Loyola University Chicago

• Application
• Approvals
• Distribution
• Information
• Policy
• Purpose
• Procedures
• Responsibilities

Loyola University, as an Equal Opportunity/Affirmative Action employer, attempts to abide by all applicable provisions of Federal, State and Local Law. Loyola does not discriminate in its employment policies and practices on the basis of race, color, religion (except where religion is a Bona Fide Occupational Qualification for the job), national origin or ancestry, sex, age, marital status, veteran's status, physical or mental handicap/disability, or any other classification protected by applicable law.

The University will not tolerate racial, sexual or other forms of harassment of students, faculty, employees, patients, or other individuals present on its property and has established procedures to promptly address any complaints.

The University is committed to non-discrimination and affirmative action for minorities and women. As a federal government contractor, a written affirmative action plan has been drafted and distributed. Affirmative Action requires the University to make special efforts to ensure equal opportunity, particularly in recruiting for underutilized positions.

Non-discrimination applies to all employment policies, practices, and procedures affecting staff employees and/or applicants for staff positions. The University's Affirmative Action Plan covers all regular, full-time staff employees and all regular, full-time faculty employees.

The University supports non-discrimination in all Human Resource policies and practices for staff employees, including, but not necessarily limited to, the following areas:

• Recruitment for open positions;
• Interview and selection procedures;
• Benefits administration;
• Promotions, upgrades, and transfers;
• Wage and salary plans;
• Disciplinary action and grievance procedures; and
• Union contracts.

Affirmative Action efforts include:

• Publicizing the Affirmative Action Program;
• Surveying and analyzing minority and female employment by job groups in order to identify any underutilization;
• Establishing placement goals, at least to the level of availability, to correct any identified underutilization;
• Monitoring affirmative action progress; and Internally responding to any complaint of alleged discrimination.

A. Director of Affirmative Action:

• Drafts and updates the University's Affirmative Action Plan;
• Handles all staff complaints of alleged discrimination brought before federal, state, or local agencies;
• Serves as resource person for the University's Diversity and Equity Committee;
• Represents the University during any government audit of the Affirmative Action Plan; and
• Serves as liaison with the Office of Faculty Administration on affirmative action issues.

B. Office of Faculty Administration:

• Directs the faculty's response to affirmative action requirements.

C. Department Heads and Supervisors:

• Make all human resource decisions consistent with non-discrimination and affirmative action.

D. Human Resource Campus Offices:

• Alert hiring departments to make special efforts when recruiting for an underutilized position; and
• Report to the Vice President for Human Resource Management and the Director of Affirmative Action any allegation of discrimination or non-compliance with the Affirmative Action Plan.

The President of the University shall sign-off on the update of the Affirmative Action Plan and shall communicate periodically to the Vice Presidents and the University community his support of affirmative action

Non-faculty, underutilized positions in which a search committee is not involved:

Each Campus Human Resource office will have a current Affirmative Action Plan available. At the time of posting open jobs, the Human Resources professional responsible for recruitment consults the Affirmative Action Plan to determine whether any of the open jobs fall into groups which are underutilized.

If an open job is a member of an underutilized job group, the Human Resource office will attempt to:

• Inform the hiring department that the job(s) is targeted for Affirmative Action efforts.
• Determine, in consultation with the hiring department and the Director of Affirmative Action, the appropriate location and extent of advertising for the open position(s).
• Review applicant flow data to determine whether minorities and women have applied and, if not, consult with the Director of Affirmative Action concerning additional appropriate advertising.

Before the hiring decision is made, the hiring department will attempt to complete an Affirmative Action review form describing the applicant pool and the reasons for hiring the selected candidate. This form and copies of all advertisements and applications will be retained in a recruitment file maintained in the Campus Human Resource office. A copy of the form will be sent to the Director of Affirmative Action for that office's files.

• All documentation will be on file for two years from the time of hire.

Non-faculty, underutilized positions in which a search committee is involved:

• At the time a committee is formed, attempts will to be made to include minorities and women.
• The Director of Affirmative Action will present to the search committee and/or the hiring Vice President an outline of Affirmative Action procedures.

* The committee will attempt to advertise in minority journals or publications and will use word-of-mouth or search firms as necessary. A search firm shall document its Affirmative Action efforts during recruitment.

* The Director of Affirmative Action or the chair of the search committee will attempt to send the applicants applying by resume a voluntary Affirmative Action demographic form to determine the nature of the applicant pool responding to the recruitment efforts. If little or no response from underutilized minorities or women is confirmed, the Director of Affirmative Action will attempt to meet with the search committee or its chair to review whether further efforts are necessary.

* If the applicant pool appears to be sufficient, the Director of Affirmative Action will attempt to review, where possible, the "first cut" made by the committee and suggest additional qualified minority or female applicants be considered if the result of the "first cut" contains no qualified minorities or women.

* Before the hiring decision and offer is made, the chair of the search committee will transmit a completed Affirmative Action review form to the Director of Affirmative Action outlining the criteria used to select the individual hired.

• The committee's file, including copies of advertisements and resumes, should be preserved for two years after the actual hiring for possible review by the Director of Affirmative Action and the OFCCP.

The Affirmative Action Plan is distributed to each Vice President and to each Campus Human Resource Office. Other administrators will be given an executive summary of the Plan as needed.