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University of Kansas: Office of Institutional Opportunity and Access


Phil Peterson

on 11 March 2014

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Transcript of University of Kansas: Office of Institutional Opportunity and Access

Office of Institutional Opportunity and Access
Case Study
What Do You Think?
Follow these simple directions
Kansas University's
Jane McQueeny- Executive Director

Jamie Simpson- Director of Accessibility and ADA Education

Steve Steinhilber- Investigator

Jennifer Brooks- Investigator

For More Information Visit:

Manager's Responsibility
* Maintain environment free from discrimination and harassment

* Immediately notify and report

* Make a Written Report of Discrimination to IOA

*Cooperate with any investigation

Jane Jones
Administrative Support Staff
Sue Supervisor
Jane Jones Information:
*Skills, *No knowledge of industry, *Jane said “fast learner," *Told #1 job responsibility was annual conference, *6-8 weeks prior to conference extremely busy, *Jane is hired and soon thereafter reveals pregnant, *Baby due 3 months before conference, *8 week maternity leave=back 4 weeks before conference, *Jane assures Sue she will work at home if she has to, *Jane not learning industry “embarrassing ignorance," *Sue documents weak performance and fires her
* Should they have hired Jane?

* Could they fire Jane as soon as the found out she was pregnant?

* What were some of the key issues that could have been covered in the interview?

* What is a response when someone says “I’m a fast learner”?
Outcome Continued...

* Spell out the job requirements
- Industry knowledge
- Organization of the conference

* Documentation was the key to the positive resolution of this case

* Time Test—30 seconds

*Three groups
- One paper and pens
- One no aids
- One group observers

* What do the observers think?
* Who has the greater accuracy in recording what they saw?
* Which group has the greater accuracy-
- An hour later?
- Six months later?
- A year later?

* IOA shall measure effectiveness of program

* Keep records of job offers, hiring, promotions, resignations, discharges, layoffs and trainings

* Good faith efforts to recruit
What is Sexual Discrimination?
A supervisor asks a female security officer to work overtime. The supervisor states that it is because they are short of staff. The security officer is female and notices that the on duty male was not asked to work overtime.

Types of Sexual
* Severe and Pervasive
* Offensive- both subjective and objective
Quid Pro Quo
* In exchange for sexual favors the supervisor grants the employee favorable job benefits

What is Discrimination/Harassment?
* A counselor circulates jokes about dumb blondes to others in the office.
 * An interviewer asks an older male if he is on social security 
* A boss asks a subordinate if she is dating anyone.  

What are the different types of discrimination?
The University of Kansas Non-Discrimination Policy
Prohibited types of discrimination:

Sexual orientation
Parental Status
Gender Identity
Gender Expression

National Origin
Veteran Status
Genetic Information
The Laws that Guide KU Nondiscrimination Policy
Titles VII and VI of the Civil Rights Act of 1964

The Age Discrimination in Employment Act of 1967

The Age Discrimination Act of 1975

Executive Order 11246

Title IX of the Education Amendments of 1972

Section 503 and 504 of the Rehabilitation Act of 1973

The Americans with Disabilities Act/ADA Amendments Act of 2008

The Vietnam Veterans Readjustment Assistance Act of 1974/ the Jobs for Veterans of 2002

The Kansas Acts Against Discrimination
How do we resolve complaints of Discrimination?
The Discrimination Complaint Resolution Process- DCRP
Who MUST report discriminatory actions?

- Unit heads and others who serve in leadership roles in the University.

- Deans, directors, chairpersons or other administrators or supervisors.

- Faculty members, graduate assistants, and academic advisers.

- The Executive Director of the IOA may initiate an investigation when appropriate and in the interests of the University.
Full transcript