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AFFIRMATIVE ACTION COMPLIANCE
Theutilization. A utilization analysis
of the workforce shows a comparison between the representation of
minority and female workers in the University workforce and their
availability. Goals are established based on the utilization
analysis. All academic departments and employing units are expected
to apply good faith efforts in recruiting and employing women and
minorities to achieve these goals. The statistical analysis and
establishment of goals represent an affirmative effort to ensure
that the University continues to provide employment opportunities
on a nondiscriminatory basis. The UW–Madison Affirmative
Action Plan is updated annually. Copies of the current plan are
available from the Office for Equity and Diversity.
The
Equal Employment Opportunity/Affirmative Action Policy..
Further, it is UW–Madison policy to ensure equal opportunity to all persons with disabilities, disabled veterans and veterans of the Vietnam Era in positions for which they are qualified.
The chancellor assumes overall responsibility for the implementation of the UW–Madison affirmative action plan. Through the provost and vice chancellor for Academic Affairs, the chancellor has delegated primary responsibility for administration of the affirmative action plan to the assistant vice provost and director of the Office for Equity and Diversity. Deans and directors, as well as other administrators and supervisors throughout the University, also have affirmative action responsibilities. Affirmative action progress will be monitored and achievement under this plan will be evaluated, as is achievement of other University goals.
The administration, faculty and staff of UW–Madison are committed to and reaffirm support of the principle of equal employment opportunity. Each employing unit is charged, therefore, to conduct its recruitment and employment practices in conformity with this principle and in accordance with the affirmative action plan. All UW–Madison employment policies, practices and procedures will be examined periodically to ensure that they are nondiscriminatory. Copies of the affirmative action plan and any related summaries are available from the Office for Equity and Diversity.
In addition, in conformity with applicable state statutes and regulations, UW–Madison provides equal employment opportunity for all persons regardless of age, race, color, religion, creed, national origin, ancestry, sex, sexual orientation, disability or political affiliation.
Harassment of employees by supervisors or co-workers on the basis of age, race, national origin, ancestry, religion, sex, disability or other protected status is an unlawful employment practice by federal and state law and University policy. It is the policy of the University to prevent and eliminate forms of unlawful harassment in employment and educational settings. All employees who believe they have been harassed on the basis of a protected status are encouraged to report these incidents to their supervisors (or the appropriate personnel officer if the supervisor is involved in the harassment), the designated contact person in their unit or the Office for Equity and Diversity.
The UW–Madison is committed to providing reasonable accommodations for persons with disabilities to ensure equal access to employment and to all benefits associated with employment. UW–Madison also provides reasonable accommodations for religious practices in response to requests from employees.
Grievance procedures are available for all employees and students alleging discriminatory treatment and/or harassment. Retaliation against an employee who files a discrimination complaint is also a form of discrimination which is against the law and will not be tolerated. These procedures are included in the Faculty Policies and Procedures, the Academic Staff Policies and Procedures, union contracts, as well as other UW–Madison publications. Notice of fair employment rights and procedures are posted at the various personnel offices as well as in employing units. Employees may contact the assistant vice provost and director of the Office for Equity and Diversity for information and assistance.
In addition, in conformity with applicable University of Wisconsin System guidelines and policies, UW–Madison will maintain an affirmative action committee; provide the assistant vice provost and director of the Office for Equity and Diversity with adequate budget and support staff commensurate with institutional needs; prepare and submit required reports to UW System assessing progress toward affirmative action goals and objectives; and disseminate this policy statement throughout the UW–Madison community.
File last updated:
Auusst 6, 2012
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System.