Employment Opportunities

Important Update

On January 21, 2025, Executive Order 11246 was revoked via an executive order. WSU has updated its Equal Employment Opportunity Policy (UPPM 10.55) and is awaiting further guidance from the U.S. Attorney General and Secretary of Education. In the interim, online information is subject to change.

Commitment to Employment Opportunities

Washington State University prohibits discrimination in employment policies and practices based on categories protected by federal and state law and regulations. WSU does:

Draw pools of qualified candidates for all employment openings;
Select the most qualified candidates for employment; and
Retain employees through programs and services that reflect WSU’s commitment to opportunity, mentorship, professional development, and social engagement.

Compliance and Civil Rights (CCR) carries out monitoring activities to ensure WSU is in compliance with state and federal equal employment opportunity laws. CCR is responsible for:

Reports and plans required by federal law;
Addressing allegations of discrimination and harassment on the basis of membership in a protected class, through investigation and, where possible, voluntary resolution. (See Executive Policy 15.)

How do I add or update my Self-ID of Employee Demographic Information?

Why am I being asked to input my demographic data into Workday? What happens to that information?

Outreach and Recruitment

Managers, supervisors, and units can:

Assess and adjust their outreach to ensure qualified candidates are reached and
Deliver programs designed to foster recruitment and retention of qualified employees.

Faculty and staff responsible for outreach and recruitment activities can consult with WSU Human Resource Services (HRS), which provides tools and best practices.

Outreach Considerations

Are you reaching sufficient qualified candidates?
Work with Human Resource Services to develop a recruitment plan to ensure outreach is far-reaching and successful.
Post jobs on multiple platforms

Recruitment Considerations

Are all candidates being fairly considered? Are your review standards consistent and linked to the requirements of the position?
Require search committee members to recruitment trainings
Visit HRS’s website for a Recruitment Toolkit

Retention Considerations

Does your department have a lot of employee turnover? Do employees feel like they belong?
Consider the needs of your employees and deliver programs that make them feel supported at WSU and in your department
Train, promote, and compensate people without regard to membership in a protected class
Regularly conduct reviews for pay fairness
Ensure that personnel actions (discipline, transfers, layoffs, etc.) are administered without regard to membership in a protected class
For more information, see
- HRS’s resources for managers, including employee recognition and learning & development
- BPPM 60.02: Classification and Reclassification
- BPPM 60.12: Administrative Professional Salary Determination and Adjustment
- WSU Faculty Manual