Affirmative Action in Employment

Affirmative action in employment strives to remove barriers and ensure full participation in employment opportunities for categories of individuals who have historically been underrepresented in, or excluded from, employment. The categories of individuals covered by affirmative action under federal, and in some cases state, law currently include women, racial minorities, people with disabilities and veterans.

Affirmative action in the employment context includes, without limitation: comprehensive and inclusive advertising and recruitment efforts; special or targeted recruiting in addition to traditional recruitment methods; and use of gender-neutral and culturally bias-free criteria for hiring, performance evaluation and termination. Affirmative action does not involve lowering educational or other requirements for employment.

The University of Georgia is required under federal law, specifically Executive Order 11246, to establish hiring goals for women and racial minorities when their representation in the University workforce is less than their representation in the relevant labor pool. Setting goals does not mean establishing quotas.  In setting goals, the University conducts a utilization analysis to determine its current employment of women and minorities and an availability analysis to determine the number of qualified women and racial minorities available to meet the hiring needs. The University’s affirmative action program for disabled individuals and veterans is similar to the program for women and racial minorities.

The University gathers, maintains and updates the data and information necessary to develop the University’s Affirmative Action Plans for women, minorities, disabled individuals and veterans. The information includes labor market statistics; national statistics on graduates of bachelor’s, master’s, and doctoral programs; and data generated within the University itself.

Equal Opportunity & Affirmative Action