Brown University's Equal Employment Opportunity /Affirmative Action Employment Policy

Brown University has been and will continue to be committed to a policy of equal employment opportunity and to the principles of affirmative action. The University endorses the goals of equal employment opportunity and affirmative action as supportive of the University's values. This commitment extends beyond ensuring neutrality in employment opportunities with regard to race, color, sex, age, religion, national origin, veteran status, disability, sexual orientation, gender identity and gender expression.

Brown University will continue to make strong, positive efforts to ensure that minorities, women, disabled persons and veterans are given full and appropriate consideration for employment, upgrading, counseling, training, and for participating in all University sponsored programs and social activities. The University will continue to meet affirmative action program requirements established for contractors by the federal government and monitored by the Department of Labor. Such programs provide a mechanism for monitoring University personnel policies and procedures to ensure equal employment opportunity, as well as a means for locating and eliminating any deficiencies in relevant areas of employment.

The Director of the Office of Equal Employment Opportunity and Affirmative Action (EEO/AA) is responsible for the coordination and oversight of the University's affirmative action employment programs and for monitoring the implementation of those programs throughout the University. The EEO/AA Director can be reached at 401-863-2389.

CORPORATION STATEMENT ON NONDISCRIMINATION

Brown University does not discriminate against any person because of race, color, religion, age, national or ethnic origin, disability, status as a veteran, sexual orientation, gender identity, gender expression, or sex, except where sex is a bona fide occupational qualification.  The University will develop and from time to time update an affirmative action program and will insist on a good-faith effort on the part of its employees to comply with the program.  The University will request and expect its agents and those with whom it conducts its affairs to meet the commitment of this important program.

The Following Information has been prepared to introduce all employees of Brown University to the concepts of Equal Employment Opportunity and Affirmative Action, and further to explain the laws which govern these concepts, and the procedures practiced by Brown University to ensure their implementation.

Equal Employment Opportunity

Equal Employment Opportunity is provided when all conditions of employment and management decisions are based on good, consistent, and fair human resource policy and procedure.

Equal Opportunity in employment is an essential priority for Brown University, and one to which the University is deeply committed. In accordance with established federal laws (Civil Rights Act of 1964), state laws, and University policies, discrimination based on race, color, religion, national origin, sex, sexual orientation, age, disability, veteran status, gender identity or expression is prohibited in all aspects of employment. Brown University is also committed to providing a work and academic environment free from all forms of sexual harassment.

Affirmative Action

Affirmative Action is a results-oriented program that is designed to redress imbalances of minorities and women in the workforce. Executive Order 11246 (1965), as amended by Executive Order 11375 (1967) requires federal contractors to take "affirmative" steps to recruit, hire and advance minorities and women when they are underutilized in the University and are qualified and available in the labor force.

As part of the federal contract obligations, Brown University is required to determine whether women and minorities are "underutilized" in the workforce. When that is the case, Brown University is required to develop as part of its affirmative action program, specific goals designed to overcome that underutilization. Underutilization is defined in the regulations as "having fewer women or minorities in a particular job group than would reasonably be expected by their availability".

Brown University proactively undertakes good faith efforts to reach affirmative action goals through recruitment, outreach, and internal reviews of employment policies and practices. Affirmative Action goals are flexible, temporary, and aimed at correcting the imbalances. Goals are not quotas.

Diversity

Diversity policies and programs at Brown are designed to: (1) redress historical patterns of exclusion and (2) foster opportunities to embrace the greatest mix of ideas, opinions, and beliefs so important to the achievement of academic excellence. Accordingly, the term diversity is used at Brown in the broadest sense to encompass many things such as race, color, religion, age, national and ethnicity origin, disability, status as a veteran, language, socio-economic background, sex, sexual orientation, gender identity, gender expression, political ideology, theoretical approach and the list can go on. It is through the interaction among individuals from a diverse set of experiences, histories and backgrounds that true intellectual diversity is achieved.

Individuals with Disabilities

A person with a disability is someone who: (1) has a physical or mental impairment that substantially limits one or more major life activities; (2) has a record of such impairment; or (3) is regarded as having such an impairment. A major life activity means a basic function such as working, caring for oneself, walking, seeing, hearing, breathing, etc.

Employees are prohibited from discriminating against qualified individuals with disabilities in all terms, conditions, and privileges of employment.

