Equal Opportunity

DSN: 315-645-3555


Blackberry: 080-1385-7236




Location:  Camp Foster, Building 1, Room 6

The effectiveness of the Marine Corps relies on the trust and teamwork shared between individual Marines, regardless of grade and position. Inherent in this trust is the understanding that fair and equitable treatment is the Marine Corps leadership standard.  MCIPAC is committed to maintaining a culture of dignity, respect, and trust in which all members of MCIPAC are afforded equal treatment and opportunity to achieve their full potential based solely upon individual merit, fitness, intellect, and ability.  All members of MCIPAC will ensure that we cultivate an environment free from prohibited activities and conduct such as harassment (to include sexual harassment), unlawful discrimination, or abuse (specifically, hazing; bullying; ostracism; retaliation); wrongful distribution or broadcasting of intimate images; and, certain dissident and protest activity (to include supremacist activity).

EOAs are assigned at the Major Subordinate Command level and above. EOAs serve as the Marine Corps Military Equal Opportunity Program Manager and provide oversight for all requirements outlined in MCO 5354.1E. EOAs are the commander's and Marine Corps primary personnel for advice, guidance, and complaint management regarding prohibited activities and conduct. They are the Marine Corps subject matter experts on command climate and prohibited activities and conduct.


An EOA's primary duty is to provide subject matter advice and guidance on all matters related to command climate and prohibited activities and conduct. EOAs do not serve as victim advocates for those who file equal opportunity complaints, or for those who believe that they have been subjected to prohibited activities and conduct. EOAs will act as a referral source to connect complainants to available support services.


Some of their duties include:

-Perform mediation services to assist in resolving issues at the lowest level, as requested.

-Execute the EOA/MEO Office complaint processing actions in accordance with MCO 5354.1E.

-Provide analysis of command-specific data which will enable commanders to monitor command climate within their organization, as requested. Identify trends and areas of concern, and recommend methods for improving the command climate.

-Provide briefings or training on command climate issues and prohibited activities and conduct for supported commands, as requested.

-Conduct the required Equal Opportunity Representative (EOR) training for supported command EORs.

-Track compliance with command climate assessment requirements on behalf of the GCMCA.

Complaint Process: EOAs will conduct intake interviews to determine if a complaint alleging prohibited activities and conduct meets the prima facie elements of prohibited activities and conduct under MCO 5354.1E. EOAs will advise the commander on the appropriate resolution of the allegation(s). A complainant may request a means of resolution during their intake interview.  However, the commander shall determine an appropriate course of action for complaint investigation and resolution. Dismissal or referral does not mean the individual's issue will not get addressed or resolved, but rather it will not be processed under the requirements of MCO 5354.1E. Irrespective of whether a complaint is accepted, dismissed, or referred under MCO 5354.1E, commanders have the authority to employ the full range of administrative and disciplinary actions, including administrative separation or appropriate criminal action, against military personnel who engage in activity prohibited by this Order. No action taken MCO 5354.1E otherwise affects the statute of limitations of any specific offense under the UCMJ.  Complainant's may request to resolve the complaint through Informal Resolution; ultimately, the decision lies with the commander.

Informal Resolution: Informal resolution enables the parties to any alleged unprofessional conduct to resolve interpersonal conflicts at the lowest appropriate level. Conflict can be defined as a disagreement between two or more people that raises serious concerns and needs to be resolved. The aggrieved uniformed Service member may pursue informal resolution of their interpersonal conflict. Commanders will determine the appropriate means to handle a prima facie complaint. However, commanders shall not obstruct any individual from initiating a complaint through any avenue alleging prohibited activities and conduct.  IR provides the necessary information and skills to encourage and facilitate resolving interpersonal conflicts in the workplace at the lowest appropriate level. IR emphasizes each person's responsibility to be a role model of acceptable behavior and confront unacceptable behavior when observed or brought to his or her attention.

Methods for Informal Resolution:

-Direct. In person, by approaching the alleged offender(s) involved. Stay focused on the behavior and its impact. Use common courtesy and ensure the approach is not disrespectful. Consider writing down thoughts prior to approaching the alleged offender(s) involved.

-Informal Third Party. Request assistance from another person, normally a friend, coworker, or the EOA.  Ask another person; to talk with alleged offender(s) involved, to accompany while utilizing the direct approach, or to intervene to help resolve the conflict. This may include a person in the chain of command, EOA, or other appropriate individual.

-Training Information Resources (TIR). Request training or resource materials for presentation to the work place of prohibited activities and conduct. TIR includes videos, books, lesson plans, posters, etc.  Request TIR from the EOA/MEO Office.


Marine Corps Installations Pacific