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 responsibility. 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 member’s 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. 3-8