To the extent permitted by applicable State and Federal laws,the University of Delaware is committed to assuring equal opportunity to all persons and does not discriminate on the basis of race, creed, color, sex, age, religion, national origin, veteran or handicapped status, or gender identity and expression, or sexual orientation in its educational programs, activities, admissions, or employment practices as required by Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973 and Title II of the ADA, Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1975, and other applicable statutes.
The Office of Equity and Inclusion is charged with preparing the University's annual affirmative action plan, and for implementing and monitoring the equal opportunity policy. Our primary role is to:
- Develop and implement UD's annual affirmative action plan.
- Provide consultation services, education and training.
- Serve as liaison in areas of contract compliance, reporting, and regulatory matters.
What are Affirmative Action and Equal Employment Opportunity, and how are they different?
Equal Opportunity refers generally to the equal treatment of applicants and employees beginning from the search committee composition all the way through to promotion procedures. Affirmative Action refers to a specific way to achieve equal opportunity through steps taken that ensure that a diverse applicant pool is reached during the recruitment process.
The University's recruitment and hiring procedures are designed to achieve the fair and adequate representation of protected class members in the workforce. When the representation of protected class members in an academic or administrative unit or job group approximates their availability in the relevant labor market, the protected group is considered to be represented in sufficient numbers to meet equal opportunity requirements.
When protected groups are underrepresented in an academic or administrative unit or job group, the University is committed to comply with applicable equal employment and affirmative action laws and regulations. This means that whenever there is a vacancy in an underrepresented job category, good faith efforts will be undertaken to include qualified members of the underrepresented protected group in the applicant or promotion pool. From this pool, the best qualified candidate will be chosen.
How are Affirmative Action goals different from quotas?
Under the Vice President for Administration and Finance, the Office of Equity and Inclusion (OEI) and HR Recruitment monitors the University's progress under Executive Order 11246. If we identify a job group as underutilized for minorities and/or women, we then establish employment goals and exert every good faith effort toward meeting them. Good faith efforts may include expanded outreach, recruiting, training, and other activities to increase the pool of qualified minorities and females. Affirmative Action goals are not the equivalent of inflexible, rigid quotas that must be met; they are targets.
I am a member of a search committee and would like to know the race and sex of the candidates we are considering. Can you give that to me?
We cannot disclose information obtained from candidates regarding their race and sex. Hiring on the basis of a candidate's race or sex is illegal and revealing this information may create legal liabilities. Further, candidates are told that this information is voluntary, not a condition of employment, and will not be shared with anyone involved in the hiring process.
What questions can I ask applicants during the pre-employment process?
You may ask certain questions about age, race, color, religion, sex, national origin, or disability only if such questions are job related. The basic rule of thumb is to ask questions that pertain to the particular position and the experiences/education of the candidate. Do not try to gather "personal" information about a candidate. If candidates disclose unsolicited personal information do not question them about it unless there is a job-related reason to do so.
- Recruitment Toolkits
- Manager’s Recruitment Toolkit
- Processor’s Recruitment Toolkit
- Internal Resources
- Vice President of Administration and Finance
- Labor Relations
- Dean of Students: (302)-831-8939
- Office of Human Resources
- Office of Student Conduct
- Disability Support Services
- Center for Black Culture
- External Resources
