0704-WGRC_Survey_9.10.2021

Workplace and Gender Relations Survey- Civilian

0704-WGRC_Survey_9.10.2021

OMB: 0704-0614

⚠️ Notice: This form may be outdated. More recent filings and information on OMB 0704-0614 can be found here:

2024-09-26 - Revision of a currently approved collection

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2021 Department of Defense Civilian Employee Workplace and Gender Relations Survey

2021 Department of Defense Civilian Employee Workplace and Gender Relations Survey

Agency Disclosure Notice (ADN)

The public reporting burden for this collection of information, OMB Control Number (LICENSE NUMBER), is estimated to average 30 minutes per response, including the time for reviewing the instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or burden reduction suggestions to the Department of Defense, Washington Headquarters Services, at [email protected] (OMB Control Number: [LICENSE NUMBER]). Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid OMB control number.

BACKGROUND INFORMATION

Thank you for agreeing to participate in this important study.

Please answer each question thoughtfully and truthfully. This will allow us to provide an accurate picture of the different experiences of today's DoD civilian employees. If you prefer not to answer a specific question for any reason, just leave it blank.

Some of the questions in this survey will be personal. For your privacy, you may want to take this survey where other people won't see your screen.

When the questions in this survey say “DoD civilian,” please interpret this to mean employment as a civilian employee of any military Service or component within the Department. “DoD civilian“ does NOT include military members or contractors working for the Department.

Definitions provided in this survey are limited to this survey.

1. For which DoD component did you work as a DoD civilian employee on [OPEN DATE]?

1		Department of the Army
2		Department of the Navy (including Marine Corps)
3		Department of the Air Force (including Space Force)
4		DoD Office, Agency, or Field Activity (for example, the Defense Logistics Agency or the Office of the Secretary of Defense)
5		None, you were retired or had left

2. Are you...?

1		Male
2		Female

TIME REFERENCE

Most of this survey asks about experiences that have happened within the past 12 months. When answering these questions, please do NOT include any events that occurred before [Day_of_Week, X Date].

Please try to think of any important events in your life that occurred near [X Date] such as birthdays, weddings, or family activities. These events can help you remember which things happened before [X Date] and which happened after as you answer the rest of the survey questions.

The following questions will help you think about your life one year ago.

3. Are your job responsibilities, tasks, and/or projects the same as they were on [X Date]?

1		Yes
2		No
3		Do not remember

4. Were you on vacation or leave on [X Date]?

1		Yes
2		No
3		Do not remember

5. Were you married or dating someone on [X Date]?

1		Yes
2		No
3		Do not remember

The first part of this survey asks about experiences that happened while you were working as a DoD civilian employee. Please only include experiences that are related to your DoD civilian employment.

GENDER-RELATED EXPERIENCES IN THE DOD CIVILIAN WORKPLACE

In this section, you will be asked about several things that someone from work might have done to you that were upsetting or offensive, and that happened AFTER [X Date].

When the questions say "someone from work," please include any person(s) you have contact with as part of your DoD civilian job duties. "Someone from work" could be another DoD civilian employee, a supervisor, someone above or below you in pay grade/category, a military Service member, or a contractor working for the DoD. They could be in your organization or in other organizations.

These things may have occurred outside of work hours or away from your primary duty location. Please include them as long as the person who did them to you was someone from your DoD civilian workplace.

Responding to these questions will not result in a complaint about your experiences to the Department. Reporting resources are provided to you at the end of this survey should you want to file a complaint about any unwanted experiences or seek additional assistance.

Remember, all the information you share will be kept confidential.

“Someone from work“ includes any person(s) you have contact with as part of your DoD civilian job duties. “Someone from work” could be another DoD civilian employee, a supervisor, someone above or below you in pay grade/category, a military member, or a contractor. They could be in your organization or in other organizations. These things may have occurred outside of work hours or away from your primary duty location. Please include them as long as the person who did them to you was someone from your DoD civilian workplace.

6. Since [X Date], did someone from work repeatedly tell sexual “jokes” that made you uncomfortable, angry, or upset?

2		Yes
1		No

7. Since [X Date], did someone from work embarrass, anger, or upset you by repeatedly suggesting that you do not act like a [man] [woman] is supposed to? For example, by calling you [a woman, a fag, or gay] [a dyke or butch].

2		Yes
1		No

8. Since [X Date], did someone from work repeatedly make sexual gestures or sexual body movements (for example, thrusting their pelvis or grabbing their crotch) that made you uncomfortable, angry, or upset?

2		Yes
1		No

9. Since [X Date], did someone from work display, show, or send sexually explicit materials like pictures or videos that made you uncomfortable, angry, or upset? Do not include materials you may have received as part of your professional duties (for example, as a criminal investigator).

2		Yes
1		No

10. Since [X Date], did someone from work repeatedly tell you about their sexual activities in a way that made you uncomfortable, angry, or upset?

2		Yes
1		No

11. Since [X Date], did someone from work repeatedly ask you questions about your sex life or sexual interests that made you uncomfortable, angry, or upset?

2		Yes
1		No

12. Since [X Date], did someone from work make repeated sexual comments about your appearance or body that made you uncomfortable, angry, or upset?

2		Yes
1		No

13. Since [X Date], did someone from work either take or share sexually suggestive pictures or videos of you when you did not want them to?

2		Yes
1		No

You indicated that, after [X Date], someone from work took or shared sexually suggestive pictures or videos of you when you did not want them to.

14. [Ask if Q13 = "Yes"] Did this make you uncomfortable, angry, or upset?

2		Yes
1		No

15. Since [X Date], did someone from work make repeated attempts to establish an unwanted romantic or sexual relationship with you? These could range from repeatedly asking you out on a date to asking you for sex or a “hookup.”

2		Yes
1		No

You indicated that, after [X Date], someone from work made repeated attempts to establish an unwanted romantic or sexual relationship with you.

16. [Ask if Q15 = "Yes"] Did these attempts make you uncomfortable, angry, or upset?

2		Yes
1		No

17. Since [X Date], did someone from work intentionally touch you in a sexual way when you did not want them to? This could include touching your genitals, breasts, buttocks, or touching you with their genitals anywhere on your body.

2		Yes
1		No

18. [Ask if Q17 = "No" or Q17 = "Not answered"] Since [X Date], did someone from work repeatedly touch you in any other way that made you uncomfortable, angry, or upset? This could include almost any unnecessary physical contact including hugs, shoulder rubs, or touching your hair, but would not usually include handshakes.

2		Yes
1		No

19. Since [X Date], has someone from work made you feel as if you would get some workplace benefit in exchange for doing something sexual? For example, they might hint that they would give you a good performance appraisal, a better work assignment, or better treatment at work in exchange for doing something sexual. Something sexual could include talking about sex, undressing, sharing sexual pictures, or having some type of sexual contact.

2		Yes
1		No

20. Since [X Date], has someone from work made you feel like you would get punished or treated unfairly in the workplace if you did not do something sexual? For example, they hinted that they would give you a bad performance appraisal, a bad work assignment, or bad treatment at work if you were not willing to do something sexual. This could include being unwilling to talk about sex, undress, share sexual pictures, or have some type of sexual contact.

2		Yes
1		No

21. Since [X Date], did you hear someone from work say that [men] [women] are not as good as [women] [men] at your particular job, or that [men] [women] should be prevented from having your job?

2		Yes
1		No

22. Since [X Date], do you think someone from work mistreated, ignored, excluded, or insulted you because you are a [man] [woman]?

2		Yes
1		No

You indicated that, after [X Date], someone from work made you uncomfortable, angry, or upset by repeatedly telling sexual “jokes.”

23. [Ask if Q6 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

24. [Ask if Q6 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended by these jokes if they had heard them? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you embarrassed, angry, or upset by repeatedly suggesting that you do not act like a [man] [woman] is supposed to. For example, by calling you [a woman, a fag, or gay] [a dyke or butch].

25. [Ask if Q7 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

26. [Ask if Q7 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended if someone had said these things to them? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you uncomfortable, angry, or upset by repeatedly making sexual gestures or sexual body movements.

27. [Ask if Q8 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

28. [Ask if Q8 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended by these gestures? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you embarrassed, angry, or upset by displaying, showing, or sending sexually explicit materials like pictures or videos.

29. [Ask if Q9 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

30. [Ask if Q9 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended by seeing these sexually explicit materials? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you uncomfortable, angry, or upset by repeatedly telling you about their sexual activities.

31. [Ask if Q10 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

32. [Ask if Q10 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended by hearing about these sexual activities? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you embarrassed, angry, or upset by asking you questions about your sex life or sexual interests.

