The information provided in these reports will provide the most recent UNCW information pertaining to EEO. These reports meet the EEO requirements as dictated by the State of North Carolina and the Federal Government. Please reach out to the Human Resources Department with any questions.
Table of Contents
Introduction
The State of North Carolina EEO Policy
EQUAL EMPLOYMENT OPPORTUNITY POLICY
The State of North Carolina provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination, harassment or retaliation based on race, religion, color, national origin, ethnicity, sex, pregnancy, marital status, gender identity or expression, sexual orientation, age (40 or older), political affiliation, National Guard or veteran status, military service member status, genetic information, or disability. The State also recognizes that an effective and efficient government requires the talents, skills and abilities of all qualified and available individuals, and seeks opportunities to promote diversity and inclusion at all occupational levels of State government’s workforce through equal employment opportunity (EEO) workforce planning initiatives.
The State is committed to ensuring the administration and implementation of all human resources policies, practices and programs are fair and equitable. State agencies, departments and universities shall be accountable for administering all aspects of employment, including hiring, dismissal, compensation, job assignment, classification, promotion, reduction-in-force, training, benefits and any other terms and conditions of employment in accordance with federal and State EEO laws and policies.
Employees shall not engage in harassing conduct, and if harassing conduct does occur, it should be reported. Managers and supervisors maintain a critical role and responsibility in preventing and eliminating harassing conduct in our workplace. See the Unlawful Workplace Harassment Policy of the State Human Resources Manual for provisions related to unlawful harassment, including sexual harassment.
Acts of retaliation against an employee who engages in protected activity or the exercise of any appeal or grievance right provided by law will not be tolerated in our workplace.
Coverage
Individuals protected by provisions of this policy are:
Veterans
Job discrimination of veterans shall be prohibited, and affirmative action shall be undertaken to employ and advance in employment eligible veterans in accordance with Article 13 of G.S. 126 and G.S. 128-15.
See the Veteran’s Preference Policy in Section 2 of the State Human Resources Manual for provisions related to veteran’s preference including the employment and advancement of protected veterans.
Office of State Human Resources
The Office of State Human Resources (OSHR) shall:
Agency, Department and University Responsibility
Each Agency Head, Department Head and University Chancellor shall:
Complaint Process
An individual covered by this policy who is alleging unlawful discrimination, harassment or retaliation may file a complaint following the process outlined in the Employee Grievance Policy located in the State Human Resources Manual. Political affiliation is not a protected classification under federal EEO law but, for the purpose of this policy, may be grieved pursuant to G.S. 126-34.02 as a contested case after completion of the agency grievance procedure and the Office of State Human Resources review.
Purpose
The University of North Carolina Wilmington (UNCW), the state’s coastal university, is dedicated to the integration of teaching, mentoring, research, and service. Widely acknowledged for its world- class faculty and staff, and continuously recognized at a national level for scholarly excellence and affordability, UNCW offers a powerful academic experience that stimulates creative inquiry and critical thinking, and a community rich in diversity, inclusion and global perspectives.
A public institution with nearly 18,000 students, UNCW offers a full range of baccalaureate- and graduate-level programs, as well as doctoral degrees in educational leadership, marine biology, nursing practice and psychology; and many distance learning options, including clinical research, an accelerated RN-to-BSN program, an Executive M.B.A. program structured for working professionals, and the nation’s only bachelor’s degree program focused on coastal engineering.
The university’s efforts to advance research and scholarly activities have earned UNCW the elevated designation of “Doctoral Universities: High Research Activity” institution (R2 University) by the Carnegie Classification of Institutions of Higher Education. UNCW has been part of the University of North Carolina System since 1969.
Mission
The University of North Carolina Wilmington, the state's coastal university, integrates teaching and mentoring with research and service. UNCW’s commitment to student engagement, creative inquiry, critical thinking, thoughtful expression, and civic responsibility defines the student experience. Graduates of our undergraduate, master’s, and doctoral programs are prepared to serve the needs of local, state, and global communities. *
(*The mission statement was approved by the UNCW Board of Trustees on July 27, 2023. Approval pending by the UNC Board of Governors.)
