Affirmative Action Program for Faculty and Staff
University of Colorado Boulder (CU-Boulder) is committed to achieving full equal opportunity and affirmative action for all applicants and employees. Equal opportunity ensures all qualified applicants and employees are treated fairly and not discriminated against with regard to the individual's race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression or veteran status. Affirmative action is a federal law requirement for employers who are federal contractors, such as CU-Boulder, to take positive actions towards the outreach and employment opportunities for women, members of underrepresented racial/ethnic groups, veterans, and individuals with disabilities. Affirmative action is a part of the way CU-Boulder regularly conducts its business and complements the philosophy and belief that diversity enriches the educational and employment experience for all faculty, staff and students at CU-Boulder.
The Affirmative Action Officer in the Department of Human Resources is responsible for CU-Boulder’s Affirmative Action Program. The Affirmative Action Officer, in partnership with several other campus stakeholders, is responsible for creating and implementing CU-Boulder’s Affirmative Action Plans on an annual basis, monitoring the campus’ progress towards achieving equal employment opportunity, engaging in outreach to increase the participation of members of underrepresented groups in CU-Boulder's workforce, and serving as a resource and educator for the campus community regarding equal employment opportunity and affirmative action.
Affirmative Action Policies
2015 Affirmative Action Plan (AAP)
Federal Law and Regulations of Nondiscrimination
Title VII of the Civil Rights Act of 1964, as amended
Prohibits discrimination by employers against any individual with respect to hiring, discharge, compensation, and all terms, conditions and privileges of employment because of race, color, religion, sex, or national origin.
Prohibits discrimination by federal contractors against any employee or applicant for employment on the basis of race, color, religion, sex, or national origin. Requires the employer to take affirmative action to expand employment opportunities for women and members of minority groups and to eliminate practices which have the effect of excluding or limiting their employment. Also requires a written affirmative action plan, including goals for overcoming the underutilization of minorities and women in the employer's workforce.
Prohibits discrimination by federal contractors against any employee or applicant for employment because of physical or mental disability regarding any position for which he or she is qualified. Requires the employer to take affirmative action to employ, promote, and otherwise treat qualified individuals with disabilities without discrimination based on their disability. Also requires a written affirmative action plan, but hiring goals need not be established. Affirmative action does require that an employer take steps to accommodate a qualified worker with a disability unless accommodation poses an undue hardship.
Prohibits discrimination by federal contractors against applicants or employees because they are special disabled veterans or veterans of the Vietnam era in regard to any position for which they are qualified. Requires that employers take affirmative action to employ, advance in employment, and otherwise treat special disabled veterans and Vietnam era veterans without discrimination based on their disability or veteran's status. Also requires a written affirmative action plan, but hiring goals need not be established.
Prohibits employers from failing or refusing to hire, or from discharging, or from otherwise discriminating against any individual aged 40 or over with respect to compensation and all terms, conditions, and privileges of employment because of the individual's age. Exceptions to the prohibition against forced retirement include certain high-level executives and public safety personnel.
Prohibits employers from discriminating on the basis of sex in paying salaries for equal work requiring equal skill, effort, and responsibility and performed under similar working conditions.
Prohibits employers from discriminating against any qualified employee or applicant for employment because of a physical or mental disability. In addition, it requires employers to make reasonable accommodations for qualified individuals with disabilities unless doing so would impose an undue hardship.
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