Equal Opportunity and Equal Access (III.C.2)

Volume III: Ethics
Chapter C: Equal Opportunity
Responsible Executive: President
Responsible Office: Office of the Vice President for Ethics and Compliance
Date Issued: December 22, 2010
Date Last Revised: June 30, 2025

Contacts
Statement of Policy
Reason for This Policy
Individuals and Entities Affected
Exclusions
Responsibilities
Definitions (defined terms are capitalized throughout the document)
Related Documents, Forms and Tools
Website Address for This Policy
History and Updates
Appendix

Contacts

Policy Clarification

Vice President for Ethics and Compliance
765-494-5830 | vpec@purdue.edu
Ernest C. Young Hall
155 S. Grant St.
West Lafayette, IN 47907

Discrimination Complaints

Fort Wayne: Office for Civil Rights Compliance
260-481-6107 | hr@pfw.edu | HR and OCRC Staff

PNW Hammond Campus: Office for Civil Rights
219-989-3169 | civilrights@pnw.edu

PNW Westville Campus: Office for Civil Rights
219-785-5545 | civilrights@pnw.edu

West Lafayette:

Office of Civil Rights | 765-494-7255 | ocr@purdue.edu
Associate Vice President for Compliance | 765-496-3158 | compliance@purdue.edu

Reasonable Accommodations

Fort Wayne: Office of Civil Rights Compliance
260-481-6840 | hr@pfw.edu

PNW Hammond Campus: Office for Civil Rights
219-989-2163 | civilrights@pnw.edu

PNW Westville Campus: Office for Civil Rights
219-989-2163 | civilrights@pnw.edu

West Lafayette: Human Resources
765-494-1679 | hr@purdue.edu

Academic Adjustments and Auxiliary Aids and Services

Fort Wayne:

Disability Access Center | 260-481-6657 | dac@pfw.edu
Office of Student Conduct and Care | 260-481-6601 | scc@pfw.edu

PNW Hammond Campus: PNW Accessibility Center
219-989-2455 | pac@pnw.edu

PNW Westville Campus: PNW Accessibility Center
219-989-2455 | pac@pnw.edu

West Lafayette:

Disability Resource Center | 765-494-1247 | drc@purdue.edu
Office of the Dean of Students | 765-494-1747 | odos@purdue.edu

ADA Coordinators

Fort Wayne: Benefits Administrator
260-481-6096 | hr@pfw.edu

PNW Hamond Campus: Associate Director, Office for Civil Rights
219-989-2163 | civilrights@pnw.edu

West Lafayette: Associate Vice President for Civil Rights
765-494-7255 | ocr@purdue.edu

Statement of Policy

Purdue University is committed to maintaining an inclusive community that recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding and mutual respect among its members; and encourages individuals to strive to reach their own potential. The University believes that intellectual and cultural diversity among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas and enriches campus life.

Purdue University views, evaluates and treats all persons in any university-related activity or circumstance in which they may be involved solely as individuals on the basis of their own personal abilities, qualifications and other relevant characteristics.

Purdue University does not condone and will not tolerate Discrimination against any individual on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, disability, status as a veteran, marital status, parental status, sexual orientation, gender identity or gender expression. Purdue University promulgates policies and programs to ensure that all persons have equal access to its employment opportunities and educational programs, services and activities. The principal objective of this policy is to provide fair and consistent treatment for all students and employees of the University.

Application of this Policy to Employment and Education

All aspects of the employment relationship, including recruitment, selection, hiring, training, professional development, tenure, promotion, compensation and separation, are administered in accordance with this policy. Notwithstanding the prohibition against Discrimination, the University may, without violating this prohibition, provide different benefit packages to employees who have a spouse and/or dependent children than are provided to other employees.

Purdue University provides Reasonable Accommodations to qualified employees with disabilities.

