Tech_Exhibit_2_21Q4008_DoDEA HQ DEOCS_103020-113020_Full Report_042721.pdf

Defense Organizational Climate Survey

(DEOCS)

PDF Download

12/01/2020

Unit: Department of Defense Education Activity | Survey Date: 10/30/2020 - 11/30/2020 | Report: Overall Unit

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Heading Description

Overview Careful deliberation should be taken prior to making any management or disciplinary decisions based solely on the survey results.

The Defense Organizational Climate Survey (DEOCS) dashboard provides valuable information about members’ perceptions of the organization’s climate.

Your organization's DEOCS results may display both organizational strengths and concerns. It is important to review all sections in this dashboard. Doing so can help create a more complete picture, help validate potential areas of concern, and determine if the apparent climate of your organization or any subgroup(s) warrants further action.

Additional methods, such as focus groups, observations, and reviews of records, can be used to learn more about issues identified in the survey, including clarification of perceptions of climate factors, reasons why these perceptions exist, and suggestions for improvement.

Navigating the Dashboard While the DEOCS is open, use the Response Rate tab to monitor the number of people that have completed the survey to date. This tab will display an up-to-date response rate, the number of completed surveys by day, and a table of current and historical response rates for all surveys you have administered.

Once the DEOCS is closed and your results are generated, start by reviewing the Summary and Primary Climate Factors tabs for an overall picture of your organization’s results. These tabs will display results for the three main climate factors measured on the DEOCS: organizational effectiveness, equal opportunity (EO) / equal employment opportunity (EEO) / fair treatment, and sexual assault prevention and response (SAPR).

The Primary Climate Factors tab contains a section filter menu that you can use to explore the Factor Results for all of the primary climate factors, as well as the Demographic Comparisons, which will display results by key demographic categories (e.g., men/women, enlisted/officer, and supervisory/non-supervisory).

Use these results to determine whether diminished perceptions of climate factors are more prevalent among specific groups, and the sources of those perceptions.

Use the Secondary Climate Factors tab to explore additional results related to connectedness, sexual assault reporting knowledge, bystander intervention, unwanted workplace experiences, hazing, and bullying.

The Secondary Climate Factors tab contains a section filter menu that you can use to explore the Factor Results for all of the secondary climate factors, as well as the LDQ questions, which will display results for any custom multiple choice questions that were included on your DEOCS.

Review the Item Summary tab to find more detailed results for the questions related to the primary climate factors on your DEOCS.

The Download tab contains three options that allow you to download an overall unit report, executive report (includes overall unit results and subgroup results in one report), and subgroup/subunit reports, if applicable. Use the “Report” filter on this tab to select the type of report you need.

The Comments Download tab allows you to download a PDF copy of all comments and custom short answer questions that may have been included.

Comment reports can be generated for the overall unit or for subgroups. Use the “Report” filter on this tab to select the type of report you need.

The blue QuickLinks button provides more information about most of these tabs and also contains links to resources on https://www.defenseculture.mil/Assessment-to-Solutions/A�S�Home

For more help navigating the dashboard or to find information on the features and functionality of the dashboard, go to the home page of the DEOCS portal and click on the question mark icon in the upper, right corner of the screen.

Index Additional information for many of the tables and graphs in this report can be found on the last page in the Index table. Each applicable table or graph will have an Index number above it. Match this Index number to its description in the Index Reference Table on the very last page of the report to find more detailed information about what is shown.

Making Climate Assessment Results Work for Your Organization

�. Share the results with members of your organization.

�. Involve key leaders; let members know you are acting on their feedback.

�. If needed, establish an action team to develop and implement a plan for organizational improvement.

About https://www.defenseculture.mil/Assessment-to-Solutions/A2S-Home

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Heading Description

Assessment to Solutions For information regarding climate factors, focus group/interview questions, and/or additional materials to assist with action planning, please visit “Assessment to Solutions” at: https://www.defenseculture.mil/Assessment-to-Solutions/A�S�Home

Assessment to Solutions was created to support leaders and equal opportunity professionals throughout the climate assessment process. It provides products that help identify appropriate follow-on climate assessment efforts, aid in the development of an action plan to rectify workplace conditions that negatively impact climate, and training materials that can be incorporated in an action plan.

The Assessment to Solutions area parallels the main assessment sections of the DEOCS, which include organizational effectiveness, EO/EEO/fair treatment, and SAPR. Each area further addresses each climate factor included in the section, and provides a host of products for each.

Contact Information The DEOCS HelpDesk is available to assist you and can be reached at:

deocs@datarecognitioncorp.com https://www.defenseculture.mil/Assessment-to-Solutions/A2S-Home mailto:deocs@datarecognitioncorp.com

53% 367 194 26

Response Rate Total in Unit Total Surveys Returned Total Incomplete Surveys

88%

87%

84%

Connectedness

Engagement

SA Response Climate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

C a te g o ry

Percent

Top 3 - Climate Factors with Highest Favorability Ratings

58%

60%

65%

Organizational Processes

Discrimination

Sexual Harassment

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

C a te g o ry

Percent

Bottom 3 - Climate Factors with Lowest Favorability Ratings

82%

77%

75%

75%

74%

70%

58%

Engagement

Trust in Leadership

Job Satisfaction

Senior Leadership

Organizational Performance

Group Cohesion

Commitment

Organizational Processes

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

C li m a te

F a c to r

Percent

Organizational Effectiveness

Your unit's overall favorability ratings for Organizational Effectiveness are displayed below. See Index 1.1 for more info.

77%

68%

65%

60%

SH Retaliation Climate

Inclusion at Work

Sexual Harassment

Discrimination

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

C li m a te

F a c to r

Percent

EO/EEO/Fair Treatment

Your unit's overall favorability ratings for EO / EEO / Fair Treatment are displayed below. See Index 1.2 for more info.

84%

80%

71%

SA Response Climate

SA Retaliation Climate

SA Prevention Climate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

C li m a te

F a c to r

Percent

Sexual Assault Prevention & Response

Your unit's overall favorability ratings for Sexual Assault Prevention and Response are displayed below. See Index 1.3 for more info.

2 rows total

Improvement Needed Caution Adequate Excellent Data Not Reportable

Low Range �% ��% ��% ��% -��%

High Range ��% ��% ��% ���% -��%

How to Interpret Color Coding

10 rows total

Category Commitment Senior Leadership Organization Performance Group Cohesion Trust in Leadership Job Satisfaction Organization Process Engagement

Overall ��% ��% ��% ��% ��% ��% ��% ��%

Majority ��% ��% ��% ��% ��% ��% ��% ��%

Minority ��% ��% ��% ��% ��% ��% ��% ��%

Women ��% ��% ��% ��% ��% ��% ��% ��%

Men ��% ��% ��% ��% ��% ��% ��% ��%

Civilian -��% -��% -��% -��% -��% -��% -��% -��%

Junior Civilian ��% ��% ��% ��% ��% ��% ��% ��%

Senior Civilian ��% ��% ��% ��% ��% ��% ��% ��%

Non-Supervisor ��% ��% ��% ��% ��% ��% ��% ��%

Supervisor ��% ��% ��% ��% ��% ��% ��% ��%

Organizational Effectiveness

Your unit’s overall favorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.1 for more info.

Category Inclusion Discrimination Sexual Harassment Sexual Harassment Retaliation Climate

Overall ��% ��% ��% ��%

Majority ��% ��% ��% ��%

Minority ��% ��% ��% ��%

Women ��% ��% ��% ��%

Men ��% ��% ��% ��%

Civilian -��% -��% -��% -��%

Junior Civilian ��% ��% ��% ��%

Senior Civilian ��% ��% ��% ��%

Non-Supervisor ��% ��% ��% ��%

Supervisor ��% ��% ��% ��%

Equal Opportunity / Equal Employment Opportunity / Fair Treatment

Your unit’s overall favorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.2 for more info.

Category Sexual Assault Prevention Climate

Sexual Assault Response Climate

Sexual Assault Retaliation Climate

Overall ��% ��% ��%

Majority ��% ��% ��%

Minority ��% ��% ��%

Women ��% ��% ��%

Men ��% ��% ��%

Civilian -��% -��% -��%

Junior Civilian ��% ��% ��%

Senior Civilian ��% ��% ��%

Non-Supervisor ��% ��% ��%

Supervisor ��% ��% ��%

Sexual Assault Prevention & Response

Your unit’s overall favorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.3 for more info.

Category Connectedness

Overall ��%

Majority ��%

Minority ��%

Women ��%

Men ��%

Civilian -��%

Junior Civilian ��%

Senior Civilian ��%

Non-Supervisor ��%

Supervisor ��%

Connectedness

Your unit’s overall favorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.4 for more info.

88%Connectedness

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

C li m a te

F a c to r

Percent

Connectedness (Overall)

Your unit's overall favorability rating of connectedness is displayed below. See Index 2.5 for more info.

6%

3%

1%

Thought of suicide

Attempted suicide

Died by suicide

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Q u e s ti o n

Percent

Knowledge of Suicide Ideation, Attempts & Death

I know someone in my organization who has…

Not sure/Do not know Incorrect Correct

54%

56%

54%

52%

42%

9%

15%

12%

11%

40%

37%

29%

35%

37%

18%

Sexual Assault Response Coordinator can take restricted report.

Victim Advocate can take restricted report.

Military Service Healthcare Personnel can take restricted report.

Anyone in my chain of command/supervision cannot take restricted report.

Criminal investigator and/or military police officer cannot take restricted report.

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Q u e s ti o n

Percent

Sexual Assault Reporting Knowledge

The graph below displays the percentage of respondents who correctly or incorrectly answered each item. See Index 2.6 for more info.

Did not observe high risk situ... - 100% (100%)

Bystander Intervention

Respondents who observed a high risk situation (i.e., one they believed was, or could have led to a sexual assault) within the past 12 months

No data found.

0 rows total

No data

Reported Actions Taken Following High Risk Situation

For those individuals who observed a high risk situation, they were asked to choose the response that most closely resembled their actions.

Overall Men Women

1% 1% 2% 1%1% 1%1%

4% 1%

Embarrass, anger, or upset you by repeatedly suggesting that you do not act like a man/woman is supposed to?

Make repeated attempts to establish an unwanted romantic or sexual relationship with you?

Make repeated sexual comments about your appearance or body that made you uncomfortable, angry, or upset?

Repeatedly tell sexual "jokes" that made you uncomfortable, angry, or upset?

0%

20%

40%

60%

80%

100%

Question

P e rc e n t

Unwanted Workplace Experiences

The graph shows the percentage who said that someone from their workplace did any of the following actions to them. See Index 2.7 for more info.

98%

1%

1%

N/A

Psychologically harmful acts

Illegal or dangerous acts

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Q u e s ti o n

Percent

Hazing

Percentage who said individuals are pressured to do the following acts as an initiation process at their workplace. See Index 2.8 for more info.

9%

7%

6%

1%

N/A

Active attempts to damage their reputation

Aggression

Psychological harm

Abusive or malicious pranks

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Q u e s ti o n

Percent

Bullying

Percentage who said individuals in their workplace who are seen as "different" are targets of the following. See index 2.9 for more info.

5 rows total

Category Name Question Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree Total

Professional Development I receive periodic formal feedback from my rater.

Diversity My command supports special observance programs.

Inclusion I am encouraged to offer ideas on how to improve operations.

Stress and Mental Health I feel emotionally worn out.

Physical Work Area Work areas are accessible to persons with disabilities.

Custom Multiple-Choice Questions (Locally Developed Questions or LDQs)

3 rows total

Question Strongly Disagree Disagree Slightly Disagree Neither Agree nor Disagree Slightly Agree Agree Strongly Agree Total

I feel like "part of the family" in this workgroup. �% (�) �% (��) �% (�) ��% (��) ��% (��) ��% (��) ��% (��) ���% (���)

This workgroup has a great deal of personal meaning to me. �% (�) �% (��) �% (�) ��% (��) ��% (��) ��% (��) ��% (��) ���% (���)

I feel a strong sense of belonging to this workgroup. �% (�) �% (��) �% (��) ��% (��) ��% (��) ��% (��) ��% (��) ���% (���)

Organizational Effectiveness: Commitment

4 rows total

Disagree Slightly Agree Agree Strongly Agree Total

My senior leader puts processes in place to facilitate the sharing of information throughout the organization.

My senior leader clarifies our organization's goals and priorities.

My senior leader communicates a clear vision for the future. �% (�) �% (��) �% (��) ��% (��) ��% (��) ��% (��) ��% (��) ���% (���)

My senior leader listens to the concerns of the organization's military members/employees.

Organizational Effectiveness: Senior Leadership

Disagree Slightly Agree Agree Strongly Agree Total

When short suspense/tasks arise, people in my organization do an outstanding job in handling these situations.

My organization's performance, compared to similar organizations, is high.

My organization makes good use of available resources to accomplish its mission.

Organizational Effectiveness: Organizational Performance

Disagree Slightly Agree Agree Strongly Agree Total

My workgroup is united in trying to reach its goals for performance.

We all take responsibility for the performance of the workgroup.

If members of our workgroup have problems in the workplace, everyone wants to help them so we can get back on task.

Organizational Effectiveness: Group Cohesion

4 rows total

Disagree Slightly Agree Agree Strongly Agree Total

I can rely on my immediate supervisor to act in my organization's best interest.

My immediate supervisor follows through with commitments he or she makes.

I feel comfortable sharing my work difficulties with my immediate supervisor.

My immediate supervisor treats me fairly. �% (�) �% (�) �% (�) �% (�) �% (��) ��% (��) ��% (��) ���% (���)

Organizational Effectiveness: Trust in Leadership

Disagree Slightly Agree Agree Strongly Agree Total

I like my current job. �% (�) �% (�) �% (��) �% (��) ��% (��) ��% (��) ��% (��) ���% (���)

I feel satisfied with my current job. �% (�) �% (��) �% (��) �% (��) ��% (��) ��% (��) ��% (��) ���% (���)

I am happy with my current job. �% (�) �% (��) ��% (��) �% (��) ��% (��) ��% (��) ��% (��) ���% (���)

Organizational Effectiveness: Job Satisfaction

Disagree Slightly Agree Agree Strongly Agree Total

Programs are in place to address military members'/employees' concerns.

Discipline is administered fairly. �% (��) �% (��) ��% (��) ��% (��) �% (��) ��% (��) �% (��) ���% (���)

Decisions are made after reviewing relevant information. �% (�) ��% (��) �% (��) ��% (��) ��% (��) ��% (��) ��% (��) ���% (���)

Organizational Effectiveness: Organizational Processes

Disagree Slightly Agree Agree Strongly Agree Total

At my workplace, I am mentally resilient. �% (�) �% (�) �% (�) �% (�) ��% (��) ��% (��) ��% (��) ���% (���)

I am enthusiastic about my work. �% (�) �% (�) �% (�) �% (��) ��% (��) ��% (��) ��% (��) ���% (���)

Time flies when I am working. �% (�) �% (�) �% (��) �% (��) ��% (��) ��% (��) ��% (��) ���% (���)

Organizational Effectiveness: Engagement

Disagree Slightly Agree Agree Strongly Agree Total

Coworkers are treated as valued members of the team without losing their unique identities.

Within my workgroup, I am encouraged to offer ideas on how to improve operations.

Military members/employees in my workgroup are empowered to make work-related decisions on their own.

Outcomes (e.g., training opportunities, awards and recognition) are fairly distributed among military members/employees of my workgroup.

The decision-making processes that impact my workgroup are fair.

EO/EEO/Fair Treatment: Inclusion at Work

1 rows total

Question Strongly Agree Agree Slightly Agree Neither Agree nor Disagree Slightly Disagree Disagree Strongly Disagree Total

I feel excluded by my workgroup because I am different. �% (�) �% (�) �% (��) ��% (��) �% (��) ��% (��) ��% (��) ���% (���)

EO/EEO/Fair Treatment: Inclusion at Work

These questions are negatively worded. Agreement with these items indicates an unfavorable response.

Disagree Slightly Agree Agree Strongly Agree Total

Discrimination based on race/color/national origin does not occur in my workplace.

Discrimination based on religion does not occur in my workplace.

Discrimination based on sex does not occur in my workplace.

Discrimination based on sexual orientation does not occur in my workplace.

Discrimination based on age does not occur in my workplace. (Data displayed are for civilians only.)

Discrimination based on disability does not occur in my workplace. (Data displayed are for civilians only.)

Discrimination based on equal pay does not occur in my workplace. (Data displayed are for civilians only.)

Discrimination based on genetic information does not occur in my workplace. (Data displayed are for civilians only.)

Discrimination based on pregnancy does not occur in my workplace. (Data displayed are for civilians only.)

I believe I can use my chain of command/supervision to address concerns about discrimination without fear of retaliation/reprisal.

EO/EEO/Fair Treatment: Discrimination

Disagree Slightly Disagree Disagree Strongly Disagree Total

Racial slurs, comments, and/or jokes are used in my workplace.

Sexist slurs, comments, and/or jokes are used in my workplace.

EO/EEO/Fair Treatment: Discrimination

Disagree Slightly Agree Agree Strongly Agree Total

My chain of command/supervision adequately responds to allegations of sexual harassment.

My chain of command/supervision plays an active role in the prevention of sexual harassment.

EO/EEO/Fair Treatment: Sexual Harrassment

Disagree Slightly Disagree Disagree Strongly Disagree Total

Individuals from my workplace use offensive gestures that are sexual in nature.

Individuals from my workplace have been offered rewards or special treatment in return for engaging in sexual behavior.

EO/EEO/Fair Treatment: Sexual Harassment

6 rows total

Disagree Slightly Agree Agree Strongly Agree Total

Excluded from social interactions or conversations. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Disciplined or given other corrective action. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Blamed for causing problems. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Discouraged from moving forward with the complaint. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Denied career opportunities (e.g., denied training, awards or promotions).

Subjected to insulting or disrespectful remarks or jokes. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

EO/EEO/Fair Treatment: Sexual Harassment Retaliation Climate

In my work group, military members or employees who file a sexual harassment complaint would be…

Disagree Slightly Agree Agree Strongly Agree Total

My immediate supervisor models respectful behavior. �% (�) �% (�) �% (�) �% (�) �% (��) ��% (��) ��% (��) ���% (���)

My immediate supervisor promotes responsible alcohol use. �% (�) �% (�) �% (�) ��% (��) �% (�) ��% (��) ��% (��) ���% (���)

My immediate supervisor would correct individuals who refer to coworkers as "honey," "babe," "sweetie," or use other unprofessional language at work.

My immediate supervisor would stop individuals who are talking about sexual topics at work.

My immediate supervisor would intervene if an individual was receiving sexual attention at work (e.g., staring at someone's chest, standing too close, rubbing someone's shoulders).

My immediate supervisor encourages individuals to help others in risky situations that could result in harmful outcomes (e.g., sexual assault, violence, or suicide).

SAPR: Sexual Assault Prevention Climate

Disagree Slightly Agree Agree Strongly Agree Total

If a coworker were to report a sexual assault, my chain of command/supervision would take the report seriously.

If a coworker were to report a sexual assault, my chain of command/supervision would keep the knowledge of the report limited to those with a need to know.

If a coworker were to report a sexual assault, my chain of command/supervision would discourage military members/employees from spreading rumors and speculation about the allegation.

If a coworker were to report a sexual assault, my chain of command/supervision would promote healthcare, legal, or other support services to the reporter.

If a coworker were to report a sexual assault, my chain of command/supervision would support the individual for speaking up.

SAPR: Sexual Assault Response Climate

Disagree Slightly Agree Agree Strongly Agree Total

Excluded from social interactions or conversations. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Subjected to insulting or disrespectful remarks or jokes. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Blamed for causing problems. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Denied career opportunities (e.g., denied training, awards or promotions).

Disciplined or given other corrective action. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

Discouraged from moving forward with the complaint. ��% (��) ��% (��) �% (�) ��% (��) �% (�) �% (�) �% (�) ���% (���)

SAPR: Sexual Assault Retaliation Climate

In my work group, reporters of sexual assault would be…

Disagree Slightly Disagree Disagree Strongly Disagree Total

My future seems dark to me. �% (�) �% (�) �% (�) ��% (��) �% (�) ��% (��) ��% (��) ���% (���)

Connectedness: Burdensomeness

This question is negatively worded. Agreement with this item indicates an unfavorable response.

Question Very true for me True for me Somewhat true for me Somewhat untrue for me Untrue for me Not at all true for me Total

These days, I think I am a burden on people in my life. �% (�) �% (�) �% (�) �% (�) ��% (��) ��% (���) ���% (���)

Connectedness: Burdensomeness

This question is negatively worded. Agreement with this item indicates an unfavorable response.

Question Not at all true for me Untrue for me Somewhat untrue for me Somewhat true for me True for me Very true for me Total

These days, I feel like I belong. �% (�) �% (��) �% (��) ��% (��) ��% (��) ��% (��) ���% (���)

These days, I feel that there are people I can turn to in times of need.

Connectedness: Belongingness

12 rows total

Report Visual Index Description

Primary Climate Factor Results

Organizational Effectiveness �.� These factors help determine whether members support leadership in carrying out the organization's mission. Your unit's overall favorability ratings for Organizational Effectiveness are displayed in this graph. No data are displayed in cases where fewer than five people responded to the questions.

Primary Climate Factor Results

Equal Opportunity / Equal Employment Opportunity / Fair Treatment

These factors help identify those social, personal, or institutional barriers that prevent people from rising to their highest professional level. Your unit's overall favorability ratings for EO / EEO / Fair Treatments are displayed in this graph. No data are displayed in cases where fewer than five people responded to the questions.

Primary Climate Factor

Sexual Assault Prevention & Response

These factors help assess sexual assault response climate, prevention climate, and retaliation climate. Your unit's overall favorability ratings for Sexual Assault Prevention and Response are displayed in this graph. No data are displayed in cases where fewer than five people responded to the questions.

Demographic Comparisons Organizational Effectiveness �.�

These factors help determine whether members support leadership in carrying out the organization's mission. Your unit’s overall favorability ratings are displayed in the first row. Demographic comparisons between favorability ratings are displayed in the subsequent rows. Refer to the “Primary Climate Factors" document in the QuickLinks menu of the online DEOCS reporting tool for more information on the color coding and resources to help improve organizational effectiveness in your unit

Demographic Comparisons Equal Opportunity / Equal Employment Opportunity / Fair Treatment

These factors help identify those social, personal, or institutional barriers that prevent people from rising to their highest professional level. Your unit’s overall favorability ratings are displayed in the first row. Demographic comparisons between favorability ratings are displayed in the subsequent rows. Refer to the “Primary Climate Factors" document in the QuickLinks menu of the online DEOCS reporting tool for more information on the color coding and resources to help improve EO / EEO / fair treatment in your unit.

Demographic Comparisons Sexual Assault Prevention & Response

These factors help assess sexual assault response climate, prevention climate, and retaliation climate. Your unit’s overall favorability ratings are displayed in the first row. Demographic comparisons between favorability ratings are displayed in the subsequent rows. Refer to the “Primary Climate Factors" document in the QuickLinks menu of the online DEOCS reporting tool for more information on the color coding and resources to help improve sexual assault prevention and response in your unit.

Demographic Comparisons Connectedness �.�

Connectedness is defined as a frame of mind that reflects an individual's outlook on life and perceptions of belongingness, well-being, and social support.

Your unit’s overall favorability ratings are displayed in the first row. Demographic comparisons between favorability ratings are displayed in the subsequent rows. Refer to the “Primary Climate Factors" document in the QuickLinks menu of the online DEOCS reporting tool for more information on the color coding and resources to help improve connectedness in your organization.

Secondary Climate Factor

Connectedness �.� Connectedness is defined as a frame of mind that reflects an individual's outlook on life and perceptions of belongingness, well-being, and social support.

Your unit's overall favorability rating of connectedness is displayed in this graph.

Sexual Assault Reporting Knowledge

Knowledge of sexual assault reporting was assessed by asking several questions about who can/cannot receive unrestricted reports and eligibility for a military attorney. This graph shows each item, worded as a true statement. The percentage of respondents who correctly endorsed the statement as being true are shown in green (i.e., "Correct"), the percentage who did not endorse the statement as being true are shown in yellow (i.e., "Incorrect"), and the percentage who indicated they did not know are shown in gray (i.e., "Don't know").

Unwanted Workplace Experiences

Respondents were asked whether, under their current senior leader and within the last �� months, someone from their workplace did any of the following actions to them. Percentage who responded "yes" are displayed in this graph. No data are displayed if less than five people responded to a question or less than five men or women responded to a question.

Hazing �.�

The definitions of hazing was obtained directly from the Deputy Secretary of Defense Memorandum, "Hazing and Bullying Prevention and Response in the Armed Forces," dated �� December ����. Respondents were asked if individuals in their workplace are pressured to engage in any of the following acts as part of an initiation or admission process (without a proper military or other governmental purpose); the percentage who responded "yes" are displayed in this graph. No data are displayed if less than five people responded to a question.

Bullying �.� The definitions of bullying were obtained directly from the Deputy Secretary of Defense Memorandum, "Hazing and Bullying Prevention and Response in the Armed Forces," dated �� December ����. Respondents were asked if individuals in their workplace who are seen as "different" are targets of any of the following actions; the percentage who respondend "yes" are displayed in this graph. No data are displayed if less than five people responded to a question.

Index Reference

Use this table to find out more information about the visuals in this report.