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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.

The Equal Employment Opportunity/Affirmative Action Policy Statement

In accordance with applicable federal and state statutes and regulations, it has been, and will continue to be, the policy of the University of Wisconsin–Madison to protect and provide redress against discrimination in the employment of qualified individuals on the basis of age, race, color, religion, creed, national origin, ancestry, sex, marital status, pregnancy, sexual orientation, gender identity, gender expression, disability, arrest record, conviction record, veteran status or membership in the national guard, state defense force or any other reserve component of the military forces of the United States or Wisconsin.

It has been, and will continue to be, the policy of UW–Madison to promote the full realization of equal employment opportunity for minorities, women and persons with disabilities through a comprehensive affirmative action program. Affirmative action efforts for women, racial/ethnic minorities and persons with disabilities will be undertaken to ensure equal opportunity and to overcome the present effects of past discrimination. The equal opportunity/affirmative action policy for women and minorities covers all aspects of the employment relationship including, but not limited to, recruitment, interviewing, hiring, transfer, assignment of duties, promotion, tenure, compensation, benefits, selection for training, retention, layoff, termination, certification and testing. The policy applies to all units and governs employment of all employees of UW–Madison.

Further, it is UW–Madison policy to ensure equal opportunity to all persons with disabilities, disabled veterans and veterans of the Vietnam Era in positions for which they are qualified.

The chancellor assumes overall responsibility for the implementation of the UW–Madison affirmative action plan. Through the provost and vice chancellor for Academic Affairs, the chancellor has delegated primary responsibility for administration of the affirmative action plan 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. Affirmative action progress will be monitored and achievement under this plan will be evaluated, as is achievement of other University goals.

The administration, faculty and staff of UW–Madison are committed to and reaffirm support of the principle of equal employment opportunity. Each employing unit is charged, therefore, to conduct its recruitment and employment practices in conformity with this principle and in accordance with the affirmative action plan. All UW–Madison employment policies, practices and procedures will be examined periodically to ensure that they are nondiscriminatory. Copies of the affirmative action plan and any related summaries are available from the Office for Equity and Diversity.

In addition, in conformity with applicable state statutes and regulations, UW–Madison provides equal employment opportunity for all persons regardless of age, race, color, religion, creed, national origin, ancestry, sex, sexual orientation, disability or political affiliation.

Harassment of employees by supervisors or co-workers on the basis of age, race, national origin, ancestry, religion, sex, disability or other protected status is an unlawful employment practice by federal and state law and University policy. It is the policy of the University to prevent and eliminate forms of unlawful harassment in employment and educational settings. All employees who believe they have been harassed on the basis of a protected status are encouraged to report these incidents to their supervisors (or the appropriate personnel officer if the supervisor is involved in the harassment), the designated contact person in their unit or the Office for Equity and Diversity.

The UW–Madison is committed to providing reasonable accommodations for persons with disabilities to ensure equal access to employment and to all benefits associated with employment. UW–Madison also provides reasonable accommodations for religious practices in response to requests from employees.

Grievance procedures are available for all employees and students alleging discriminatory treatment and/or harassment. Retaliation against an employee who files a discrimination complaint is also a form of discrimination which is against the law and will not be tolerated. These procedures are included in the Faculty Policies and Procedures, the Academic Staff Policies and Procedures, union contracts, as well as other UW–Madison publications. Notice of fair employment rights and procedures are posted at the various personnel offices as well as in employing units. Employees may contact the assistant vice provost and director of the Office for Equity and Diversity for information and assistance.

In addition, in conformity with applicable University of Wisconsin System guidelines and policies, UW–Madison will maintain an affirmative action committee; provide the assistant vice provost and director of the Office for Equity and Diversity with adequate budget and support staff commensurate with institutional needs; prepare and submit required reports to UW System assessing progress toward affirmative action goals and objectives; and disseminate this policy statement throughout the UW–Madison community.

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