Equal Employment Opportunity
Laws and Executive Orders
Requires federal contractors and subcontractors to eliminate employment discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin and take affirmative action to ensure that equal opportunity is provided in all aspects of employment. Read more
Requires federal contractors to take affirmative action to employ and advance in employment qualified covered veterans. Read more
Requires federal contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. Read more
Prohibits discrimination on the basis of race, color, religion, sex, or national origin, in any term, condition, or privilege of employment (including hiring, firing, promotion and compensation) in all institutions with fifteen or more employees. Read more
Prohibits employment discrimination against persons age 40 or older and restricts mandatory retirement requirements, except where age is a bona fide occupational qualification. Read more
Prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions. Read more
Prohibits discrimination in employment on the basis of disability and requires reasonable accommodation that permits qualified applicants or employees with a disability to participate in the job application process, to perform the essential functions of a job, and to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. Read more
Employment Equity and Compliance is committed to promoting the right of all individuals to equal opportunity in employment and to fostering a diverse, equitable and inclusive working and learning community. Our work is guided by compliance with the University’s non-discrimination policies and by federal and state regulations related to equal opportunity and affirmative action.
Employment Equity and Compliance evaluates and monitors the university’s Affirmative Action Program and advises campus constituents on areas of progress and areas that require ongoing attention.
Based on all applicable Equal Employment Opportunity/Affirmative Action laws, directives and regulations, equal employment opportunity is provided to all employees and qualified applicants without regard to race, ethnicity, color, religion, national origin, sex, age, disability status, protected veteran status, marital status, pregnancy, sexual orientation, gender identity, gender expression, genetic information or any other protected status under Federal, State or Local laws.
If you are a qualified applicant or employee with a disability and need accommodation with the application/selection process or to perform the essential functions of your position, please contact Human Resources for assistance.
Employees who feel they have encountered any form of discrimination or harassment may inquire at the Office of Civil Rights & Investigations for information on their rights, options and resources.
Applicants for Employment
Candidates for employment at the U of I are invited to submit information on demographic characteristics and veteran and disability status during the application process. This information is used for federal reporting and affirmative action analysis purposes and, in most cases, is not accessible by or reported to the hiring unit.
After receiving an offer and prior to starting employment duties, new employees are again invited to complete self-identification forms for demographic, veteran and disability status. An employee’s veteran and disability status can be updated at any time through VandalWeb. This information is used for federal reporting and affirmative action goal assessment purposes.
U of I’s overall Affirmative Action Program, reviewed and updated annually:
- identifies and assesses equal opportunity, nondiscrimination and affirmative action policies, practices and procedures;
- uses diagnostic procedures to evaluate the composition of the workforce and compare it to the composition of the relevant labor pools;
- identifies action-oriented efforts designed to address any underutilization of groups not being employed at a rate expected given their availability in the relevant labor pool.
The results of these efforts are incorporated into an annual written affirmative action plan. The U of I Affirmative Action Plan is available for review in the Office of Workforce Diversity. Office hours are Monday through Friday between 8 a.m. and 5 p.m. Contact email@example.com for more information.
View the job group recruitment and placement goals provided in the U of I 2021 Affirmative Action Plan. The data used is from the fall of the prior year (ex. 2021 goals use data from Fall 2020).
UI Policy of Non-Discrimination
- Executive Order 11246
- The Fair Labor Standards Act (FLSA)
- The Fair labor Standards Act (FLSA)/Section 14(c)
- The Family and Medical Leave Act (FMLA)
- The Occupational Safety and Health (OSH) Act
- The Rehabilitation Act of 1973, Section 503
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
- Whistleblower Protections