The development of the IUPUI Affirmative Action Plan (AAP) is one of the OEO's most important responsibilities. Availability – looks at the current labor force by job category compared to individuals available in the labor force based on the U.S. incumbency to availability comparison – compares current representation of women and minorities in the labor force to availability estimates to determine where we need to make greater efforts to achieve equality and diversify the workforce.
The OEO meets with each Dean/Vice Chancellor/Head of Major Unit to review their current workforce profile, identify near-term hiring opportunities, discuss efforts and strategies to address workforce goals for women and minorities, and review progress toward the previous year's goals. years. As you will notice in the table below, while there may NOT be a minority target within the general workgroups, there may be a target within the minority subgroup(s). Underutilization - is defined as a lower number of minorities or women in a given labor group than would reasonably be expected given their availability in the relevant labor market.
Any Difference Rule – any difference between the availability of women or minorities in the relevant labor market compared to their percentages in the employer's actual workforce. Two standard deviation rule – the current headcount rate of a protected group (women or minorities) cannot differ from the availability analysis rate by more than two standard deviations. Applicant details are maintained in the University's Online Application System (U-OLA) for professional staff and in the Faculty Applicant Monitoring System (FAM) for lecturers.
The number of applicants in the overview below is based on recruitment for positions appointed during the period.
Three-Year Snap-Shot Separations
Faculty
Professional Staff
To that end, we have implemented a confidential online exit interview survey that gives employees who have left or are leaving the opportunity to provide feedback on their experiences while working at the University. The survey consists of questions about the employee's position and job functions, the IUPUI environment, and conditions that will help improve the work environment and safety, reduce job "burnout," prevent harassment and discrimination, provide service with excellence, and build civil employee relations. The survey takes approximately 20 minutes to complete and allows individuals to voluntarily provide their identity if follow-up is warranted or desired.
The data will be used to identify and leverage best practices in other areas and to help units reduce and address adverse perceptions and experiences reported by former employees, particularly where the data reveals themes or trends. By sharing data with Human Resources and other campus units as appropriate, we will strengthen the culture of the IUPUI work environment by advocating for consideration of staff input, inspire units to engage in team building initiatives, retain quality leaders, and address the effectiveness of existing systems , policies and procedures.
Areas of Concern…
Key Issues
COMPLAINTS
The responsibility for addressing complaints of discrimination or harassment is a major responsibility that the Chancellor has assigned to the Office of Equal Opportunity. These are issues raised by the complainants and generally involve exploratory meetings with individuals to understand their concerns, rights and responsibilities within the university environment, to provide advice on alternative solutions and to identify appropriate ones. resources for solutions. While these issues are handled by the office, they most often do not rise to the level of unlawful harassment or discrimination.
The complainant or the respondent can refuse mediation or end it at any time. These complaints are handled by the Office of Equal Opportunity on behalf of Indiana University-Purdue University Indianapolis.
Complaint Data by Approach Total
2012 Complaint Data by Approach Female
Male
Complaint Data by Basis All Complainants
Complaint Data by Basis Female
Complaint Data by Basis Male
Complaint Data by Basis Students
Complaint Data by Basis
Staff
Complaints Data by Basis
Visitor/Other
Five-Year Snap Shot Sexual Harassment
In accordance with the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), the Office of Equal Opportunity works closely with supervisors, faculty, staff, students, Adaptive Educational Services, and the Department of Occupational Health Services to determine whether individuals with disabilities qualify . In 2012, the office processed complaints about reasonable accommodations and/or accessibility for seven teachers, twelve staff members and two students. The Office of Equal Opportunity implemented an online Sexual Harassment Prevention (PSH) training program designed to educate users about sexual harassment, applicable university policies, and.
The IUPUI Equal Opportunity Council along with the Women's Advisory Council and the Faculty and Staff Councils approved the practice of requiring all IUPUI employees (full-time and part-time faculty and staff) to successfully complete SHP training. Therefore, effective January 1, 2011, all current employees were required to successfully complete an online PSH training module by June 30, 2011, unless they could document that they had successfully completed it or attended a program comparable classroom training within the last three years. Employees who had completed SHP training more than three years ago were offered the "Refresher" course as an alternative to the "First Time User" course.
In addition, all new employees on the IUPUI campus must complete the "First Time User" course within 90 days of employment. The website http://training.newmedialearning.com/psh/iupui/index.html links to PSH's online training program for faculty and staff seeking to complete this training requirement. Although this training program is not a substitute for discussions and other joint activities, it is a way for each employee to understand personal responsibilities for creating an atmosphere of dignity and mutual respect for all.
This website http://www.iupui.edu/~oeo/sstraining/index.html links to online automated SSP training modules. The Search Process module is intended as a general guide to the recruitment, selection and appointment process as monitored by the IUPUI Office of Equal Opportunity. The Quick Tips - Guidelines for Pre-Employment Questions module provides information on dos and don'ts as they relate to the formal interview as well as informal discussions with candidates.
The office is working with the Human Resources Administration (HRA) to deliver three modules in the Control Essentials (Legal Compliance) training series. In addition to compliance training, this partnership includes mediation training for interested staff and teachers whose role may require helping others resolve disputes. The OEO staff devotes significant time to developing and delivering workshops and presentations that increase and strengthen campus community awareness in the areas of equal opportunity, diversity, equity, and inclusion.
Participant Data by Training and/or Presentations
LIAISON TO FEDERAL AND STATE AGENCIES
The Office of Equal Opportunity is involved in federal, state, local, and national organizations related to its regulatory responsibilities that include the Indiana Industry Liaison Group (an alliance between OFCCP, the Department of Labor, and large federal contractors), the Commission on Equal Employment Opportunity, Indiana Civil Rights Commission, Central Indiana Diversity Cabinet, American Association of Blacks in Higher Education, Society for Human Resource Management, and American Association for Affirmative Action. Additionally, the office works with and responds to all federal and state compliance agencies when allegations of discrimination or harassment are made against the University.
GOALS AND OBJECTIVES
IUPUI Office of
IUPUI EQUAL OPPORTUNITY REAFFIRMATION
All personnel actions, such as compensation and benefits, transfers, promotions, employee training, as well as all University-sponsored social and recreational programs, will be administered in accordance with this policy. Laws are enforced by the Equal Employment Opportunity Commission (EEOC). 1) Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, sex, and national origin.
