Diversity and Affirmative Action

The UVU Office of Equal Opportunity and Affirmative Action is responsible for advancing and monitoring the University's equal opportunity and affirmative action policies, procedures, and programs. In order to achieve this objective, employment and hiring goals are established for each job category based on statistical data from our applicant pool. This data identifies specific target areas where University diversity demographics do not match local demographics, and, through the Affirmative Action Plan (AAP), the University publicizes its commitment to recruit, retain, and promote qualified women and minorities. The office distributes and advises schools and administrative units in their affirmative action implementation efforts. We partner with Human Resources, Academic Affairs, and the Chief Diversity Officer to coordinate and monitor our affirmative action program. We also partner with diverse groups across our campus and in the community in educational outreach opportunities, offering classes, group presentations, and information regarding EEO/AA initiatives.

Current Initiatives 

AAP Disability Statement

The purpose of this section of the Affirmative Action Plan is to meet the obligations of Chapter 60 of Title 41 of the Code of Federal Regulations, Part 60-741 and 60-741.1 setting forth the “standards for compliance with section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 793), which requires government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities”.   This provision also applies to subcontracts in excess of $10,000 entered into by a prime contractor in carrying out any contract with the United States for the procurement of property and non-personal services. Additionally, every government contractor or subcontractor holding a contract of $50,000 or more and having 50 or more employees is required by the Department of Labor to maintain a written affirmative action program at each of its establishments, which complies with Part 60-741.

In accordance with the above laws and regulations, an individual with a disability is defined as one who (1) has a physical or mental impairment that substantially limits one or more of such person’s major life activities, (2) has a record of such impairment, or (3) is regarded as having such an impairment.

A ”qualified individual” means an individual who meets the requisite skill, experience, education, and other job-related requirements of the position and who is capable of performing the essential functions of a particular job, with or without reasonable accommodation to his/her disability.

The Office of Human Resources and the Office for Equal Opportunity and Affirmative Action share responsibility for the implementation of the University’s Affirmative Action Plan for Persons with Disabilities.  This office conducts an annual review and update of the University Affirmative Action Plan; periodically reviews the progress of affirmative action efforts and initiates action where appropriate; and provides personnel information for government agency review only as required.

Discrimination/Harassment Statement

Utah Valley University and state and federal law prohibit any form of: (a) discrimination based on race, color, religion, national origin, sex/gender, sexual identity/orientation, age, disability, veteran/military status, pregnancy-related condition, genetic information, or otherwise as provided by state or federal law, (b) harassment, including sexual harassment, toward any individual or group, or (c) retaliation (UVU Policy #165) in employment, programs, and services and activities.

Utah Valley University and state and federal law also prohibit retaliation against any individual who files a complaint, opposes illegal discrimination or harassment or assists or participates in a discrimination investigation conducted by the University or external agency.

AAP Veterans Statement

The Office also serves as a liaison with the U.S. Department of Labor and other governmental agencies charged with affirmative action monitoring. As a federal contractor and in support of our strategic vision and compliance mission, we work with the Department of Education with the Integrated Post-Secondary Data System (IPEDS) at the Federal level. The office also prepares the New Hire Veterans tracking statistics and the Department of Labor for the Vets100 and Vets100A statistical reporting on an annual basis.

All department supervisors and hiring agents and committees are responsible for ensuring the University’s compliance with the Equal Employment Opportunity and Affirmative Action (EEO/AA) policy.