Welcome to the University of Connecticut’s (University) Affirmative Action Program Office, the Office of Diversity and Equity (ODE).
On November 4, 2008, President Michael J. Hogan signed the University's Policy Statement: Affirmative Action and Equal Employment Opportunity. In doing so, President Hogan reiterated that the University is committed to reducing, and, wherever possible, eliminating actual and apparent under-representation of minorities and women in its workforce.
We are equally dedicated to removing procedural and attitudinal barriers to access for persons with disabilities and older persons. Our efforts over the past few years indicate that the University is headed in the right direction. We must, however, preserve with a sense of urgency, with keen awareness of our timetables, and with clarity of purpose until minority persons and women are fairly included throughout our work force.
The University is an equal employment opportunity/affirmative action employer. In order to ensure that our employees and job applicants are not subjected to unlawful discrimination, it is the University's policy to comply with all laws and regulations that prohibit employment discrimination and mandate specific actions for the purpose of eliminating the present effects of past discrimination. Equal employment opportunity is the purpose and goal of affirmative action. The University has established equal employment opportunity and affirmative action as immediate and necessary objectives because we are committed to its concepts, principles, and goals.
Equal employment opportunity (EEO) means nondiscrimination - that is, hiring and promoting without regard to race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, mental retardation, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification. To attain parity demands affirmative action, a program of purposeful activity undertaken with conviction and effort to overcome barriers to equal employment opportunity. Affirmative action plans and programs are designed to achieve the full and fair participation of women, Asians, Blacks, Hispanics, Native Americans, persons with disabilities, and other protected groups found to be underutilized in the workforce or adversely affected by past policies and practices.
Affirmative action is necessary throughout the employment process, from the posting of job notices through hiring to the termination of employment. The University regularly reexamines all policies and procedures to discover and revoke barriers to access, and to change practices that may have an illegally discriminatory impact. We also seek to accelerate the entry of members of underrepresented groups into the workforce, and to support their mobility once they are hired. We are equally vigilant in ensuring that all terms, conditions, and privileges, including upward and lateral mobility, are equitably administered.
Hiring is the traditional focus of affirmative action plans. The University's current monitoring and support systems are largely concentrated on hiring. It is now time to direct equal attention and creativity toward retention and career mobility.
We need new mechanisms to increase opportunities for career development. These mechanisms must serve all classes of employees, but they must also allow us to combat cultural forces that lead women and minorities into stereotypical roles.
All services and programs are to be provided in a fair and impartial manner. These activities must reflect the positive, active spirit of affirmative action and equal employment opportunity. All vice presidents, deans, directors, department heads, managers by all other titles, and faculty are expected to support the University's Affirmative Action Plan for Employment (Plan). All executives and managers must be fully acquainted with the University's Plan, assure that their subordinate managers are aware of their obligations, and make their support observable and meaningful. This policy also mandates that employees at every level shall support and respect the advancement of equal employment principles and our workplace community. Affirmative action and equal employment opportunity are University-wide priorities, and will remain so until our goals are met for all categories of employees, regardless of classification.
As President of the University, I commit the University of Connecticut and myself to make every effort to achieve the goals set forth in the Plan for Employment, within the timetables articulated in the Plan.
