If unequal or unfair treatment exists, it will show up quickly in low personnel performance. Mix unequal or unfair treatment with poor leadership and you have the makings of trouble. Active use of equal and fair treatment  coupled  with  good  leadership  provide  a successful   formula   for   outstanding   performance. Always  remember  to  treat  others  the  way  you  want them to treat you. Equal Opportunity and Human Rights as an Element of Leadership The qualities of an effective leader were previously described. Now you will study an element that is part of basic leadership. It is equal opportunity. All personnel should   set   an   outstanding   example,   motivate subordinates, and always enforce standards to prevent discrimination.  There  is  no  room  in  the  Navy  for discrimination. We must enforce the standards set for us to make sure race, ethnicity, religion, gender, or national origin within constraints of the law are not factors in the treatment of our people or their families on or off base. EO,  treatment,  and  understanding  of  cultural differences are all parts of leadership and supervision. By practicing EO, you will attain and maintain a high state of moral and military effectiveness. EO must aim toward  a  Navy  environment  in  which  consideration and  treatment  are  equal  to  all  based  on  individual effort, performance, conduct, diligence, and talent. The achievement of EO and human rights is part of meeting  the  challenge  of  high  moral,  ethical,  and behavioral standards. Making sure these standards are upheld and not degraded through ignorance, neglect, or   indifference   is   the   responsibility   of   all   Navy personnel.  Senior  petty  officers  betray  their  juniors when they fail to support EO or fail to insist that others support EO. Similarly, a senior does not fulfill his or her  responsibility  to  the  Navy  by  tolerating  laxity, slackness, lack of discipline, or unmilitary behavior by those   over   whom   the   senior   has   supervisory responsibility. Therefore,  as  an  element  of  leadership,  EO  and human rights enhance the total quality of life of Navy personnel.  They  also  increase  the  capability  of  the Navy to fulfill its mission. Command Managed Equal Opportunity The   Command   Managed   Equal   Opportunity (CMEO)  Program  ensures  that  equal  opportunity exists at the unit level. CMEO is a tool for detecting and preventing   discrimination.   Under   this   program, individual commands are required to monitor their EO climate, conduct command assessments, provide EO training, and ensure proper handling and reporting of complaints  and  incidents.  An  environment  in  which equal opportunity exists for all members is essential to attaining  and  maintaining  high  command  morale, discipline,   readiness,   and   military   effectiveness. CMEO aids in achieving these goals. Command Assessment Teams Conducting a successful and effective EO program requires each command to accurately assess its current EO status. The command assessment focuses on the treatment  and  achievements  of  individuals.  It  also looks  at  the  overall  effectiveness  of  command  EO programs  and  the  follow-up  actions  on  previous  EO issues.  The  assessment  uses  command  demographic information  (factors  such  as  age,  race,  ethnicity, gender, rank, paygrade, designator, and rating). This is a   formal   assessment   that   includes   the   command assessment team (CAT) and data sources. The CAT is a group of command personnel trained to plan and conduct a command assessment. They also are  trained  to  analyze  the  data  they  collect.  CATs receive training from a CNET activity, MTT, or EOPS from a major command or staff. The command must record  this  training  in  the  member’s  service  record. The following guidelines apply to the CAT: ·   Mandatory membership includes the executive officer (XO), at least one department head, and the command master chief (CMC) or equivalent. When   a   command   has   a   command   career counselor and/or personnel officer and/or legal officer,  they  should  be  members.  Remaining members should be a cross-section of paygrades, genders,   races,   and   departments   of   the command.  All  CAT  members,  including  those who have mandatory membership, must receive formal training. The commanding officer has the prerogative to increase the size or scope of the CAT.  Regardless  of  team  composition,  final responsibility  for  CAT  effectiveness  remains with the commanding officer. ·   Members of the CAT who have not participated as  an  active  member  for  over  24  months  must repeat the formal training. ·   Members of the CAT should complete the Equal Opportunity  in  the  Navy  nonresident  training course (NAVEDTRA 13099-E) within 3 months of assignment to the assessment team. 3-8