UW Colleges Human Resources
University of Wisconsin Colleges Policy Statement On Equal Opportunity and Affirmative Action
The University of Wisconsin Colleges (UW Colleges) is committed to providing equal employment opportunity for all persons regardless of race, religion, creed, color, sex, ancestry, national origin, age, marital status, sexual orientation, disability, veteran's status, arrest or conviction record, political affiliation, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or Wisconsin, or any other protected status. These provisions are made in accordance with applicable federal, state, and UW System equal employment opportunity/affirmative action laws, executive orders, policies, and guidelines.
Equal Employment Opportunity
UW Colleges is committed to and reaffirms its support of equal opportunity in employment and non-discrimination in employment policies, practices, and procedures, will examine periodically all employment policies for discrimination and take remedial action if such discrimination is found to exist.
Affirmative Action
UW Colleges is committed to a vigorous policy of affirmative action to overcome the present effects of past discrimination and to achieve equal employment for members of groups that have been underrepresented. Equal opportunity/affirmative action principles will govern all employment policies, practices, and procedures, including — but not limited to — recruiting, interviewing, testing, screening, certification, hiring, compensation, promotion, training, transfer, fringe benefits, layoff, termination, retention, non-renewal, and committee appointments.
Reasonable Accommodations
UW Colleges will provide reasonable accommodations for persons with disabilities to ensure equal access to employment and all benefits associated with employment.
Religious Accommodations
UW Colleges will provide reasonable accommodations for religious observances and practices upon request.
Harassment
Harassment is verbal of physical conduct which hinders access to employment, interferes with an individual's work performance, or creates an intimidating, hostile, offensive, or demeaning work environment. Harassment by supervisors or co-workers on the basis of any protected status in service delivery is a form of discrimination and, as such, is an unlawful employment practice prohibited by state and federal law and the policies of the UW Colleges. To prevent and eliminate any form of prohibited harassment, the UW Colleges established the Code of Conduct and the Policy on Sexual Harassment. The institution also has promulgated procedures to address complaints.
Retaliation
Retaliation against any employee because he or she has made a complaint, assisted with an investigation, or instituted proceedings is a form of discrimination and, as such, is against the law. Retaliation will not be tolerated.
Discrimination Complaint Procedures
UW Colleges has established procedures for prompt and fair resolution of complaints alleging discrimination or harassment. The Code of Conduct and the Sexual Harassment Policy provide informal and formal procedures for resolution. These policies and procedures are located in the appendices of this plan and copies can be obtained through the campus Dean's office or UW Colleges Office of Affirmative Action.
Responsibility for Equal Opportunity/Affirmative Action
Equal opportunity/affirmative action efforts are the responsibility of all members of the university community. Performance evaluation of administrators will include an assessment of attention to and support of affirmative action. Managers and supervisory staff share responsibility for implementing AA/EO policy and are evaluated annually on the basis of their performance with respect to these important institutional policies and principles.
Office of Affirmative Action
UW Colleges maintains and supports an affirmative action office within the Office of Human Resources. Lyn Reigstad, Director of Human Resources, reports to the Chancellor on all aspects of affirmative action and equal opportunity and is responsible for monitoring and evaluating the implementation of the affirmative action program.
Dissemination of the EO/AA Policy
The University of Wisconsin Colleges' equal opportunity/affirmative action policy statement will be disseminated internally in the following ways:
- The policy will be included in handbooks for faculty, academic staff, and classified personnel, copies of which are given to all new employees.
- It will be posted on the UW Colleges webpage, under the Office of Human Resources.
- The chancellor will discuss the policy, and the elements of this affirmative action program, with the campus Deans and will charge them with the responsibility for carrying the discussion forward on their campuses with faculty and staff.
- The University Relations Office and campus Public Information Offices will monitor all UW Colleges publications to ensure the inclusion of women and minorities.
- Copies of the policy statement will be sent to classified union officials by the Human Relations Office, along with information about where they can view the entire affirmative action plan.
- The policy will be included for discussion in training and orientation sessions for campus Deans and Department Chairs.
- Campus Deans will post the policy on bulletin boards throughout the campus and include a notice about where the full affirmative action plan can be reviewed.
The policy will be disseminated externally in the following ways:
- Prospective employees will be made aware of the university's affirmative action program.
- Subcontrators, vendors, and suppliers will receive written notification of UW Colleges's policies through the Office of Administrative Services.
- Equal opportunity clauses relative to Executive Order 11246, as amended, the Readjustment Assistance Act of 1974, and the Rehabilitation Act of 1973 will be referenced in all purchase orders, leases, and contracts.
- All announcements published and distributed by the Human Resources Office will include an affirmative action/equal opportunity clause and the address of the Human Resources Office.
- Reference to the policy statement, plan, and the institution's commitment will be included in all official publications of UW Colleges.
Responsibility for Monitoring and Implementing the Affirmative Action Program of UW Colleges
Chancellor
The Chancellor of the University of Wisconsin Centers bears overall responsibility for the success of the institution's affirmative action program.
Director of Human Resources
The Director of Human Resources is responsible for the following aspects of the program:
- preparing and updating the affirmative action plan;
- monitoring the implementation and evaluating the results of action plans;
- designing audit and reporting systems to measure program effectiveness;
- monitoring the hiring process to ensure good faith efforts are made to recruit, interview, and appoint women and minorities;
- serving as the liaison between UW Colleges, UW System legal counsel, and enforcement agencies; assisting the campus Deans in developing affirmative action/equal opportunity training programs for faculty and staff.
- initiating salary equity studies;
- investigating, resolving, or otherwise recommending to the Chancellor the disposition of complaints of discrimination, per UW Colleges policies;
- developing affirmative action/equal opportunity policies; and
- such other activities as may be delegated by the Chancellor to promote the affirmative action program of UW Colleges.
Academic Administrative Officers
The Vice Chancellor, Associate Vice Chancellor, Assistant Chancellor, Campus Deans, Department Chairs and other supervisory personnel are responsible and accountable for the implementation of the affirmative action program within their units and for units reporting directly to them. Specific responsibilities include:
- collecting and reporting data required for monitoring the affirmative action program;
- preparing position announcements, advertising copy, and recruitment plans per established affirmative action search and screen procedures;
- ensuring that criteria established for filling vacant positions are applied fairly during the selection process;
- maintaining equitable promotion processes;
- creating and maintaining a working environment free of discrimination and harassment;
- providing accommodations to employees with disabilities (including pregnancy);and,
- representing the affirmative action/equal opportunity commitments of UW Colleges to campus communities and other constituents.