The selection process, including: job descriptions, position titles, application forms, pre-employment forms, interview procedures, referrals, position announcements, job advertisements, final selection process and similar factors should not have the effect of discriminating against women and/or minorities.  To identify any problem or potential problem areas, the composition of the University workforce was examined by department, job group and personnel action. Based on that review, the following conditions may explain our lack of sufficient progress in certain areas: 

1. The geographic location of the University some distance from minority population centers makes recruitment a  real challenge.  While regional and national advertising is done for faculty and some management positions, the pay scale for support staff is ordinarily not enticing enough to encourage relocating or commuting long distances. 

2. The scarcity of minority faculty and staff currently employed at the University hampers our efforts in attracting minority applicants. 

3. Insensitivity and a lack of awareness regarding diversity creates a "chilly climate" in a few departments and positions. 

4. In areas such as skilled trades, there are few female applicants with the necessary skills and experience. 

5. On rare occasions, a department resists affirmative action guidelines and attempts to circumvent established search procedures.