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Frequently Asked Questions













Office Information - Who We Are

What is the role of the Office of Equal Opportunity Services (EOS) at UT Arlington?

The Office of Equal Opportunity Services (EOS) is the EEO Office for The University of Texas at Arlington. EOS actively promotes equal opportunity for students, faculty, staff and visitors at UT Arlington.

EOS provides these services:

  1. Assists with development and maintenance of UT Arlington’s Affirmative Action Plan
  2. Provides Faculty Recruitment Training for faculty, staff and administrators
  3. Monitors and provides guidance for the Faculty Recruitment Process

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What types of complaints does EOS Investigate?

UTA Handbook of Operating Procedures (HOP) 5-503 for more information.

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How can I file a complaint?

The EOS Complaint Process and complaint form are available: Click Here.

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Where is the Office of Equal Opportunity Services (EOS) located?

1225 W. Mitchell Street, Suite 213
Arlington, Texas 76019.

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Why is it important to be informed about discrimination and sexual harassment?

Discrimination and unlawful harassment cannot be tolerated in a community of learning and opportunity. The University of Texas at Arlington is dedicated to the teaching and learning environment free of discrimination and harassment.

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Equal Opportunity

What is equal opportunity?

Equal Opportunity refers to the employment practices that ensure non-discrimination on the basis of race, age, color, sex, national origin, religion, disability and other protected categories as listed in Title VII of the Civil Rights Act of 1964.

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What is affirmative action?

Affirmative action is a non-discriminatory effort to promote equal opportunity, fairness and accessibility in employment and academic efforts and endeavors to achieve this by broadening the outreach efforts to attract minorities and women.

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Affirmative Action

What is an affirmative action plan or program?

A policy or a plan designed to ensure and seek to maintain non-discriminatory actions through established measures to ensure equal opportunity in employment and education and identify areas of underutilized employment of women or minorities and to use this information in recruitment outreach for women and minorities.

Federal law (41 CFR 60-2.10) describes an affirmative action program as "A set of specific and result-oriented procedures to which a contractor commits itself to apply every good faith effort. The objective of these procedures and efforts is equal employment opportunity. Procedures without effort to make them work are meaningless; and effort, undirected by specific and meaningful procedures, is inadequate. An acceptable affirmative action program must include an analysis of areas within which the contractor is deficient in the utilization of minority groups and women, and further, goals and timetables to which the contractor's good faith efforts must be directed to correct the deficiencies and, thus to achieve prompt and full utilization of minorities and women, at all levels and in all segments of its work force where deficiencies exist."

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What does UT Arlington's affirmative action plan generally consist of?

In accordance with current state and federal guidelines as defined by the Office of Federal Contract Compliance Programs (OFCCP) and the State of Texas, The University shall report annually the results of its Affirmative Action Compliance Plan in a written Affirmative Action Plan [41 CFR 60-1.40(a)].

Basic components consist of (in relation to external labor pools):

  • Annual quantitative analysis to assist in the evaluation of the university’s workforce and labor pools.
  • Audit and metrics system to report university’s hiring and promotion progress.
  • Identification of actions to be taken to address underutilization of women and minorities.

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How does affirmative action benefit the university and university members?

Specific efforts are undertaken by the university to ensure that campus community members who have equal ability and equal access should have equal opportunities as guided by affirmative action.

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Discrimination and Harassment

How does the UT Arlington policy define discrimination and harassment?

Pursuant to UT Arlington Handbook of Operating Procedures (HOP) 5-503:

It is the policy of The University of Texas at Arlington to provide an educational and working environment that provides equal opportunity to all members of the university community. In accordance with federal and state law, the university prohibits unlawful discrimination on the basis of race, color, sex, religion, national origin, age, disability, citizenship, and veteran status. Sexual Misconduct and Sexual Harassment in any form will not be tolerated and individuals who engage in such conduct will be subject to disciplinary action. Discrimination on the basis of sexual orientation is also prohibited pursuant to university policy.

