PURPOSE
The purpose of this policy is to inform all departments within the
University of Arkansas for Medical Sciences (UAMS) of the commitment to do more than
ensure employment neutrality with regard to race and gender. We will take affirmative
action and/or make additional efforts to recruit, employ, and promote qualified African
Americans, Hispanic, Asian Americans, Native Americans and females. The ability of UAMS to
meet its mission will increasingly depend on and be strengthened by incorporating
constructive diversity in its faculty, students and staff.
POLICY
UAMS will comply with and enforce the applicable laws--Title VII of the
Civil Rights Act of 1964 (as amended), Executive Order 11246, U.S. Federal Court Decree in
the Adams Cases of 1973, and Act 99 of the Arkansas General Assembly. UAMS will take
positive actions to overcome institutional forms of exclusion and discrimination. It is
not sufficient to just take benign neutrality with regard to race and gender in employment
practices.
PROCEDURE
- UAMS will do more than ensure neutrality with regard to race and gender but will
actively recruit, employ, admit and retain African Americans, Hispanic, Asian Americans,
Native Americans and females.
- UAMS will implement positive and innovative efforts to enhance the quantity and the
quality of the minority applicant pool.
- All hiring units that advertise or list job vacancies in newspapers, professional
journals, magazines and other media will also advertise in minority publications, if
appropriate. All jobs must be posted for a minimum of 5 days. (See 4.5.09, Personnel
Requisition)
- UAMS will use race and gender in some special situations where these individuals have
been historically and institutionally excluded, e.g., when the final applicant's
applications are equal and there are not any minorities or females in the department
and/or section where the vacancy occurs, the person or persons making the final decisions
as to whom to hire will be mindful of incorporating constructive diversity in the
workforce.
- UAMS will continue to recruit, employ and admit minorities to areas where they either do
not exist or are present in numbers less than represented in the relevant labor market.
- At the end of each academic year, each college and administrative unit will submit to
the Human Relations Office an Affirmative Action/Desegregation Progress Report.
- UAMS will take remedial steps and affirmative action to eliminate and overcome all
vestiges of discrimination, which have or may have resulted from previous policies and
practices.
- Complete the "Affirmative Action Review Form" and forward to the Director of
Human Relations, slot 544. This form is sent to the hiring department during the
recruitment process; or copies can be obtained by calling the Office of Human Resources at
686-5650.
