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Fairness at the University of Wyoming

Contact Us

Office of Diversity and Employment Practices
Bureau of Mines, Room 318
1000 E University Ave, Dept 4307
Laramie, WY 82071
Phone: (307)766-3459
Fax: (307)766-2742
Email: diversity-epo@uwyo.edu

If you are having difficulty accessing information on this site, please call 766-3459

Word cloud with diversity related terms such as

University of Wyoming Non-Discrimination Statement

"The University is committed to equal opportunity for all persons in all facets of
the University's operations and is an Equal Opportunity/Affirmative Action
Employer. The University will provide all applicants for admissions, employment
and all University employees with equal opportunity without regard to race,
gender, religion, color, national origin, disability, age, protected veteran status,
sexual orientation, gender identity, genetic information, creed, ancestry, political
belief, or any other applicable protected category or participation in any protected
activity. The University ensures non-discriminatory practices in all matters
relating to its education programs and activities and extends the same nondiscriminatory
practices to recruiting, hiring, training, compensation, benefits,
promotions, demotions, transfers, and all other terms and conditions of
employment."

For more information, please see UW Regulation 1-3 (Equal Employment Opportunity/Diversity Program) 


Title IX Notice

“The University of Wyoming does not discriminate on the basis of sex in its education programs and activities, consistent with Title IX that requires it not to discriminate in such a manner.  The University Wyoming's Title IX Coordinator: Oneida D. Blagg, Director, Diversity and Employment Practices, Bureau of Mines, Room 318, 307-766-3459; oblagg@uwyo.edu

For more information, please see Title IX of the Education Amendments Act of 1973


EEO is the Law 

Please view The EEO is The Law Poster and Poster Supplement.

Please feel free to print and display these posters at your UW location.

 


Requests for Religious Accommodation for Employment

To request a religious accommodation for employment, please contact The Office of Diversity and Employment PracticesOneida D. Blagg, Director, Bureau of Mines, Room 318, 307-766-3459; oblagg@uwyo.edu

 


Civil Rights Discrimination

"It is a violation of University policy to interfere with or circumvent in an inappropriate manner the employment or educational pursuits of any member of the University community.  Discrimination and retaliation are specifically prohibited. Violations of this policy will be addressed promptly, with appropriate corrective action taken; violations of a severe or persistent nature are considered serious and may result in separation from the University."

For more information, please see UW Regulation 1-5 (Civil Rights Discrimination)


Sexual Misconduct

The University of Wyoming strives to create a respectful, safe, and non-threatening environment for its students, faculty and staff. This policy sets forth resources available to students, describes prohibited conduct, and establishes procedures for responding to sexual misconduct incidents (including sexual assault, sexual harassment, and other unwelcome sexual behavior).

For more information, please see Sexual Misconduct Policy and Procedures


Section 504

"No otherwise qualified handicapped individual in the United States ...shall, solely by reason of his handicap, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance."

For more information, please see Section 504 of the Rehabilitation Act of 1973


Title II

"No qualified individual with a disability shall, on the basis of disability, be excluded from participation in or be denied the benefits of the services, programs, or activities of a public entity, or be subjected to discrimination by any public entity." The University of Wyoming's ADA Coordinator is: Oneida D. Blagg, Director, Diversity and Employment Practices, Bureau of Mines, Room 318, 307-766-3459; oblagg@uwyo.edu

For more information, please see Title II, Americans with Disabilities Act of 1990


Title VI

"No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance."

For more information, please see Title VI of the Civil Rights Act of 1964


Age Discrimination Act

"No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance."

For more information, please see the Age Discrimination Act of 1975


Title VII

"It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin."

For more information, please see Title VII of the Civil Rights Act of 1964

 


 

Vietnam Era Veterans' Readjustment Assistance Act

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires covered federal government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings. Further, VEVRAA requires federal contractors and subcontractors to compile and submit annually a report on the number of current employees who are covered veterans. The affirmative action and mandatory job-listing provisions of VEVRAA are enforced by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL). DOL’s Veterans’ Employment and Training Service (VETS) administers the veterans’ employment reporting requirement.

For more information, please see the Vietnam Era Veterans' Readjustment Assistance Act.

 


Section 503

 

Section 503 of the Rehabilitation Act of 1973 prohibits discrimination and requires employers with federal contracts or subcontracts that exceed $10,000 to take affirmative action to hire, retain, and promote qualified individuals with disabilities. All covered contractors and subcontractors must also include a specific equal opportunity clause in each of their nonexempt contracts and subcontracts.  This law is enforced by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor.

For more information, please see Section 503 of the Rehabilitation Act of 1973

 


Policy on Equal Access to Restrooms and Other Facilities

It is the policy of the University of Wyoming to provide equal access to restrooms, locker rooms, or changing facilities to all members of our community.  Individuals are able to use University of Wyoming restrooms, locker rooms, or changing facilities in accordance with their gender identity.  In addition, single-use family/gender neutral restrooms can be found  on this map of locations (pdf map) or on this printed list of locations. (pdf)


Policy on Pay Transparency

The University of Wyoming will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the employer’s legal duty to furnish information.

 For more information, please see the Employee Handbook (pg 40) and the OFCCP Final Rule to Promote Pay Transparency

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