Discrimination, including harassment, is defined as conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education on account of race, color, sex, religion, national origin, age, disability, citizenship, veteran status or sexual orientation.

Harassment, as a form of discrimination, is defined as verbal or physical conduct that is directed at an individual or group because of race, color, sex, religion, national origin, age, disability, citizenship, veteran status or sexual orientation when such conduct is sufficiently severe, pervasive or persistent so as to have the purpose or effect of interfering with an individual's or group's academic or work performance; or of creating a hostile academic or work environment. Constitutionally protected expression cannot be considered harassment under this policy.

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What is harassment? How is discrimination related to harassment?

Harassment is a form of discrimination. Harassment is verbal or physical conduct directed at an individual (or group) because of his/her protected class when the conduct is sufficiently severe and pervasive to interfere with the individuals academic or work performance or to create a hostile academic or work environment.

Under university policy, constitutionally protected expression cannot be considered harassment.

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What is sexual harassment?

Sexual Harassment is unwelcome conduct of a sexual nature including but not limited to unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's student status, employment, or partcipation in University activities; or 
  • Such conduct is sufficiently severe or pervasive that it creates a hostile environment, as defined in this Policy.

Sexual Harassment is a form of sex discrimination that includes:

  • Sexual violence, sexual assault, sexual exploitation, stalking, domestic violence and dating violence as defined herein.
  • Physical conduct, depending on the totality of the circumstances present and frequency and severity, including but not limited to:
    • unwelcome intentional touching; or
    • deliberate physical interference with or restriction of movement.
  • Verbal conduct not necessary to an argument for or against the substance of any political, religious, philosophical, ideological, or academic idea, including oral, written, or symbolic expression, including but not limited to:
    • explicit or implicit propositions to engage in sexual activity;
    • gratuitous comments, jokes, questions, anecdotes or remarks of a sexual nature about clothing or bodies;
    • gratuitous remarks about sexual activities or speculation about sexual experiences;
    • persistent, unwanted sexual or romantic attention;
    • subtle or overt pressure for sexual favors;
    • exposure to sexually suggestive visual displays such as photographs, graffiti, posters, calendars or other materials; or
    • deliberate, repeated humiliation or intimidation based upon sex. 

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What is sexual misconduct?

Sexual Misconduct is a braod term encompassing a range of non-consensual sexual activity or unwelcome behavior of a sexual nature. The term includes, but is not limited to, sexual assault, sexual exploitation, sexual intimidation, sexual harassment, domestic violence, dating violence, and stalking. The term also includes "other inappropriate sexual conduct," as defined above. Sexual misconduct can be committed by any person, including strangers or acquaintances.  

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What type of behavior or conduct may be involved in sexual harassment or sexual misconduct?

Examples of behavior that could be considered sexual misconduct or sexual harassment include but are not limited to:

  1. Physical contact of a sexual nature including touching, patting, hugging, or brushing against a person's body;
  2. Explicit or implicit propositions or offers to engage in sexual activity;
  3. Comments of a sexual nature including sexually explicit statements, questions, jokes or anecdotes; remarks of a sexual nature about a person's clothing or body; remarks about sexual activity; speculation about sexual experience;
  4. Exposure to sexually oriented graffiti, pictures, posters, or materials; and/or
  5. Physical interference with or restriction of an individual's movements.

Constitutionally protected expression cannot be considered harassment under this policy.

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Who is protected by discrimination and sexual harassment?

UT Arlington policy: EEO Laws & Policies and its Complaint Procedure Process apply to all university administrators, faculty, staff, students, visitors and applicants for employment or admission.

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What can happen, if there is a complaint filed against me?

EOS will contact inform the responding party of the complaint and the university's complaint resolution options and process. The responding party will be given the opportunity to respond to the allegations contained in the complaint. A fair and impartial investigation will be conducted by the investigators as designated by the university policy towards resolution and/or discipline.

