R 021949Z APR 24 MID600117316090U 
FM SECNAV WASHINGTON DC 
TO ALNAV 
INFO SECNAV WASHINGTON DC 
CNO WASHINGTON DC 
CMC WASHINGTON DC 
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UNCLAS 
 
ALNAV 029/24 
 
MSGID/GENADMIN/SECNAV WASHINGTON DC/-/APR// 
 
SUBJ/Sexual Assault Awareness and Prevention Month// 
 
REF/A/GENADMIN/ALNAV/221455ZAPR22// 
REF/B/LTR/SECNAV MEMO/9JUN23// 
REF/C/LTR/SECNAV MEMO/29JUN22// 
REF/D/LTR/SECNAV MEMO/24JUN22// 
 
NARR/REF A IS ALNAV 024/22, INTERIM POLICY GOVERNING INVESTIGATION OF 
FORMAL SEXUAL HARASSMENT COMPLAINTS UNDER 10 U.S.C. 1561. 
REF B IS SECNAV MEMO, DEPARTMENT OF THE NAVY POLICY REGARDING SUPPORT 
SERVICES FOR VICTIMS OF SEXUAL HARASSMENT. 
REF C IS SECNAV MEMO, SAFE TO REPORT POLICY. 
REF D IS SECNAV MEMO, NO WRONG DOOR POLICY.// 
 
RMKS/1.  April is Sexual Assault Awareness and Prevention Month.  The 
theme is "Step Forward.  Prevent.  Report.  Advocate." 
 
2.  The Department of the Navy (DON) is dedicated to building a 
culture of warfighting excellence where every Sailor, Marine, and 
civilian is treated with dignity and respect; lives up to our values 
of honor, courage, and commitment; and thrives in their service. 
Eliminating sexual assault and sexual harassment remains one of my top 
priorities.  I am committed to collaborating with you to foster 
healthy climates, promote trust, and eradicate behaviors that counter 
our values at their onset. 
 
3.  Step Forward.  I encourage all leaders to model appropriate 
behavior and be familiar with the warning signs that increase the risk 
of sexual assault within their commands to include:  sexual 
harassment, gender discrimination, lack of responsibility and 
intervention, workplace hostility, lack of respect, and poor unit 
cohesion, amongst others.  On 26 January 2022, sexual harassment 
became an enumerated offense under the Uniform Code of Military 
Justice.  On 22 April 2022, I released reference (a), and directed 
commanders who receive a formal complaint of sexual harassment to 
forward the complaint to the next higher-level commander to 
investigate the complaint.  Efforts in the coming year will increase 
investigation and accountability mechanisms, but I need all hands to 
Step Forward now.  Do not overlook the warning signs; they are often 
foundational to more egregious forms of harm. 
 
4.  Prevent.  All leaders bear the responsibility of actively 
contributing to the prevention of both sexual assault and sexual 
harassment.  By equipping our leaders with the skills they need to 
maintain open dialogue, we can create an environment where each member 
of the team feels empowered to voice their concerns.  The Department 
is expeditiously establishing the integrated primary prevention 
workforce, a community of professionals dedicated to assisting leaders 
with driving down rates of harmful behavior and increasing reporting 
and help-seeking behaviors. 
 
5.  Report.  It is essential that leaders at all levels develop an 
atmosphere of trust among their teams where individuals feel empowered 
to report sexual violence and seek help without fear of retaliation. 
On 9 June 2023, I signed reference (b) to expand support services, 
through Sexual Assault Prevention and Response (SAPR) offices, for 
victims of sexual harassment.  I preceded this action in 2022 with 
references (c) and (d), policies that enhance available supportive 
services for victims of sexual assault.  This guidance continues to 
eliminate barriers to reporting while ensuring comprehensive care for 
all survivors.  Let us stand in solidarity with survivors and commit 
ourselves to creating a culture where they feel supported choosing 
their route towards recovery. 
 
6.  Advocate.  This, and every month, let us actively support one 
another and reinforce our shared commitment to preventing sexual 
assault and harassment.  Change is possible when we all do our part. 
Together we can create a workplace where everyone feels safe, valued, 
and respected.  Let us reaffirm our commitment to treating each other 
with dignity and respect.  Every action, word, or gesture should 
reflect our core values of honor, courage, and commitment. 
 
7.  Resources are available 24/7. 
    a.  The SAPR program provides eligible adult sexual assault 
victims the opportunity to report these crimes and receive supportive 
services.  SAPR victim advocates and sexual assault response 
coordinators are also able to provide resources and confidential 
reporting options. 
    b.   Military Equal Opportunity offices provide confidential 
reporting options and referrals to resources for all reports of sexual 
harassment. 
    c.  Confidential assistance is available 24/7 from the Department 
of Defense Safe Helpline at (877) 995-5247 or https://www.safehelpline.org/. 
    d.  Civilian employees can receive assistance 24/7 from the DON 
Civilian Employee Assistance Program at (844) 366-2327. 
 
8.  Released by the Honorable Carlos Del Toro, Secretary of the 
Navy.// 
 
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