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Dod sexual harassment policy

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Sexual harassment in the nursing community creates an intimidating, hostile, degrading, and humiliating work environment. It is possible that civilian nursing leaders can learn from the best practices demonstrated in established policies for sexual harassment in the military environment. This article offers an overview of U. In addition, the authors compare policy differences between military and Equal Employment Opportunity Commission. Finally, discussion addresses the MeToo and EndNurseAbuse campaigns , followed by suggestions for what nurses need to know and do , recommended best practices from the military , and important areas for future research. Citation: Colmore, N.
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Sexual Harassment Awareness and Prevention

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Policy Guidance on Current Issues of Sexual Harassment

Federal agencies have issued policies that require immediate response to claims of sexual harassment in the workplace; however, claims of non-sexual harassment have not received similar attention. In this regard, federal agencies must create a work environment that is free from sexual and non-sexual harassment. Since fiscal year , allegations of non-sexual harassment have ranked as the number one issue alleged in complaints that were filed in the federal sector equal employment opportunity EEO process. See Appendix App. While the total number of complaints filed has declined since FY , the percentage of complaints alleging non-sexual harassment has increased.
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Sexual assaults in military rise to more than 20,000, Pentagon survey says

As states and cities respond to MeToo by requiring employers to provide mandatory employee training on anti-harassment, many of these new laws also require employers to enact and distribute detailed policies on anti-harassment. Like the training requirements, each state imposes its own essential terms and topical content, such that employers may need to disseminate several versions of an anti-harassment policy to employees in different states in order to be compliant with state law. Here is a snapshot of the states with a policy requirement or recommendation. Where specific content is required or recommended to be included in the policy, the table reflects those mandates. Not all states and cities with anti-harassment training requirements have policy mandates and conversely, there are some states that do not require training, but do require that employers have a policy with specific language regarding anti-harassment.
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The primary objective of the Military Equal Opportunity MEO program is to improve mission effectiveness by promoting an environment free from personal, social, or institutional barriers that prevent Air Force members from rising to the highest level of responsibility possible based on their individual merit, fitness, and capability. Air Force policy is to conduct its affairs free from unlawful discrimination and sexual harassment. The MEO program seeks to eliminate unlawful discrimination and sexual harassment against military members, family members, and retirees based on race, color, sex, national origin, or religion.
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