protected to the fullest extent possible. Any allegations of discrimination must be brought to the
attention of JOXE within 45 calendar days of the occurrence. If you wish to report harassment,
want to file and EEO complaint, request Alternate Dispute Resolution, please contact JOXE at
(703)767-4451.

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DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017

MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Sexual Assault Prevention and Response

I am committed to the prevention of sexual assault throughout the Defense Threat
Reduction Agency (DTRA). I expect all employees, both military and civilian, to model
appropriate behaviors in the workplace and to advance a culture of respect and dignity.

Sexual assault is a crime defined as intentional sexual contact, characterized by use of
force, physical threat, or abuse of authority, or when the victim does not or cannot consent.
Sexual assault includes rape, non-consensual sodomy, unwanted inappropriate sexual contact or
fondling, as well as attempts to commit these acts.

My goal is to ensure that we have a climate free of sexual assault incidents. Such
incidents violate professional and personal dignity while eroding readiness and team unity.
Sexual assault intrudes upon the sacred trust of those who serve, and can endanger members of
our Armed Forces or the civilian workforce. Any form of sexual assault will not be tolerated.

I expect senior leaders, supervisors, and managers to understand their role and
responsibility with respect to sexual assault victims. As an organization, we must create a
climate where victims are encouraged to report incidents of sexual assault without fear. Critical
to this, we have established a Sexual Assault Prevention Training and Awareness Program to
educate our workforce and reaffirm our obligation to protect our service members and their
families.

Sexual assault has no place in the DTRA workplace. Sexual assault is incompatible with
our values and is punishable under the Uniform Code of Military Justice and other Federal and
local laws. Any individual (victim or bystander) who is aware of a sexual assault must
immediately report it to our Sexual Assault Response Coordinator, Mr. Phillip Ellis, JOXE at
(703)767-4451/7769.

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DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017

MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Harassment in the Workplace

I will ensure the Defense Threat Reduction Agency (DTRA) continues to maintain an
environment that is free of workplace harassment. It is vital that all personnel uphold a culture
that fosters high professional standards and integrity. Harassment adversely affects mission,
morale, and productivity; therefore, we must ensure that all DTRA employees are valued and
treated with dignity and respect.

Harassment comes in many forms. It can be unwelcome conduct exhibited toward
someone based upon that person’s race, color, religion, sex (including pregnancy and gender
identity), national origin, age (40 years and older), disability (physical or mental), genetic
information, and reprisal for participating in prior equal employment opportunity activities.
Harassment becomes unlawful when (1) enduring the offensive conduct becomes a condition of
continued employment, or (2) the conduct is severe and pervasive enough to create a work
environment that a reasonable person would consider intimidating, hostile, or abusive.

Harassment also includes inappropriate comments posted on social media, including
internet sites and may include jokes, slurs, inappropriate printed materials, verbal or non-verbal
conduct, bullying, as well as aggressive and unreasonable behavior between supervisor and
employee or between co-workers. Employees who witness or are subjected to harassment of this
nature should make it clear to the offending party that such behavior is unwelcome. However, an
employee’s failure to warn the offending party in no way justifies nor condones the harassing
conduct. Harassment should be reported immediately to the Equal Opportunity and Diversity
Program Office (JOXE) at (703)767-4451, dtra.belvoir.JO.mbx.eo-inbox@mail.mil or to the
Inspector’s General Office (JOXI) at (703)767-5849.

Managers and supervisors have the primary duty to act promptly to prevent and to
eliminate all types of harassment. Failure to do so is unacceptable. Behavior that is inconsistent
with this policy will be promptly and impartially investigated. Immediate, appropriate, and
effective corrective action will be taken in cases where severe and pervasive conduct is
substantiated. Retaliating or discriminating against an employee for reporting, filing a
complaint, or cooperating with an investigation of allegations of harassment is prohibited and
will result in appropriate administrative or disciplinary action. Harassment is unacceptable
behavior and is a violation of Federal discrimination laws, regulations, and policies.

If you are a civilian employee and believe that you have been discriminated against based
on race, color, religion, sex, age (over 40) national origin, disability, genetic information or
reprisal for prior Equal Employment Opportunity (EEO) involvement, you may contact your
supervisor/manager in your chain of command or the Equal Opportunity counselor in JOXE or
JOXI. I assure that the confidentiality of your claim of harassment or discrimination will be


DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017
MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Military Equal Opportunity

It is my policy to provide all military members assigned to the Defense Threat Reduction
Agency (DTRA) with fair and equitable treatment and a duty atmosphere where all can achieve
success. Our team of Soldiers, Sailors, Airmen, and Marines has my strongest personal respect
and commitment.

