"Equal Opportunity Policy"

The Marine Corps is its own culture ... for one Marine to discriminate against another is inconsistent with our culture, our Core Values, and the title "United States Marine"

Every member of this command will be afforded opportunities to achieve the highest levels of professional excellence based on their performance and conduct as a Marine, and their aptitude in their Military Operational Specialty.  Leaders must remain alert to the command environment and correct any intentional or unintentional prejudicial behavior that may limit a Marine's opportunity to excel.

We earn the title "Marine" when we graduate from Boot Camp or Officer Candidate School.  Once earned, we bear that title 24 hours a day, 7 days a week; on duty and on leave or liberty; in uniform and in civilian attire; on base and off; in the United States and deployed; in peace and in combat; for the rest of our lives.  We join a proud culture steeped in history, tradition and military excellence.  We all have unique individual characteristics and come from rich cultural heritages, but as United States Marines we subordinate our individuality in favor of our unit and our Corps.  We acknowledge that no one culture is better or more entitling than another.  As Marines, we define ourselves by our Core Values, discipline, leadership, and technical and tactical professionalism.  We do not recognize race, color, gender, age, religion, national origin, or any other stereotypes as defining attributes of our character or abilities as Marines -- prejudicial behavior based on these "identities" is corrosive to the fabric of our Marine Corps culture; it is contrary to the good order and discipline of our units; and it is inconsistent with the title "United States Marine."  Discriminatory conduct is as destructive to the Marine committing the discrimination as it is to the Marine being discriminated against.  Wanton acts of this type of discrimination cannot and will not be tolerated by this command.

The Informal Resolution System is the preferred means of resolving any actual or perceived discriminatory conduct that is not of a criminal nature.  This system qualifies the discriminatory behavior, engages unit leadership at the appropriate level, and provides the fastest means of restoring a cohesive command climate.

Intentional or criminal acts of prejudicial discrimination shall be brought to the attention of the Commanding Officer, via the chain of command, for disciplinary action; Request Mast is also an appropriate process for informing the chain of command.  Discriminatory acts of this nature can be addressed by Non-Judicial Punishment, Court Martial, and/or Administrative Separation.

On Target/On Time, Home Safe, Honor Clean

                                              T. J. NEMETH

 

 

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