Ohio State is covered by federal and state laws, Presidential Executive Orders and equal employment opportunity ("EEO") laws. These laws and Ohio State policy are designed to provide equal opportunity and safeguard employees and job applicants from discrimination on the basis of age, ancestry, color, disability, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, race, religion, sex, gender, sexual orientation, pregnancy, protected veteran status, or any other bases under the law.
Ohio State bases all employment-related decisions on merit and the individual's job-related qualifications and abilities without regard to their demographics. In addition, Ohio State provides reasonable accommodations to applicants and employees for individuals with a disability, pregnancy and related conditions, and sincerely held religious beliefs.
All employees must be diligent in maintaining a workplace free from discrimination. This Includes working to prevent protected class-based harassment and discrimination. Employees should review the requirements and responsibilities in Ohio State's Non-Discrimination, Harassment and Sexual Misconduct Policy. Employees are protected against retaliation for engaging in protected activity, such as reporting discrimination or harassment or participating in the investigation of any such matters.
Ohio State’s EEO requirements apply to all employment functions, including:
- Discipline
- Hiring
- Compensation
- Professional Development
- Promotion
- Selection
- Terminations
- Training
Ohio State prohibits:
- Making any employment decision based on an individual's demographics.
- Having quotas for applicant pools or selections.
- Using inconsistent processes or evaluation criteria or modifying targeted applicant qualifications after the recruitment and selection processes have begun.
- Reserving interview slots or advancement opportunities for individuals with a certain identity.
- Using the internet and/or social media or any other means to identify individuals of a particular protected class to provide or deny interview opportunities.
- Requiring applicant pools to have a specific percentage of any protected class.
Available training
As part of our commitment to enhancing the safety and well-being of the Ohio State community, the university requires all employees to complete training. Some training is required for all employees, while other training is required based on individual roles.
Required
Report=Support!: Required annually for every employee and must be completed annually. Employees who do not complete this training are not eligible for an annual merit increase.
Equal Employment Opportunity Recruitment and Selection Basics: Required under by the SHIFT framework every 12 months for all employees who will participate in hiring and selection processes for faculty. This is recommended for all other employees.
Digital accessibility: Required for anyone who acquires, develops, or delivers digital information or services.
Youth Activities and Programs Policy: Required for all youth program administrators and personnel who may exercise care, custody, or control of youth.
Recommended
EEO supervisor training: Required for anyone who supervises at least one employee (student or regular).. This course provides managers an overview of Equal Employment Opportunity requirements. Attendees will be able to apply these legal requirements to employment processes and decisions in their day-to-day work.
Identifying and Remedying Barriers to EEO in Position Descriptions: This course provides an overview of the key components of a position description and how they directly impact the diversity of applicant pools. Attendees will receive information on how to align physical, mental, language, educational, and other minimum requirements with Equal Employment Opportunity (EEO) principles.
Equal Employment Opportunity: Recruitment, Selection, and Hiring Guidelines: This downloadable document provides you with the information needed to apply affirmative action and equal employment opportunity requirements in the recruitment, selection, and hiring process, and understand your duty to report violations of these requirements and university policy.