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Indiana National Guard Equal Opportunity Office iconEqual Opportunity and Harassment

The Indiana National Guard Equal Employment Manager serves as the principal advisor to the adjutant general and manager of the Equal Employment Opportunity (EEO) program. The program includes special emphasis programs, the affirmative employment plan, alternate dispute resolution and the complaints processing system for the Army and Air National Guard. Military equal opportunity (MEO) officers and state human resources/equal opportunity (EO) personnel assist to develop equal opportunity programs for the Army and Air National Guard. Contact the Equal Employment Manager at 317-247-3237.

Diversity

The Indiana National Guard’s diversity and inclusion initiatives promote a cultural climate, which allows people to maximize their potential by embracing each other’s holistic characteristics. Diversity is not a program or policy – it is a state of being. Diverse experiences, perspectives and backgrounds can empower us to incorporate fresh approaches and new ideas in our work, sparking innovation that enables us to more effectively perform the duties entrusted by our government and fellow citizens.

The INNG’s Joint Diversity Executive Council (JDEC), comprised of senior leaders appointed by the adjutant general, meets quarterly to discuss diversity and inclusion efforts internal and external to the Indiana National Guard and to measure progress of our diversity strategic plan.

Reporting Harassment

Harassment and sexual harassment complaints are reported through the EO/EEO program. Contact your unit EO representative. If you are not comfortable or happy with contacting your unit you may contact the State Equal Employment Manger at 317-247-3237. If either of these options are not available you may call the EO 24/7 Hotline Number at 1-800-371-0617.

*For more information about sexual harassment see the tab below.

*If you are unsure whether or not what you are reporting is a sexual harassment complaint or a sexual assault report, please contact the INNG Sexual Assault Prevention and Response Program (SAPR) 24/7-monitored number at 317-247-3172 in order to maintain confidentiality while determining what resource is best for you.

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Equal Employment Program

The Indiana National Guard Equal Employment Program protects each of us from discrimination in employment, promotion, training and other personnel actions regardless of race, color, religion, and gender, including sexual harassment, national origin, age, mental and/or physical disability or reprisal for participating in a protected Equal Employment Opportunity (EEO) activity. Our office works to educate leaders about the advantages of maintaining of a workplace that is free of unlawful discrimination. We strive daily to meet all obligations under federal and state equal opportunity and affirmative action laws and regulations.

Alternative Dispute Resolution
The Indiana National Guard supports Alternative Dispute Resolution (ADR) to the maximum extent practicable and at the earliest possible stage to prevent, minimize, and resolve disputes between or among the agency and its employees and other parties. ADR helps to achieve mutually acceptable and cost-effective outcomes and to accomplish business efficiently, economically, and productively. Participation in the ADR process is voluntary and information shared during the proceeding is confidential.

Special Emphasis Program
The Special Emphasis Programs (SEP) were established as part of the overall affirmative employment program. Within the concept of the EEO program and the Federal Merit System, the programs emphasize the enhancement of employment and advancement opportunities for minorities, women, and people with disabilities. The term “Special Emphasis Programs,” refers specifically to employment related programs which focus special attention on groups that are conspicuously absent or underrepresented in a specific occupational category or grade level in the agency’s workforce. These programs increase diversity awareness and assist us in achieving our affirmative employment goals by:

  • Identifying and evaluating potential barriers to the hiring and advancement of women, minorities, and people with disabilities
  • Identifying and publicizing opportunities for educational and career development
  • Annually observing and commemorating the achievements and contributions of each group, promoting ethnic and cultural awareness

Filing an Equal Employment Opportunity (EEO) Complaint
Federal civilians and applicants for employment who believe they have been discriminated against in employment may file an EEO complaint. Please visit the EEO office for advice. Complainants must adhere to strict time requirements for filing complaints. Please see EEO complaint process below for more details.

EEO Directives, Procedures and Forms

Equal Opportunity

The Indiana National Guard is committed to the success and well-being of our citizen soldiers, airmen and civilian employees. Our Equal Opportunity mission is to ensure combat readiness by fostering an environment of respect, growth and human dignity through compliance with federal law and applicable military regulations. It is our policy and practice to provide equal opportunity for all employees and applicants for employment.

Filing an equal opportunity (EO) complaint
All INNG personnel serving in Title 32 status (a military pay status) who believe they have been discriminated against based upon race, color, religion, sex-gender (includes sexual harassment) or sexual orientation, national origin or reprisal based on EO activity may file a request to resolve the discrimination allegations. Your chain of command is the primary channel for resolving discrimination complaints. Complainants and commanders must adhere to strict time requirements for filing complaints. Please see EO complaint procedures below for more details.

Reasonable Accommodations

The Indiana National Guard provides reasonable accommodations to applicants and employees with disabilities. A reasonable accommodation is a modification or adjustment to a job, the work environment or the way things usually are done that enables a qualified individual with a disability to enjoy equal employment. During the job application process, please immediately notify the point-of-contact identified in the job announcement if you need a reasonable accommodation for any part of the application and/or questionnaire process.

No FEAR Act Data and Notices

In 2002, Congress enacted the Notification and Federal Employee Antidiscrimination and Retaliation Act. Known as the No FEAR Act, its purpose is to require federal agencies to be accountable for violations of antidiscrimination and whistleblower protection laws, and to ensure that employees, applicants for employment and former employees know their rights under the law.

Policy Letters

In the policy letters below, the Indiana National Guard Adjutant General addresses the organization’s guiding principles regarding diversity, sexual harassment, equal opportunity and equal employment opportunity:

Sexual harassment will not be tolerated, condoned or ignored

 

Definition of sexual harassment

Section 1561 of Title 10, United States Code, defines “sexual harassment” as conduct that involves unwanted sexual advances, requests for sexual favors, and deliberate or repeated offensive comments or gestures of a sexual nature when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of a person's job, pay, or career;
  • Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person; or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile, or offensive environment; and is so severe or pervasive that a reasonable person would perceive, and the victim does perceive, the environment as hostile or offensive.

This definition emphasizes that conduct, to be actionable as harassment, does not need to result in concrete psychological harm to the victim, but rather only be so severe or pervasive that a reasonable person would perceive the environment as hostile or offensive. Any person in a supervisory or command position who uses or condones sexual behavior to control, influence, or affect the career, pay, or job of a Service member or civilian employee is engaging in sexual harassment. A Service member or civilian employee who makes deliberate or repeated unwelcome verbal comments, non-verbal or physical contact of a sexual nature is engaging in sexual harassment.

Reporting sexual harassment

Harassment and sexual harassment complaints are reported through the EO/EEO program. Contact your unit EO representative. If you are not comfortable or happy with contacting your unit you may contact the State Equal Employment Manger at 317-247-3237. If either of these options are not available you may call the EO 24/7 Hotline Number at 1-800-371-0617.

*For more information about sexual harassment see the tab below.

*If you are unsure whether or not what you are reporting is a sexual harassment complaint or a sexual assault report, please contact the INNG Sexual Assault Prevention and Response Program (SAPR) 24/7-monitored number at 317-247-3172 in order to maintain confidentiality while determining what resource is best for you.

Contact

State Equal Employment Manager
Indiana National Guard
Stout Field Headquarters, Human Resources Office
2002 South Holt Road
Indianapolis, IN 46241
Phone: 317-247-3237