Equal Employment Opportunity / Affirmative Action
The Human Resources Department supports the University of Wisconsin-Stout’s efforts to comply with both the letter and spirit of laws regarding equal opportunity and affirmative action.
The University of Wisconsin-Stout ensures active and positive implementation of federal, state, University of Wisconsin System, and local EEO/AA laws, executive orders, po`licies, guidelines, plans, rules and regulations in all aspects of employment and personnel activities and transactions of the university. The university is also committed to providing reasonable accommodations for qualified disabled individuals who are employees or applicants for employment, as well as protecting employees and students from sexual misconduct through educating, defining professional expectations, raising campus awareness, and identifying a mechanism for addressing complaints of harassment and discrimination.
The University of Wisconsin-Stout implements its Equal Employment Opportunity/Affirmative Action (EEO/AA) responsibilities according to federal, state, University of Wisconsin Systems, and local EEO/AA laws, executive orders, policies, guidelines, plans rules and regulations in all aspects of employment and personnel activities and transactions of the university.
UW-Stout is committed to nondiscrimination in its employment practices and to equal employment opportunity for all persons regardless of race, religion, creed, color, national origin, ancestry, age, sex, marital status, pregnancy, sexual orientation, use or nonuse of lawful products off the employer’s premises during nonworking hours, genetic testing, gender identity or expression, political affiliation, arrest or conviction record, physical disability, mental disability, veterans’ status or membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this state. Retaliation is also a form of discrimination and is therefore prohibited.
UW-Stout is committed to implementing affirmative action in order to overcome the effects of past discrimination and to provide equal employment opportunities. The university recognizes the need to take affirmative action where underutilization exists in certain job groups for racial/ethnic minorities, and females, in student, university staff, temporary, project, and/or unclassified positions.
The faculty and staff of the university, involved in shared governance decision making, will undertake good faith efforts for affirmative action and equal employment opportunity of all personnel actions in which individual faculty and staff participate in making recommendations and/or decisions.
UW-Stout prohibits harassment by supervisors or co-workers on the basis of race, religion, creed, color, national origin, ancestry, age, sex, marital status, pregnancy, sexual orientation, use or nonuse of lawful products off the employer’s premises during nonworking hours, genetic testing, gender identity or expression, political affiliation, arrest or conviction record, physical disability, mental disability, veterans’ status or membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this state.
UW-Stout will maintain an affirmative action office and director. The affirmative action director will serve as a resource for the affirmative action advisory committee and other institutional groups legitimately concerned with affirmative action. The affirmative action director will address the needs of both university staff and unclassified personnel.
Please see the full Equal Employment Opportunity/Affirmative Action Policy for detailed information.
We are Stout Proud
It is the policy of the University of Wisconsin-Stout to provide reasonable accommodations for qualified person with disabilities who are employees or applicants for employment. If you need assistance or accommodations to interview because of a disability (physical or mental impairment), please contact the Human Resources Office. Employment opportunities will not be denied to anyone because of the need to make reasonable accommodations to a person’s disability.Employees
An employee who believes he or she has a disability that requires accommodation is responsible for making the request. Such a request may be made to the employee’s supervisor/manager, department head, or the Human Resources Office. Upon making a request, the employee must complete the Reasonable Accommodation Request Form.
Submitting the Reasonable Accommodation Request Form sets in motion a collaborative, interactive process between the employee, supervisor/manager, department head, and/or Human Resources to determine whether, or to what extent, a reasonable accommodation will allow the employee to fulfill the essential functions of the job.Students
Accommodations for students with disabilities are handled by:
206 Bowman Hall
Mon-Fri 8:00 AM - 4:30 PM