Employment Equity and Data Evaluation

Equal Opportunity Statement

The Duke Equal Employment Opportunity Statement applies to both Duke University and Duke Health and is maintained and reviewed by Duke’s Office for Institutional Equity. This statement, or a link to it, must be incorporated in all job postings and job advertisements. Last reviewed: 5/7/2024.

Duke is an 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 (including pregnancy and pregnancy related conditions), sexual orientation, or military 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

The Employment Equity Group in the Office for Institutional Equity is responsible for:

• Preparing Duke's Affirmative Action Plans (AAPs) and Equal Employment Opportunity reports (EEOs);
• Implementing Duke’s policies on Equal Opportunity and Affirmative Action related to pay discrimination and prejudicial promotion practices, including performing assessments;
• Conducting federally mandated and internal EEO data analytics;
  • Our EEO reporting form for academic positions is crucial to this effort
• Providing consultation services, education, and training;
• Serving as liaison between Duke and governmental agencies in areas of employment equity reporting and regulatory matters.

Affirmative Action Plans

Each year, the Office for Institutional Equity develops Affirmative Action Plans (AAPs) not only in accordance with federal regulations, but also to serve as management tools when assessing the efficacy of DEI initiatives as well as hiring and promotion practices. 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 and to encourage the advancement of diverse hiring and promotion practices. The Plans also serves as a guide in monitoring progress and developing operational processes to enhance equal opportunity in all sectors of employment at Duke.

Annual Affirmative Action Plans are available through Duke Box. Please know that the Plan documents are confidential and are available only to designated managers and senior administrators. The following plans are available for review:

Duke University - Executive Order 11246 Plans

Duke Health - Executive Order 11246 Plans

VEVRAA and Section 503 of the Rehabilitation Act Plans

• Duke University & Duke Health Affirmative Action Plan for Veterans and Individuals with Disabilities

The following are extracts from the 2019 Plans:

• Duke University AAP Executive Summary - 2019

• Duke Health AAP Executive Summary - 2019

• Duke AAP for Veterans and Individuals with Disabilities – 2019

The full versions of these publications are available for review by contacting Duke’s Office for Institutional Equity.

Equitable Hiring and Promotion Practices

Consultation, Education, and Training

Part of promoting a culture of inclusion and awareness at Duke includes assuring that stakeholders have a valuable and reliable resource for resolving questions related to employment equity and regulatory compliance. We provide consultation, education, and training across Duke that can be customized to specific 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 and to help departments understand how the AAP can be a useful tool to support diversity in their hiring and promotion practices.

Federal and State Compliance, Reporting, and Regulatory Affairs

The Office for Institutional Equity is responsible for maintaining compliance with Federal and State equal opportunity and affirmative action laws. In addition, OIE manages regular reporting to these agencies and serves as Duke’s liaison for regulatory matters.

Data Analytics

The Office for Institutional Equity maintains and regularly assesses data related to Duke’s employee populations, transactions, application process, and other activity. In addition, OIE tracks 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 is to transform demographic and transactional data into meaningful insights that drive Duke’s equity and diversity initiatives.

Throughout the year, OIE works to develop and update metrics, monitor trends, and deliver reports and presentations that outline general, departmental, and Duke-related trends in composition as well as best practices. In an effort to assess relevant data to instruct DEI plans, OIE can work with departmental leadership and provide aggregate data that will be instrumental in the creation and implementation of such initiatives. As such, OIE will provide and analyze relevant aggregate data with administrators and leadership of official Duke entities with a legitimate need to know. Though personally identifiable information will not be shared, we will review pertinent thematic data that can inform initiatives.

Leadership Support

Duke University and Duke Health are committed to employment equity. 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 Plan 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 Plan 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