleged to practice such sanction will be imposed for a minimum period of
discrimination is afforded a full and fair oppor- 180 days. DOD personnel will not be permitted to
tunity to challenge the particular allegations. enter into a lease, purchase, or rental agreement
Cases of discrimination and the resultant action with an agent or facility which is under restrictive
by the commander, including the imposition of ion. If. bcc;ui?e of discriminatory practices in
TAGO 2S2A 2-3
AR 600-21 20 June 1977
the community, suitable housing cannot be ob- Family Housing or Housing Referral Office serv-
tained by the complainant in a reasonable amount ing your new duty station before making housing
of time, this fact may justify a request, if other- arrangements for renting, leasing, or purchasing
wise eligible, for priority in obtaining military off-post housing."
housing or for compassionate relocation. e. Personnel seeking temporary or permanent
d. All assignment orders for military pci-sonnel off-post housing will be counseled concerning the
governed by this regulation, including temporary Anny policy of equal opportunity in off-post hous-
duty orders in excess of SO days, will contain the ing with emphasis on the obligation of applicants
following statement in the "Special Instructions^ to report any indication of discrimination against
paragraph: "You are required to report to the them in their search for housing.
20 June 1977 AR GOO-21
EDUCATION AND TRAINING
3-1. General, a. Education and training stress ters pertaining to equal opportunity within their
development of a healthy equal opportunity en- authority.
vironment and support actions that counter any b. Education for noncommissioned officers and
discriminatory practices. Organizational and in- officers will consist of formal instruction given at
dividual actions are required to achieve this NCOES, NCO Academy, Officer Advanced courses
environment, and the Command and General Staff College, and
&. The objective of equal opportunity education any other leadership and development courses. Ed-
and training is to promote equal opportunity by ucation will reinforce entry level training and will
developing maximum potential of all available concentrate on leadership responsibilities. Stress
talents and resources; by fostering harmonious re- will be placed on the recognition of potential prob-
lations among all personnel under Army control: lem areas; on methods and techniques for prevent-
and by providing positive motivation of mil ing such problems from arising; ways of dealing
(wsonnel. effectively with such problems when they do arise;
c. Education and training courses will be con- and, in the case of officers, how to develop and con-
ducted through formal training in Army training duct an effective EO Program,
centers, Array Service schools, "CSAH schools, c. Formal instruction in equal opportunity will
Army area schools, and individual units; through be given senior officer, enlisted and civilian per-
special training of Army leaders and managers; sonnel at the Sergeants Major Academy. Anny
and through unit training sessions which stimulate War College, as well as in special orientation pro-
lateral and vertical communications on equal op- grams and courses for these groups. Emphasis will
portunity matters. Instruction will focus on inter- be on continuing the education of senior leaders
personal relations; the imjmct of institutional and supervisors in regard to the DA EO Program
discrimination; equality of opportunity; and con- and on how to direct a successful propram in
temporary factors influencing unit harmony, effec- larger and more complex organizations.
tiveness, and mission accomplishment, <L A continuing education program for senior
3-2. Entry level training. Formal training on personnel will be provided through intermediate
equal opportunity will be included in the program and Senior Service College and the New General
of instruction given to all trainees during BCT/ Officer Orientation Course. Periodic seminars in
liT/OSUT and all newly commissioned officers equal opportunity for general officers, higher com-
during the Officers Basic Course, This instruction manders and key staff personnel and designated
is designed to familiarize Army personnel with the civilian supervisors are required and will be con-
DA Equal Opportunity Program, to make trainees ducted ns prescribed by MACOM's. Emphasis will
and students aware of racial, cultural, and gender- be on contemporary problems in management of
related differences and attitudes as they relate to equal opportunity programs.
Army activities, and to inform them of what the 3—1. Unit training, a. Commanders arc respon-
Army will expect of (hem in the equal opportunity sible for the, training of their units in equal oppor-
arca- tunity matters, just as in other areas. The thrust
5-3. Individual education for Army leaders, of unit training will be toward informing unit
managers and supervisors, a. Education in equal momlxjrs of policies and activities concerning equal
opportunity will be institutionalized in the Army opportunity; familiarizing unit members with
Service school system at all levels so that officers, racial, ethnic, cultural, and gender-related differ-
warrant officers, noncommissioned officers and their ences so that such differences can more readily be
civilian counterparts know their responsibilities accepted as positive aspects of American and
under the Army EO Program and have the requi- Army life rather than as negative; and impressing
site sensitivity and skills for dealing with all mat- upon nnit members the importance of open corn-
I TAOO 2R2A
AR 600-21 20 June 1977
munication among all unit members as essential to the presentation of factual materials •\vbrrc open
unit effectiveness. discussion among group members is not appro-
Z>. Minimum unit EO training requirements will priate,
bo specified by MACOM's. Authority to specify d. Guidelines for unit EO training activities
train ing requi rements may bo delegated to no lower are at appendix D.
