The University of Iowa

Office of Equal Opportunity and Diversity

Policy Statement

The University of Iowa, among the first public universities in the United States to admit women and minorities as students, has long been committed to the principle of equality of opportunity for minority group members and women. Many have recognized that societal barriers have tended to discourage or preclude minority group members and women from participating fully in the opportunities presented by American life. Since the resulting failure to include minorities and women prevails, affirmative action must take place in all aspects of the University's, programs and practices to achieve the goal.

The purpose of the Affirmative Action Program is to reaffirm The University of Iowa's policy of equal employment opportunity and to ensure that recruitment, appointment, and promotion of persons in all job classifications occur without discrimination on the basis of race, national origin, color, religion, age, disability, sex (except where sex is a bona fide occupational qualification), or status as a Vietnam-era veteran or disabled veteran. The University of Iowa's Human Rights Policy also set forth the University's commitment to nondiscrimination on the basis of associational or affectional preference. Federal regulations require affirmative action on behalf of minority group members, women, disabled persons, disabled veterans, and veterans of the Vietnam-era. All personnel decisions with respect to recruitment, selection, compensation, benefits, promotions, transfers, layoffs, return from layoffs, training, and education are included under the University's equal employment opportunity policies and affirmative action program.


The ultimate responsibility for equal employment opportunity and affirmative action at the University of Iowa lies with the Iowa State Board of Regents and the President of the University. Implementation and day-to-day administration of the policies are responsibilities of the Assistant to the President and Director of Affirmative Action; the Associate Vice President for Finance and University Services; the Associate Provost, Faculty Personnel and Development; and the Associate Vice President for Health Professions Education. Goals and objectives are attained, however, through the full cooperation, support, and good faith of all deans, directors, departmental executive officers, supervisors, and other responsibilities for personnel decisions.