SPEC Kit 319: Diversity Plans and Programs · 25
Included as part of the search process.
It is a document that was reviewed and approved by our faculty.
Posted on host institution’s Web site.
Posted on library staff wiki.
Posted on library’s internal Intranet.
Posted on the staff wiki, which serves as the staff handbook.
Posted on university Web site and distributed to libraries’ leadership team.
Statement goes with job descriptions.
Submitted to EVC and Chancellor with UL evaluation on an annual basis.
The university has brought and will continue to bring its Equal Employment Opportunity (EEO) Policy to the attention
of its employees, where applicable and appropriate. Further, all necessary steps will be taken to ensure that the
university’s personnel, management, and other appropriate individuals are fully apprised of the university’s EEO
Policy and the existence of this Affirmative Action Plan (AAP). The AAP will be discussed and reviewed in supervisory
and management meetings. Periodic reviews with the university’s supervisory, managerial, and other employees, as
appropriate, will be conducted to determine the effectiveness of various aspects of this AAP. EEO posters will remain
placed in conspicuous locations.
Through system-wide and campus Web sites.
Comments
Candidates who apply for librarian positions are made aware of the Employment Equity Policy and they are asked to
self-identify.
Library does not distribute its own diversity plans except to upper level library administration. It builds on the campus
plan.
The methods, relevant to the university, by which the EEO Policy is internally disseminated have been examined and
those currently in effect are referenced below: • Information that covers the progress and activities of the Affirmative
Action Program is regularly disseminated and is posted on the Office of Human Resources Web site. • The Office of
Human Resources continually offer seminars and instructional programs designed to familiarize each individual in a
supervisory role with various Federal guidelines and statutes governing Equal Opportunity and Affirmative Action. • The
Associate Vice President, Chief Human Resources Officer, and the Director of Diversity and Resolution Processes make
regular presentations related to the mission of Affirmative Action to various sectors of the university community. • Each
administrator and supervisor is notified and held accountable for compliance with the Affirmative Action Program, and
each must inform supervising personnel of the AAP goals and requirements, thus monitoring their own departmental
compliance. • The university has informed and continues to inform all employees, management, and others that it does
not tolerate or sanction harassment of any employee because of race, color, religion, age, sex, disability, veteran status,
marital status, national origin, sexual orientation, or sexual identity. • Union representatives have been informed of the
EEO Policy. • Nondiscrimination clauses have been included in all university collective bargaining agreements. These
provisions are reviewed periodically to ensure compliance. • The university posts its EEO Policy in the Administrative
Personnel Manual and on the university’s Web site and will continue to do so in the future. • Internal university
brochures, manuals, etc., will depict minorities, non-minorities, and females. • The university encourages employees
Included as part of the search process.
It is a document that was reviewed and approved by our faculty.
Posted on host institution’s Web site.
Posted on library staff wiki.
Posted on library’s internal Intranet.
Posted on the staff wiki, which serves as the staff handbook.
Posted on university Web site and distributed to libraries’ leadership team.
Statement goes with job descriptions.
Submitted to EVC and Chancellor with UL evaluation on an annual basis.
The university has brought and will continue to bring its Equal Employment Opportunity (EEO) Policy to the attention
of its employees, where applicable and appropriate. Further, all necessary steps will be taken to ensure that the
university’s personnel, management, and other appropriate individuals are fully apprised of the university’s EEO
Policy and the existence of this Affirmative Action Plan (AAP). The AAP will be discussed and reviewed in supervisory
and management meetings. Periodic reviews with the university’s supervisory, managerial, and other employees, as
appropriate, will be conducted to determine the effectiveness of various aspects of this AAP. EEO posters will remain
placed in conspicuous locations.
Through system-wide and campus Web sites.
Comments
Candidates who apply for librarian positions are made aware of the Employment Equity Policy and they are asked to
self-identify.
Library does not distribute its own diversity plans except to upper level library administration. It builds on the campus
plan.
The methods, relevant to the university, by which the EEO Policy is internally disseminated have been examined and
those currently in effect are referenced below: • Information that covers the progress and activities of the Affirmative
Action Program is regularly disseminated and is posted on the Office of Human Resources Web site. • The Office of
Human Resources continually offer seminars and instructional programs designed to familiarize each individual in a
supervisory role with various Federal guidelines and statutes governing Equal Opportunity and Affirmative Action. • The
Associate Vice President, Chief Human Resources Officer, and the Director of Diversity and Resolution Processes make
regular presentations related to the mission of Affirmative Action to various sectors of the university community. • Each
administrator and supervisor is notified and held accountable for compliance with the Affirmative Action Program, and
each must inform supervising personnel of the AAP goals and requirements, thus monitoring their own departmental
compliance. • The university has informed and continues to inform all employees, management, and others that it does
not tolerate or sanction harassment of any employee because of race, color, religion, age, sex, disability, veteran status,
marital status, national origin, sexual orientation, or sexual identity. • Union representatives have been informed of the
EEO Policy. • Nondiscrimination clauses have been included in all university collective bargaining agreements. These
provisions are reviewed periodically to ensure compliance. • The university posts its EEO Policy in the Administrative
Personnel Manual and on the university’s Web site and will continue to do so in the future. • Internal university
brochures, manuals, etc., will depict minorities, non-minorities, and females. • The university encourages employees