33. [Ask if Q11 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

34. [Ask if Q11 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended if they had been asked these questions? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you uncomfortable, angry, or upset by making repeated sexual comments about your appearance or body.

35. [Ask if Q12 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

36. [Ask if Q12 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended if these remarks had been directed to them? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you embarrassed, angry, or upset by taking or sharing sexually suggestive pictures or videos of you when you did not want them to.

37. [Ask if Q13 = "Yes" and Q14 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended if it happened to them? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you uncomfortable, angry, or upset by making repeated attempts to establish an unwanted romantic or sexual relationship with you.

38. [Ask if Q15 = "Yes" and Q16 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

39. [Ask if Q15 = "Yes" and Q16 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended by these unwanted attempts? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you uncomfortable, angry, or upset by touching you unnecessarily.

40. [Ask if (Q17 = "No" or Q17 = "Not answered") and Q18 = "Yes"] Did they continue this unwanted behavior even after they knew that you or someone else wanted them to stop?

1		Yes
3		Not applicable, they did not know I or someone else wanted them to stop
2		No

41. [Ask if (Q17 = "No" or Q17 = "Not answered") and Q18 = "Yes"] Do you think that this was ever severe enough that most DoD civilian employees would have been offended by this unnecessary touching? If you are not sure, choose the best answer.

2		Yes
1		No

You indicated that, after [X Date], someone from work made you feel as if you would get some workplace benefit in exchange for doing something sexual.

42. [Ask if Q19 = "Yes"] What led you to believe that you would get a workplace benefit if you agreed to do something sexual? Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. They told you that they would give you a reward or benefit for doing something sexual.
	b. They hinted that you would get a reward or benefit for doing something sexual. For example, they reminded you about your performance appraisal about the same time that they expressed sexual interest.
	c. Someone else told you they got benefits from this person by doing sexual things.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

43. [Ask if Q19 = "Yes"] Was at least one person who acted this way part of your leadership?

2		Yes
1		No

You indicated that, after [X Date], someone from work made you feel as if you would get punished or treated unfairly in the workplace if you did not do something sexual.

44. [Ask if Q20 = "Yes"] What led you to believe that you would get punished or treated unfairly in the workplace if you did not do something sexual? Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. They told you that you would be punished or treated unfairly if you did not do something sexual.
	b. They hinted that you would be punished or treated unfairly if you did not do something sexual. For example, they reminded you about your performance appraisal near the same time that they expressed sexual interest.
	c. Someone else told you they were punished or treated unfairly by this person for not doing something sexual.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

45. [Ask if Q20 = "Yes"] Was at least one person who acted this way part of your leadership?

2		Yes
1		No

You indicated that, after [X Date], someone from work said that [men] [women] are not as good as [women] [men] at your particular job, or that they should be prevented from having your job.

46. [Ask if Q21 = "Yes"] Do you think their beliefs about [men] [women] ever harmed or limited your career? For example, did they hurt your performance appraisal, affect your chances of promotion, or limit your opportunities for professional development?

2		Yes
1		No

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

47. [Ask if Q21 = "Yes"] Was at least one person who said this part of your leadership?

2		Yes
1		No

You indicated that, after [X Date], someone from work mistreated, ignored, excluded, or insulted you because you are a [man] [woman].

48. [Ask if Q22 = "Yes"] Do you think this treatment ever harmed or limited your career? For example, did it hurt your performance appraisal, affect your chances of promotion, or limit your opportunities for professional development?

2		Yes
1		No

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

49. [Ask if Q22 = "Yes"] Was at least one person who acted this way part of your leadership?

2		Yes
1		No

Based on your answers earlier, it appears that at least one person you worked with in the last 12 months acted in a way that created an upsetting or offensive work environment.

50. [Ask if [MEO_FLAG] = "True" and MATCHING ITEM = "Yes"] The following section includes additional questions about the upsetting situation(s) you experienced, including those situations in which someone from work...

	a. Repeatedly told sexual jokes.
	b. Repeatedly suggested that you do not act like a [man][woman] is supposed to.
	c. Repeatedly made sexual gestures or sexual body movements.
	d. Displayed, showed you, or sent you sexually explicit materials like pictures or videos.
	e. Repeatedly told you about their sexual activities.
	f. Repeatedly asked you questions about your sex life or sexual interests.
	g. Made repeated sexual comments about your appearance or body.
	h. Took or shared sexually suggestive pictures or videos of you when you did not want them to.
	i. Made repeated attempts to establish an unwanted romantic or sexual relationship with you.
	j. Touched you in a sexual way.
	k. Touched you in any other way that made you uncomfortable, angry, or upset.
	l. Made you feel like you would get some workplace benefit in exchange for doing something sexual.
	m. Made you feel like you would get punished or treated unfairly if you refused to do something sexual.
	n. Said that [men][women] are not as good as [women][men] at your job, or that [men][women] should be prevented from having your job.
	o. Mistreated, ignored, or insulted you because you were a [man][woman].

GENDER-RELATED EXPERIENCES IN THE DOD CIVILIAN WORKPLACE WITH BIGGEST EFFECT

The following questions ask about the upsetting situation involving someone from work that had the biggest effect on you. Before you continue, please choose the one upsetting situation involving someone from work since [X Date] that you consider to be the worst or most serious.

51. [Ask if [MEO_FLAG] = "True" and MATCHING ITEM = "Yes"] Which of the following experiences happened during the upsetting situation you chose as the worst or most serious? Mark “Yes” or “No”.

	1 No
	2 Yes

	a. Repeatedly told sexual jokes
	b. Repeatedly suggested that you do not act like a [man][woman] is supposed to
	c. Repeatedly made sexual gestures or sexual body movements
	d. Displayed, showed you, or sent you sexually explicit materials like pictures or videos
	e. Repeatedly told you about their sexual activities
	f. Repeatedly asked you questions about your sex life or sexual interests
	g. Made repeated sexual comments about your appearance or body
	h. Took or shared sexually suggestive pictures or videos of you when you did not want them to
	i. Made repeated attempts to establish an unwanted romantic or sexual relationship with you
	j. Touched you in a sexual way
	k. Touched you in any other way that made you uncomfortable, angry, or upset
	l. Made you feel like you would get some workplace benefit in exchange for doing something sexual
	m. Made you feel like you would get punished or treated unfairly if you refused to do something sexual
	n. Said that [men][women] are not as good as [women][men] at your job, or that they should be prevented from having your job
	o. Mistreated, ignored, or insulted you because you were a [man][woman]

52. [Ask if [MEO_FLAG] = "True"] Would you consider this upsetting situation to be... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Sexual harassment?
	b. Gender discrimination?
	c. Racial/ethnic harassment?
	d. Harassment based on your sexual orientation?
	e. Harassment based on your gender identity?

53. [Ask if [MEO_FLAG] = "True"] Was/Were the person(s) involved…

1		All men?
2		All women?
3		A mix of men and women?

54. [Ask if [MEO_FLAG] = "True"] Was/Were any of the person(s) who acted this way... Mark one answer for each item.

	60 Not applicable
	3 Do not know
	2 No
	1 Yes

	a. DoD civilian employee(s)?
	b. Military member(s)?
	c. DoD contractor(s)?
	d. Someone else working for the DoD?
	e. Someone else not listed above with whom you come into contact as part of your DoD civilian job duties?

“Team leaders“ are those who provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.

“Supervisors“ are first-line supervisors typically responsible for employees' performance appraisals and leave approval.

“Managers“ are those in management positions who typically supervise/manage one or more supervisors.

“Organization leaders“ are the heads of departments/agencies and their immediate leadership team responsible for directing the policies and priorities of the department/agency. This includes any other leader in your organization who is not your direct supervisor or manager (for example, Senior Executive Service [SES] or equivalent, political appointees, military officers, or other supervisors/managers within your organization).

“Someone you manage(d)“ is any employee over which you serve(d) as a supervisor, team leader, and/or organization leader.

55. [Ask if [MEO_FLAG] = "True"] Was/Were the person(s) who acted this way... Mark one answer for each item.

	60 Not applicable
	3 Do not know
	2 No
	1 Yes

	a. Your team leader(s)?
	b. Your supervisor(s)?
	c. Your manager(s)?
	d. Your organization's leader(s)?
	e. Someone you manage(d)?
	f. Another coworker with whom you have no supervisory relationship?

56. [Ask if [MEO_FLAG] = "True"] Thinking about this upsetting situation, did it ever occur... Mark “Yes” or “No” for each item. If you have not visited these locations or performed these activities since [X Date], mark “No.”