than division/installation commander. Training 3-5. Unit discussion leaders, a. Leaders and
requireraonts include frequency, duration, format, supervisors must be prepared to take an active
range, of topics (or certain mandatory topics), spe- part in unit EO training activities. They may be
cial training for leaders and supervisors, and any technically assisted by men-tiers of the EO staff
other guidance considered appropriate, at the local level and by specially trained Unit
c. The following represent the minimum PA Discussion Lenders (UDL) within their units.
criteria for local unit training programs: However, leadei-s and supervisors must possess the
(1) Members of the chain of command, to in- knowledge and skills to fulfill their personal roles
clude supervisors, will participate in unit equal in EO training.
opportunity sessions as instructors, discussion li. Principal reliance for the development of the
leaders, or as resource persons for answer- required basic leadership skills and knowledge in
ing questions concerning policy and practices. EO is placed upon the Army Service School Sys-
Commanders/supervisors must be involved and tem. This may I»c supplemented as required by
must use their best resources available in present- M ATOM or local schools.
ing EO programs. c. Unit Discussion Leaders, whose role is to
(2) Unit training sessions will be conducted assist commanders in the conduct of unit EO train-
In accordance with requirements prescribed bv ing and to act as discussion loaders, moderators,
MACOM's. or facilitators, will be selected, trained and made
(0) A unit, EO trama.i<r se,SH<>n may con.-Kt available locally, as prescribed by WACOM'S. The
of a prepared presentation by a person who is Army's Unit Discussion Leaders Course Guide
specially-trained or well-qualified to deal with a outlines course content, DRRI graduates will be
particular topic: discussion group activities cen- used as UDL course instructors in those areas re-
tered around a specific, topic, and led by a com- quiring specialized EO knowledge and training
mander or trained discussion leader (DJ.I.I skills.
graduate if available or DDL) ; or some other d. Military and civilian personnel who have
imaginative or innovative activity designed to in- demonstrated aptitude and excellent records of
crease unit members knowledge of and interest in performance will be selected by the commander to
methods of improving and maintaining good rela- receive TJDL training locally to prepare them to
tions and communication in the unit. Included are assibt the chain of command in conducting unit
such things as cultural awareness groups, lectures, EO training activities. As with any other type of
audio-visual presentations, guest speakers, panel specialist, it is incumbent upon the commander to
discussions, symposium presentation.,, field trips, make maximum effective use of trained UDL's.
obsorranee of events of cultural significance, and UDL duty will be accomplished on a part-time or
displays oriented toward racial, cultural and additional duty basis. Majority group members
gender identification and pride. and minority group members, men and women,
(4) Training will normally be presented in will be given equal consideration in selection for
small groups except in the case of field trips or attendance at a UDL course.
20 June 1977 AR 600-21
ORGANIZATION AND STAFFING OF EQUAL OPPORTUNITY OFFICE
4-1. Command responsibilities. Commanders at development and supervision of EO matters. How-
all levels are responsible for the development and ever, it is not intended that the EO staff officer's
implementation of an Equal Opportunity Pro- charter usurp or duplicate the traditional func-
gram for their organizations. In reality, the Com- tions of other staff officers who must be involved in
mander is the Equal Opportunity Officer and, BS EO matters as an integral part of their day-to-day
such, is assisted by staff members having Equal activities. Rather, the EO staff officer is the focal
Oppoiiunity responsibilities. point for, but not the sole operator in, EO matters
4-2. Equal Opportunity Organization, a. Com- at the staff level The EO staff officer also advises
mand priority for, commitment to, and involve- and assists other staff officers in carrying out their
ment in Equal Opportunity matters is reflected in EO responsibilities.
the organizational placement of Equal Oppor- o. As an integral part of their normal functions,
tunity Offices. The Equal Opportunity Staff Of- the following staff officers have specific Equal Op-
ficer will have direct access to the commander at portunity responsibilities.
all times. (1) DCSPER/G1/S1/DPCA/DCSPA coor-
b. The basic criterion for placement of the EO dinates EO matters with all other personnel pro-
office within the organizational structure is to place grams, including EEO.
the office where it can be most effective. Generally, (2) DCSOPS/G3/S3/DPT/OOSTresponsi-
at installation or equivalent levels, the EO office bilitios for EO training parallel those for train-
will be within the DCSPER/DPCA/DCSPA/ ing in other subjects. Matters involving training
01 structure, but at the commander's discretion, it needs of the command and training content should
may be positioned at the personal or principal staff be coordinated with the EO staff.
