Merit assessed by clearly defined, job-related criteria ensures that the best applicant is selected for the job, access for all academic and general staff to training and development, flexible working arrangements that meet the needs of all general and academic staff and create a productive workplace, grievance handling procedures that are accessible to all academic and general staff and deal with workplace complaints promptly, confidentially and fairly, communication processes to give employees access to information and allow their views to be heard, management decisions being made without bias, no unlawful discrimination or harassment in the workplace, and respect for the social and cultural backgrounds of all staff and students. There is also a clear connection between EEO and university access and equity programs. Eliminating discrimination Discrimination is treating someone unfairly or harassing them because they belong to a particular group. This is the law in most cases. Both direct and indirect discrimination are against the law.
Direct discrimination means treatment that is obviously unfair or unequal.
For example, if an employer won't hire someone just because they are a woman this is likely to be direct sex discrimination. Indirect discrimination means having a requirement that is the same for everyone but has an effect or result that is unfair to particular groups. For example, not considering an employee's overseas skills and training when determining his or her level of pay can constitute indirect race discrimination. It is the responsibility of every university employee to help prevent unlawful discrimination in their workplace. You may also be asked to complete EEO surveys.