Affirmative action represents positive, good faith, specific steps taken in
advertising, recruitment, hiring, promotion, training, retention and other
employment processes that are designed and taken to eliminate the present
effects of past discrimination against women, persons of color, covered
veterans, and persons with disabilities in the workplace. Affirmative action
seeks to maximize diversity and to redress perceived disadvantages due to overt,
institutional or involuntary discrimination. It includes decisions involving
hiring, promotion, reclassifications, transfers, terminations and compensation. What is the difference between
affirmative action, equal employment, and diversity?
Affirmative action seeks to ensure that qualified applicants and employees
receive an equal employment opportunity. Equal Employment prohibits employment
discrimination on the basis of race, color, age, national origin, sex,
disability or religion. Diversity seeks to celebrate and include those human
qualities that are different from our own and those of groups to which we
belong.
What is Discrimination?
Discrimination is an act, or series of acts that adversely affect the
employment opportunities of one or more individuals because of his, her, or
their race, color, religion, sex, age, veteran status, national origin,
disability, or any other factor that under state or federal laws may not be
considered as a basis for employment. Unlawful discrimination may be intentional
or unintentional. UAMS will not discriminate on the basis of race, color,
gender, age, sexual orientation, religion, national origin, veteran status or
disability status as a criterion in deciding against any individual in matters
of admission, placement, transfer, hiring, dismissal, compensation, fringe
benefits, training, tuition assistance and other personal or
educationally-related actions.
Who is a
Covered Veteran?
Covered veterans include Vietnam-era
veterans, disabled veterans, special disabled veterans, recently separated
veterans, Armed Forces Service Medal veterans, and any other veteran who served
on active duty during a war or in a campaign or expedition for which a campaign
badge has been authorized.
Who are
Individuals with Disabilities?
Individuals with
disabilities include any person who has a physical or mental impairment that substantially limits one or more of such person's major life activities; has a
record of such an impairment; or is regarded as having such an impairment
without reference to any mitigating measures available to the person.
Who are Persons of Color?
Persons of color include Black/African Americans,
Hispanic/Latino Americans, Asian Americans, Native Hawaiian or other Pacific
Islander Americans, Native Americans and Alaskan Natives.
What is the difference between goals and quotas?
Goals are projections an employer makes of the representation persons
of color, women and protected class members are likely to achieve in positions
in which they have been underutilized if the employer applies good faith efforts
to assure that all aspects of the employer's affirmative action plan are made to
work.
Quotas are the hiring and promotion of a specified number or ratio of
persons of color, women or protected class members. Quotas are not the same as
goals. They are illegal and may only be used if ordered by a court. I have just applied for a position at
UAMS and have been asked to disclose my race and sex. Do I have to give this
information?
If you are an applicant, this information
is voluntary and not a condition of employment. However, this information is
important for affirmative action recruitment purposes. The information is not
given to the hiring department, and is kept in the Office of Human Resources for
statistical purposes. I
just accepted a position at UAMS and have been asked for race and sex
information. Do I have to give it?
Yes. UAMS is a federal
contractor. UAMS is required to report information about its workforce,
including race and sex data, to the federal government. You must provide this
information after you are hired. This information is determined by
self-identification. That is, you decide which of the five racial categories
best describes you. The federal government has provided guidelines on who it
sees as being part of each category. This information is used for statistical
reporting to the federal government, accreditation bodies, grant-awarding
agencies, as well as for internal benchmarking and review.
I would like to
know the race and sex of several of the candidates we are thinking of
interviewing. Can you give it to me?
We cannot give that information to
hiring departments. We use that information for statistical purposes only.
Because it is illegal to hire on the basis of race or sex, knowing that
information could create a legal liability. Additionally, applicants are told
that the information is voluntary, not a condition of employment, and will not
be shared with the hiring authority.
Can you
give me a list of all African American and Hispanic faculty on campus?
No. Although this information is required for federal reporting purposes, it
is not public information.
Is
everything I tell you kept confidential?
We respect your
desire for confidentiality. In most cases, however, it is necessary to share
information with other people on campus strictly on a need-to-know basis. This
helps to ensure a successful resolution to your situation. I am about to advertise
a vacant position in a newspaper or magazine. Do I have to put EEO/AA on the
bottom of the ad?
At a minimum, you must put at the
bottom of the ad, "UAMS is an Equal Opportunity and Affirmative
Action Employer." You may also state "UAMS is an inclusive Equal Opportunity and
Affirmative Action Employer and is committed to excellence." We do not consider
the abbreviations sufficient notice.
I am creating a publication. What
wording do I need to add about accommodating people with disabilities in order
to be in compliance with the Americans with Disabilities Act (ADA)?
You must
make it clear that accommodations can be made for persons with disabilities. For
example, you might include a statement such as "If you have a disability or need
assistance, arrangements can be made to accommodate most needs." You must also
list telephone numbers that people may call to arrange such accommodations.
Why do we need affirmative action and equal
employment opportunity at UAMS?
UAMS is a federal
contractor and receives millions of dollars in federal grants. As a matter of
both institutional policy and its obligation as a federal government contractor,
UAMS is committed to principles of diversity and affirmative action and will
comply with all affirmative action requirements in accordance with law. As
stated by Chancellor I. Dodd Wilson, "Our goal is excellence. By viewing all
people as the potential pool of talent, UAMS has become stronger. We treat
everybody on the basis of what they do, not on the basis of stereotypes. We
judge on their performance. We are fair. We won't tolerate discrimination. UAMS
is a better place because of our diversity."
What do I need to do if I have been a victim or witnessed someone being
discriminated against?
UAMS abhors and condemns all
forms of bigotry and racism. Such behavior is a violation of an individual's
human rights and is also unlawful. UAMS does not tolerate discrimination on the
basis of race, color, gender, age, sexual orientation, religion, national origin
or disability status. All complaints or allegations of slurs, inscriptions,
jokes, or other offensive behavior based on race, color, gender, age, sexual
orientation, religion, national origin, or disability which occurs in the
workplace or are related to the workplace are to be reported to the appropriate
department head. Any employee, faculty member or student may also contact the
Office of Human Resources should the complainant feel uncomfortable in reporting
the incident to the department head.
Does
support for affirmative action mean support for preferential selection
procedures that favor unqualified candidates over qualified candidates?
No. Affirmative action seeks to recruit, employ and advance in employment
qualified women, persons of color, persons with
disabilities and covered veterans.
University of Arkansas for Medical Sciences
4301 W. Markham St., Little Rock, AR 72205
For the Office of Human Resources, Call 1-501-686-5650
To Make an Medical Appointment Call the Appointments Center at: 1-501-686-8000
For Patient Information/Rooms, Call 1-501-686-6416
For General Information and for Numbers Not Listed, Call 1-501-686-7000
For International Patient Appointments, Call 1-501-686-8071