EEO Policy Statement
At the University of North Carolina at Wilmington (UNCW), our culture reflects our values of inclusion, diversity, globalization, ethics and integrity and innovation and we are committed to providing equality of educational and employment opportunity for all persons without regard to race, sex, gender identity, marital status, pregnancy, age (40 or older), color, national origin
ethnicity, religion, disability, sexual orientation, political affiliation, National Guard or veteran status, military service member status, genetic information, or relationship to other university constituents – except where sex, age, or ability represent bona fide educational or occupational qualifications or where marital status is a statutorily established eligibility criterion for State funded employee benefit programs. UNCW believes that embracing the unique contributions of our faculty, staff and students is critical to our success and paramount in being recognized for our global mindset.
Vision
UNCW transforms lives.
Values
Strategic Priorities
UNPARALLELED OPPORTUNITIES
Priority 1: Increase access and affordability for students
Priority 2: Enhance services that support: student success and completion, physical and mental well-being, sense of community and belonging, academic and career advising
Priority 3: Develop career-ready students upon graduation
Priority 4: Be a destination employer
Priority 5: Create a more diverse and welcoming environment for students, staff, faculty, and community members
NATIONALLY PROMINENT PROGRAMS
Priority 6: Be a leader in new interdisciplinary teaching and learning initiatives
Priority 7: Expand academic programs in high demand areas responsive to state needs
Priority 8: Expand research that is regionally relevant and globally important, addressing complex problems through interdisciplinary collaboration and having positive impacts through commercialization and economic development
Priority 9: Establish an academic health sciences center and meet healthcare workforce needs in partnership with regional health care providers and other organizations
Priority 10: Reaffirm and enhance our role and brand as the state's coastal university, building on our strengths in coastal and marine sciences
COMMUNITY COMMITMENT
Priority 11: Increase accessibility of campus and visibility within the community to positively impact our region and those within it while actively marketing and promoting UNCW’s identity in ways that inspire enrollment, giving, and community involvement
Priority 12: Increase opportunities for faculty, staff, students, and alumni to engage with and support the community
Priority 13: Expand global collaborations and partnerships to improve intercultural competency and to connect Wilmington and the world
Priority 14: Increase support for athletics and the arts, leveraging community connections
WORLD-CLASS OPERATIONS AND INFRASTRUCTURE
Priority 15: Streamline policies, procedures, and practices to increase sustainability, transparency, and efficiency
Priority 16: Modernize data and technology across campus to advance data-informed decision- making
Priority 17: Develop and implement a comprehensive long-term infrastructure plan that advances the institution’s mission and strategic plan
Priority 18: Diversify and enhance revenue streams sufficient to meet the needs of the institution and the strategic plan with a renewed emphasis on philanthropic giving from individuals, corporations, and foundations
UNCW has been and continues to be an equal opportunity employer. The Code of the Board of Governors for the University of North Carolina Statement on Equality of Opportunity in the University and the Equal Employment Opportunity Policy is adhered to through all practices.
In keeping with The Code and Equal Employment Opportunity Policy, UNCW is committed to recruiting, hiring, training, and promoting the most qualified persons without regard to race, sex (such as gender, gender identity or expression, marital status, childbirth, and pregnancy), age, color, national origin (including ethnicity), religion, disability, sexual orientation, political affiliation, veteran status, military service member status, genetic information, or relationship to other university constituents – except where sex, age, or ability represent bona fide educational or occupational qualifications or where marital status is a statutorily established eligibility criterion for State funded employee benefit programs. Similarly, all other personnel matters such as compensation, benefits, transfers, layoffs, UNCW-sponsored training, education, tuition assistance, and related programs have been administered in accordance with university policy. All employment decisions have been based on job-related standards and must comply with the principles of equal employment opportunity.
