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Introduction - Purpose

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Purdue University is committed to equal access and equal employment opportunity for all, regardless of race, religion, color, sex, age, national origin or ancestry, genetic information, disability, status as a veteran, marital status, gender identity or gender expression.

During the past 40 years, U.S. statutes and executive orders have specifically addressed the issue of nondiscriminatory hiring practices. In addition to asserting an explicit mandate for evenhandedness in employment decisions involving women, religious affiliations, persons 40 years of age or older, veterans, gay men, lesbians, and individuals with disabilities, federal legislation has singled out five groups of racial/ethnic minorities for special attention: Blacks/African Americans, Hispanics/Latinos, American Indians/Alaska Natives, Asians, and Native Hawaiians/Other Pacific Islanders.

The University recognizes that the entire academic enterprise is strengthened by enlarging its community of well-qualified women and minorities, increasing the diversity of recognized academic accomplishments, and providing academic role models for its students and junior faculty. Indeed, a proactive stance in support of equity and diversity broadens the cultural richness of the institution and enhances its vitality and reputation.

Immediate responsibility for recruiting, supporting, assisting, mentoring, and thus retaining women, minorities, individuals with disabilities, and veterans as members of the faculty is vested in the faculty itself. Responsibility for academic staff personnel practices is more varied, reflecting the diversity of academic staff roles. However, Purdue University, as an academic institution, jointly shares the responsibility of attracting and retaining a greatly increased number of capable and ambitious women, minorities, individuals with disabilities, and veterans as employees.

The following procedures set forth the recommended practices and requisite forms to use in effectuating Purdue University's commitment to equal access and equal employment opportunity. It is our hope that this manual will contribute to the University's effort to attract, select, and retain a greatly increased number of capable and ambitious women, minorities, individuals with disabilities, and veterans.

Monica S. Bloom
Director
Office of Institutional Equity
January 2012
(Sixth Edition)