level. (3) AG assures that all personnel manage-
c. Staff personnel with Equal Opportunity as a ment and administrative programs and services 01*0
primary duty will bo assigned to assist command- conducted in conformanco with command EO
ers and installations, organizations and agencies policies,
down to and including brigades and equivalent (4) IO inspects EO activities during an in-
levels. Primary duty positions are specified in ap- spection and investigates complaints of discrim-
plicable MTOE/1ITDA documents. Suggested ination within the commander's jurisdiction, as
numbers and grades for Equal Opportunity staff- appropriate, under AR 20-1.
ng are reflected in chapter 3, section III, AH (5) PM deals with intergroup law-and-ordcr
>7 0-2 for TOE units and in DA Pamplilets of the incidents, or other matters that are criminal in
MI) series for TDA units. Personnel may l>c as- nature,
signed additional duty in EO at battalion/com- (C) Housing Referral Office investigates alle-
pany/detjichmcnt or equivalent level. gations of discrimination in off-post housing.
d. Staff EO personnel will not be responsible c. Equal Opportunity staff personnel accom-
for the Kqual Employment Opjwrtunity Program plish the usual planning, coordination and super-
for civilian personnel. Staff personnel assigned to vising functions as other staff officers, and:
jxisitions having EO as a primary duty will not (1) Advise and assist the commander, other
bo assigned further duties in other human develop- stall inembei's. and subordinate commander-; on
ment functions such as drug and alcohol abuse, equal opportunity matters.
Anny Community Service or public relations. The (2) Assist the commander in the development
KO staff will function as any other section within anil supervision of the command EO program.
the command and respond to the EO staff at the (3) Publish the command AAP from input
next echelon only tlirough command channels. received from other staff agencies, and assist tie
4-3. Staff responsibilities, a. The EO staff officer commander in assessing progress toward achieving
i* (ho p r i n c i p n l n-=si~fan( lo (lie coii-manilcr in the AAP goals.
T A O O CS"J.
AR 600-21 20 June 1977
(4) Maintain liaison with off-post agencies Staff Officer and the Organizational Effectiveness
and civic organizations on EO matters as required. Staff Officer. The Organizational Effectiveness
(5) Provide available DRRI graduates to Staff Officer can assist the Equal Opportunity
assist in Unit Discussion Leaders training. Staff Officer in assessing the- equal opportunity
-1—4. Equal opportunity personnel. Equal oppor- situation in an organization and can help in the
tunity staff personnel will be carefully selected to design of activities to achieve equal opportunily
assure that only well-qualified and properly moti- objectives. Conversely, the Equal Opportunity
vated personnel are assigned. Personnel assigned Staff Officer can assist the Organizational Effec-
to TDA/MTOE positions will be DRRI graduates tiveness Staff Officer in identifying equal oppor-
or will possess the qualifications for attendance at t unity problems in an organization and in suggest-
DRlll. Qualifications, selection criteria, and pro- ing ways that the commander might deal with
cedures for attendance of military ami civilian per- them. These examples of areas of cooperation and
sonnel at DRRI is at appendix K. coordination are illustrative and cut across nearly
4-5. Relationship of Equal Opportunity and all activities of both staff officers.
Organizational Effectiveness functions, a, Or- 4-6. Efficiency report entries. Rating and in-
i^ani/ationul Effectiveness involves the military dorsing officials, when evaluating personnel, will
application of selected behavioral science tech- consider the extent and effectiveness of an indi-
niques to slrengthcn the chain of command and vidual's leadership and support in Equal Oppor-
to improve the way in which people and groups tunity and Equal Employment Opportunity mat-
interact with one another in their day-to-day ac- ters in accordance with reporting procedures in
tivities. Equal Opportunity and Organizational AJB 600-200, AR 623-105, and CPR 713. Active
EftWlivcnoss are complementary and mutually re- participation in and support of Equal Oppor-
inforcing function?, directed toward a common tunity and Equal Employment Opportunity pro-
aroal. grams and affirmative action goals are essential
?>. Tlioiv must be a close and continuous work- criteria in evaluation of military and civilian per-
ing relaiion>Uip U-tween the Equal Opportunity sonnel and should be so noted on efficiency reports.
4-2 TAGO 282-4
20 June 1977 AR 600-21
EXPLANATION OF TERMS
Affirmative Actions. Efforts bv DA activities directed toward assuring that
cacli uniformed member is afforded an equal opportunity in the pursuit of a
Affirmative Actions Plan (AAP). A con.jiriihcn.sive management document
which requires quantified goals and timetables from all Army organiza-
tions designed to achieve Equal Opportunity for military personnel.
