Equal Opportunity & Affirmative Action

EQUAL OPPORTUNITY AND RECRUITING

In accordance with System Policy 08.01 and 08.01.01 Civil Rights Protections and Compliance, Prairie View A&M University will provide equal opportunity to all employees, students, applicants for employment and admission, and the public regardless of race, color, sex, religion, national origin, age, disability, genetic information, veteran status, sexual orientation or gender identity. PVAMU is encouraged to develop and maintain programs to broaden potential candidate pools.

Prairie View A&M University must comply with A&M System; federal and state laws and regulations that prohibit discrimination in employment and ensure equal employment opportunity. As a recipient of federal grants and contracts, the university has an affirmative action program directed at achieving equal employment opportunity and the appropriate representation of minorities and women in the workforce.

Please refer to Texas A&M University System Regulation 33.99.01 Employment Practices for additional information.

EQUAL OPPORTUNITY

Title VII of the Civil Rights Act of 1964

Title VII, as amended and expanded by the Equal Employment Opportunity Act of 1972 and the Civil Rights Act of 1991, prohibits employers, unions and employment agencies from discriminating in employment on the basis of race color, religion, national origin and gender. Title VII also prohibits discrimination because of pregnancy, childbirth or related conditions. Employers are prohibited from illegal discrimination in hiring, firing, compensation or any terms, conditions or privileges of employment; nor can employers limit, segregate or classify employees or applicants by race, color, religion, gender, pregnancy or national origin in any way that would adversely impact employment status. Apprenticeship and training programs as covered by this Act.

• EEO is the Law Poster
• EEO is the Law Poster Supplemental
• EEO is the Law Poster Screen Reader

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AFFIRMATIVE ACTION

*Executive Order 11246

The Department of Labor, Office of Federal Contracts & Compliance (OFCCP) requires that all covered institutions take affirmative action to recruit, hire, and promote minorities and women. Compliance requires federal contractors and subcontractors to maintain records on applicant and employees as they pertain to regulatory requirements under Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act. As per the regulations under 41 CFR 60-1.12, contractors must maintain personnel or employment records for no less than two years from the date the decision was made.

• Affirmative Action Plan 2020
• Pay Transparency Non-Discrimination Notice
• DOL FAQs

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