The University of Oklahoma in compliance with all applicable federal and state laws and regulations does not discriminate on the basis of race, color, national origin, sexual orientation, genetic information, gender identity, gender expression, sex, age, religion, disability, political beliefs, or status as a veteran in any of its policies, practices, or procedures. This includes, but is not limited to: admissions, employment, financial aid, and educational services. Non-discrimination Policy
Title IX is a federal statute prohibiting sex discrimination. Gender cannot be a basis for a person’s exclusion from participation in, denial of benefits, or subjecting him or her to discrimination under any education program or activity, including employment. This includes: admissions, financial aid, academic advising, housing, athletics, recreational services, college residential life programs, health services, counseling and psychological services, registrar’s office, classroom assignments, grading and discipline, recruiting for employment or the benefits of employment. The statute applies equally to men and women. Sexual Misconduct, Discrimination and Harassment Policy
OFFICES THAT CAN HELP
Norman
Health Sciences Center
Tulsa
*Confidential Reporting Resource
Know your rights. Members of our University community have the right to work and learn in an environment that is free from verbal or physical sexual conduct that interferes with an individual's performance, or creates a work or educational climate that is hostile, intimidating, or offensive, based on sex or gender, whether that conduct originates with an instructor, a supervisor, a peer or a third party associated with the University.
The Institutional Equity Office utilizes both informal and formal procedures for resolving sexual harassment complaints. We encourage early reporting of concerns or complaints regarding sexual harassment. Typically, complaints can be resolved at the earliest possible stage. Resolution options depend on the circumstances and may include education programs for particular individuals and mediation between the parties only if both desire mediation and issues of sexual violence do not exist. Where informal resolution is unsuccessful or inappropriate, a formal complaint may be filed and a formal investigation undertaken. There is no prescribed sequence.
Choosing one option first does not prevent a complainant from choosing a different option for resolution later. Individuals may seek advice or assistance without filing a complaint.
If an Informal Solution Is Not Appropriate or Possible, the Institutional Equity Office Will Initiate a Fact-Finding Investigation with the Complainant's Permission.
Information on fact-finding investigations for both sexual assaults and sexual harassment
If the behavior is brought to your attention, ask for a description of what was offensive and who found it offensive.
Consider the Following Actions:
Any person needing assistance about sexual assault or sexual harassment may call or make an appointment with the Institutional Equity Office. You will not be required to give your name or anyone else's name to receive information and advice on your options and referrals. Resources are available for advice and information regarding reports of sexual harassment or sexual assault that are confidential.
Examples of Confidential Resources Include:
Procedures provide for protecting the privacy of individuals involved in a report of sexual harassment to the extent allowed by law and University policy. A report of sexual harassment may result in the gathering of extremely sensitive information about individuals in the University community. Although such information is considered confidential, state law regarding access to public records and disclosure of personal information may require disclosure of certain information regarding a report of sexual harassment. In such cases, every effort will be made to redact the records in order to protect the privacy of individuals.
Individuals wishing to make reports of sexual harassment must understand that certain University employees, such as the Institutional Equity Office, managers, supervisors, and other designated employees responsible for reporting or responding to reports of sexual harassment, have an obligation to respond to reports of sexual harassment, even if the individual making the report requests that no action be taken. The express wishes of individuals regarding the confidentiality of reports of sexual harassment will be considered in the context of the University's legal obligation to ensure a working and learning environment free from sexual harassment and the rights of the accused to be informed of the allegations and their source. Some level of disclosure may be necessary to ensure a complete and fair investigation, although requests for confidentiality will be maintained to the extent possible.
Sexual misconduct is a general term which covers a range of crimes, including rape and sexual violence. See the Sexual Misconduct, Discrimination and Harassment Policy (pdf).
Visit the Gender + Equality website (GEC Trainings) and take advantage of one of the provided training opportunities.
Access the training website here. For more information regarding online training, please see Tab entitled: "Faculty/Staff Training"
Section 503 of the Rehabilitation Act of 1973 is a law that prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers take affirmative action to recruit, hire, promote, and retain these individuals.
Below are some frequently asked questions regarding disability disclosures:
Why does OU survey employees asking whether they have a disability?
Federal law requires federal contractors to ensure that they are taking affirmative steps to recruit and hire individuals with disabilities. In 2014, the federal government instituted new requirements that include a periodic resurvey of employees to determine disability status.
Do I have to self-identify?
Completion of the survey is voluntary but encouraged. As an OU employee, your input helps strengthen and focus our diversity and inclusion efforts by helping the university evaluate and improve its recruiting, hiring, and retention efforts.
I am concerned about others knowing if I have a disability. Do I have to disclose this?
You are not required to disclose information about your disability. Please be assured, however, that if you do disclose this information in the self-identification survey, the information will be strictly confidential and will not be shared with your supervisor, manager or others within your department. Additionally, no one at the university can treat you adversely or take any action against you for having a disability. With your permission, this information may be shared with emergency management personnel if you require evacuation assistance in the event of an emergency.
Who has access to this information?
Disability information is considered confidential and is used for reporting purposes only. A limited number of administrators within Human Resources Records and the Office of Equal Opportunity have access to this information.
What does OU do with the information in the survey?
