If unequal or unfair treatment exists, it will show
up quickly in low personnel performance. Mix unequal
or unfair treatment with poor leadership and you have
the makings of trouble. Active use of equal and fair
treatment coupled with good leadership provide a
successful formula for outstanding performance.
Always remember to treat others the way you want
them to treat you.
Equal Opportunity and Human Rights as an
Element of Leadership
The qualities of an effective leader were previously
described. Now you will study an element that is part of
basic leadership. It is equal opportunity. All personnel
should set an outstanding example, motivate
subordinates, and always enforce standards to prevent
discrimination. There is no room in the Navy for
discrimination. We must enforce the standards set for us
to make sure race, ethnicity, religion, gender, or national
origin within constraints of the law are not factors in the
treatment of our people or their families on or off base.
EO, treatment, and understanding of cultural
differences are all parts of leadership and supervision.
By practicing EO, you will attain and maintain a high
state of moral and military effectiveness. EO must aim
toward a Navy environment in which consideration
and treatment are equal to all based on individual
effort, performance, conduct, diligence, and talent.
The achievement of EO and human rights is part of
meeting the challenge of high moral, ethical, and
behavioral standards. Making sure these standards are
upheld and not degraded through ignorance, neglect,
or indifference is the responsibility of all Navy
personnel. Senior petty officers betray their juniors
when they fail to support EO or fail to insist that others
support EO. Similarly, a senior does not fulfill his or
her responsibility to the Navy by tolerating laxity,
slackness, lack of discipline, or unmilitary behavior by
those over whom the senior has supervisory
Therefore, as an element of leadership, EO and
human rights enhance the total quality of life of Navy
personnel. They also increase the capability of the
Navy to fulfill its mission.
Command Managed Equal Opportunity
The Command Managed Equal Opportunity
(CMEO) Program ensures that equal opportunity
exists at the unit level. CMEO is a tool for detecting and
preventing discrimination. Under this program,
individual commands are required to monitor their EO
climate, conduct command assessments, provide EO
training, and ensure proper handling and reporting of
complaints and incidents. An environment in which
equal opportunity exists for all members is essential to
attaining and maintaining high command morale,
discipline, readiness, and military effectiveness.
CMEO aids in achieving these goals.
Command Assessment Teams
Conducting a successful and effective EO program
requires each command to accurately assess its current
EO status. The command assessment focuses on the
treatment and achievements of individuals. It also
looks at the overall effectiveness of command EO
programs and the follow-up actions on previous EO
issues. The assessment uses command demographic
information (factors such as age, race, ethnicity,
gender, rank, paygrade, designator, and rating). This is
a formal assessment that includes the command
assessment team (CAT) and data sources.
The CAT is a group of command personnel trained
to plan and conduct a command assessment. They also
are trained to analyze the data they collect. CATs
receive training from a CNET activity, MTT, or EOPS
from a major command or staff. The command must
record this training in the members service record.
The following guidelines apply to the CAT:
Mandatory membership includes the executive
officer (XO), at least one department head, and
the command master chief (CMC) or equivalent.
When a command has a command career
counselor and/or personnel officer and/or legal
officer, they should be members. Remaining
members should be a cross-section of paygrades,
genders, races, and departments of the
command. All CAT members, including those
who have mandatory membership, must receive
formal training. The commanding officer has the
prerogative to increase the size or scope of the
CAT. Regardless of team composition, final
responsibility for CAT effectiveness remains
with the commanding officer.
Members of the CAT who have not participated
as an active member for over 24 months must
repeat the formal training.
Members of the CAT should complete the Equal
Opportunity in the Navy nonresident training
course (NAVEDTRA 13099-E) within 3 months
of assignment to the assessment team.