Affirmative Action and Equal Employment Opportunity

Missouri S&T’s affirmative action policy states that the university is an equal employment opportunity-affirmative action institution and, as such, will take affirmative action and provide equal employment opportunity to all persons without regard to race, color, religion, national origin, ancestry, sex, sexual orientation, gender identity, gender expression, age, genetic information, disability or status as a protected veteran. We prohibit discrimination in recruitment, employment and conditions of employment, and we promote equal employment opportunity and take affirmative action into accordance with federal and state law.

As an institution that receives federal funds, we are required to have an up-to-date affirmative action plan created on a yearly basis. The affirmative action plan analyzes the university’s employee data and breaks it down according to job groups, race and gender identification. This information is then compared to national and local census data to see if our workforce reflects the available candidates in our national and local recruiting area.

In areas where our workforce is not reflecting the available candidates, we must work towards reaching those thresholds and actively recruit women and minorities.

The affirmative action plan is available for anyone to review at the Office of Institutional Equity, Diversity and Inclusion located in Temporary Facility A - 1200 N. Pine St.  Monday through Friday from 8:00am to 4:30pm.

Affirmative Action Plan

The Work Force Analysis‌ is the breakdown of each department by their Job titles, Equal Employment Opportunity (EEO) Code, Salary Grade Range, and the gender and racial identification. At the bottom of each page you can see the percentage of male, female and minority employees in each department.

Similar to the work force analysis, the Job Group Analysis‌ puts job titles together based on what they do, rather than by breaking each department down. Here you will see the job group, the department each job is from, the salary grade range, and the breakdown of gender and race identification. At the bottom of the page you will be able to see the percentage each category makes up of the job group.

There are 2 Factor Components that go into creating the placement goals for an affirmative action plan.

Factor 1 is the number of candidates with the proper skills in the reasonable recruiting area. This information is based off of U.S. census data. Factor 1 tells us the number of skilled candidates of women and minority groups. We break this down into the reasonable recruiting area depending on the position. Recruiting for a position like a Provost we will be recruiting nationally, looking for a secretary we will be using a local area.

Factor 2 is the number of promotable, transferable and trainable candidates within our organization. For this factor we look at a job group and decide what job groups, if any, could be a feeder group and provide viable candidates for it. The information from the job group shows the number of women and minorities in each feeder group.

The Factor Availability and Availability Analysis is broken down into factor 1 and factor 2 and show the percentage for females and minorities for each job group.  The availability analysis brings together factors 1 and 2 for each job group. Each factor is given a value weight; this weight reflects where more candidates are being recruited from either externally or internally. Combined this gives us the final percentage of available women and minority for the job group.

The Incumbancy verses Estimated Availability report is showing by job group if we have less than is reasonably expected for women and minority employees. The areas that have a yes we are not meeting what is reasonably expected. The summary shows the detailed numbers. Here we see the number of incumbents we have in the job group, what percentage they make up of the job group, and how that compares to the availability percentage. The last section of this report shows the annual placement goals we need to work towards in the areas we are not meeting the availability. This means for the number of hires we make in that job group it should reflect the percentage of women and/or minorities we are trying to meet.

If you would like to know more about your department’s information, or have other questions regarding Missouri S&T's Affirmative Action Plan, you can contact Cady Holmes at (573) 341-6314 or by emailing her at

Equal Employment Opportunity Policies

HR-102 Equal Opportunity Program 

UM Collected Rule 320.010 - Equal Employment Opportunity Program 

Recruiting Resources