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Education, prevention keys to healthy workplace

  • Published
  • By Kandis West
  • Tinker Public Affairs
TINKER AIR FORCE BASE --  Tinker's Military Equal Opportunity team stresses prevention as the key to promoting a healthy workplace environment.
   With only six to eight informal and formal complaints a year, compared to more than 600 civilian complaints, Non-Commissioned Officer in Charge Tech. Sgt. Nena Fennell said the prevention technique is effective.
   "We educate and train on how to identify communication barriers, stereotypes and prejudices," Sergeant Fennell said.
   The team conducts briefings for newcomers and commander's calls among other things. Staff Sgt. Jasmine Barnes said a self-evaluation of discriminatory behaviors is also important.
   "Everybody has perceptions, beliefs and thoughts that we were raised with," the sergeant said. "We have to make sure those prejudices don't effect morale or the mission."
   The primary objective of MEO is to improve mission effectiveness by promoting an environment free from personal, social or institutional barriers that prevent Air Force members from rising to their highest level of responsibility, according to the Air Force regulations.
   MEO supervisor Master Sgt. Sabrina Barfield said unlike the civilian Equal Employment Opportunity office that deals with unions and laws, the MEO advisors clarify policies for complainants, commanders and supervisors. Their primary focus is unlawful discrimination on the basis of color, national origin, race, religion and sex and sexual harassment.
   Both formal and informal complaints can be filed, said Sergeant Fennell. Informal complaints are worked by the complainant to resolve at the lowest level, with MEO advisors following up in a few days, she said.
   Formal complaints must be submitted within 60 days of the alleged offense, mainly because people forget details and change duty stations, Sergeant Fennell said. Also, they do not guarantee confidentiality when filing a complaint, said Sergeant Barnes. Usually, the commander and first sergeant are notified depending on the circumstances of the case.
   In the case of a formal complaint, MEO advisors are only responsible for validating or not validating the claims of unlawful discrimination or sexual harassment.
   "We are only fact finders," said Sergeant Barfield. "We also serve as subject matter experts to the commanders."
   She said they have no authority to implement a punishment.
   A determination for sexual harassment is processed in 14 duty days and unlawful discrimination in 20 duty days.
   MEO advisors continue to be proactive to prevent formal complaints, said Sergeant Barfield.
   The advisors perform about 20 unit climate assessments yearly designed to gauge the squadron's human relations challenges. Squadron members are asked to anonymously take a survey, participate in an interview or a combination of both.
   "Whether it's favoritism or a lack of mentorship, we serve as the ear to the ground for the commanders on human relations," said Sergeant Barnes.
   The team also recognizes trends that affect the military workplace.
   Sergeant Fennell said during war time and with frequent, long deployments, stress and hostility are on the rise.
   "What goes TDY, stays TDY is not true, it trickles to the states," Sergeant Fennell said.
   The sergeant said although it shouldn't happen, people are not always mindful of what they say in a combat zone and conversations do not always support a professional workplace. Some of those habits are brought back to the states, the sergeant said.
   Sergeant Barnes said the number of sexual harassment complaints is also on the rise. She said she thinks the hostile environment of the combat zones is also a contributing factor.
   Sergeant Barfield said a general rule to follow in order to promote and preserve a productive workplace is to not say anything you would not say in front of your mother, father, son, daughter or a grandparent.
   Sexual harassment indicators
   Sexual harassment may not be as blatant as people think. The following are some indicators of sexual harassment:
· Using terms of endearment (sweetheart, dear, honey, babe, darling, etc.)
· Undressing with eyes
· Whistling (catcalls)
· Repeated requests for a date when previous attempts were rebuffed
· Leaning over or on
· Lip smacking
· Jokes, which put men or women down
· Sexual innuendoes (twisting comments into a sexual meaning)