13.01 Affirmative Action
To provide guidelines regarding affirmative action applicable to the entire university.
I. Policy Statement:
The University of Northern Iowa has adopted a policy of nondiscrimination (See also 13.02 Discrimination and Harassment Policy) and affirmative action in accordance with federal and state public policy and law -
Title VI and Title VII of the Civil Rights Act of 1964; Executive Order 11246 as amended; Equal Pay Act of 1963; Title IX of the Education Amendments of 1972; Sections 503 and 504 of the Rehabilitation Act of 1973; Americans with Disabilities Act of 1990; Vietnam Era Veterans Readjustment Act of 1974; Civil Rights Act of 1991; Iowa Civil Rights Act of 1965; Iowa Executive Order #15, 1973; Iowa Executive Order #46, 1982; Code of Iowa Chapter 19B and 216; Iowa Executive Order #7, 1999; and other relevant legislation and state and federal executive orders.
The University is committed to a policy of equal opportunity in employment, retention, and advancement of employees without regard to age, color, creed, disability, gender identity, national origin, race, religion, sex, sexual orientation, veteran status, or any other basis protected by federal and/or state law, except in rare instances where sex may be a bona fide occupational requirement of the applicant, and to a policy of affirmative action for protected classes. Affirmative action entails special efforts by the University community to recruit and hire protected class members throughout the University, proportionate to their availability in the relative labor market. These policies apply to all positions in the University.
The University will cooperate with and seek the assistance and counsel of the Board of Regents, State of Iowa; the Iowa Civil Rights Commission; the Equal Employment Opportunity Commission; the Office for Civil Rights; the U.S. Department of Education; and other appropriate state and federal agencies.
II. Authority and Responsibility for Affirmative Action
The University community has the responsibility to abide by the spirit of affirmative action and to achieve its implementation. Individuals having recurring or ad hoc responsibilities for personnel decisions are concomitantly responsible for achieving affirmative action goals and objectives and complying with established affirmative action procedures.
The Office of Compliance and Equity Management has an oversight responsibility to confirm that personnel recruitment has been made in compliance with the spirit and letter of the Affirmative Action policy. In fulfilling this responsibility, the Assistant to the President for Compliance and Equity Management or designee will review proposed search processes, as well as offer assistance to those searches and consult with search participants.
Guidelines for searches are prepared by the Office of Compliance and Equity Management and the Office of Human Resource Services. The primary objective, as reflected in the guidelines, is to assist and facilitate the achievement of affirmative action priorities.
III. Policy Dissemination
The internal dissemination of affirmative action policies at the University of Northern Iowa is the responsibility of the Office of the President.
The Office of Compliance and Equity Management collects, compiles, analyzes, and disseminates appropriate data, surveys, and reports that serve to inform the University community, and to heighten awareness both internally and externally of the University's commitment to affirmative action. Such reports are shared with other state and federal agencies. In addition, the office reviews University advertisements to insure that the University complies with appropriate guidelines and procedures, and proclaims that it is an equal opportunity and affirmative action employer.
IV. Establishment of Goals and Timetables
A primary responsibility of the Office of Compliance and Equity Management is to assist departments in the development of plans to address the under-utilization of members of protected classes in the University. The Office of Compliance and Equity Management has the responsibility to collect and evaluate local, state, and national data to determine the factored availability of women and minorities, and, in consultation with administrative officials, to determine unit goals and timetables for the achievement of those goals.
V. Position Search and Selection Policy
Vacant positions at the University of Northern Iowa shall be filled by the customary search and selection procedures. Exceptions to this process will be authorized by the Assistant to the President for Compliance and Equity Management, as outlined in this Policy for Affirmative Action in the following employment categories: Faculty and Staff, Temporary, Part-time, Emergency, and Term Appointments, and in instances where internal promotion is proposed. No employment offer shall be extended in the absence of "good faith" compliance with the University's affirmative action policies as determined by the Assistant to the President for Compliance and Equity Management or designee, in consultation with the appropriate Vice President.
See also 13.03 Equal OpportunityOffice of Compliance and Equity Management approved, 9/00
President’s Cabinet approved, 10/00
For additional information, contact the Office of Compliance and Equity Management, 117 Gilchrist, University of Northern Iowa, Cedar Falls, IA 50614-0028, 319.273.2846, or visit www.uni.edu/equity.