TEMPLE UNIVERSITY

- Of  THE COMMONWEALTH SYSTEM OF HIGHER EDUCATION

November 1, 2023

EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PROGRAM

Effective November 1, 2023, through October 31, 2024

he complete Affirmative Action Program for Executive Order 11246 and the support data are on file and may be reviewed at the University’s Office of Equal Opportunity Compliance.

 

TEMPLE UNIVERSITY AFFIRMATIVE ACTION PROGRAM

GENERAL PURPOSE AND CONTENT

In compliance with the Civil Rights Act of 1964 and Executive Order 11246, as amended, the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, Temple University maintains an Affirmative Action Program which sets forth the procedures currently being followed in the implementation of University policy for equal employment opportunity.  In accordance with the regulations of the Office of Federal Contract Compliance programs of the U. S. Department of Labor, Temple’s program describes the duties and responsibilities of the University, the university workforce as it exists presently, and equal opportunity programming current and planned for the future.

It is understood that this Affirmative Action Program has been developed in order to reaffirm the University’s policy of providing equal employment opportunity for all persons without regard torace, color, sex (including pregnancy), marital status, national or ethnic origin, religion,  disability, sexual orientation, gender identity, veteran status or genetic information.  Goals have been established, where appropriate, to endeavor to meet Temple University affirmative action obligations as a federal contractor.

The program is not intended to and will not be used to discriminate against any applicant or employee because of race, color, sex (including pregnancy), marital status, national or ethnic origin, religion, disability, sexual orientation, gender identity, veteran status or genetic information.

Documentation and supporting data for the Affirmative Action Program Reports are on file and available for review as required by law.

NONDISCRIMINATION AND EQUAL OPPORTUNITY STATEMENT

 

Temple University is committed to a policy of equal opportunity for all in every aspect of its operations, including employment, service and educational programs.  The University has pledged not to discriminate on the basis of race, color, sex (including pregnancy), marital status, national or ethnic origin, religion, disability, sexual orientation, gender identity, veteran status or genetic information.

Temple University’s equal opportunity/affirmative action program complies with federal regulations such as:  Titles VI and VII of the Civil Rights Act of 1964, Executive Order 11246, The Age Discrimination in Employment Act of 1967 , Title IX of the Education Amendments of 1972, the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, as amended, the Vietnam Era Veterans’ Readjustment Assistance Act, as amended (VEVRAA), the Genetic Information Nondiscrimination Act of 2008, and the Pregnant Workers Fairness Act of 2022.

Temple University’s equal opportunity/affirmative action program has these inclusive objectives: To support the admission and successful participation of disadvantaged students, students with disabilities, and those for whom English is a second language; and to employ and advance in employment qualified women, minorities, individuals with disabilities, Armed Forces service medal veterans, disabled veterans, recently separated veterans, and other protected veterans.

With respect to employment practices, including recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits, and/or other terms, conditions, or privileges of employment, Temple University will continue to ensure that individuals are employed, and that employees are treated during employment, without unlawful discrimination or harassment based on sex, gender identity, sexual orientation, race, color, religion, national or ethnic origin, age, physical or mental disability, protected veteran status, genetic information or any other characteristic protected by law.

Temple University Policy on Preventing and Addressing Discrimination and Harassment (https://secretary.temple.edu/sites/secretary/files/policies/04.81.11.pdf) is intended to be consistent with applicable federal, state, and local laws and other University policies.  This policy does not allow curtailment or censorship of constitutionally protected expression and will not be applied in a way that infringes upon an individual’s constitutional rights of freedom of expression.  The Office of Equal Opportunity Compliance (EOC) is responsible for enforcing this policy on behalf of the University and has complaint procedures to enable it to do so.

