The University undertakes numerous activities to provide equal employment opportunity for traditionally underrepresented groups.  Some of these generally include: 

1. Ensuring that qualifications and hiring criteria are objective, job-related and unlikely to have an adverse impact on protected classes. 

2. Including women and minorities on search committees to the extent possible. 

3. Reaching out to civic, professional and social organizations whose members are women and minorities in order to attract diverse applicant pools. 

4. Advertising in print and electronic media with strong or predominant women and minority readership. 

5. Utilizing such directories and resume services as the Minority and Women's Doctoral Directory and the Committee on Institutional Cooperation Directory. 

6. Sending position announcements to historically black colleges and universities. 

7. Meeting with search committees to discuss employment goals and provide information, checklists, guidelines and recommendations. 

8. Mailing pre-employment inquiry forms to all candidates for employment to gather information concerning race, gender and veteran's status. 

9. Reviewing interview and reference questions to make sure they are legal, non-discriminatory and job-related. 

10. Approving interviewees as well as the recommendation for appointment.  The requirement of several approving signatures increases the likelihood that adverse impact or discriminatory actions will be identified and prevented. 

11. Requiring that qualified minority candidates be interviewed to ensure that judgments are not based solely and exclusively on paper credentials. 

12. Requiring that search committees justify and defend their recommendations, citing specific reasons for not recommending women or minority candidates. 

13. Intervening  (closing and readvertising, temporary appointment, etc.) in a search if the candidate pool is not representative of women and minorities in the labor market.