At Austin Peay State University, affirmative action is a responsibility shared by all members of the university community.  Faculty members are critical partners in fulfilling the University’s objectives. 

Affirmative Action is the commitment at the highest level of administration in any university to results-oriented policies, procedures and “good faith effort” to increase representation in areas where there is, or traditionally has been, under-representation and to ensure an environment free of discrimination and harassment.  Affirmative Action is demonstrated, not only through the implementation and utilization of policies and procedures but also in genuine involvement in actions/efforts that manifest progress toward established goals.  Affirmative Action requires ongoing outreach, recruitment, hiring of qualified applicants, adequate/appropriate training and daily coaching and development of all personnel.  The review, analysis and correction of detrimental patterns and practices are critical requirements of affirmative action. The outcome of the Affirmative Action process is Equal Employment Opportunity, diversity and inclusive practices in the institutional environment. 

While the legal issues surrounding affirmative action in admissions and financial aid are unique to higher education, the regulations concerning affirmative action in employment apply to colleges and universities just as to other federal contractors.   

The primary regulatory instrument is Executive Order 11246, issued by President Johnson in 1965, which requires that contractors take affirmative action to ensure applicants are employed, and employees are treated equally during employment.  This order subsequently was amended by four additional orders, with Executive Order 11375 adding “sex” to the protected classes in 1967.  Universities receiving federal funds must adhere to these executive orders and their guidelines.  

Affirmative action program percentage goals are revised annually.  The goals are revised as the population and representation of specific groups increase or decrease and progress is made or not made toward goals.  Current standards for affirmative action were recommended in the late 60s to the Nixon Administration by a group of 350 large corporations.  These recommendations, accepted by President Nixon and implemented by Secretary of Labor George Schultz, included the “management-by-objectives” concepts of employment goals and timetables.  Setting goals and timetables for minority and female participation is a way of measuring progress and focusing on potential discrimination.  The American Association of University Professors (AAUP) notes in its publication that, “A goal is nothing more or less than an expectation of what an institution has reason to suppose will result under conditions of nondiscrimination. ...Goals serve as a useful monitoring device consistent with the principle of non-discrimination and the rights of the individuals.” 

In July of each year, Austin Peay submits to the Tennessee Board of Regents (TBR) The Personnel Plan for Desegregation and Affirmative Action.  The introduction to this report states that the overall responsibility for achieving the affirmative action and Geier objectives  is one for which TBR “expects unequivocal institutional accountability.” 

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