Civil Rights Resources
Table of contents
Civil Rights and Research: Compliance Guidance and Resources
College of Agriculture and Natural Resources’ Commitment to Civil Rights
The University of Delaware’s College of Agriculture and Natural Resources’ Research program is committed to federal, state, and University Civil Rights laws and regulations. The University of Delaware prohibits discrimination based on age, color, disability, familial status, gender identity or expression, genetics, limited English proficiency, marital status, national origin, political beliefs, race, religion, sex, sexual orientation, or veteran status, or because all or a part of an individual’s income is derived from a public assistance program in its employment, educational programs, and activities.
The Hatch Act and subsequent amendments dictate that Research programs be designed to serve all the people. This includes all socioeconomic classes and the protected classes identified in Civil Rights laws and regulations.
Understanding and valuing diversity, its function in employment and research and research communication, and the University of Delaware’s role in compliance and documentation has been a major focus.
The resources here and throughout this site outline the procedures CANR personnel will follow to fulfill the intent and requirements of Civil Rights laws and regulations and demonstrate how all employees and volunteers can:
Avoid discriminatory exclusion in both the workforce and program participation
Remediate situations in which there is underutilization or under-representation resulting from prior discrimination
Enhance their personal and professional understanding and training in matters of diversity, equity and inclusion.
In general, to fulfill these expectations, all paid personnel and volunteers, such as advisory committees, will make all reasonable efforts to encourage people from underrepresented groups to seek employment with and participate in programs. All reasonable efforts include:
Creating awareness (e.g., notification of opportunity by direct contact, mailings and mass media)
Ensuring access (e.g., appropriate selection of time and location for events; preventing inappropriate pre-employment inquiries)
Providing utility (e.g., offering communication of research of interest to the targeted audience; using only bona fide occupational qualifications to evaluate candidates)
The resources that follow address the areas USDA NIFA considers when reviewing Research programs for compliance with Civil Rights laws and requirements. These areas include all areas related to Hatch Funds and NIFA competitive funds. Each area describes the processes and procedures to ensure compliance.
All personnel are expected to read and understand these resources and where to find further information. It is expected that all Research employees have the knowledge and commitment to comply with the federal laws and regulations and the Research and University policies under which we work.
USDA Civil Rights Compliance Policies and Related UD Policies
The U.S. Department of Agriculture’s (USDA) National Institute of Food and Agriculture (NIFA) and its land-grant partners recognize the importance of diversity and inclusion in the development and implementation of Research System programs. These programs must be handled in a manner that treats every customer and employee with fairness, equality, and respect. This applies to all aspects of Research programs including identifying needs, allocating resources, selecting and assigning staff, conducting research, and communication of research results. Information about USDA NIFA policies can be found at: http://www.ascr.usda.gov/
USDA Civil Rights compliance reviews are conducted consistent with the following major statutes and departmental regulations:
Civil Rights Act of 1964, Titles VI and VII
Age Discrimination in Employment Act of 1967
Title IX of the Education Amendments of 1972
Rehabilitation Act of 1973
Americans with Disabilities Act of 1990, Titles 1 and V
Civil Rights Act of 1991
Americans with Disabilities Amendments Act of 2008
USDA Office of the Assistant Secretary for Civil Rights Regulations and Departmental Directives
Additionally, members of the UD Research community are expected to be aware of and to adhere to institutional and related policies, procedures, and resources, such as:
Affirmative Action/Equal Opportunity Hiring and Recruitment Policy
Questions or complaints regarding this policy should be directed to the Director of the Office of Equity and Inclusion, 305 Hullihen Hall, Newark, DE, 19716 or (302) 831-8063. For further information, the University’s complete Notice for Non-Discrimination, Equal Opportunity, and Affirmative Action can be found online at:
Employee Disability Accommodation Policy
Faculty Handbook: Civil Rights References
Section 4.1.3 Affirmative Action, pg. 74
Section 4.2.5 Sexual and Other Unlawful Harassment, pgs. 101-105
Lactating Persons in the Workplace – UD Policy, General Counsel
Non-Discrimination, Sexual Misconduct and Title IX Policy
Office of Equity & Inclusion: Non-Discrimination, Sexual Misconduct, & Title IX Policy
Protection of Minors – Reporting of Suspected Child Abuse
Sexual Misconduct Policy, Information, and Resources
Sexual Misconduct Reporting Options for Victims
CANR Diversity, Equity and Inclusion
CANR Diversity, Equity and Inclusion Resources
Delaware Department of Labor Law Poster
DDEA - Pregnancy Discrimination in Employment
Break Time for Nursing Mothers under the Fair Labor Standards Act (FLSA) (English)
Break Time for Nursing Mothers under the Fair Labor Standards Act (FLSA) (Spanish)
Delaware Sexual Harassment Notice
EEOC (Equal Employment Opportunity) Poster (Other languages displayed on EEOC website)
Employee Polygraph Protection Act
Fair Labor Standards Act (FLSA) Minimum Wage Poster
Pay Transparency Nondiscrimination Provision
State of Delaware Unemployment Insurance Guide
Statement of Support: Guard and Reserve
The Uniformed Services Employment and Reemployment Rights Act
The UD Compliance Hotline, serviced by EthicsPoint, provides an anonymous, confidential and independent resource for reporting suspected misconduct and other issues of concern in the workplace:
Civil Rights Knowledge | Professional Development
Research personnel will have knowledge of laws, rules, and regulations and have regular access to appropriate training. Training resources on Civil Rights requirements include, but are not limited to, the following topics:
a) Nondiscrimination and equal opportunity in programs receiving federal financial assistance
b) Reasonable accommodations and/or accessibility for individuals with disabilities
c) Language access and assisting Limited English Proficient (LEP) individuals
d) Sex discrimination and sexual harassment
e) Age discrimination
Resources can be accessed through any number of reliable organizations, including Academic Impressions and EAB, as well as the University of Delaware and the College of Agriculture and Natural Resources.
