In this memo to the Washington University community, Chancellor Mark S. Wrighton reaffirms the University’s commitment to equal opportunity and cultural diversity.
Equal Employment Opportunity
Washington University is committed to the principles and practices of equal employment opportunity and affirmative action. It is our policy to recruit, hire, train and promote persons in all job titles without regard to race, color, age, religion, gender, sexual orientation, national origin, veteran status or disability.
We will base decisions on employment so as to furtherthe principle of equal employment opportunity, and we will ensure that promotion decisions are in accord with the principles of equal employment opportunity by imposing only valid requirements for promotion opportunities.
We will ensure that all personnel actions such as employment, upgrading, rates of pay or other forms of compensation, benefits, demotions, recruitment, advertising, terminations, transfers, layoffs, returns from layoff, selection for university-sponsored training, education, tuition assistance, and social and recreational programs will be administered without regard to race, color, age, religion, gender, sexual orientation, national origin, veteran status or disability.
Affirmative Action
Washington University welcomes applications for employment from women, minorities, veterans, and the disabled at all job levels, and encourages their hire and promotion.
As a government contractor, Washington University is required to establish affirmative action programs for the employment and advancement of women and minorities, Vietnam-era and special disabled veterans, and the disabled. If you are disabled or a Vietnam-era or special disabled veteran and would like to be covered under our affirmative action program, please inform Lorraine A. Goffe-Rush, Director of Employee Relations and Human Resources. This information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment.
A disabled individual, for purposes of this program, is defined as any person who has a physical or mental impairment which substantially limits one or more of such person’s major life activities, has a record of such impairment, or is regarded as having such impairment. Examples of such “life activities” include communication, ambulation, self-care, socialization, education, vocational training, employment, transportation, and adapting to housing. For purposes of this program, primary attention is given to those life activities that affect employability.
A special disabled veteran, for purposes of this program, is defined as a veteran who is entitled to compensation (or who, but for the receipt of military retired pay, would be entitled to compensation) under laws administered by the Veterans Affairs for a disability which is rated at 30% or more, or rated at 10 or 20%, in the case of a veteran who has been determined under Section 1506 of Title 38, USC to have a serious disability affecting employment; or a person who was discharged or released from active duty because of a service-connected disability.
A Vietnam-era veteran, for purposes of this program, is defined as a person who:
(a) served on active duty for a period of more than 180 days and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred (1) in the Republic of Vietnam between February 28, 1961 and May 7, 1975; or (2) between August 5, 1964 and May 7, 1975, in all other cases; or
(b) was discharged or released from active duty for a service-connected disability, if any part of such active duty was performed (1) in the Republic of Vietnam between February 28, 1961 and May 7, 1975; or (2) between August 5, 1964 and May 7, 1975, in all other cases.
Information will be kept confidential, except that supervisors may be informed regarding work restrictions, first aid and safety personnel may be given appropriate information, and government officials investigating compliance shall be informed.
Responsibility and Implementation
It is our firm belief that jobs must be open to all qualified persons, and we are committed to the success of an Affirmative Action Program as an important business goal. Ann B. Prenatt, Executive Director of Human Resources, is the official who has overall responsibility for the University’s equal employment opportunity programs. The immediate responsibility for the University’s equal employment opportunity programs has been assigned to Lorraine A. Goffe-Rush, Director of Employee Relations and Human Resources. If you are interested in reviewing the Affirmative Action Program or reporting any instance of nonconformity with this policy, please contact Ms. Goffe-Rush.
No employee or applicant will be coerced, intimidated, interfered with or discriminated against for filing a complaint or assisting in an investigation concerning equal employment opportunity.