All policies and procedures applicable to students are administered in accordance with this policy. Purdue University provides Academic Adjustments and Auxiliary Aids and Services to qualified students with disabilities in accordance with federal law.

Purdue University may not require as a condition of employment, that a person attend training, including a training session, a seminar, a continuing education program, an orientation, or a program of therapy, that asserts any of the following:

That a person having a specific Personal Characteristic is inherently superior or inferior to a person having a different Personal Characteristic.
That a person, by virtue of the person’s Personal Characteristic, should be blamed for actions committed in the past.
That a person’s moral character is determined, in whole or in part, by the person’s Personal Characteristic.

Neither Purdue University nor any of its employees may, in the course of the University’s or the employee’s prescribed duties: (a) implement any of the theories described in the above list; or (b) compel a student to implement any of the theories described above.

Reporting and Addressing Discrimination

This policy seeks to encourage faculty, staff and students to report and address incidents of Discrimination. Discrimination complaints will be addressed promptly and consistently, using procedures that are fair and effective from the point of view of the person and the University, and be resolved at the lowest organizational level possible. The Procedures for Resolving Complaints of Discrimination and Harassment, as issued and updated from time to time by the Vice President for Ethics and Compliance, describe the necessary steps for filing complaints of Discrimination.

Violations of this Policy

Any individual or group of individuals found to have violated this policy will be subject to disciplinary or remedial action, up to and including termination of employment or expulsion from the University. Faculty and staff who are determined to have violated this policy also may be held personally liable for any damages, settlement costs or expenses, including attorney fees incurred by the University.

False Allegations, Statements and Evidence

This policy may not be used to bring knowingly false or malicious charges against any faculty, staff, students or Recognized Student Organizations, including fraternities, sororities and/or cooperatives. Disciplinary action will be taken against any person or group found to have brought a charge of Discrimination in bad faith or any person who, in bad faith, is found to have encouraged another person or group to bring such a charge. In addition, individuals who knowingly provide false statements or evidence, or who deliberately mislead a University official conducting an investigation under this policy may be subject to discipline under this policy or another University policy or process.

Making a good faith report of Discrimination or harassment that is not later substantiated is not considered a false statement. Similarly, a determination regarding responsibility is not sufficient on its own to conclude that any individual made a materially false statement in bad faith.

Retaliation Prohibited

The University prohibits Retaliation against any individual for the purpose of interfering with any right or privilege secured by this policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in a Discrimination investigation or proceeding.

No Waiver

Nothing contained in this policy should be interpreted as a waiver by Purdue University of its sovereign immunity, immunity pursuant to the 11th Amendment of the U.S. Constitution or any other immunity or defense available under state or federal laws.

Reason for This Policy

As a land-grant university, Purdue University is committed to the principles of equal opportunity and equal access in education and employment. We take seriously our responsibility to provide leadership in ensuring that equal employment opportunity is the norm rather than an aspiration.

This policy helps to further the resolution of the Board of Trustees and to ensure the University’s compliance with state and federal laws and regulations, including but not limited to:

Age Discrimination Act of 1975
Age Discrimination in Employment Act of 1967
Americans with Disabilities Act of 1990, as amended
Equal Pay Act of 1963
Genetic Information Nondiscrimination Act of 2008
Immigration Reform and Control Act of 1986
Indiana Civil Rights Act of 1971
Indiana Code on Unlawful Discrimination (IC 22-9.3)
Pregnancy Discrimination Act
Pregnant Workers Fairness Act
Sections 503 and 504 of the Rehabilitation Act of 1973
Title VI of the Civil Rights Act of 1964, as amended
Title VII of the Civil Rights Act of 1964, as amended
Title IX of the Education Amendments of 1972.
Uniformed Services Employment and Reemployment Rights Act of 1994
VEVRAA, Section 4212

Individuals and Entities Affected

All Purdue University community members.

Exclusions

There are no exclusions to this policy.

Responsibilities

President of Purdue University

Overall responsibility for the successful implementation of Purdue University’s equal opportunity and equal access policies.

