TO: All University Faculty, Staff, and Union Representatives
FROM: Elizabeth A. Conklin, Associate Vice President
Office of Diversity and Equity
DATE: July 16, 2014
SUBJECT: Affirmative Action Plan Update and Distribution of Policy Statements
The University of Connecticut’s 2013 Affirmative Action Plan for Employment (Plan) was approved by the Commission on Human Rights and Opportunities on April 9, 2014. The Plan reports the University’s good faith efforts relative to diversifying the workforce of the University, attaining goals, and achieving equal employment opportunity.
All employees are invited to review and comment on the 2013 Plan until September 30, 2014. A full copy of the Plan is available for review in the following locations:
An electronic (PDF) version also is available on ODE’s website.
All comments or questions are welcome and may be sent to:
Elizabeth A. Conklin, Associate Vice President
Office of Diversity and Equity
Wood Hall, Unit Box 4175
241 Glenbrook Road
Storrs, CT 06269-4175
The following policies have been included in the Plan and are available to every employee:
The above documents and other relevant policies are posted throughout the University. These policies may also be viewed on ODE’s website and the University’s e-policy website.
1. Policy Posting Obligation:
As in the previous year, ODE will satisfy the statutory requirement of policy distribution to employees via this e-mail and posting of the policies in visible locations throughout the campuses. Vice Provosts, Vice Presidents, Deans, Directors, and other supervisory employees are asked to ensure that the policies above are posted in their respective units in locations highly visible to employees, students, and the general public.
2. Recruitment, Compliance, and Diversification:
As a federal contractor and state agency, the University’s recruiting and hiring activities are audited regularly by external and government enforcement units. Directors, Department Heads, Hiring Mangers, and Search Committee Chairs are accountable for ensuring compliance with state and federal regulations and record-keeping requirements concerning recruitment and applicant evaluation activities. Both state and federal regulatory agencies mandate policies and processes that promote equal employment opportunity and endorse aggressive recruitment programs.
Proactive and aggressive recruitment programs not only fulfill the University’s compliance obligations but also work to support the University’s goal of increasing the diversity of the workforce. To encourage proactive and strategic recruitment efforts, it is crucial for department faculty and staff to engage in professional networking, join professional and discipline specific associations, and participate in Ph.D. pipeline-building initiatives with an aggressive focus on the diversity of graduate students.
To assist search committees and hiring departments, ODE offers University-wide and individualized training as well as consultation about the search process, compliance obligations, best practices in building diverse pools of qualified applicants, and objective evaluation techniques. For more information on the recruitment and the search process, please visit our website.
The Recruitment Ambassadors program was developed in partnership with the Vice Provost for Diversity, the Department of Human Resources and ODE to ensure that candidates visiting the UConn campus have the opportunity to obtain information and resources about the surrounding community. Recruitment Ambassadors meet one-on-one with candidates to showcase the campus community and answer candidate questions on topics ranging from the area’s arts and culture, housing, school systems, dining and shopping, sports and recreation, and healthcare, to name a few. The Ambassadors act as liaisons between candidates and the University and showcase the various outstanding attributes that the University has to offer. A variety of resources provide valuable information about the neighboring towns and communities.
3. Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Act (VEVRAA) Revisions:
In March 2014, the Office of Contract Compliance Programs (OFCCP) imposed new requirements regarding applicant and employee self-identification, goals and benchmarks for recruitment and outreach, and data collection, analysis and reporting for veterans and individuals with disabilities. The OFCCP’s goal is to strengthen and update federal contractors’ affirmative action and nondiscriminatory responsibilities related to protected veterans and individuals with disabilities. ODE and the Department of Human Resources are working to implement changes to meet the new requirements.
4. Americans with Disabilities Act (ADA) Compliance Activities:
ODE is responsible for facilitating the interactive process used to evaluate employee requests for accommodations under Title I of the Americans with Disabilities Act (ADA) and providing guidance to employees and managers regarding reasonable accommodations under the ADA. ODE acts as the University’s compliance office under § 504 of the Rehabilitation Act and the ADA, and accepts and investigates complaints alleging non-compliance with the ADA or § 504. To request an accommodation, or if you are a supervisor or manager who has been presented with a request for an accommodation, please contact a member of the Case Management Team and/or visit our page on Employee Accommodations. A guide to ODE's reasonable accommodations process can be found here. Students who require an accommodation in the academic setting should contact the Center for Students with Disabilities. Please contact a member of the Case Management Team at (860) 486-2943 or via e-mail at ODE@uconn.edu for further assistance.
5. Discrimination Complaint Management:
The Office of Diversity and Equity is responsible for investigating claims of discrimination and harassment based on protected classifications. Members of ODE's Case Management Team are responsible for objectively investigating complaints of discrimination and discriminatory harassment to determine if employee conduct violates the University's non-discrimination policies. These policies provide the same protections as state and federal law. When investigations reveal the presence of discriminatory or harassing behavior, ODE is responsible for making recommendations that are designed to mitigate the effects of discriminatory conduct.
ODE also assists with developing and implementing the University’s non-discrimination and affirmative action policies, procedures, and programs and offer information, consultation, and training to the University community on these areas of focus.
Additional information about reporting discrimination and ODE's complaint procedures, as well as a complaint form, can be found on ODE’s website. If you have a specific question or need further assistance, please do not hesitate to contact a member of the Case Management Team at (860) 486-2943 or via e-mail at ODE@uconn.edu.
6. Diversity and Sexual Harassment Prevention Training:
The Office of Diversity and Equity offers a series of state-mandated Diversity and Sexual Harassment Prevention Training modules throughout the year. Along with the Cultural Center Directors, ODE’s Case Managers conduct numerous sessions each semester across the Storrs and regional campuses. The 2-hour Sexual Harassment Prevention Training and 3-hour Diversity Awareness Training are mandatory for all University employees. For further information, please visit our website.
For a print version of this letter, please visit our website.
For more information, contact: Hanna Prytko at hanna.prytko@uconn.edu