The UW–Madison Affirmative Action Plan is a positive effort to assure that women and minorities are not underrepresented in our workforce. Under federal law, an affirmative action plan must include (1) a workforce analysis by job group; (2) a utilization analysis and (3) a set of specific goals designed to overcome under-utilization. A utilization analysis of the workforce shows a comparison between the representation of minority and female workers in the University workforce and their availability. Goals are established based on the utilization analysis. All academic departments and employing units are expected to apply good faith efforts in recruiting and employing women and minorities to achieve these goals. The statistical analysis and establishment of goals represent an affirmative effort to ensure that the University continues to provide employment opportunities on a nondiscriminatory basis. The UW–Madison Affirmative Action Plan is updated annually. Copies of the current plan are available from the Office for Equity and Diversity.
Affirmative Action Plan
The University of Wisconsin-Madison (University) is committed to providing equal opportunity in employment and advancement to all qualified individuals and, in accordance with applicable federal and state statutes and regulations, to prohibit discrimination in employment on the basis of race, color, creed, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, disability, military service, protected veteran status, honesty testing, arrest record or conviction record. The equal employment opportunity policy covers all aspects of the employment relationship including, but not limited to, recruitment, interviewing, screening, testing, selection, placement, evaluation, transfer, promotion, tenure, compensation, benefits, training, layoff and/or dismissal in all job titles.
Campus Disability Coordination for Employees
The University of Wisconsin–Madison is committed to providing reasonable accommodations to permit employees, students and visitors access to employment, programs, activities and facilities as required by the Americans with Disabilities Act (ADA). The ADA is a national mandate that requires UW–Madison to provide reasonable access to all of its facilities, programs, and services to people with disabilities. For more information, visit the Employee Disability Accommodation web site, or contact Barbara Lanser, Disability Coordinator/Employment at the Office for Equity and Diversity, 608-263-2378. You may also contact the Divisional Disability Representative (DDR) for your school, college or division. Training is available through the Divisionional Disability Representative (DDR) Program.
Executive Order 54 (report abuse of minors)
The University of Wisconsin-Madison (“UW”) prioritizes safety and strives to provide a safe learning environment for everyone. Children come into contact with the UW through various programs, camps, and events. On December 19, 2011, the Governor signed Executive Order #54 which requires that all University of Wisconsin System employees report incidents of child abuse and neglect. In addition, this policy extends that obligation to certain volunteers and contractors performing services for the UW. For more information on reporting requirements, go to Child Abuse and Neglect Reporting.
Educational Outreach & Professional Development
The OED designs, develops, conducts and coordinates professional development opportunities for university employees and students addressing affirmative action, diversity, equal employment opportunity and excellence. Presentations developed by the OED are tailored to accommodate the concerns of individual academic departments or employing units. OED staff also accommodates special needs such as off campus work sites, evening work shifts, Spanish-language sessions and presentations in collaboration with Cultural Linguistics Services and Bilingual Training Officers. Interpretation services are available upon request. OED has developed training and professional development programs in collaboration with administrative and employing units across the UW-Madison Campus.
Our programs aim to promote the development of competencies that sustain and strengthen our position of preeminence in research and higher education; assist in the promotion and career advancement of women, minorities, and persons with disabilities and foster the development of work environments that promote and support affirmative action, equal employment opportunity, excellence and diversity through Sexual Harassment Information Sessions, Graduate Assistant Equity Workshops and Women in Science and Engineering Leadership Institute (WISELI).
OFCCP Compliance (Utilization)
The purpose of the Office of Federal Contract Compliance Programs (OFCCP) is to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government. For more information on how this agency addresses compliance, go to the U.S. Department of Labor.
Title IX & Sexual Assault
UW–Madison prohibits discrimination in employment and in all University programs and activities on a wide variety of bases, including prohibitions against sex discrimination and sexual harassment. These prohibitions are included in University policies and procedures, s. 36.12, Wisconsin Statutes, Titles VI & VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, as amended, Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, as amended. The Office for Equity and Diversity (OED) can assist with concerns about any type of prohibited harassment or discrimination, including harassment based on gender, race, religion, ethnicity, age, disability, and sexual orientation.