All university employees are responsible for successfully completing the university’s online nondiscrimination, anti-harassment, and anti-retaliation training upon initial employment and from time to time thereafter as determined in the sole discretion of the President or the President’s designee.  In addition, managers and supervisors are responsible for:

• knowing and understanding this policy,
• explaining this policy to persons under their supervision,
• taking appropriate action to prevent unlawful discrimination and harassment,
• being receptive to concerns and complaints of unlawful discrimination and harassment,
• taking appropriate action (including consultation with EOC, EO Ombudspersons, Human Resources, and/or the University’s Title IX and ADA Coordinator) when they become aware of potential violations of this policy,
• preventing any retaliation against complainants.

RELIGION AND NATIONAL ORIGIN DISCRIMINATION POLICY

41 C.F. R. 60-50.2 and 60-50.3

Pursuant to the University’s equal opportunity policy and affirmative action program, Temple University has adopted the following guidelines preventing religious and national origin discrimination and harassment in the workplace.  This guidance applies to all terms and conditions of employment, including but not limited to, recruitment, hiring, promotion, transfer, demotion, layoff or recall from layoff, termination, wage and benefit administration, and selection for training or other employment opportunities.  In support of the commitment to equal employment opportunity, it is University policy to

• Recruit for all positions without regard to applicants’ national origin or religion
• Review employment practices and personnel policies to ensure that applicants and employees are not discriminated against or harassed on the basis of religion or national origin
• Provide qualified employees with an equal opportunity to available jobs without regard to their religion or national origin
• Administer employment opportunities, wages, hours, conditions of employment, retirement programs, and other employee benefits without discrimination based on religion or national origin
• Develop written policies which prohibit unwelcome verbal or physical conduct based on religion or national origin and take reasonable steps to prevent such harassment occurring
• Explain the University’s commitment to equal employment opportunity to supervisors and employees and enlist their support
• Develop reasonable internal procedures to monitor implementation of the University’s equal employment opportunity policy and affirmation action program
• Inform all recruitment sources of Temple University’s commitment to equal employment opportunity and seek their assistance and support of the University’s commitment to providing equal employment opportunity without regard to national origin or religion
• Endeavor to make reasonable accommodations to religious observations and practices of an employee or prospective employee unless doing so would pose an undue business hardship.

DESIGNATION OF RESPONSIBILITY FOR IMPLEMENTATION

 

The Temple University Boad of Trustees, exercising its governance role, has oversight for Temple University equal opportunity and nondiscrimination policy and the Affirmative Action Program.  Issues for the Board’s attention are presented to the Academic Affairs, Student Success, and Diversity Committee.

The President assumes final responsibility for the overall development, implementation, coordination and monitoring of the University’s Affirmative Action Program, while designating assignments to administrators whose duties relate to the Program.

A. The Vice Presidents will assist the President in overseeing the development, coordination, implementation and monitoring of the University’s Affirmative Action Program in their respective divisions and will ensure that all university actions on recruitment, hiring, promotion, wages and salaries, training, leaves and termination of personnel under their supervision conform to the principles and provisions of the Program.

B. The Provost of the University is to ensure that all university actions on recruitment and appointment, promotion, salaries, leaves, tenure and termination of faculty members and of other personnel under the Provost’s supervision conform to the principles and provisions of the Program.

C. The Vice President for Human Resources is to ensure that the principles and provisions of the Program are adhered to in the recruitment, hiring, wages and salaries, benefits, promotions, training, leaves and termination of non-faculty employees at all University campuses and facilities.

D. The Senior Vice President and Chief Operating Officer is to ensure that University funds and services subject to their authority are allocated to promote maximum effectiveness of the Program.

E. Each Vice President, the Deans, Directors and department heads, within their assigned jurisdictions, are to ensure that all persons involved in employment decisions within their units comply with the principles and provisions of the Affirmative Action Program.  This responsibility includes expanding the opportunities for upward mobility.

The Director of the Office of Equal Opportunity Compliance serves as the University’s chief compliance officer on equal opportunity matters.  The Director is responsible for the proper implementation of the Program and the audit of its effectiveness. 

