VI. University Policies and Statements

The University has instituted a number of policies affecting the employment of faculty, staff, and students. The following policies and statements are listed in the University’s Operations Manual.

A. Nondiscrimination Statement

The University of Iowa prohibits discrimination in employment, educational programs, and activities on the basis of race, national origin, color, creed, religion, sex, age, disability, veteran status, sexual orientation, gender identity, or associational preference. The University also affirms its commitment to providing equal opportunities and equal access to University facilities. For additional information contact the Office of Equal Opportunity and Diversity, (319) 335-0705.

Information on when and where to use the Nondiscrimination Statement is available on the Office of Equal Opportunity and Diversity website.

B. Affirmative Action Employment Guidelines

The guidelines listed in the Affirmative Action Employment Guidelines are followed in the filling of all open positions. See Part III, Chapter 9.6 of the Operations Manual website for the full text of the policy.

C. Diversity in Employment Guidelines

The University’s Diversity in Employment Guidelines apply to executive, administrative, and managerial P&S positions at pay grade 12 or higher, as well as to faculty appointments with significant administrative responsibilities.

The guidelines stipulate that the position announcement must state that candidates must demonstrate job-related experience with and/or commitment to diversity in the work/academic environment.

Examples of language that may be used in advertisements to satisfy this requirement are listed below and are also available from the Office of Equal Opportunity and Diversity website. (See the full policy in the Operations Manual.)

• Demonstrated commitment to promoting a diverse environment
• Demonstrated knowledge of the principles of affirmative action and equal opportunity
• Demonstrated commitment to human rights and equality
• Demonstrated experience promoting a diverse workforce/academic environment
• Demonstrated knowledge of effective strategies for working with diverse faculty, staff, and students
• Demonstrated experience working effectively in a diverse environment
• Demonstrated commitment to diversity in the educational community

For more information, contact the Office of Equal Opportunity and Diversity at eod-search-help@uiowa.edu .

D. Statement on Diversity

The University of Iowa values diversity among students, faculty, and staff, and regards equal employment opportunity and affirmative action as tools to achieve diversity. The University believes that a rich diversity of people and the many points of view they bring serve to enhance the quality of the educational experience at The University of Iowa.

E. Human Rights Policy

The University of Iowa brings together in common pursuit of its educational goals persons of many nations, races, and creeds. The University is guided by the precepts that in no aspect of its programs shall there be differences in the treatment of persons because of race, creed, color, national origin, age, sex, disability, sexual orientation, gender identity, or any other classification that deprives the person of consideration as an individual, and that equal opportunity and access to facilities shall be available to all. Among the classifications that deprive the person of consideration as an individual are those based on associational preference. These principles are expected to be observed in the internal policies and practices of the University; specifically in the admission, housing, and education of students; in policies governing programs of extracurricular life and activities; and in the employment of faculty and staff personnel. The University shall work cooperatively with the community in furthering these principles.

F. Disability Protection Policy and Accessibility Statement

a. General. The University of Iowa, as authorized by Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, shall take affirmative steps to employ and advance the employment of qualified individuals with disabilities and qualified disabled veterans and veterans of the Vietnam era at all levels of employment. The affirmative action policy applies to, but is not limited to, the following employment practices: (1) Hiring; (2) Upgrading; (3) Demotion; (4) Transfer; (5) Recruitment; (6) Recruitment advertising; (7) Layoff; (8) Termination; (9) Rates of pay/other forms of compensation; and (10) Selection for training (including apprenticeship).

b. The University of Iowa endeavors to make reasonable accommodations for the functional limitations of applicants, employees, and students with disabilities and disabled veterans pursuant to applicable federal and state law. Applicants and employees with disabilities seeking accommodations should contact Faculty and Staff Disability Services (www.uiowa.edu/hr/fsds). Students with disabilities should contact Student Disability Services (www.uiowa.edu/~sds).

c. Applicants, employees, and students with disabilities at The University of Iowa are protected from coercion, retaliation, interferences, or discrimination for filing a complaint or assisting in an investigation of a complaint under the aforementioned acts. Inquiries and complaints should be directed to the Office of Equal Opportunity and Diversity for a confidential investigation.

d. Disabled applicants/employees, disabled veterans, or veterans of the Vietnam era desiring more information should contact the Office of Equal Opportunity and Diversity. To obtain a copy of the Affirmative Action Plan for Persons with Disabilities, Disabled Veterans, and Veterans of the Vietnam Era, please call 335-0705

G. Accessibility Statement

Individuals with disabilities are encouraged to attend all University of Iowa-sponsored events. If you are a person with a disability who requires an accommodation in order to participate in this program, please contact [the sponsoring department or contact person] in advance at [telephone number].

H. Credential Check at Point of Hire

See Part III, Chapter 9.2 of the Operations Manual website for the full text of the policy.

I. Criminal Background Check at Point of Hire

See Part III, Chapter 9.2 of the Operations Manual website for the full text of the policy.

J. Conflict of Interest in Employment- Nepotism

See Part III, Chapter 8 of the Operations Manual website for the full text of the policy.

K. Conflicts of Commitment and Interest

See Part II, Chapter 18 of the Operations Manual website for the full text of the policy.

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