Draft University of Washington Interim I-200 Employment Policies

The University is committed to having a diverse faculty and staff. It will comply with federal and state affirmative action requirements. As a federal contractor and in compliance with State law, the University will take affirmative action to employ qualified American Indians and Alaska natives, Asian/Pacific Islanders, Blacks, Hispanics, and women in positions where they are underutilized. (State law also requires affirmative action to employ persons age forty and over, Vietnam era and disabled veterans, and persons with disabilities in positions where they are under utilized.)

I. Issues applying to all employment categories

A. As a federal contractor, the University is required to have an affirmative action plan for employment. This plan includes such required items as affirmative action and non-discrimination policies, workforce profiles, availability and utilization analyses, goals and timetables, and recruitment and outreach activities.

B. The University is required to state in advertisements and job announcements that it is an affirmative action/equal employment employer. Check the web page of the Equal Opportunity Office, http://www.washington.edu/admin/eoo for the most current language to be included in advertisements.

C. Federal affirmative action regulations require that the University ask applicants for information regarding their sex and whether they are Black, Hispanic, Asian or American Indian. This information is used for statistical purposes, such as tracking the effectiveness of the University’s recruitment and outreach efforts. Departments shall continue to send affirmative action data forms to applicants for academic and professional positions. The Human Resources Department will continue to ask for this information in the application process for WPRB Classified and Contract Classified positions. For academic and professional appointments, affirmative action data forms should be kept separate from employment packets. Such separation offers some legal protection against a claim that the hiring official considered the information in making employment decisions.

D. Federal affirmative action regulations do not require, and I-200 prohibits, the consideration of race, color, national origin, ethnicity and sex in employment decisions. Departments must discontinue consideration of these factors in deciding which applicants to hire.

E. Federal affirmative action regulations require that information be maintained regarding the sex of employees and whether they are Black, Hispanic, Asian or American Indian. Employees will continue to be asked for this information. This information will be used for statistical analyses and the affirmative action plan. It is treated in a confidential manner and is kept separate from personnel files.

F. Employee benefits and programs do not treat differently or limit participation on the basis of race, color, national origin, ethnicity or sex.

G. It is permissible for the University to sponsor programs, events, receptions, email lists, etc., targeted to certain employee groups on the basis of race, color, national origin, ethnicity or sex, so long as no member of the University community is barred from participation on those bases.

II. Faculty and other academic appointments

A. The University may make special recruitment and outreach efforts to increase the pool of qualified minority and women applicants, and schools and departments are expected to do so. Departments will continue to receive information regarding potential minority candidates. Recognizing that good recruitment efforts may incur additional costs, the Provost’s Office may augment departmental funds for these purposes. Non-departmental funds may be available to meet requirements of new hires.

B. During the hiring process, varied cultural experiences or disadvantaged educationally and economically backgrounds which will contribute to the intellectual and social enrichment of a department may be considered as positive factors. Demonstrated interest in working with underrepresented student populations may also be considered positively. As appropriate, these factors may appropriately be included in announcements of new positions.

C. Departments and schools are encouraged to review their curricular offerings to assure that, where relevant, courses include information on minorities and women.

III. Staff

A. The University has discontinued the use of supplemental certification for Blacks, Asians, American Indians, Hispanics and women in WPRB classified hiring process as required by WAC 251-18-240. Blacks, Asians, American Indians, Hispanics and women candidates will no longer be added to closed eligibility lists. These affirmative action efforts will continue when goals exist for Vietnam era veterans, disabled veterans, persons with disabilities and persons age 40 and over.

B. It is permissible under I-200 to make special recruitment and outreach efforts to increase the pool of qualified minority and women applicants. Plans are underway to increase the extent and effectiveness of these efforts.

C. For positions where such factors are relevant, preference may be given during the hiring process to candidates who have varied cultural experiences or disadvantaged educational and economic backgrounds which will contribute to the intellectual and social enrichment of a department. Candidates with demonstrated interest in working with underrepresented student populations may also be given preference in the hiring decision. As appropriate, these factors may be included in announcements of job requirements.

D. Collective bargaining agreements will be compliant with the requirements of I-200 and applicable federal regulations. ¶