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California State University, Long Beach
Office of Equity & Diversity
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Employment

Employees

Equal Employment Opportunity Nondiscrimination

California State University, Long Beach recruits, hires, trains, and promotes without regard to race, religion, color, ancestry, ethnicity, gender, marital status, pregnancy, national origin, age, mental or physical disability, sexual orientation, or covered veteran's status. Similarly, the University administers all other personnel matters, such as compensation, benefits, transfers, layoffs, training, and education in accordance with nondiscrimination guidelines.

CSULB is an Equal Opportunity Employer

Equal Employment Opportunity

"Equality is not in regarding different things similarly, equality is in regarding different things differently. "
—Tom Robbins

In order to ensure access, CSULB takes actions to attract, appoint and retain qualified individuals with the requisite skills, education, and experience from the available population. Such actions are consistent with Federal, State, and California State University requirements and guidelines.

Executive Order 11246 and the Vietnam-Era Veterans' Readjustment Assistance Act mandate federal contractors to develop and monitor Affirmative Action Plans. The contents of AAPs are governed by the implementing regulations issued by the U.S. Department of Labor. Affirmative action is exercised in compliance with and as proscribed by these regulations.

The CSULB AAP under Executive Order 11246 and the AAP for Covered Veterans and Individuals with Disabilities are available for inspection in the University Library Reference.

EO 11246 is by enforced by the U.S. Department of Labor, codified at 41 CFR Ch. 60-2. These regulations stipulate, "An affirmative action program is a management tool designed to ensure equal employment opportunity. A central premise underlying affirmative action is that, absent discrimination, over time a contractor's workforce, generally, will reflect the gender, racial and ethnic profile of the labor pools from which the contractor recruits and selects." [60-2.10 (a) (1)]

Federal contractors are required to perform "in-depth analyses of its total employment process to determine whether and where impediments to equal employment opportunity exist."

"Placement goals serve as objectives or targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work. Placement goals also are used to measure progress toward achieving equal employment opportunity." [60-2.16]

"Equality is the soul of liberty; there is, in fact, no liberty without it."
—Frances Wright

Effective affirmative action programs include action-oriented programs and internal auditing systems to measure the employer's progress toward achieving the workforce that would be expected in the absence of discrimination.

EO 11246 affirmative action programs also "ensures equal employment opportunity by institutionalizing the contractor's commitment to equality in every aspect of the employment process."[60-2.10 (a) (2)]

The Vietnam-Era Veterans' Readjustment Assistance Act protects covered veterans. Implementing regulations [41 CFR Ch. 60-250] were issued and are enforced by the U.S. Department of Labor. These regulations set forth the obligations of federal contractors. The standards for compliance are: Equal Opportunity, Prohibited Discrimination, and an Affirmative Action Program.

The AAP under VEVRAA documents the employer's policy of equal opportunity and its commitment to review personnel processes to ensure that they, "provide for careful, thorough, and systematic consideration of the job qualifications of applicants and employees who are known special disabled veterans or veterans of the Vietnam era for job vacancies filled either by hiring or promotion, and for all training opportunities offered or available." [60-250.44]

Employers' efforts must to be placed on external and internal dissemination of policy and on outreach and positive recruitment. The objective of an employer's AAP is to convey its' plan and "commitment to engage in affirmative action to increase employment opportunities for qualified special disabled veterans and veterans of the Vietnam era."

"The only disability in life is a bad attitude."
—Scott Hamilton

Federal contractors must also "design and implement an audit and reporting system" to determine if objectives to ensure opportunity and participation have been attained and to "undertake necessary action" if deficiencies are identified.

Rights under EO 11246 and under VEVRAA are guaranteed. Harassment, intimidation, and retaliation against any individual exercising these rights are prohibited.

Job Openings

You may also contact the individual department for detailed information.

How to Apply

Administrative and Staff Positions

Employees

Academic Positions: Please contact the appropriate department office for more information by writing to:

Chair, Department of [ ], California State University, Long Beach, 1250 Bellflower Boulevard, Long Beach, CA 90840. Applications vary by department. Military service may be included in employment history

  • General Information: CSULB, 1250 Bellflower Blvd., Long Beach, CA 90840.
  • (562) 985-4111 V/TDD.
  • Staff Personnel: (562) 985-4031 after 10:00 a.m.
  • Faculty Relations: (562) 985-4128

CSULB is required by the federal government to collect data on the gender, race/ethncity, and veteran status from applicants to ensure that we have provided equal opportunity. The confidentiality of this data is protected. Further, the data are not shared with the employing department, nor are they part of the hiring decision.

Pre–Employment Inquiry Guidelines

California Department of Fair Employment & Housing's guidelines provides valuable information on acceptable and non-acceptable inquiries on subjects that may arise during interview. Feel free to view, print, and distribute these guidelines. The general link for this agency is: http://dfeh.ca.gov