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.
REPORT: University of North Carolina Wilmington Equal Employment Opportunity Plan
March 1, 2022
University of North Carolina Wilmington Wilmington, North Carolina
Table of Contents
Program Elements
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, gender identity or expression, sexual orientation, age (40 or older), political affiliation, National Guard or veteran 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:
current employees;
former employees; and
job applicants
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 Responsibilities
The Office of State Human Resources (OSHR) shall:
Agency, Department and University Responsibilities:
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.
University Overview
Purpose
The University of North Carolina Wilmington, 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 at Wilmington, the state’s coastal university, is dedicated to the integration of teaching and mentoring with research and service. Our commitment to student engagement, creative inquiry, critical thinking, thoughtful expression, and responsible citizenship is expressed in our baccalaureate and master’s programs, as well as doctoral programs in areas of expertise that serve state needs. Our culture reflects our values of diversity and globalization, ethics and integrity, and excellence and innovation.
Vision
UNCW will be recognized for excellence in everything it does, for its global mindset, and for its community engagement.
Values
Strategic Priorities
These priorities will be pursued in an environment that promotes the free exchange of thoughts and opinions, where human dignity is affirmed, and respect for each individual is paramount.
University EEO Achievements
UNC Wilmington 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 are referenced in Exhibit 1.
In keeping with The Code and Equal Employment Opportunity Policy, UNC Wilmington is committed to recruiting, hiring, training, and promoting the most qualified persons without regard to race, sex (such as gender, gender identity, 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, UNC Wilmington-sponsored training, education, tuition assistance, and related programs has 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.
UNC Wilmington 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 we have updated our online employment application to allow greater transparency for candidates with protected status(es) to engage in an interactive process for prioritization and/or accommodation as needed.
In efforts to increase diverse candidates in applicant pools, UNC Wilmington 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.
UNC Wilmington 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. The Inclusion and Diversity Learning Specialist continues to offer monthly programing on a variety of topics for campus constituent participation. Current programs include:
Between November 1, 2020 to October 31, 2021 there was strong participation in the programs where approximately 432 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 way to better manage interpersonal conflict, demonstrate inclusive behaviors, and embrace diversity in the workplace, developing and maintaining 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 an 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.UNC Wilmington previously discontinued the practice of inquiring about past salary history from applicants in the hiring process in effort to ensure fair hiring practices, close the gender pay gap, and prevent wage discrimination. We have also eliminated questions about arrests from our application.
UNC Wilmington 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 activities, 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. 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 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), and the LGBTQIA Resource Office-- are uniquely involved in institutional efforts that create partnerships and collaborations with many other units to promote diversity and inclusion. 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 marginalized c ommunities.
Current Curricular Options include:
Professional 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:
Academic Affairs continues to sponsor many programs designed to address diversity and inclusion topics across the division and within the curriculum for all disciplines. (See 2022 Combined Division DEI Activities supplemental documentation section).
Admissions continues to sponsors many diversity and inclusion programs. (See 2022 Combined Division DEI Activities supplemental documentation section).
Student Affairs continues to sponsor many programs designed to address diversity and inclusion topics across the division and within the curriculum for all disciplines. (See 2022 Combined Division DEI Activities supplemental documentation section).
Business Affairs continues to sponsor many programs and encourages staff participation in diversity and inclusion programs that enhance knowledge and understanding. (See 2022 Combined Division DEI Activities supplemental documentation section).
University Advancement continues to sponsor many programs and encourages staff participation in diversity and inclusion programs that enhance knowledge and understanding. (See 2022 Combined Division DEI Activities included as Attachment G).
To ensure compliance on increasing applications from veterans and candidates with disabilities, UNC Wilmington updated our applicant tracking system’s online employment application to afford veterans the opportunity for voluntary self-disclosure of veteran status and encourage disclosure of such status and increase awareness of hiring officials and search committees to applicants in the pool with eligible priority status. 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.
Chancellor Jose V. Sartarelli created an accountability committee to advance efforts to create a more diverse and inclusive campus. The Chancellor’s Renewal and Change Accountability Committee works with the university’s administration to develop strategies and propose solutions to address issues of diversity, equity, equality, and inclusion.While Executive Order 93, which 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 is not applicable to UNC institutions at this time, UNC Wilmington proactively removed all inquiries about salary history from our hiring process.
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 UNC Wilmington 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 UNC Wilmington’s organizational climate. Several are members of the UNCW Policy Group that reviews 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 frequentlyas necessary, to work towards achieving action-oriented goals.
SHRA employees:
EHRA employees:
EEO Officer
Dissemination Procedures
The University of North Carolina Wilmington’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:
Program Activities
UNC Wilmington 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:
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’sEmployee Disciplinary policy.
ACTIVITIES:
Grievance Process
GOAL: Ensure fair and equitable review of complaints in accordance with the University’sSHRA 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 125 supervisors completed EEODF online training during this reporting period. No in person classes were available during the pandemic.
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, the UNC Wilmington Inclusion and Diversity Learning Specialist has been assigned the responsibility of coordinating communications and monitoring current UNCW supervisor/management participation and completion of the EEODF Training program. In addition, the Inclusion and Diversity Learning Specialist also collaborates in the UNCW new employee onboarding program each month to inform new supervisors and managers 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:
Ms. Kimberly McLaughlin-Smith
Diversity & Inclusion Learning Specialist
Human Resources
622 N. MacMillan Drive
Wilmington, NC 28403
910-962-4274
Smithkm@uncw.edu
Program Evaluation and Reporting/Monitoring
UNC Wilmington 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.
Harassment Prevention Strategies
UNC Wilmington 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.
Action Items
Reduction in Force Procedures
The University of North Carolina Wilmington 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.
The University of North Carolina Wilmington complies with the State Human Resources Reduction in Force Policy (Attachment A) and the Reduction in Force Priority Policy (Attachment B.) Retention of employees in classes affected shall be based on systematic consideration, at a minimum of the following factors:
The University of North Carolina Wilmington 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 (Attachment D).
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.
Pregnancy Workplace Adjustments (EO #82)
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, UNC Wilmington 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. This year the University added an additional lactation station room to ensure sufficient convenient locations so an employee didn’t 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.
Workforce Availability/Quantitative Analysis
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.
The University of North Carolina Wilmington uses the most current and discrete statistical information available through U.S. Census Bureau.
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:
Veterans
UNC Wilmington 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 4% gives us opportunity to continue to make efforts to reach our goal of 5.7%. Partnerships are being engaged with military-affiliated partners on campus and across the state to enhance our ongoing efforts, and members of the Talent Acquisition team are earning 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. For the period just ended the percentage of disabled SHRA employees was 4.7% against our goal of 7%.
UNC Wilmington 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 of 7% of employees with disabilities, we have set goals in job groups to reach expected numbers of individuals with disabilities at UNC Wilmington. 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.
Program/Employment Objectives
UNC Wilmington upgraded our EEO report vendor and have adopted the exact binomial method for calculation. We presently have annual placement goals for two faculty and the Executive Administration (01) category for where underutilization has been identified and in which five or more workers are employed. These classifications do not include SHRA employees for whom the utilization for this reporting period was on par.
While we are encouraged by progress made, we are keenly aware of opportunity for greater progress in employing veteran and disabled candidates and are actively engaging in outreach and collaborative efforts to improve our goal attainment success.
Additional Areas of Statistical Evaluation
Please see additional document upload with Performance Management, Recruitment and Selection, and Discipline and Dismissal information.