UNCW is committed to maintaining a workplace that is free from all forms of unlawful harassment and discrimination. We continue to refine our in-person EEO training for search committees and hiring managers as well as updating search committee materials and providing consultation and guidance throughout search processes. This year UNCW updated the online search committee training to include information on compelled speech. In 2023, the UNC Board of Governors approved a change to UNC Policy 300.5.1 regarding Political Activities of Employees to address the issue of “compelled speech.” The policy now includes language that “the University shall neither solicit nor require an employee or applicant for academic admission or employment to affirmatively ascribe to or opine about beliefs, affiliations, ideals, or principles, regarding matters of contemporary political debate or social action as a condition of admission, employment, or professional advancement.” In doing this update, candidates are protected from engaging in an interactive discussion that could impact their ability to obtain a position of employment, admission or professional advancement.
In efforts to increase diverse candidates in applicant pools, UNCW purchases memberships in trade associations and/or unlimited postings in select advertising venues to increase exposure of opportunities to the broadest groups of qualified potential applicants. Venues include: the Higher Education Recruitment Consortium (HERC), a collaboration whose efforts focus on attracting diverse applicants in higher education and advance efforts towards inclusive excellence of diverse and highly qualified applicants for our vacant positions; and automatic reposting of all vacancies to the Chronicle of Higher Education, Diverse Issues in Higher Education, Higher Ed Jobs, NorthCarolinaDiversity.com and NC Works.
UNCW continues to increase diversity, equity and inclusion learning and development programs for managers and supervisors to expand knowledge, appreciation and understanding about diversity and inclusion on our campus. As stated above, in 2023, the UNC Board of Governors approved a change to UNC Policy 300.5.1 regarding Political Activities of Employees to address the issue of “compelled speech.” To reflect this change, the Learning and Development Department continues to offer monthly programing on a variety of topics for campus constituent participation. Current programs include:
There continues to be strong participation between November 1, 2022, to October 31, 2023, in the diversity, equity and inclusion learning programs where approximately 415 people participated in these interactive and instructor-led diversity and inclusion programs. These courses provide opportunities for staff members and supervisors to engage in learning to better manage interpersonal conflict, demonstrate inclusive behaviors, embrace diversity in the workplace and develop and maintain safe and healthy workplace environments for a productive workforce. Many learning opportunities are intentionally designed and offered to support diversity and inclusiveness. New employee orientation and supervisory training classes incorporate equal opportunity, affirmative action, and diversity components.
The in-person/on-line conferences teach about broad issues of harassment, harassment prevention and resolution, as well as employee reporting responsibility under the Student Gender- Based Sexual Misconduct Policy.
The HR Department continues to conduct a voluntary online exit survey with all exiting employees. The information is collected and reviewed by HR to understand why employees leave the University and to see if there are trends that need to be addressed. UNCW continues to focus on ways to be an organization that attracts and retains diverse candidates. In addition to the EEO/AA overview in annual training for supervisors and all search committee members participating in search committee training for EHRA Non-Faculty and SHRA searches, strategies are discussed during consultations with hiring officials and those charged with supporting recruitment efforts across campus. Human Resources provides a template announcement so that search committees may use consistent language regarding our commitment to diversity and Academic Affairs administration provides budgetary support for recruitment efforts with the goal of enhancing candidate pools as well as a faculty search committee training program. Detailed recruitment strategies are shared with search committees to improve recruitment efforts and create a more inclusive campus climate.
Human Resources consults with departments on advertising and outreach plans for their vacancies and Academic Affairs underwrites advertisements for faculty and leadership positions in print media to increase the diversity of applicant pools. Additional media outlets include: Diverse Issues in Higher Education, Hispanic Outlook, Women in Higher Education; and HigherEdJobs.com, in addition to association and discipline specific advertising by units and departments. Department representatives also attend national conferences and use professional associations to solicit applications from diverse applicants.