	1 No
	2 Yes

	a. At your primary duty location?
	b. At a military installation/ship, armory, Guard or Reserve unit site, or another DoD civilian work location?
	c. While you were performing your DoD civilian job duties?
	e. While you were assigned outside of the continental United States (OCONUS) to perform your DoD civilian job duties?
	f. While you were completing a probationary period for your DoD civilian job?
	h. When you were at a work-related, DoD, or military function?
	i. While you were off duty in a situation unrelated to work?
	h. Online on social media or via other electronic communications?

57. [Ask if [MEO_FLAG] = "True"] Thinking about this upsetting situation, did you discuss it with... Mark “Yes” or “No” for each item. If you do not have access to the individual(s), mark “No.”

	1 No
	2 Yes

	a. The person(s) involved?
	b. Your coworkers?
	c. A counselor or medical/mental health provider?
	f. An Employee Assistance Program (EAP) counselor?
	g. An Ombudsman?
	h. Legal counsel (for example, a lawyer)?

For the purposes of this survey, the following definitions apply:

“Complaint/grievance/report“ refers to disclosures to specific personnel that trigger investigations into experiences that may constitute prohibited personnel practices, including Equal Employment Opportunity (EEO) violations.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Human Resources“ refers to any employee who works in a Human Resources department within the DoD that can intake and investigate grievances on prohibited personnel practices.

“Union or Bargaining Unit representative“ refers to a representative authorized by a duly recognized labor union who works on behalf of a DoD employee that can take complaints/grievances/reports and represent the employee in any ongoing investigations.

“DoD Office of Inspector General“ refers to a separate, impartial DoD office that can intake and investigate grievances on behalf of DoD employees.

“Office of Special Counsel“ refers to a separate, impartial federal entity that can take and investigate complaints/grievances/reports on behalf of federal employees.

58. [Ask if [MEO_FLAG] = "True"] Did you make a complaint/grievance/report, either orally or in writing, to address this upsetting situation to any of the following individuals or organizations? Mark “Yes” or “No” for each item. If you do not have access to the resource, mark “No.”

	1 No
	2 Yes

	a. Your leadership
	b. An EEO representative
	c. Human Resources
	d. Your union or bargaining unit representative
	e. DoD Office of Inspector General
	f. Office of Special Counsel

“Team leaders“ are those who provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.

“Supervisors“ are first-line supervisors typically responsible for employees' performance appraisals and leave approval.

“Managers“ are those in management positions who typically supervise/manage one or more supervisors.

59. [Ask if [MEO_FLAG] = "True" and Q58 a = “Yes”] Did you report this upsetting situation to any of the following levels of leadership? Mark “Yes” or “No” for each item. If you do not have access to the individual(s), mark “No.”

	1 No
	2 Yes

	a. Your team leader(s).
	b. Your supervisor(s).
	c. Your manager(s).
	d. Your organization's leader(s).
	e. Some other leader(s) not listed above

There are two types of complaints that can be filed with EEO Representatives:

Informal complaints or “precomplaints” are initial allegations submitted either verbally or in writing to an EEO representative. The EEO representative takes information about the complaint, advises employees of their rights and responsibilities, and gives the involved parties the opportunity to resolve the complaint through EEO counseling or Alternative Dispute Resolution (ADR).
Formal complaints are allegations submitted in writing to an EEO representative that trigger an investigation into complaints that were not resolved during the informal or “precomplaint” EEO process. At this stage, employees must file a signed statement documenting the complaint and requesting corrective action.

60. [Ask if [MEO_FLAG] = "True" and (Q58 b = "Yes")] Which of the following best describes the current status of your EEO complaint? Mark one.

2		Informal complaint
3		Formal complaint
4		Not sure

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

61. [Ask if [MEO_FLAG] = "True" and Q58 a = "Yes" and Q58 b = "Yes"] What actions were taken in response to your report to leadership AND your complaint filed with an EEO representative about the upsetting situation? For both columns, mark all that apply.

	2=Marked / 1=Not marked Action in response to complaint filed with EEO
	2=Marked / 1=Not marked Action in response to report to leadership

	a. The person you told took no action.
	b. The rules on harassment were explained to everyone in the workplace.
	c. An investigation, survey, or other assessment of the workplace was conducted.
	d. Someone talked to the person(s) to ask them to change their behavior.
	e. Your work station, schedule, or duties were changed to help you avoid the person(s).
	f. The person(s) who did this was/were moved or reassigned so that you did not have as much contact with them.
	g. There was some official career action taken against the person(s) for their upsetting behavior.
	h. The person(s) stopped their upsetting behavior.
	i. You were encouraged to drop the issue.
	j. You were discouraged from filing/further pursuing an EEO complaint.
	k. The person(s) who did this took action against you for reporting/filing an EEO complaint. For example, their upsetting behavior became worse or they threatened you.
	l. Your coworkers treated you worse, avoided you, or blamed you for the problem.
	m. You were punished for bringing it up. For example, loss of privileges, denied promotion/training, reassigned to a less favorable job.
	n. Not sure
	o. Some other action

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

62. [Ask if [MEO_FLAG] = "True" and Q58 a = "Yes" and Q58 b <> "Yes"] What actions were taken in response to your report to leadership about the upsetting situation? Mark all that apply.

		The person you told took no action.
		The rules on harassment were explained to everyone in the workplace.
		An investigation, survey, or other assessment of the workplace was conducted.
		Someone talked to the person(s) to ask them to change their behavior.
		Your work station, schedule, or duties were changed to help you avoid the person(s).
		The person(s) who did this was/were moved or reassigned so that you did not have as much contact with them.
		There was some official career action taken against the person(s) for their upsetting behavior.
		The person(s) stopped their upsetting behavior.
		You were encouraged to drop the issue.
		You were discouraged from filing an EEO complaint.
		The person(s) who did this took action against you for reporting to leadership. For example, their upsetting behavior became worse or they threatened you.
		Your coworkers treated you worse, avoided you, or blamed you for the problem.
		You were punished for bringing it up. For example, loss of privileges, denied promotion/training, reassigned to a less favorable job.
		Not sure
		Some other action

[Ask if [MEO_FLAG] = "True" and (Q61 a1 = "Marked" or Q62 a = "Marked”)] You indicated the leader you told took no action. Please describe what led you to believe your leader did not take action after your report? Please do not enter personally identifiable information (for example, names, addresses).

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

63. [Ask if [MEO_FLAG] = "True" and Q63 a <> "Yes" and Q63 b = "Yes"] What actions were taken in response to your complaint filed with the EEO representative about the upsetting situation? Mark all that apply.

		The person you told took no action.
		The rules on harassment were explained to everyone in the workplace.
		An investigation, survey, or other assessment of the workplace was conducted.
		Someone talked to the person(s) to ask them to change their behavior.
		Your work station, schedule, or duties were changed to help you avoid the person(s).
		The person(s) who did this was/were moved or reassigned so that you did not have as much contact with them.
		There was some official career action taken against the person(s) for their upsetting behavior.
		The person(s) stopped their upsetting behavior.
		You were encouraged to drop the issue.
		You were discouraged from filing/further pursuing an EEO complaint.
		The person(s) who did this took action against you for filing an EEO complaint. For example, their upsetting behavior became worse or they threatened you.
		Your coworkers treated you worse, avoided you, or blamed you for the problem.
		You were punished for bringing it up. For example, loss of privileges, denied promotion/training, reassigned to a less favorable job.
		Not sure
		Some other action

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

64. [Ask if [MEO_FLAG] = "True" and Q58 a = "Yes"] How satisfied are you with the following aspects of how the report to leadership was handled? Mark one answer for each item.

	1 Very dissatisfied
	2 Dissatisfied
	3 Neither satisfied nor dissatisfied
	4 Satisfied
	5 Very satisfied

	a. Availability of information about how to file an EEO complaint
	c. Availability of information about victim support resources
	d. How you were treated by leadership handling your complaint
	e. The action taken by leadership handling your situation
	g. Amount of time it took/is taking to resolve your report
	h. How well you have been kept informed by leadership about the progress of your report
	i. The reporting process overall

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

65. [Ask if [MEO_FLAG] = "True" and Q58 b = "Yes"] How satisfied are you with the following aspects of how the complaint filed with the EEO representative was handled? Mark one answer for each item.

