EOAA action ensures University compliance with the law and spirit of equal opportunity and affirmative action.

Areas of responsibility include issues related to race, color, creed, religion, national origin, sex, sexual orientation, age, marital status, disability, or status as a disabled veteran or Vietnam-era veteran, or other protected veteran as persons in these groups are part of the University community as employees, students, and members of the public.

Contacts

Prudence Miles
Director
E-mail
206-543-1830

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• Mission
• Affirmative Action Data Collection
• Affirmative Action Plan Locations
• Forms and Links
• Reports
• Useful Definitions
• Statements to Ensure Equal Opportunity and Reasonable Accommodation

Mission

The overall mission of the EOAA, is to ensure University compliance with the law and spirit of equal opportunity and affirmative action. Areas of responsibility include issues related to race, color, creed, religion, national origin, sex, sexual orientation, age, marital status, disability, or status as a disabled veteran or Vietnam-era veteran, or other protected veteran as persons in these groups are part of the University community as employees, students, and members of the public.

The University of Washington reaffirms its policy of equal opportunity regardless of race, color, creed, religion, national origin, sex, sexual orientation, age, marital status, disability, or status as a disabled veteran or Vietnam era veteran. This policy applies to all programs and facilities, including, but not limited to, admissions, educational programs, employment, and patient and hospital services. Any discriminatory action can be a cause for disciplinary action. Discrimination is prohibited by Presidential Executive Order 11246 as amended, Washington State Gubernatorial Executive Orders 89-01 and 93-07, Title VI and Title VII of the Civil Rights Act of 1964, Washington State Law Against Discrimination RCW 49.60, Title IX of the Education Amendments of 1972, State of Washington Gender Equity in Higher Education Act of 1989, Sections 503 and 504 of the Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, Age Discrimination in Employment Act of 1967 as amended, Age Discrimination Act of 1975, Vietnam Era Veterans' Readjustment Assistance Act of 1972 as amended, other federal and state statutes, regulations, and University policy. Equal Opportunity and Affirmative Action compliance efforts at the University of Washington are coordinated by the Office of Equal Opportunity and Affirmative Action, University of Washington, Box 351270, Seattle, Washington, 98195-1270, telephone 206.543.1830 or email eoaa@u.washington.edu.

The University of Washington is committed to providing access and reasonable accommodation in its services, programs, activities, education and employment for individuals with disabilities. To request disability accommodation in the application process, contact the Disability Services Office at least ten days in advance at: 206.543.6450/V, 206.543.6452/TTY, 206.685.7264 (FAX), or dso@u.washington.edu.

Affirmative Action Data Collection

++ Enter Affirmative Action Form ++

Why does the University of Washington collect affirmative action information?

• As a condition of receiving federal contracts, the University collects data and maintains an affirmative action plan regarding minorities and women. It also agrees to collect and report information on veterans and persons with disabilities. Failure to collect and report affirmative action data would result in the loss of eligibility for federal contracts.

Isn't affirmative action illegal in Washington state with the passage of I-200?

• Washington State law requires state agencies to collect and report the same data. Initiative 200, passed by the citizens of Washington State in 1998 and now incorporated into the Washington State Law Against Discrimination prohibits preferential treatment on the basis of race, color, national origin, and sex but does not prohibit requests for information on affirmative action as defined by federal and state laws.

What UW policies offer protection against discrimination?

• University of Washington policies and procedures offer protection against discrimination in such forms as non-discrimination and affirmative action policy, disability accommodation process and employee training in prevention of sexual harassment.

Who has access to affirmative action information?

• Affirmative action data are treated as confidential, are kept separate from personnel files, and are made available only to persons with a need to know. Summary level counts are included in required state and federal reports. The data reports for affirmative action can be seen on the Equal Opportunity Office webpage under Affirmative Action Reports.

How can I find out more?

• The following links are to federal regulations and state laws requiring affirmative action.

