*AR 600-42

ABMY R^GULAT^* u \ ' ' • ' HEADQUARTERS\ ;; ' • DEPARTMENT OF THE ARMY

NK 600-42. _ '•• V.v, '•"• WASHINGTON, DC, 11 December 1973PERSONNEL—GENERAL

RACE RELATIONS EDUCATION FOR THE ARMY. ' Effective 1 February 1974

This regulation implements DQDD 1322.11 concerning the establishment of a comprehensiveeducational program in race relations f o r - a l l members of the military services and providesguidance for developing race relations training programs and related activities within theArmy. If supplebients are issued, Army-Staff agencies and major commands will furnish onecopy of .each to IfQDA (DAPE-MPT); other commands will furnish one copy of each to the nexthigher headquarters. . .

SECTION .V. GENERAL • • . ParaEraptiPurpose and . s c o p e — _ : _ _ _ _ _ _ _ _ _ _ - . . • . : . . _ _ . - _ _ _ _ _ _ _ , . , . . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1Jbjcctivc of race_ relations education,. . _ . - . _ _ _ _ _ _ _ _ _ _ _ _ _ _ i _ _ _ _ _ _ _ _ _ _ _ 2ixplanation of t e r m s , , _ _ _ _ . _ _ _ „ . - - _ _ - _ - . - _ _ _ _ _ _ _ . _ : _ _ _ . - . _ _ _ _ _ _ _ _ 3

P d - i c y _ l _ _ _ _ l _ - . _ : _ _ _ _ _ _ • _ _ _ . . _ _ _ ! _ _ _ . . . . . _ . . . _ _ _ _ . _ , . _ _ _ _ _ . ! _ _ . _ _ " _ 4Elements of the Army race relations p r o g r a m , _ _ _ _ _ _ _ , _ _ _ _ _ _ _ . . _ _ _ _ _ _ . . oResponsibilities ! _ _ . _ • _ _ . _ , _ _ • „ _ _ - . - - _ - - - _ _ _ _ _ - - - - . _ - _ _ _ _ _ _ _ _ _ _ _ _ . . _ _ 6

II. INSTRUCTOR AND;STAFF TRAININGRace relations i n s t r u c t o r s _ _ _ _ , . . . - _ _ _ _ _ _ _ _ _ _ , _ _ . . . _ _ _ _ _ _ . _ _ _ _ • _ . _ , _ 7Unit discussion l e a d e r s . . _ " _ . . . - _ . _ _ _ _ _ _ _ _ . , _ . _ _ _ _ _ . _ _ _ _ _ _ , . . _ , - i _ T _ " _ 8

-' Staff trainirtg.__.-__..__._.....;.-.•........'._......:......fTl...__ 9III. INDIVIDUAL TRAINING •• . • • ,;.•- ' Racial awarcnces for s o l d i e r s _ _ . . - - - _ _ _ _ _ - - - . _ _ - , _ _ , _ _ _ _ _ . . „ _ _ , _ _ _ 10

Racial awarcnessvfor leaders. _ _ . . . - _ . - . _ - _ - _ - _ - _ _ . _ _ , _ . _ _ _ _ _ _ _ _ . _ _ . 11• Racial awareness ns^r m a n a g e r s . _ - - - _ - - - - _ - - ' - - . - _ - - _ _ _ _ _ _ _ _ _ ' _ - - - - - - - 12

IV. UNIT TRAININRacial awareness"program.. J _ _ _ _ _ _ , _ , _ - _ _ . _ ^ _ _ _ _ _ _ _ _ _ . _ _ _ _ _ _ • _ _ . . _ , 13Race relations s e m i n a r s \ _ l . j _ - _ - - - - - - - _ : _ - - - - - _ - . . _ _ _ _ _ _ , . . . „ , _ _ _ _ 14Other unit activities_ _ . - V . _ _ _ _ _ _ - _ _ . _ _ _ _ . . _ - . - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ . _ . _ , 15Availability of course m a t e v i a l s _ _ _ - - - - - - - - - - _ _ - - - - , - - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ 16

Section I\GENERAL

1. Purpose and scope. This regulation, establishespolicies and procedures and designates responsi-bilities for developing an active race relationseducational program for all Army- personnel. Theprovisions of this regulation apply to all membersand units of the Active Army, Army NationalGuard, and the US Army Reserve. '2. Objective''of race relations education; Theobjective of the: Army race relations educationprogram is to maintain the highest degree oforganizational and combat readiness by fosteringharmonious relations among all military -personnelunder Army control.3. Explanation 'of terms, a, 'Affirmative' actionsplan. A plan for identifying and correcting in-

equities in a unit caused by or related, to race,religion, creed, or national origin.

