Internal and External Resources
The Compliance and Policy Office provides central support for the university's efforts to comply with its legal, regulatory, and ethical obligations. It promotes William & Mary's Code of Ethics and other policies.
The Office also has direct responsibility for compliance with federal and state anti-discrimination laws. (Compliance, n.d., para. 1-2)
The Office of Human Resources (HR) provides leadership in human resources management and responsive service to meet the diverse needs of our customers through guidance, consultation, and training. (HR, n.d., para. 2)
The Office of Diversity and Community Initiatives coordinates the College's diversity efforts. The mission of the office is to work collaboratively with academic departments and offices to provide resources that promote access, respect, and community for all. The Assistant to the President works with the President and other senior administrators to prioritize the strategies that embrace inclusive excellence both in and out of the classroom. (Office of Diversity and Community Initiatives, n.d., para. 1).
The College of William and Mary Ombuds Office serves as an alternate and informal resource for all categories of employees (with the exception of instructional faculty) seeking assistance with workplace concerns. Staff members are welcome to come and talk in confidence about any concerns, no matter how big or small. (Omsbud, n.d., para. 1)
The Virginia Department of Human Resource Management (DHRM) is the central human resource (HR) agency for the Commonwealth of Virginia. We are dedicated to promoting a culture of leadership that cultivates a talented and proficient public workforce for the citizens of Virginia. We design and deliver the framework for human resource programs through a system of centralized program and operational services for state government and their stakeholders, including employee information, online learning systems, salary administration, human resource policy, human resources shared services, equal employment services, state employees workers’ compensation services, state and local government health benefits programs, wellness, and workplace giving. (DHRM, 2012, para. 1)
The Civil Rights Division of the Department of Justice, created in 1957 by the enactment of the Civil Rights Act of 1957, works to uphold the civil and constitutional rights of all Americans, particularly some of the most vulnerable members of our society. The Division enforces federal statutes prohibiting discrimination on the basis of race, color, sex, disability, religion, familial status and national origin. (USDOJ, n.d., para. 1)
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. (EEOC, n.d., para. 1-3).
The American Association for Affirmative Action (AAAA) is the association of professionals managing affirmative action, equal opportunity, diversity and other human resource programs.
Founded in 1974, the American Association for Affirmative Action is a national not-for-profit association of professionals working in the areas of affirmative action, equal opportunity, and diversity.
We help our members to be more successful and productive in their careers. We promote understanding and advocacy of affirmative action to enhance access and equality in employment, economic and educational opportunities. (AAAA, n.d., para 1-3)
The National Industry Liaison Group (NILG) is the premier employer association on affirmative action and equal employment opportunity in the United States. We are a non-profit organization formed in 1992 for the main purposes of improving communications between the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) and Industry Liaison Groups (ILGs); and, enhancing the quality and overall effectiveness of Industry Liaison Groups. The NILG Board supports approximately 61 Industry Liaison Groups (ILGs), which are comprised of small, mid-size and large federal contractors and employers across the country. Local ILGs are in every Department of Labor (DOL) region. No other employer association has a broader base of constituents focused on EO/AA matters. Since its beginning, the National Industry Liaison Group has continued to improve and enhance its structure, purpose, and membership; and has evolved to address new challenges and opportunities. (NILG, 2012, para. 1)
The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India. (SHRM, n.d., para. 1)