Equal Employment Opportunity, Affirmative Action, and Inclusive Excellence
Equal Employment Opportunity
UNC Greensboro (UNCG) is committed to the concept of affirmative action to ensure equal opportunity in all aspects of employment and to foster diversity in the University community. The University has a comprehensive Affirmative Action Plan which sets forth programs and goals for increasing the diversity of its faculty and staff.
UNCG Human Resources serves as a resource in promoting and furthering the University’s commitment to equal opportunity and diversity. The Office works to support the University’s strategic goal of respect and its efforts to advance a diverse and inclusive campus community.
The University is committed to equal access to programs, facilities, and employment for all persons. It is the policy of the University to maintain an environment free of harassment and free of discrimination against any person because of age, race, color, ancestry, national origin, religion, creed, service in the uniformed services (as defined in state and federal law), veteran status, sex, sexual orientation, marital or family status, pregnancy, pregnancy-related conditions, physical or mental disability, gender, perceived gender, gender identity, genetic information or political ideas. Discriminatory conduct and harassment, as well as sexual misconduct and relationship violence, violates the dignity of individuals, impedes the realization of the University’s educational mission, and will not be tolerated.
Direct all inquiries regarding EEO and Affirmative Action to Patricia Lynch, Director of EEO and Affirmative Action, University of North Carolina Greensboro, 723 Kenilworth Street, Phone: (336)-334-9725.
Alternatively, feel free to submit your confidential complaint using the Complaint Intake Form.
In addition to adherence to the UNCG Policy on Discriminatory Conduct, the University aims to achieve within all areas of employment a diverse faculty and staff capable of providing for excellence in the education of its students and for the enrichment of the total University community. In seeking to fill openings, every effort will be made to recruit in such a way that women and minorities will have an equal opportunity to be considered for and appointed to all vacant positions.
All appointments, promotions, and all other personnel actions, such as compensation, benefits, transfers, training and educational programs, tuition assistance, travel assistance, research grants, support for graduate assistants, social and recreational programs, will be administered without regard to race, color, creed, religion, gender, national origin, political affiliation, sexual orientation, or age in such manner as is consistent with achieving a staff of diverse and competent persons.
Inclusive Excellence at UNCG builds upon a major initiative launched by the American Association of Colleges and Universities that involves four primary elements:
- A focus on student intellectual and social development.
- A purposeful development and utilization of organizational resources to enhance student learning.
- Attention to the cultural differences learners bring to the educational experience and that enhance the enterprise.
- A welcoming community that engages all of its diversity in the service of student and organizational learning.
The Making Excellence Inclusive initiative supports UNCG’s strategic plan “UNCG Tomorrow” as well as HR’s mission of providing state-of-the-art employee services that promote innovation, creativity, and inclusion. For more information on these services, and links to further reading on the subject of inclusive excellence, see below.
The American with Disabilities Act (ADA)
The Americans with Disabilities Act (“ADA”) prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities. The ADA also prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
University Disability Advisory Committee
As an institution committed to fostering the talents and encouraging the personal and intellectual development of all of its members, the University of North Carolina Greensboro will strive to:
- Actively promote increased sensitivity and awareness within the campus community about the contributions, needs, and rights of faculty, staff, students, and visitors with disabilities.
- Create a welcoming and inclusive campus culture by ensuring that faculty, staff, students, and visitors with disabilities have equal access to campus resources which will enable them to participate fully in University programs and activities.
- Advance the University’s commitment to diversity and academic excellence.
The grievance program is available for resolving work-related matters arising from perceived unfair treatment in areas such as work assignments, promotions, transfers, discipline, or termination. Grievances must be filed within fifteen (15) calendar days of the alleged employment action.
Before filing a grievance, you are welcome to discuss the situation with one of our representatives and then based on the nature of the concern, we can assist you determin whether to engage our Consultative services or initiate the Informal Grievance process. To initiate the informal grievance process you need to a Employee Internal Complaint Form and forward the form to Human Resources as indicated on the form.
Mediation and Consulting Services
Offering informal mediation and consulting services to assist in understanding, addressing, and resolving workplace problems.
Mediation is an informal but structured process where people work together with the help of a mediator to prevent or resolve a misunderstanding or conflict. Human Resources provides mediation to help faculty and staff solve work-related problems.
Consultation is a confidential conversation, either by phone or in person, between a staff or faculty member and a mediator/consultant about how to handle a work-related concern.
The information in this document is a guide to the essential steps to be taken in conducting searches for Faculty and Non-Faculty recruitment searches in any division of the University. Questions concerning Affirmative Action should be addressed to the Unit Affirmative Action Representative, or the EEO/Affirmative Action Team; Patricia Lynch, Director of EEO/AA and Veronica Sills, EEO/AA Investigator. Typically, part-time appointments and temporary replacement appointments are made without involving a search committee.