The Office of Equal Opportunity Services (EOS) is the EEO Office for The University of Texas at San Antonio. EOS actively promotes equal opportunity for students, faculty, staff and visitors at UTSA.
EOS provides these services:
The EOS Complaint Process and complaint form are available here.
Discrimination and unlawful harassment cannot be tolerated in a community of learning and opportunity.The University of Texas at San Antonio is dedicated to the teaching and learning environment free of discrimination and harassment.
Equal Opportunity refers to the employment practices that ensure non-discrimination on the basis of race, age, color, sex, national origin, religion, disability and other protected categories as listed in Title VII of the Civil Rights Act of 1964.
Affirmative action is a non-discriminatory effort to promote equal opportunity, fairness and accessibility in employment and academic efforts and endeavors to achieve this by broadening the outreach efforts to attract minorities and women.
A policy or a plan designed to ensure and seek to maintain non-discriminatory actions through established measures to ensure equal opportunity in employment and education and identify areas of underutilized employment of women or minorities and to use this information in recruitment outreach for women and minorities.
Federal law (41 CFR 60-2.10) describes an affirmative action program as "A set of specific and result-oriented procedures to which a contractor commits itself to apply every good faith effort. The objective of these procedures and efforts is equal employment opportunity. Procedures without effort to make them work are meaningless; and effort, undirected by specific and meaningful procedures, is inadequate. An acceptable affirmative action program must include an analysis of areas within which the contractor is deficient in the utilization of minority groups and women, and further, goals and timetables to which the contractor's good faith efforts must be directed to correct the deficiencies and, thus to achieve prompt and full utilization of minorities and women, at all levels and in all segments of its work force where deficiencies exist."
In accordance with current state and federal guidelines as defined by the Office of Federal Contract Compliance Programs (OFCCP) and the State of Texas, The University shall report annually the results of its Affirmative Action Compliance Plan in a written Affirmative Action Plan [41 CFR 60-1.40(a)].
Basic components consist of (in relation to external labor pools):
Specific efforts are undertaken by the university to ensure that campus community members who have equal ability and equal access should have equal opportunities as guided by affirmative action.
It is the policy of The University of Texas at San Antonio to provide an educational and working environment that provides equal opportunity to all members of the university community. In accordance with federal and state law, the university prohibits unlawful discrimination on the basis of race, color, sex, religion, national origin, age, disability, citizenship, and veteran status. Sexual Misconduct and Sexual Harassment in any form will not be tolerated and individuals who engage in such conduct will be subject to disciplinary action. Discrimination on the basis of sexual orientation is also prohibited pursuant to university policy.
Discrimination, including harassment, is defined as conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education on account of race, color, sex, religion, national origin, age, disability, citizenship, veteran status or sexual orientation.
Harassment, as a form of discrimination, is defined as verbal or physical conduct that is directed at an individual or group because of race, color, sex, religion, national origin, age, disability, citizenship, veteran status or sexual orientation when such conduct is sufficiently severe, pervasive or persistent so as to have the purpose or effect of interfering with an individual's or group's academic or work performance; or of creating a hostile academic or work environment. Constitutionally protected expression cannot be considered harassment under this policy.
Harassment is a form of discrimination. Harassment is verbal or physical conduct directed at an individual (or group) because of his/her protected class when the conduct is sufficiently severe and pervasive to interfere with the individuals academic or work performance or to create a hostile academic or work environment.
Under university policy (HOP 9.1), constitutionally protected expression cannot be considered harassment.
Sexual Harassment is harassment based on sex. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature when:
Sexual Misconduct includes unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature directed toward another individual that does not rise to the level of sexual harassment but is unprofessional and inappropriate for the workplace or classroom. (See HOP 9.24.)
Examples of behavior that could be considered sexual misconduct or sexual harassment include but are not limited to:
Constitutionally protected expression cannot be considered harassment under HOP 9.24.
EOS will contact inform the responding party of the complaint and the university's complaint resolution options and process. The responding party will be given the opportunity to respond to the allegations contained in the complaint. A fair and impartial investigation will be conducted by the EO investigators as designated by the university policy towards resolution and/or discipline.
