3060 - Equal Employment Opportunity
Owner:
- Position: Employment Equity and Compliance Director
- Email: eo_aareview@uidaho.edu
Last updated: August 01, 2025
Contents:
- A. Statement of intent on equal opportunity
- B. Statement of policy on equal employment and educational opportunity and affirmative action
- C. Principles of equal employment opportunity and affirmative action
- D. Statement of responsibility
A. Statement of intent on equal opportunity. The University of Idaho is an equal opportunity employer and educator. It is the intent of the regents tat equal opportunity be afforded in education and employment to qualified persons, including protected veterans and individuals with disabilities. See FSH 3210, 3065, 2200 III-4, 2300 VII and the “Statement of Nondiscrimination.” For implementing procedures, see FSH 3065.
B. Statement of policy on equal employment and educational opportunity
B-1. The University of Idaho provides equal opportunity to all students and employees and does not discriminate or retaliate based on any protected characteristic set forth in the University’s policies on prohibited discrimination and retaliation or state or federal law. This policy extends to all University programs and activities, including, without limitation, admissions, financial assistance, educational and athletic programs, course offerings, counseling and guidance services, housing, health and insurance benefits, and access to University services or facilities. This policy also applies to terms and conditions of employment including but not limited to recruiting, hiring, placement, promotion, working conditions, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
B-2. Consistent with its obligations as a federal government contractor and as required by federal law, the University maintains affirmative action plans and programs to proactively address the underrepresentation of protected veterans and individuals with disabilities in employment.
C. Principles of equal employment opportunity and affirmative action
C-1. Equal employment opportunity
A. The University will provide equal employment for all individuals.
B. All employment practices, including but not limited to recruitment, selection, training, promotion, compensation, and all other management decisions, will provide equal opportunities for all individuals. Equal employment practices mean every applicant and employee receives the same opportunity and is subject to consistent processes that are free from discrimination.
C. The Office of Equal Opportunity and Compliance (EOC) will partner with Human Resources (HR) and respective units to effectuate equal employment opportunity requirements.
D. The University’s commitment to equal employment opportunity applies to all persons involved in its operations and prohibits unlawful discrimination by any employee, including supervisors and coworkers.
C-2. Discrimination and harassment
A. FSH 3200 Policy of Nondiscrimination defines discrimination and harassment and outlines related procedures.
The University ensures prompt, fair and impartial consideration of all complaints of discrimination.
C-3. Affirmative action planning for protected veterans and individuals with disabilities
A. The University is committed to taking affirmative action consistent with federal and state law.
B. The University will make good faith efforts for employment outreach (e.g., ensuring job descriptions and postings are nondiscriminatory and utilizing consistent hiring practices) consistent with federal and state law. The University will gather and analyze necessary data pursuant to its affirmative action plans in accordance with applicable law.
C. Affirmative action plans include data for faculty, staff, and employment applicants.
D. EOC will partner with HR and respective units to effectuate affirmative action requirements.
E. Records must be kept consistent with the unit’s record-keeping and the University records retention schedule, as well as applicable law.
F. EOC will provide reports on the affirmative action program to the appropriate federal agencies and the University community.
C-4. Recruitment and hiring
A. All qualified applicants will receive consideration for employment.
B. All job postings must be posted in accordance with APM 50.1 and APM 50.2. and FSH 3065.
C. All job postings and advertisements must include the tagline: “The University of Idaho is an equal opportunity employer, including veterans and individuals with disabilities.”
D. Best practices for recruitment, hiring, and job postings will be highlighted on the EOCwebsite and will comply with federal and state equal employment opportunity requirements.
E. Applicants will be provided with reasonable accommodation for known physical or mental limitations. Contact HR for more information on reasonable accommodation.
F. Applicants are encouraged to complete and submit voluntary demographic disclosure information during the application process.
G. The minimum qualifications included in a job posting must be objective and job-related. See the HR website.
H. Search committees, and all others involved in the recruitment and hiring process must comply with this policy to ensure equal opportunity compliance.
C-5. Compensation and promotion
A. Employees have the right to discuss, disclose, and inquire about compensation and related information.
B. EOC will partner with HR as needed to ensure equal opportunity in compensation and promotion.
C-6. Accommodations. The University will provide reasonable accommodations for applicants or employees with disabilities to allow them to perform essential job functions in accordance with FSH 6420 Procedures for Accommodations of Disability.
C-7. Program review
- To provide a University infrastructure that adheres to equal employment opportunity, the Equal Opportunity/Affirmative Action Officer or designee(s) may review policies, programs, or units of the University to determine compliance with this policy and applicable laws.
- Participation from units and unit leaders or designees is essential in completing these reviews.
- Following a review or responding to a concern, the unit will partner with EOC to develop and implement an action-oriented plan that will ensure equal opportunity.
C-8. Training
- All employees who participate in hiring and selection processes must take equal opportunity training as directed by the University.
D. Statement of responsibility
D-1. Authority and responsibility for implementing, maintaining, and monitoring equal opportunity in employment at UI lie primarily with the president and the equal opportunity/affirmative action officer.
D-2. Although the president exercises, in consultation with the equal opportunity/affirmative action officer, ultimate authority and responsibility for equal opportunity at UI, the provost and vice presidents are responsible for monitoring and controlling activities within their respective areas of responsibility to ensure full implementation of this policy and program. Deans, directors, departmental administrators, and other officers are similarly responsible within their areas of authority.
D-3. Finally, it is the responsibility of each and every employee of the University to share this commitment and cooperate fully in helping the University meet its equal opportunity and affirmative action objectives.
Version History
Amended August 2025. Interim policy per FSH 1460 G. Updates throughout to comply with Executive Order 14173, SB 1198 and University equal opportunity in recruitment and hiring process commitments.
Amended October 2022. Editorial changes.
Amended July 2020. Editorial changes.
Amended July 2009. Revised sections A, B-1, C-1, and made editorial changes.
Amended July 2000. Editorial changes.
Adopted 1979.