Administration and Resources
Statement on Hiring Policies
Federal law, state law, university
policy, and campus policy all govern our hiring actions at
Haas. State law prohibits any preference granted or burden
imposed on any individual on the basis of race, gender or
any other protected category in connection with a state government
action. As a branch of the state government, the University
of California, therefore, cannot grant any "plus
factor" for applicants for any jobs based on their race, gender or other protected
status. The Supreme Court of California, furthermore, has interpreted
the state law to require color-blindedness; by which they mean we should take
no personnel actions (other than when ordered by a court or the federal government)
that take account of an individual's race, gender or other protected status.
University and campus policy (and, in some cases, federal and state law) also
forbid discrimination on the basis of race, color, gender, sexual orientation,
religion, age (40 and above), national origin, ancestry, veteran's status,
physical or mental disability, pregnancy, or marital status.
We are also a recipient of federal assistance. Under the rules applicable to
federal contractors, we must take steps to ensure that applicant pools for
any positions are open to all without regard to gender, minority status or
veteran's status. This does not mandate any preference, however, so there
is no conflict with state law.
What it does require is that, where we have reason to believe that any such
group is under-represented among our employees in any classification, that
we take good faith steps to diversify the pool of those from whom applications
are being sought. In complying with its affirmative action obligations to the
federal government, the University has identified that all levels of instruction
do, in fact, demonstrate under-representation of women, and of African-Americans,
Hispanic Americans, and Native Americans.
Accordingly, we must make good faith efforts whenever a position within instructors'
ranks (from GSI to full professor) is vacant, to assure that we are providing
equal employment opportunities to all qualified, available candidates.
For instructional positions (from GSI to full professor), a strongly recommended
approach is to investigate the methods of seeking applications that we currently
are using, and revise them in order to assure we are not inadvertently excluding
anyone qualified, including members of the under-represented groups. Here are
examples of recommended approaches:
• Contact leaders in the relevant fields
to identify all potential qualified applicants for instructional positions from
all sources, including those from under-represented groups (that is, women, African-Americans,
Hispanic Americans, and Native Americans).
• Contact and advertise in multiple
associations in the academic field, including any that represent members from
under-represented groups. Use all relevant associations to identify as
many potential qualified candidates as possible.
• Contact potentially qualified instructional
candidates, including those from under-represented groups.
• Be
sure that the published advertisements state clearly that the Haas School
is an Equal Opportunity Employer that considers all qualified
candidates for a position regardless of the person’s
gender, minority, or veteran’s status.
However, we may not target advertising on the basis of gender,
minority status or veteran’s status. If, for instance,
we were to advertise exclusively in a magazine because of
the high readership of that magazine by a specific ethnic
group, we could be violating state law. We could advertise in such a magazine,
however, as part of our overall outreach efforts to obtain a diversified pool
of all qualified and available candidates.
Our affirmative action plan does not show under-representation based on gender
or minority status with regard to staff positions. Nevertheless, all hiring
at Haas must be free of discrimination, and those responsible for hiring should
inspect their practices to be sure this is the case.
In short: we strive to provide equal employment opportunities for every qualified
applicant at the Haas School of Business and I encourage everyone to make all
good faith efforts to assure that this is the case in fact as well as in theory.
--- Tom Campbell, Dean
Haas School of Business