	1 Very dissatisfied
	2 Dissatisfied
	3 Neither satisfied nor dissatisfied
	4 Satisfied
	5 Very satisfied

	a. Availability of information about how to file an EEO complaint
	c. Availability of information about victim support resources
	d. How you were treated by the EEO representative handling your complaint
	e. The action taken by the EEO representative handling your complaint
	g. Amount of time it took/is taking to resolve your complaint
	h. How well you have been kept informed on the progress of your complaint
	i. The complaint process overall

66. [Ask if [MEO_FLAG] = "True" and (Q58 a = "Yes" or Q58 b = “Yes” or Q58 c = “Yes” or Q58 d = “Yes” or Q58 e = “Yes” or Q58 f = “Yes”] How satisfied are you with the outcome of your complaint/grievance/report to the following individuals or organizations? Mark one answer for each item.

61 Does not apply; I do not know the outcome
60 Does not apply; it is still in process
1 Very dissatisfied
2 Dissatisfied
3 Neither satisfied nor dissatisfied
4 Satisfied
5 Very Satisfied

a. [Ask if Q58 a = "Yes"] Your leadership
b. [Ask if Q58 b = "Yes"] An EEO representative
c. [Ask if Q58 c = "Yes"] Human Resources
d. [Ask if Q58 d = "Yes"] Your union or bargaining unit representative
e. [Ask if Q58 e = "Yes"] DoD Office of Inspector General
f. [Ask if Q58 f = "Yes"] Office of Special Counsel

67. [Ask if [MEO_FLAG] = "True" and (Q58 b = "Yes")] Was your EEO complaint found to be substantiated? Mark one.

1		Yes
2		No
6		Does not apply; I withdrew my complaint before a determination was made
7		Does not apply; the matter was settled without a determination
4		Does not apply; I do not know the outcome of my complaint/grievance/report
5		Does not apply; it is still in process

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

68. [Ask if [MEO_FLAG] = "True" and Q58 a <> "Yes" and Q58 b <> "Yes" and (Q58 a <> "Not answered" or Q58 b <> "Not answered" or Q58 c <> "Not answered" or Q58 d <> "Not answered" or Q58 e <> "Not answered" or Q58 f <> "Not answered")] What were your reasons for not reporting to leadership AND not filing a complaint with an EEO representative? For both columns, mark all that apply.

	2=Marked / 1=Not marked Reason for not filing complaint with EEO
	2=Marked / 1=Not marked Reason for not reporting to leadership

	a. The offensive behavior stopped on its own
	b. You asked the person to stop and they did
	c. You thought it was not serious enough to report
	d. You did not want more people to know
	f. You did not know with whom to report the behavior or how to file an EEO complaint
	g. You wanted to forget about it and move on
	h. You did not think anything would be done
	j. You did not trust that the process would be fair
	n. You thought you might get in trouble for something you did
	o. You thought it might hurt your performance appraisal or your career
	r. You were worried about negative consequences from the person(s) who acted this way
	s. You were worried about negative consequences from leadership (for example, being denied a promotion, disciplined, labeling you as a trouble maker)
	t. You were worried about negative consequences from your coworkers or peers (for example, excluding you from social activities, ignoring you, making disrespectful remarks, labeling you as a trouble maker)
	v. Some other reason

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

69. [Ask if [MEO_FLAG] = "True" and Q58 a <> "Yes" and Q58 b = "Yes"] What were your reasons for not reporting to leadership? Mark all that apply.

			The offensive behavior stopped on its own
			You asked the person to stop and they did
			You did not feel comfortable reporting to leadership
			You did not want more people to know
			You did not know with whom to discuss the behavior
			You wanted to forget about it and move on
			You did not think anything would be done
			You did not trust that the process would be fair
			You thought you might get in trouble for something you did
			You thought it might hurt your performance appraisal or your career
			You were worried about negative consequences from the person(s) who acted this way
			You were worried about negative consequences from leadership (for example, being denied a promotion, disciplined, made to perform additional duties, labeled as a troublemaker)
			You were worried about negative consequences from your coworkers or peers (for example, excluding you from social activities, ignoring you, making disrespectful remarks, labeling you as a trouble maker)
			Some other reason

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

70. [Ask if [MEO_FLAG] = "True" and Q58 a = "Yes" and Q58 b <> "Yes"] What were your reasons for not filing a complaint with an EEO representative? Mark all that apply.

		No EEO complaint was needed after your report to leadership
		You thought it was not serious enough to file an EEO complaint
		The offensive behavior stopped on its own
		You asked the person to stop and they did
		You did not want more people to know
		You did not know with whom to file an EEO complaint about the behavior
		You wanted to forget about it and move on
		You did not think anything would be done
		You did not trust that the process would be fair
		You thought you might get in trouble for something you did
		You thought it might hurt your performance appraisal or your career
		You were worried about negative consequences from the person(s) who acted this way
		You were worried about negative consequences from leadership (for example, being denied a promotion, disciplined, made to perform additional duties, etc.)
		You were worried about negative consequences from your coworkers or peers (for example, excluding you from social activities, ignoring you, making disrespectful remarks, etc.)
		Some other reason

71. [Ask if [MEO_FLAG] = "True"] Was this upsetting situation resolved?

2		Yes
1		No

GENDER-RELATED EXPERIENCES

Please read the following special instructions before continuing the survey.

Questions in this next section ask about unwanted experiences of an abusive, humiliating, or sexual nature. These types of unwanted experiences vary in severity. Some of them could be viewed as an assault. Others could be viewed as hazing or some other type of unwanted experience.

They can happen to anyone.

When answering these questions, please include any experience no matter who did it to you or where it happened. It could be done to you by a male or female; another DoD civilian employee; a contractor or military member; someone you knew or a stranger; at work, on official work travel, or outside of work.

Please include experiences even if you or others had been drinking alcohol, using drugs, or were intoxicated.

Responding to these questions will not result in a formal complaint about your experiences to the Department or a report to law enforcement. Reporting resources are provided to you at the end of this survey should you want to file a complaint about any unwanted experiences or seek additional assistance.

The following questions will ask you about events that happened AFTER [X Date]. You will have an opportunity to describe experiences that happened BEFORE [X Date] later in the survey.

Remember, all the information you share will be kept confidential.

72. Since [X Date], have you experienced any of the following intentional sexual contacts that were against your will or which occurred when you did not or could not consent in which someone... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Sexually touched you (for example, intentional touching of genitalia, breasts, or buttocks) or made you sexually touch them?
	b. Attempted to make you have sexual intercourse, but was not successful?
	c. Made you have sexual intercourse?
	d. Attempted to make you perform or receive oral sex, anal sex, or penetration by a finger or object, but was not successful?
	e. Made you perform or receive oral sex, anal sex, or penetration by a finger or object?

73. [Ask if Q72 = “Yes”] Did the person(s) who did this to you... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Do it for a sexual reason?
	b. Do it to abuse or humiliate you?

74. [Ask if Q72 = “Yes”] Did the person(s) who did this to you... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Use, or threaten to use, physical force to make you comply?
	b. Threaten you (or someone else) in some other way such as using their position of authority or getting you in trouble with authorities?
	c. Do it while you were passed out, asleep, unconscious, or so drunk, high, or drugged that you could not understand what was happening or could not show them that you were unwilling?

75. [Ask if [SAFLAG] = "True"] Thinking about the past 12 months, please give your best estimate of how many separate occasions you had these unwanted experiences.

Occasion(s)

Please select “Yes” even if the event occurred outside of work hours or away from your primary duty location if the person(s) who did this to you was someone you had contact with as part of your DoD civilian job duties.

76. [Ask if [SAFLAG] = "True"] At the time of the event(s), was/were any of the person(s) who did this to you someone from work?

2		Yes
1		No

77. [Ask if [SAFLAG] = "True" and Q75 > 1 and Q76= “Yes”] Thinking about the past 12 months, please give your best estimate of how many separate occasions you had these unwanted experiences by someone from work.

Occasion(s)

78. [Ask if [SAFLAG] = "True" and Q76= “Yes”] At the time of the event(s), was/were the person(s) who did this to you... Mark all that apply.

		Your current or former spouse?
		Someone who you have a child with?
		Your significant other (for example, boyfriend or girlfriend)?
		A friend or acquaintance?
		A family member or relative?
		Someone else?
		Not sure
		Your only connection to the person(s) who did this is your employment with the DoD

79. [Ask if [SAFLAG] = "True" and Q76= “Yes”] Did any of the unwanted events occur... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. At your primary duty location?
	b. At a military installation/ship, armory, Guard or Reserve unit site, or another DoD civilian work location?
	c. While you were performing your DoD civilian job duties?

80 [Ask if [SAFLAG] = "True"] At the time of the event(s), was/were any of the person(s) who did this to you... Mark one answer for each item.

	60 Not applicable
	3 Do not know
	2 No
	1 Yes

	a. DoD civilian employee(s)?
	b. Military member(s)?
	c. Contractor(s) working for the DoD?
	d. Someone else working for the DoD?
	e. Someone else not listed above with whom you come into contact as part of your DoD civilian job duties?

