13.01 Affirmative Action


To provide guidelines regarding affirmative action applicable to the entire university.

Policy Statement

The University of Northern Iowa has adopted a policy of  affirmative action and nondiscrimination in accordance with federal and state public policy and law as currently in effect - Title VI and Title VII of the Civil Rights Act of 1964; Executive Order 11246 as amended; Equal Pay Act of 1963; Title IX of the Education Amendments of 1972; Sections 503 and 504 of the Rehabilitation Act of 1973; Americans with Disabilities Act of 1990; Vietnam Era Veterans Readjustment Act of 1974; Civil Rights Act of 1991; Iowa Civil Rights Act of 1965; Iowa Executive Order #15, 1973; Code of Iowa Chapter 19B and 216; other relevant legislation and state and federal executive orders; and Board of Regents, State of Iowa rules and policy.

The University is committed to a policy of equal opportunity in employment, retention, and advancement of employees without regard to age, color, creed, disability, ethnicity, gender identity, genetic information, marital status, national origin, political affiliation, pregnancy, race, religion, sex, sexual orientation, veteran or military status, or any other basis protected by federal and/or state law, except in rare instances where sex may be a bona fide occupational requirement, and to a policy of affirmative action for protected classes. Affirmative action entails special efforts by the University community to recruit, hire, and retain protected class members throughout the University, proportionate to their availability in the relative labor market. These policies apply to all positions in the University.

I. Authority and Responsibility for Affirmative Action

The University community has the responsibility to abide by the spirit of affirmative action and to achieve its implementation. Individuals having recurring or ad hoc responsibilities for personnel decisions are concomitantly responsible for achieving affirmative action goals and benchmarks and complying with established affirmative action procedures.

The Office of Compliance and Equity Management has an oversight responsibility to confirm that personnel recruitment has been made in compliance with the spirit and letter of the Affirmative Action policy. In fulfilling this responsibility, the Assistant to the President for Compliance and Equity Management or designee will review proposed search processes, as well as offer assistance to those searches and consult with search participants.

Guidelines for searches are prepared by the Office of Compliance and Equity Management, the Office of the Provost, and Human Resource Services. The primary objective, as reflected in the guidelines, is to assist and facilitate the achievement of affirmative action priorities.

II. Policy Dissemination

The internal dissemination of affirmative action policies at the University of Northern Iowa is the responsibility of the Office of the President.

The Office of Compliance and Equity Management collects, compiles, analyzes, and disseminates appropriate data, surveys, and reports that serve to inform the University community, and to heighten awareness both internally and externally of the University's commitment to affirmative action. In addition, the office reviews University employment advertisements to insure that the University complies with appropriate guidelines and procedures, and proclaims that it is an equal opportunity and affirmative action employer.

III. Establishment of Goals and Timetables

A primary responsibility of the Office of Compliance and Equity Management is to assist departments in the development of plans to address the under-utilization of members of protected classes in the University. The Office of Compliance and Equity Management has the responsibility to collect and evaluate local, state, and national data to determine the factored availability of women, minorities, individuals with disabilities, and protected veterans and, in consultation with administrative officials, to determine unit goals, benchmarks and timetables for the achievement of those goals and benchmarks.

IV. Position Search and Selection Policy

Positions at the University of Northern Iowa shall be filled by the customary search and selection policies and procedures. Exceptions will be authorized by the UNI President or designee, in consultation with the Assistant to the President for Compliance and Equity Management or designee. All offers of employment, shall be extended in good faith compliance with the University's affirmative action policies as determined by the Assistant to the President for Compliance and Equity Management or designee, in consultation with the appropriate division head.

See also 13.03 Equal Opportunity and Non-Discrimination Statement

13.02 Discrimination, Harassment, and Sexual Misconduct Policy 


Office of Compliance and Equity Management, approved March 4, 2015 
President’s Cabinet, approved May 19, 2015 
President and Executive Management Team, approved June 1, 2015 
[Last reviewed and/or updated: 10/2023, 6/2015]