Arizona State University

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• Arizona State University
• Diversity Equal Opportunity
• An Information and Resource Guide
• Carol Goerke
• Office of Diversity
• Human Resources
• www.asu.edu/hr/diversity

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Defining Diversity

• Representation Inclusion
• Representation Extent to which ASU students,
  staff, faculty and administrators proportionately
  reflect the regional and national populations
  served by our public institution.
• Inclusion Encompassing, embracing, empowering
  and giving voice to all members of the
  university community in areas of scholarship,
  teaching, learning and governance.

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Diversity Plan for ASU
The Office of the Provost has published Diversity
Plan Building Blocks for Success
through People, Programming and Policies. The
plan, which was developed in consultation with a
wide variety of constituencies within the
university, is a statement that serves as an
ongoing touchstone of ASU commitment to diversity
and includes several specific initiatives that
will change and evolve over time depending on the
challenges and opportunities we have before
us. View the plan www.asu.edu/provost/downloads
/Diversity_Plan.pdf
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ASU Commitment to Diversity in Employment

• Commitment to a recruitment process that results
  in the hiring of the most qualified applicants.
• Commitment to recruiting, retaining and
  developing a diverse qualified workforce that
  both represents and serves the rich diversity of
  our state and nation.
• Commitment to achieving diversity in the
  workforce by providing Equal Opportunity (EO)
  through Affirmative Action (AA).
• Commitment to an expectation of compliance with
  equal opportunity and affirmative action
  principles and processes from all persons
  associated with the university.

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Obligations of Hiring Officials
All individuals with the authority to hire will
be accountable for the recruitment, retention and
development of a diverse workforce.
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Obligations of Hiring Officials (Continued)

• Ensure that selections for hires, promotions,
  training and/or job-related activities/programs
  are based on qualifications and encompass
  equitable considerations.
• Ensure and maintain a work environment free from
  unlawful discrimination and harassment.
• Remove obstacles by addressing any behaviors and
  actions that adversely impact females,
  minorities, qualified veterans and the disabled
  by seeking guidance from and/or referring issues
  to the Office of Diversity, Human Resources.
• Ensure employees are knowledgeable about equal
  opportunity and affirmative action issues and
  remain current on guidelines for compliance.

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Recruitment HandbooksResources and Tools for all
Hiring Officials

• The Office of Human Resources, the Office of
  Diversity and the Office of the Provost maintain
  recruitment handbooks, blueprints, forms and
  other tools that support ASUs equal employment
  opportunity and affirmative action policy.
• Faculty recruitmentwww.asu.edu/provost/recruitmen
  t/faculty
• Classified, Administrative and Service
  Professionals recruitmentwww.asu.edu/hr
• Additional Toolswww.asu.edu/hr/diversity

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AA and EOKey Definitions and Differences

• Affirmative Action
• Executive Order 11246 mandates that federal
  contractors comply with affirmative action laws
  and regulations.
• Positives steps taken to ensure equal employment
  opportunity.
• Establish rules prior to recruitment and ensure
  these rules are applied consistently to all
  throughout the entire recruitment process.
• Requires affirmative action for females,
  minorities, qualified veterans and persons with
  disabilities.

• Equal Employment Opportunity
• Laws and regulations set forth by federal, state
  and local government entities as well as
  policies established bythe University.
• A result of the Civil Rights Act of 1964.
• Prohibits discrimination on the basis of race,
  color, religion, sex, national origin, age,
  qualified veteran status and disability.
• Additionally, ASU policy prohibits discrimination
  on the basis of sexual orientation and gender
  identity.

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Affirmative Action Plan (AAP)

• ASU has more than 50 employees and federal
  contracts in excess of 50,000. As a result of
  these contracts, ASU is obligated to develop and
  disseminate an Annual Affirmative Action.
• The AAP contains ASUs equal opportunity and
  affirmative action policies, data on all
  employment activity during the past calendar
  year, workforce utilization analyses and hiring
  goals.
• Information from the AAP is to be used as a tool
  for hiring officials to ensure equal employment
  opportunity.
• The AAP provides an accounting of competitive
  searches, focused hires and other employment
  practices to ensure all qualified applicants and
  employees receive equal opportunity and equitable
  consideration in every aspect of employment.

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Components of the AAP

• Presidents Policy Statement
• Equal Opportunity/Affirmative Action Policies
• A description of our outreach programs
• Availability Analysis An estimate of the number
  of qualified women and minorities available for
  employment in a given job group, expressed as a
  percentage of all qualified persons available for
  employment in the job group.
• Utilization Analysis and Goals An estimate of
  the number of current women and minorities
  represented with the availability data.
• For more detailed information about the AAP,
  please contact the Office of Diversity
  480.965.5057.

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• ASU Commitment to Compliance

• ASU is committed to equal opportunity through
  affirmative action.
• Compliance is expected of everyone associated
  with the university.
• The Office of Diversity is your resource for any
  questions regarding ASUs Diversity Plan or ASUs
  Affirmative Action Plan and programs.