I will not tolerate discrimination, harassment, or unequal treatment based on race, color,
religion, sex, or national origin. Military members have my absolute assurance that I, along with
all senior leaders, managers, and supervisors, will continue to promote an environment free from
personal, social, or institutional barriers that impede their ability to contribute fully to our
mission and to grow personally and professionally.

DTRA military members bring a rich diversity of experience and talent that enhances our
ability to achieve our critical global mission. Our military members will be managed, trained,
evaluated, rewarded, promoted, and retained based solely on their ability and contributions. I
value the well-earned reputation of devotion to duty by our military members and I believe their
expertise and stability are critical to meeting the global challenges we face.

If incidents occur that violate this policy, I expect our military members to seek prompt
resolution at the lowest level by using the chain of command. Any matter that cannot be
resolved should be brought to the attention of the JOXE at (703)767-4451, DSN 427-4451, or by
e-mail at dtra.belvoir.JO.mbx.eo-inbox@mail.mil.

The Alternative Dispute Resolution (ADR) process is also available to military members
and should be considered for conflict resolution, if appropriate. Please contact JOXE for further
information on ADR. Complaints will be promptly and thoroughly investigated and appropriate
action will be taken, if complaints are substantiated.

AG


DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017

MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Civilian Equal Employment Opportunity

The Defense Threat Reduction Agency (DTRA) supports and promotes the principles of
equal employment opportunity (EEO) in the workplace for all persons and prohibits
discrimination based on race, color, religion, sex (including pregnancy and gender identity),
national origin, disability (physical or mental), age (40 years and older), and genetic information.
Preventing unlawful discrimination in employment policies, procedures, practices, and
operations is a priority.

Federal laws, Presidential Executive Orders, and other laws are designed to proactively
prevent discrimination. It is vital that personnel management decisions by senior leaders,
managers, and supervisors are made to ensure that employees and applicants are treated fairly
and with respect. I place significant importance onjour stated values - Integrity, Service,
Excellence, Innovation, and Teamwork.

Employees who believe they have been discriminated against have the right to file an
EEO complaint with the Equal Opportunity and Diversity Programs Office (JOXE) by contacting
them at (703)767-4451 or dtra.belvoir.JO.mbx.eo-inbox@mail.mil without fear of reprisal or
retaliation based on previous participation in the EEO process.

Senior leaders, managers, and supervisors are expected to take an active role in ensuring
a workplace free of discrimination. It is our responsibility to ensure that all employees are
afforded a fair and competitive employment process under merit system principles. Each
individual is expected to abide by the letter, intent, and spirit of EEO laws and policies. I am
also committed to maintaining a workplace free of harassment. I expect leaders at all levels to
continually monitor their work area and to take swift and appropriate disciplinary action against
individuals who engage in inappropriate behavior or conduct.

This policy statement reaffirms the principles of EEO and assures that EEO program
requirements will be enforced.

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DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017
MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Prevention of Sexual Harassment

As Director of the Defense Threat Reduction Agency (DTRA), I unequivocally confirm
my commitment to a workplace free from sexual harassment. It is the duty of every civilian
employee and military member of DTRA to provide and maintain an environment of trust and
respect for all employees. Sexual harassment has no place in the workplace. Such harassment
adversely affects our mission and productivity and will not be tolerated.

Sexual harassment is prohibited and violates Title VII of the Civil Rights Act of 1964, as
amended; and Section 2302 of Title 5, United States Code. Sexual harassment includes, but is
not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature. Such conduct constitutes sexual harassment when this
conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with
an individual’s work performance, or creates an intimidating, hostile, or offensive work
environment.

Everyone has a role and a responsibility in the prevention or elimination of sexual
harassment by (1) examining his or her behavior on the job, (2) supporting this policy, and (3)
notifying his/her supervisor or higher-level manager when there is a concern or incident.
Managers and supervisors are accountable for enforcing standards of appropriate behavior.

Managers and/or supervisors must immediately report all instances of sexual harassment
witnessed or brought to the manger/supervisor’s attention immediately to our Equal Opportunity
and Diversity Programs Office (JOXE) at (703)767-4451, dtra.belvoir.JO.mbx.eo-
inbox@mail.mil or our Inspector’s General Office (JOXI) at (703)767-5849. Managers and/or
supervisors must not initiate any type of internal investigation related to alleged sexual
harassment because it is of paramount importance that proper procedures for dealing with
allegations of sexual harassment be appropriately addressed to ensure that individual rights are
not violated.

