Americans with Disabilities Act
MYTH: Affirmative action hurts the chances of white men getting hired or promoted.
FACT: While affirmative action has made the job market more competitive, it has not eliminated job opportunities for white men. Affirmative action hiring is only done when disparities already exist and minorities or the disabled are underrepresented in the workforce.
MYTH: Because I don’t discriminate, discrimination isn’t really my concern.
FACT: Affirmative action policies are designed to minimize discrimination in employment. Discrimination hurts everyone by causing workplace stress, weakening morale and lowering productivity.
MYTH: Affirmative action equals quotas.
FACT: Illinois State University never uses quotas. Instead, Illinois State University’s affirmative action program creates goals and timetables to assist hiring authorities to encourage qualified minorities and the disabled to apply for employment vacancies. Employers are encouraged to make good faith efforts to achieve these hiring goals. Affirmative action is intended to make opportunities available to all qualified candidates.
MYTH: Women, minorities, and the disabled receive special treatment and will not be disciplined or fired.
FACT: All employees, regardless of gender, race, or disability, are expected to perform their employment position satisfactorily and follow the same rules. The Americans with Disabilities Act does require that employers make reasonable efforts to accommodate a verified disability, but this does not mean anyone is exempt from following work rules or having to perform their jobs. All employees have the same rights under their labor contracts and will be treated equally with regard to wages, hours, and working conditions.
The Illinois State University Office for Diversity and Affirmative Action (ODAA) is committed to promoting a working and learning environment free of discrimination on the basis of race, color, national origin, religion, gender, sexual orientation, age, disability or veteran status. To this end, the ODAA is responsible for ensuring the University's compliance with all applicable federal and state nondiscrimination requirements and serves as the institution's official liaison with governmental civil rights enforcement agencies. The director reports directly to the University President and is responsible for the development and execution of the University's Affirmative Action Plan. In addition, the ODAA provides leadership and support toward developing a comprehensive and institution-wide approach to achieving and sustaining a diverse and pluralistic community of students, faculty and staff.
It shall be the policy of the Board of Trustees of Illinois State University that equal opportunity shall be offered in the appointment of all employees in compliance with applicable State and Federal equal employment opportunities laws, university policies and with the intent to encourage diversity. The University shall use recruitment practices aimed toward identifying, securing and maintaining equitable representation and toward seeking full utilization of minorities and women in all organizational units and job classifications. The University shall also establish affirmative action policies and procedures that shall provide for the fair, impartial and equal treatment of applicants for employment and promotion and which shall assure that the University recruits from the largest potential pool of qualified applicants.
Employees are selected for employment and promotion without regard to relationship by blood or marriage in accordance with appropriate qualifications for the performance of specified duties. However, no individual shall initiate or participate in personnel decisions involving initial employment, retention, promotion, salary, leave of absence or other direct benefit to an individual employee who is a member of the same immediate family. Immediate family include an employee’s spouse, parents, brothers, sisters and children.
The University shall use procedures and practices consistent with state and federal law aimed toward attracting and retaining equitable representation of a diverse student body including persons from socially and economically disadvantaged background.
The educational programs and materials of the University shall reflect the historical and contemporary roles and contributions of all diverse and underrepresented groups.
The University shall provide services that reflect recognition of diverse cultural backgrounds, past educational imbalances and the need for new opportunities both for the disadvantaged and non-disadvantaged student.
