TEMPLE UNIVERSITY

OF THE COMMONWEALTH SYSTEM OF HIGHER EDUCATION

November 1, 2023

AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABLITIES

Effective November 1, 2023, through October 31, 2024

The complete Affirmative Action Program for Individuals with Disabilities and the support data are on file and may be reviewed at the University’s Office of Equal Opportunity Compliance.

 

AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES

 

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 196 , 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 take affirmative action to ensure individuals are employed, and employees are treated during employment, without regard to their sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by law in all employment practices.

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.

DEFINITIONS

41 C.F.R. 60-741.2

“DISABILITY” means, generally, (i) a physical or mental impairment that substantially limits one or more of an individual’s major life activities, (ii) a record of such impairment, or (iii) being regarded as having such impairment.

For the purposes of this Affirmative Action Program, a disability is substantially limiting if it substantially impairs the ability of an individual to perform a major life activity as compared to most people in the general population.  An impairment need not prevent, or significantly or severely restrict the individual from performing a major life activity to be considered substantially limiting.

For the purposes of this Program, major life activities include but are not limited to the operation of a major bodily function, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking communicating, interacting with others, and working.

“A QUALIFIED INDIVIDUAL” means an individual who satisfies the requisite skill, experience, education, and other job-related requirements for the particular position they hold or desire and who is capable of performing the essential functions of that position, with or without reasonable accommodation for any disability.

REQUEST FOR SELF-IDENTIFICATION

41 C.F.R. 60-741.42

In order to notify applicants and employees of the existence of and the opportunity to participate in this Affirmative Action Program and to provide sufficient data to allow Temple University to measure and improve, if necessary, the effectiveness of the University's affirmative action efforts, the University invites applicants and employees to voluntarily self‐identify as a person with a disability as follows:

  • When an applicant applies or is considered for employment, the University provides the applicant with an opportunity to voluntarily self‐identify disability status. This opportunity is offered at the same time the University invites the applicant to self-identify race, ethnicity, sex, and veteran status.
  • Following an offer of employment but before an individual begins working, the University provides an additional opportunity to voluntarily self‐identify disability
  • Recognizing an individual's status regarding disability may change over time and/or an employee may feel more comfortable disclosing an existing disability after being employed for a period of time, the University also offers employees an opportunity to voluntarily self‐identify their disability status at least once every five years. In addition, at least once during the five‐year intervals between workplace surveys, the University sends employees a written reminder they may voluntarily update their disability status.
  • The University keeps all self‐identification information confidential and maintains it in a data analysis file rather than in individual employee personnel or medical files.
  • The University invites applicants and employees to voluntarily identify their disability status using the required OMB-approved form for collecting this information:

Voluntary Self-Identification of Disability

Form CC-305
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this page?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your "major life activities." If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, or multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury

Top of Form

Please check one of the boxes below:

 Yes, I have a disability, or have had one in the past

 No, I do not have a disability and have not had one on the past

 I Don’t Wish To Answer

Bottom of Form

Top of Form

Bottom of Form

REVIEW OF PERSONNEL PROCESSES

41 C.F.R. 60-741.44 (b)

Temple University periodically reviews its personnel procedures to determine whether they ensure careful, thorough and systematic consideration of the job qualifications of employees or applicants with known disabilities for jobs filled by hiring or promotion or transfer and for educational or training opportunities.

General Programs

The University provides various resources to support the employment of Individuals with Disabilities.  For example, the Institute on Disabilities at Temple University offers programs and services to the Temple community of students, staff and faculty and to the Philadelphia area community at large. The Institute on Disabilities at Temple University is one of the sixty-seven University Centers for Excellence in Developmental Disabilities Education, Research and Service (UCEDD) working toward a vision of self-determination, independence, productivity, and community inclusion for people with disabilities throughout the lifespan. UCEDDs are funded by the Administration for Community Living, U.S. Department of Health and Human Services. 

The Institute is home to Pennsylvania's Assistive Technology Act (AT Act) program, TechOWL PA. The AT Act of 2004 specifies the statewide activities required of programs receiving funds under Section 4 of the AT Act. These include four “state level” activities designed to help people with disabilities, their families, service providers and others access and acquire assistive technology devices: device demonstration, device lending, state financing, and device reuse.

In addition, the University maintains a dedicated webpage for accessible technology to ensure that the facilities, information and technologies it creates or provides are accessible.  Temple’s Accessible Technology Compliance Committee provides oversight regarding the accessibility of information and technology across all University venues. It also ensures that resources are available to those creating or providing the information and technology. Each Temple school or college has an Accessibility Liaison who is responsible for ensuring that the information or technology within their areas meets the needs of faculty and students. The liaisons also ensure that their area is in compliance with the standards and guidelines established by the Accessible Technology Compliance Committee.  

The University also offers supportive courses through LinkedIn Learning via TUportal. These courses include, for example, modules on Inclusion and Equity for Workers with Disabilities and Supporting Workers with Disabilities.

Throughout the plan year, the Human Resources Employment team collaborated internally with IDEAL, the Institute on Disabilities, and The Lenfest Center for Community Workforce Partnership. Through these collaborations, Talent Acquisition Specialists were able to provide hands on assistance with the job application process. In addition, Talent Acquisition Specialists/HR Business Partners provided training to the departments/schools/colleges about fair and just recruiting processes to support candidates with disabilities. TAS/HRBP’s also advised departmental hiring managers about advertising on special niche sites targeting IWD.  

Hiring Process

All persons interested in obtaining employment with the University are advised to apply according to Temple’s current procedures.  Applications and hiring records are kept to document nondiscrimination and equal opportunity in the hiring process. Human Resources instructs all administrators regarding employment procedures and the requirement for nondiscriminatory recruitment and selection.

Job descriptions are reviewed and revised to make sure duties are accurately described, that the experience and education requirements are job-related. 

The University did not identify any significant impediments to equal employment opportunity during its review but did identify the following focus areas to enhance already-existing policies, processes and programs:

  • Updated the voluntary disability self-identification forms used during pre- and post-hiring processes to incorporate the revised OMB-approved form
  • Evaluation of electronic applicant tracking system to record faculty hiring activity
  • Explore future participation of talent acquisition team members in various Temple community events, such as IWD Pride Month (July) and Disability Awareness Day
  • Offer an annual opportunity to voluntarily self-identify as a veteran on a University-wide basis through TUportal.

REVIEW OF PHYSICAL AND MENTAL JOB REQUIREMNETS

41 C.F.R. 60-741.44 (c)  

As positions are established or revised, physical and mental job qualifications are reviewed to be sure they do not screen out qualified individuals with disabilities or qualified disabled veterans for reasons that are not job related or consistent with business necessity and the safe performance of essential job functions.  These reviews occur at regular intervals throughout each calendar year, such as when a job may be advertised or filled through hiring or promotion, when the duties of a position are significantly revised, and when considering requests for reasonable accommodation related to the performance of the functions of a position. 

Any medical exams or inquiries are conducted in accordance with applicable regulations.  Personal medical information obtained as a result of any such exam or inquiry is maintained in separate files and treated as confidential medical records.