The University of Pennsylvania’s special character is reflected in the diversity of the Penn community. Diversity is prized at Penn as a central component of its mission and helps create an educational and working environment that best supports the University’s commitment to excellence in teaching, research, and scholarship. We seek talented faculty, students, and staff who will constitute a vibrant community that draws on the strength that comes with a substantive institutional commitment to diversity along dimensions of race, ethnicity, gender, sexual orientation, age, religion, disability, veteran status, interests, perspectives, and socioeconomic status.
Grounded in equal opportunity, nondiscrimination, and affirmative action, Penn’s robust commitment to diversity is fundamental to the University’s mission of advancing knowledge, educating leaders for all sectors of society, and public service. The University of Pennsylvania prohibits unlawful discrimination based on race, color, sex, sexual orientation, gender identity, religion, creed, national or ethnic origin, citizenship status, age, disability, veteran status, or any other legally protected class.
Penn is committed to ensuring that its academic, social, recreational programs and services as well as opportunities for admission and employment are available on an equitable and nondiscriminatory basis without regard to an individual’s legally protected class status. Penn also has written affirmative action programs to address any underrepresentation of women, minorities, people with disabilities, and qualified covered veterans. The Office of Affirmative Action and Equal Opportunity Programs, in collaboration with the Division of Human Resources and the Office of the Provost, oversees the implementation and administration of the University’s equal opportunity, affirmative action, and nondiscrimination policies and programs.
All faculty personnel actions will be in accordance with this policy. Questions about this policy as it pertains to faculty hiring, promotions, or terminations and/or questions about best practices in this area should be directed to the Office of the Vice Provost for Faculty, firstname.lastname@example.org.
EXECUTIVE DIRECTOR OF THE OFFICE OF AFFIRMATIVE ACTION AND EQUAL OPPORTUNITY PROGRAMS
Ultimate responsibility for the University’s affirmative action program rests with the Trustees and the President. However, the Executive Director of the Office of Affirmative Action and Equal Opportunity Programs (OAA/EOP) has been designated as the executive responsible for coordinating the University’s equal opportunity programs. With the advice of the Executive Director of OAA/EOP, the Vice Provost for Faculty makes and officially promulgates affirmative action policies for the academic staff.
VICE PROVOST FOR FACULTY
Working in close cooperation with the Executive Director of OAA/EOP, the Deans, and representatives of the Schools, the Vice Provost has primary responsibility for affirmative action/equal opportunity programs for the faculty. Within each Penn School, “Diversity Search Advisors,” are tasked with oversight of faculty searches and implementation of policies and best practices relating to faculty searches.
DIVERSITY SEARCH ADVISORS
In each of the University’s twelve Schools, one or more Diversity Search Advisors are selected by the Dean to monitor equal opportunity compliance in the faculty appointment and promotion processes within the School. These officers are tenured or senior clinician-educator faculty member(s). Each fall the Dean will forward the name(s) of the Diversity Search Advisor(s) to the Vice Provost by September 1. The Diversity Search Advisor(s) may be given released time from some other duties or other forms of compensation in order to serve in this capacity. It is recommended that they serve for at least two years of service. The Diversity Search Advisor’s responsibilities include:
In the faculty appointment and promotion processes, substantive decisions on academic merit and staffing needs are the responsibility of the faculty of the appointing Department, the School personnel committee, the Deans and the Provost. If the Diversity Search Advisor perceives a problem with the procedures proposed for a faculty search or in reviewing the equal opportunity compliance form and accompanying documentation, the advisor should first attempt to address these issues with the participating faculty members. If, after consulting with the participating faculty members, the advisor continues to believe that an issue exists, he or she should notify the Department Chair or the Dean. If the problem is not resolved readily by the provision of further documentation or explanations on the part of the Department Chair, the Dean should mediate and assist in the matter and the problem should be brought to the attention of the Vice Provost for Faculty.
Formal searches are required for all new appointments to the academic staff. A national search is required for positions in the Standing, Standing CE, and Research Faculty. National search posting requirements include placing an ad in at least two locations likely to reach a national audience. An ad on Penn’s faculty recruitment web site does not count as one of the ads. In addition, efforts to attract candidates that contribute to diversity among the faculty should be demonstrated. The duration of the posting is at least 30 days.
Associated Faculty positions other than Research Faculty on the academic staff of the University must be posted on either the Penn or a dedicated school website and an outside site for at least thirty days.
The following positions on the academic support staff need only be posted for fourteen days either on the Penn or a dedicate school website:
There is no formal requirement for a time period that must elapse between the expiration of a position posting and the start of an appointment. It is expected, however, that search committees fully review and consider all applicants submitting materials during the posting period.
An appointment should never be based upon a search that was made two years or more in the past.
A position advertisement should specify the subfield if appropriate, desired qualifications, and faculty rank and track. Advertisements may specify one of two possible sentences relating to Penn’s equal opportunity obligations as a federal contractor:
REVISED STATEMENTS FOR JOB ADVERTISEMENTS/POSTINGS
In certain circumstances, the Office of the Provost can waive a formal search. A formal written request for a waiver of search must be submitted by the Department Chair to the Office of the Vice Provost for Faculty. This request must include a letter supporting the request that details the grounds and facts supporting the request, and the candidate’s current curriculum vitae. Written approval of the waiver of the search will be forwarded to the Department Chair. Grounds for waiver include:
Departments are required to retain written records of data concerning candidates, and of all applications and supplementary material received from applicants for all full-time and part-time faculty posts, for three years after a position has been filled. This applies to records of both successful and unsuccessful applicants.
A formal search is not required for promotions. However, full and fair consideration must be given to all individuals in the same rank and years of service in the Department. Wherever there are several candidates of the same rank and equal time of service, the department is required to justify the choice of the candidate proposed for promotion.
TERMINATION OF APPOINTMENT IN THE STANDING FACULTY OR STANDING FACULTY CLINICIAN-EDUCATOR
If a Department initiates the termination, it must be shown that full and fair consideration was given to the faculty member’s qualifications as compared with all others in the same rank or promoted/reappointed during the last three years.
Access to the online equal opportunity compliance form is granted to approved users at the department and School levels including chairpersons, Deans and DSAs. It is the School’s responsibility to identify the users and coordinate training and access with the Vice Provost for Faculty.
The concept of race as used by the Office of Federal Contract Compliance Programs (O.F.C.C.P.) and the Equal Employment Opportunity Commission (E.E.O.C.) does not denote clear-cut scientific definitions of anthropological origins. Current recordkeeping requirements request faculty and staff to first identify themselves as to whether they are ethnically Hispanic/Latino, and then, to identify themselves racially from the list below. Hispanic/Latino is defined as a person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race. This does not include persons of Portuguese descent or persons from Central or South American who are not of Spanish origin or culture.