OU collects the information for use in a mandatory federal reporting, including the University's Affirmative Action Plan.
My disability doesn't really affect my work. Can I still report it?
Yes. As long as your disability affects any major life activity, you still may report it.
I already completed this form when I applied and/or was hired for a job at OU. Do I need to do it again?
The regulations governing federal contractors require that contractors invite their employees to self-identify as individuals with disabilities every five (5) years. Because disability status can change at any time, your participation at this time helps ensure that the data measured is current and accurate. If your status ever changes, you may update your status at the self-service page.
If I choose to report or disclose my disability, where do I do this?
Should an employee decide to report their disabled status, they can record their status in the Self-Service section of PeopleSoft. https://hr.ou.edu/Self-Service.
| For Students: | For Employees: |
|---|---|
| Accessibility and Disability Resource Center (405) 325-3852 (Voice) - (405) 217-3494 (VP) Email: adrc@ou.edu | Human Resources Contact information by campus given at the bottom of the linked webpage. |
The University is committed to providing equal employment opportunities and taking affirmative action to recruit and advance qualified women, minorities, individuals with disabilities, and protected veterans.
Along with the University’s commitment to a diverse workforce, monitoring and reporting our progress is required by federal law. The U.S. Department of Labor of Federal Contract Compliance Programs requires contractors to provide employees the opportunity to self-identify voluntarily as a protected veteran.
To meet this requirement and ongoing commitments, the University invites faculty and staff to update their veteran’s status by logging into the Self-Service section of PeopleSoft. https://hr.ou.edu/Self-Service.
Below are some frequently asked questions regarding veteran status disclosures:
How is the veteran information used?
The University is required by law to conduct analyses of its workforce and to develop and implement an Affirmative Action Plan. These analyses help the University identify potential barriers to equal employment opportunities with respect to individuals with disabilities and veterans.
Can my status as a veteran be used in making employment decisions?
No, the information you provide is confidential and will not be used as the basis for any employment decision affecting you.
Who has access to the veteran information I provide?
Veteran status information is considered confidential and is used for reporting purposes only. A limited number of administrators within Human Resources Records and the Office of Equal Opportunity have access to this information.
Do I have to self-identify?
Completing the self-identification survey is voluntary, but encouraged. Your participation helps ensure the accuracy of our workforce data, which is the basis for the University’s assessment of its recruiting, hiring, and retention efforts.
How do I know if I am a protected veteran?
A veteran is a “protected veteran” under VEVRAA if they fall into one or more the following categories:
Disabled veteran; recently separated veteran; active duty wartime or campaign badge veteran; or Armed Forces service medal veteran. For more information, please visit the Department of Labor website https://www.dol.gov/agencies/ofccp/veterans/protected-veterans.
What if I am not a veteran or wish to decline to self-identify?
The University must demonstrate its good faith efforts to collect this information in order to evaluate its Affirmative Action efforts. The option “I don’t wish to answer” is provided in the survey, as submission is voluntary. By completing the survey, it helps the University comply with reporting requirements.
Do I need to complete the designation if I already provided the information when I applied to a position or during onboarding?
Yes, please review your current status to ensure the University has the most current information. You may also update your status at any time by logging into the Self-Service section of PeopleSoft. https://hr.ou.edu/Self-Service.
Pursuant to University policy, all faculty and staff must complete the sexual misconduct, harassment, and discrimination training. Failure to complete the training results in ineligibility for raises and promotions.
To access the training, please go to: https://onpoint.ou.edu and log in utilizing your OU login and password.
Norman based programs - If you are experiencing trouble with your password or other technical difficulties, go to IT's website at needhelp.ou.edu or call (405) 325-HELP.
Health Sciences Center based programs - If you are experiencing technical difficulties, contact the IT Service Desk at (405) 271-2203.
Pursuant to Board of Regents Policy, all students must successfully complete the sexual misconduct awareness training noted below. Failure to complete the training results in a student's inability to enroll.
Pursuant to Board of Regents Policy, all students must successfully complete the sexual misconduct awareness training noted below. Failure to complete the training results in a student's inability to enroll.
Norman based programs - If you are experiencing trouble with your password or other technical difficulties, go to IT's website at needhelp.ou.edu or call (405) 325-HELP.
Health Sciences Center based programs - If you are experiencing technical difficulties, contact the IT Service Desk at (405) 271-2203.
Evans Hall, 660 Parrington Oval, Room 102
Norman, OK 73019
Office: (405) 325-3546 | FAX: (405) 325-3540
Email: ieo@ou.edu
Five Partners Place
201 Stephenson Parkway, Suite 4300
Norman, OK 73019
Office: (405) 325-2215 | FAX: (405) 325-1057
Email: ieo@ou.edu
Robert M. Bird Health Sciences Library
1105 Stonewall Avenue, Suite 175
Oklahoma City, OK 73117-1222
Email: ieo@ou.edu
Founders Student Union, 4502 East 41st St. 1C76
Tulsa, OK 74134
Office: (918) 660-3107| FAX: (918) 660-3101
Email: ieo@ou.edu
Marci Gracey
Institutional Equity Officer & Title IX Coordinator
Interim ADA/504 Coordinator
Phone: 405-325-3546
Email: mgracey@ou.edu