Chancellors

Establish goals and action-oriented programs that integrate equal opportunity and equal access principles and objectives into all decisions concerning employees and students on his or her campus.
Appoint an EO Officer and an ADA Coordinator for their campus.

Vice President for Ethics and Compliance

Serve as Purdue University’s equal opportunity officer.
Develop system-wide policies pertaining to equal opportunity and equal access in cooperation with other University officers.
Issue and update Procedures for Resolving Complaints of Discrimination and Harassment.
Coordinate the resolution of all Discrimination complaints filed with external agencies, and oversee and coordinate internal Discrimination grievance procedures in consultation with University officers, Chancellors and legal counsel.

Vice President for Human Resources

Ensure equal employment opportunity and equal access concepts are included in University personnel policies and procedures and that recruitment and hiring practices and training programs follow those same concepts where applicable.
Provide guidance and support to University offices or departments in the exercise of their equal employment opportunity and equal access responsibilities.

Vice Provost and Vice Chancellors for Student Life/Affairs

Ensure equal opportunity and equal access concepts are included in the policies, procedures, programs, services and activities of the University concerning students.

Vice Presidents, Vice Chancellors, Vice Provosts and Deans

Establish goals and action-oriented programs within their units that integrate equal opportunity and equal access principles and objectives into all decisions within their areas of responsibility.
Review recommendations for hiring, compensation, promotion, transfer, reassignment and termination, and review the qualifications of applicants and reasons given for selection to ensure compliance with the University’s equal opportunity and equal access in policies in both procedure and outcome (or designate responsibility for such).

Associate Vice President for Compliance

Provide technical assistance to Regional Campus EO Officers.

Associate Vice President for Civil Rights

Provide technical assistance to Regional Campus EO/AA Officers.
Serve as a resource to and coordinator of systemwide equal employment opportunity and equal access activities and programs.
Serve as the campus liaison with federal and state enforcement agencies and community action groups and as the ADA Coordinator for the West Lafayette campus.
Serve as the Title IX Coordinator for the West Lafayette campus.
At the West Lafayette campus, develop policies, procedures and programs related to equal employment opportunity and equal access in coordination with other University offices; assist individual units with the development, implementation and oversight of their equal employment opportunity and equal access programs; and develop internal monitoring and reporting systems.

EO Officers at the Fort Wayne and Northwest Campuses

Develop, implement and monitor their campus’s equal employment opportunity and equal access programs and coordinate these efforts with the Associate Vice President for Civil Rights and/or the Associate Vice President for Compliance as necessary.
Serve as the Title IX Coordinator for their respective campuses.

Department Heads, Directors and Supervisors

Promote equal employment opportunity.

All Units

Include equal employment opportunity and equal access efforts and results in evaluations of administrators and supervisors.

Mandatory Reporters

Report all incidents of Discrimination, harassment or retaliation directly to the campus Title IX Coordinator or EO Officer.

Individuals Who Believe They Have Experienced or Witnessed Discrimination

Report the incident as described in the Procedures for Resolving Complaints of Discrimination and Harassment.

Definitions

All defined terms are capitalized throughout the document. Refer to the central Policy Glossary for additional defined terms.

Academic Adjustments
An academic modification or adjustment that minimizes or eliminates the impact of a disability, allowing the individual to gain equal access and have an equal opportunity to participate in the University’s courses, programs, services, activities and facilities.

ADA Coordinator
The Americans with Disabilities Act Coordinator.

Auxiliary Aids and Services
A wide range of services and devices that enable persons with disabilities to have an equal opportunity to participate in, and enjoy the benefits of, Purdue University’s programs and activities.