L Personal (individual) racism.. The acting outof .prejudices by individuals against other indi-viduals or groups along racial lines. ,

c. Imiitutional (functional) racism. The policiesor actions of an institution which have raciallydiffereiitiakeffects not otherwise justifiable. .. d. Race.\Categories into which persons are

divided' by American society, based on physicalcriteria.

e. Ethnic (/roufa-A. group of people distinguishedfrom the generalNpopidation, based on actual orperceived culturalXcriteriu (language, life style,religion, mores, andVational origin).

*This regulation supersedes DA message 101911Z, Jan 73 (U), subject: Concept, of•rogram. ., . . !• 'V^" :K*»'

Tf1) i'.' • •. -:'•?, i '•--*"' *

'AGO 316 A—December 540-170 trt— 73 \; '. ;0'.*''^ * *"* r '( O Pi"W\'nV

t\ Race Relations Education

/. Minority group. Any group distinguished from'the general population and treated less favorablywithin the society because of race, religion, ethnicorigin, or sex.4. Policy, a. Commanders will be alert to the con-/ ,tinning need for promoting racial harmony througheducation and other related activities. Their active.'involvement m an effective race relations program (is the key to its. success.

6. The emphasis of the race relations program -will be on the development of the,team work and ,comradeship that builds pride in the unit..

c. Education in race relations will be carried outthrough formal training in Army training centers,Army service schools, USAR schools, and indi-vidual units; through special training of Armyleaders and managers; and through specific efforts

.to stimulate interracial communication in units.d. Instruction will focus on the history, back-

ground, life style, contributions, and interactionsamong ethnic and racial groups.5. Elements of the Army race relations program, a.Individual training. Formal race relations instruc-tion in basic combat training and professional •development courses taught in Army serviceschools and USAR schools.

b. Unit training. A comprehensive racial aware-ness program of activities designed to stimulateinterracial communications and to promote racialharmony in unit^The program includes racerelations seminars (sec IV) and all organizedunit activities directed toward improving inter-racial communications.

c. Special training for leaders .and managers-Formal instruction in race • relations conductedin Army colleges and in special courses. Thistraining will insure that Army managers areaware of the extent and causes of racial tensionsand of the programs and management techniquesavailable to reduce racial tension.6. Responsibilities, a. The Deputy Chief of Stafffor Personnel, Department of the Army— .

(I) Formulates overall Army policy governingthe development and administration of racerelations education for Army pez'sounel on activeduty.

\ (2) Establishes selection criteria for nomineesto attend the .Defense Race Relations Institute(DRRI) at gatrick Air Force Base, Florida,

(3) Plans,'establishes, and administers specialrace,relations orientation courses.

(4) Serves .with the Assistant Secretary ofArmy .(Manpower and Reserve Affairs) on theDefense Race Relations Education Board estab-lished by the-Department o f ' Defense .(DODD1322:1-1). ' • ' *

b. Chief, Office of Reserve Components—• (1) Formulates policy governing the devel-

opment and administration of race relationseducation for personnel in the Reserve componentsand oversees its performance.

(2) Monitors the selection of Reserve com-ponent personnel to attend the DRRI.

(3) Provides information on Reserve com-ponent personnel selected to attend the DRRI toCommander, US Army Military Personnel Center,

c. Commanding' General, US Army MilitaryPersonnel Center—

(1) Approves nomination of Army personnelselected to attend the DRRI.

(2) Manages the Army's DRRI studentquotas. .