GENDER-RELATED EXPERIENCES in the dod workplace WITH BIGGEST EFFECT

You indicated you experienced at least one event involving someone from work in the past 12 months. The following questions ask about the unwanted event involving someone from work that had the biggest effect on you. Before you continue, please choose the one unwanted event involving someone from work since [X Date] that you consider to be the worst or most serious.

81. [Ask if [SAFLAGW] = "True" and Q77 > 1 and [SACOUNT] > 1 and MATCHING ITEM = "Yes"] Which of the following experiences happened during the unwanted event involving someone from work you chose as the worst or most serious? Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Sexually touched you (for example, intentional touching of genitalia, breasts, or buttocks) or made you sexually touch them?
	b. Attempted to make you have sexual intercourse, but was not successful?
	c. Made you have sexual intercourse?
	d. Attempted to make you perform or receive oral sex, anal sex, or penetration by a finger or object, but was not successful?
	e. Made you perform or receive oral sex, anal sex, or penetration by a finger or object?
	a. Sexually touched you (for example, intentional touching of genitalia, breasts, or buttocks) or made you sexually touch them?

82. [Ask if [SAFLAGW] = "True"] Was/Were the person(s) who did this to you...

1		All men?
2		All women?
3		A mix of men and women?
4		Not sure

83. [Ask if [SAFLAGW] = "True") At the time of the event, was/were any of the person(s) who did this to you... Mark one answer for each item.

	60 Not applicable
	3 Do not know
	2 No
	1 Yes

	a. DoD civilian employee(s)?
	b. Military member(s)?
	c. DoD contractor(s)?
	d. Someone else working for the DoD?
	e. Someone else not listed above with whom you come into contact as part of your DoD civilian job duties?

“Team leaders“ are those who provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.

“Supervisors“ are first-line supervisors typically responsible for employees' performance appraisals and leave approval.

“Managers“ are those in management positions who typically supervise/manage one or more supervisors.

“Someone you manage(d)“ is any employee over which you serve(d) as a supervisor, team leader, and/or organization leader.

84. [Ask if [SAFLAGW] = "True"] Was/Were the person(s) who did this to you... Mark one answer for each item.

	60 Not applicable
	3 Do not know
	2 No
	1 Yes

	a. Your team leader(s)?
	b. Your supervisor(s)?
	c. Your manager(s)?
	d. Your organization's leader(s)?
	e. Someone you manage(d)?
	f. Another coworker with whom you have no supervisory relationships?

85. [Ask if [SAFLAGW] = "True" and (Q85 > 1 or Q86 = "Not answered")] At the time of the event, was/were the person(s) who did this to you... Mark all that apply.

		Your current or former spouse?
		Someone who you have a child with?
		Your significant other (for example, boyfriend or girlfriend)?
		A friend or acquaintance?
		A family member or relative?
		Someone else?
		Not sure
		Your only connection to the person(s) who did this is your employment with the DoD

86. [Ask if [SAFLAGW] = "True"] Did the unwanted event occur... Mark “Yes” or “No” for each item. If you have not visited these locations or performed these activities since [X Date], mark “No.”

	1 No
	2 Yes

	a. [Ask if Q77 > 1 or Q79 = "Not answered"] At your primary duty location?
	b. [Ask if Q77 > 1 or Q79 = "Not answered"] At a military installation/ship, armory, Guard or Reserve unit site, or another DoD civilian work location?
	c. [Ask if Q77 > 1 or Q79 = "Not answered"] While you were performing your DoD civilian job duties?
	e. While you were assigned outside of the continental United States (OCONUS) to perform your DoD civilian job duties?
	f. While you were completing a probationary period for your DoD civilian job?
	h. When you were at a work-related, DoD, or military function?
	i. While you were off duty in a situation unrelated to work?

87. [Ask if [SAFLAGW] = "True"] Did the person(s) who did this to you... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Sexually harass you before the situation?
	b. Stalk you before the situation?
	c. Sexually harass you after the situation?
	d. Stalk you after the situation?

88. [Ask if [SAFLAGW] = "True"] Thinking about this unwanted event, did you discuss it with... Mark “Yes” or “No” for each item. If you do not have access to the resource, mark “No.”

	1 No
	2 Yes

	a. Your coworkers?
	b. A counselor or medical/mental health provider?
	e. An Employee Assistance Program (EAP) counselor?
	f. An Ombudsman?
	g. A DoD Sexual Assault Response Coordinator (SARC) or Victim Advocate (VA)?
	h. A DoD Safe Helpline (1-877-995-5247) representative?
	i. A DoD Victim/Witness Assistance Program (VWAP) representative?
	j. Any other DoD representative (for example, Family Advocacy Program)?
	l. Legal counsel (for example, a lawyer)?

For the purposes of this survey, the following definitions apply:

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Human Resources“ refers to any employee who works in a Human Resources department within the DoD that can intake and investigate grievances on prohibited personnel practices.

“DoD Office of Inspector General“ refers to a separate, impartial DoD office that can intake and investigate grievances on behalf of DoD employees.

“Office of Special Counsel“ refers to a separate, impartial federal entity that can take and investigate complaints/grievances/reports on behalf of federal employees.

89. [Ask if [SAFLAGW] = "True"] Did you make a complaint/grievance/report, either orally or in writing, about the unwanted event to any of the following individuals or organizations? Mark “Yes” or “No” for each item. If you do not have access to the resource, mark “No.”

	1 No
	2 Yes

	a. Your leadership
	b. An EEO representative
	c. Human Resources
	d. Your union or bargaining unit representative
	e. DoD Office of Inspector General
	f. Office of Special Counsel

Team leaders“ are those who provide employees with day-to-day guidance in work projects, but do not have supervisory responsibilities or conduct performance appraisals.

“Supervisors“ are first-line supervisors typically responsible for employees' performance appraisals and leave approval.

“Managers“ are those in management positions who typically supervise/manage one or more supervisors.

90. [Ask if [SAFLAGW] = "True" and Q100 a = “Yes”] Did you report this upsetting situation to any of the following levels of leadership? Mark “Yes” or “No” for each item. If you do not have access to the individual(s), mark “No.”

	1 No
	2 Yes

	a. Your team leader(s).
	b. Your supervisor(s).
	c. Your manager(s).
	d. Your organization's leader(s).
	e. Some other leader(s) not listed above

There are two types of complaints that can be filed with EEO Representatives:

Informal complaints or “precomplaints” are initial allegations submitted either verbally or in writing to an EEO representative. The EEO representative takes information about the complaint, advises employees of their rights and responsibilities, and gives the involved parties the opportunity to resolve the complaint through EEO counseling or Alternative Dispute Resolution (ADR).
Formal complaints are allegations submitted in writing to an EEO representative that trigger an investigation into complaints that were not resolved during the informal or “precomplaint” EEO process. At this stage, employees must file a signed statement documenting the complaint and requesting corrective action.

91. [Ask if [SAFLAGW] = "True" and (Q89 b = "Yes")] Which of the following best describes the current status of your EEO complaint? Mark one.

2		Informal complaint
3		Formal complaint
4		Not sure

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

92. [Ask if [SAFLAGW] = "True" and Q89 a = "Yes" and Q89 b = "Yes"] What actions were taken in response to your report to leadership AND your complaint filed with an EEO representative about the unwanted event? For both columns, mark all that apply.

	2=Marked / 1=Not marked Action in response to complaint filed with EEO
	2=Marked / 1=Not marked Action in response to report to leadership

	a. The person you told took no action.
	b. The person you told referred you to law enforcement.
	c. The rules on assault were explained to everyone in the workplace.
	d. An investigation, survey, or other assessment of the workplace was conducted.
	e. Your work station, schedule, or duties were changed to help you avoid the person(s).
	f. The person(s) who did this was/were moved or reassigned so that you did not have as much contact with them.
	g. There was some official career action taken against the person(s).
	h. Legal action (for example, a protective order, criminal charges, or civil suit) was taken against the person(s).
	i. You were encouraged to drop the issue.
	j. You were discouraged from filing/further pursuing an EEO complaint or contacting law enforcement.
	k. The person(s) who did this took action against you for reporting/filing an EEO complaint. For example, their behavior became worse or they threatened you.
	l. Your coworkers treated you worse, avoided you, or blamed you for the event.
	m. You were punished for bringing it up. For example, loss of privileges, denied promotion/training, reassigned to a less favorable job.
	n. Not sure
	o. Some other action

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

93. [Ask if [SAFLAGW] = "True" and Q89 a = "Yes" and Q89 b <> "Yes"] What actions were taken in response to your report to leadership about the unwanted event? Mark all that apply.

