Afirmative Action and EEO

Affirmative Action are those result-oriented actions and good faith efforts in which NMSU engages to ensure equality of opportunity in our employment processes. It refers to steps in recruitment and hiring designed to minimize the present effects of past discrimination and unintentional present-day biases.

The Affirmative Action Plan produced by the Office of Institutional Equity (OIE) incorporates a set of specific and results-oriented practices, including good-faith efforts to address significant under-representation of women or qualified minorities. NMSU hiring managers, search chairs, o'donnell_halland search advisory committee members are responsible for implementing NMSU’s good faith efforts by making conscious efforts throughout the search process to be inclusive and to offset the effects of bias.

The goal of an Affirmative Action Plan is genuine equality of opportunity in employment. Selection is based upon the ability of an applicant to perform the work. The Plan neither advocates nor condones the selection of an unqualified applicant. Applicants are not selected on the basis of race, color, sex, religion, national origin, or other identity characteristics (a common misconception).

OIE monitors the percentage of minorities and women in NMSU’s workforce (and the jobs they occupy) to the availability of women and minorities in the appropriate labor market. If the analysis shows under-representation of women or minorities in certain job groups, then extra recruitment efforts must be taken to ensure that these protected-class members are well-represented in applicant pools for positions in those job groups.

NMSU is committed to develop and implement effective affirmative action and equal opportunity programs with respect to employment, and to comply with all applicable federal, state laws and regulations and NMSU policies relative to nondiscrimination. While this commitment encompasses and governs employment decisions of all university employing units, it does not obviate the responsibilities and prerogatives of each unit to develop appropriate job descriptions; to recruit, screen applications, interview applicants and select personnel deemed most suitable for the positions to be filled.

The OIE website at contains resources related to the implementation of affirmative action and equal opportunity practices in the search process.

A message from the Executive Director of the Office of Institutional Equity…

Each time we embark on a search process for a position at New Mexico State University, we have an opportunity to achieve a diverse workforce. The Search Committee Advisory Guidelines provides the roadmap for our search process journey. NMSU recognizes that it has a responsibility to extend equal employment to all qualified individuals. Through its Affirmative Action Plan (AAP), the University commits to the principles and obligations required by Executive Order #11246, the Rehabilitation Act of 1973, etc. To achieve a diverse workforce, those individuals conducting the search process must demonstrate good faith efforts to target the recruitment of women and minorities to assure their representation in the applicant pool. The good faith effort to recruit qualified women and minorities is paramount in all of our search endeavors. In the end, our efforts should reflect that we value diversity not only because of compliance requirements, but because it is the right thing to do. That will be the true test of our search process and of our commitment to diversity.
-Gerard Nevarez, Executive Director