EEO Applicant and Recruitment FAQ
Why is this important?
In alignment with our Shared Values, our status as an Equal Opportunity Employer, and our Non-Discrimination Notice, The Ohio State University will not give preferential treatment or discriminate based on demographics or any protected class. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, disability, ethnicity, gender, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, or veteran status.
Non-Discrimination Notice
The Ohio State University is committed to building and maintaining a diverse community to reflect human diversity and to improve opportunities for all. The university is committed to equal opportunity, affirmative action, and eliminating discrimination and harassment. This commitment is both a moral imperative consistent with an intellectual community that celebrates individual differences and diversity, as well as a matter of law. Ohio State does not discriminate on the basis of age, ancestry, color, disability, ethnicity, gender, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, or protected veteran status, or any other bases under the law, in its activities, academic programs, admission, and employment. See below for inquiries regarding potential discrimination.
What is equal employment opportunity (EEO)?
EEO is also legally required of the university and requires that the university ensure all employment policies, processes, and decisions provide equal opportunity and are free of discrimination for all applicants and employees. EEO requires all employment decisions to be made solely based on the requirements of the job and qualifications of an individual, without regard to their demographics.
How does EEO impact the recruitment and selection processes?
The university must provide equal access and notice about employment opportunities and demographics cannot be considered in any interview, selection, or hiring decision.
Can recruitment efforts target individuals with varied backgrounds and experiences?
Yes. The university strives to recruit a broad range of qualified individuals for open positions.
Can interview slots be reserved for individuals who belong to a specific demographic?
No. While every effort can be made to recruit qualified and talented pools inclusive of individuals from a variety of backgrounds and perspectives, interviews and next steps must always be offered to the most qualified applicants without regard to their demographics.
Can an applicant pool be required to include a certain percentage of a specific demographic?
No. You cannot require the applicant pool to include a certain percentage of a specific demographic.
Can a preference be provided to an applicant because their demographics would contribute to a unit?
No. A preference can never be given to an applicant because of their demographics. All employment decisions must be made without regard to an applicant’s demographics.
Can the demographics of an applicant pool be reviewed prior to the position being filled?
No. Demographic reviews cannot occur until after the position has been filled. After the position has been filled, a review should be completed to identify any potential barriers to equal opportunity.
Can the demographic composition of the initial applicant pool and for each subsequent stage in the process be reviewed after a position has been filled?
Yes. The university must monitor recruitment and selection processes to ensure EEO is provided to all applicants. This review must take place after the search has been completed.
A unit can obtain Workday data from their Talent Acquisition consultant to evaluate the effectiveness of their recruitment efforts and determine whether changes need to be made to the recruitment process.
Units should consult with Civil Rights Compliance Office if they observe that the demographics of the original applicant pool did not progress proportionally through each stage of the selection process.
Example: If the original applicant pool was comprised of 60% females and the process provides EEO to all applicants, it would be expected that females represent about 60% of the pool in each subsequent stage.
Can individual-level applicant demographic information be accessed during a search?
To protect an individual’s identity and comply with applicable laws, individual-level demographic data should not be accessed or shared with anyone, including the search committee, hiring manager, interviewers, or anyone with hiring authority, during the search process or after an applicant has been hired.