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Affirmative Action Policy

Affirmative Action Policy

Purpose

The University is committed to policies of affirmative action designed to increase the employment opportunities of minorities, women, individuals with disabilities, and protected veterans.

Scope

All University of Dayton employees and applicants for employment.

Policy History

I.  Effective Date: August 12, 1992

II.  Approval: June 10, 2022

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

IV.  Maintenance of Policy: Affirmative Action Officer

Policy

The University of Dayton is an affirmative action, equal opportunity employer that prohibits discrimination based on race, color, religion, national origin, sex, sexual orientation, gender identity, disability, and veteran status. All University employment policies, practices and procedures are administered in a manner consistent with our Catholic and Marianist identity.

It must also be recognized that as a federal government contractor, the University must have an Affirmative Action Program that is acceptable to the appropriate federal agencies. This program not only monitors hiring policies to ensure equal employment opportunity but also acts as a vehicle for determining any deficiencies in the area of employment. In addition, those subcontractors hired by the University are bound by these same regulations.

In pursuance of this policy the University reaffirms its commitment to an Equal Employment Opportunity and Affirmative Action Program consisting of three basic goals:

1.  The analysis of current practices and policies and the adoption of new or revised practices and policies when necessary to ensure the establishment of effective and specific objectives and procedures for equalizing opportunities in each employment unit.

2.  The elimination of any practice and the correction of any individual inequity that may discriminate toward minority groups, women, individuals with disabilities, and protected veterans.

3.  The recruitment and consideration of minority group members and women, in accordance with the Affirmative Action Program's goals, to ensure that candidates and employees with appropriate qualifications, potential, and responsibilities are afforded equal opportunity for selection, training, and promotion, and will be compensated without discrimination due to race, sex, disability, veteran status, or any other illegal discrimination ground.

While more specifically stated in the above policy these goals are inherent in the governing documents of the University, which affirm the living traditions of Catholicism and the Society of Mary. It follows then, that each individual having the authority to make recommendations for the appointment and promotion of academic, administrative, and staff positions is charged, both ethically and legally, with the responsibility of assisting in ensuring that qualified members of minority groups and women have equal opportunities to be placed within the mainstream of University employment.

By rising to the challenge of this Affirmative Action Policy the University is responding to the intent and spirit of its tradition and beliefs.

Affirmative Action for Persons with Disabilities and Protected Veterans

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. University of Dayton Nondiscrimination and Anti-Harrassment Policy

 

Maintenance of Policy

Vice President for Human Resources (in their capacity as Affirmative Action Officer)

CONTACT

For questions relating to the University policies of Human Resources, please contact:


Office of Human Resources
937-229-2541
Email