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If someone complains about sexual harassment to me, what should I do?

EOS provides service to students, faculty, staff and visitors of UT Arlington and as such, anyone who is made aware of a discrimination or sexual harassment complaint should refer the complaining party to the EOS office. Individuals who feel they have been discriminated against or harassed, and or are uncertain as to whether what they experienced is discrimination or harassment, and/or want information as to their options in dealing with harassment and discrimination should be referred to EOS.

If you are a supervisor who is made aware of such a complaint, you must inform EOS of the complaint immediately. Supervisors should not make a determination on their own of what constitutes sexual harassment or discrimination. Complaints regarding students can be referred to Student Conduct or the EOS office.

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If someone complains about sexual harassment, what protection does the complainant have?

Retaliation is prohibited by law and university policy. Once a complaint has been filed with the EOS office, the complainant has engaged in a protective activity and they are protected against retaliation. Protection against retaliation is also extended to all individuals who participate in an EOS investigation.

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Faculty Recruitment

What is the role of Equal Opportunity Services (EOS) in the faculty recruitment process?

The Office of Equal Opportunity Services (EOS) functions as the EEO Office responsible for monitoring and coordinating the faculty recruitment process for the purpose of compliance with search procedures, university policies, and legal regulatory requirements. EOS further provides guidance to ensure that the University's goal of identifying, recruiting and retaining highly qualified, talented, and diverse faculty, including women, members of underrepresented groups, veterans, and individuals with disabilities for positions in all academic fields is achieved.

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What type of training is available regarding the process of faculty recruitment?

The Office of Equal Opportunity Services and the Office of the Provost work together to assist the Deans and Academic Departments during faculty searches by providing training, responding to questions related to the Faculty Recruitment guidelines, and serving as a resource on other issues that may arise during the recruitment process. It is critical that search committees follow EEO guidelines as well as university processes and procedures to ensure successful searches.

Our collaborative efforts also include assisting search committees to expedite their search process while ensuring compliance to guidelines so they may have a competitive advantage in identifying and selecting outstanding new faculty for their colleges and departments. By working together we all stand to reap the benefits our new colleagues will bring to our campus as we strive to reach the university’s goal of becoming a premier research institution.

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Who do I contact for information regarding faculty recruitment?

Dr. Toni Sol,  
Vice Provost for Faculty Affairs
Email address:
Office Phone: (817) 272-5243 

Eddie Freeman, Executive Director
Email address:
Office phone: (817) 272-2106

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Where can I learn about the official UT Arlington regulations governing non-discrimination?

Non-Discrimination Policy and Procedure (HOP) 5-503

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If I have a conflict with a co-worker and it is not sexual in nature, where can I seek assistance?
UT Arlington Employee Relations in the Human Resources Department: Click Here

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Are services provided by UT Arlington to help employees with mental and psychological concerns?
Employee Assistance Program (EAP): Click Here

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Where can I go for confidential counseling to help me deal with personnel problems?
for Students:
UT Arlington Counseling Services: Click Here

Staff and Faculty:
Employee Assistance Program: Click Here

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If I have a disability, who should I contact about receiving accommodations?


Office for Students with Disabilities
Phone: 817-272-3364

Staff and Faculty:

ADA Coordinator: Eunice Currie, Assistant Vice President
Office Phone: 817-272-7091

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What types of discrimination and harassment training is offered?
The university will periodically educate and train employees and supervisors regarding the policy and conduct that could constitute a violation of the policy. In accordance with Texas Labor Code 21.010, all UTSA employees, including faculty, are required to complete discrimination training including sexual harassment no later than the 30th day after the date the employee is hired and shall complete supplemental training every two years. The employee is required to acknowledge a statement verifying completion of the training program. The acknowledged statement will be made part of the training records of the university.

Contact the Equal Opportunity Services for more information on discrimination and sexual harassment training. Email:

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