Equal Employment Opportunity (EEO) is a foundational component of the University's work toward ensuring nondiscrimination, engagement, and belonging in the workplace. It is legally required due to the University's status as a federal contractor.
This page details responsibilities for implementation of EEO for UC Berkeley non-academic staff and those who manage them, including department chairs. (For EEO responsibilites in the academic workforce, please see the Academic Affirmative Action and Nondiscrimination Program.
- Chancellor: Delegates responsibility for EEO compliance and ensures provision of adequate staffing and resources.
- Vice Chancellor - Administration: Responsible for monitoring the impact of staff nondiscrimination and affirmative action programs.
- Associate Vice Chancellor - People & Culture: Responsible for planning, organizing, and directing the activities of People & Culture to ensure equal employment opportunity in all human resources processes and to ensure the implementation of all applicable nondiscrimination and affirmative action programs.
- Staff EEO Officer: Responsible for developing and implementing the Staff Affirmative Action and Nondiscrimination programs, as well as evaluating and reporting on their efficacy
- Campus Directors and Senior Leadership: Responsible for communicating the importance of EEO responsibilities to managers who report to them.
- Managers and Supervisors (including Department Chairs): Responsible for adhering to university antidiscrimimation policy. When hiring staff, responsible for knowing affirmative action and nondiscrimination objectives and for exercising and documenting good faith efforts to reach those objectives.
for further details, see Resources for EEO Compliance. - Search Committee: During the interview process, responsible for adhering to university anti-discrimination policy.
for further details, see Interviewing and Selection. - Recruiters, HR Business Partners, and Other People & Culture Staff: Ensure that hiring managers and search committee members are aware of anti-discrimination policy and EEO objectives and exercise good faith efforts to meet those objectives. When documenting recruitments, responsible for ensuring that job requisitions are properly closed out, with accurate deselection reasons for all applicants.