' (3) :Manages'personnel with MOS OOU/2350to insure that'their special qualifications are bene-ficially used.

d. Commanding General, US Army Trainingand Doctrine Command—

(1) Designates the appropriate agency under'his command as the proponent for race relationsinstruction. ., . t .

(2) Insures that the appropriate agency < es-tablishes liaison with and , receives educationalguidelines and materials from the DRRI.

(3) Develops the doctrine and. associatedtraining materials dealing with all facets of racerelations education in the Army.

(4) Solicits and programs CON US trainingrequirements for the unit discussion leader coursesat the US Army Infantry School, Fort Benning,Georgia.

. (o) Solicits and programs all training require-ments for special courses at the US Army Instituteof Administration (USAIA), Forfc Benjamin Harri-son, Indiana.

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Section II. .INSTRUCTOR'AND STAFF TRAINING

7. Race relations instructors, a. There will be arace -relations instructor team, consisting of aDRRI-trained officer and enlisted member—onefrom the majority'group, the other from a minoritygroup, for every unit of-brigade or comparablesize and for Army training centers, Serviceschools, and Reserve schools'. DRRI-trained in-structors in units will operate on a full-time basisat brigade or comparable level to assist in theunit commander's race relations program.

6. Individuals will be uomiuated' by theirrespective commanders to attend the DRRI.Enlisted personnel' graduating from the DRRIare awarded the Special Qualification Identifier(SQI) "Q." For officer personnel, the'course'titleand date of graduation .from DRRI will beentered under item 16 of DA Form 66 (OfficerQualification Record).8. Unit discussion leaders, a. There will, be anArmy school-trained race -relations discussionleader team, consisting of an officer and enlistedmember, for every unit of battalion.'or equivalentsize. The team will operate on an additional duty(part-time) basis.

6. .CONUS unit discussion leaders will receivea basic orientation, course, on race relations at theUS Army Infantry School. Unit discussion leadersin oversea commands will be trained -in com-parable command schools approved b}' a majoroversea commander.

c. Enlisted graduates of the US Army Infantry

School course and approved unit discussion leadercourses will be awarded SQI "B." For officers,the course title and date the course was completedwill be'entered under item'16 of DA Form 66.Personnel graduating from unit discussion-leadercourses established prior to publication of thisregulation may be awarded SQI "B" (enlistedmembers) or have'this information recorded-onDA Form 66- (officers), provided commandersverify that the courses are comparable to the USArmy Infantry School course,9. Staff training. The Army's objective is to haveformal school-trained race relations/equal op-portunity (RR/EO) personnel for all authorizedRR/EO staff positions. RR/EO staff personnelwill' be trained in special courses at the USAIAand DRRI. '

a. Enlisted graduates of the USAIA course willbe awarded Military Occupational Specialty(MOS) OOU, Race Relations/Equal OpportunitySpecialist (AR 611-201). Officer graduates of theUSAIA course may be awarded MOS 2350, RaceRelations/Equal Opportunity Officer (AR611-101).

b. Enlisted and officer graduates of the DRRImay be awarded MOS OOU and MOS 2350 byHQDA only, provided they meet requisite quali-fications for award of the MOS, are serving in.authorized RR/EO positions, and are otherwisequalified for the MOS based on job'experience orother formal school training.

Section III. INDIVIDUAL TRAINING

10. Racial awareness for soldiers. This is entrylevel training. All basic trainees will receiveinstruction on the Army's race relations/equalopportunity programs in an effort to counterracial tension.11. Racial awareness for leaders. This level ofrace relations training will be provided for juniorand middle grade officers and NCO's to reinforceentry level training. This training-is concentratedon leadership responsibilities and. techniques ofdealing with racial tension and will be presented

as part of the normal Service school and profession-al development courses.12. Racial awareness for managers. This level offormal race relations instruction will be providedfor senior officers and NCO's to enable them, tobecome aware of racial problems and to providethem the basis to deal with the problems. In-struction will be presented at the senior Serviceschools and in special general officer orientationprograms.

