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 to 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 DISCRIMINATION (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.
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
Harassment Based on Race, Color or National Origin
What is Title VI?
The Tennessee Human Rights Commission
Important: Please visit the Office of Affirmative Action for more information about the mandatory Sexual Harassment and Title VI online trainings (visit).