Affirmative Action

Affirmative Action

University of Colorado Boulder is committed to achieving full equal opportunity and affirmative action for all applicants and employees. Equal opportunity ensures all qualified applicants and employees are treated fairly and not discriminated against with regard to the individual's race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression or veteran status.

Affirmative action is a federal law requirement for employers who are federal contractors, such as CU Boulder, to take positive actions towards the outreach and employment opportunities for women, members of underrepresented racial/ethnic groups, veterans, and individuals with disabilities. Affirmative action is a part of the way CU Boulder regularly conducts its business and complements the philosophy and belief that diversity enriches the educational and employment experience for all faculty, staff and students at CU Boulder.

Meet the Affirmative Action Officer

Affirmative Action Policies 

 CU-Boulder's Equal Opportunity/Affirmative Action Policy

 University of Colorado's Equal Employment Opportunity and Affirmative Action Administrative Policy Statement (Note: follow the link and click on the policy listed alphabetically under Affirmative Action; Equal Employment Opportunity and)

 EEO is the Law

 EEO is the Law Supplemental

2017 Affirmative Action Plan (AAP)

 Affirmative Action Plan Executive Summary

Resources 

 Targeted Diversity Recruitment Sources

 Top Ten Reasons to Hire Veterans

 FAQs about Affirmative Action/Equal Opportunity

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Federal Law and Regulations of Nondiscrimination

Title VII of the Civil Rights Act of 1964, as amended

Prohibits discrimination by employers against any individual with respect to hiring, discharge, compensation, and all terms, conditions and privileges of employment because of race, color, religion, sex, or national origin.

Presidential Executive Order No. 11246 (1965), as amended

Prohibits discrimination by federal contractors against any employee or applicant for employment on the basis of race, color, religion, sex, or national origin. Requires the employer to take affirmative action to expand employment opportunities for women and members of minority groups and to eliminate practices which have the effect of excluding or limiting their employment. Also requires a written affirmative action plan, including goals for overcoming the underutilization of minorities and women in the employer's workforce.

Section 503, Rehabilitation Act (1973)

Prohibits discrimination by federal contractors against any employee or applicant for employment because of physical or mental disability regarding any position for which he or she is qualified. Requires the employer to take affirmative action to employ, promote, and otherwise treat qualified individuals with disabilities without discrimination based on their disability. Also requires a written affirmative action plan, but hiring goals need not be established. Affirmative action does require that an employer take steps to accommodate a qualified worker with a disability unless accommodation poses an undue hardship.

Vietnam Era Veterans' Readjustment Act (1974)

Prohibits discrimination by federal contractors against applicants or employees because they are special disabled veterans or veterans of the Vietnam era in regard to any position for which they are qualified. Requires that employers take affirmative action to employ, advance in employment, and otherwise treat special disabled veterans and Vietnam era veterans without discrimination based on their disability or veteran's status. Also requires a written affirmative action plan, but hiring goals need not be established.

Age Discrimination in Employment Act of 1967, as amended

Prohibits employers from failing or refusing to hire, or from discharging, or from otherwise discriminating against any individual aged 40 or over with respect to compensation and all terms, conditions, and privileges of employment because of the individual's age. Exceptions to the prohibition against forced retirement include certain high-level executives and public safety personnel.

Equal Pay Act of 1963, as amended

Prohibits employers from discriminating on the basis of sex in paying salaries for equal work requiring equal skill, effort, and responsibility and performed under similar working conditions.

Title I of the Americans with Disabilities Act (1990)

Prohibits employers from discriminating against any qualified employee or applicant for employment because of a physical or mental disability. In addition, it requires employers to make reasonable accommodations for qualified individuals with disabilities unless doing so would impose an undue hardship.