Equal Employment Opportunity: Employment practices under which no individuals are excluded from consideration, participation, promotion or benefits because of a protected class. EEO is achieved through Affirmative Action.
Affirmative Action: Results-oriented practices/programs that eliminate the effects of discrimination and ensure equal employment in hiring or recruitment, transfer, promotion, or training.
Protected Classes in Employment
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Age Ancestry Color Covered Veteran Criminal Record (in state employment and licensing) Gender identity or expression Genetic Information Learning disability Marital Status Past or present history of a mental disability |
Intellectual disability National Origin Physical disability Prior protected activity Race Religion Sex, including pregnancy and sexual harassment Sexual Orientation Workplace hazards to the reproductive system Status as a Victim of Domestic Violence |
As a Connecticut state agency, the University must comply with state AA/EEO regulations in ensuring a non-discriminatory search and hire process. These regulations direct the University to engage in proactive recruitment strategies to identify a qualified applicant pool and qualification-based evaluation resulting in the hire of the most qualified candidates regardless of protected class. Further information on recruitment and Applicant Evaluation can be found on the Search and Recruitment page.
To demonstrate compliance, The University prepares the Affirmative Action Plan for Employment for Storrs and the Regional Campuses and the Affirmative Action Plan for Employment for UConn Health that are submitted annually to CHRO. Connecticut Commission on Human Rights and Opportunities.
Additionally, as a federal contractor, the University must maintain compliance with federal anti-discrimination regulations. The Office of Federal Contract Compliance Programs (OFCCP) monitors contractors' compliance with the legal requirement to not discriminate based on protected classes as well as enforcing VEVRAA and Section 503.