Frequently Asked Questions: Equal Opportunity and Affirmative Action

Yes. Vanderbilt is an EEO/AA employer and as such is committed to taking affirmative steps to ensure that its work force reflects the community in which it serves.

Vanderbilt University must comply with federal law including the provisions of Title IX of the Education Amendment of 1972, Section 503 and 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act and the Americans with Disabilities Act of 1990.

Each year Vanderbilt publishes an Affirmative Action Plan with goals and timetables for underutilized areas within our work force. Copies of the Affirmative Action Plan are available at the Equal Opportunity, Affirmative Action, and Disability Services Department (EAD).  You should also discuss whether you have a target or goal with the recruiter for your department prior to posting a position in your area.

Yes. You may contact Talent Management and Operations or the EAD for assistance with finding the sources that will reach a diverse population of individuals.

Vanderbilt policy prohibits discrimination on the basis of race, sex, religion, color, national or ethnic origin, age, disability, military service, sexual orientation or genetic information. The EAD is responsible for monitoring Vanderbilt’s compliance with this policy. Questions or concerns about alleged violations of the EEO/AA Policy should be directed to the EAD at 322-4705.

Yes. Federal Law and Vanderbilt policy require that persons with disabilities be provided reasonable accommodations to help them perform their job effectively if this can be done without undue hardship and if the person with the disability makes a request for an accommodation.