Concerns about admissions, employment, discrimination and sexual harassment are addressed in NIU’s affirmative action policy, which was revised last week.

The policy statement was forwarded to NIU President John LaTourette for approval, according to the Affirmative Action Committee.

“The policy reviews, reinforces, clarifies and updates,” said Eleanor Godfrey, Affirmative Action Committee chairperson and professor of sociology.

The affirmative action policy statement is in the preliminary stage, Affirmative Action Director Marilyn Monteiro said.

Godfrey said, “Nothing is revolutionary about the (revised) policy. We’re reviewing and reaffirming it to give NIU’s position in unequivocal terms. We spell out the law and, beyond the law, what NIU’s responsibility is.”

The revised statement defines equal employment opportunity as “the right of all people to work and to advance on the basis of merit, ability and potential without regard to race, color, national origin, veteran’s status, sex, religion, age, physical or mental handicap and marital status.”

The statement also emphasizes NIU’s commitment to affirmative action.

“Affirmative action requires the employer to do more than ensure employment neutrality. (It) requires employers to make additional efforts to recruit, employ and promote qualified members of groups formerly excluded,” according to the revised policy statement.

Godfrey said, “We included (in the brochure) what the current laws are and the resources available for complaints.”

Concerns about admission, hiring practices and differential treatment can be addressed through filing informal or formal complaints. Grievance procedures can be filed in several places including the Student Judicial Office, the Office of Affirmative Action, the Counseling Center, the Office of Ombudsman and the Office of Personnel Services.

Ombudsman Bertrand Simpson said that while some students might not want to file a formal complaint, they should do so if the problem is serious.

“One of the problems we have in our legal system is that it is hard to bring a person to justice if no one will testify,” Simpson said.

The affirmative action office does not have a record of the numbers of complaints filed, Monteiro said.

The revised policy statement includes the president’s statement, definitions of affirmative action and equal employment opportunity, the offices responsible for implementing the affirmative action program, the university’s stand on affirmative action and equal opportunity grievances supporting affirmative action and places where people can go if they have a grievance, Monteiro said.

After the committee finishes the policy statement, it will revise the procedures, or ways to implement the goals, Monteiro said.

“In the process of reviewing this (the affirmative action policy statement), we’re sensitizing the community,” Godfrey said.