I. Policy Statement:

It is, and continues to be, the policy of the University of Wisconsin System to adopt and support measures designed to prevent and eliminate discrimination against employees and prospective employees of the University of Wisconsin System on the basis of race, color, religion, sex,  gender identity or expression, national origin, age, or physical handicap.

As a part of this policy, the University of Wisconsin System is committed to the implementation of affirmative action employment programs to recruit, employ, and promote qualified women and minorities. System administrators and the University faculties shall continue to take such steps as may be necessary to accelerate the final elimination of any and all vestiges of discrimination because of race, color, religion, sex, gender identity or expression, national origin, age, or physical handicap that may still exist in the employment policies, practices and/or procedures of the University of Wisconsin System.

II. Guidelines for Policy Implementation:

A. Basic Requirements

Each institution/unit shall:

  1. Examine periodically all employment policies, practices, and procedures dealing with recruiting, interviewing, testing, screening, selection, placement, classification, evaluation, transfer, promotion, training, compensation, fringe benefits, layoffs, and terminations for discrimination on the basis of race, color, religion, sex, gender identity or expression, national origin, age, or physical handicap and take remedial action to correct such discrimination if found to exist.
  2. Maintain a written affirmative action plan for the recruitment, employment, and promotion of women and minorities and monitor both hiring and termination for non-discrimination in accordance with System affirmative action guidelines and federal and state laws. Make the plan readily available for reference in campus libraries and affirmative action offices. Make summaries of affirmative action plans available upon request or through campus publications. Update the plan as necessary to keep it current. Prepare affirmative action reports for distribution at least once a year. The report should include an analysis of progress made together with any specific corrective action necessary to meet expected goals and objectives of the institution’s affirmative action plan.
  3. Establish and maintain an affirmative action committee (or committees, as appropriate) composed of faculty, academic staff, classified employees, and students to advise the administration on affirmative action needs and concerns, and to assist affirmative action directors in designing and implementing programs. Committee members should have a genuine interest in affirmative action and represent the concerns of women, minorities and handicapped persons.
  4. Establish and publish effective grievance procedures for addressing discrimination complaints.
  5. Performance evaluations of institutional administrators shall include an assessment of their attention to and support of affirmative action.
  6. Each institution should have an affirmative action director with adequate budget and support staff commensurate with institutional needs. The affirmative action director should be a resource and support person for affirmative action advisory committees and other institutional groups legitimately concerned with affirmative action. Affirmative action directors should address the needs of both classified and unclassified personnel.
  7. The System President shall present to the Board of Regents an annual affirmative action report assessing institutional progress toward affirmative action goals and compliance with Regents policies.
  8. Affirmative action and equal employment opportunity policies should be widely disseminated in the university community so that everyone — including students–­will be apprised of such policies.

B. The Affirmative Action Plan

The Plan shall contain, as a minimum, the following components:

  1. A current policy reflecting the institution’s commitment to affirmative action and equal employment opportunity.
  2. A description of who is responsible for the implementation and monitoring of the affirmative action plan, including the specific responsibilities of the affirmative action director, institutional administrators, deans, department chairpersons, and line supervisors.
  3. A description of the procedures established for monitoring the plan and for measuring program effectiveness.
  4. A description of the affirmative action procedures to be followed in the recruitment, employment, and promotion of women and minorities.
  5. A profile of the number and percent of women and minority employees by department, rank, and/or classification.
  6. The identification of under representation of women and minorities by department, rank, and/or classification, both classified and unclassified. (“Under representation” is defined as having fewer women and/or minorities in a particular department, rank, or classification than would be reasonably expected by their availability.)
  7. Identification of availability-data sources used for measuring under representation.
  8. The establishment of realistic goals and timetables relative to expected accretion potentials for overcoming the underutilization of women and minorities.
  9. A review of promotional patterns to determine if the rate of advancement for women and minorities as a group has been equal to that of other employees as a group.
  10. An account of the procedures by which employee salary equity is measured and maintained.
  11. A statement of the procedures followed for addressing discrimination complaints.
  12. A commitment to conduct training and professional development programs to aid in the promotion and career advancement of women, minorities, and handicapped persons.
  13. A commitment to carry out community outreach programs sponsored by the institution with the aim of increasing educational and employment opportunities for women, minorities, and handicapped persons.


History: Res. 1051 adopted 8/15/75, amended by Res. 8963, 2/05. (With 1982 amendments from 82-4.)


SYS 220, Affirmative Action Data Collection (formerly G41)

SYS 1201, Affirmative Action Data (formerly EEO 1)

SYS 1202, Equal Employment Opportunity (formerly EEO 2)

[UW System Administrative Policies are included for reference and are separate from Regent Policy Documents adopted by the Board.]