  Federal Affirmative Action Regulations:

  • Presidential Executive Order 11246 Equal Employment Opportunity
  • CFR Title 41 Chapter 60-2
  • CFR Title 41 Chapter 60-250
  • CFR Title 41 Chapter 60-741

  Washington State Law:

  • Chapter 49.74.020 RCW Affirmative Action
  • Chapter 49.60.400 RCW Discrimination Human Rights Commission

Affirmative Action Plan Locations

The University of Washington Affirmative Action Plan in its entirety is available for review by staff, faculty, and members of the public at the offices listed in the table below. Additionally, reports from the of the University Affirmative Action Plan can be found below.

Name	Address	Hours
Equal Opportunity and Affirmative Action / Academic Human Resources	85 Gerberding Hall Map	Monday - Friday 8:00 am to 5:00 pm
UW Human Resources Office	1320 Campus Parkway, Room 214 Map	Monday - Friday 8:00 am to 5:00 pm
Harborview Medical Center Human Resources	319 Terry Avenue, Seattle Map	Monday - Friday 8:00 am to 5:00 pm.
Suzzallo-Allen Library Reference Collection Desk	On Campus Map	Link to Hours
UW Tacoma Campus, Office of the Chancellor	1900 Commerce, Tacoma WA Map	Monday - Friday 8:00 am to 5:00 pm.
UW Bothell, Office of the Chancellor	22011 26the Ave SE, Bothell, WA Map	Monday - Friday 8:00 am to 5:00 pm.

Forms and Links

Forms for Employees

All post hire affirmative action information is collected via online applications. Paper form UoW 1325 can be requested for special needs and circumstances by contacting Academic Human Resources

• Online Employee Affirmative Action Data Collection
  

Applicants and Search Forms

All pre-hire affirmative action information is collected via online applications. Paper form UoW 1497 and UoW 1493 can be requested for special needs and circumstances by contacting Academic Human Resources

• To begin the process see Faculty Advertisements FAQ .
• Affirmative Action Information Request
• Faculty Applicant Flow Report

Links to Useful Resources

• Bradford Report: Report of Minority Faculty Recruitment & Retention Subcommittee
• President's Advisory Committee on Women
• Related Legal Documents "Oda, et al vs. University of Washington"

Reports

Year	Employee Group	Workforce Profile
		U Wide	College	Sub-College	Department
2006	Academic Personnel	2006	2006	2006	2006
	Professional Staff	2006	2006	2006	2006
	Classified Staff	2006	2006	2006	2006
	Key To Job Groups	2006
	Workforce Graph	2006
2005	Academic Personnel	2005	2005	2005	2005
	Professional Staff	2005	2005	2005	2005
	Classified Staff	2005	2005	2005	2005
	Key To Job Groups	2005
	Workforce Graph	2005
2004	Academic Personnel	2004	2004	2004	2004
	Professional Staff	2004	2004	2004	2004
	Classified Staff WPRB	2004	2004	2004	2004
	Contract Classified CSA	2004	2004	2004	2004
	Key To Job Groups	2004
	Workforce Graph	2004
2003	Academic Personnel	2003	2003	2003	2003
	Professional Staff	2003	2003	2003	2003
	Classified Staff WPRB	2003	2003	2003	2003
	Contract Classified CSA	2003	2003	2003	2003
	Key To Job Groups	2003
	Workforce Graph	2003
2002	Academic Personnel	2002	2002	2002	2002
	Professional Staff	2002	2002	2002	2002
	Classified Staff WPRB	2002	2002	2002	2002
	Contract Classified CSA	2002	2002	2002	2002
	Key To Job Groups	2002
	Workforce Graph	2002
2001	Academic Personnel	2001	2001	2001	2001
	Professional Staff	2001	2001	2001	2001
	Classified Staff WPRB	2001	2001	2001	2001
	Contract Classified CSA	2001	2001	2001	2001
	Key To Job Groups	2001
	Workforce Graph	2001
2000	Academic Personnel	2000	2000	2000	2000
	Professional Staff	2000	2000	2000	2000
	Classified Staff WPRB	2000	2000	2000	2000
	Contract Classified CSA	2000	2000	2000	2000
	Key To Job Groups	2000
	Workforce Graph	2000
1999	Academic Personnel	1999	1999	1999	1999
1998	Academic Personnel	1998	1998	1998	1998
1997	Academic Personnel	1997	1997	1997	1997

 

