Has U-M changed its employment practices to comply with Proposal 2?
Employment practices at U-M already complied with Proposal 2; and therefore, did not change. In addition, the University’s nondiscrimination policy remains in effect. The passage of Proposal 2 does not change U-M’s commitment to diversity, nor does it alter the University’s employment practices or the protections and requirements of various federal and state laws, including the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act, and Michigan’s Elliott-Larsen Civil Rights Act, which prohibits a wide array of discrimination extending far beyond race and gender. Federal law requires the University, as a federal contractor, to take affirmative steps in the employment process in order to adhere to the equal employment opportunity and affirmative action provisions of Executive Order 11246 regarding race, gender, color, religion, and national origin.
Employment practices at U-M already complied with Proposal 2, and therefore, did not change. In addition, the University’s nondiscrimination policy remains in effect. The passage of Proposal 2 does not change U-M’s commitment to diversity, nor does it alter the University’s employment practices or the protections and requirements of various federal and state laws, including the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act, and Michigan’s Elliott-Larsen Civil Rights Act, which prohibits a wide array of discrimination extending far beyond race and gender. Federal law requires the University, as a federal contractor, to take affirmative steps in the employment process in order to adhere to the equal employment opportunity and affirmative action provisions of Executive Order 11246 regarding race, gender, color, religion, and national origin.