Within the Chancellor’s Division, the Office of Institutional Diversity and Inclusion (OIDI) has a cabinet level Chief Diversity Officer. Its three units--Upperman African American Cultural Center, Centro Hispano (Hispanic Multicultural Center), Asian Heritage Cultural Center and the LGBTQIA Resource Center--are uniquely involved in institutional efforts that create partnerships and collaborations with many other units to promote diversity and inclusion. The Office of Institutional Diversity and Inclusion supports the mission, values and strategic priorities of the University of North Carolina Wilmington by aiding in the creation of an environment where individuals feel a sense of belonging and connection. Our office and its centers work toward this goal by fostering partnerships, increasing access, and developing initiatives that enrich the lives of all Seahawks.
OIDI compiles an annual summary of the preceding diversity programs and outreach activities as a tangible indicator of the university’s “Good Faith Efforts” to continually create, promote, encourage, and celebrate a truly inclusive community.
The Office of Institutional Diversity and Inclusion provides opportunities and resources for students, faculty, and staff to learn from varied perspectives and strengthen their knowledge of issues that impact communities.
Current Curricular Options include:
Professional Development Opportunities include:
Community Outreach Development Opportunities include:
All searches undergo an EEO/AA review in which race/ethnicity and gender demographics of the qualified applicant pool are compared to the race/ethnicity and gender demographics of the pool of semi-final interview pool candidates. Where the representation of women and/or racial/ethnic minority candidates is less than in the entire applicant pool using the Whole Person Rule, the EEO/AA representative identifies additional women and minority applicants to the hiring supervisor or search committee.
The supervisor or committee then reviews each designated applicant to determine if their qualifications are substantially equal to the weakest applicant still under consideration. If any referred applicant is substantially equally qualified, then that candidate is to be added to the pool still under consideration.
Human Resources provides assessment and intervention for the organizational development needs of departments. If necessary, outside consultants may be hired to assist with specific needs or requests.
The University supports faculty and staff associations who advocate on behalf of faculty and staff within the UNCW community as follows:
To ensure compliance on increasing applications from veterans and candidates with disabilities, UNCW’s applicant tracking system (ATS) online employment application affords veterans the opportunity for voluntary self-disclosure of veteran status and encourages disclosure of such status to increase awareness of hiring officials and search committees to applicants in the pool with eligible priority status and preference. Our ATS allows voluntary self-disclosure of disability so persons with disabilities may continue to disclose their status at the time of application if they so choose.
UNCW’s has in place committees and community outreach programs to advance efforts to create a more diverse and inclusive campus. Working collaboratively to achieve a shared vision creates opportunities for lasting, positive change. Below are signature diversity initiatives that recognize the richness of diversity, focus on processes for continual improvement and expand inclusiveness within the UNCW campus and surrounding communities.
COMMITTEES
CONNECTIONS
Assignment of Responsibility and Accountability
The expected roles and responsibilities for the Chancellor, managers/supervisors, EEO Officer, and the EEO Committee are detailed below:
Chancellor
Manager and Supervisor
EEO Committee
The group of employees who review the UNCW EEO plan is diverse and consists of both EHRA and SHRA employees who participate in the development, review, and implementation of the EEO Plan. The individuals developing and reviewing the plan include EHRA and SHRA representatives from General Counsel, Equal Opportunity, Recruitment, HRIS, Classification and Compensation, and the Associate and Assistant Vice Chancellors for Human Resources. They strive to ensure information is properly presented and action-oriented goals are realistic, measurable, and adhere to federal regulations. They review components of the EEO plan and workforce representation data in occupational categories. These employees and Employee Relations professionals work together when conducting and evaluating feedback from surveys of UNCW’s organizational climate. Several members of the UNCW Policy Group review any recommended changes or additions to UNCW policies, including the EEO policy. Talent Acquisition, EEO, ER, General Counsel, and Classification and Compensation professionals work together to review organizational changes that may impact the EEO Plan. The Talent Acquisition team works collaboratively to identify recruitment resources and create and pursue activities to strengthen recruitment programs. The following employees meet during the year at least annually, as well as more frequently as necessary, to work towards achieving action-oriented goals.
