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Office of Human Resources

Equal Opportunity & Compliance


EOC Glossary

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Accessibility
  The extent to which a facility is readily approachable and useable by individuals with disabilities, particularly such areas as the doors, elevators, and restrooms.
 
Adverse Impact
  A substantially different rate of selection in hiring, promotion, transfer, training or other employment related decisions for any race, sex, or ethnic group. A finding of adverse impact by itself does not establish a violation device in question based on job relatedness or business necessity. See definition of disparate impact.
 
Affirmative Action
  Affirmative action is defined as results-oriented procedures designed to enhance the utilization of minorities and women in the workforce. - SOURCE: Higher Education Guidelines
 
Affirmative Action Program (AAP)
  A written program, meeting the requirements of 41 CFR Part 60-2, 60-250.5 or 60-741.5, in which a contractor (employer with a fiduciary relationship with the Federal government) annually details the steps it will take and has already taken, to ensure equal employment opportunity.
 
American Indian or Alaskan Native (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of North, Central, and South America.
 
Anecdotal Evidence
  Oral or written narrative evidence. A short account of some happening, usually personal. (For example, interview or written statements given to an investigator that record personal experiences of employees can be anecdotal evidence of discrimination.)
 
Asian (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of the Far East, Southeast Asia, and the Indian subcontinent.
 
Availability
  The availability of minorities or women for a job group means the percentage that minorities or women are among persons in the relevant labor area and/or internal feeder pools having the requisite qualifications to perform the positions included in the job group. The term is broad enough to include any factor that is in fact relevant to determining the availability of individuals for the jobs in the job group. Availability figures are used in determining whether to find underutilization, and, where a goal is established, in determining the level of the goal.
 


Related Items
 
Black or African American (Federal Race/Ethnicity Code)
  All persons having origins in any of the Black racial groups of Africa.
 
Reasonable Accommodation
 
  • Any modification or adjustment to a job application process that enables a qualified individual with handicaps to be considered for the position such qualified individual desires, and which will not impose an undue hardship on the contractor's business (see, "Undue Hardship" below); or
  • Any modification or adjustment to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enables a qualified individual with handicaps to perform the essential functions of the position, and which will not impose an undue hardship on the operation of the contractor's business; or
  • Any modification that enables a contractor's employee with handicaps to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly situated employees without handicaps, and which will not impose an undue hardship on the operation of the contractor's business.
Reasonable accommodation may include but is not limited to: (1) Making existing facilities used by employees readily accessible to and usable by individuals with handicaps; (2) Job restructuring; part-time or modified work schedules; (3) Reassignment to a vacant position; (4) Acquisition or modifications of equipment or devices; (5) Appropriate adjustment or modifications of examinations, training materials, or policies; (8) the provision of qualified readers or interpreters; and, (7) other similar accommodations for individuals with handicaps.

To determine the appropriate reasonable accommodation it may be necessary for the contractor to initiate an informal, interactive process with the qualified individual with a handicap in need of the accommodation. This process should identify the precise limitations resulting from the disability and potential reasonable accommodations that could overcome those limitations. Compare with "Religious Accommodation."
 
Religious Accommodation
  Requirement of a contractor to accommodate sincere religious observances and practices of an employee or prospective employee unless the contractor can demonstrate that it is unable to do so without undue hardship on the conduct of its business. Anything requiring more than a de minimis cost has been held by the Supreme Court to constitute "undue hardship" in this context.