Equal Opportunity/ Affirmative Action and Diversity


What is the structure of the Equal Opportunity/Affirmative Action and Diversity program at the University?

The immediate supervisor of the Equal Opportunity/Affirmative Action and Diversity Director is the President of the University. The office oversees the Grievance Committee and the Policy Committee. The President appoints members of these committees, consisting of faculty, staff and a student representative.

What is the purpose of the Equal Opportunity/Affirmative Action and Diversity Office?

The Director of the Equal Opportunity/Affirmative Action and Diversity Office is the Ex-Officio for searches conducted at Idaho State University. He also handles complaints of discrimination and sexual harassment for employees and students.

Is a quota system used in hiring at the University?

No. We are committed to equal opportunity and diversity, however, we do not hire unqualified minority persons to specifically fill a quota. We recruit, employ, compensate and promote personnel in all areas of the workforce (administration, faculty, staff and students) on an equal and impartial basis regardless of race, religion, color, national origin, age, disability status or sex.

What is considered Sexual Harassment?

If a reasonable person would find the conduct severly hostile or pervasive, and the conduct otherwise meets legal standards, examples might include:

Victims of sexual harassment have occasionally been males, however, the vast majority of victims are females. The laws prohibiting sexual harassment apply to both sexes.

Under the law, there are two basic kinds of sexual harassment, both subject to the "severe or pervasive" standard established by the courts. The first type, known as "quid pro quo" is when someone in authority over an employee or student threatens them with a poor grade or loss of job unless they submit to their sexual requests. The second kind of sexual harassment, called "hostile environment" happens when a supervisor, co-worker, teacher or someone else creates an abusive environment or interferes with the victim's work performance through words or deeds because of their gender. Conduct constituting sexual harassment is not always sexual in nature.