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OFFICE FOR ACCESS AND EQUITY. Tanya L. Jachimiak, JD Executive Associate Director tljach@uic.edu Keana Galloway, EdM Associate Director kwilke2@uic.edu 312-996-8670. CLICK TO EDIT MASTER STYLE. OFFICE FOR ACCESS AND EQUITY.

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OFFICE FOR ACCESS AND EQUITY


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    1. OFFICE FOR ACCESS AND EQUITY Tanya L. Jachimiak, JD Executive Associate Director tljach@uic.edu Keana Galloway, EdM Associate Director kwilke2@uic.edu 312-996-8670

    2. 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

    3. 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).

    4. 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.

    5. 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.

    6. 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.

    7. 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