Kqual Opportunity. Equal Opportunity as used in this directive means equal
consideration and treatment based upon merit, fitness and capability.
Establishment. Any corjxjration, partnership, or business entit}-, whether
charitable, nonprofit, or civatxxl for profit; any school, training center, or
educational institution; any club, any fraternal, social, or political group;
any accommodation or association of persons, whether created formally or
informally, which either recognize.-; itsr-lf as an e n f i l y or is recognized as
such by the community at large.
Goal. An objective or planning target Hie An.iy strives to attain. It is based on
realistic prospects of attainment, subject to revision, and may be numerical.
It is diflVroritialcd from n q-.;ota in t h a t mnndatoiy attainment is not
Quota. A. definite fixed i;m:il>;'r. a fixed ruvport ion, a fixed range, an upward
limit or a-lling wl-idi re.sf ness upward mobility, or a downward limit
which requires not Icf-'s than a certain mi mix? r. The major charartori.-jtic of
a quota is Use requirement for mandatory ailammenU
Education and Training. Efforts by DA activities to eliminate prejudice and
discrimination toward racial and e.thnk- minorities and women; promote
racial harmony and develop attitudes supportive of unit teamwork.
Ethnic Group. A group of individuals distinguished from the general popula-
tion, based on actual or perceived cultural criteria (language., life style,
religion, mores, and nat ional origin).
Institutional Discrimination. The policies, practices or procedures of an insti-
tution which result in unequal ti-eatment usually associated with racial,
religious, gender, economic or social differences.
Minority Group. Any group distinguished from the general population in
terms of race, religion, sex. age or national origin.
Personal Racism (or Sexism). The acting out of prejudices by individuals
against other individuals or groups because of race or gender.
Agent. 1-cal estate agency, manager, landlord or owner, as appropriate, of a
housing facility doing business with Department of Defense personnel or &
Housing Itcferral Office.
Complainant, A military mcml>cr, adult dependent acting for a military mcm-
brr. or a c i v i l i a n employee of the Anny who submits a complaint of dis-
Mousing Discrimination. The, act of denying housing to Anny personnel
because of luce, color, religion, sex, age, or national origin.
Listed Facility. A suitable facility listed with the Housing Uoforral Office as
available for military personnel which is not under restrictive sanctions
and whose ngenl and/or owner ha? provided a nondificriminatory assurance.
TAGO 282A -
AR 600-21 20 June 1977
Restrictive Sanctions. Actions taken by a commander to preclude Army per-
sonnel from entering into a now rental, lease or purchase arrangement with,
or otherwise moving into, a housing facility, the agent of which has been
found to have discriminated against military personnel. Restrictive sanc-
tions are effective against all facilities owned or operated by the discrim-
A-2 TAQO 282A
20 June 1977 AR 600-21
ILLUSTRATIVE SUBJECT AREAS FOR AFFIRMATIVE
Data will be maintained by a quarter and recorded in tvrni« of race, gender, and
total for each dimension selected.
1. Enlisted Distribution of the I "nit.
2. Promotion without Time in Service and/or Time in Grade, Waiver to
3. Promotion without any Waiver to Grade E-5.
4. Promotion to Grade E-l with Waiver for Time in Service and for Time
5. Promotion to Grade. IL-J with Any Waiver.
6. Time in Service at Promotion to Grade E-4.
7- Time in Service at Promotion to Grade E-5.
8. Selection for Military Training (Career Enhancing—Airborne, Ranger,
9. Completion of Militai-y Training.
10. Selection for NCO Academy.
11. Completion of NCO Academy.
12. Attendance at High School or GED Program.
13. Completion of High School or GED Program.
14. Receipt o. Qualification Badges-
15. Awards Received (Good Conduct Medal. Army Commendation Rib-
bon. Meritorious Service Medal. et<O.
16. Company Commanders.
17. First Sergeants.
18. Company Grade Article in.
19. Field Grade Article 15.
20. Administrative Separations (total of all chapter 10,15, 15, TDP and
EDP actions, Alt 6S5-200).
22. Less than Honorable Discharge (Total of Bad Conduct, Dishonorable
Conduct, and Discharges under other than honorable conditions).