Employees:
UNCW EEO Committee 2024
| Name | Title | Demographic |
|---|---|---|
| Lori Preiss | Associate Vice Chancellor for Human Resources and University Equal Opportunity Officer | WF |
| Elaine Doell | Assistant Vice Chancellor for Human Resources | WF |
| Kelly Kennedy | Director of Benefits | WF |
| Deborah Spencer | Director of Classification and Compensation | WF |
| Lindsey Towles | Classification & Compensation Consultant | WF |
| Kelly Stephens | Classification & Compensation Consultant | WF |
| Val Heil | Director of Talent Acquisition | WF |
| Jessica Ludwick | Talent Acquisition Consultant | AIF |
| Lisa Mills | Talent Acquisition Consultant | WF |
| Ben Heminger | Employee Relations Consultant | WM |
| Christine Vion | Employee Relations Consultant | WF |
| Kimberly McLaughlin- Smith | Diversity & Inclusion Specialist | BF |
| Kirk Radabaugh | Director of HRIM | WM |
| Deanna Tirrell | Director of Academic Personnel Administration | WF |
| Terrell Nicholson, Esq. | Director of Title IX & Clery Compliance & Interim ADA Coordinator | BM |
| Dr. Donyell Roseboro | Chief Diversity Officer | BF |
| John Scherer, Esq. | General Counsel | WM |
UNCW’s EEO Plan is available for review in Human Resources during normal business hours.
To ensure hiring managers and supervisors are knowledgeable of their EEO responsibilities, they receive training on their responsibilities to the equal employment opportunity program and relevant policies. As part of our ongoing efforts to improve our EEO programs, we seek input from employees on the EEO/AA plan, policy, and/or programs.
In accordance with 41 CFR 60-741.44, the Department of Purchasing at UNC System Office sends written notification of company policy related to its affirmative action efforts to all subcontractors, including subcontracting vendors and suppliers, requesting appropriate action on their part. We ensure regular and routine contact is maintained with diverse recruitment resources/organizations and information on our postings is shared with these organizations. Dissemination procedures are as follows:
Internal:
External:
UNCW has identified goals and objectives for each of the program activities listed below.
Recruitment
GOAL: Attract a diverse pool of applicants to each occupational category, including veterans and persons with disabilities.
ACTIVITIES:
Selection
GOAL: Follow the State's recruitment and selection guidelines and ensure that all steps in the selection process are non-discriminatory and job-related.
ACTIVITIES:
and
Onboarding
GOAL: Provide the same level of orientation to all new employees, to ensure their understanding of the university’s organizational structure and their role.
ACTIVITIES:
Promotion
GOAL: Enhance upward mobility and fully utilize the skills of the existing workforce in a non-discriminatory manner.
ACTIVITIES:
Training
GOAL: Enhance employee development and advancement opportunities to be demographically inclusive at all levels.
ACTIVITIES:
Compensation and Benefits
GOAL: Ensure that all employees receive compensation and benefits without discrimination by analyzing practices to determine patterns and trends.
ACTIVITIES:
Performance Management
GOAL: Hold managers and supervisors accountable for the progress of the university's EEO program by including it as an expectation in their performance evaluations. Ensure performance management system, including employee performance standards, are free from bias.
ACTIVITIES:
Transfer and/or Separation
GOAL: Identify trends and measure impact on underutilized groups.
ACTIVITIES:
Disciplinary Procedures
GOAL: Provide equitable treatment for all employees in accordance with the State’s Employee Disciplinary policy.
ACTIVITIES:
Grievance Process
GOAL: Ensure fair and equitable review of complaints in accordance with the University’s SHRA Employee Grievance policy.
