Northwest Technical College and Bemidji State University are committed to Minnesota’s statewide affirmative action efforts and providing equal employment opportunity to all employees and applicants in accordance with equal opportunity and affirmative action laws.
We provide an employment environment free of any form of discriminatory harassment as prohibited by federal, state, and local human rights laws. We strive to provide equal employment opportunities and the best possible service to all Minnesotans.
Below you may review current and former Affirmative Action Plans for the institution. Additionally, published data may be reviewed here:
2022-2024 Affirmative Action Plan DRAFT
2020-2022 Affirmative Action Plan
2018-2020 Affirmative Action Plan
Affirmative Action Plan Archives
What is an Affirmative Action Plan?
Traditionally, a good faith effort plan and tools to remove barriers and advance employment opportunities for protected groups including women, racial minorities and disabled individuals. The Minnesota State system of colleges and universities also includes veterans among the protected groups we are committed to recruiting and retaining.
Our Affirmative Action Plan consists of four primary areas of consideration, with each contributing to the overall progression and evaluation of our success:
- Job Category Analysis
- Utilization Analysis
- Areas to Monitor
- Workforce Snapshot
- Progress Reports
- Corrective Actions and Action-Oriented Programs
The Job Category Analysis looks at the current composition of the workforce in various Equal Employment Opportunity (EEO) categories. It is a snapshot of the place we are starting from. The Utilization Analysis looks at the current composition of external and internal availability of qualified, protected individuals in the EEO categories. Hiring goals are set based on a calculation of external and internal availability compared with the composition of the current workforce.
Progress Reports examine the result of actions taken toward hiring goals set during the previous Affirmative Action Plan cycle (2-year periods). Separations during this time are also considered in how they have impacted the workforce, and which populations they have most greatly impacted. Based on the result of prior hiring goal outcomes, previous and future Corrective Actions and Action-Oriented Programs are developed, amended and/or implemented.