23. Bars to lleenlistment,
21. Career l.eenlistmenU.
25. First Term I-eenlistmentcs.
26. Board/Council Representation,
27. IG Complaints.
29. ITtilix.at ion of DIM! l a n d VDL Trained Personnel.
20 June 1977 AR 600-21
FORMAT FOR NARRATIVE AND STATISTICAL REPORT
ON EQUAL OPPORTUNITY PROGRESS (RCS CSG PA-
A. General analysis of local conditions.
B. Integration of minority groups and women throughout the various military
C. Statistical analysis.
D. Goals met or accomplished.
E. Goals not met and why; planned actions.
F. Community affairs.
TAQO 282A C-l
20 June 1977 AR 600-21
GUIDELINES FOR UNIT EO TRAINING
D-l. Objectives, a. The general objective of the unit normally conducts a Unit Discussion .'.coders
Army Equal Opportunity Program is to support Course which a commander may attend or send
and reinforce the goals of establisliing and main- a representative.
taining harmonious personal and group relation- (;>) Once the commander dote.rmines the topic
sliips among all Army personnel and eliminating and method of presentation, the instructor/project
both the existence and the perception of the exist- offiecr/XCO is selected; and the time and (.raining
ence of personal and institutional discrimination. sites are, established and confirmed.
b. There are four specific learning objectives. (4) Finally, the commander will assure that
(1) To facilitate and improve the soldier's the training is scheduled and attendance is manda-
understanding of the entire Equal Opportunity tory for all unit personnel. Adequate compliance
Program for the United States Army. monitoring procedures must be implemented to
(2) To inform unit members about potential assure quality of training and maximum partici-
sources of minority/gender dissatisfaction and pation of all members of the command, without
interracial/intersexual tension in the Army and exceptions.
about what the Army is doing to remove any D-,'J. Training: tasks, a. To achieve specific ob-
grounds for dissatisfaction and tension in specific jcctive"(l)":
area?. (1) Clearly outline I)A policy on Equal
(3) To increase the soldier's understanding Opportunity.
und acceptance of different cultural modes. (a) ARGOO 21;
(4) To provide the chain of command "with (M MACOM supjiU'iiK-uU to the ryguhi-
contemporary information and feedback on the l inn ;
status and progress of the Equal Opportunity (c) l-ocal policy and goals.
lYogra:n. (%) Assure that aJJ individuals are informed
D-2. Guidelines for establishing and maintain- and understand Anny and unit selection/promo-
ing a Unit Equal Opportunity Program, a. Unit tion procedures. These selective procedures include
commanders are responsible for ensuring that each command discretionary acts Unit directly or in-
organization has a relevant and viable Equal Op- directly affect soldiers' career opportunity/pro-
portunity education and training component. The gression (promotion, awards, schooling, etc.) as
MACOM commander will establish minimum ed- well as unit procedures for duty details, assign-
ucation and training requirements for subordinate ment, etc.
organizations consistent with command needs and (3) Assure that all individuals are informed
local conditions. However, the content and develop- and understand the Army's position on:
ment of local programs is left up to individual (a) Degrading/abusive treatment;
commanders. ( b ) Unequal punishment for comparable
5. The following guidelines.'suggest ions are o-Tenses:
provided to assist commanders in determining the (c) Discriminatory use of pretrial confine-
appropriate training criteria best suited for their ment:
individual units. (d) Discriminatory use of discharges:
(1) Determine the level of awareness and the (e) Majority /mi nority/gender-based fa-
degree of knowledge of Equal Opportunity of per- voritism within the chain of command.
sonnel currently assigned to the organization. (4) Explain, and outline the purpose and
(2) Select the best method of training based goals of Affirmative Action Plans.
on the results of the initial survey of basic needs. b. To achieve specific objective "(2) M :
To assist in this effort the Army has developed (1) Provide discussions and education pro-
DA Pamphlet 600-12; which outlines IS suggested grams that educate all individuals on the nature
Kqual Opportunity topics which commanders may of attitudes, perceptions and interpersonal
utilize. Additionally, each installation or major behavior.
TAOO 282A D-l
AR 600-21 20 June 1977
(-2} Provide continued discussions and edu- (2) I'roude u-jiii:;;::; to the chain of com-
cational programs to inform individuals on the mand on methods and techniques for assuring that
effects and consequences of degrading/abusive unit selection procedures are nondiscriininalory.
language, throats, insults and harassment when (3) Provide training to the chain of com-
directed towards others. mand on the analysis and evaluation of unit mili-
(3) Explain and discuss tho. nature and con- tary justice statistics.
sequences of institutional discrimination and how (4) Provide training to the chain of com-
it might occur within the unit, mand on complaint procedures.
(4) Provide discussions on the expectations D-4. Performance standards, a. All individuals
of minorities and women for lo_rnl and pmcticnl will have a bettor understanding of the Army
equality for such items as: Equal Opportunity Program.
(a) PX items; b. Commanders and the chain of command w i l l
(b) Commissary items; be able to analyze and evaluate unit selection pro-
(c) Club music and entertaimwnl: cedures to assure that they arc nondiscriminatory.
