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 UPPM 10.60)
WSU may offer opportunities to voluntary provide employee demographic information, where consistent with federal and state requirements. For more information:
- How to voluntarily update or add my own demographic information
- FAQ on why WSU provides opportunities to voluntarily submit data
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
- UPPM 60.02: Classification and Reclassification
- UPPM 60.12: Administrative Professional Salary Determination and Adjustment
- WSU Faculty Manual