Equal Opportunity and Affirmative Action

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Equal Opportunity Statement

Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Our Role in Equal Opportunity and Affirmative Action

The Equal Opportunity and Affirmative Action Department of the Office for Institutional Equity is responsible for preparing Duke’s three annual Affirmative Action Plans and for implementing and monitoring Duke’s policies on Equal Opportunity and Affirmative Action. These policies guide our institutional commitment to diversity and fairness regardless of age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status and prohibit discrimination in all employment transactions. Our primary role is to:

  • Develop and implement Duke's Affirmative Action Plans (AAPs)

  • Conduct federally mandated and internal analytics

  • Provide consultation services, education, and training

  • Serve as liaison between Duke and the federal and state agencies in areas of contract compliance, reporting, and regulatory matters

Affirmative Action Plans

Each year, the Equal Opportunity and Affirmative Action Department develops three Affirmative Action Plans (AAPs) not only in accordance with federal regulations, but also to serve as management tools. These Plans include those policies, practices, and procedures that reinforce and ensure our commitment to equal employment opportunity. In addition, these Plans describe Duke’s faculty and staff populations, population trends, and workforce analytics.

The process for developing the Plans allows us to engage in self-analysis and discover any barriers to equal employment opportunity at Duke. The Plans serve as a guide in monitoring progress and developing operational processes to enhance equal opportunity in all sectors of employment at Duke. The following are extracts from our most recent Plans:

The full versions of these publications are widely distributed and available for review by contacting Duke’s Office for Institutional Equity. A copy of each publication is also available within the reference section of the William R. Perkins Library. The publications are shared with managers and senior administrators.

Analytics

The Equal Opportunity and Affirmative Action Department maintains and regularly assesses data related to Duke’s employee populations, transactions, application process, and other activity. In addition, the Department keeps track of labor market demographics to help guide outreach and recruitment. While some of this information is used to produce our annual Affirmative Action Plans and for regular compliance reporting, our main goal in this domain is to transform demographic and transactional data into meaningful insights that drive Duke’s equity and diversity initiatives.

Throughout the year, we work to develop and update metrics, monitor trends, and deliver reports and presentations that outline general and Duke-related trends in transactions and composition as well as best practices.

Consultation, Education, and Training

Part of promoting a culture of inclusion and awareness at Duke is making sure that stakeholders have a valuable and reliable resource to turn to when questions relating to equal opportunity, affirmative action, or regulatory compliance arise. We provide consultation, education, and training across Duke that is often customized to particular situations that exist within particular entities. In addition, based on findings outlined within our annual Affirmative Action Plans as well as regular internal analytics, we proactively work to close any potential barriers to equal opportunity.

Federal and State Compliance, Reporting, and Regulatory Affairs

The Equal Opportunity and Affirmative Action Department is responsible for maintaining compliance with Federal and State equal opportunity and affirmative action laws. In addition, the Department manages regular reporting to these agencies and serves as Duke’s liaison for domain regulatory matters.

Leadership Support

Duke University and Duke Health are committed to affirmative action and fair employment. In our classrooms, clinics, laboratories, offices, and other workplaces, we believe in giving all employees the opportunity to succeed. Our commitment to principles of fairness and respect for all creates a climate that is safe, inclusive, and welcoming for all. We believe in the free and open exchange of ideas and understand that our differences are a source of strength that help foster new advances in education, research and patient care.

Each year we prepare and maintain an affirmative action program in accordance with federal regulations. The process of completing this plan gives us an opportunity to review our institutional policies and shine light onto areas where we have room for improvement in strengthening our commitments.

Since the adoption of Duke's first affirmative action program in 1970, we have made great progress toward making our community diverse and inclusive. However, there is still work to be done. We ask you to carefully review the documents released as part of this year's program, giving particular attention to issues that affect your area of responsibility. Please share the plan with your staff and encourage them to use the information as a tool to develop strategies for addressing equity issues. Our commitment to fostering a workplace in which all members are respected and valued is a fundamental principle of this university's mission, and to realize its full benefit, we all must make it our own personal commitment as well.

Vincent E. Price - President, Duke University

A. Eugene Washington - Chancellor of Health Affairs, President and CEO, Duke Health

February 2019