		The person you told took no action.
		The person you told referred you to law enforcement.
		The rules on assault were explained to everyone in the workplace.
		An investigation, survey, or other assessment of the workplace was conducted.
		Your work station, schedule, or duties were changed to help you avoid the person(s).
		The person(s) who did this was/were moved or reassigned so that you did not have as much contact with them.
		There was some official career action taken against the person(s).
		Legal action (for example, a protective order, criminal charges, or civil suit) was taken against the person(s).
		You were encouraged to drop the issue.
		You were discouraged from filing an EEO complaint or contacting law enforcement.
		The person(s) who did this took action against you for reporting to leadership. For example, their behavior became worse or they threatened you.
		Your coworkers treated you worse, avoided you, or blamed you for the event.
		You were punished for bringing it up. For example, loss of privileges, denied promotion/training, reassigned to a less favorable job.
		Not sure
		Some other action

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

94. [Ask if [SAFLAGW] = "True" and Q89 b = "Yes" and Q89 a <> "Yes"] What actions were taken in response to your complaint filed with the EEO representative about the unwanted event? Mark all that apply.

		The person you told took no action.
		The person you told referred you to law enforcement.
		The rules on assault were explained to everyone in the workplace.
		An investigation, survey, or other assessment of the workplace was conducted.
		Your work station, schedule, or duties were changed to help you avoid the person(s).
		The person(s) who did this was/were moved or reassigned so that you did not have as much contact with them.
		There was some official career action taken against the person(s).
		Legal action (for example, a protective order, criminal charges, or civil suit) was taken against the person(s).
		You were encouraged to drop the issue.
		You were discouraged from filing/further pursuing an EEO complaint or contacting law enforcement.
		The person(s) who did this took action against you for filing an EEO complaint. For example, their behavior became worse or they threatened you.
		Your coworkers treated you worse, avoided you, or blamed you for the event.
		You were punished for bringing it up. For example, loss of privileges, denied promotion/training, reassigned to a less favorable job.
		Not sure
		Some other action

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

95. [Ask if [SAFLAGW] = "True" and Q89 a = "Yes"] How satisfied are you with the following aspects of how the report to leadership was handled? Mark one answer for each item.

	1 Very dissatisfied
	2 Dissatisfied
	3 Neither satisfied nor dissatisfied
	4 Satisfied
	5 Very satisfied

	a. Availability of information about how to file an EEO complaint
	c. Availability of information about victim support resources
	d. How you were treated by leadership handling your report
	e. The action taken by leadership handling your situation
	g. Amount of time it took/is taking to resolve your report
	h. How well you have been kept informed by leadership about the progress of your report
	i. The reporting process overall

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

96. [Ask if [SAFLAGW] = "True" and Q89 b = "Yes] How satisfied are you with the following aspects of how the complaint filed with the EEO representative was handled? Mark one answer for each item.

	1 Very dissatisfied
	2 Dissatisfied
	3 Neither satisfied nor dissatisfied
	4 Satisfied
	5 Very satisfied

	a. Availability of information about how to file an EEO complaint
	c. Availability of information about victim support resources
	d. How you were treated by the EEO representative handling your complaint
	e. The action taken by the EEO representative handling your complaint
	g. Amount of time it took/is taking to resolve your complaint
	h. How well you have been kept informed on the progress of your complaint
	i. The complaint process overall

978. [Ask if [SAFLAGW] = "True" and (Q89 a = "Yes" or Q89 b = “Yes” or Q89 c = “Yes” or Q89 d = “Yes” or Q89 e = “Yes” or Q89 f = “Yes”] How satisfied are you with the outcome of your complaint/grievance/report to the following individuals or organizations? Mark one answer for each item.

61 Does not apply; I do not know the outcome
60 Does not apply; it is still in process
1 Very dissatisfied
2 Dissatisfied
3 Neither satisfied nor dissatisfied
4 Satisfied
5 Very Satisfied

a. [Ask if Q189 a = "Yes"] Your leadership
b. [Ask if Q89 b = "Yes"] An EEO representative
c. [Ask if Q89 c = "Yes"] Human Resources
d. [Ask if Q89 d = "Yes"] Your union or bargaining unit representative
e. [Ask if Q89 e = "Yes"] DoD Office of Inspector General
f. [Ask if Q89 f = "Yes"] Office of Special Counsel

98. [Ask if [SAFLAGW] = "True" and (Q89 b = "Yes")] Was your EEO complaint found to be substantiated? Mark one.

1		Yes
2		No
6		Does not apply; I withdrew my complaint before a determination was made
7		Does not apply; the matter was settled without a determination
4		Does not apply; I do not know the outcome of my complaint/grievance/report

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

99. [Ask if [SAFLAGW] = "True" and Q89 a <> "Yes" and Q89 b <> "Yes" and (Q89 a <> "Not answered" or Q89 b <> "Not answered" or Q89 c <> "Not answered" or Q89 d <> "Not answered" or Q89 e <> "Not answered" or Q89 f <> "Not answered")] What were your reasons for not reporting to leadership AND not filing a complaint with an EEO representative? For both columns, mark all that apply.

	2=Marked / 1=Not marked Reason for not filing complaint with EEO
	2=Marked / 1=Not marked Reason for not reporting to leadership

	a. You did not know you could report/file an EEO complaint about this event with leadership/EEO
	b. You did not know with whom to report the event or how to file an EEO complaint
	c. You thought it was not serious enough to report
	d. You did not think your report to leadership/EEO representative would be kept private
	e. You did not want more people to know
	g. You wanted to forget about it and move on
	h. You did not think anything would be done
	j. You did not trust that the process would be fair
	m. You thought you might get in trouble for something you did
	n. You thought you might be labeled as a troublemaker
	o. You thought it might hurt your performance appraisal or your career
	r. You were worried about negative consequences from the person(s) who did it
	s. You were worried about negative consequences from leadership (for example, being denied a promotion, disciplined, made to perform additional duties, labeling you as a trouble maker)
	t. You were worried about negative consequences from your coworkers or peers (for example, excluding you from social activities, ignoring you, making disrespectful remarks, labeling you as a trouble maker)
	v. Some other reason

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

100. [Ask if [SAFLAGW] = "True" and Q89 a <> "Yes" and Q89 b = "Yes"] What were your reasons for not reporting to leadership? Mark all that apply.

		You did not know you could report the event to leadership
		You did not know with whom to report the event
		You did not feel comfortable discussing the event with leadership
		You did not want more people to know
		You wanted to forget about it and move on
		You did not think anything would be done
		You did not trust that the process would be fair
		You thought you might get in trouble for something you did
		You thought it might hurt your performance appraisal or your career
		You were worried about negative consequences from the person(s) who did it
		You were worried about negative consequences from leadership (for example, being denied a promotion, disciplined, made to perform additional duties, labeling you as a trouble maker)
		You were worried about negative consequences from your coworkers or peers (for example, excluding you from social activities, ignoring you, making disrespectful remarks, labeling you as a trouble maker)
		Some other reason

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

101. [Ask if [SAFLAGW] = "True" and Q89 b <> "Yes" and Q89 a = "Yes"] What were your reasons for not filing a complaint with an EEO representative? Mark all that apply.

		You did not know you could file a complaint about the event with EEO
		You did not know with whom to report the event or how to file an EEO complaint
		You thought it was not serious enough to file a complaint with EEO
		You did not want more people to know
		You wanted to forget about it and move on
		You did not think anything would be done
		You did not trust that the process would be fair
		You thought you might get in trouble for something you did
		You thought it might hurt your performance appraisal or your career
		You were worried about negative consequences from the person(s) who did it
		You were worried about negative consequences from leadership (for example, being denied a promotion, disciplined, made to perform additional duties, labeling you as a trouble maker)
		You were worried about negative consequences from your coworkers or peers (for example, excluding you from social activities, ignoring you, making disrespectful remarks, labeling you as a trouble maker)
		Some other reason

102. [Ask if [SAFLAGW] = "True"] Thinking about this unwanted event, did you file a police report with... Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Your local civilian law enforcement agency?
	b. Your local military law enforcement or criminal investigative organization?

103. [Ask if [SAFLAGW] = "True" and ((Q102 a = "No" and Q102 b <> "Yes") or (Q102 a <> "Yes" and Q102 b = "No"))] What were your reasons for not filing a police report about the unwanted event with a law enforcement agency? Mark all that apply.

