Equal Opportunity (681 IAC 7.2(262))
A. Affirmative Action
The Board of Regents, State of Iowa, and all officials who are responsible to the Board of Regents shall appoint, assign, and advance employees on the basis of merit and fitness. Each institution under the Board of Regents shall promulgate a clear and unambiguous written policy of nondiscrimination and shall adopt an affirmative action program containing goals and time specifications in personnel administration. Each institution shall submit an annual affirmative action report to the Board. The Board shall submit an annual affirmative action report to the Department of Management.
The universities are considered to be federal contractors for federal reporting purposes and thus must comply with federal law by developing an annual affirmative action compliance program. Federal law also requires the universities to take affirmative action to employ and advance in employment, qualified persons with disabilities, special disabled veterans and veterans of the Vietnam era. Additionally, to comply with federal and state agency requirements, the universities must prepare the IPEDS Fall Staff Survey, the Vets 100 Report and the EEO/AA Annual Institutional Assurances Certification to the Iowa College Student Aid Commission. Compliance with these requirements, along with the submission of the annual affirmative action report to the Board, helps ensure vigilance by the institutions. As the institutions work to improve continuously the climate for diversity and ensure equal employment and educational opportunity, the Regent Strategic Plan Key Result Area of diversity is fulfilled.
B. Personnel Administration
1. Each institution and the Board Office shall regularly review its personnel practices and procedures with a view to correcting personnel practices and procedures that may contribute to discrimination in appointment, assignment, or advancement. Each institution shall conduct programs of job orientation and provide training and organizational structure for upward mobility and shall place emphasis upon fair practices. Each institution shall also bar from all employment application forms any inquiry as to race, creed, color, religion, sex, national origin, age, status as a veteran of the Vietnam era, or physical or mental disability, except for statistical purposes, unless it relates to a bona fide occupational qualification. The employment practices of the Board of Regents shall be in strict conformity to the provisions of all federal and state laws, executive orders, and rules and regulations of the Board of Regents and of its institutions that pertain to equal opportunity and affirmative action.
2. The Board of Regents shall develop a procedure to permit appointment of appropriately certified disabled applicants pursuant to Iowa Code §19B.2 Equal Opportunity in State Employment in Affirmative Action.