EOS provides service to students, faculty, staff and visitors of UTSA and as such, anyone who is made aware of a discrimination or sexual harassment complaint should refer the complaining party to the EOS office. Individuals who feel they have been discriminated against or harassed, and or are uncertain as to whether what they experienced is discrimination or harassment, and/or want information as to their options in dealing with harassment and discrimination should be referred to EOS.
If you are a supervisor who is made aware of such a complaint, you must inform EOS of the complaint immediately. Supervisors should not make a determination on their own of what constitutes sexual harassment or discrimination. Complaints regarding students can be referred to Student Conduct and Community Standards or the EOS office.
Retaliation is prohibited by law and university policy. Once a complaint has been filed with the EOS office, the complainant has engaged in a protective activity and they are protected against retaliation. Protection against retaliation is also extended to all individuals who participate in an EOS investigation.
The Office of Equal Opportunity Services (EOS) functions as the EEO Office responsible for monitoring and coordinating the faculty recruitment process for the purpose of compliance with search procedures, university policies, and legal regulatory requirements. EOS further provides guidance to ensure that the University's goal of identifying, recruiting and retaining highly qualified, talented, and diverse faculty, including women, members of underrepresented groups, veterans, and individuals with disabilities for positions in all academic fields is achieved.
The Office of Equal Opportunity Services and the Office of the Provost work together to assist the Deans and Academic Departments during faculty searches by providing training, responding to questions related to the Faculty Recruitment guidelines, and serving as a resource on other issues that may arise during the recruitment process. It is critical that search committees follow EEO guidelines as well as university processes and procedures to ensure successful searches.
Our collaborative efforts also include assisting search committees to expedite their search process while ensuring compliance to guidelines so they may have a competitive advantage in identifying and selecting outstanding new faculty for their colleges and departments. By working together we all stand to reap the benefits our new colleagues will bring to our campus as we strive to reach the university’s goal of becoming a premier research institution.
Vice Provost for Academic and Faculty Support
Jenny De Los Santos, Senior Management Analyst
Email address: email@example.com
Office Phone: (210) 458-2898
Office of Equal Opportunity Services
Suzanne Patrick, EOS Director
Email address: EOS.Office@utsa.edu
Office phone: (210) 458-4120
Where can I learn about the official UTSA regulations governing non-discrimination?
UTSA Handbook of Operating Procedures (HOP) Section 9.1
If I have a conflict with a co-worker and it is not sexual in nature, where can I seek assistance?
UTSA Employee Relations in the Human Resources Department: http://www.utsa.edu/hr/EmployeeRelations/
Are services provided by UTSA to help employees with mental and psychological concerns?
Employee Assistance Program (EAP): http://www.utsa.edu/hr/EmployeeRelations/eapinfo.html
Where can I go for confidential counseling to help me deal with personnel problems?
UTSA Counseling Services: http://www.utsa.edu/counsel/
Staff and Faculty:
Employee Assistance Program: http://www.utsa.edu/hr/EmployeeRelations/eapinfo.html
If I have a disability, who should I contact about receiving accommodations?
Office of Disability Services: http://www.utsa.edu/disability/
Staff and Faculty:
UTSA Employee Relations: http://www.utsa.edu/hr/EmployeeRelations/ADA.html
What is the Student Ombudsman?
The Student Ombudsperson in the Office of the Vice President for Student Affairs offers confidential services to all students in a welcoming and safe environment and communicates with various representatives and offices to respond to and help resolve concerns in a timely manner.
For more information: http://utsa.edu/students/ombudsperson/
What types of discrimination and harassment training is offered?
The university will periodically educate and train employees and supervisors regarding the policy and conduct that could constitute a violation of the policy. In accordance with Texas Labor Code 21.010, all UTSA employees, including faculty, are required to complete discrimination training including sexual harassment no later than the 30th day after the date the employee is hired and shall complete supplemental training every two years. The employee is required to acknowledge a statement verifying completion of the training program. The acknowledged statement will be made part of the training records of the university. (HOP) Section 9.1 and Section 9.24
Contact the UTSA Training and Development Office in Human Resources for more information on discrimination and sexual harassment training.