Gannon University

Message to the Gannon Community: 

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AFFIRMATIVE ACTION POLICY STATEMENT

The position of Gannon University regarding equal employment opportunity has been previously stated and is hereby reaffirmed as follows:

It is the policy of Gannon University to affirmatively implement equal opportunity to all qualified applicants and existing employees. In administering its affairs, the University shall not discriminate against any person on any basis prohibited by law.  All aspects of employment including recruitment, selection, hiring, training, transfer, promotion, termination, compensation and benefits conform to this basic policy.

Gannon University’s Equal Employment Policy is consistent with requirements and objectives set forth in Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans Readjustment Assistance Act of 1974.

Affirmative Action Plans and processes have been developed and implemented to ensure that good faith efforts are made to provide equal employment opportunity to every employee and qualified potential employee and to formalize and reaffirm Gannon’s commitment to equal opportunity employment.

Gannon’s objectives are to establish realistic goals and implement programs to actively recruit, promote and provide career opportunities for qualified minorities, women, individuals with disabilities and Vietnam era veterans. Gannon has developed internal audit procedures to monitor the development, implementation and progress of our objectives. Our overall goal is to recruit, hire and maintain a culturally diverse workforce that can achieve its fullest potential.

The faculty and staff of Gannon University are expected to treat each other and students with the respect each person deserves and to avoid any conduct that could be construed as discriminatory.

Any faculty or staff member with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their dean, director, a harassment prevention officer or the Human Resources Department.

This policy is periodically brought to the attention of the supervisory work force and is administered with a positive attitude. To ensure effective implementation of this policy, overall responsibility for its success has been assigned to Robert J. Cline, Director of Human Resources.

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