A qualified individual with a disability is a person who, with or without reasonable accommodation, can perform the essential functions of the job in question. Employers are required to make an accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operations of the employer's business. The employer is not required to lower quality or production standards to make an accommodation, nor is an employer obligated to provide items such as glasses or hearing aids, Disclosure of one's disability is strictly voluntary and will be kept confidential.

Veterans Assistance

Employers are prohibited from discriminating against veterans and are required to take affirmative action* to employ and advance in employment Vietnam Era and "Other Qualified" Veterans and qualified disabled veterans of all wars.

*The affirmative action requirements for qualified persons with disabilities and Vietnam Era and Disabled Veterans do not include goals and timetables in the same way that affirmative action programs establish such goals for women and minorities.

Notice to Veterans

Notice - - - Changes in Definition of "Veterans"

The Veterans Employment Opportunities Act of 1998 added an additional military category called "Other Eligible Veterans." This category includes two key additional veterans groups. First, it includes veterans who served in a "war." According to materials given to federal contractors, "since the last declaration of war issued by Congress initiated World War II, veterans with active duty service between December 7, 1941 and April 28, 1952 are considered veterans of 'the World War II era' and are included in the new Other Eligible Veterans category."

Second, the new Other Eligible Veterans category includes those veterans who served in a campaign or on an expedition for which a campaign badge, a service medal, or an expeditionary medal has been awarded. This includes a number of military engagements.

According to the U.S. Department of Veterans Affairs, the listing is subject to change, "as periods of service end and new medals are added." A website maintained by the U.S. Office of Personnel Management, according to official publications, will be updated periodically to reflect any such changes. The address of that website appears below.

Persons having any questions regarding these changes are invited to call Mr. John Dunn at the U.S. Veterans' Employment and Training Service at 401-528-5134 or to visit the website maintained by the U.S. Office of Personnel Management.

WHERE CAN EMPLOYEES GO FOR INFORMATION OR TO SEEK RESOLUTION TO A PROBLEM?

If you feel you have been discriminated against or harassed based on race, religion, color, national origin, sex, sexual orientation, age, disability, gender identity or gender expression, or veteran status, or just want to talk about your options or obtain additional information, please contact your supervisor, the Human Resources Department or the Office of Equal Employment Opportunity and Affirmative Action.

All such grievances will be addressed promptly and appropriate disciplinary action will be taken if warranted. Grievances will be keep as confidential as possible. Brown University does not tolerate retaliation against employees who report incidents of discrimination or sexual harassment, or against those who participate in University investigations of discrimination or harassment.

External Resources (Federal, State, City)

How Does Brown University Implement Equal Employment Opportunity and Affirmative Action Laws?

1. Brown University has an Office of Equal Employment Opportunity and Affirmative Action. The Director of the Office of Equal Employment Opportunity and Affirmative Action is charged with the responsibility for coordinating and monitoring all components of Equal Employment Opportunity and Affirmative Action compliance.
   
   
2. The University has developed an Affirmative Action Plan, updated annually by the Office of Equal Employment Opportunity and Affirmative Action, which analyzes its workforce, policies and procedures related to all aspects of employment, sets forth goals for each department within the University, and monitors progress and/or impediments to achieving the overall goal of diversity at all levels within the University. The University's Affirmative Action Program is monitored and approved by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) through periodic audits of our plan and progress toward accomplishment of hiring and promotion goals. The OFCCP also monitors the implementation of programs intended to ensure equitable treatment and opportunities for all employees.
   
   
3. Senior officers, managers and employees are advised with regard to new developments in equal employment opportunity/affirmative action legislation and their responsibilities related to ensuring that the University maintains compliance.
   
   
4. The University participates with community organizations, local, state and federal agencies, educational institutions, and other groups, which specialize in training and referring applicants for employment opportunities at Brown.

Terminology Definitions

The following are the ethnicity and racial categories used in discussions about Equal Employment Opportunity and Affirmative Action.

Ethnicity – people can self identify as:

• Hispanic or Latino – A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race. The term, “Spanish origin,” can be used in addition to “Hispanic or Latino.”
• Not Hispanic or Latino

Race – people can select up to two:

• White – A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
  
• Black or African American – A person having origins in any of the black racial groups of Africa. Terms such as “Haitian” or “Negro” can be used in addition to “Black or African American.”
  
• American Indian or Alaska Native – A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affi liation or community attachment.
  
• Asian – A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
  
• Native Hawaiian or Other Pacific Islander – A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.

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