As a federal contractor, Colorado State University is an Affirmative Action employer under the jurisdiction of the Office of Federal Contract Compliance Programs (OFCCP). In the language of Executive Order 11246, this means that the University “will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The contractor agrees to post in conspicuous places, available to employees and applicants for employment, notices to be provided by the contracting officer setting forth the provisions of this nondiscrimination clause.”
CSU maintains and annually updates an Affirmative Action Plan (AAP) that explains the University’s efforts to meet the letter and spirit of our Affirmative Action obligations for women and federally defined minority groups as well as statistical analyses to understand to what extent our efforts are succeeding and in what areas we should set goals for further improvement. Additionally, the University maintains and annually updates an AAP for protected veterans and persons with disabilities.
CSU 2013-2014 Affirmative Action Plan for Gender, Race, Ethnicity
CSU 2013-2014 Affirmative Action Plan for Veterans, Disabilities
Affirmative Action Utilization and Placement Goals Analysis
The statistical comparison of the number of incumbent women or minorities currently employed in a job group at Colorado State University to the estimated percentages of women or minorities qualified and available to perform that job is called a utilization analysis. CSU employs the Exact Binomial Test to conduct these analyses and identify job groups in which the discrepancy between the demographics of available and incumbent employees is statistically significant, using a 0.1 level of significance. For these job groups, we set hiring placement goals, with the purpose of working toward the incumbency of women and minorities in a job group mirroring the availability of women and minorities for that job group.
University-Wide Faculty Analysis
University-Wide Staff Utilization and Placement Goals Analysis
Utilization and Placement Goals Analyses of Colleges
Utilization and Placement Goals Analyses of Non-Academic Units
Colorado State University’s Non-Discrimination Statement can be viewed at http://oeo.colostate.edu/non-discrimination-statement
Governing Agencies, Laws, and Regulations
Code of Federal Regulations section on federal contractor requirements – http://www.dol.gov/dol/cfr/Title_41/Chapter_60.htm