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Taking Affirmative Action
MUSC has a strong policy
of equal employment opportunity and nondiscrimination. The law also requires
that the University provide equal employment opportunity to all. Therefore
the University does not discriminate with regard to race, color, religion,
sex, national origin, age, disability or veteran's status.
Further, it is required by law that we take affirmative action in all employment
matters to ensure that our policies, procedures and practices are non-discriminatory.
As a federal contractor, the University must identify and address any underutilization
of women or minorities in the campus workforce.
The University updates its written Affirmative Action Plan annually. As
part of this process, the University analyzes the participation of women
and minorities by job group and then identifies the likely recruiting sources
- internal, external, local or national recruitment area - to fill vacancies
in each job group. Based on those expected sources, and utilizing census
data in accordance with federal regulations, the University estimates the
availability of women and minorities for each job group.
If women or minorities are underutilized in any job group, the University
must set a placement goal for each such job group equal to the availability
percentage. ("Underutilized" is specifically defined by law as: having fewer
women or minorities in a job group than is reasonably expected based on their
availability.) The University is then obligated to make good faith efforts
to fill vacancies in that job group in that Affirmative Action Plan year at
the rate of availability.
The University must be able to document that it made good faith efforts
to meet any established goals. In general, "good faith efforts" means that
the University takes any and all appropriate steps to ensure that people
in the underutilized group – whether women or minorities or both - as well
as all others, have access to the selection process. Recruitment strategies
must be designed to let people know, especially where underutilization exists,
about opportunities. Further job prerequisites such as education, experience,
job performance and references must not disproportionately exclude women or
minorities unless such requirements are demonstrably job-related and significant
to successful performance.
It is the responsibility of the EEO/AA Office to coordinate and develop
the University's Affirmative Action Plan and to ensure that the plan is carried
out. The EEO/AA Office will work with hiring managers and search committees
to assure that appropriate recruiting strategies are developed for each open
position and to monitor the applicant pools for the required composition
and for non-discrimination in the screening and selection process.
Affirmative Action FAQs
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