Compliance and Policy
Carnegie Mellon University is committed to the principle of equal employment opportunity. As such, CMU does not discriminate against any Faculty or Staff, or any applicant for employment, on the basis of disability, protected veteran status, race, ethnicity, gender or any other class or characteristic protected by applicable federal, state, or local law. This applies to all terms and conditions of employment, including recruitment, hiring, appointment, training, promotion, compensation, benefits, transfer, termination, education tuition assistance, and social and recreational programs. Our commitment to equal employment opportunity includes making reasonable accommodation to the known physical or mental impairments of otherwise qualified individuals with disabilities.
Invitation to Self-Identify
Carnegie Mellon University is subject to certain nondiscrimination and affirmative action, record keeping and reporting requirements for the administration of civil rights laws and regulations. In order to comply with these laws, CMU invites applicants and employees to voluntarily self-identify their race/ethnicity, disability and veteran status. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained is kept confidential and may only be used in accordance with the provisions of applicable federal laws, executive orders, and regulations.
Carnegie Mellon Faculty and Staff are encouraged to self identify by completing the demographic survey in HR Connection: http://www.cmu.edu/hr/hr_systems/hrconnection/
Self Identification of a Disability
Federal law requires that CMU invite each of its Faculty and Staff to complete and return a Voluntary Self-Identification of Disability Questionnaire [pdf]. As you consider your response to the questionnaire, please note that the legal definition of a disability is likely broader than you may anticipate and may apply to you even though you may have never considered yourself as having a disability. Please read Important Information about Self-Identification of Disability [pdf] for more information. You may also choose to self-identify this information using HR Connection.
Self Identification of Veteran Status
CMU is subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212. The equal opportunity clause of VEVRAA requires government contractors to take affirmative action to employ and advance in employment "Protected Veterans". A government contractor's affirmative action obligations also include: (i) maintaining a written Affirmative Action Program; (ii) extending an invitation to applicants for employment to identify their veteran status; (iii) engaging in other outreach to, and positive recruitment efforts of, veterans; and (iv) measuring the effectiveness of the outreach.
Protected Veterans are defined by the government to include the following classifications:
- Disabled Veteran is: (i) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or (ii) a person who was discharged or released from active duty because of a service-connected disability.
- Recently Separated Veteran means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
- Active Duty Wartime or Campaign Badge Veteran means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
- Armed Forces Service Medal Veteran means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Faculty and Staff are encouraged to self identify their veteran status. If you believe that you belong to any of the classifications of Protected Veterans listed above, it would assist our affirmative action efforts if you would please self identify using HR Connection or by completing the Invitation to Self-Identify - Protected Veteran Questionnaire [pdf] and returning it to Courtney Bryant, EOS Specialist, Whitfield Hall, firstname.lastname@example.org.
Monitoring Affirmative Action
- Equal Opportunity Services monitors employment activity to ensure that the university's non-discriminatory policy is carried out. Monitoring is conducted semi-annually. Procedures are reviewed if problems are identified.
- The AVP for Diversity and Equal Opportunity Services reports regularly on the effectiveness of the program and submits recommendations to improve any unsatisfactory performance.
- A summary of the "Affirmative Action Plan for Minorities and Females," as well as the "Plans for Workers with Disabilities and Vietnam Era Veterans," may be reviewed by employees and applicants for employment. This information is available in the Human Resources Office in Whitfield Hall.
The Universal Access Committee
The Universal Access Committee is responsible for ensuring that the university is in compliance with the obligations imposed on our "places of public accommodation." Each year, the Universal Access Committee evaluates potential accommodations, ensures compliance with the Americans with Disabilities Act (ADA) and allocates funds for projects designed to make the campus more accessible to all.
To recommend a project that will improve accessibility, or to request an accommodation due to your own disability, please contact Disability Resources.