Affirmative Action Essay, Research Paper
Rice University seeks to attract qualified individuals of diverse backgrounds to its faculty, staff and student body. In job categories where women and minorities are underrepresented, the University takes Affirmative Action in recruitment, hiring and advancement. The University further seeks to employ, advance in employment and otherwise treat qualified individuals with disabilities and covered veterans without discrimination based upon their physical or mental handicap.
The Director of AA/EEO is responsible for:
?Preparing annual Affirmative Action plans and programs as required by law.
?Monitoring the racial and gender composition of Rice Faculty and Staff.
?Developing and assessing the effectiveness of initiatives to recruit and retain women, minorities and other targeted groups in job categories where they are underrepresented.
?Implementing, integrating and coordinating university efforts for successful Affirmative Action programs and procedures.
?Advising departments on gender or minority targeted publications for advertising faculty or staff openings.
?Reviewing search plans and hiring decisions to ensure that the University’s Affirmative Action guidelines have been followed.
Southwest Missouri State University is a community of people with respect for diversity. The University emphasizes the dignity and equality common to all persons and adheres to a strict nondiscrimination policy regarding the treatment of individual faculty, staff and students. In addition, in accord with federal law and applicable Missouri statutes, the University does not discriminate on the basis of race, color, religion, sex, national origin, ancestry, age, disability, or veteran status in employment or in any program or activity offered or sponsored by the University. The University maintains a grievance procedure incorporating due process available to any person who believes he or she has been discriminated against. Southwest Missouri State University is an Equal Opportunity/Affirmative Action employer.
UNIVERSITY OF PENNSYLVANIA
Affirmative Action Policy Statement
The University of Pennsylvania’s special character is reflected in the diversity of the Penn community. Men and women of different races, religions, nationalities, and backgrounds are necessary to achieve the University’s ultimate purpose: the improvement of the human condition through the pursuit of learning. Diversity is prized at Penn because it helps to create the educational environment that best prepares students to contribute to an increasingly diverse and rapidly shrinking world. We have a clear commitment to affirmative action. We must continue, therefore, to seek talented faculty, students, and staff who will help constitute a community at Penn that is diverse in race, ethnicity, interests, and perspectives.
Penn is committed to ensuring that all educational programs and personnel actions including application, hiring, promotion, compensation, benefits, transfer, layoffs, training, tuition assistance, and social and recreational programs are administered without regard to race, color, sex (except where sex is a bona fide occupational qualification), sexual orientation, religion, national or ethnic origin, age (except where age is a bona fide occupational qualification), disability, or status as a disabled veteran or veteran of the Vietnam Era. The University’s policy is applicable to faculty and other employees, applicants for faculty positions and other employment, and applicants to educational programs and activities. This policy is fundamental to the effective functioning of the University as an institution of teaching, scholarship, and public service.
Simple absence of discrimination is not sufficient. Our task is to work to eliminate all patterns of unequal treatment. The University’s policies are dedicated to the full realization of equal opportunity for all through affirmative action predicated on the following tenets: (1) serious and imaginative recruitment methods; (2) ongoing administrative reviews of hiring practices; (3) frequent affirmative action analyses of faculty, staff, and student units to determine “challenge areas”; (4) direct and firm responses to units identified as having undesirable affirmative action practices; and (5) professional development training.
The University has written affirmative action programs for women, minorities, handicapped persons, and Vietnam Era veterans. Penn’s equal opportunity and affirmative action policies are monitored by the Office of Affirmative Action (OAA).