Equal Employment Opportunity and Affirmative Action Policy


It is the policy of Regent University to provide equal employment and advancement opportunities to all employees and applicants for employment, consistent with Regent’s statement of faith, mission statement, and educational purpose. Regent does not discriminate in employment opportunities or practices on the basis of race, color, gender, national origin, or age, or against any individual with a disability. It is Regent’s policy to provide equal opportunity to all applicants for employment and to administer all personnel practices such as recruitment, selection, training, promotion, termination, transfers, layoffs, compensation, benefits and other terms, conditions and privileges of employment in a manner which does not discriminate on the basis of race, color, age, gender, national origin, or disability. Regent does not discriminate with regard to Christian church affiliation, provided such church adheres to the Bible and such doctrinal statements as found in the Regent’s Statement of Faith.

Regent University will take affirmative action to implement recruitment procedures which ensure the utilization of advertising sources designed to inform a reasonably large number of women, veterans, disabled individuals, racial minorities and other minority group members of available vacant regular full-time and part-time positions within the university. Regent will take other appropriate steps to ensure that the pool of applicants considered for each vacant regular full-time position includes qualified potential applicants listed above. Regent will evaluate and monitor staffing patterns to determine whether there is sufficient representation of minorities at each level of regular full-time employment within the university. Regent will implement internal assessment and reporting procedures for evaluation of the effectiveness of this affirmative action policy. Promoting diversity in the curriculum and among students and employees is consistent with the university’s Christian nature and identity. The affirmative action policy is an important tool in accomplishing diversity in all these areas. Regent has voluntarily adopted the policy because it helps the university to fulfill its mission of providing an excellent education from a biblical perspective and global context in pivotal professions to equip Christian leaders to change the world.

Guidelines of the Policy

  1. Employment decisions at Regent will be based on merit, qualifications, and abilities.
  2. Regent will make reasonable accommodation for a qualified individual with a disability, recognized under the Americans with Disabilities Act, unless doing so would result in an undue hardship on its operations.
  3. Each employee is required to subscribe to Regent’s Statement of Faith and Mission Statement.
  4. This policy governs all aspects of employment including hiring, job assignment, compensation, advancement, discipline, termination, benefits, and training.
  5. Human Resources, under the direction of the Vice President for Human Resources and Administration who serves as the university’s EEO/Affirmative Action Officer, is responsible for formulating, implementing, coordinating, and monitoring all efforts in the areas of equal employment opportunity and affirmative action. These efforts include, but are not limited to:
    1. Collecting and analyzing employment data,
    2. Developing statements regarding the equal employment policies of Regent for internal and external communication,
    3. Distributing information about the policy to prospective and current employees,
    4. Designing and implementing record-keeping and reporting systems to ensure compliance with legal requirements,
    5. Posting of notices as required by law,
    6. Serving as liaison between Regent and government agencies,
    7. Keeping management informed of developments in the area of equal employment opportunity.
  6. Responsibility for the implementation of the plan at the departmental level rests with each dean and department head, with training and guidance provided by Human Resources.
  7. Any employee with a question or concern about this policy or any workplace practice or action including possible discrimination, is encouraged to bring any such matter or issue to the attention of their immediate supervisor or department head, or to Human Resources. Individual or group discrimination complaints will be handled under the Conflict Resolution policy.
  8. Any employee or supervisor found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
  9. Any communication from an employee, applicant for employment, government agency, or attorney concerning a possible or actual charge of discrimination that is received by a supervisor, department manager, or Human Resources shall be referred to the Office of General Counsel.

Policy Last Revised 8/26/2010