Arizona State University Diversity & Equal Opportunity An Information and Resource Guide Carol Goerke Office of Diversity Human Resources www.asu.edu/hr/diversity
Defining Diversity • Representation & Inclusion • Representation: Extent to which ASU students, staff, faculty and administrators proportionately reflect the regional and national populations served by our public institution. • Inclusion: Encompassing, embracing, empowering and giving voice to all members of the university community in areas of scholarship, teaching, learning and governance.
Diversity Plan for ASU The Office of the Provost has published: Diversity Plan: Building Blocks for Success through People, Programming and Policies. The plan, which was developed in consultation with a wide variety of constituencies within the university, is “a statement that serves as an ongoing touchstone of ASU commitment to diversity and includes several specific initiatives that will change and evolve over time depending on the challenges and opportunities we have before us.” View the plan: www.asu.edu/provost/downloads/Diversity_Plan.pdf
ASU Commitment to Diversity in Employment • Commitment to a recruitment process that results in the hiring of the most qualified applicants. • Commitment to recruiting, retaining and developing a diverse qualified workforce that both represents and serves the rich diversity of our state and nation. • Commitment to achieving diversity in the workforce by providing Equal Opportunity (EO) through Affirmative Action (AA). • Commitment to an expectation of compliance with equal opportunity and affirmative action principles and processes from all persons associated with the university.
Obligations of Hiring Officials All individuals with the authority to hire will be accountable for the recruitment, retention and development of a diverse workforce.
Obligations of Hiring Officials (Continued) • Ensure that selections for hires, promotions, training and/or job-related activities/programs are based on qualifications and encompass equitable considerations. • Ensure and maintain a work environment free from unlawful discrimination and harassment. • Remove obstacles by addressing any behaviors and actions that adversely impact females, minorities, qualified veterans and the disabled by seeking guidance from and/or referring issues to the Office of Diversity, Human Resources. • Ensure employees are knowledgeable about equal opportunity and affirmative action issues and remain current on guidelines for compliance.
Recruitment HandbooksResources and Tools for all Hiring Officials • The Office of Human Resources, the Office of Diversity and the Office of the Provost maintain recruitment handbooks, blueprints, forms and other tools that support ASU’s equal employment opportunity and affirmative action policy. • Faculty recruitmentwww.asu.edu/provost/recruitment/faculty • Classified, Administrative and Service Professionals recruitmentwww.asu.edu/hr • Additional Toolswww.asu.edu/hr/diversity
AA and EOKey Definitions and Differences Affirmative Action • Executive Order 11246 mandates that federal contractors comply with affirmative action laws and regulations. • Positives steps taken to ensure equal employment opportunity. • Establish rules prior to recruitment and ensure these rules are applied consistently to all throughout the entire recruitment process. • Requires affirmative action for females, minorities, qualified veterans and persons with disabilities. • Equal Employment Opportunity • Laws and regulations set forth by federal, state and local government entities as well as policies established bythe University. • A result of the Civil Rights Act of 1964. • Prohibits discrimination on the basis of race, color, religion, sex, national origin, age, qualified veteran status and disability. • Additionally, ASU policy prohibits discrimination on the basis of sexual orientation and gender identity.
Affirmative Action Plan (AAP) • ASU has more than 50 employees and federal contracts in excess of $50,000. As a result of these contracts, ASU is obligated to develop and disseminate an Annual Affirmative Action. • The AAP contains ASU’s equal opportunity and affirmative action policies, data on all employment activity during the past calendar year, workforce utilization analyses and hiring goals. • Information from the AAP is to be used as a tool for hiring officials to ensure equal employment opportunity. • The AAP provides an accounting of competitive searches, focused hires and other employment practices to ensure all qualified applicants and employees receive equal opportunity and equitable consideration in every aspect of employment.
Components of the AAP • President’s Policy Statement • Equal Opportunity/Affirmative Action Policies • A description of our outreach programs • Availability Analysis – An estimate of the number of qualified women and minorities available for employment in a given job group, expressed as a percentage of all qualified persons available for employment in the job group. • Utilization Analysis and Goals – An estimate of the number of current women and minorities represented with the availability data. • For more detailed information about the AAP, please contact the Office of Diversity: 480.965.5057.
ASU Commitment to Compliance • ASU is committed to equal opportunity through affirmative action. • Compliance is expected of everyone associated with the university. • The Office of Diversity is your resource for any questions regarding ASU’s Diversity Plan or ASU’s Affirmative Action Plan and programs.