Page:DoD Instruction 1020.04.pdf/3

DoDI 1020.04, June 30, 2020 1.1. APPLICABILITY.

This issuance applies to OSD, the Military Departments, the Office of the Chairman of the Joint Chiefs of Staff and the Joint Staff, the Combatant Commands, the Office of the Inspector General of the Department of Defense, the Defense Agencies, the DoD Field Activities, and all other organizational entities within the DoD (referred to collectively in this issuance as the “DoD Components”).

1.2. POLICY.

The DoD will:

a. Not tolerate or condone harassment, to include harassment that is not unlawful but adversely affects the work environment. Harassment jeopardizes combat readiness and mission accomplishment, weakens trust, and erodes organizational cohesion. Harassment is fundamentally at odds with the obligations of Service members and DoD civilian employees to treat others with dignity and respect.

b. Prevent and respond quickly to harassment behavior.

(1) DoD processes established for addressing harassment will provide a timely, thorough, and impartial inquiry into allegations of harassment, as appropriate. DoD will protect the confidentiality of those reporting harassment, to the greatest extent possible.

(2) DoD will maintain separate processes for responding to harassment that detracts from an efficient workplace, EEO complaints of unlawful discriminatory harassment, and harassment of a criminal nature.

c. Hold leaders at all levels accountable for fostering a climate of inclusion that supports diversity, is free from harassment, supports those who allege harassment, and prohibits retaliation and reprisal against those who allege harassment or assist in any inquiry about such allegations.

d. Identify and promote available resources, to include the DoD Alternative Dispute Resolution Program, to aid in resolving alleged harassment. Rh