		You thought it was not serious enough to report
		You did not want more people to know
		You wanted to forget about it and move on
		You did not know how to report the event
		You did not think anything would be done
		You did not trust that the process would be fair
		You thought you might get in trouble for something you did
		You thought you might be labeled as a troublemaker
		You thought it might hurt your career
		You were worried about negative consequences from the person(s) who did it
		Some other reason

GENDER-RELATED EXPERIENCES

It can be difficult to remember the exact date when events occurred. In this study, it is important to know which events happened in the last 12 months, and which events happened earlier.

104. [Ask if [SAFLAG] = "True" and MATCHING ITEM = "Yes"] Earlier in the survey you indicated that you experienced at least one unwanted event in which someone...

	a. Sexually touched you or made you sexually touch them.
	b. Attempted to make you have sexual intercourse, but was not successful.
	c. Made you have sexual intercourse.
	d. Attempted to make you perform or receive oral sex, anal sex, or penetration by a finger or object, but was not successful.
	e. Made you perform or receive oral sex, anal sex, or penetration by a finger or object.

105. [Ask if [SAFLAG] = "True"] Thinking about when the event occurred, how certain are you that it occurred in the last 12 months? If the event occurred over a long time, think about whether it ever happened after [X Date].

1		Definitely occurred AFTER [X Date]
2		Not sure if it occurred BEFORE or AFTER [X Date]
3		Definitely occurred BEFORE [X Date]

106. [Ask if [SAFLAG] = "True"] What was the date of your MOST RECENT unwanted event like this?

a. Month

b. Year

YOUR DOD CIVILIAN WORKPLACE

107. Suppose that you have to decide whether to continue to work for your organization. If you had to make this decision, how likely is it you would choose to stay?

5		Very likely
4		Likely
3		Neither likely nor unlikely
2		Unlikely
1		Very unlikely

Race/Ethnicity refers to such terms for people as American Indian/Alaska Native, Asian, Black/African American, Hispanic, Native Hawaiian/Pacific Islander, and White. A person can belong to one or more racial/ethnic groups.

108. Is your immediate supervisor... Mark one answer for each item.

	3 Not sure
	2 No
	1 Yes

	a. The same gender as you?
	b. The same race/ethnicity as you?

109. How safe or unsafe do you feel from each of the following? Mark one answer for each item. If you do not perform official work travel or temporary assignment, please mark “Does not apply.”

	Does not apply
	Very unsafe
	Unsafe
	Neither safe nor unsafe
	Safe
	Very safe

	a. Being sexually harassed at your primary duty station
	b. Being sexually assaulted at your primary duty location
	c. Being sexually harassed while on official work travel or temporary assignments
	d. Being sexually assaulted while on official work travel or temporary assignments

110. How likely would you be to... Mark one answer for each item.

	1 Very unlikely
	2 Unlikely
	3 Neither likely nor unlikely
	4 Likely
	5 Very likely

	a. Encourage someone who has experienced sexual harassment to tell a supervisor?
	b. Encourage someone who has experienced sexual assault to seek counseling?
	c. Encourage someone who has experienced sexual assault to report it?
	d. Tell a supervisor about sexual harassment if it happened to you?
	e. Report a sexual assault if it happened to you?

“Work unit“ is a DoD civilian employee's immediate work unit headed by the employee's direct supervisor.

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

111. Please indicate how well your work unit leadership... Mark one answer for each item.

	1 Very poorly
	2 Poorly
	3 Neither well nor poorly
	4 Well
	5 Very well

	a. Makes it clear that sexual harassment, gender discrimination, and sexual assault have no place in the DoD.
	b. Promotes an organizational climate based on mutual respect and trust.
	c. Leads by example by refraining from sexist comments and behaviors.
	d. Catches and immediately corrects incidents of sexual harassment. For example, inappropriate jokes, comments, and behaviors.
	e. Creates an environment where victims would feel comfortable reporting sexual harassment, gender discrimination, or sexual assault.
	f. Publicizes sexual harassment, gender discrimination, and sexual assault resources (for example, EEO representative contact information, awareness posters, sexual assault hotline number).

112. How much do you agree or disagree with the following statements about your work unit? Mark one answer for each statement.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Members in your work unit really care about each other.
	b. Members in your work unit work well together as a team.
	c. Members in your work unit pull together to get the job done.
	d. Members in your work unit trust each other.
	e. Rude behavior is not accepted by your coworkers.
	f. Angry outbursts are not tolerated by anyone in your unit.
	g. Respectful treatment is the norm in your unit.
	h. Your coworkers make sure everyone in your unit is treated with respect.

113. During the past 12 months, how often have you experienced any of the following behaviors where your coworkers... Mark one answer for each item.

	5 Very often
	4 Often
	3 Sometimes
	2 Once or twice
	1 Never

	a. Did not provide information or assistance when you needed it?
	b. Were excessively harsh in their criticism of your work performance?
	c. Took credit for work or ideas that were yours?
	d. Gossiped/talked about you?
	e. Used insults, sarcasm, or gestures to humiliate you?
	f. Yelled when they were angry with you?

“Work unit“ is a DoD civilian employee's immediate work unit headed by the employee's direct supervisor.

114. How much do you agree or disagree with the following statements about the work you do in your work unit? Mark one answer for each item.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Your work makes good use of your skills.
	b. You like the kind of work you do.
	c. You are satisfied with your job as a whole.

115. How much do you agree or disagree that the action describes your immediate supervisor? Mark one answer for each statement.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Fosters your trust..
	b. Ensures that all assigned personnel are treated fairly.
	c. Evaluates your work performance fairly.
	d. Enforces standards equally across all unit members.
	e. Avoids showing favoritism when assigning tasks.
	f. Addresses all unit members in the same way to avoid perceptions of preferential treatment.
	g. Ensures unit members are disciplined in the same manner.

“Work unit“ is a DoD civilian employee's immediate work unit headed by the employee's direct supervisor.

116. How much do you agree or disagree with the following statements about diversity in your work unit? Mark one answer for each item.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Members are treated as valued members of the team without losing their unique identities.
	b. I feel excluded by my work unit because I am different.
	c. Within my work unit, I am encouraged to offer ideas on how to improve operations.
	d. Members in my work unit are empowered to make work-related decisions on their own
	e. Outcomes (for example, training opportunities, awards, recognition) are fairly distributed among members of my unit
	f. The decision-making processes that impact my work unit are fair.
	g. Racial slurs, comments, and/or jokes are used in my work unit.
	h. Sexist slurs, comments, and/or jokes are used in my work unit.
	i. I believe I can use my leadership to address concerns about discrimination without fear of retaliation or reprisal.

CULTURE

This section of the survey explores your opinions regarding your work unit and its leaders. Consider each statement and select the response option that best describes your opinion about each statement.

“Work unit“ is a DoD civilian employee's immediate work unit headed by the employee's direct supervisor.

117. Do you agree or disagree with the following statements regarding your current work unit? Please respond to each item.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. It would be very risky to file a sexual harassment complaint.
	b. A sexual harassment complaint would not be taken seriously.
	c. A sexual harassment complaint would be thoroughly investigated.
	d. I would feel comfortable reporting a sexual harassment complaint.
	e. Sexual harassment is not tolerated.
	f. Individuals who sexually harass others get away with it.
	g. I would be afraid to make a sexual harassment complaint.
	h. Penalties against individuals who sexually harass others at work are strongly enforced.
	i. Actions are being taken to prevent sexual harassment.

	c. Seek help from your leadership in confronting other DoD civilian employees who continue to engage in sexual harassment after having been previously spoken to?
	d. Provide support to a coworker who was being sexual harassed?

118. In the past 12 months, about how many times did you witness someone from work “cross the line” with gender-related comments or jokes?

Times

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

“Human Resources“ refers to any employee who works in a Human Resources department within the DoD that can intake and investigate grievances on prohibited personnel practices.

119. [Ask if QV2-1 >/= 1] How often did you take the following actions when you witnessed someone from work “cross the line” with gender-related comments or jokes? Mark one answer for each item.

	1 None of the time
	2 Some of the time
	3 About half of the time
	4 Most of the time
	5 Every time

	a. I checked on the victim
	b. I said something to the person(s) who made the comments or jokes
	c. I sought help from leadership
	d. I sought help from an EEO representative, Human Resources Representative, Union Representative, or some other official tasked with enforcing EEO policies
	e. I intervened in some other way

PERSONNEL POLICY AND PRACTICES

120. How satisfied have you been with the availability of information on... Mark one answer for each item.

	1 Very dissatisfied
	2 Dissatisfied
	3 Neither satisfied nor dissatisfied
	4 Satisfied
	5 Very satisfied

	a. How to file a complaint of sexual harassment?
	b. How to file a complaint of gender discrimination?
	c. How to report a sexual assault?

