2.18 Affirmative Action - Laserfiche WebLink

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i 2 City of Eugene Human Resource and Risk Services Policies to have participation by all groups, including women, ethnic minorities, and people with disabilities, in all job categories. Where there is under-representation on the City's work force of any protected class population group the City is committed to taking affirmative steps to correct the situation. 1 In order to achieve a .balanced applicant pool from which to make hiring decisions, the City may recruit beyond the metropolitan service area. It is not the intent of the City's affirmative action program or policy to mirror the diversity of recruitment areas beyond the metropolitan area. 3-114 EEO Race/Ethnic Identification i i ~ The following categories are used by the City for federal reporting purposes and Affirmative Action tracking purposes. The information is self-reported, on a volunteer basis, by applicants/employees. For more information, see the AA ~ plan. a) White b) Black (not of Hispanic origin): All persons of African, Jamaican, Trinidadian, and West Indian descent. c) Hispanic: All persons of Mexican, Puerto Rican, Cuban, Latin ' American, and Spanish descent. d) American Indian or Alaskan Native: All persons who identify themselves or are known as such by virtue of tribal association. ~1 e) Asian or Pacific Islander: All persons with origins from the Far East, South East Asia, the Indian subcontinent, or the Pacific Islands. This includes China, Japan, Korea, the Philippine Islands and Samoa. 3-115 Professional Conduct Policv/Prohibition Against Harassment and Discrimination (Revised 12/19/00) 3-115.1 Policv Statement (Revised 12/19/00) The City of Eugene is committed to having a positive and professional work environment and will take all necessary steps to ensure that the work Human Resource and Risk Services Revised: 12/19/00