As required by its status as a federal contractor, the university is committed to affirmative action in employment. Affirmative action does not require the hiring or retention of unqualified individuals or provide preferential treatment. The university’s Affirmative Action Program includes those policies, practices, and procedures that the university implements to ensure that all qualified applicants and employees are receiving an equal opportunity for recruitment, selection, advancement, and every other term and privilege associated with employment. In compliance with the law, the university maintains affirmative action programs for women, minorities, individuals with disabilities, and covered veterans. A fundamental premise underlying affirmative action is that, over time, absent discrimination, a contractor’s workforce will generally reflect the gender, racial, and ethnic profile of the labor pools from which the contractor recruits and selects. The affirmative action plan is a vehicle for examining workplace and labor pool statistics and making policy or procedural changes to recruitment, hiring, or retention efforts in those job groups, if any, which statistically indicate a concern.
Affirmative action goals
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How to find the affirmative action goal
- Go to the Job Group Table to determine the Job Group for a particular job.
- The Job Group Table lists jobs alphabetically by title.
- For the calculated availability of women and minorities for the job group to ensure the pool is reflective of the availability, please review the Staff Recruitment Goals Report, or the Faculty and Administrator Recruitment Goals Report.
- If a placement goal has been established for the job group extra attention must be paid to recruitment of women and/or minority applicants.
- The goal is established when the percentage of women and/or minorities in the Job Group is less than the percentage that census data and other reports say are available for employment.
- The goal must be within the reasonable recruitment area for jobs in the Job Group.
- If a goal exists in a Job Group, pay attention to the number of women and/or minorities who submitted applications.
- Consult the Affirmative Action Plan for more information regarding the effect of an established goal.
- Figures are stated in percentages.
- Please call us if you have any questions or need assistance. Our office is here to help.
Employees or applicants who wish to review the full narrative portion of Northern Arizona University’s affirmative action program for individuals with disabilities and veterans may schedule an appointment to do so by contacting Priscilla Mills, Assistant Vice President, Equity and Access Office, during normal business hours.