Affirmative Action Policy
What is Affirmative Action?
Nondiscrimination requires the elimination of all existing discriminatory conditions, whether purposeful or inadvertent. An employer must carefully and systematically examine all of its employment policies to be sure that they do not operate to the detriment of any person on grounds of race, color, religion, sex or national origin. The employer must also ensure that the practices of those responsible in matters of employment, including all supervisors, are nondiscriminatory.
Affirmative Action requires the employer to do more than ensure employment neutrality with regard to race, color, religion, sex, and national origin. As the phrase implies, affirmative action requires the employer to make additional efforts to recruit, hire, and promote qualified members of groups formerly excluded, even if that exclusion cannot be traced to particular discriminatory actions on the part of the employer. The premise of the affirmative action concept is that unless positive steps are undertaken to overcome the effects of unintentional discrimination, a benign neutrality in employment practices will tend to perpetuate the status quo indefinitely.
Affirmative Action Policy
It is the policy of the University at Albany to provide equal opportunity in education, employment and upward mobility for all qualified persons, to prohibit discrimination in employment because of age, color, handicap, marital status, national origin, race, religion, sex or sexual orientation, and to promote the full realization of equal employment opportunity through a positive, continuing, result-oriented program of affirmative action throughout the University. This policy includes, but is not limited to, requirements of Federal Executive Orders 11246 and 11375 as amended, the Equal Employment Opportunity Act of 1972, the State of New York Executive Law (Human Right Act), the Equal Employment Opportunity Plan, University at Albany Title IX of the Education Amendments of 1972, 503 and 504 Regulations of the Vocational Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990.
In support of this policy, the University affirms its right to take appropriate action if it or other duly constituted authorities should determine that applicable federal and state equal employment opportunity laws and regulations have been violated, or that the effect and intent of their policy have been willfully and/or habitually abrogated.
The Research Foundation for SUNY's Affirmative Action Policy is the same as this general policy of the University at Albany, SUNY.
Questions pertaining to Affirmative Action Policies and Affirmative Action Requirements for the Recruitment of all Research Foundation employees should be directed to:
The Associate Director for Affirmative Action Admin. 301 442-5415
Requirements for the Recruitment of All Research Foundation Employees
The following selected critical requirements continue to be in effect for all searches (excluding student titles), as described in further detail in the Project Director's Classification and Compensation Guidelines in the Procedures section, "Guidelines for the Recruitment of Research Foundation Employees" (pp. 1-13, revised March 1990).
The Project Director/Principal Investigator must file an Affirmative Action Recruitment Plan with the Affirmative Action Office at the start of a recruitment to fill a vacancy or create a new position of six months duration or more or 50 percent time or more except student titles (i.e., Project Aide, Research Aide, Research Project Assistant, Project Instructional Assistant). If a position is less than six months in duration or less than 50 percent effort, then an Affirmative Action Recruitment Plan is not required.
All job vacancy announcements must include the following sentences verbatim as approved by the Office of Federal Contract Compliance Programs (OFCCP):
The SUNY Research Foundation is an equal opportunity/affirmative action employer. Applications from women, minority persons, handicapped persons, and special disabled or Vietnam era veterans are especially welcome.
The Project Director/Principal Investigator must send a blue group identity data card (attachment 2), to each job applicant with the acknowledgment of receipt of the application. The Project Director/Principal Investigator must fill in the job posting number (available from Sponsored Funds Personnel Office), the position title, and the department on the card before it is mailed. Applicants will return the cards to the Office of Affirmative Action. From the blue group identity cards, the Affirmative Action Office will compile protected class information and send it to the search chair. These tallies will assist the search chair with the preparation of the applicant flow data at the close of the search.
There are three points in which the Office of Affirmative Action is directly involved:
- When the Affirmative Action Recruitment Plan is filed, the Affirmative Action Office reviews and acknowledges the Affirmative Action Recruitment Plan in writing.
- After the dossiers of all applicants are reviewed, the search chair must obtain the written concurrence of the Office of Affirmative Action before candidates are invited for interview.
For concurrence to interview you must submit a written report specifying: (1) How many persons applied for the position? (2) How many of that number met the minimum qualifications? (3) What is the breakdown by race and by gender of the group who met the minimum qualifications? (4) Who are your top candidates by name, current place of employment or education, gender and race? If the applicant pool is not diverse or if the candidates selected for interview do not represent a diverse pool, further discussion will be needed with the Office of Affirmative Action and perhaps the search reopened.
- When a candidate is selected and permission to extend an offer is requested, the chair of the search must obtain the written concurrence of the Office of Affirmative Action before a candidate is appointed. After the interviews are completed, the chair of the search committee must contact the Office of Affirmative Action to discuss the recommendation for appointment made by the search committee. The Affirmative Action Office will then notify the appropriate Vice President in writing of our concurrence providing there are no objections to the proposed appointment. If there are any objections to the proposed choice of appointment and the Office of Affirmative Action cannot concur on the choice of candidate, then the department conducting the search will be notified of the concerns.
No offer can be made without the written concurrence of the Affirmative Action Office.
The completed Affirmative Action Recruitment Report must be filed with the Affirmative Action Office before the appointment forms of the selected candidate can be approved.
All search materials (resumes, search committee reports, job advertisements, recruitment plans and reports, etc.) must be kept by the recruiting department for three years as required by law.
It is helpful to include the posting number when discussing a search with the Office of Affirmative Action. Using the posting number is particularly helpful when more than one appointment will be made from a single search, or when more than one appointment will be made from multiple searches using the same applicant pool.
All Principal Investigators/Project Directors may obtain a copy of the Guidelines for the Recruitment of Professional Employees on Research Foundation lines from the Office of Sponsored Funds Personnel.