Northern Arizona University

• Office of Affirmative Action and Equal Opportunity
• NAU's Commitment to Diversity
• Sample Diversity Statements
• Background Investigation Requirement
• Recruitment Strategies
• Return to Faculty Diversity Guide

The Office of Affirmative Action and Equal Opportunity provides this "Faculty Diversity Guide" as a courtesy to NAU departments. This Internet resource is designed to assist search committees in creating a diverse staff and faculty. In doing so, they will meet NAU's Affirmative Action obligations and strategic plan to "increase diversity among faculty and staff" and "encourage infusion of diversity" on campus. This resource includes a variety of websites that post employment opportunities and/or candidate resumes and are listed both by academic discipline and by general subheadings. There is also a list of sites that may be valuable for professional development and employee retention.

This "Faculty Diversity Guide" has recently undergone a significant revision, and it will continue to evolve as additional information is made available and as current information changes. Your input is important, and we welcome any comments, questions or suggestions you may have about this resource. Please email Affirmative Action and Equal Opportunity.

NAU's Commitment to Diversity

From the Strategic Plan

• "The modern world is characterized by diverse people interacting in a global context. Arizona, with its long-standing Native American cultures and growing Hispanic population, reflects the environment in which students will live and work after graduation. Northern Arizona University has a societal obligation to: increase diversity among students, faculty and staff encourage infusion of diversity in curriculum development, research efforts, and campus culture"
• For the complete Strategic Plan please see Northern Arizona University's 2004-2009 Strategic Plan

NAU's Affirmative Action Obligation

• By virtue of our status as a federal contractor, NAU is required to engage in non-discriminatory employment practices and also affirmative action in employment of minorities, women, individuals with disabilities and veterans. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) oversees compliance with NAU's non-discrimination and affirmative action obligations. The anti-discrimination and affirmative action provisions enforced by OFCCP include:
• Executive Order 11246: Requiring all nonexempt government contractors and subcontractors to develop written affirmative action programs with specific and result-oriented procedures.
• Section 503 of the Rehabilitation Act of 1973: Prohibiting discrimination against, and requiring affirmative action directed toward, individuals with disabilities by all nonexempt government contractors and subcontractors with contracts exceeding $10,000.
• Title I of the Americans with Disabilities Act of 1990: Requiring all employers to make reasonable accommodations to protect the rights of individuals with disabilities in all aspects of employment.
• The Vietnam Era Veterans' Readjustment Assistance Act of 1974: Prohibiting discrimination against, and requiring affirmative action directed toward, both disabled and non-disabled war veterans.
• Immigration Reform and Control Act of 1996: Requiring employers to maintain records of the citizenship of all new employees.
• Title 41, Part 60, of the Code of Federal Regulations empowers OFCCP to perform routine audits of federal contractors and subcontractors to assure compliance, and to investigate any individual complaints. Failure to comply with affirmative action obligations can result in sanctions including loss of government contracts. For more information regarding NAU's non-discrimination and affirmative action obligations, policies and programs, please contact the office of Affirmative Action and Equal Opportunity at 928-523-3312.

Given NAU's stated commitment to diversity and consistent with its legal obligations as a federal contractor, all position announcements must indicate generally 1) that candidates must be committed to working effectively within an increasingly diverse University community AND specifically 2) that NAU is an Affirmative Action/Equal Opportunity Employer; Minorties, Women, Individuals with Disabilites and Veterans are encouraged to apply (EEO/AA M/W/D/V).

The diversity statement can be tailored by the hiring unit to best reflect its individual commitment. Sample statements are as follows:

1. "Northern Arizona University is committed to diversity in its faculty as well as its student population. It is the policy of Northern Arizona University to provide equal opportunity through affirmative action in employment and educational program and activities."
2. "The Northern Arizona University community is composed of faculty, staff and students from a wide range of culturally diverse backgrounds. Applicants should be experienced with, and committed to work in and with, such a diverse population."
3. "Candidates with a demonstrated commitment supportive of the multicultural needs of Northern Arizona University and the surrounding area are strongly desired."
4. "We invite applications for this position from qualified persons who share our commitment to diversity and nondiscrimination."
5. "Northern Arizona University is committed to enhancing campus diversity and creating a more inclusive and diverse institution. The successful candidate will have experience and demonstrated results of successful leadership in a culturally diverse community."
6. "The successful candidate will be committed to supporting and enhancing a culturally rich and diverse learning environment."
7. "The successful candidate will have the ability to work effectively with people from a variety of culturally diverse backgrounds."
8. "This position requires interaction with students, staff, and faculty from a wide variety of backgrounds/ Candidates with demonstrated knowledge of, and sensitivity to, women's issues and multicultural diversity are strongly desired."

Since final candidates are now subject to a criminal, employment and academic credential background investigation prior to employment, that requirement MUST be communicated to prospective applicants either in the advertisement for the position or in the letter acknowledging receipt of each candidate's application. Appropriate language for either the ad or the letter is as follows:

1. "The final candidate for this position will be subject to a criminal, employment history and academic credential background investigation prior to employment."

The following are recommendations for conducting an affirmative recruitment for women and minorities:

• Ask faculty to identify minority or women post-docs through colleagues, invite them to give seminars, and encourage them to apply for jobs at NAU.
• Ask post-docs to bring in minority or women graduates as visiting researchers.
• Attend sessions at annual meetings where minority and women scholars are giving papers, make a point of talking to them and tell them about your program and your present or potential future searches.
• Offer public programming (conferences, workshops, productions) likely to interest members of under-represented groups.
• Involve faculty in campus programs for minority and women undergraduates.
• Involve current women and minority faculty as "magnets" in outreach.
• Become familiar with organizations within the discipline or field that may have minority and/or women caucuses, newsletters, publications or job banks with which you can announce positions or find candidates.
• Advertise vacancies broadly, particularly in targeted publications such as Black Issues in Higher Education and Hispanic Outlook or others listed in this website.
• Involve members of the department/unit, specifically women and minorities, in the search process and ask that they assist in active recruitment and advertising activities.
• Contact the Office of Affirmative Action and Equal Opportunity for lists of historically Black colleges and universities and those colleges and universities with large Hispanic, Asian, Native American or female populations to send job announcements.
• Contact professional organizations, both private and academic-oriented, to request information about minorities, women, and individuals with disabilities within their networks.
• Network with women and minority scholars from other colleges and universities at conferences. Ask for recommendations for candidates who might be interested in working at NAU.
• Use the websites listed in this Recruitment Resource to post positions and to find potential candidates.