Affirmative Action Policy

Furthermore, Hamilton is committed to ensuring equal opportunity and non-discrimination in all of its employment practices, without regard to age, gender or gender identity, race, color, national origin, sexual and affectional orientation/association, mental/physical disability, genetic information, military or veteran status, marital status, ethnic origin, religion, and any other characteristic protected by law. This commitment applies to College practices in hiring, supervision, promotion, and termination.

Roles & Responsibilities

The following administrators have oversight for ensuring that affirmative action procedures are followed:

1. 1. The Associate Dean of the Faculty for faculty members (see department chairs handbook for specific procedures);
   2. The Director of Human Resources for administration, staff, and maintenance and operations;
   3. The Executive Director to the President for College officers.

Additionally, the Executive Director to the President is responsible for handling perceived violations of the Affirmative Action Policy; if the perceived violation is related to a College officer, the Director of Human Resources is responsible. The Executive Director to the President, or the Director of Human Resources, will involve the President, as needed, in the adjudication process.

All Hamilton College employees who are involved in hiring, supervising, promoting, or terminating any College employee are responsible for upholding and promoting the College’s Affirmative Action Policy, and for ensuring an environment that is conducive to achieving a diverse workforce, including attention to working conditions, compensation, retention, and opportunities for advancement.

Process

The College has instituted certain affirmative action hiring procedures. Special attention will be paid to the following: definition of positions; advertising and other means of creating the widest pool of candidates; assessment during the search of the adequacy of representation in the pool; close attention to the decisions as to whom to interview; and substantial consideration of our objectives in the decision to offer the position.

Full-time faculty and College Officer positions will be nationally advertised, with the possibility of exceptions for (1) occasional continuation in visiting positions of leave replacement faculty and (2) when a diversity hiring opportunity arises within the federal categories listed above. When there is a vacancy that leads to an advertised search, the appropriate administrator will assist the hiring supervisor with seeking a diverse pool of candidates. He or she will also review the applicant pool to determine whether members of the protected categories listed above have been afforded thorough consideration, and to encourage additional consideration when appropriate. All searches require collection of affirmative action data for record-keeping and for assistance in diversity recruitment.

All position advertisements will include the language "Hamilton College is an affirmative action, equal opportunity employer and is committed to diversity in all areas of the campus community."

If a staffing reduction is necessary, the appropriate administrator will assist the relevant supervisor(s) with identifying the individuals to be affected.

Reporting

The Dean of the Faculty Office will present an annual report on hiring statistics for faculty members to the faculty and to the Executive Director to the President.

The Human Resources Office will present an annual report on hiring statistics for administrators, staff, and maintenance and operations to the Executive Director to the President.

Complaints

Any alleged violation of the College's Affirmative Action Policy will be taken seriously by the College. An employee with a complaint should contact the Executive Director to the President. (If the complaint involves a College officer, the Director of Human Resources will follow the process as outlined.) The following complaint process will be followed:

1. The Executive Director to the President will request a written complaint describing the nature of the alleged violation.
2. The Executive Director may request written responses from any individuals identified in the complainant's statement and must request a written response from any individuals charged with violating the policy.
3. Working with the Office of Human Resources, the Executive Director will collect further information from the relevant divisional officer and from other involved parties.
4. In the event that the Executive Director to the President believes that a violation has occurred and that the violation is of a magnitude to warrant disciplinary action, he or she will refer the findings to the appropriate senior administrator, who will, if he or she concurs, then invoke the appropriate disciplinary process. In addition, the Executive Director to the President and the appropriate senior administrator will ensure that appropriate corrective action is taken in support of the complainant.