果冻传媒麻豆社

CONTENTS:

A. Policy
B. Interpretation and Implementation
C. Position on Racism Reiterated
D. Statement Required in Publication and Forms
E. Allegation of Inequity Due to Discrimination 

A. POLICY. (See also 2300 VII.)

A-1. Practices or regulations that discriminate on the basis of race, color, national origin, religion, sex, age, disability, or status as a Vietnam-era veteran, as each of these bases is defined by law, are neither condoned nor permitted in any area of UI operations, including personnel appointments, student admissions, disciplinary regulations, housing assignments, use of dining halls, classrooms, or other facilities, or in any activities of the faculty, staff, or students that may be commonly regarded as sponsored or sanctioned by UI. (See also 2200 III-4, and 3215.)

A-2. No functions, business transactions, or official actions by any organization, division, department, or other unit of UI may be held or undertaken at any facility of a lodge, club, or organization that has as its policy the practice of discrimination on any of the bases specified in A-1. However, nothing in this policy regulates an employee’s choice of organizations he or she may wish to join.

A-3. Nothing herein shall be deemed to affect the classification of persons based on the differences between males and females or between other classes or groups that is not irrational, capricious, or arbitrary, and that is intended to accomplish a lawful purpose (e.g., women’s or men’s living groups can exclude persons of the opposite sex and students with substandard grades can be denied membership in honor societies and other groups having minimum grade requirements).

B. INTERPRETATION AND IMPLEMENTATION.

B-1. There is almost universal agreement that serious attempts must be made to eliminate racism, sexism, and intolerance from our society. Both moral and practical reasons dictate the necessity for these efforts. Racism, sexism, and intolerance have one thing in common--a denial of human dignity.

B-2. It should be clear that, at the very least, a university purporting to espouse and defend the ideals of this nation must abstain from any action that could imply the acceptance of discriminatory practices. It is in this light, therefore, that the statement of policy in A-2 is enunciated. It is equally clear from the foregoing that the following activities are prohibited from taking place on the premises of any organization that is found to discriminate: meetings and social events sponsored by UI organizations; UI-sponsored conferences, continuing-education classes, or similar activities; performances or presentations by UI groups; and conduct of UI business by individual members of the academic community.

B-3. It should be noted that the policy does not in any way prevent any person, acting as a private citizen, from joining an organization that is found to discriminate or from speaking or participating in events that are held in facilities belonging to such an organization.

B-4. To ensure compliance with the policy and the above interpretations, UI will: (1) respond to inquiries from within UI as to whether or not an organization engages in discriminatory practices that fall under the purview of this policy and (2) grant exceptions only when it can be clearly demonstrated, in advance, that no alternative facility exists, that there will be no discrimination against those who may attend the function, and in the instance of UI-affiliated organizations subject to compliance with federal antidiscrimination policies, that all pertinent federal regulations concerning antidiscrimination will be met.

B-5. The president is responsible for enforcing this policy.

B-6. Because education is the prime function of any university, it is incumbent upon UI to explain and defend this policy to the people of the state of Idaho and, especially, to those groups most affected by it. The policy is not to be interpreted as directed against any particular group, but rather it is an expression of UI’s attitude toward discriminatory practices. A university cannot afford to compromise principles affecting the equality and dignity of the people it serves.

C. POSITION ON RACISM REITERATED. In response to expressed concerns that the presence of racial extremists in northern Idaho was causing some people to believe they might be unwelcome, or even unsafe, at the 果冻传媒麻豆社, the faculty in April 1987 resolved that: UI regards bigotry of any sort as intellectually abhorrent and morally reprehensible; values the benefits of cultural diversity and pledges to students, prospective students, and the public that it will defend pluralism in the academic community; and warmly welcomes all men and women of good will without regard to their race, religion, or ethnic background.

D. STATEMENT REQUIRED IN PUBLICATIONS AND FORMS. Federal regulations require the statement on nondiscrimination that is on page ii of this handbook to appear in each announcement, bulletin, catalog, or application form that is made available to employees, applicants for admission or employment, sources of referral of applicants for admission or employment, or professional organizations holding agreements with UI. It must also be included on any documents that are used in connection with the recruitment of students or employees. For use on materials that have severe limitations of space, a shortened version of the statement has been authorized; the Office of Employment Equity and Compliance or Publications Services can assist in determining the appropriate version to be used in particular circumstances.

E. ALLEGATION OF INEQUITY DUE TO DISCRIMINATION.

E-1. Any UI employee who believes that his or her salary is inequitable due to discrimination on the basis of race, color, national origin, religion, sex, age, disability, or status as a Vietnam-era veteran may request the affirmative action officer to conduct a salary equity review.

E-2. Any UI employee or student who believes that his or her treatment has in any way been inequitable due to discrimination on any of the bases named in A is encouraged to seek assistance from the affirmative action officer. See also 3220, 3840, 3860, 3880, and 6420.)

Version History

Amended October 2022. Editorial changes.

Amended July 2007. Editorial changes.

Amended July 2001. Editorial changes.

Amended July 2000. Editorial changes to E.

Amended July 1997. Editorial changes to A-1.

Amended February 1980. Subsection E originally dealt only with salary inequities and was enlarged to its present compass.

Adopted 1979.