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Section IV. UNIT TRAINING13. Racial awareness program. All Army unitsthrough company level will develop a comprehen-sive formal racial awareness program to stimulateinterracial communication and, promote^ racialharmony in. units. The program will include man-datory race relations seminars (para 14) and allorganized unit activities directed toward im-proving interracial communication.14. Race relations seminars. Seminars will be thecornerstone of the racial awareness.program"andwill be conducted in every unit on a continuingbasis. . •

a. The course outline shown in table 1 will.beused as a guide for conducting seminars. Majorcommanders, National Guard and USAR com-manders in general officer positions, and localinstallation commanders are authorized to modifyand update this outline.

b. Seminars will be scheduled by unit com-manders not less frequently than once monthlyand will be conducted during prime training time.Seminars will be scheduled to cover the subjectsshown in table 1. Subjects need not be scheduledconsecutively; however, seminars must be con-ducted continually throughout the year to insurethat racial harmony is promoted in the unit.Follow-on seminars for subjects other than thoselisted in.the course outline will be conducted toraise the level of the unit's interest, understanding,and sensitivitv.

c. The seminars should be presented in groupsof platoon size, except that introductory sessionsimay be conducted -in larger .groups.'The',unit 'chain of command will lead the seminars, tcch-|nically.assisted by graduates of the DRRI and/or'gracluates of major command-sponsored unit race p

relations discussion leader courses., < , '' ( / . .Since seminars will.be conducted during'

prime training time, attendance by every unit ;member is expected,; Active participation bymembers of the unit chain of command in theseminars is imperative if the racial awarenessprogram is to be beneficial in maintaining theorganizational and combat readiness of the unit.15. Other unit activities. Other .racial awarenessprogram activities should deal with subjects ofcurrent interest and importance, and need notrepeat information taught in the seminars. Theseactivities may include establishment of culturalawareness groups, appropriate observance ofevents of special calendar significance, and en-couragement to display various racial and cross-cultural exhibits in libraries, clubs, and units.16. Availability of course materials. Instruc-tional and educational materials to support theracial awareness program are available throughnormal distribution channels. The acquisitionand use of commercially produced audio-visualmaterials will be in accordance1 with paragraph3-23, AR 108-5. " '

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\ • -Table 1. SEMINAR COURSE OUTLINE FOR UNIT RACIAL AWARENESS PROGRAM. •• Block , , Session ' - Subject

I. Introduction A _ _ _ - - - - - Introduction to Racial Awareness ProgramB - _ - _ _ _ - - Department of Defense, Army, and Unit Race Re-

lations/Equal Opportunity Policies• - . (1) Purpose. To inform all members of the unit of

,. • . ' the unit's Racial Awareness Program activitiesand to insure that all personnel understand thurace relations/equal opportunity policies of DOD,

. . - DA, and the unit.• (2) Scope. The entire scope of the race relations/

. ,,, • ' . - , • • , equal opportunity policies and procedures of the. - , . • . . ' - • . . • . • Department of Defense should be covered, but

• • -, . . ; ' the emphasis should be on the specific activities. ' • ; of the unit that are directed toward the promo-

, . . , . - ' tion of racial harmony and the insurance of equal: : i . • • . , ' - . , opportunity for all personnel. The principles

governing the Army RR/EO program should. i . i ' : • . ' also be covered in this block of instruction.

II. Personal Racism A.------- Introduction to the Concept of Personal RacismB _ - _ _ _ _ _ _ PrejudiceC-_----- - - Overcoming Prejudice in the Unit

. " D _ _ _ _ _ _ _ Eliminating Minority and Majority Stereotypes' (1) Purpose. To provide an understanding of the

.. • , . . phenomena of personal racism, prejudice, and' '.- •• . • , . stereotypes and to promote positive and produc-

. • . tive behavior in unit members to eliminate ther - " . • detrimental effects of these phenomena in the

unit.(2) Scope. Includes the distinction between personal

(individual) racism and institutional (functional)racism; treats the theory of prejudice and em-phasizes measures to counter it in the unit. Dis-

1 • • • • . . . cusses the ftdlacies of minority and majoritystereotypes and promotes cross-racial discussionand understanding in the unit.

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AR 600-42Block • ' ' Session . . . . Subject - ' • • • - 1

III. Interracial and Interethnic A - , _ _ . - _ - Establishing Interracial and Interethnic Communication'Communication in the Unit : !

