As a federal contractor, the University of Washington maintains an Affirmative Action Program.

Overview

The deans/chancellors and chairs/directors are provided annual updates to the University’s Affirmative Action Program. Special efforts should be made to recruit qualified applicants who are representative of underutilized groups (e.g. minorities, women). See the resources below for more specific guidance.  Academic units should refer to the affirmative action programs below in planning annual recruitment and hiring.

Affirmative Action Program for Minorities and Women

Affirmative Action Program for Individuals with Disabilities

Affirmative Action Program for Protected Veterans

Remember: Placement goal percentages are NOT quotas for hiring. They are metric benchmarks for measuring effective recruitment efforts to increase the qualified pool of qualified diverse applicants.

Good Faith Efforts

Good faith efforts outline steps that can be taken in the recruitment and hiring process to ensure a diverse pool of candidates are considered for positions and provides candidates equal opportunity to compete for jobs.

Staff and academic personnel search committees should conduct outreach and recruitment of populations of underutilized groups (e.g. minorities, women) as well as individuals with disabilities and veterans.

Search committees should include academic personnel who are committed to diversity and excellence. Units have a responsibility to ensure that personnel with diverse backgrounds have an opportunity to serve on search committees.

Recruitment efforts include, but are not limited to, proactively placing advertisements with diversity sources and attending diversity employment fairs. Job descriptions can include diversity requirements as specific job qualifications.

Search committees need to be certain that the criteria used for selection accurately reflect the requirements outlined in the job description and that these criteria are free of bias.

Governmental Reporting Requirements

In order to meet federal and state affirmative action compliance requirements, the University must request information on the race/ethnicity, sex, disability, and veterans status of all applicants to a specific job.

Mandatory Employment Posters

Posters should be placed in visible location in the workplace where notices to applicants and employees are customarily posted.

EEO is the Law Poster and Supplement

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Relevant Links

Bias Reporting Tool
Disability Services Office
Equal Employment Opportunity Commission (EEOC)
Office of Federal Contract Compliance Programs (OFCCP)
University Complaint Investigation and Resolution Office (UCIRO)
Washington State Human Rights Commission