Army Equity and Inclusion Agency

Diversity is the Force, Equity is the Goal, Inclusion is the Way.

Featured Articles from the Force

Mission

Provide policy, supervision and oversight of Civil ​Rights and Equal Employment Opportunity, EEO Compliance and Complaints of Discrimination, ​Army Command Policy, Military Equal Opportunity, ​and Inclusion.​
  • Mr. Anselm Beach, Senior Advisor to the Secretary of the Army for Diversity & Inclusion Deputy Assistant Secretary of the Army, Equity & Inclusion Mr. Anselm Beach, Senior Advisor to the Secretary of the Army for Diversity & Inclusion

Equity and Inclusion Agency Directorates

  • The mission of the Equal Employment Opportunity Compliance and Complaints Review directorate is to fully and fairly adjudicate civilian employee complaints of discrimination on behalf of the Secretary of the Army. No Fear Act: https://www.army.mil/article/236698
  • The Equal Opportunity program formulates, directs, and sustains a comprehensive effort to maximize human potential to ensure fair treatment for military personnel and family members without regard to race, color, sex (to include gender identity), religion, national origin, or sexual orientation and provide an environment free from unlawful discrimination and offensive behavior.
  • Establishes Army profession and leadership policy by defining key terms and responsibilities associated with the Army profession and appropriate leadership practices and methods for Soldiers and Army Civilians.
  • Leading the Army's effort to move to a model EEO program. Develops policy, manages programs and provides technical guidance/assistance throughout the Army's enterprise.

Contact Us

Email: usarmy.pentagon.hqda-asa-mra.mbx.dasa-aei@army.mil Address: Building 214, Fort Belvoir, Virginia 22060

Equity and Inclusion Agency Fact Sheet

U.S. Army Equity and Inclusion Agency Fact Sheet 2022.pdf [PDF - 160.9 KB]

U.S. Army Management Directive 715 Reports

  • U.S. Army's 2021 Management Directive 715 Report This directive requires the United States Army to report annually on the status of its EEO program. U.S. Army's 2021 Management Directive 715 Report
U.S. Army 2021 MD 715 Report.pdf [PDF - 1.3 MB] Management Directive 715 (MD-715) Reports Equal Employment Opportunity Commission Management Directive 715 (MD-715) is policy guidance for federal agencies to establish and maintain effective EEO programs, as required by Title VII of the Civil Rights Act of 1964 and the Rehabilitation Act of 1973. This directive requires the United States Army to report annually on the status of its program. The Army's MD-715 Report serves two main purposes: It provides the EEOC with information necessary for them to provide oversight and guidance. It provides Army leaders a snapshot of the department's status and progress toward meeting its EEO obligations, including compliance with EEO laws and regulations, corrective actions undertaken to resolve identified deficiencies, efforts to identify and eliminate barriers to EEO, and plans to recruit, hire, advance, and retain people with disabilities. The MD-715 Report contains 10 mandatory parts (A through J) and 18 mandatory data tables (A-1 through B-9). Each part contains specific information, so that the collective report identifies: The organizational and demographic composition of the agency. Key personnel responsible for EEO matters and relevant non-EEO programs. The status of the agency's compliance with EEO laws, regulations, and EEOC guidance. Agency plans and progress toward eliminating identified compliance deficiencies. Barriers to EEO identified through analysis of MD-715 tables and other sources of information (a policy, procedure, practice, or condition that tends to limit the employment opportunities of a particular demographic group). Agency efforts to recruit, hire, advance, and retain people with disabilities. For additional information, please visit Instructions to Federal Agencies for EEO MD-715.

Secretary of the Army's Policies and Guidance

secarmy-message-to-the-force-feb-2022.pdf Army Harassment Prevention and Response Policy 2022.pdf [PDF - 99.3 KB] Military Equal Opportunity and Harassment Prevention and Response Policy 2022.pdf [PDF - 570 KB] Army DEIA Policy.pdf [PDF - 936.6 KB] Army Civilian Equal Employment Opportunity Policy.pdf [PDF - 488.9 KB]

The Army People Strategy

the_army_people_strategy_2019_10_11_signed_final.pdf Army People Strategy Civilian Implementation Plan: Army People Strategy Civilian Implementation Plan FY23-25.pdf [PDF - 2 MB]

