The Office of Affirmative Action Planning and Programming (OAAPP) oversees UW–Madison’s strategies and compliance related to Equal Employment Opportunity and Affirmative Action. This includes developing and implementing UW–Madison’s Affirmative Action Plans and providing data-informed service to the university and schools, colleges, and divisions. OAAPP serves as a resource hub for workforce diversity, equity, and inclusion and supports institutional efforts in creating a welcoming and inclusive community.
Key Products and Services
Affirmative Action Plans
As federal contractor, UW–Madison is required by federal regulations and laws to take affirmative action to employ and advance minorities, women, individuals with disabilities, and protected veterans in the workplace. These regulations and laws include Executive Order 11246, Section 503 of the Rehabilitation Act, and Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), enforced by the Office of Federal Contract Compliance Programs of the U.S. Department of Labor.
Pursuant to those laws and orders, OAAPP develops and maintains three Affirmative Action Plans for each year:
- EO 11246 AAP (general program with focus on women and minorities)
- Section 503 AAP (for individuals with disabilities)
- VEVRAA AAP (for protected veterans)
Workforce Diversity Reports
OAAPP provides annual divisional Workforce Diversity Reports for schools, colleges, and divisions that mirror the analysis found in the Affirmative Action Plan for the university.
These reports provide a foundation for ongoing collaborations and conversations between OAAPP/DDEEA and divisional leadership at schools, colleges, and divisions on institutional efforts on diversity, equity, and inclusion in the workforce.
Workforce Diversity, Equity and Inclusion Service
OAAPP can provide analysis and consultation for schools, colleges, divisions, and units to support their institutional affirmative action and workforce diversity, equity, and inclusion efforts. Services include:
- Assessment of diversity, equity, and inclusion programs and initiatives
- Fulfillment of audit requirements from government and funding agencies
- Recommendation of outreach efforts to underrepresented and underserved applicant and employee groups
- Comparison of the workforce with labor market, peer institutions, and professional organizations
- Trend analysis of the workforce
The university is required to collect and report demographic information (sex, race, ethnicity, disability status, and veteran status) about applicants and employees to comply with Equal Employment Opportunity and Affirmative Action laws and regulations. This information will be used for summary reporting purposes and to support institutional Affirmative Action efforts. All information will be kept confidential and submission of this information is voluntary.
OAAPP reports are heavily dependent on the integrity, accuracy, and timeliness of self-reported demographic information. The university is required to invite employees to update their information every five years, minimally.
Current UW employees can log into MyUW self-service portal to submit or update their information about race, ethnicity, disability status, and veteran status. In the “Personal Information” app, click “Update My Personal Information.”
Federal Laws & Regulations
- Executive Order 11246
- Section 503 of the Rehabilitation Act
- Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)
- Diversity Connect in Recruitment Toolkit – Office of Human Resources
- Employee Disability Resources office, providing reasonable accommodations for employees and applicants
- Engagement, Inclusion and Diversity – Office of Human Resources
- Equal Opportunity Complaint Investigation – Office of Compliance
- Inclusion Resources
- Faculty Diversity Initiative – Office of the Provost
- Women in Science & Engineering Leadership Institute