AFI1-1 18 AUGUST 2023 19
based on commander’s intent and the principles of mission command. See Air Force Doctrine
Publication, AFDP 1, The Air Force
2.6. Wingmen. Airmen at all levels of command and supervision, have a role as wingmen. The
Air Force culture is centered on the idea that a wingman will always safeguard their lead, and it
adheres to the belief that a lead never lets his or her wingman stray into danger. All Airmen are
encouraged to be good wingmen. Being a good wingman means taking care of fellow Airmen and
taking action when signs of trouble or distress are observed, especially in situations where Airmen
appear as if they are about to make a poor decision, are in despair, or show signs of hurting
themselves or others. Commanders also need to recognize when their people need help and know
where to send them to get it. Supervisors are the first line of defense for the well-being of the
people they supervise. And as leaders, supervisors are often in a position to spot the first signs of
trouble and are in the best position to listen and provide, or arrange for, needed assistance.
2.7. Unlawful Discrimination. The DAF does not tolerate unlawful discrimination and
harassment (including bullying, hazing, and sexual harassment) against military members on the
basis of race, color, national origin, sex (including pregnancy), gender identity, sexual orientation,
and religion. The DAF does not tolerate unlawful discrimination and harassment against civilian
employees on the basis of race, color, national origin, sex (including pregnancy, gender identity,
and sexual orientation), religion, age (40 or older), disability, genetic information, and retaliation
that contributes to a hostile work environment. The right to non-discrimination on the basis of
religion includes the right to reasonable accommodation of one’s religious beliefs and practices.
See DAFI 36-2710, Equal Opportunity Program.
2.7.1. Unlawful harassment includes creating an intimidating, hostile working environment
for another person on the basis of a protected class. The use of disparaging terms with respect
to a person’s protected class contributes to a hostile work environment and must not be
tolerated. It is the obligation of each Airman (military and civilian) in the chain of command
or supervision to identify and prevent such conduct. Commanders and supervisors are
responsible for establishing a work climate free from unlawful discrimination and harassment
and are responsible for fostering a work climate that can readily identify and appropriately
address these behaviors.
2.8. Harassment. The DAF will not tolerate harassment that is unwelcome or offensive to a
reasonable person, whether oral, written, or physical, that creates an intimidating, hostile, or
offensive environment. Harassment can occur through electronic communications, including
social media, other forms of communication, and in person. Harassment may include offensive
jokes, epithets, ridicule or mockery, insults, or put-downs, displays of offensive objects or imagery,
stereotyping, intimidating acts, veiled threats of violence, threatening or provoking remarks, racial
or other slurs, derogatory remarks about a person’s accent, or displays of racially offensive
symbols. Activities or actions undertaken for a proper military or governmental purpose, such as
combat survival training, are not considered harassment. Types of harassment include, but are not
limited to, sexual harassment, bullying, and hazing. See DoDI 1020.03, Harassment Prevention
and Response in the Armed Forces; DAFI 36-2710, Equal Opportunity Program.
2.8.1. Bullying includes acts of aggression by military members or civilian employees, with a
nexus to military service, with the intent of harming a Service member either physically or
psychologically, without a proper military or other governmental purpose. Bullying may
involve the singling out of an individual from his or her coworkers, or unit, for ridicule because