OFFICE FOR ACCESS AND EQUITY. Tanya L. Jachimiak, JD Executive Associate Director email@example.com Keana Galloway, EdM Associate Director firstname.lastname@example.org 312-996-8670. CLICK TO EDIT MASTER STYLE. OFFICE FOR ACCESS AND EQUITY.
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OFFICE FOR ACCESS AND EQUITY Tanya L. Jachimiak, JD Executive Associate Director email@example.com Keana Galloway, EdM Associate Director firstname.lastname@example.org 312-996-8670
CLICK TO EDIT MASTER STYLE OFFICE FOR ACCESS AND EQUITY • The Office for Access and Equity (OAE), as part of the Office of the Chancellor, is charged with: • Compliance: Ensures Compliance with Equal Employment Opportunity Laws (e.g., complaints, policy, counsel) • Affirmative Action/Academic Hiring:Oversees Development of the Campus Affirmative Action Plans • Dispute Resolution: Provides Effective Avenues for Resolving Workplace Conflict and Disharmony • Training: Offers Interactive Educational Courses
Affirmative Action and Academic Hiring OAE assists in the recruitment and retention of women, persons of color, persons with disabilities, veterans, and members of other under-represented groups. OAE collaborates in the development of the campus’s Affirmative Action plan(s).
Affirmative Action and Academic Hiring As a federal contractor and a public entity, the University is required to take affirmative steps to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans.
Affirmative Action Plan • Identify and analyze potential problems in the participation and utilization of women and minorities in the workforce. • Make good faith efforts to provide equal employment opportunity. • Expand efforts in outreach, recruitment, training.
Affirmative Action Plan • Data • Compare utilization of women and minorities in a particular job group to what would reasonably be expected by the availability of qualified women and minorities. • The actual selection decision is to be made on a non-discriminatory basis.
Affirmative Action and Academic Hiring • EEO clause in all job ads • Posting job ads in places likely to attract qualified minorities, women, persons with disabilities, and veterans • Search Committees • Help to expand standard recruitment practices • Outline the recruitment plan • Help devise and apply criteria for selection of the most qualified applicant • Training • Unconscious bias • Decisions made on a nondiscriminatory basis