EFFECTIVE DATE: May 15, 2019
ISSUE #: 6
PRESIDENT: Juan Sánchez Muñoz
PURPOSE
The purpose of this policy statement is to comply with all federal and state regulations, as well
as the University of Houston System Administrative Memorandum 01.D.04, Affirmative Action Policy, on all matters related to affirmative action.
DEFINITIONS
2.1 Affirmative Action: The set of public policies and initiatives designed to help eliminate
past and present discrimination based on race, color, religion, sex, national origin,
disability, or status as a Vietnam era or disabled veteran.
2.2 Affirmative Action Program: A detailed workforce analysis that includes steps to recruit,
hire, train, promote, and retrain qualified personnel in all protected classes at all levels of
the University.
POLICY
3.1 The University of Houston-Downtown is committed to the development,
implementation, and administration of a comprehensive affirmative action program that
meets all federal and state laws and regulations specifying affirmative action and/or
nondiscrimination in employment.
3.2 This program applies to all phases of employment, including but not limited to
recruitment, hiring, placement, reclassification, promotion, demotion or transfer, layoff,
reduction in force, termination, compensation, training, benefits, pay, non-cash
compensation, total compensation, status, education and other assistance, and benefits
programs.
3.3 This policy applies to all employees and employment applicants regardless of position or
source of position funding. It is the responsibility of all persons making employment
decisions to support this policy.
PROCEDURES
4.1 Employment Services and Operations (ESO) will ensure that a comprehensive
Affirmative Action Plan (AAP) for the University faculty and staff is developed on an
annual basis.
4.1.1 The AAP will include documentation of the recruitment channels utilized in order
to ensure that protected classes are provided equal opportunity in the application
process for employment.
4.1.2 The University’s AAP will also include procedures for monitoring and
documenting employment decisions which are based on applicant qualifications,
and not on subjective or otherwise unrelated criteria.
4.2 The Affirmative Action Officer or his/her designee will attend the first meeting of all
faculty and staff Search and/or Screening Committees to advise them of their
responsibility to conduct themselves in compliance with this policy and the related Equal Opportunity Policy.
REVIEW PROCESS
Responsible Party: Title IX/Equity and Diversity Officer
Review: Every three years on or before September 1st.
Signed original on file in Employment Services and Operations.
POLICY HISTORY
Issue #1: 08/15/03
Issue #2: 09/20/06
Issue #3: 10/15/07
Issue #4: 11/05/10
Issue #5: 07/09/15
REFERENCES
SAM 01.D.04
Executive Order No. 11246, as amended by Executive Order No. 11375 and Executive OrderNo. 12086
41 CFR Chapter 60
Vietnam Era Veterans’ Readjustment Assistance Act, § 4212
