The UW–Madison Affirmative Action Plan is a positive effort to assure that women and minorities are not underrepresented in our workforce. Under federal law, an affirmative action plan must include (1) a workforce analysis by job group; (2) a utilization analysis and (3) a set of specific goals designed to overcome underutilization. A utilization analysis of the workforce shows a comparison between the representation of minority and female workers in the University workforce and their availability. Goals are established based on the utilization analysis. All academic departments and employing units are expected to apply good faith efforts in recruiting and employing women and minorities to achieve these goals. The statistical analysis and establishment of goals represent an affirmative effort to ensure that the University continues to provide employment opportunities on a nondiscriminatory basis. The UW–Madison Affirmative Action Plan is updated annually. Copies of the current plan are available from the Office for Equity and Diversity.
Affirmative Action Policy Statement
University of Wisconsin-Madison Equal Employment Opportunity and Affirmative Action Policy Statement
The University of Wisconsin-Madison (University) is committed to providing equal opportunity in employment and advancement to all qualified individuals and, in accordance with applicable federal and state statutes and regulations, to prohibit discrimination in employment on the basis of race, color, creed, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, disability, military service, protected veteran status, honesty testing, arrest record or conviction record. The equal employment opportunity policy covers all aspects of the employment relationship including, but not limited to, recruitment, interviewing, screening, testing, selection, placement, evaluation, transfer, promotion, tenure, compensation, benefits, training, layoff and/or dismissal in all job titles.
It is also the policy of the University to take affirmative action to employ and advance in employment minorities, women, protected veterans and individuals with disabilities through a comprehensive affirmative action program. The University’s EEO/AA policy, as well as its affirmative action obligations, have the full support of the Chancellor who has assigned responsibility for implementation of the affirmative action program to the Assistant Vice Provost and Director of the Office for Equity and Diversity. Deans and directors, as well as other administrators and supervisors throughout the University, also have affirmative action responsibilities. Each employing unit is charged, therefore, to conduct its recruitment and employment practices in conformity with this policy and in accordance with the affirmative action plan. The University will maintain an audit and reporting system to monitor and ensure compliance with federal law. Copies of the affirmative action plan are available from the Office for Equity and Diversity.
Grievance procedures are available for employees or applicants alleging discrimination, discriminatory harassment or retaliation. Retaliation against an individual for filing a discrimination complaint, participating in a complaint investigation or otherwise opposing discrimination based on any of the protected categories is also a form of discrimination which is illegal. Harassment of employees by supervisors or co-workers on the basis of sex, race, national origin, age, disability or other protected status is prohibited by law. It is the policy of the University to prevent and eliminate all forms of unlawful harassment and retaliation in employment and educational settings. Information on how to file a complaint of discrimination may be found on the Office for Equity and Diversity website at http://www.oed.wisc.edu.
Under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act, employees and applicants are protected from harassment, threats, coercion, intimidation, or discrimination for 1) filing a complaint; 2) assisting or participating in an investigation, compliance review, hearing or any other activity related to the administration of VEVRAA, Section 503 or any other federal, state or local law requiring equal opportunity for protected veterans or individuals with disabilities; 3) opposing any act or practice made unlawful by VEVRAA, Section 503 or any other federal, state or local law requiring equal opportunity for protected veterans or individuals with disabilities; or 4) exercising any other right protected by VEVRAA or Section 503.
The University is committed to providing reasonable accommodations for individuals with disabilities to ensure equal access to employment and programs. The University also provides reasonable accommodations for religious practices upon request.
Inquiries concerning this policy, and requests for information or assistance, may be directed to the Office for Equity and Diversity, 179A Bascom Hall, 500 Lincoln Drive, Madison, WI 53706, 608-263-2378 or WTRS 7-1-1.