Year	Employee Group	Utilization Analysis
		U Wide	College	Sub-College	Department
2006	Academic Personnel	2006	2006	2006	2006
	Professional Staff	2006	2006	2006
	Classified Staff	2006	2006	2006
	Key To Job Groups	2006
	Workforce Graph	2006
2005	Academic Personnel	2005	2005	2005	2005
	Professional Staff	2005	2005	2005
	Classified Staff	2005	2005	2005
	Key To Job Groups	2005
	Workforce Graph	2005
2004	Academic Personnel	2004	2004	2004	2004
	Professional Staff	2004	2004	2004
	Classified Staff WPRB	2004	2004	2004
	Contract Classified CSA	2004	2004	2004
	Key To Job Groups	2004
	Workforce Graph	2004
2003	Academic Personnel	2003	2003	2003	2003
	Professional Staff	2003	2003	2003
	Classified Staff WPRB	2003	2003	2003
	Contract Classified CSA	2003	2003	2003
	Key To Job Groups	2003
	Workforce Graph	2003
2002	Academic Personnel	2002	2002	2002	2002
	Professional Staff	2002	2002	2002
	Classified Staff WPRB	2002	2002	2002
	Contract Classified CSA	2002	2002	2002
	Key To Job Groups	2002
	Workforce Graph	2002
2001	Academic Personnel	2001	2001	2001	2001
	Professional Staff	2001	2001	2001
	Classified Staff WPRB	2001	2001	2001
	Contract Classified CSA	2001	2001	2001
	Key To Job Groups	2001
	Workforce Graph	2001
2000	Academic Personnel	2000	2000	2000	2000
	Professional Staff	2000	2000	2000
	Classified Staff WPRB	2000	2000	2000
	Contract Classified CSA	2000	2000	2000
	Key To Job Groups	2000
	Workforce Graph	2000
1999	Academic Personnel	1999	1999	1999	1999
1998	Academic Personnel	1998	1998	1998	1998
1997	Academic Personnel	1997	1997	1997	1997

Useful Definitions

Race

• American Indian or Alaska Native: means a person with origins in any of the original peoples of North America and South America (including Central America) and who maintains tribal affiliation or has community recognition as an American Indian or Alaska Native.
• Asian: means a person with origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand and Vietnam.
• Native Hawaiian or Other Pacific Islander: means a person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands. (Native Hawaiian does not include individuals who are native to the state of Hawaii by virtue of being born there.)
• Black or African American: means a person with origins in any of the Black racial groups of Africa.
• White: means a person having origins in any of the original peoples of Europe, the Middle East, or North Africa.

SOURCE: 1999 OMB Guidelines
DATE:11.07.2002

United States Veteran

• Veteran: A person who served in the active military, naval or air service and who was discharged under conditions other than dishonorable.
• Disabled veteran:
  • A veteran who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Department of Veterans Affairs for a disability:
    • (i) Rated at 30 percent or more
    • (ii) Rated at 10 or 20 percent in the case of a veteran who has been determined under 38 U.S.C. 3106 to have a serious employment handicap*
  • A person who was discharged or released from active duty because of a service-connected disability. *Serious employment handicap means a significant impairment of a veteran's ability to prepare for, obtain, or retain employment consistent with such veteran's abilities, aptitudes and interests.
• Vietnam Era Veteran:
  • A person who served on active duty for a period of more than 180 days, and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred:
    • (i) In the Republic of Vietnam between February 28, 1961, and May 7, 1975; or
    • (ii) Between August 5, 1964, and May 7, 1975, in all other cases; or
  • Was discharged or released from active duty for a service-connected disability if any part of such active duty was performed:
    • (i) In the Republic of Vietnam between February 28, 1961, and May 7, 1975; or
    • (ii) Between August 5, 1964, and May 7, 1975, in all other cases.
• Other protected veteran: A person who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, under laws administered by the Department of Defense
• Recently separated veteran: Any veteran during the one-year period (or three year due to anticipated rule change) beginning on the date of such veteran's discharge or release from active duty.

SOURCE: VETS100 Helpdesk 7/13/06, 38 USC 4211,. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP), 41 CFR 60-250, Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Protected Veterans, Final Rule, December 1, 2005.