Affirmative Action Policy

Purpose

The University is committed to policies of affirmative action designed to increase the employment opportunities of individuals with disabilities and protected veterans in compliance with the Rehabilitation Act of 1973 and Vietnam Era Veterans’ Readjustment Assistance Act of 1973.

Scope

All University of Dayton employees and applicants for employment.

Policy History

I.  Effective Date:  August 12, 1992

II.  Approval:  May 5, 2025

III.  Policy History:

• Approved in its original form:  August 12, 1992
• Approved as amended:  March 15, 1994
• Approved as amended:  October 16, 1998
• Approved as amended:  October 21, 2000
• Approved as amended:  May 13, 2005
• Approved as amended:  February 24, 2014
• Approved as amended:  May 5, 2015
• Approved as amended:  May 18, 2015
• Approved as amended:  September 8, 2020
• Approved as amended:  June 10, 2022
• Approved as amended:  May 5, 2025

IV.  Maintenance of Policy:  Vice President for Human Resources (in their capacity as Affirmative Action Officer)

Policy

As a federal government contractor with contracts in excess of the monetary thresholds established by the Rehabilitation Act of 1973 and the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, the University of Dayton complies with these laws as well as various Ohio laws, and does not discriminate against individuals with disabilities and veterans.

The University takes affirmative action to employ and advance persons in the above categories and includes an Affirmative Action clause covering these individuals in every government contract in which the University is in the role of a covered federal contractor.

The University prohibits unlawful discrimination against a qualified employee or applicant on the basis of a disability or veteran status and will take affirmative action to employ, advance, and otherwise treat in a nondiscriminatory manner all qualified individuals in employment practices, including but not limited to hiring, promoting, demoting, transferring, recruiting, advertising, terminating and compensating.

The University invites employees with disabilities and/or veterans to self-identify so that they may be included in the Affirmative Action Program.  This can be done by informing the Office of Human Resources at any time.  This information may also assist the University in placing employees in appropriate positions and making accommodations for disabilities.

Individuals with disabilities and disabled veterans can assist the University by stating (1) any special methods, skills, and procedures which qualify them for positions that they might not otherwise be able to hold because of a disability and (2) the reasonable accommodations the University could make which would enable them to perform the essential functions of the job, including special equipment, changes in the physical layout of the job, the modification of nonessential duties relating to the job, or other reasonable accommodations as required by law.  As self-identification is voluntary and confidential, an applicant or employee will not be subject to adverse treatment should they refuse to participate.  The information gathered will only be used in accordance with applicable laws and regulations.

While the Provost and the Vice President for Human Resources oversee the employment and personnel processes of the total university, it is the Vice President for Human Resources when acting in their capacity as the Affirmative Action Officer who has the responsibility of monitoring and implementing this policy.

REPORTING

Any employee who believes that a violation of this policy has occurred should notify the Affirmative Action Officer.  If upon review of the complaint other policy violations are suspected, the Affirmative Action Officer will route the complaint for review by other departments as necessary.

Resources

1. Nondiscrimination and Anti-Harrassment Policy
2. Executive Order 14173 issued January 21, 2025 (“Ending Illegal Discrimination and Restoring Merit-Based Opportunity”)