Introduction

The University of Akron submitted its first Affirmative Action Plan to the Department of Health, Education and Welfare in 1974. The 1974 plan consisted primarily of step by step rules to follow when hiring faculty and staff, a listing of federal equal employment opportunity (EEO) laws, and extensive statistical data. Beginning in 1989-90 the University's Affirmative Action Plan expanded upon the original format by providing a written narrative of the status of the University's record with respect Affirmative Action. Most importantly, The University of Akron's Affirmative Action Plan documents the University's commitment to affirmative action principles and reflects the positive attitude of University officers who have the responsibility to hire and promote employees.

Policy on Equal Employment Opportunity

The University of Akron does not discriminate against any person because of race, color, religion, age, national or ethnic origin, handicap, status as a veteran, or sex, except where sex is a bona fide occupational qualification, or sexual orientation. The University has developed and from time to time updates its affirmative action program and will insist on a good faith effort on the part of its employees to comply with the program. The University will request and expect its agents and those with whom it conducts its affairs to meet the commitments of this important program.

Policy of Non-Discrimination in Programs and Activities

The University of Akron does not discriminate on the basis of sex, sexual orientation, race, color, religion, age, handicap, status as a veteran, or national or ethnic origin in the administration of its educational policies, admission policies, scholarship and loans programs, or other school-administered programs. The University also affirms that judgments about admissions, education and personnel evaluations at The University of Akron are based on merit, qualifications and performance and not on personal attributes or convictions unrelated to academic or job performance, such as political views, marital status, sexual orientation, or happenstance of birth.

EEO and Affirmative Action

There are fundamental differences between equal employment opportunity and affirmative action.

Equal employment opportunity is required by the Civil Rights Act of 1964 which prohibits any form of discrimination on the basis of race, color, religion, sex or national origin. It was enacted by the U.S. Congress and can only be altered or rescinded through that federal legislative process. Other acts of Congress prohibit discrimination on the basis of age, handicap, or veteran status. EEO is considered passive in that no outreach or programmatic response is required. EEO, in short, addresses the basic rights of individuals and is characterized as race and sex neutral. The law does require, however, attention to job relatedness of the criteria used to select and screen individuals from applicant pools.

Affirmative Action was mandated under Executive Order 11246, originally issued by President Lyndon Johnson in 1965, which specifically directs federal contractors to develop action-oriented programs for the purpose of actively seeking out protected groups of people, primarily defined by race and gender, who have been traditionally excluded from participation in the work force. Affirmative Action therefore, is characterized as race and sex conscious. The rationale for affirmative action was that EEO legislation alone would not insure total integration of the work force. The order also requires attention to job relatedness and the criteria used to select or screen individuals from applicant pools.

Click here to view an HTML version of The University of Akron's official policy on affirmative action.