Equal Opportunity Policies
The University of Alabama provides equal opportunity in education and employment for all qualified persons regardless of race, color, religion, national origin, sex(which includes sexual orientation, gender identity, and gender expression), age, disability, or veteran status.
Equal Opportunity, Non-Discrimination, and Affirmative Action Policy Statement
Reaffirmation of Equal Opportunity, Nondiscrimination, and Affirmative Action Policy
Harassment Resource Persons
Sexual Misconduct Policy
Child Abuse Reporting Policy
UA Animal Control and Assistance Animal Policy
UAact: Working together to create an ethical community defined by respect and civility
Consensual Romantic Relationship Policy
Pay Transparency Policy
Equal Opportunity Laws
Numerous federal and state laws and executive orders prohibit unlawful discrimination in employment and education.
ACA Non Discrimination Notice
“EEO is the Law” Poster
“EEO is the Law” Poster Supplement
“Your Rights Under USERRA” Poster
Summary of Major Federal Equal Opportunity Laws
Major Federal Equal Opportunity Laws: By Category
Reaffirmation of Equal Opportunity, Nondiscrimination, and Affirmative Action Policy
The University of Alabama annually reaffirms its full commitment to equal opportunity, nondiscrimination and affirmative action, including the policies and procedures that prohibit discrimination and unlawful harassment throughout our campus community. This commitment is supported by our strategic plan, which includes our goal to “enrich our learning and work environment by providing an accepting, inclusive community that attracts and supports a diverse faculty, staff and student body.” A central objective of the goal is to enhance the recruitment, hiring and retention of diverse faculty, staff and administrators.
I pledge my personal commitment to uphold the values expressed in this declaration, as well as to equal opportunity and nondiscrimination in all employment-related decisions. I trust all of you will join me in this pledge.
Please review the Equal Opportunity, Nondiscrimination, and Affirmative Action Policy Statement and contact the appropriate office or individual if you have any questions. This policy, as well as other policies and information related to equal opportunity and unlawful discrimination in employment and education, is available on the Equal Opportunity Programs website and the Human Resources website.
– Stuart R. Bell
– Equal Opportunity, Non-Discrimination, and Affirmative Action Policy Statement
The University of Alabama (UA) is committed to compliance with all applicable laws regarding the concept and practice of equal opportunity, non-discrimination (including anti-retaliation and reasonable accommodation) and affirmative action in all aspects of employment practice. All managers and supervisors are required to take an active part in following this policy to ensure that all qualified applicants and employees who are women, minorities, have disabilities, or have protected veteran status are considered and treated in a non-discriminatory manner with respect to all employment-related decisions.
Equal Opportunity UA provides equal opportunity in education and employment for all qualified persons regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, pregnancy, age, genetic or family medical history information, disability, protected veteran status or any other legally protected basis. UA makes employment decisions based only on valid job-related requirements. UA does not discriminate on the basis of a physical or mental disability or an individual’s status as a disabled veteran or any other protected veteran with regard to application for employment and any terms and conditions of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job.
UA complies with applicable laws prohibiting discrimination, harassment and retaliation, including but not limited to Titles VI and VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, Executive Order 11246, Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Adjustment Assistance Act, as amended by the Jobs for Veterans Act of 2002 (VEVRAA), the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), the Age Discrimination Act of 1975, the Americans with Disabilities Act (ADA) of 1990, the ADA Amendments Act of 2008, and the Genetic Information Nondiscrimination Act of 2008. Consistent with those laws and UA’s Title IX and Sexual Misconduct Policy, Equal Opportunity and Discriminatory Harassment Policy and other policies, UA prohibits discrimination on the basis of genetic or family medical history information, race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, pregnancy, age, disability, protected veteran status or any other legally protected basis in admission or access to, or treatment of employment in, its programs and services. These prohibitions against discrimination apply to recruitment, application, selection, hiring, appointment, transfer, demotion, promotion, tenure, job assignments, classification, compensation, benefits, leaves of absence, sick leave or any other leaves, job training and development, tuition assistance, participation in UA-sponsored educational, social, and recreational programs, discharge, layoff, and/or any other term, condition or privilege of employment. Inquiries or concerns related to discrimination, harassment, sexual misconduct, or retaliation may be directed to Beth Howard, Executive Director of Equal Opportunity and Title IX Programs, 2418 Capital Hall, Box 870259, Tuscaloosa, AL 35487-0300, (205) 348-5496 (Voice), (205) 348-5573 (TDD), email@example.com.
Non-discrimination in Health Care Programs/Activities
UA also complies with Section 1557 of the Affordable Care Act, which prohibits discrimination on the basis of race, color, national origin, sex, age, or disability in certain University health care programs and activities and UA’s group health plans and wellness programs. Additional information and contact information for inquiries and concerns related to compliance with Section 1557 is available on the University’s Affordable Care Act (ACA) Section 1557 Non-discrimination Notice website.
