Office of Equal Opportunity and Compliance

Access the Full Affirmative Action - Equal Opportunity Policy in the WCU Policy Library

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Purpose and Scope

West Chester University (WCU) is committed to providing leadership in extending equal opportunities to all individuals. Accordingly, the University will make every effort to provide these rights to all persons regardless of race, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, disability, and veteran status. This policy applies to all members of the University community including students, faculty, staff, and administrators. It also applies to all applicants for admission or employment and participants in University-sponsored activities.

To achieve our educational mission, WCU is committed to creating pluralistic learning communities. As an equal opportunity employer, we comply with federal and state laws and regulations, while demonstrating our commitment to equal opportunity for all persons and not discriminating on the basis of race, color, sex, pregnancy, gender identity or expression, sexual orientation, age, national origin, disability, religion, veteran status, genetic information, or legally protected statuses in all aspects of employment.

Policy Statement

It is a violation of policy for any member of the University community to discriminate against any other member of the University community on the basis of race, color, sex, pregnancy, gender identity or expression, sexual orientation, age, national origin, disability, religion, veteran status, genetic information, or legally protected statuses, or to take retaliatory action against an individual for reporting discriminatory conduct, opposing discriminatory actions, or participating in the complaint process, whether as a party or witness. Acts of retaliation shall constitute misconduct subject to disciplinary action and should be reported to the Director of Equal Opportunity and Compliance (EQOC).

All management and supervisory personnel are directed to adhere to this policy and to take positive, aggressive steps to ensure equal opportunities. Specifically, this means that management and supervisory personnel guard against unlawful discrimination in any personnel action, including but not limited to recruitment, appointment, promotion, training, separation, or terms of employment. Furthermore, management and supervisory personnel must take affirmative action to improve our utilization of those persons underrepresented.

Policy Framework

All managers and supervisors have responsibility for actively initiating this policy, which will include input into the development, implementation, and monitoring of the University’s Affirmative Action Plan and Equal Opportunity plans. Everyone at WCU is expected to help make affirmative action/equal opportunity a reality for all persons. The University will take all necessary steps to:

1. Recruit, hire, utilize, train, and promote for all job classifications without regard to race, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, disability, veteran status, or other protected class status.
2. Recruit and admit students without regard to race, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, disability, veteran status, or other protected class status.
3. Base decisions on selection, employment practices, employee utilization, job training, career mobility, promotion, program operations, and services provided so as to further the principles of equal opportunity/affirmative action.
4. Create and maintain a climate free from discrimination and harassment, including sexual harassment, of any individual.
5. Make every effort to increase the admission and employment opportunities for qualified persons with disabilities.
6. Assure that reasonable accommodation will be made for qualified individuals with disabilities.
7. Assure that in offering employment or promotion to persons with disabilities, no reduction in compensation, income, or other benefits would result because of disability status.

All members of the West Chester University community must work collectively to prevent discrimination or harassment by proactively engaging in training and educational opportunities to stay informed of University policies and protocols, as well as implementing initiatives to eliminate inequities and resolve issues that may occur. To this end, all employees serving on search committees must complete training with Human Resources and the Office of EQOC every two years. Supervisors should complete discrimination and harassment prevention training with the Office of EQOC every two years.

This policy is not intended to interfere with the protections afforded by law to freedom of speech. Additional information, including additional examples of what constitutes discrimination, is available from the Office of EQOC.

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