“EEO representative“ refers to employees working for an EEO office on behalf of the DoD tasked with enforcing EEO regulations. These employees provide counseling and investigate EEO complaints.

121. Do you know how to contact the EEO representative for your organization?

2		Yes
1		No

SEXUAL HARASSMENT/GENDER DISCRIMINATION TRAINING

122. Have you had any DoD sponsored training during the past 12 months on topics related to sexual harassment and/or gender discrimination?

2		Yes
1		No

123. [Ask if Q122 = "Yes"] My DoD sponsored sexual harassment and/or gender discrimination training... Mark one answer for each item.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Provides a good understanding of what actions are considered sexual harassment and gender discrimination.
	b. Teaches how to intervene when you witness a situation involving a coworker (bystander intervention).
	c. Explains the role of the DoD in handling sexual harassment and gender discrimination complaints.
	d. Explains the reporting options available to DoD civilian employees if sexual harassment or gender discrimination occurs.
	e. Identifies the points of contact for complaints of sexual harassment or gender discrimination (for example, supervisor, EEO representative).
	h. Takes into consideration the unique needs and experiences of DoD civilian employees.

SEXUAL ASSAULT TRAINING

124. Have you had any DoD sponsored training during the past 12 months on topics related to sexual assault?

2		Yes
1		No

125. [Ask if Q124 = "Yes"] My DoD sponsored sexual assault training... Mark one answer for each item.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Provides a good understanding of what actions are considered sexual assault.
	b. Explains the resources available to victims (for example, Safe Helpline).
	c. Explains the reporting options available within the DoD community if a sexual assault occurs.
	d. Explains the reporting options available to DoD civilian employees who are sexually assaulted by someone from work.
	e. Explains how sexual assault can affect all members of the DoD community, including civilians.
	f. Takes into consideration the unique needs and experiences of DoD civilian employees.

DOD leadership TRAINING

A “non-supervisor“ is an employee with no supervisory responsibilities.

A “team leader“ provides employees with day-to-day guidance in work projects, but does not have supervisory responsibilities or conduct performance appraisals.

A “supervisor“ serves as a first-line supervisor who is typically responsible for employees' performance appraisals and leave approval.

A “manager“ is an employee in a management position who typically supervises/manages one or more supervisors.

An “executive“ is a member of the Senior Executive Service (SES) or equivalent.

126. What is your supervisory status? Mark one.

1		Non-supervisor
2		Team leader
3		Supervisor
4		Manager
5		Executive

127. [Ask if Q126 = "Supervisor" or Q126 = "Manager" or Q126 = "Executive"] Do you agree or disagree that DoD training you have received as a leader has prepared you for… Mark one answer for each item.

	6 Does not apply/My training did not cover this
	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. Providing support to employees who make complaints.
	b. Responding to reports of sexual harassment.
	c. Responding to reports of gender discrimination..
	d. Responding to reports of sexual assault
	e. Helping an employee through the EEO complaint process.
	f. Handling retaliation against employees who report unwanted gender-related behaviors in the workplace..

128. [Ask if Q126 = "Supervisor" or Q126 = "Manager" or Q126 = "Executive"] Have you ever received a report for any of the following experiences from one of your employees? Mark “Yes” or “No” for each item.

	1 No
	2 Yes

	a. Sexual harassment
	b. Gender discrimination
	c. Sexual assault within the DoD civilian workplace

129. [Ask if (Q126 = "Supervisor" or Q126 = "Manager" or Q126 = "Executive) and Q126 Matching item = “Yes”] Please rate your level of confidence in responding to the report of… Mark “Yes” or “No” for each item.

	1 Not at all confident
	2 Slightly confident
	3 Moderately confident
	4 Very confident
	5 Completely confident

	a. Sexual harassment?
	b. Gender discrimination?
	c. Sexual assault within the DoD civilian workplace.

COVID-19

130. As a result of COVID-19, have the following increased or decreased in your DoD civilian workplace?

	4 Not applicable, I joined during COVID-19
	3 Decreased since COVID-19
	2 About the same as before COVID-19
	1 Increased since COVID-19

	a. In-person interactions with coworkers and leaders
	b. Telework or remote work arrangements
	c. Virtual synchronous interactions with coworkers and leaders (for example, phone calls, conference calls, video conferencing)
	d. Your work hours
	e. Number of days physically in the office
	f. Your use of leave (for example, sick leave, annual leave, administrative leave)

“Work unit“ is a DoD civilian employee's immediate work unit headed by the employee's direct supervisor.

131. In your opinion, have the following become better or worse in your DoD civilian workplace since COVID-19?

	4 Not applicable, I joined during COVID-19
	3 Worse since COVID-19
	2 About the same as before COVID-19
	1 Better since COVID-19

	a. Your treatment as a [man][woman]
	b. Your opportunities (for example, assignments, awards, training opportunities, promotions)
	c. Your relationship with your coworkers
	d. Your relationship with your immediate supervisor
	e. Your ability to complete your work
	f. The overall gender relations in your unit

ADDITIONAL BACKGROUND INFORMATION

132. How much do you agree or disagree with the following statements? Mark one answer for each item.

	1 Strongly disagree
	2 Disagree
	3 Neither agree nor disagree
	4 Agree
	5 Strongly agree

	a. I tend to bounce back quickly after hard times.
	b. I have a hard time making it through stressful events.
	c. It does not take me long to recover from a stressful event.
	d. It is hard for me to snap back when something bad happens.
	e. I usually come through difficult times with little trouble.
	f. I tend to take a long time to get over set-backs in my life.

We ask for demographic information to provide DoD leaders information about the attitudes and concerns of all subgroups of personnel so that no groups are overlooked. Your answers to any demographic questions are strictly used for this purpose and will not be used to identify individual respondents.

Remember, all the information you share will be kept confidential.

133. What is your current relationship status?

1		Married
2		Living with a romantic partner (for example, boyfriend or girlfriend
3		In a committed romantic relationship, but not living together
4		Divorced and not currently in a relationship
5		Widowed and not currently in a relationship
6		Never married and not currently in a relationship
7		Other or prefer not to say

134. Are you Spanish/Hispanic/Latino?

1		No, not Spanish/Hispanic/Latino
2		Yes, Mexican, Mexican-American, Chicano, Puerto Rican, Cuban, or other Spanish/Hispanic/Latino

135. What is your race? Mark one or more races to indicate what you consider yourself to be.

		American Indian or Alaska Native
		Asian (for example, Asian Indian, Chinese, Filipino, Japanese, Korean, or Vietnamese)
		Black or African American
		Native Hawaiian or other Pacific Islander (for example, Samoan, Guamanian, or Chamorro)
		White

136. What is your military service status? Mark one.

1		No prior military service
2		Currently in National Guard or Reserve
3		Retired
4		Separated or discharged

137. Do you consider yourself to be... Mark one.

1		Heterosexual or straight?
2		Gay or lesbian?
3		Bisexual?
4		Something else (for example, questioning, asexual, undecided, self-identified)?
5		Prefer not to answer

138. What sex were you assigned at birth, on your original birth certificate? Mark one.

1		Female
2		Male
3		Do not know

139. How do you currently describe yourself? Mark one.

1		Male
2		Female
3		Transgender
		Something else
5		Prefer not to answer

“Leadership“ refers to individuals who perform a leadership role within your organization at any level, including team leaders, supervisors, managers, and organization leaders.

140. How did you hear about this survey? Mark all that apply.

		Postal letter
		E-mail from survey administrator
		E-mail from your leadership
		Verbally from your leadership
		Social media
		News article
		Friend or peer
		Other

[Ask if Q140 h = “Marked”] Please specify the other ways you heard about this survey. Please do not include any personally identifiable information (for example, names, addresses).

TAKING THE SURVEY

141. If you have comments or concerns that you were not able to express in answering this survey, please enter them in the space provided. Please do not enter personally identifiable information (for example, names, addresses). Your feedback is useful and appreciated.

142. [Ask if Q1 = " None, you were retired or had left"] Based on your answer to the previous question, you are ineligible to take this survey. If you feel you have encountered this message in error, click the back arrow button and check your answer. To submit your answer click Submit. For further help, please call our Survey Processing Center toll-free at 1-800-881-5307, e-mail [email protected], or send a fax to 1-763-268-3002.

OPA 1

File Type	application/vnd.openxmlformats-officedocument.wordprocessingml.document
File Title	Tab Order
Author	Hylton, Kimberly R CTR DMDC
File Modified	0000-00-00
File Created	2021-10-24