Equal Employment Opportunity Strategy and Integration Directorate (EEO)


The Installation EEO’s mission is to attract, recruit, develop, and retain a high‐quality, diverse Total Force, ensuring an environment free from personal, social, or institutional barriers that prevent members from rising to the highest level of responsibility possible.


The Disability Program Management Program   communicates the needs of individuals with disabilities and information relevant to ensuring Air Force compliance with Disability Programs, employment initiatives and federal law. 

  1. Reasonable Accommodation is an adjustment or alteration that enables a qualified person with a disability to apply for a job, perform job duties, or enjoy equal benefits and privileges of employment. Reasonable accommodation is covered under AFI 36-2710 Ch. 13.
    1. Qualified Individual with a Disability is an individual with a physical or mental impairment, or a record of having such impairment, that substantially limits one or more major life activities, who can, with or without reasonable accommodation, perform the essential functions of the position that the individual holds or desires. A qualified individual with a disability does not include any employee or applicant who is currently engaging in the illegal use of drugs.
  2. Schedule A is Excepted Service Appointing Authorities covered under 5 CFR 213.3102 (u), for hiring people with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. This excepted authority is used to appoint persons with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. Such individuals may qualify for conversion to permanent status after two years of satisfactory service. Sever physical disabilities include but are not limited to blindness, deafness, paralysis, missing limbs, epilepsy, dwarfism, and more.
    1. Schedule A, 5 CFR 213.3102 (11) for hiring readers, interpreters, and personal assistants. This excepted authority is used to appoint readers, interpreters, and personal assistants for employees with severe disabilities as reasonable accommodations
  3. Workforce Recruitment Program (WRP) - Employs eligible college students and recent grads with disabilities in internships and permanent jobs.
  4. Disability Retirement - You must become disabled, while employed in a position subject to FERS, because of a disease or injury, for useful and efficient service in your current position. The disability must be expected to last at least one year. Your agency must certify that it is unable to accommodate your disabling medical condition in your present position and that it has considered you for any vacant position in the same agency at the same grade/pay level, within the same commuting area, for which you are qualified for reassignment. There is no minimum age but have to have 18 months of service years. 

    Policy Letter on Special Emphasis Programs (SEPS) and Reasonable Accommodation Policy

Email to Robins Disability Program: 78ABW.DEIA.DisabilityProgram@us.af.mil


The Affirmative Employment Program is implemented to ensure equal opportunity in all personnel administration and management matters throughout the employment lifecycle, including recruitment, outreach, hiring, retention, training, development, promotions, awards, and separations. This program strives to ensure the Air Force is proactively recruiting, hiring, promoting, and retaining a diverse and inclusive workforce.


The Equal Opportunity (EO) Branch ensures equal opportunity compliance, provides proactive human relations services, and champions the Air Force's policy of zero tolerance for unlawful discrimination and sexual harassment for all agency employees, Air Force members, and tenants.

The EO office also processes complaints of non-sexual harassment, hazing, and bullying for Air Force service members.

Email to Robins EO Branch: 78abw.eo.workflow@us.af.mil

MEO Complaints (Service Members)
EEO Complaints (Civilians)
No Fear Act


The Anti-Harassment Branch leads strategic communication and utilizes tools to educate and highlight diversity and inclusion at the individual, organizational, and operational levels. The Anti-Harassment branch also reviews and approves all installation EEO training and marketing materials. Lastly, the Anti-Harassment branch assists employees and the chain of command with taking the appropriate steps to mitigate and eliminate all forms of harassment and workplace bullying.

DoDI 1020.03  Harassment Prevention and Response in the Armed Services  
DoDI 1020.04  Harassment Prevention and Response for DoD Civilian Employees  

Contact EEO

706 Ninth Street Bldg. 936
Robins Air Force Base, Georgia 31098
Comm: (478) 926-2131 DSN: 468-2131
Fax: (478) 926-3281­