Relationship to the Equal Employment Opportunity (EEO) Policy
It is required by law that the University of Arizona provide equal employment opportunity to all, without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information. It is further required by law that we take affirmative action in all employment matters to ensure that our policies and practices are, in fact, nondiscriminatory. As a federal contractor this means, among other things, that goals have been established to address any Underutilization of women or of minorities.
When it annually updates its written Affirmative Action Plan for Women and Minorities, the University analyzes the participation of women and minorities in each job group. In accordance with federal requirements, all job titles have been grouped by similarity of wages, content and opportunity, and number of incumbents to ensure there are job groups of sufficient size to permit meaningful analysis. The University then identifies the likely sources of persons—internal, external, or some combination of both—to fill vacancies in each job group. Based on those expected sources, and in accordance with federal regulations, the University estimates the availability of women and minorities for each job group.
If women or minorities are Underutilized in any job group, the University must set a goal for each such job group which is equal to the availability percentage. The University must be able to document that it made Good Faith Efforts to meet any established goals. Specifically, recruitment strategies must be designed to inform potential applicants, especially where Underutilization exists, about opportunities. Further, job prerequisites such as education, experience, job performance, references, etc., must not disproportionately exclude women or minorities unless such requirements are demonstrably job related and significant to successful performance.
Recruitment Procedures
In order for the University to fulfill its EEO obligations, all positions must be posted for a minimum of seven calendar days and a maximum of one year, and must not be moved to a closed status during a weekend or UA-designated holiday. Whenever a department has an opportunity, the department is encouraged to advertise as widely as practicable.
However, if the opportunity occurs in a job group which is Underutilized and for which a goal has been established, the department must document the specific Good Faith Efforts it took to meet the goals. In general, such Good Faith Efforts are expected to include recruitment strategies designed to reach women and/or minorities for which there has been a goal established. Specifically, where Underutilization exists, it is expected that affirmative recruitment sources will be informed, along with all others.
There are certain limited circumstances which can be reasonably anticipated where recruitment is not possible or practicable. These circumstances are fully described in the University Policy for Noncompetitive Selection. A department which must make a selection in accordance with that policy must fully document the reason for the selection in accordance with the requirements of that policy.
There may be other situations, infrequent and not reasonably anticipated, where the University's nondiscrimination policy and the objective of attracting and retaining a highly qualified workforce can be met by means other than recruitment and advertising an opportunity. In such circumstances, if the opportunity exists in a job group for which a goal for either women or minorities has been established, the hiring authority shall document the specific reasons why it has not undertaken affirmative recruitment. The fact that the person selected for the opportunity is a woman or a minority is in itself insufficient reason to justify a decision not to engage in recruitment.
Hiring authorities are advised that minimum posting requirements may be insufficient to attract the most qualified individuals. To fill a position that has Affirmative Action Plan goals due to Underutilization of either women or minorities, consult with Human Resources Recruitment and Outreach Team to identify advertising strategies to attract a wider pool.
