Affirmative Action and Equal Opportunity

Additional EQUITY COMPLIANCE information

EQUAL OPPORTUNITY STATEMENT

Wesleyan University is fully committed to a policy of equal opportunity throughout the University, and to this end abides by all applicable federal, state, and local laws pertaining to non-discrimination and fair employment practices.

Accordingly, the University recruits, hires, trains, promotes and educates individuals without regard to race, color, religion, national or ethnic origin, age, disability, veteran status, sex, marital status, sexual orientation, gender identity or gender expression. Wesleyan University administers all personnel action such as compensation, benefits, transfers, layoffs, return from layoffs, education, tuition assistance, and social and recreational programs without regard to race, color, religion, national or ethnic origin, age, disability, veteran status, sex, marital status, sexual orientation, gender identity or gender expression.

AFFIRMATIVE ACTION STATEMENT

The Wesleyan University's affirmative action program is designed to achieve diversity among faculty, administrators and staff; to treat all appointments and promotions in a manner free from discrimination; and to correct any under-utilization of women and minorities in employment positions. Wesleyan, as an institution dedicated to excellence in liberal studies, has a responsibility to itself to seek out the most talented people and a responsibility to society to further the goal of achieving equality of opportunity.

For that reason, along with the principle of nondiscrimination, the University is committed to a program of affirmative action with regard to members of certain groups as specified by the U.S. Department of Labor. Wesleyan, therefore, makes concerted efforts to recruit, employ, and promote qualified members of minority groups, women, handicapped individuals who are otherwise qualified, special disabled veterans, and veterans of the Vietnam era.

AFFIRMATIVE ACTION PLAN

The college, through its Plan of Affirmative Action (link to executive summary) will continue to make good faith efforts and undertake positive action to overcome the present effects of past practices, policies or barriers to equal employment opportunity and to achieve the full and fair participation of Blacks, Hispanics, Whites, Asians/Pacific Islanders, and American Indians/Alaskan Aleuts found to be underutilized in the workforce. The college, through its Plan of Affirmative Action, with conviction and effort, will also continue to undertake positive action for the full and fair participation of the above groups and any other protected group found to be adversely impacted by college policies or practices.

Equal opportunity is defined as employment of individuals without consideration of race, color, religious creed, age, sex, marital status, sexual orientation, genetic information (Section 46a-60(a)(11) of the Connecticut General Statutes), national origin, ancestry, mental retardation, past or present history of mental disability, physical disability (including but not limited to blindness, learning disability), veteran status, or criminal record, unless the provisions of section 46a-60(b), 46a-80(b) or 86a-81(b) exclude persons in one or more of the above protected groups.  Equal employment opportunity is the purpose and goal of Affirmative Action.

The president of the University has ultimate responsibility for the implementation of all affirmative action laws, regulations, and guidelines. He has charged the Office of the Vice President for Academic Affairs and Provost with reporting and monitoring affirmative action procedures applied to faculty employment, and the Office of Human Resources for staff employment in consultation with the Office of Equity and Inclusion.

ADMINISTRATIVE AND FACULTY RECRUITMENT RESOURCES

Wesleyan University's affirmative action program is designed to achieve diversity among faculty, administrators and staff; to treat all appointments and promotions in a manner free from discrimination; and to correct any under-utilization of women and minorities in employment positions. Wesleyan, as an institution is dedicated to excellence in liberal studies, has a responsibility to itself to seek out the most talented people and a responsibility to society to further the goal of achieving equality of opportunity.

For that reason, along with the principle of nondiscrimination, the University is committed to a program of affirmative action with regard to members of certain groups as specified by the U.S. Department of Labor. Wesleyan, therefore, makes concerted efforts to recruit, employ, and promote qualified members of minority groups, women, handicapped individuals who are otherwise qualified, special disabled veterans, and veterans of the Vietnam era.

Recruitment Resources:

• Examples of Questions That Should Not Be Asked of Candidates Being Interviewed
• Tips on Recruiting a Diverse Staff
• Guidelines For Recruiting Candidates for Faculty Positions
• Diversity Career and Recruitment Sites / Directories
• Outreach Letters:  Casting the recruiting net as wide as possible is integral to a successful search. To assist you in this effort, below are sample letters to send to colleagues, potential candidates or organizations to announce open faculty/staff positions and reiterate the university's interest in recruiting women and minority faculty/staff.
  • Staff Recruitment Letter (download)
  • Faculty Outreach Letters (download)
• Handbooks
  • Staff Handbook
  • Related Faculty Handbook Sections

RELATED LAWS

Outlined below is a brief review of the major pieces of legislation that govern affirmative action and equal opportunity.

• The Equal Pay Act of 1963 was intended to remove pay differentials between males and females performing the same or similar work at the same facility.
• Title VII of the Civil Rights Act was enacted in 1964 and made it unlawful to discriminate in employment based upon race, color, religion, sex, or national origin. This act also established the Equal Employment Opportunity Commission to implement and enforce the Act.
• Executive order 11246 as amended by Executive Order 11375 are Presidential Orders directed to government agencies requiring federal contractors to develop affirmative action plans for minorities and women.
• Age Discrimination in Employment Act of 1967 federally prohibits discrimination in terms and conditions of employment among persons between the ages of 40 and 65.
• Title IX of the Education Amendment of 1972  prohibits discrimination of women in program, etc.
• Vocational Rehabilitation Act of 1973 requires employers to take affirmative action to recruit, hire, and advance in employment qualified handicapped individual.
• Amendment of Title 29 of the Civil Rights Act of 1967 was passed in 1976 and raised the (federally) protected age from 65 to 70.
• The Americans with Disabilities Act of 1990 provides disabled people access to employment, public service, transportation and telecommunication.
• Section 504 of the Rehabilitation Act of 1973:   No otherwise qualified individual with a disability in the United States, shall, solely by reason of his or her disability, be excluded from the participation in…a college, university, or other postsecondary institution, or a public system of higher education.
• The Americans with Disabilities Act Amendments Act of 2008:   The Act emphasizes that the definition of disability should be construed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA and generally shall not require extensive analysis.
• Vietnam Era Veterans’ Readjustment Assistance Act requires affirmative action for qualified disabled veterans and veterans from the Vietnam era.