Equal Employment Opportunity (“EEO”)
Affirmative Action Program (“AAP”)
Reaffirmation of policy: It is the intention of Bryant University (“Bryant”) to make all efforts reasonably possible to live up to its EEO Policy and the commitments made in its AAP. The Program has been prepared to accurately reflect Bryant’s current status, its actions to date, and its intentions for the future.
Overall responsibility for fulfillment of the EEO Policy and the AAP is assigned to the Associate Vice President for Human Resources. The Associate Vice President will periodically conduct analyses of all personnel actions to ensure that Bryant is living up to its stated intentions. The management of Bryant is responsible for the ongoing monitoring of all personnel actions in their respective areas of supervision and will carry out the intentions of the EEO Policy and the University’s AAP to the fullest extent possible.
Bryant has established employment policies and practices that are non-discriminatory and are solely based upon factors that are job-related. Factors such as an individual’s race, color, religion, sex, sexual preference or orientation, gender identity or expression, national origin, age, ethnicity, disability, veteran or marital status are not job-related and play no part in Bryant’s employment practices. Bryant’s AAP is designed and established in order to promote affirmative action and provide equal employment opportunity, and to provide guidance to management with respect to Bryant’s commitment to the full implementation of its EEO policy. The AAP is further designed to monitor and report on all related procedures, including but not limited to:
- recruiting, hiring, training, promoting, and transferring applicants and employees in job classifications without discrimination;
- basing decisions on employment so as to further the principle of equal employment opportunity;
- ensuring that no employee or applicant for employment is subject to harassment, intimidation, threats, coercion or discrimination for filing a complaint or assisting in an investigation, compliance review, or hearing related to any law requiring equal opportunity for covered individuals;
- ensuring that promotion and transfer decisions are in accord with principles of equal employment opportunity by imposing only valid, job-related requirements for such opportunities; and
- ensuring that all other personnel actions, such as compensation, benefits, transfers, layoffs, return from layoffs, company-sponsored training and educational assistance and social and recreational programs will be administered without discrimination.
Bryant does, and will continue to, provide all applicants for employment and all employees with equal opportunity for employment and promotion regardless of race, color, religion, sex, sexual preference or orientation, gender identity or expression, national origin, age, ethnicity, disability, veteran or marital status. This commitment to equal employment opportunity includes all other personnel actions, such as, transfers, disciplinary actions and procedures, layoffs, Bryant-sponsored training, social and recreational programs or activities, rates of pay, educational assistance (tuition reimbursement), and all other conditions of employment. Management at all levels will abide by federally mandated regulations in incorporating affirmative action into its procedures. There will be a good faith effort to increase the consideration, promotion, hiring, and effective utilization of minorities and females in all job categories and organizational units/departments in accordance with the goals set forth in the University’s AAP. Minorities and females are encouraged to take the fullest advantage of the opportunities available at Bryant. Bryant intends to fulfill the spirit of equal employment opportunity and affirmative action by ensuring that its relationships with prospective and present employees are open and free from bias.
The complete EEO Policy/AAP is on file with the Human Resources Department.