ACTIVITIES:
Equal Employment Opportunity and Diversity Fundamentals (EEODF)
A process has been adopted to monitor completion and provide follow-up to managers to ensure completion of EEODF in a timely manner. The process includes quarterly monitoring of program completion and follow-up with appropriate supervisors if no action has been taken. A total of 104 supervisors completed EEODF online training during this period. We are implementing a Learning Management System that will eliminate manual reporting and move us to a more automated reporting process.
Managers and supervisors hired, promoted, or appointed on or after July 1, 1991, are required to participate in the EEODF or other approved diversity program within 12 months of assuming the role. Managers and supervisors hired prior to July 1, 1991, are encouraged to participate in EEODF as a refresher, since many laws and policies have changed over time.
To ensure participation by managers and supervisors and ensure compliance, with this requirement, Employee Relations and Engagement has the responsibility of coordinating communications and monitoring current UNCW supervisor/management participation and completion of the EEODF Training program. In addition, Onboarding informs new supervisors and management about expectations for completing the training program and timeline for completion.
All new managers and supervisors are required to attend Equal Employment Opportunity and Diversity Fundamentals (EEODF) training within the first year of hire or promotion. This training is designed to inform those working in a supervisory role about EEO/ADA federal and state laws compliance, and policies. EEODF training is coordinated by the Office of State Human Resources (OSHR) and coordinated through the campus Human Resources Department. This program addresses EEO law compliance and workplace diversity in state government and focuses on developing awareness and building skills to use on the job. Information regarding the Equal Employment Opportunity and Diversity Fundamentals is available by contacting:
Human Resources Employee Relations and Engagement
Attn: Sloane Abell
622 N. MacMillan Drive
Wilmington, NC 28403
910-962-3160
Employment First and Reasonable Accommodation – (EO #92)
UNCW is committed to compliance with all federal and state laws governing reasonable accommodation (i.e. ADA, ADAAA, Title VII of the Civil Rights Act as amended, etc.). UNCW will make an effort to employ qualified individuals with disabilities and provide reasonable accommodations for a qualified individual with a disability if they are able to perform the essential duties of the job if such an accommodation were made, unless UNCW could demonstrate that such accommodation would impose an undue hardship, as provided by Section 503 of the regulations.
Accommodations may include job restructuring, making facilities readily accessible and usable, and the acquisition or modification of equipment or devices. The disability accommodation process is an iterative, collaborative process where the hiring official and/or Department of Human Resources may consult with an individual’s physician or medical counselor when making a final determination about an accommodation request, as necessary. A person with a disability may be able to perform the essential functions of the job safely and effectively with a reasonable accommodation.
UNCW is committed to providing reasonable accommodations to applicants and employees and improving our recruitment and outreach efforts to attract qualified individuals with disabilities.
Program Evaluation and Reporting/Monitoring
UNCW regularly assesses the following areas:
Program Reporting
The EEO Officer provides reports to the senior management on a regular basis and to the Office of State Human Resources, as requested. Information is provided to the Chancellor at least annually on disciplinary issues and other topics. Reports will be generated by race, sex, age, and disability status, as applicable, from applicant tracking systems, performance management systems, and other HR systems/tracking methods.
UNCW has developed strategies to educate employees and managers to prevent harassment throughout the university, and broadly communicate anti-harassment expectations to employees and supervisors through multiple mechanisms.
All UNCW employees are required to complete mandatory training on harassment every three years. Supervisors and Managers complete "Unlawful Workplace Harassment Education for Supervisors and Managers” and employees complete "Unlawful Workplace Harassment Education for Faculty and Staff." In the cycle ended October 31, 2023, 72 supervisors and managers completed this training, and 268 employees completed this training.