(d) Military justice and treatment, r. Commanders and the chain of command will
c. To aclvieve specific objective "(3)": bo able to analyze and evaluate nnit military
(1) Provide discussions and unit educational justice statistics to tvssnrc that they art nondin-
programs to educate all individuals on racial and criminatory.
minority, as well as women's, backgrounds/his- d. All soldiers will have a bettor understand in.:r
tory/military experience, and acceptance of tiie cultures and life styles dif-
(2) Provide discussions and unit educational ferent from their own.
programs that clearly demonstrate l>oth the nega- e. All soldiers will understand the negative ef-
tive and positive aspects of: fects of various forms of discrimination.
(a) Cultural symbolism: /. Units will have adequately trained unit dis-
(b) Group polarization: cussion leaders to lead equal opportunity discus-
(<?) Peer group influence. sions and education sessions.
(3) Provide discussions and unit educational g. All soldiers will have a better understanding
programs that center on the role and expectations of the negative effects of inst itutional racism,' eo^-
of women in the Anny. ism ,/d iscri minatior i.
d. To achieve specific objective "(4)": k. All soldiers will know more about the Pta'.us
(1) Provide continuous training to the chain and function of women in the Army.
of command on methods and procedures for meas- t. Commanders will be able to assess their
uring troop attitudes, perceptions and results to racial/human relation climate more ralidly as a
determine if Equal Opportunity objectives have consequence of the unit equal opportunity educa-
been achieved. tional and training program.
D-2 TAGO 282A
20 June 1977 AR 600-21
QUALIFICATIONS, SELECTION CRITERIA, AND PROCEDURES FOR
ATTENDANCE AT DRRI
E-L General, a. The Department of the Army mand, if an individual is programed to attend
has established the following policies and proce- DRRI enroute to a |>ermanent change of station.
dures for training officer and enlisted personnel at If individual is relieved or removed for cause, that
the Defense Race Relations Institute (DRRI), information should bo reported to MILPERCEN.
Patrick Air Force Base, Florida, In the case of enlisted personnel, a commander
5. The concept of training wills for & two- may initiate reel ossification if deemed appropriate.
phased curriculum of study. Phase T is five weeks /. Monitor the utilization of DRRI graduates.
in length for all individuals. Phase II is five weeks <7. Not assign officers to repetitive EO positions.
in length for individuals in grades E-5 through /.. Return through command channels applica-
I_-7 and three weeks in length for officers and for tions that do not meet the prerequisites of this
enlisted personnel in grades K-S aaid I.-9. Upon appendix.
graduation, the Institute will award the. MOS E-3. Prerequisites for officer and enlisted per-
OOU to enlisted personnel and an A SI 5T to sonnel who attend DRRI. a. Have demonstrated
officers. Formal attendance at both phases of leadership attributes.
DRRI mandatory in obtnining the MOS/ASI for _>. Must have one year of service remaining after
either enlisted or officer personnel. Commanders completion of course.
aro precluded from designating MOS OOU or c. Must not have traits of character which are
ASI GT to individuals who have, not attended both questionable, such as financial irresponsibility,
phases of the DRRI course. emotional instability, heavy drinking, gambling,
c. Quotas for DRRI are announced to IIQDA or drug abuse.
each Fiscal Year by OSD. These quotas are E-4. Officer prerequisites. Must—
"controlled*' by the Commanding General, MIL a. Be in grade of 1LT to fill a LT position. 1LT
PERCEN", and may not be distributed to major U'J/CPT will W. assigned to a CPT position.
commands. _!l-T's will not _>e approved for attendance nor
E-2. Responsibilities. The Commanding General. will a 1LT nonpromotable be approved to fill a
MILPERCEN", will accomplish the following CPT position.
duties: b. Have had a minimum of 12-18 months or
a. Select qualified officers, based upon validated more of platoon leafier or equivalent leadership
requisitions, for attendance at DRRI en route lo experience.
l-heir next permanent change of station. c. Have a m i n i m u m of two years college credits
b. Approve qualified enlisted and officer or equivalent.
volunteers. d. Meet the general prerequisites described in
c. Review available Career Management Vile paragraph three of this appendix.
for officers and Official Military Personnel File E-5. Enlisted prerequisites. Must—
(OMPF) for enlisted personnel to assure that a. Be in grade E-5 to K-9 and serving on second
individuals meet the prerequisites, have consist- or subsequent enlistment. Jf NCO E-5, must state
ently demonstrated high standards of character, willingness to be laterally appointed to SP5/E-5.
discretion, and performance necessary to perform b. Initiate the application for attendance.
in the Army's EO programs. c. Sot be reviving VI.H, SRB. or enlistment
d. Assure that applicants' _>erfonnance. suita- bonus. In addition, applications from individuals
bility and conduct are consistent with established in a critical shortage MOS will only bo considered
standards for RR/EO personnel on a case-by-case basis.
e. Issue assignment instructions indicating that d. Possess an excellent military record.
an individual is programed to fill a requirement «. Must have verified PMOS proficiency on
for MOS OOU or SSI 41C by the gaining com- latest skill qualification test.