I will not tolerate sexual harassment in the workplace. I expect swift actions to ensure
that all claims of sexual harassment are thoroughly investigated. Violations will result in
appropriate action against the offender(s) up to and including dismissal from federal service for
civilian employees and action under the Uniform Code of Military Justice for military members.
Management officials who fail to carry out their duty and responsibility under this policy may
face disciplinary action.

VI Oxfo¢d
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DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017

MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Diversity and Inclusion

The Defense Threat Reduction Agency (DTRA) is committed to our employees, our
Nation, and those we serve. The men and women, both civilian and military, who comprise our
workforce, reflect a broad range of viewpoints, ideas, and backgrounds. Diversity mirrors our
culture, values, and goals. Diversity encompasses race — and so much more — by celebrating and
valuing the unique attributes, characteristics, and perspectives that makes each person who they
are. DTRA’s strength lies in our diversity and serves as the driving force behind our
organization's excellence and mission success.

It is critical to seek out diversity of participation and to integrate the talent, background,
and capabilities of our team. This creates and maintains an environment where diverse ideas are
embraced as critical to accomplishing our mission. Continued success requires the full and
active participation of each one of our talented and committed employees.

Employees who believe they have been discriminated against have the right to file an
Equal Employment Opportunity (EEO) complaint with the Equal Opportunity and Diversity
Programs Office (JOXE) by contacting them at (703)767-4451 or dtra.belvoir.JO.mbx.eo-
inbox@mail.mil without fear of reprisal or retaliation based on previous participation in the EEO
process.

I applaud our efforts in creating a positive work environment that challenges our
employees to make the world safer from weapons of mass destruction and improvised threats.
We are creating and sustaining an organizational climate in which people of diverse
backgrounds, cultures, races, gender, religions, ethnicities, ages, and experiences are fully
included, valued, and respected.

All leaders must continue to foster an environment where our employees have the
opportunity to contribute, prosper, and advance in their careers. By fostering an atmosphere of
diversity and inclusion, we will value and appreciate the strengths afforded by the differences in
styles, ideas, and organizational contributions of each employee. Each of you is encouraged to
continue your efforts toward a work environment where all employees have the opportunity to
reach their full potential and maximize their contributions.

Me
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DEFENSE THREAT REDUCTION AGENCY
8725 JOHN J. KINGMAN ROAD, STOP 6201
FORT BELVOIR, VA 22060-6201

JUN 16 2017

MEMORANDUM FOR DISTRIBUTION C
SUBJECT: Policy Statement on Employment and Advancement of Individuals with Disabilities

As Director of the Defense Threat Reduction Agency (DTRA), I encourage all of you to
help make our organization a model employer of individuals with disabilities (IwD), particularly
those with targeted disabilities. I welcome your continued support as we strive to achieve the
Department of Defense (DoD) hiring goal of two percent (2.0%) for individuals with targeted
disabilities.

To ensure continued compliance with the Rehabilitation Act of 1973, as amended, I ask
that you work together to identify, report, and eliminate barriers and ensure full compliance with
Section 501 which prohibits discrimination in employment against qualified IwD by Federal
agencies of the Executive Branch. | also ask that you ensure full compliance with Section 504
which prohibits any qualified individual with a disability from being excluded from, denied the
benefits of, or subjected to discrimination under any program or activity that is conducted by or
receives Federal financial assistance. Requirements under Section 504 include Reasonable
Accommodation for employees with disabilities, program access, effective communication for
those with hearing or vision disabilities, and accessible new construction and building
alterations. DTRA will also comply with Section 508 which requires Federal electronic and
information technology to be accessible to IwD, including employees and the public.

We will continue to identify and remove any barriers to hiring, retaining, and promoting
IwD. Managers and supervisors should work closely with the Equal Opportunity and Diversity
Programs Office (JOXE) to address impediments to hiring, retaining, and promoting IwD. Our
ongoing Individuals with Targeted Disabilities Working Group will be a tremendous asset
towards building a more diverse workforce.

In accordance with Executive Order 13548, Joint Improvised-Threat Defeat Organization
(JIDO) Director (JD), Joint Directors, and Staff Office Chiefs will collaborate with the Human
Resources Directorate (J1) and JOXE to increase opportunities for IwD through the use of the
Schedule A Hiring Authority; veterans’ programs, such as Wounded Warrior; the Workforce
Recruitment Program; and other Federal, DoD, and special military programs. These efforts will
help us reach IwD who seek employment with DTRA.

For information on the Reasonable Accommodation (RA) process or to obtain the RA
Request Form (DTRA Form 123), please contact the Agency RA Coordinator in J1 at (703)767-

0166.

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