UNCW follows the SHRA Employee Appeals and Grievances Policy, which provides a clear process for addressing unlawful harassment allegations through the Equal Employment Opportunity Informal Inquiry for SHRA employees. The policy outlines that grievable issues from employees and applicants include unlawful discrimination or harassment based on race, religion, color, national origin, sex, age, disability, genetic information, or political affiliation if the employee believes that he or she has been discriminated against in the terms and conditions of employment. If there is reasonable cause to believe that unlawful discrimination, harassment, or retaliation occurred, management takes appropriate action to resolve the matter.
Action Items
UNCW has the authority to separate an employee whenever it is necessary due to shortage of funds or work, abolishment of a position, or other material change in duties or organization. UNCW complies with the State Human Resources Reduction in Force Policy and the Reduction in Force Priority Policy . Retention of employees in classes affected shall be based on systematic consideration, at a minimum of the following factors:
UNCW shall notify the employee in writing of separation as soon as possible and in any case not less than 30 calendar days prior to the effective date of separation. The written notification shall include the reasons for the reduction in force, expected date of separation, the employee’s eligibility for priority reemployment consideration, applicable appeal rights, and other benefits available. An employee separated through a reduction in force may appeal the separation only on the grounds listed in the University SHRA Employee Appeals and Grievance Policy .
Pursuant to State Human Resources Manual, employees with career status (as defined by G.S §126- 1.1), who have received official written notification of imminent separation due to reduction in force, are eligible for priority consideration under the provisions outlined in the manual. An employee shall receive priority consideration for a period of 12 months from the date of the official written notification.
Executive Order #82 requires state agencies to extend workplace protections and modifications to pregnant employees upon request, unless doing so would impose significant burdens or costs. While this requirement does not apply to UNC system institutions, UNCW provides a lactation support policy to support working mothers with the transition back to work following the birth of a child. There is flexibility to request time off to express milk, provisions for reasonable break times, and lactation locations on campus. The University continues to provide lactation station rooms to ensure sufficient convenient locations, so an employee does not have to travel to locations that were too distant from their work location. The University provides workplace adjustment and schedule flexibility for employees who request such adjustment.
Executive Order 93 prohibits the use of salary history in the state’s hiring process and requires agencies under the purview of the Governor’s Office to educate relevant staff about this executive order. While this requirement did not apply to UNC institutions at the time, UNCW proactively removed all inquiries from the hiring process.
Workforce availability in equal employment opportunity planning is determined by the Two- Factor Analysis Method (OFCCP – Office of Federal Contract Compliance Programs).
The Two-Factor Analysis method requires the evaluation of data concerning a) the percentage of minorities or women with requisite skills in the reasonable recruitment area; and b) the percentage of minorities or women among those promotable, transferable, and trainable within the organization.
UNCW uses the most current and discrete statistical information available through U.S. Census Bureau.
2024 EEO Quantitative Analysis Form
UNIVERSITY: University of North Carolina Wilmington
2022 Data
| SOC Category | White Males | White Females | Black Males | Black Females | Other Minority Males | Other Minority Females |
|---|---|---|---|---|---|---|
| Officials & Administrators | 11 | 3 | 0 | 0 | 0 | 0 |
| Management Related | 25 | 92 | 6 | 8 | 3 | 11 |
| Professionals | 92 | 82 | 8 | 9 | 5 | 11 |
| Technicians & Technologists | 21 | 16 | 0 | 1 | 1 | 0 |
| Administrative Support | 51 | 237 | 4 | 27 | 2 | 34 |
| Protective Services | 21 | 8 | 1 | 1 | 0 | 2 |
| Skilled Crafts | 57 | 9 | 8 | 5 | 13 | 0 |
| Service | 35 | 17 | 22 | 31 | 6 | 14 |
| TOTAL EMPLOYEES | 313 | 464 | 49 | 82 | 30 | 72 |
2023 Data
| SOC Category | White Males | White Females | Black Males | Black Females | Other Minority Males | Other Minority Females |
|---|---|---|---|---|---|---|
| Officials & Administrators | 12 | 3 | 0 | 1 | 0 | 0 |
| Management Related | 31 | 103 | 5 | 9 | 3 | 4 |
| Professionals | 89 | 84 | 6 | 10 | 6 | 5 |
| Technicians & Technologists | 21 | 15 | 0 | 0 | 0 | 1 |
| Administrative Support | 47 | 248 | 3 | 31 | 2 | 22 |
| Protective Services | 26 | 9 | 0 | 1 | 0 | 2 |
| Skilled Crafts | 62 | 11 | 8 | 4 | 5 | 0 |
| Service | 35 | 18 | 28 | 30 | 6 | 12 |
| TOTAL EMPLOYEES | 323 | 491 | 50 | 86 | 22 | 46 |
University Occupational Classification
The Standard Occupational Classification (SOC) system, or equivalent, is used by the State of North Carolina when evaluating workforce availability. Detailed occupations in the SOC with similar job duties, and in some cases skills, education, and/or training, are grouped together.
