Search and Screen, Recruitment
The purpose of the UH-Clear Lake Affirmative Action Plan is to develop, maintain, and evaluate specific active measures to provide true equal employment opportunity for all personnel, both academic and support staff. These measures, together with the University's good faith efforts, will insure equal employment opportunity.
Reaffirmation of Commitment to Affirmative Action/Equal Employment Opportunity
It is my responsibility and pleasure to reaffirm the University of Houston-Clear Lake’s commitment to affirmative action and equal employment opportunity. I issue this statement personally and on behalf of the university and emphasize the UHCL dedication to creating and maintaining a university population which mirrors the diversity of local, regional, and national populations.
The guidelines listed below are central to the UHCL affirmative action program. The university will:
- Recruit, hire, train, and promote qualified individuals in all job categories without discrimination because of race, sex, color, religion, national origin, age, disability, veteran status or sexual orientation.
- Base its employment decisions on the principle of equal employment opportunity for all.
- Base all promotion decisions on equal employment opportunity by imposing only requirements that are valid and job related.
- Not discriminate against any person in routine activities because of race, sex, color, religion, national origin, age, disability, veteran status, or as retaliation for having filed or assisted with a complaint in any of these matters. These actions include, but are not limited to compensation, benefits, promotions, transfers, social programs, separations, and separations during probationary employment.
- Vigorously oppose harassment of any individual or group on the basis of protected status, such as race, sex, religion, disability, age, or national origin and take immediate action to correct conditions leading to harassment.
- Consider, along with other established criteria, involvement with and support of equal employment opportunity by academic, administrative and supervisory personnel to be part of the personnel evaluation process. Efforts on behalf of affirmative action and equal employment opportunity are considered to be meritorious service to the university, and thus are taken into consideration in evaluating performance of employees.
The university compliance and chief diversity officer (in the Office of Title IX, Equity and Diversity) serves as chief architect and administrator and investigator in monitoring AA/EEO programs for the university. Mr. Richardson reports directly to me regarding these issues and is responsible for implementing equal employment opportunity activities, reporting the effectiveness of university efforts, and recommending and developing strategies for attainment of objectives. I request the support and cooperation of all faculty and staff to make our AA/EEO programs work. I also encourage all members of the UHCL community with concerns or suggestions about these programs to consult with an appropriate faculty or staff officer, including Mr. Richardson, so that fair resolution can be achieved.
Ira K. Blake, PhD.,