For the most current list of UD training opportunities and resources, please visit ConnectingU at https://my.udel.edu/task/all/connectingu and the OEI website.
The CANR Diversity, Equity and Inclusion Committee also routinely offers training and informational resources for employees. Additionally, the University’s Diversity Caucuses bring in speakers and host events that contribute to one’s understanding of diversity, equity and inclusion. Finally, the UD ADVANCE Institute provides supportive resources and training in many of these areas.
Suggestions for types of desired or specialty training related to Civil Rights can be submitted to the Office of Equity and Inclusion or to the Office of Human Resources.
Faculty and staff are expected to continue their professional development on a yearly basis by accessing and participating in resources and training opportunities on the above topics. Annual self-reporting will be expected.
Advisory Boards and Committees
The race, ethnicity, and gender of all internal and external research-related advisory committees and boards will be documented based solely on self-reported data. UD is committed to increasing the diversity of research/departmental boards and committees, which help identify program needs, develop, implement, and evaluate departmental and research program efforts.
CANR groups or individuals establishing such advisory boards and committees should make ardent effort to invite and encourage membership from diverse populations and/or of those representatives of the population of the geographic areas being served. As part of their agreement to serve, these members should be informed of the University’s commitment to diversity and nondiscrimination through appropriate training.
Members of advisory committees and boards will be asked to self-report on personal demographic information tied to diversity. They should be gathered with a form that allows them to self-identify (with the option to not answer) their gender, ethnicity, age range, race, and other relevant information.
Reports of this information will be reported only in the aggregate, with no self-identification made public internal or external to the University. Only self-reported data may be included and should be kept on file by those managing boards and committees, as it will be solicited for review annually at the College level.
Graduate Students
College of Agriculture and Natural Resources’ units must adhere to general University policies and procedures related to how graduate students apply and are selected for assistantships and fellowships. Department level policies and procedures may have additional requirements but cannot replace or omit the University’s. All CANR Units should provide written and open access to their graduate student application and selection criteria, timelines, and process, and ensure equitable and inclusive actions as graduate student decisions are made.
Annually, departments must compile self-reported data of race, ethnicity, and gender of their graduate students, assistantships, fellowships research faculty and research funding of those on NIFA competitive funds and Hatch Funds. These data will be expected upon request and will be gathered annually.
Non-Discrimination, Sexual Misconduct and Title IX Policies, Procedures and Resources
Each department should keep records of, and prepare to report annually, all documentation related to Title IX training materials managed at the unit level. These might include:
List of informational posters or brochures and where they are in the department’s location(s)
Any department-level website links with information pertaining to Title IX
Copies of minutes documenting guidance issued to unit committees or advisory boards regarding the Title IX complaint process
Any trainings or events around Title IX hosted by or participated in by the unit or its members
This information is expected upon request and will be gathered annually.
The University Title IX Coordinator is Dawn Barker Floyd, J.D., Director and Title IX Coordinator, Office of Equity & Inclusion, Email: dfloyd@udel.edu
Please refer to the UD’s Sexual Misconduct Policy, Information, and Resources website to review the following:
Other Methods of Disclosure (Anonymous Reporting; Off-campus Counselors and Advocates)
The University and the College offer regular trainings and educational opportunities for members of the Research community to improve their understanding of Title IX topics and resources. These include, but are not limited to, those listed in the Civil Rights | Professional Development section of this resource guide.
Public Notification and Outreach
Each department should keep records and samples of all marketing materials for events organized or hosted by the unit’s research entities. Materials may include, but are not limited to:
· Those related to student recruitment and or mentoring activities tied to research
· Outreach materials designed to increase participation in research-related events
· Advertisements for research talks, programs or other educational events open to the public or University community
This information is expected upon request and will be gathered annually.
Additionally, all marketing materials—print or digital—should include the following statement in public view:
The University of Delaware is an equal opportunity/affirmative action employer and Title IX institution. For the University's complete non-discrimination statement, please visit www.udel.edu/aboutus/legalnotices.html.
Accessibility for Individuals with Disabilities
Each unit and its faculty and staff will adhere to UD’s accommodation policies and procedures as applicable to CANR research programs. Additionally, units should make public their procedures on accessing research programs, requesting assistance and making complaints, in line with UD affirmative action and equal opportunity policy.
UD Disability Services will provide documentation of all reasonable accommodation requests on a yearly basis. Units should keep these records on file for future Civil Rights Compliance reviews.
Language Access
Limited English proficiency (LEP) refers to persons who do not speak English as their primary language and/or who have a limited ability to read, write, speak, or understand the English language.
The University of Delaware does not currently (as of March 2023) have a Language Access Plan or a comprehensive set of policies and procedures in this area.
Current resources related to LEP faculty and staff include those available through the English Language Institute or other local cultural- and DEI-related agencies or organizations.