Discrimination
The process of illegally differentiating between people on the basis of group membership rather than individual merit, including, without limitation (a) to take an Education Action with respect to a person if the Education Action is based on a Personal Characteristic of the person, or (b) to take an Employment Action with respect to a person if the Employment Action is based on a Personal Characteristic of the person. Systemic discrimination may occur when unequal treatment results from neutral institutional practices that continue the effect of past discrimination. Individual discrimination may result when a person is subjected to unequal treatment on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, disability, status as a veteran, marital status, parental status, sexual orientation, gender identity or gender expression.

Education Action
To enroll, refuse to enroll, admit, refuse to admit, provide aid, deny aid, reward, or penalize a person with respect to education or an educational opportunity.

Employment Action
To hire, fire, promote, refuse to promote, demote, reward, or penalize a person with respect to employment or an employment opportunity, unless such action is based on a bona fide occupational qualification.

EO Officer
Equal Opportunity Officer.

Mandatory Reporter
Individuals employed by the University who hold a title of or equivalent to President, Chancellor, vice president, vice chancellor, vice provost, dean, department head and director, as well as all employees in supervisory or management roles, and other staff who have authority and responsibility to initiate corrective measures on behalf of the University.

Personal Characteristic
Race, religion, color, sex, national origin, or ancestry of an individual.

Reasonable Accommodations
A wide range of modifications that allow otherwise qualified applicants or employees with disabilities, including but not limited to limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, to perform the essential functions of a position. Such modifications may be deemed reasonable if they do not result in an undue burden on Purdue University or its operations.

Retaliation
Any overt or covert act of reprisal, interference, restraint, penalty, Discrimination, intimidation, or harassment against any person or group for reporting or complaining of Discrimination and/or harassment, assisting or participating in the investigation of a complaint of Discrimination and/or harassment, or enforcing University policies with respect to Discrimination and/or harassment.

Website Address for This Policy

www.purdue.edu/vpec/policies/ethics/iiic2

History and Updates

June 30, 2025: Added language in the Statement of Policy regarding Personal Characteristics and further clarified false statements. Updated the definitions of Discrimination and Reasonable Accommodations and added definitions for Education Action, Employment Action and Personal Characteristics.

April 21, 2025: Removed references to affirmative action. Clarified that good faith reports are not considered false if unsubstantiated. Updated titles, links and references.

August 1, 2021: Interim status removed.

August 14, 2020: Updated Contacts section. Added new sections to Statement of Policy on (1) False Allegations, Statements and Evidence and (2) Retaliation Prohibited that expand on the previous language. Removed responsibility for serving as systemwide Title IX Coordinator from the VPEC. Updated definition of Mandatory Reporters. Updated links in Related Documents, Forms and Tools section.

July 1, 2018: Contacts section updated.

August 1, 2017: Reference to same-sex domestic partners removed in compliance with Board of Trustees resolution from December 19, 2015.

July 1, 2016: Minor updates to policy, mainly to Contacts section.

June 1 2015: Policy formatted into new template. Responsibilities added for Director of Compliance, Mandatory Reporters and individuals who believe they have experienced or witnessed discrimination. Executive Director of the Office of Institutional Equity named as West Lafayette Title IX Coordinator and VPEC named as system Title IX Coordinator. Definition of Retaliation updated. Contacts and hyperlinks updated.

April 27, 2012: Contacts section updated.

November 18, 2011: Policy number changed to III.C.2 (formerly X.2.2) and website address updated.

May 27, 2011: Contacts section updated.

May 1, 2011: This policy supersedes Equal Opportunity, Equal Access and Affirmation Action, Interim (X.2.2) dated December 22, 2010.

December 22, 2010: This policy supersedes the Reaffirmation of University Policy on Equal Employment Opportunity and Affirmative Action (Executive Memorandum No. D-1) dated January 8, 2001, and December 31, 2002. It has been formatted in the current policy template and updated to comply with the Board of Trustees’ resolution dated December 18, 2010, which expands the University’s nondiscrimination commitment to include the bases of genetic information, gender identity and gender expression.

Appendix

There are no appendices to this policy.