Affirmative Action Plan
It is the policy of University of Georgia not to discriminate or allow the harassment of employees or applicants on the basis of 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 with regard to any 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, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. This policy applies to all jobs at the University. The University will continue to take affirmative action to ensure that individuals are employed, and that employees are treated during employment, without regard to their sex, gender identity, sexual orientation, race, physical or mental disability, protected veteran status, or any other characteristic protected by law in all employment practices as follows:
- Employment decisions at the University are based on legitimate job related criteria. All personnel actions or programs that affect qualified individuals, such as employment, upgrading, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination because of any basis protected by law.
- Employees may choose to voluntarily disclose their sex, race, national origin, disability and protected veteran status at any time by contacting Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions.
- Employees and applicants with disabilities and disabled veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The University makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the operations of the University's business.
- All managers and supervisors will take an active part in the University's AAP to ensure all qualified employees and prospective employees are treated in a non-discriminatory manner with respect to all employment decisions.
Our Affirmative Action Programs include an audit and reporting system, which, among other things, uses metrics and other information to measure the effectiveness of our Program. The Affirmative Action Officer has been assigned responsibility for periodically reviewing progress in the compliance and implementation of our policy of affirmative action.
If you would like more information regarding the affirmative action plan, please contact the Equal Opportunity Office at email@example.com.
What is the disclosed information used for?
Data from applicants and employees is used to evaluate the university’s efforts in assuring access, hiring, promotional, and equal opportunities for people with disabilities and military status, and measure our progress toward the UGA Affirmative Action Plan. Information provided by applicants and employees will be treated completely confidentiality and will not be used in a manner inconsistent with federal regulations.
How to update demographic information
To update demographic information, employees can log into UGA Onesource and select the ONEUSG CONNECT tab at the top and go to the SELF-SERVICE LOGIN. Once you are logged in, complete the following:
- Click on PERSONAL DETAILS
- On the left hand side menu select Ethnic Groups, Disability or Veteran Status to update accordingly.