Affirmative Action and Equal Employment Opportunity

Policy no. I-1
Effective date: 07/08/2009
Scope: faculty, executive staff, senior staff, staff, and student employees


"Disabilities" is used according to its definition in Section 503 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 which is: an individual who either 1) has a physical or mental impairment which substantially limits one or more of that person's major life activities, 2) has a record of such an impairment, or 3) is regarded as having such an impairment.

Policy Statement

Case Western Reserve University does not discriminate in recruitment, employment, or policy administration on the basis of race, religion, age, sex, color, disability, sexual orientation or gender identity or expression, national or ethnic origin, political affiliation, or status as a disabled veteran or other protected veteran under U.S. federal law. In addition, the university expects all employees, students, vendors, and associates to comply with the policy of non-discrimination. The university intends to maintain an environment free of sexual harassment and will not tolerate any form of harassment of its employees, faculty, or students. Retaliation against persons raising concerns about discrimination, sexual harassment or harassment of any kind is prohibited and will constitute separate grounds for disciplinary action up to and including discharge or expulsion from the university.

In accordance with federal regulations, Case Western Reserve University completes an annual Affirmative Action Plan.  This plan establishes university-wide goals for increasing the diversity in each department and school by increasing the diversity of the applicant pool.  At CWRU, we seek to employ a qualified, diverse workforce that reflects the global population that we serve.  Each member of the university who participates in the hiring process shares responsibility for the affirmative action goals and should be aware of the university’s commitment to diversity when involved in outreach, recruitment, interviewing, and hiring from a qualified and diverse candidate pool.

Employees also should be aware of the following specific policy provisions at the university. In the event that any employee believes that the Affirmative Action and Equal Employment Opportunity policy is not being fully implemented, then the employee has the right to discuss any concerns with the Office for Diversity, Equity and Inclusive Engagement to request a review process through the EEO Complaint Process as outlined in the Staff Grievance Policy and Procedure (V-4, V-4a), and as detailed in the respective documents: Faculty Handbook, Staff Grievance Procedure (V-4a), or the Employment Handbook For Students.

Employment and Accommodation of the Disabled

The university’s Affirmative Action and non-discrimination program encourages the employment and advancement in employment of qualified persons with a disability.  Employees may disclose the nature of the disability to the Office for Diversity, Equity and Inclusive Engagement and a request for accommodations will be reviewed so that the university may provide reasonable accommodations to assist the employee in performing the essential functions of the position.  Submission of disability information is strictly voluntary.  In addition, if there is a disability which affects the employee's performance or might create a hazard to the employee or others, then additional information will be helpful such as:  1) the skills and procedures the employee uses or intends to use to perform the job, and 2) the accommodations that the university may make which would help the employee perform the job properly and safely.

Employment of Protected Veterans and Disabled Veterans

The university has an Affirmative Action program for the employment and advancement in employment of qualified disabled veterans and other protected veterans under U.S. federal law.  Persons who would like to participate in this program may identify themselves with the Office for Diversity, Equity and Inclusive Engagement.  Submission of this information is strictly voluntary.

Title IX

The university complies with Title IX of the Education Amendments of 1972, prohibiting discrimination on the basis of sex in federally assisted educational programs and activities.  The Assistant Vice President of Institutional Diversity and Equity serves as the university’s Title IX Coordinator. Anyone in the university community who wishes to discuss a Title IX matter should consult with the Office for Diversity, Equity and Inclusive Engagement.