SOUTHERN
METHODIST UNIVERSITY
POLICIES AND PROCEDURES
EEO/INSTITUTIONAL
ACCESS AND EQUITY
POLICY NUMBER: 2.2
REVISED AS OF: January 18, 2013
EMPLOYMENT
AFFIRMATIVE
ACTION AND EQUAL OPPORTUNITY POLICY
A. EQUAL OPPORTUNITY
This
policy is intended to comply with applicable federal, state, and local laws and
regulations that prohibit discrimination and/or promote affirmative action in
employment based on race, color, religion, national origin, sex, age,
disability, genetic information, or veteran status. It is also intended to
provide protection from discrimination on the basis of sexual orientation,
gender identity, and expression. These groups may be referred to as protected
classes.
Policy: SMU will not discriminate in any employment practice,
education program or educational activity on the basis of race, color,
religion, national origin, sex, age, disability, genetic information or veteran
status. SMU’s commitment to equal opportunity includes nondiscrimination on the
basis of sexual orientation and gender identity and expression. The University
will undertake affirmative action initiatives to recruit, employ and advance in
employment and to recruit, retain and advance in educational programs qualified
individuals who are members of protected classes covered by applicable federal
laws, and will also undertake remedial action for such class members as
warranted. All terms, conditions, benefits and privileges of employment and
education are included in the protections.
The
Office of Institutional Access and Equity has been designated to handle
inquiries regarding the nondiscrimination and affirmative action policies and
may be contacted at Southern Methodist University, Dallas, TX 75275; 214-768-3601;
or by e-mail at accessequity@smu.edu.
Additional information is available on the Office website at http://www.smu.edu/aao.
Every
member of the University community has a responsibility to assure that equal
opportunity and access are provided to all employees and applicants for
employment.
The
University will establish and maintain, pursuant to federal and state laws and
regulations, a consistent and equitable set of personnel policies, practices
and procedures that are intended to promote nondiscrimination against any
employee or applicant for employment. The University Policy Manual is available
on the University’s intranet and relevant policies and procedures may be made
available for review through the Office of Institutional Access and Equity.
That Office is responsible for monitoring policies, procedures and practices
for compliance with applicable federal, state and local laws and regulations
and University policy.
B.
AFFIRMATIVE ACTION
The
University is committed to programs that promote nondiscrimination. Full
support is also given to the University’s Affirmative Action Plans and other
outreach initiatives, practices and programs that go beyond neutrality to promote
diversity in the University community. The Affirmative Action Plans of the
University promote outreach and equity for racial and ethnic minorities, for
women, for individuals with disabilities and for veterans. The Human Resources
Department, the Office of the Provost along with the Office of Institutional
Access and Equity and other SMU officials have committed to undertaking
specific responsibilities to promote diversity and overcome under-utilization
and under-representation of such classes in the workforce.
C. RESPONSIBILITY FOR DEVELOPMENT AND
IMPLEMENTATION OF UNIVERSITY AFFIRMATIVE ACTION PLANS AND PROGRAMS
The
University President has overall responsibility for development and
implementation of appropriate Affirmative Action plans and programs. These
plans and programs provide for outreach, equal access, equal opportunity, and
corrective actions consistent with SMU policies and procedures, as well as
federal, state and local laws and regulations.
The
Associate Vice President for Institutional Access and Equity reports directly
to the University President and is responsible for producing the Affirmative
Action Plans; coordinating the implementation of the plans, programs and
activities; and monitoring to assure adherence to established nondiscrimination
and affirmative action policies and procedures that impact SMU’s commitment to
nondiscrimination and affirmative action. The Associate Vice President is also
responsible for keeping abreast of applicable new and revised federal, state,
and local laws and regulations on nondiscrimination and affirmative action and
ensuring that SMU’s policies, procedures and practices are consistent with them.
The Associate Vice President and/or designee will periodically meet with
administrative and supervisory personnel to review and assist in the
formulation of specific plans for their areas of responsibility. The Associate
Vice President will develop policy statements; prepare position statements; use
various methods and forums to disseminate pertinent information internally and
externally; conduct internal compliance audits; conduct and/or provide for
training and consultation programs; serve as a liaison with local community
agencies and civic group; serve as a liaison to state and federal agencies that
enforce nondiscrimination and affirmative action laws; provide educational
programs for administrators, managers and supervisors to enhance understanding
of and compliance with University policies and procedures and programs, the
laws that undergird them and the consequences of failing to adhere to them; and
promote the principals of equal opportunity, affirmative action and diversity.
Other responsibilities include: identifying problem areas and developing
specific resolutions. The Associate Vice President and/or designee will
collaborate with all levels of the University to develop policies, procedures,
practices, plans and programs that promote diversity and enhance compliance
with SMU’s established commitment to equal opportunity and affirmative action.
The
Provost and Vice Presidents are responsible for developing and implementing
programs to assure compliance with the University's nondiscrimination and
affirmative action policies, plans and initiatives in their areas of
responsibility. Specific responsibilities include, but are not limited to:
collaborating with the Associate Vice President and/or designee to develop and
maintain an administrative support structure and protocols that facilitate
compliance with established nondiscrimination and affirmative action policies
and procedures.. The Provost and Vice Presidents are also responsible for
establishing mechanisms for evaluating and assessing administrative and
supervisory staff regarding their performance in assuring compliance with
established nondiscrimination and affirmative action policies, procedures and
protocols as well as in undertaking good faith initiatives to meet University
Affirmative Action goals.
Deans,
directors, department heads, managers, and supervisors are responsible for
developing and implementing Affirmative Action plans and initiatives for their
respective areas. Specific responsibilities include, but are not limited to:
collaboration with the Office of Institutional Access and Equity to establish,
maintain and implement initiatives to achieve affirmative action goals and
timetables for the employment and advancement of protected class members; to
address ways to eliminate under-representation and underutilization of
protected class members; and undertake initiatives to achieve and maintain
diversity. This would include, but not be limited to recruitment, retention and
advancement initiatives and programs. The responsible Vice President will
submit to the Office of Institutional Access and Equity periodic audits and
evaluations of activities undertaken to meet unit goals.
The Associate Vice President for
Institutional Access and Equity and/or designee shall review and investigate
informal and formal complaints and inquiries involving alleged acts of
discrimination, harassment, assault or violence based on race, color, religion,
national origin, sex, age, disability, genetic information, or veteran status.
It is also intended to provide protection from discrimination on the basis of
sexual orientation, gender identity, and expression.