B _ _ _ _ . _ _ - Feelings of Minorities *C_----- Feelings of Majorities ]

(1) Purpose. To establish and encourage communi-!cation and understanding among members of the •unit of the feelings and perceptions of both the ;minority and majority members. !

(2) Scope. Aims directly at establishing cross-racial Iand cross-ethnic communication among unitmembers. Encourages an understanding among <all unit members of the background, culture, and 'feelings of other unit members. Explains the func- 'tion of the chain of command in opening lines ofcommunication within the unit and among unit *members and the surrounding military and civil- •',ian communities. ' "$

IV. Minorities in American Life A — - - - - - - Participation of Minorities in Contemporary American 'Life • - . " . - . ,

B_ , -_ - ._ - . . Understanding Minorities' Life Styles tC _ - - - - - - - Understanding Majorities' Life StylesD ; _ _ _ _ _ _ Insuring the Proper Utilization of Minorities in the I

Unit !' , ' • (1) Purpose. To promote an understanding of

American life as a multi-racial, multi-ethnicexperience; to emphasize contributions of minor-ities to our society; and to insure that all unitmembers understand the guarantee of equalopportunity for minority members of the unit.

(2) Scope. Includes an examination of the history,life styles, and values of racial and ethnic minor-ity groups in the Army, such us the black, Indian,Chicano, Puerto Rican, Asian-American, andpoor white of Appalachia, and how they havebeen accepted or rejected by the majority withinthe Army. Examines majority (white) life stylesand how minority cultures and the modern iegaldoctrines and social concepts toward minoritygroups affect the majority group. Aims directlyat establishing an understanding of the differentlife styles of various members of the unit, howeach majority or minority member contributes tothe effectiveness of the unit, and the causes andeffects of "white backlash."

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•, - -Block ' - • - - Session - -•• •-• - - Subject

V. Institutional-Racism " ' A--------- Introduction to the Concept of Institutional Racism" • - • ' v ' - - ' B_- '~_• - - - - Preventing Institutional Racism in the Unit

'-• ' ' • "' '-(!•) Purpose. To promote an understanding of the'J • •' • phenomenon1 of institutional racism and how it

serves to 'keep minorities suppressed and sub-ordinated, and to promote positive actions byunit members to prevent the development ofinstitutional racism within the unit.

, (2) Scope. Includes the distinction between insti-tutional (functional) racism and personal (in-dividual) racism; examines policies and proce-dures which .are examples of institutional racism;shows how institutional racism has been and canbe combated effectively within the unit.

« VI. Racial and Ethnic Awareness A _ _ _ _ . - _ _ Racial and Ethnic Issues Facing the Nation and theUnit '

1 B _ _ _ _ _ _ The Unit Affirmative Actions PlanC _ _ . _ _ _ _ . . Combating Discrimination

(1) Purpose. To provide an awareness of discrimi-natory practices and causes which may create

1 racial or ethnic disharmony or unrest in the unit,the Army or local community; to promote anunderstanding of why arid how newly assignedminority personnel are expressing their discon-tent; and to explain positive actions being takenby the unit to combat discrimination and pro-mote equal opportunity for all unit members.

(2) Scope. Includes an examination of the racialissues facing the Nation and the unit plus thebasic causes of racial unrest and violence in theNation. Includes a review and explanation of theunit's affirmative actions plan and.measures taken,within the unit to eliminate discrimination andpromote racial harmony.

AR 600-42

The proponent agency of this regulation is the Office of the Deputy Chiefof Staff for Personnel. Users are invited to send comments and suggestedimprovements on DA Form 2028 (Recommended Changes to Publications)direct to HQDA (DAPE-MPT), WASH DC 20310.

By Order of the Secretary of the Army:

Official:.VERNE L. BOWERSMajor General. United .States ArmyThe Adjutant General

CREIGHTON W. ABRAMSGeneral, United States ArmyChief, of Staff

DISTRIBUTION:Active Army. AKNG. USAR: To be distributed in accordance with DA Form 12-9 A require-

ments for AR, Personnel General:'A (Qty Rqr Block No. 882)

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