Affirmative Action & Title VI of the 1964 Civil Rights Act

Please visit the Affirmative Action web site should you need more information (visit).  The Director of Affirmative Action has an open door policy.

It is the objective of Austin Peay State University to provide men and women with educational opportunities to achieve their fullest potential, both as individuals and as members of society.  It is therefore imperative that artificial barriers t Achievement be eliminated and that the only limits placed on the potential of individuals be those of their own abilities.  The University is committed to a non- discriminatory philosophy that extends to all constituents.  In its educational activities, all are treated equally regardless of factors such as age, race, sex, sexual orientation or national origin.

 To ensure the realization of this goal and be supportive of its educational philosophy, the University has developed a plan for providing equal employment opportunity, as well as affirmative action for protected classes.  In order for this plan to be effective, management at all levels must make positive contributions to implementing it.  This affirmative action plan commits the University to comply with all pertinent legislation, regulations and executive orders in providing affirmative action, as well as equal employment opportunity, without regard to race, color, sex, religion, national origin, age, disability or status as a Vietnam Era or disabled veteran. 

 It is the intent of the University to comply fully with Executive Order 112246, as amended, the Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, the Vietnam Era Veterans Readjustment Act of 1974, as amended, the Equal Pay Act of 1963, as amended, the Age Discrimination in Employment Act of 1967, as amended, the Age Discrimination Act of 1975, the Pregnancy Discrimination Act, applicable state statutes and all regulations promulgated pursuant thereto, to promote and insure equal opportunity for all persons without regard to race, color, religion, sex, national origin, disability, age or status as a qualified disabled veteran or veteran of the Vietnam era.

It is the intent of the University that its campus will be free of harassment discrimination on the basis of sex, race, color, religion, national origin, age, or any other protected status and will comply fully with the anti-harassment provisions of Titles VI and VII of the Civil Rights Act of 1964, as amended, Title IX of the Education Amendments of 1972, as amended, the federal and state constitution, and all other applicable federal and state statutes.

Further, it is the intent of the University to comply fully with the equal employment opportunity, affirmative action, discrimination, and nepotism programs of the Tennessee Board of Regents (TBR).  Therefore, the TBR’s policies and guidelines relative to these matters as hereby referred to and made a part of this statement of University policy.

The University’s Affirmative Action Plan may be reviewed in the Felix G. Woodward Library during open hours.

Harassment Anti-discrimination Philosophy

In order to provide an environment on campus conducive to learning and working, the University is prepared to act against any sexual, racial or other forms of harassment discrimination.  Sexual and racial harassment are forms of discrimination prohibited by federal law.  For more information or instructions on how to report incidents of discrimination or harassment, see APSU Policy 5:003 or contact the Director of Affirmative Action at (931) 221-7178.

HARASSMENT – SEXUAL OR RACIAL RESOLUTION OF COMPLAINTS OF ISCRIMINATION (AND/OR HARASSMENT)

To provide fair and prompt consideration for all complaints of discrimination or harassment, the University has established a complaint resolution mechanism in accordance with the procedures set forth below. These procedures may be utilized by any employee, applicant for employment or student who believes he or she has been subjected to discrimination (including, but not limited to, sexual or racial harassment).  Former employees or students may file complaints concerning conduct which took place during the time of employment or enrollment provided the complaint is timely filed, and the conduct has a reasonable connection to the institution.

Stipulations

Any faculty member, student or staff found to have violated this guideline by engaging in behavior constituting sexual or racial harassment will be subject to disciplinary action which may include dismissal, expulsion or termination, or other appropriate sanction.

Sexual harassment and racial harassment have been held to constitute forms of discrimination prohibited by Title VI, Title VII of the Civil Rights Act of 1964, as amended and Title IX of the Educational Amendments of 1972. An institution or technology center may be held liable pursuant to Title VI or Title VII and/or lose federal funds pursuant to Title IX for failure to properly investigate and remedy claims of sexual or racial harassment.

Examples of Sexual Harassment

• Refusing to hire, promote, or granting or denying certain privileges because of acceptance or rejection of sexual behavior
• Promising a work-related benefit or a grade in return for sexual favors
• Suggestive or inappropriate communications, notes, letters, or other written materials displaying objects or pictures which are sexual in nature that would create hostile or offensive work or living environments
• Sexual innuendoes, comments, and remarks about a person's clothing, body or activities
• Suggestive or insulting sounds
• Whistling in a suggestive manner
• Humor and jokes about sex that denigrate men or women
• Sexual propositions invitations, or pressure for sexual activity
• Use in classroom of sexual jokes, stories, remarks or images in no way germane to the subject matter of the class
• Implied or overt sexual threats
• Suggestive or obscene gestures
• Patting, pinching, and other inappropriate touching
• Unnecessary touching or brushing against the body
• Attempted or actual kissing or fondling
• Coerced sexual intercourse
• Sexual assault - to be immediately reported to Campus Public Safety (931)-221-4848

Harassment Based on Race, Color or National Origin

• Any person's conduct which unreasonably interferes with an employee's or student's status or performance by creating an intimidating, hostile, or offensive working or educational environment.  Includes offensive or demeaning treatment of an individual, where such treatment is based on prejudiced stereotypes of a group to which that individual may belong.   It includes, but is not limited to:
  • Objectionable epithets,
  • Threatened or actual physical harm or abuse
  • Other intimidating or insulting conduct directed against the individual because   of his/her race, color, or national origin.
  • The University will take prompt action to prevent bigots from expressing their opinions in a way which abuses or offends their coworkers.

What is Title VI?

• “No person in the United States shall, on the ground of race, color or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance.”

The Tennessee Human Rights Commission

• • The Tennessee Human Rights Commission is the lead coordinating state agency for the monitoring and enforcement of Title VI of the 1964 Civil Rights.  This office provides:
    • Technical assistance to public and private agencies, and citizens
    • Educational outreach and training
    • Complaint investigation and resolution
    • Information resources
    • Guidance and review of Title VI implementation plans
    • Monitoring of agencies compliance and enforcement of Title VI
    • Advocacy for all citizens
  • This state agency is also charged with the responsibility of ensuring fair and equal treatment in employment, housing, and public accommodation for all Tennesseans without regard to race, color, religion, sex, age, or national origin.
  • For more detailed information, contact the Vice President for Legal Affairs and Strategic Planning who serves as the Title VI Coordinator.

  Important: Please visit the Office of Affirmative Action for more information about the mandatory Sexual Harassment and Title VI online trainings (visit).