Employment Equity

The University of Denver is an equal opportunity employer.  It is our policy and practice to provide equal opportunity to all employees and applicants in our hiring procedures. No person shall be discriminated in employment programs and activities on the basis of race, color, national origin, ancestry, age (40 and over), religion, creed, disability, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, military enlistment or veteran status. As a federal contractor, the University develops and monitors a plan for affirmative outreach and other efforts directed at encouraging the participation and advancement of historically underrepresented groups. To further these principles, the University maintains an Affirmative Action plan and program and provides resources to employees regarding hiring and recruitment. 

In addition,  the University of Denver is committed to our value of Inclusive Excellence which means we continue to build an environment that is welcoming and inclusive for every member of our campus community. In these challenging times,  it is imperative that we pay particular attention to safeguard the rights of members of our community and instill respect toward all who participate in our academic and community programs. The University is fully committed to access and equity to its employment opportunities, programs, and services.

Consistent with federal, state and local law, and University policies related to non-discrimination, DU, through the Office of Equal Opportunity & Title IX (EOIX), takes prompt and equitable action in response to reports of:

• Discrimination, Harassment and Gender-Based Violence–including pay discrimination–on the basis of race, color, national origin, ancestry, age (40 and over in an employment context), religion, creed, disability, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, military enlistment or veteran status;
• Discrimination in violation of the Equal Pay Act;
• Sexual and gender-based harassment, non-consensual sexual contact, non-consensual sexual penetration, sexual exploitation, dating or domestic violence and stalking;
• Failure to provide reasonable accommodations for disability and religion; and
• Retaliation against any individual or group of individuals involved in an investigation and/or resolution of a report of discrimination or harassment.