ACTION ORIENTED PROGRAMS

41 C.F.R. 60-2.17

 

Temple University has developed and executed numerous action-orientated programs to enhance its existing commitment to equal employment opportunity.

 

Programs Supporting Recruitment and Employment

 

Note:  In fiscal years 2022-23 and 2023-24, Temple University has managed combined budget constraints of increasing operating costs, declining enrollment and tuition, and a commonwealth appropriation that has remained flat for the last four years.  A projected budget deficit for the current fiscal year was balanced in part through the elimination of administrative staff vacancies and a hiring review process for all new and replacement positions to curb/slow staff hiring.  This hiring review process remains in place.

 

Faculty Recruitment and Employment

 

The Provost has challenged Deans, Officers and the Associate Vice President and Chief Inclusion Officer, Institutional Diversity, Equity, Advocacy and Leadership (IDEAL) to be proactive in their efforts to attract outstanding faculty from underrepresented populations.  Search committee chairs are provided with training by Human Resources and IDEAL on recruitment strategies to attract a diverse applicant pool for open positions.  These strategies include advertisements in targeted media that convey the fundamental message Temple University is an equal opportunity employer seeking to maintain a diverse workplace, and that encourage women, persons of color, individuals with disabilities, veterans and other qualified individuals to apply. 

 

Faculty positions are posted in such publications as The Journal of Blacks in Higher Education, Diverse Issues in Higher Education and The Hispanic Outlook in Higher Education, as well as in the professional journals and The Chronicle of Higher Education.  Creative and ongoing recruitment is encouraged through the use of websites, conferences, professional associations and listservs.  All searches for faculty are required to comply with instructions from the offices of the President and the Provost and with affirmative action guidelines from Human Resources and IDEAL.  When a candidate is recommended, compliance documents accompany the Dean’s transmittal letter.  Goals and timetables, resources used, and the end results are reported for review by the Associate Vice President and Chief Inclusion Officer (IDEAL).  

 

IDEAL develops various mentoring programs for new faculty, particularly women faculty and faculty of color.  IDEAL has partnered with Human Resources Learning and Development in promoting a women of color group. Temple Women of Color (TU-WoC) seeks to engage, enrich, and broaden an understanding and awareness of diversity through shared experiences as women, regardless of culture, religious belief, or vocation. The group is open to all individuals who share its mission and supports opportunities for social networking and shared cultural engagement and expression.

 

Administrators and Staff Recruitment and Employment

 

The recruitment of staff and administrators is guided by the regular practice of Temple University’s Human Resources Department to advertise at the local and national levels in diverse media.  Temple University has partnered with Circa Miratech to extend our recruitment and outreach to state job banks, and community and local organizations that provide support and services to persons of various genders, races, and ethnicities, as well as to protected veterans and individuals with disabilities.

 

Nationally, Temple advertises in print and electronic media that target minorities working in or seeking employment in higher education, like Diverse Issues in Higher Education and The Hispanic Outlook in Higher Education.  The Human Resources Department further encourages interest in Temple employment by hosting and participating in job fairs in the community and the greater Philadelphia region. 

 

Job vacancies are posted regularly on Temple’s website and campus bulletin boards, to allow employees to bid on opportunities of interest for advancement, thereby encouraging continued employment at Temple.  The bidding procedure ensures that all qualified internal candidates have an opportunity to be considered.  The bidding procedure is described for employees in the Temple University Employee Manual and in the collective bargaining agreements. Browsers from within and outside the university can look at posted vacancies. 

  

The Human Resources Affirmative Action Authorization for administrative and non-faculty professional appointments requires a hiring department to attest to the recruitment effort and the results produced.  Appointments to all positions at level T26 and above must be approved by the Associate Vice President and Chief Inclusion Officer (IDEAL).  Positions at level T25 and below must be approved by the Assistant Vice President for Human Resources before an offer of employment is made by Human Resources.