3.0.2 Non-Discrimination Affirmative Action
Wayne State University is committed to a policy of non-discrimination and equal opportunity in all of its operations, employment opportunities, educational programs, and related activities (reference University Statute 2.28.01).
A statement alleging sexual harassment or illegal discrimination due to a basis protected by university policy.
The individual who makes the discrimination complaint.
The Vice President or Senior Officer of the division involved in the matter.
The person or unit who is accused of violation of the university policies prohibiting discrimination/harassment.
This policy embraces all persons regardless of race, color, sex (including gender identity), national origin, religion, age, sexual orientation, familial status, marital status, height, weight, disability, or veteran status and expressly forbids sexual harassment and discrimination in hiring, terms of employment, tenure, promotion, placement and discharge of employees, admission, training and treatment of students, extracurricular activities, the use of university services, facilities, and the awarding of contracts. This policy also forbids retaliation and/or any form of harassment against an individual as a result of filing a complaint of discrimination or harassment, or participating in an investigation of a complaint of discrimination or harassment. It shall not preclude the university from implementing those affirmative action measures which are designed to achieve full equity for minorities and women.
The university, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding non-discrimination and affirmative action. In furtherance of this policy, the university is also committed to institutional diversity to achieve full equity in all areas of university life and service and in those private clubs and accommodations that are used by university personnel. No off-campus activities sponsored by or on behalf of Wayne State University shall be held in private club facilities or accommodations which operate from an established policy barring membership or participation on the basis of race, color, sex (including gender identity), national origin, religion, age, sexual orientation, familial status, marital status, height, weight, disability, or veteran status. Affirmative action procedures, measures, and programs may be used to the extent permitted by law to establish, monitor and implement affirmative action plans for all budgetary units and the University as a whole.
The affirmative action plans and programs of the university may include the participation of minority- and female-owned businesses, institutions and firms in the awarding of contracts for consulting, management, construction projects, maintenance, and vendor services.
Implementation of the university's non-discrimination/ affirmative action policy shall include, but is not limited to, the following:
- Review by the President or his/her designee of all proposed academic and non-academic appointments for compliance with this statute;
- Review by the President or his/her designee of all proposed contractual commitments by the university with external construction contractors, vendors, consulting, and professional service firms and organizations, for compliance with this statute;
- Maintenance of University Affirmative Action plans consistent with existing law and this statute;
- The posting of job openings as provided by University Policy 99-5;
- Procedures for the investigation and timely resolution of complaints alleging sexual harassment or discrimination due to race, color, sex (including gender identity), national origin, religion, age, sexual orientation, familial status, marital status, height, weight, disability, or veteran status;
- Development of recruitment programs, designed to attract minority and female job applicants and students;
- Annual reports to the Board of Governors describing the status of minorities and women, areas of non-compliance or weak performance, and the university's progress in achieving established goals.
Overall responsibility for implementation of the non- discrimination/affirmative action policy, as declared herein, and university compliance with all applicable federal, state and local laws and regulations rests with the President. Day-to-day administrative responsibility shall be carried by other executive officers as assigned by the President. Such officers shall provide periodic reports to the Board of Governors on the status of the University's Affirmative Action Program, and its record of compliance under this policy.
Office of Equal Opportunity
Receive, investigate and achieve timely closure of discrimination complaints. The complaint process beings with an inquiry. In an inquiry, the Office of Equal Opportunity will review the concerns raised and obtain information from appropriate university personnel or other individuals. If the Office of Equal Opportunity determines that the allegations, if sustained, would be reasonably likely to result in the need for prompt remedial measures potentially involving disciplinary action, a formal complaint will be initiated. (Refer to APPM 18.104.22.168.2 Formal Complaints).
This policy applies to all Wayne State University employees.