The Army People Strategy's Diversity, Equity, and Inclusion Annex

the_army_people_strategy_diversity_equity_and_inclusion_annex_2020_09_01_signed_final.pdf

Sexual Harassment/Assault Response and Prevention Services for Department of the Army Civilians

DEPARTMENT OF THE ARMY

Army Directive 2021-22 Army Service by Transgender Persons and Persons With Gender Dysphoria

Army Directive Transgender.pdf [PDF - 224.8 KB]

Army Demographics

Army demographics as of October, 2022: Active Component Demographic Report October 2022.pdf [PDF - 951.4 KB] Army demographics history- https://www.army.mil/article/219140/

Building Cohesive Teams

Army Building Cohesive Teams.pdf [PDF - 2 MB]

U.S. Army Project Inclusion

Project Inclusion is the U.S. Army’s new initiative to improve diversity, equity, and inclusion across the force and build cohesive teams. As directed by the Secretary and the Chief of Staff of the Army, this holistic effort will listen to the Soldiers, Army Civilians and Family Members, and identify practices that inadvertently discriminate. What are the current and past efforts of the Army? The Army has enacted a range of initiatives, to include training. The training helps to increase deliberate thinking and shift attention from the visual construct and keep the focus on the value that diversity brings. The Army is taking substantive actions to ensure promotion and selection boards to be fair and impartial. Project Inclusion will include the following initial measures: Updating its Diversity and Inclusion training across the Professional Military Education from the ranks of Private to the General Officers and Senior Executive Service Members. Suspending use of the DA photo from all promotion boards beginning August 2020. Redacting race, ethnicity, and gender data from both the Officer and Enlisted Record Briefs The Army Equity and Inclusion Agency and the Office of the Inspector General will conduct listening sessions in the upcoming weeks visiting Soldiers and Army Civilians based worldwide to converse on race, diversity, equity, and inclusion. The Army will conduct an assessment of any possible racial disparity within the Military Justice cases and specifically focus on AWOL, urinalysis, sexual assault, and sexual harassment to determine whether or not there is a trend for bias. What continued efforts does the Army have planned? The Army has ongoing efforts nested within the Army People Strategy to improve diversity across the force and build cohesive teams. The Army will: Finalize its Army People Strategy: Diversity, Equity, and Inclusion annex - contains five Goals (Leader Commitment, Talent Management, Organizational Structure, Training and Education, and Equitable and Inclusive Environment) Develop diversity initiatives that improve, identify, and eliminate institutional practices that inadvertently disadvantage any of its people on immutable characteristics that do not relate to the core mission. Be a national leader in providing equitable and inclusive opportunities and find ways to eliminate any subculture that threaten the Army Values. Why is this important to the Army? The strength of the Army comes from its diversity. Developing and maintaining qualified and demographically diverse leadership is critical for mission effectiveness and is essential to national security. The Army must foster a culture of trust and accept the experiences, culture, characteristics, and background each Soldier and Civilian brings to the institution. The Army must foster an equitable and inclusive environment that facilitates building diverse, adaptive, and cohesive teams that enable the Army to build and sustain readiness.

Your Voice Matters Listening Sessions Schedule

On April 29, 2022 the Equity and Inclusion Agency heard feedback from Soldiers and Civilians at Fort Rucker, the 31st installation on the Your Voice Matters schedule. As of April 29, 2022 the agency engaged with over 11,246 Soldiers and Civilians through 226 in-person and virtual sessions. Once the next round of sessions is finalized we will communicate it across the force.

Military Equal Opportunity Policies Signed by the Secretary of the Army

The Military Equal Opportunity and Harassment Prevention and Response Policy was signed by the Secretary of the Army on March 7, 2022 in compliance with DoDI 1020.03, “Harassment Prevention and Response in the Armed Forces,” issued February 8, 2018, and updated December 29, 2020 and the DoDI 1350.02, “DoD Military Equal Opportunity Program,” issued September 4, 2020.  These policies are a reminder that all Soldiers and their Family members are protected against discrimination when it involves: unfair treatment because of race, color, religion, sex (including pregnancy and gender identity), national origin and/or sexual orientation. Military Equal Opportunity and Harassment Prevention and Response Policy 2022.pdf [PDF - 570 KB] Army Harassment Prevention and Response Policy 2022.pdf [PDF - 99.3 KB]