Walkway over Oregon Rd, Graduating Students, Students using computers in the Fireside

Equal Opportunity and Inclusiveness

Frequently Asked Questions

  1. What is Diversity?

    Owens definition of diversity refers to the fact that society, both locally and nationally is comprised of many individuals, each having unique attributes based on a variety of social, physical, and cultural characteristics. Included in these attributes are abilities, age, class, economic status, ethnicity, gender, marital status, national origin, political affiliation, race, religion, sexual orientation and veteran status. The changing composition of our society demands that Owens prepare its students, faculty and staff for life and leadership within an increasingly diverse society. The existence of diversity at Owens provides us with the opportunity to discover ways to integrate all individuals and groups into the larger community in a manner that respects and values uniqueness while at the same time, advancing the college in its vision and mission.

  2. What are the Benefits of Diversity?

    Individual differences are the building blocks for relationships. When the strengths of diverse relationships are utilized to their fullest capacity, we as individuals gain an edge in our working and personal relationships with one another.

    A diverse student population is also an important educational resource that enhances the educational experiences which in turn enhances the environment for learning. Socializing with individuals who are different contributes to the academic development, satisfaction with the college education, level of cultural awareness and commitment to promoting diverse understandings.

  3. What policies does Owens Community College have regarding Diversity?
  4. What are the college's legal obligations regarding Diversity?

    Civil Rights Act

    Title VII of the Civil Rights Act of 1964, 1991 as amended, prohibits public and private employers from discriminating in employment against individuals because of race, color, national origin, religion or sex. The law prohibits not only intentional discrimination, but also neutral job policies that disproportionately exclude minorities and that are not job related. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act.

    Age Discrimination in Employment Act

    The Age Discrimination in Employment Act of 1967, (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The Age Discrimination in Employment Act of 1975 (ADEA) protects individuals of any age from employment discrimination based on age. The ADEA's protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of age with respect to any term, condition, or privilege of employment. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.

    Americans with Disabilities Act

    The Americans with Disabilities Act of 1990 prohibits employers from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment.

    A person with a disability is one who:

    • Has a physical or mental impairment that substantially limits one or more major life activities;
    • Has a record of such an impairment; or
    • Is regarded as having such impairment.

    A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.

    Reasonable accommodation may include,

    • Making existing facilities used by employees readily accessible to and usable by persons with disabilities;
    • Job restructuring, modifying work schedules, reassignment to a vacant position;
    • Acquiring or modifying equipment or devices, adjusting or modifying examinations,
    • Training materials, or policies, and providing qualified readers or interpreters.

    An employer is required to accommodate the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources and the nature and structure of its operation. An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obliged to provide personal use items such as glasses or hearing aids.

    Equal Pay Act

    The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, where men and women perform work of similar skill, effort, and responsibility for the same employer under similar working conditions. Employers may not reduce wages of either sex to equalize pay between men and women.

    Title IX of the Education Amendments of 1972

    Title IX of the Education Amendments of 1972 prohibits discrimination based on sex against students and employees of education agencies and institutions receiving federal funds.

    Vietnam Era Veterans Readjustment Act of 1974

    The Vietnam Era Veterans Readjustment Act of 1974 requires employers with federal contracts to take affirmative steps to employ and advance in employment qualified disabled veterans and Vietnam era veterans.

    Pregnancy Discrimination Act of 1978

    The Pregnancy Discrimination Act of 1978 is an amendment to Title VII of the Civil Rights Act. It prohibits discrimination based on pregnancy, childbirth, or related medical conditions and applies to all terms and conditions of employment, including hiring, firing, promotion, leave, and benefits.

    The Immigration Reform and Control Act

    The Immigration Reform and Control Act prohibits employers from discriminating in employment based on citizenship or national origin. It also requires employers to verify the identity and employment authorization of all employees.

  5. What is Owens Community College doing to promote Diversity?

    Owens Community College has recently embarked on a new initiative to create a more inclusive college campus. A College Diversity Enhancement Team recently formed to write and finalize a three year Comprehensive Diversity Plan.

    CDET currently consists of a vast array of members from diverse areas of the college whose specialties range from direct support to administrative responsibilities.

    The CDET group is excited and determined to create plenty of diverse goals to support its mission and vision.

    Check back soon to see the progress the group has made in its recent forming and meeting!

  6. How Can I Become Involved/Learn More?

    To volunteer for any initiative or program or to learn more, please contact:

    Lisa Dubose, Director
    Employee Relations and Diversity
    Human Resources
    P.O. Box 10,000
    Toledo, Ohio 43699-1947
    567-661-7263 ~ Phone
    567-661-7138 ~ Fax
    lisa_dubose@owens.edu ~ E-Mail


Visit Campus pictureOnline Classes picture