13.01 Affirmative Action
Purpose:
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 13.03 Nondiscrimination) 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 race, religion,
national origin, age, sex, sexual orientation, or disability status or
any other status protected by 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 Compliance Office of the Board of Regents, State of Iowa, the Iowa
Civil Rights Commission, the Equal Employment Opportunity Commission,
the Office of 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 Director 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 Resources. 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 Director of Compliance and Equity Management,
as outlined in the 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 Director of Compliance and Equity Management or designee,
in consultation with the appropriate Vice President.
See also 13.03
Equal Opportunity
Office 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, 441 Library, University of Northern Iowa, Cedar Falls, IA 50614-0028, 319.273.2846, or visit www.uni.edu/equity. | 
