The Ohio State University aims to be a standard of excellence for equal employment opportunity (EEO) in higher education. The Civil Rights Compliance Office supports this goal by coordinating the university’s equal employment opportunity program and initiatives.
Learn more about EEO at Ohio State
What is Equal Employment Opportunity (EEO)?
EEO is a legally required set of standards designed to ensure all employment policies, processes, and decisions provide equal opportunity and are free of discrimination for all applicants and employees. EEO is a broad principle-based requirement that everyone involved in the university’s employment processes must work to advance.
EEO and Shared Values
As part of our Shared Values Initiative, the university has identified the shared values of Diversity and Innovation and Inclusion and Equity. This work is supported by several university offices as well as the contributions of all members of our Buckeye Community. EEO is a legally required practice that helps us to uphold our shared institutional values in the employment context and ensure that all employment processes and decisions are not discriminatory.
EEO Program Overview
The university’s EEO Program outlines the university’s ongoing efforts to adhere to regulatory requirements and remove identified barriers to EEO.
The information below highlights the key components of the university’s EEO Program.
EEO Responsibilities
University Responsibilities
Administering the EEO Program, monitoring progress towards achieving EEO by identifying and eliminating employment practices that may create barriers to equal employment opportunity for our applicants and employees. These efforts are coordinated by the Civil Rights Compliance Office but are carried out through the Office of Human Resources (OHR), Office of Academic Affairs (OAA), managers and supervisors, as well as all employees at Ohio State.
OHR and OAA Responsibilities
Developing employment processes and guidelines that ensure EEO is provided in all employment actions. In addition, OAA and OHR ensure EEO principles are applied daily in all employment processes, decisions, and practices. This may take the form of consulting with managers about how to ensure EEO is provided during the recruitment and selection processes, or providing advice and consultation to ensure promotion and compensation decisions are based on merit, in compliance with all applicable university policies, and free of discrimination.
Manager/Supervisor Responsibilities
Knowing and advancing EEO principles in their unit. This could include ensuring all recruitment and selection processes provide equal employment opportunity in their unit, and basing all hiring and promotion decisions on the qualifications of the applicants and not their demographics. Managers and supervisors complete regular EEO training and also seek consultation and support from OHR, OAA, and the Civil Rights Compliance Office when needed.
Employee Responsibilities
Employees are at the forefront of all Equal Employment Opportunity. When employees are aware of and committed to EEO, they lead the institution in carrying forward the practices and principles that make real change. Employees must know and adhere to university policy, but must also uphold EEO principles every day, as well as intervene or report barriers to achieving EEO to the Civil Rights Compliance Office.
EEO Recruitment Resources
EEO Applicant and Recruitment FAQ
Provides information for evaluating EEO compliance in the recruitment and selection processes.
EEO policy
The university is committed to equal opportunity, affirmative action, and eliminating discrimination.
EEO Recruitment Selection and Hiring Tips
Provides the key EEO requirements for recruitment and selection processes to support all applicants receiving equal opportunity.
EEO Recruitment and Selection Basics
This course provides an overview of the Equal Employment Opportunity requirements that apply to the recruitment, selection, and hiring processes.
Voluntary Self-Identification of Disability
Provides information on why we collect the disability status of our applicants and employees and includes information on how to voluntarily disclose your status in the Workday system.
Recruitment Related Policies
Non-Discrimination, Harassment, and Sexual Misconduct
Establishes that all members of the university community are expected to conduct themselves in a manner that maintains an environment free from sexual misconduct.
Reasonable Accommodation
Establishes a process for processing employee requests for accommodations.
EEO Job Descriptions Requirements
Our job descriptions define who and what we value and provide a chance for us to identify how a role supports advancing our Shared Values and mission. A job description plays a vital role in attracting and retaining qualified individuals by acting as the first impression of the university for applicants and defining responsibilities and expectations for employees.
A well-written job description requires intentional effort to ensure that:
- The essential functions are clearly identified
- The focus is on the required qualifications and experiences, not the nice to haves
- The minimum and educational requirements have been reviewed to ensure they are necessary and do not create a barrier to EEO
- Only physical and mental requirements that are necessary to perform an essential function are included
- Shared Values are exemplified
- Individuals with varied experiences and backgrounds can see themselves in the role
The contents of a job description are an applicant’s first glance at our culture as a university. The way a job description is written also has a direct impact on the size and has a direct impact on the size and composition of the applicant pool. Job descriptions should only include requirements that are essential to the role, and should be reviewed each and every time a position is posted to ensure that it is an accurate representation of the job. Keep in mind, that when there are more requirements in a job description, the pool is likely to be smaller. Other elements of the posting, such as terms used and required educational background may unintentionally limit the pool and work against recruiting qualified applicants from multiple backgrounds, demographics, and experiences. Job descriptions are critical.
EEO Job Description Resources
Course: Identifying and Remedying EEO Barriers in Position Descriptions
This course is offered monthly on Zoom and provides an overview of the key components of job descriptions and how they directly impact the diversity of applicant pools.
Guidelines for Physical and Mental Job Requirements
This resource identifies what physical and mental job requirements are and provides tips for creating requirements that align with ADA regulations.
Compensation Tools
A properly designed position description (PD) provides a competitive advantage when sourcing talent.
Required Nondiscrimination Statements
A statement indicating that the university is an equal opportunity employer should be included in any bulletins, announcements, publications, catalogs, application forms, or other recruitment materials that are made available to participants, students, applicants, or employees.
Use the following statement in your materials:
The Ohio State University is an equal opportunity employer, including veterans and disability."
The following abbreviated version is also acceptable: "EEO employer, veterans/disability."
View the university’s Statement of Policy
Other EEO Resources
Demographics included in affirmative action reports
Identifies which demographics are captured and analyzed as part of our affirmative action plans and identifies how the government defines those demographics.
Protected class definitions
Guidance around which individuals can be included in the protected classes identified in the university’s Nondiscrimination, Harassment, and Sexual Misconduct Policy.
Resources
University Organizations and Departments
Federal Laws
- Age Discrimination in Employment Act of 1967
- Americans with Disabilities Act (ADA) of 1990
- Civil Rights Act of 1866, 42 U.S.C.A Section 1981
- The Civil Rights Act of 1991
- The Equal Pay Act of 1963
- Federal Rehabilitation Act of 1973
- Lilly Ledbetter Fair Pay Act of 2009
- Pregnancy Discrimination Act of 1978
- Title VII of the Civil Rights Act of 1964
- Title IX of the Education Amendments of 1972
Federal Organizations and Resources