Affirmative Action Plan

OHSU Employees by gender, ethnicity and race.

 AAP Gender Graph


AAP Race Graph

In order to comply with federally mandated  reporting requirements, AAEO produces OHSU's annual Affirmative Action Plan (AAP). Among other things, the AAP provides analysis of OHSU's workforce to assist OHSU in determining areas of under-representation in the female and minority population.

What is Affirmative Action?

Affirmative action is the good faith obligation all federal contractors have to abide by an equal opportunity policy and regulations. Organizations analyze their workforce to access possible underutilization of women and minorities. Organizations develop a plan of action to eliminate underutilization and make good faith efforts to execute that plan.

Federal and state employment laws prohibit discrimination against individuals who fall into certain protected classes. These protected classes include, but are not limited to: age, disabilities, gender, marital status, national origin, race, religion, and veteran status. Affirmative action requires organizations such as OHSU to actively promote equal opportunity and eliminate discrimination. The purpose of affirmative action in employment is to establish fair access to employment opportunities and to create a work community that is an accurate reflection of the demographics of the qualified workforce. Affirmative action does not mandate "quotas" or extending preferences to any individual based on race, color, religion, gender, or national origin.

What is an Affirmative Action Plan?

An Affirmative Action Plan (AAP) contains statistical and narrative information. The statistical information includes: organizational profile, job group analysis, availability analysis, utilization analysis and personnel action analysis. The narrative information includes: President's Message, identification of problem areas, action-oriented programs and internal audit and reporting systems.

The AAP is designed to identify areas of under-representation by minority groups so the under-representation can be remedied. OHSU develops and executes action-oriented programs designed to correct any problem areas identified and to attain established goals and objectives. OHSU makes good faith efforts to remove identified barriers, expand employment opportunities and produce measurable results.


See also:

Section 503 Disability Final Rule from Federal Department of Labor, Office of Federal Contract Compliance Programs effective March 24, 2014.

Veterans (VEVRAA) Final Rule from Federal Department of Labor, Office of Federal Contract Compliance Programs effective March 24, 2014.

OHSU's policy regarding Affirmative Action Goals: Employment

2013 Diversity Action Plan

Frequently Asked Questions — Affirmative Action

Diversity Strategy Tips

Covered Veteran Status Categories

Additional Potential Qualifying Disabilities