The major categories used in the State of North Carolina include:
Race and Ethnicity (including Veterans)
For the purposes of the workforce availability analysis, the following race/ethnicity categories are used in accordance with the expectations of the State of North Carolina:
UNCW combines Hispanic, Asian, and American Indian or Alaska Native and Native Hawaiian or Other Pacific Islander together into a single group called “Other Minority”. Each racial group is presented by both Male and Female.
Veterans
UNCW uses employment objectives that are consistent with federal standards for veterans. Our data is presented in combined format with other employment categories beyond those Subject to the Human Resources Act. Our overall representation of veterans in our workplace at 6.5% gives us the opportunity to continue to make efforts to reach our goal of 7%. UNCW has exceeded the OSHR goal of 5.4% veteran representation in the workforce. During the past year, we have partnered with military-affiliated partners on campus and across the state to enhance our ongoing efforts, and members of the Talent Acquisition team have earned their certification for working with veterans to enhance their understanding of civilian work force needs and how best to position their qualifications and experience in a translatable way.
We are also actively pursuing methods to engage with disabled candidates to meet our utilization goals. We continue to work on enhancements to increase our percentage of disabled SHRA employees.
UNCW will continue to reach out through job fairs and advertising to military/ veteran organizations to make good faith efforts to recruit veterans for our workplace. To increase our outreach and move toward the federal goal to employee those with disabilities, we have set goals in job groups to reach expected numbers of individuals with disabilities at UNCW. We will seek out new disability organizations to whom we can send our job post listings, send a listing of our job postings to known disability groups, and attend job fairs that encourage attendance of disabled individuals.
We will continue to send out semi-annual communications to all employees to encourage them to complete self-identification surveys so that employees who are veterans and/or disabled individuals to document their status in our system.
UNCW upgraded our EEO report vendor and has adopted the exact binomial method for calculation. The overall percentage of women compared to the total number of employees has shown a continued upward trend year-over-year. The percentage of racial/ethnic minorities has also shown a continued upward trend year-over-year.
While we are encouraged by progress made, we are keenly aware of opportunity for greater progress in employing women, minorities, veterans and those with disabilities and we engage in outreach and collaborative efforts to continue progress on goal attainment.
Please see additional document upload with Performance Management, Recruitment and Selection, and Discipline and Dismissal information.
As an institution that is dedicated to focusing on underrepresented categories, UNCW continues to actively recruit in occupational groups where underrepresentation occurs. We continue to focus on building community relationships, creating job ladders and cross- training opportunities, as well as using multi- variant outreach efforts to increase representation of minorities in our technical/ paraprofessional jobs, professional, and managerial jobs. In addition, we will continue our efforts to actively recruit veterans, females, Blacks, Latinos and Hispanics applicants and applicants with disabilities to address underrepresentation in these categories. We will actively pursue events that will assist in recruiting in these areas such as attending more career fairs, collaborating with veterans’ organizations, site visits to Latino and Hispanic organizations and HBCUs; posting job openings on new message boards; and networking with other government agencies.
Corrective Actions: