Office of Equity, Diversity and Inclusion

• Provide Equal Opportunity for military personnel and family members, both on and off post, within the limits of applicable law.
• Create and sustain effect units by eliminating discriminatory behavior or practices that undermine teamwork, cohesion, mutual respect, loyalty and shared sacrifice of our service members and their families
• Provide a means to resolve EO disputes to the satisfaction of all parties
• When necessary, provide a mechanism whereby an individual can request formal resolution for an unresolved EO dispute, in accordance with relevant command policies, such as CNGBI 9601.01.

• Lead by example
• Provide Equal Employment Opportunity, without using an individual’s status in a protected class (such as race, color, gender, national origin, religion, age, disability or prior EEO activity) as the basis for any employment action (such as selection, termination, compensation, job assignment, and others)
• Provide a workplace that is free from sexual harassment.
• Provide a workplace that is free from bullying, hazing and other forms of harassment. 
• Ensure that technicians have adequate training on EEO
• Post EEO staff contact info in a conspicuous location in the workplace.

The EEO & EO teams are here to support our agency. If you:

• Have questions about an incident
• Are the victim of unlawful discrimination (Military or Civilian)
• Are the victim of sexual harassment
• Would like to request training for your unit or workplace within the Arizona National Guard
• Need access to training aids, such as posters, slide decks or other materials
• Need policy guidance on an EEO or EO issue
• Please contact anyone on the EEO or EO team with your concerns, and we will assist as best we can.

The Rehabilitation Act of 1973

In 1973, the US Congress passed the Rehabilitation Act, which requires employers, like the AZNG, to provide reasonable accommodations to qualified employees or applicants with disabilities, unless doing so would present an undue hardship. A “qualified” employee or applicant is someone who can perform the essential functions of a position, with or without reasonable accommodations.

The Americans with Disabilities Act of 1990

In 1990, the US Congress passed the Americans with Disabilities Act which extends many of the protections of the Rehabilitation Act to cover private employers.  Again, the focus is on ensuring that individuals with disabilities (IWD) are not the target of discrimination with regards to employment practices like hiring, firing, promotion, training and other opportunities.

What is a Reasonable Accommodation?

A reasonable accommodation (RA) is a change or adjustment made to a procedure, practice or workplace that allows an otherwise qualified individual to perform the essential functions of a job. Examples of RA might include things like adding an adjustable desk for someone who can’t sit or stand for extended periods, allowing telework for someone who can’t physically commute to work, or installing an accessible restroom facility.

What is an “Individual With Disabilities” (IWD)?

According to the law, an IWD is someone who has a physical or mental impairment that limits their ability to perform one or more major life activities, or someone who has a history of such an impairment or someone who is regarded as having such an impairment.

What is an undue hardship?

An undue hardship occurs when granting an RA would impact the operation and productivity of a workplace. For some employers, the cost of implementing an RA can be an undue hardship. For others, granting the RA might interfere with the overall operation of the workplace. For example, if granting the RA would diminish efficiency in other positions or  infringe on the rights/benefits of other employees, such an RA may be denied for imposing an undue hardship on the employer.

Who can request a reasonable accommodation?

Any employee or applicant for employment may request an RA. The need for an RA will not affect the individual’s employment if the employee is otherwise qualified to perform the essential functions of the position.

How does the reasonable accommodation process work?

Any employee or applicant for employment may request an RA. The need for an RA will not affect the individual’s employment if the employee is otherwise qualified to perform the essential functions of the position.

Personal Assistant Services (PAS)

For many individuals with disabilities, personal assistance services (PAS) help make employment possible. Some people use PAS to carry out activities of daily living. Depending on the individual, such activities might include getting up and ready for work, bathing, dressing or using the restroom.

Some people also use PAS in the workplace. Examples of workplace PAS vary, but may involve activities such as retrieving materials out of reach or providing travel assistance for an employee with a mobility impairment; helping an employee with a cognitive disability in decision-making; reading printed materials to an employee who is visually impaired; or ensuring a sign language interpreter is present during meetings for an employee who is deaf. The point is that if an individual can perform the essential job fuctions of a position, that individual is qualified to hold that position in our organization. If the agency must offer RA or PAS to enable the employee to productively carry out their work, then that's what we do. If you would like more information about PAS, please reach out the EDI Office or the Disability Program Manager.