What is Equal Employment Opportunity (EEO)?
Equal Employment Opportunity prohibits discrimination against anyone. It attempts to ensure that all applicants, males, females and all races have a fair opportunity in the hiring process, promotions, and equal access to training and professional development opportunities.
Is TWU an Equal Employment Opportunity Employer?
Yes, Please review the introduction to TWU's Equal Employment Opportunity Statement.
“It is the policy of Texas Woman’s University to afford equal opportunity for employment to all individuals regardless of race, age, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, veteran’s status, disability or genetic information and to prohibit discrimination and harassment based on any of these factors. Texas Woman’s University also observes the fair employment laws in each respective jurisdiction in which we operate. We are strongly bound to this policy.”
TWU Equal Employment Opportunity Statement
What is the EEOC?
The Equal Employment Opportunity Commission enforces all federal laws that prohibit discrimination against anyone in what is considered a protected class. It ensures that all applicants and employees: males, females, and all races and ages have equal opportunity in the hiring process, promotions, and equal access to training and professional development opportunities.
What is an Affirmative Action Plan (AAP)?
An affirmative action plan is a written document containing information and analyses of the workforce detailing problem areas, the commitment and efforts to remedy any inequities and remove barriers to equal employment opportunity employment.
Responsibility for a successful affirmative action plan is to be shared by management, hiring teams, selection committees and the Office of Human Resources. Copies of the most current Affirmative Action Plan are made available as appropriate to members of management.
What does an Affirmative Action Plan not do?
- Create a quota system
- Create preferences
- Discriminate again non-minorities
What are the components of an Affirmative Action Plan?
- Documentation of policies, practices, and procedures to ensure equal opportunity
- Results of specified quantitative analysis
- Identification of problem areas
- Identify action-oriented programs
What are key concepts of an Affirmative Action Plan?
- Underutilization: a condition in which minorities and/or women are not being employed at a rate that can be reasonably expected given their availability in the relevant labor pool
- Placement Goals: the number of people represented as a percentage (at the beginning of the reporting period) reasonably expected to be hired/promoted to eliminate underutilization in the job group. It is generally considered a long-range goal, subject to change based on possible fluctuating total head count.
- Good Faith Efforts: efforts taken to achieve placement goals for each job group where goals are not met.
What are Individual and Department responsibilities regarding EEO/AA?
- Prevent employment discrimination and harassment in the workplace
- Select candidates that are the best suited for the position
- Make every effort to fill positions with minority candidates that are best suited for the job
- Provide equal access to training and advancement opportunities
- Recognize where "underutilization" exists in your area and implement steps to address it
- If in a management role, conduct meetings with managers to gain support and understanding of the TWU Affirmative Action Plan objectives and goals
- Support positive outreach and recruitment efforts to provide a more diverse pool of applicants from which to choose
- Consult with Employee Relations in the Office of Human Resources in cases of discipline, termination, or layof