HR3000 - Equal Employment Opportunity/Affirmative Action

A.  Equal Employment Opportunity

Des Moines Area Community College is committed to the philosophy of equal employment opportunity, ensuring that employment decisions are made without regard to race, color, national origin, creed, religion, sex, sexual orientation, gender identity, age, disability, genetic information (in employment), actual or potential parental, family or marital status and, to the extent covered by law, veteran status.

The College provides equal employment and advancement opportunities for Regular employees in all personnel activities, including recruitment, hiring, transfer, promotion, reduction-in-force (layoff), reinstatement, compensation, benefits, training and education, tuition assistance, and social and recreational programs. Reasonable accommodations may be requested for religious observances and people living with disabilities.

DMACC also ensures equal employment opportunities for job applicants and Adjunct, Temporary, and Student employees.

B. Affirmative Action

The College will take affirmative actions to ensure a work environment and employment program free from discrimination. If members of racial/ethnic minority groups, women, men, or people living with disabilities are underrepresented in any job classification within the College’s Regular workforce, the College will implement affirmative measures in recruitment, appointment, assignment, and advancement of Regular employees and applicants for Regular employment, according to applicable laws.

II.  Procedure

A. The College will not engage in or permit legally prohibited discrimination against any person, group, or organization. This includes discrimination or harassment in its programs, activities, employment practices, or hiring practices based on race, color, national origin, creed, religion, sex, sexual orientation, gender identity, age, disability, genetic information (in employment), and actual or potential parental, family or marital status. Veteran status in educational programs, activities, employment practices, or admission procedures is also included to the extent covered by law.

Individuals who believe they have experienced discrimination may file a complaint using the College Discrimination Complaint Procedure (HR3010). Complaint forms are available in the deans’ offices, from the Judicial Officer, or the EEO/AA Officer in Human Resources. ADA questions and concerns may be directed to the Section 504/ADA Coordinator at 2006 S Ankeny Blvd, Bldg 6, Ankeny, IA 50023, phone 515/964-6857, dso@dmacc.edu. Title IX questions and concerns may be directed to the Title IX Coordinator at 2006 S Ankeny Blvd, Bldg 1, Ankeny, IA 50023, phone 515-964-6216, Title9@dmacc.edu. Questions or complaints about this procedure may be directed to the Director of the Office for Civil Rights, U.S. Department of Education, Cesar E. Chavez Memorial Building, 1244 Speer Boulevard, Suite 310, Denver, CO 80204-3582, Telephone: (303) 844-5695 FAX: (303) 844-4303, TDD 800-877-8339 Email: OCR.Denver@ed.gov.

B. The Executive Director of Human Resources is designated as the College EEO/AA Officer and is responsible for ensuring compliance with equal employment opportunity policies and procedures and effectively implementing affirmative actions.

C. An Affirmative Action Committee may be appointed to support the College’s affirmative action efforts.

D. The College will create an Affirmative Action Plan to guide its efforts in maintaining a nondiscriminatory employment program. This Plan will require Board approval and will be updated every two years.

1. College supervisors are responsible for demonstrating leadership in implementing the College’s Affirmative Action Plan and actively working towards its objectives.

2. All College employees are expected to demonstrate sensitivity and respect for their colleagues and commit to the College’s EEO/AA policies, procedures, and Affirmative Action Plan, both in spirit and action.

3. The Affirmative Action Plan will be maintained on file in Human Resources and is also available on the Human Resources website.

Nondiscrimination Statement

References:
Nondiscrimination Statement

Cross Reference:
CC106 - Equal Education Opportunity Policy

Nondiscrimination Statement

Adopted: October 1, 2002
Reviewed: Annually

Revised:
January 1, 2005

November 1, 2010

March 1, 2011

October 1, 2014

March 24, 2016

February 21, 2017

September 11, 2017

March 1, 2019

September 1, 2020

January 19, 2022

June 3, 2025