Consistent with applicable laws and UA policies, employees and applicants will not be subjected to harassment, intimidation, threats, coercion, discrimination, reprisals and/or adverse actions because they have engaged in, or may engage in any of the following activities: (i) filed a complaint pursuant to an equal employment opportunity or affirmative action law or applicable UA policy; (ii) assisted or participated in an investigation, compliance review, hearing or other activity related to the administration of an equal opportunity or affirmative action law or applicable UA policy; (iii) opposed any act or practice prohibited by an equal opportunity or affirmative action law or applicable UA policy; or (iv) exercised any other right protected by an equal opportunity or affirmative action law or applicable UA policy.
Affirmative Action Program
To further ensure UA’s commitment to equal employment opportunity, UA, as a federal contractor, maintains an affirmative action program in accordance with applicable laws, regulations, executive orders, and government directives. UA has taken and will continue to take, consistent with applicable laws, affirmative action to recruit, employ, advance and not discriminate against qualified women, racial and ethnic minorities, qualified individuals with disabilities and protected veterans.
Affirmative Action Plan
As part of UA’s affirmative action program, UA prepares annual affirmative action plans (AAPs) for women and minorities and for protected veterans and individuals with disabilities. Those plans are available for inspection upon request and during regular business hours in the Office of Equal Opportunity and Title IX Programs located on campus in 2418 Capital Hall, (205) 348-5496 (Voice), (205) 348-5573 (TDD).
To gather data necessary to report data and perform analysis required by applicable law in its AAPs , UA invites: (i) job applicants to voluntarily self-identify their race, ethnicity, gender, disability status or protected veteran status at the pre- offer stage of the hiring process; (ii) job applicants to voluntarily self-identify their disability or veteran status at the post-offer; and (iii) employees to voluntarily self-identify their disability or protected veteran status post-employment. The information is requested on a voluntary basis and will be used and kept confidential in accordance with federal law. Refusal to provide this information will not subject any applicant or employee to any adverse treatment. The information is used solely for affirmative action purposes; therefore, individuals who self-identify as having a disability who also require reasonable accommodations to apply or to perform the essential functions of their job must follow UA’s Applicant or Employee Procedures for Reasonable Accommodations accessible on Human Resources’ Americans with Disabilities Act website.
Disability: The University makes reasonable accommodations to the known physical or mental impairments of an applicant or employee who is a qualified individual with a disability or is a qualified disabled veteran, unless such accommodations would impose an undue administrative or financial hardship on the operation of UA’s business or fundamentally alter UA’s program and services. Consistent with its Employee Reasonable Accommodations Policy, UA will not deny employment opportunities based on its need to make a reasonable accommodation to such an individual’s physical or mental impairment. However, an employee must be able to perform the essential functions of the job, with or without an accommodation. Additional information about UA’s commitment to individuals with disabilities, the provision of reasonable accommodations, and information regarding procedures for requesting reasonable accommodations through the Human Resources ADA Coordinator is available on Human Resources’ Americans with Disabilities Act website.
Pregnancy: In addition, consistent with its Pregnancy Recovery Leave Policy (for staff) and UA’s Faculty Handbook, Chapter 4, II. C. covering Maternity Leave (for faculty), eligible faculty and staff who are pregnant or have pregnancy-related conditions may be reasonably accommodated, including with approved time off.
Religious Beliefs: The University also provides reasonable accommodations for sincerely held religious beliefs or practices of employees or applicants, unless doing so would create an undue hardship on the conduct of UA’s business or operations, resulting in more than a minimal cost to the operations of UA’s business. Religious Accommodation Request Forms and Procedures for employees and applicants are available on Human Resources’ Reasonable Accommodation website.
Responsibility for Implementation
The University President and other senior executive officers have the ultimate responsibility for implementing UA’s equal opportunity policy and affirmative action programs. The President, Dr. Stuart Bell, has reviewed and fully supports this policy. His annual reaffirmation memorandum reiterates his endorsement and urges every employee to comply with this policy. Beth Howard, Executive Director of Equal Opportunity and Title IX Programs, has been designated to oversee implementation of the University’s equal opportunity and affirmative action program. She is responsible for reviewing and updating annually UA’s affirmative action programs and implementing an auditing and reporting system that a) measures the effectiveness of UA’s affirmative action program; b) indicates the need for remedial action; c) determines the degree to which UA’s objectives have been attained; d) determines whether minorities, women, known individuals with disabilities, and/or protected veterans have had the opportunity to participate in UA-sponsored educational, training, recreational and social activities; e) measures UA’s compliance with its affirmative action program’s specific obligations; and f) documents actions to comply with applicable federal regulations. Howard is assisted in these audit and reporting duties by an Academic Compliance Officer and a Non-Academic Compliance Officer and their designees.
This policy applies to students, faculty, staff, contractors, and volunteers.