TAGO 232A E-l
AK 600-21 20 June 10.7
/. Must not have recent or extensive history of which may occur during the fnvl 00 d;i\s T J ) Y lu
punishment under UCMJ or time lost during cur- DBRL
rent enlistment Recent history is considered E-7. Procedures for processing applications
within the last two }Iears. from volunteers, a. Applications will bo for-
g. Must have a minimum of 100 (not waiver- warded tlirongh the individual's unit commander
able) in GTand GLaptitudeareas. who will indicate tliat the applicant has demon-
A. Must be a high school graduate- or equivalent. strated loader-ship and instructor potential and
E-6. Procedures for volunteering for assign- that applicant docs not have questionable traits
ment in the EO field, a. Individual must initiate of character.
the application on DA. Form 2490 (Disposition b. Commands will indorse application and
Form) and indicate desired attendance dates at include:
DIIRI. (1) A statement that the applicant has been
J. Application will contain request for roclassi- interviewed by a field grade officer in the chain of
fication into MOS OOU if enlisted or assignment command and that a review of the applicant's Mili-
within SSI 41C (Personnel Management Spe- tary Personnel Records Jacket (MPRJ) indicates
cialty) if an officer. that he/sho meets each of the established prereq-
e. AH applications must also contain the fol- uisites announced in tliis appendix.
lowing information: (2) A comment indicating if an applicant i-
(1) Name, grade,, and SSN; to be sent TDY and return to parent organization
(2) FMOS, if enlisted, or primary/alteninto or TDY to DRRI enroutc to a new assignment*
specialty if an officer; (3) A statement that pufnV.icnt funds a:v
(3) Latest enlisted Skill Qualification Tetf. available to defray cosf at installation/command
score; level, if applicant is going TDY to DIiTtT and re-
(4) Present eidipte'.l Duty MOS or oBi.rr ! i; ruing to his/her parent unit.
Duty Specialty ; (4) A description <>f the S;H-> iiV ptvil-ion v;;-
(5) Race or national origin : cancy and a sLafemom ihru tin- applicant will IK?
(6) Security clearance; applied against that pasit-ion for a utilization tour
(7) Education Category; of at least 12 month-: upon rnciplci ion of (heronry.
i f applicable.
(a) Opt I—High school graduate or equiv-
alent ; (5) The ideiuifn-ation of the requi>iu(jn nun:-
ln:r to be cancelled by WILPKUCKN' for each in-
(b) Cat II—Some college but less than a
dividual that is sent TDY and ret urn to pai-rnl
Bachelors Degree: unit.
(c) Cat HI—Culli'ge graduate arul nlx^c:
c. Applications thai moot all preivqui.-jiteft will
(S) BASF): }io foi*warded early enough to arrive at MlU'Elt
(9) ETS; CKN" at le^ust 45 days prior to the starting date of
(10) Enlisted personnel who have an enlist- tho desired clnss. Applit\a(Jons from enlisted per-
ment, or previous school commitment must include sonnel should be addressed to: Commander, MIL
a statement as required by paragraph. ll-!>c, AT*. PERCENT, A1TN: DAPC-EPM-A, 24C2 Eisen-
614-200. hower Avenue. Alexandria. VA 22331. Applica-
(11) Individuals who previously attended tions from officers should be addressed to;
Phase I of DRRI but have not attended Phase (knnmander, MILPKRCEX. A'lTN: DAPC-
II must include «. copy of their gradnation (Appropriate Officer Division, i.ft., Combat, Anns,
certificate. <1ombat Support Arms, Combat Service Support.
(12) All applications muM include a ropy of Major Division or LTC Division), 200 Stovall
the DA Form 2 and 2-1. Street, Alexandria, VA 22332.
d. All applications will include a statement by E-8. General policies and criteria, a. Enlisted
individuals that they agree to defray costs of personnel must bo volunteers. Those personnel who
BOO T.I.Q and whatever additional o s have, not attended both phns^ of DRT?I and
E-2 TAGO 282A
20 June 1&77 AR 600-21
possess MOS OOU do not have to make formal '(8) Applicants who are to return to their
application, but should assure that a current En- parent unit wiD cany one copy of their unit's
listed Preference St&tement is forwarded to Affirmative Actions Plan with them to DRRL
DAPC-EPM-A indicating their desire for attend- (9) Applicant will be reo_uired to reside in
ance. These individuals will bo programed, by I5EQ/BOQ at a rate of $14.00 per day (reim-
MD-PERCEN" enroute to their next assignment. bursable). Payment for quarters is made on the
Personnel in MOS OOU who decline attendance 1 ")t.h and last, day of each month.
