Nondiscrimination and Merit-Based Hiring Policies and Regulations
As a federal contractor, the University complies with all current nondiscrimination and affirmative action requirements that remain in effect under federal law. Following Executive Order 14173 (2025), federal contractors are no longer required to maintain Affirmative Action Programs based on race, ethnicity, or sex under Executive Order 11246, which has been revoked. The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has ceased enforcement of all EO 11246‑related requirements. Federal contractors, however, continue to have affirmative action responsibilities under Section 503 of the Rehabilitation Act of 1973 (individuals with disabilities) and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) (protected veterans).
UIC maintains and updates these programs annually and continues to implement required policies, outreach efforts, accommodation processes, and compliance assessments related to disability and veteran status.
For more information, please see:
Federal Laws and Regulations
Executive Order 14173
Executive Order 14173 establishes nondiscrimination and merit-based hiring requirements for federal contractors and subcontractors. It prohibits employment decisions that discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
Covered contractors must also comply with:
- Section 503 of the Rehabilitation Act of 1973, which requires equal opportunity and outreach for individuals with disabilities
- Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), which requires equal opportunity and outreach for protected veterans
Together, these laws and regulations ensure that employment opportunities are open, competitive, and free from discrimination while emphasizing fair evaluation and inclusive outreach.
The Rehabilitation Act of 1973, Section 503
Section 503 of the Rehabilitation Act of 1973 requires employers with federal contracts or subcontracts that exceed $15,000, including construction contractors, to ensure nondiscrimination in employment on the basis of disability and take affirmative action to hire, retain, and promote Individuals with Disabilities (IWDs). Covered contractors holding a contract of $50,000 or more must prepare a written annual affirmative action plan for individuals with disabilities.
VEVRAA
VEVRAA requires federal contractors and subcontractors with contracts or subcontracts of $150,000 or more, including construction contractors, to ensure nondiscrimination in employment on the basis of Protected Veteran (PV) status and take affirmative action to employ and advance in employment Disabled Veterans, Active Duty or Wartime Campaign Badge Veterans, Armed Forces Service Medal Veterans, and Recently Separated Veterans (those discharged from the Service in the past three years). Covered contractors holding a contract of $150,000 or more must prepare a written annual affirmative action plan for protected veterans.
Frequently Asked Questions (FAQs)
Affirmative Action
Merit-Based Hiring means that all employment decisions at UIC are made on the basis of job-related qualifications, demonstrated competencies, and institutional needs. Every applicant is evaluated fairly and consistently, without regard to race, sex, national origin, disability, veteran status, or any other protected category.
Compliance
The hiring managers, and departments are responsible for maintaining a work environment free from discrimination, harassment and retaliation. They are responsible for reviewing all personnel actions for potential differential impacts on protected groups in actions such as selection, salary, promotion, reclassification, layoff, corrective action, training and termination. They are also responsible for applying policies and standards consistently and having legitimate reasons for all employment decisions.
What are Inclusive Recruitment Practices
What are Inclusive Recruitment Practices?
Inclusive Recruitment Practices are UIC’s updated approach to ensuring broad outreach while maintaining a legally sound, merit-based process.
- Departments attest that positions are posted broadly through applicable channels (i.e., JobElephant, Circa)
- Additional outreach is welcome, but hiring decisions must be based solely on merit and qualifications
- Departments are no longer required to document targeted outreach to specific demographic groups