The Office of Equal Opportunity (EO) manages and maintains the University's Affirmative Action Plan (AAP). EO is responsible for continuously assessing university resources and the infrastructure that ensures an atmosphere free from discrimination, harassment, and that is in compliance with federal and state laws governing equal opportunity. As a federal contractor, EO is included in every step of the employee life cycle including job postings and posting waivers, review of applicant job pools and search and screen committees, compensation reviews, promotions, reclassifications, and applicable trainings to foster commitment and awareness of federal and state laws and University regulations. By adhering to these principles, our university meets legal requirements and strives to cultivate a campus culture that values respect, fairness, and the well-being of all its students, faculty, and staff. This commitment extends beyond mere compliance andenables a vibrant and supportive academic community that attracts top talent and supports mechanisms to retain such talent.
Affirmative Action Plan
In accordance with the federal government's affirmative action program, each federal contractor is required to implement an Affirmative Action Plan (AAP) specific to that contractor. To develop this plan, FIU conducts an annualstatistical analysis of the workforce, applicant, and employee data. An independent body then assesses the data and develops the following factorsmonitored by the federal government: FIU must act according to the plan and report annually on intentional actions (i.e., affirmative action) taken in good faith as outlined in the plan. Data requested covers one year and includes, but is not limited to, all records of job postings, applicants, hires, promotions, compensation, and all demographic data on university employees, including faculty, adjuncts, administrators, staff, and temporary employees.
Good Faith Efforts
Good faith efforts as defined by the federal government are actions by our University intended to identify and, if present, remove barriers to minorities and women within our workforce or, alternatively, actions that expand employment opportunities for minorities and women within our workforce. As a federal contractor, FIU must assess our good faith efforts annually. Good faith efforts include but are not limited to:
- Posting positions on sites that cater to women, underrepresented minorities, individuals with disabilities, and veterans
- Postings of positions for a reasonable period of time
- Intentional outreach, sourcing and advertising of job openings
- Review of job pools and positions change requests
- Trainings offered to search committees to best practices in hiring
- Programs that mentor and support marginalized groups on campus such as affinity groups
- Intentional actions toward meeting University affirmative action plan goals.
OFCCP
The federal government's Office of Federal Contract Compliance Programs (OFCCP) protects workers, promotes diversity, and enforces the law. OFCCP holds those who do business with the federal government (contractors and subcontractors) responsible for complying with the legal requirement to take affirmative action and not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, or status as a protected veteran. FIU is a federal contractor, and the OFCCP may audit university processes at any time to ensure compliance withfederal laws, and to ensure reasonable good faith efforts in all university processes impacting employees.
EEOC
The US Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, childbirth, or related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. The laws apply to all work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
Compliance, Civil Rights Accessibility, Title IX, and Equal Opportunity
FIU is steadfast in our commitment to upholding civil rights, accessibility, and compliance, ensuring that all members of our community have equal opportunities to thrive. Our institution actively works towards creating an environment where every individual, regardless of background, enjoys equitable access to education and resources and takes pride in our dedication to Title IX, fostering an atmosphere free from discrimination, harassment, and violence. By adhering to these principles, our University not only meets legal requirements but also strives to cultivate a campus culture that values respect, fairness, and the well-being of all its students, faculty, and staff. This commitment extends beyond mere compliance, aiming to create a vibrant and supportive academic community that fosters feelings of belonging and ensures equal opportunities for everyone.
Learn
The Department of Access, Compliance, and Equal Opportunity (ACE) provides a range of learning opportunities on-demand. These opportunities can be self-paced or with an instructor, and even tailored to departmental training needs.
Resources
ACE's resource hub provides a comprehensive set of tools and resources for students, faculty, and staff. From recruiting and outreach resources that facilitate networking and community engagement, to community-specific resources such as mental health support, academic assistance, and employee wellness programs, there are a variety of ways to gain insight and stay informed on the different communities within FIU through informative facts and information.
Climate Survey
The University's first-ever campus climate survey, The Climate and Experience Survey, allowed nearly 6,000 students, faculty, and staff to provide feedback regarding feelings of belonging, and campus culture and climate. Respondents shared their lived experiences through the survey, propelling us forward to make our University community more inclusive than ever before. The quantitative results are now available for review, and the qualitative results will be released in the summer of 2024.