will be mandatorily rec.lassified. (10) Applicant will be required lo defray
b. MU.PKKCEN will select qualified officer the, cost of a two-day field trip to Miami, Florida,
personnel for attendance at DRRI enroute to their during the course of DRRI (estimated cost is
next assignment. Qualified officers who have a $75.00), which is reimbursable.
desire to work in the EO field may volunteer. Of- /. Personnel with PMOS OOU who are ap-
ficer assigned to RR&EO positions will ordinarily proved for attendance for Phase II should have
l>e programed for 12-18 months at unit or installa- the MPRJ thoroughly screened to assure that
tion level. they have previously attended Phase I. If an indi-
c. Officers who have not attended both phases of vidual has not been to Phase T and is scheduled
DRRI but who have been classified with SSI 41C for Phase IT, it should be reported telephonically
(old MOS 2350) must make application to the to Autovon 221-7CC-.
appropriate MILPEI-CEN" graded division for E-9. DA civilian EO staff officer training, a.
training at DRRI. Civilian quotas for DRRI will be controlled by
tl. Commanding General, MILPERCEN, will MILPERCKN". Chief. National Guard Bureau
fill validated re/juisitions with officer*) or enlisted and Chief. US Anny Reserve will control quotas
personnel. However, this does not preclude indi- for their respective agencies and prescrilxi the
viduals from volunteering and returning to a par- manner in which civilian requests will be
ent unit submitted.
c. When an individual has been approved by b. Commanders desiring to send civilian EO
MIr.PERCICN for attendance, the following spe- staff officers to DRIU will make application (DA
cial instructions must be part of the individual's Form 249G) to their MACOAFs. If approved, the
TDLVPCS orders: MACOM will request a quota from MILPERCEX
(1) Report not later than 1800 hours (day ATT_N: HQDA (DAPC-MSO). MILPERCEX
prior to class starting date or NET 3 days prior will provide the quota to the requesting command
to class starting date") to Bldg 400, Patrick AFB.
O y O * and if all quotas are filled, the request will be con-
Florida P,2925. sidered for a subsequent class if the 51. A COM
(2) 'Hie unjfonn for DRRI classes is service desires. Requests for quotas must be submitted so
uni form appropriate to the season. as to arrive at MILPERCEN not later than 45
(3) The uniform for DT11U graduation is days prior to starting date of requested clare find
the service uniform. should be in writing.
(4) Appropriate, civilian clothing is author- c. When the requesting command receives and
ized for off-duty wear and will be worn for & approved quota, the command will provide the di-
field trip to Miami, FI-, rector of DRRI the following information : name,
(5) Class doses (date). grade, SSN, race, educational level, military mail-
(G) Authorization for variation of itinerary ing address and course number. Information is to
is in accordance with JTR "Vol 1, chapter 3. para- lie transmitted electrically.
graph M3050(4). d. Prerequisites for attendance at DRRf.
(7) Applicants on PCS will hand carry their (1) Be in civilian grade GS-7 or above.
MP1U (field 201 File) and finance records to (2) Occupy or be scheduled at occupy EO
DIUtt. staff position.
AR 600-21 20 June 11)77
'(3) Be a volunteer. «. MAOOM^B •when requesting quotas will pro-
(4) Be committed to the tenets of tie DA vide the following in-formation to MILPERCEN":
EO Program as determined in an interview con- (1) Class desired to attend,
ducted by tie commander on whose staff be will '(2) Willingness to accept quota in subsequent
bo assigned. class if requested doss in filled.
(5) Be capable of assimilating college level /. Funding for TDY will be provided by at-
inst.ructional material. tender's unit of assi<_T.mont.
E-4 TAGO 282A
20 June 1977 AR 600-21
Tb» proponent agency of this regulation it th« Office of the Deputy Chief
of Staff for Personnel. Users ore Invited to send comments and suggested
improvements on DA Form 2028 (Recommended Changes to Publications
and Blank Forms) direct to HQDA (DAPE-HRR) WASH DC 20310.
Order of the Sccivtury oT t i n - Army
BERNARD W. ROGERS
Central, United Stale*
Official: Chief of S*ajf
PAUL T. SMITH
Major General^ United States Army
The Adjutant C!<'ver:t'
Active Army, AKXG, US Alt: To be distributed in accordance with DA I-'OITO 12 9 A require
ments for Alt, Personnel General—A.