DEOMI-Diversity Management Questions
And Answers
Define diversity management. DOD • The plans made and programs undertaken to
identify in the aggregate the diversity within the Department of Defense to enhance DoD
capabilities and achieve mission readiness.
Affirmative Action focuses on p...
Define diversity management. DOD • The plans made and programs undertaken to
identify in the aggregate the diversity within the Department of Defense to enhance DoD
capabilities and achieve mission readiness.
Affirmative Action focuses on prevention and/or correcting discriminatory practices
concerned with numbers of minorities and women.
• An attempt to rectify past discrimination against certain groups of people.
• It requires that organizations affirmatively seek them out; however, it does not set goals or
require that individuals be hired.
Military Equal Opportunity (MEO) • Promote an environment free from personal, social,
or institutional barriers that prevent Service members from rising to the highest level of
responsibility possible.
• Use the chain of command as the primary and preferred channel to identify and correct
unlawful discriminatory practices;
• Identify and resolve MEO problems through formulating, maintaining, and reviewing MEO
action plans with established objectives and milestones
, DEOMI-Diversity Management Questions
And Answers
• Provide periodic, mandatory education and training in human relations and MEO at installation
and operational unit commands
Equal Employment Opportunity (EEO) • Maintained within the Department of Defense as
an essential element of readiness vital to the accomplishment of the DoD national security
mission.
• Prohibit unlawful employment discrimination based on race, sex, color, national origin, age,
religion, disability, or reprisal for previous EEO activity through the establishment of a
discrimination complaint processing and resolution system in accordance with EEOC guidance;
and prohibit unlawful employment discrimination based on marital status, sexual orientation,
status as a parent, genetic information, limited English proficiency, political affiliation, or other
prohibited non-merit factors through other separate discrimination complaint processing and
resolution systems when required by applicable laws and regulations.
• Identify and eliminate barriers and practices that impede EEO for all employees and applicants
for employment, including sexual and nonsexual harassment in the workforce.
• Identify and eliminate barriers at work sites, including architectural, transportation, and other
barriers affecting people with disabilities.
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