B00O151 - TBS Standards of Conduct

A group which differs from the predominant
section of a larger group in one or more characteristics
and as a result is often subject to differential treatment; for example, ethnic background, language, culture, or
religion

It is the holding of a judgment or opinion without
regard to pertinent facts; typically prejudice is expressed
in suspicion, fear, hostility, or intolerance of certain
people, customs, and ideas.

An act, policy, or procedure that arbitrarily denies equal opportunity to an individual or group of individuals because of race, color, religion, sex, age, or national origin

They are policies, procedures, and practices that, intentionally or unintentionally, lead to differential treatment of selected identifiable groups and
through usage and customs have attained official or
semiofficial acceptance in the routine functioning of the
organization/institution

It is a concept which requires that the objectives of fair and equal treatment and equality of opportunity for all be applied to all management functions and leadership actions.

It is any action directed toward implementing and advancing the concept of equal opportunity.

GOALS/MILESTONE

It is a desirable condition brought about by
the gender, religious, racial, cultural, and social
differences Marines bring to our organization.

To provide equal opportunity for all military members without regard to race, color, religion, sex, or national origin consistent with the law and regulations and the
requirements for physical and mental abilities

COMMANDERS

"Our cultural diversity programs will focus on understanding diversity, appreciating and respecting diversity, and recognizing and fostering (managing) diversity in keeping with organizational goals and Core Values. The Marine Corps as an institution, and Marines as individuals, must promote an atmosphere and manage programs which both welcome and capitalize upon cultural diversity. Such programs will serve to maximize our warfighting capability and promote individual career satisfaction."

• Understand the effects of past discriminatory practices in order to formulate specific equal opportunity objectives,
and then initiate affirmative actions to eliminate
deficiencies resulting from these practices.
• Eliminate, correct, or prevent institutional and individual
discriminatory practices.
• Eliminate prejudice and promote harmonious relationships among Marines.
• Ensure the opportunity and encouragement for personal
and professional advancement of individual Marines,
without regard to race, color, religion, sex, age, or national
origin.

• Publish a written policy that supports the program's intent(Major commands.)
• Direct the unit's equal opportunity efforts in activities,
programs, and facilities over which units have
cognizance.
• Designate, in writing an equal opportunity program officer down to the battalion/squadron level.
• Maintain and review statistical data provided by the Equa
Opportunity Program Officer to alert other commanders to the development of adverse trends and patterns in time to analyze and correct the situation.

This program is an important means for providing each
Marine with instruction to enhance the development of
professional capabilities necessary for increased grade
and responsibility.

"Users Guide to Marine Corps Leadership Training"
It provides leadership training materials for
use by field commanders in developing, conducting, and
evaluating their leadership programs.