UNC Wilmington EEO/AA Plan Part I January 2014 Page 17
Exit Surveys
Since July 2007, UNC Wilmington’s Office of Human Resources has a program to survey
separated employees with regard to their reasons for leaving the university. Former
employees (who left voluntarily) are contacted and asked a series of questions designed to
help determine their motivation for leaving the university. Results of the survey are tabulated
and analyzed. Patterns which suggest a workplace that disenfranchises employees are
discussed with supervisors of those areas.
REDUCTION IN FORCE IMPACT ANALYSIS
When budgetary constraints or changes in operational requirements necessitate, UNC
Wilmington may abolish positions and separate employees under provisions of its Reduction
in Force (RIF) Policy and state law.
As a matter of university practice, all reasonable means of avoiding a reduction in force will
be explored prior to separating permanent employees -- including, for example, reducing non-
salary expenditures, reducing salary expenditures, reallocating resources within UNC
Wilmington, and abolishing vacant positions.
In accordance with current federal and state law, reduction-in-force decisions must be made
regardless of an employee's demographic category. However, to assess the potential adverse
impact on the diversity of the work force, an adverse impact analysis will be performed for
the purpose of determining the effects of an impending reduction in force on the
demographics of the university's work force -- with respect to the representation of
racial/ethnic minorities, women, and persons with disabilities.
Where reduction-in-force criteria are applied uniformly and lead to the separation of minority
or female employees, UNC Wilmington will immediately review the race/sex composition of
the remaining work force in order to determine whether the current year's affirmative action
objectives need to be revised under its federally approved EEO/AA Plan.
DIVERSITY INITIATIVES
Statement on Diversity in the University Community
In the pursuit of excellence, UNC Wilmington actively fosters, encourages, and promotes
inclusiveness, mutual respect, acceptance, and open-mindedness among students, faculty,
staff, and the broader community. Diversity is an educational benefit that enhances the
academic experience and fosters free exchange of ideas from multiple perspectives. Diversity
includes, but is not limited to, race, sex (such as gender), age, color, national origin (including
ethnicity), creed, religion, disability, sexual orientation, political affiliation, veteran’s status,
gender, educational disadvantage, socio-economic circumstances, language, and history of
overcoming adversity.
UNC Wilmington diversity initiatives have evolved with progress toward a bold and inclusive
organizational cultural change based on collaboration and relationship building. Chancellor
Gary L. Miller maintains a Diversity Council with campus-wide representation to lead
diversity planning efforts. UNC Wilmington’s Diversity Initiative Plan provides guidance for
the campus. These essential steps fostered the initial infrastructure to create the Diversity
Council and the Office of Institutional Diversity and Inclusion, an office with specific
operational duties for this initiative. The associate provost for institutional diversity and
