Annual Report 1998
AHA Policy Statement on Employment Advertising
Job discrimination is illegal, and open hiring on the basis of merit
depends on fair practice in recruitment. Except in those cases in
which federal law allows specific preference in hiring (for example,
religious institutions), candidates must be evaluated exclusively
on professional criteria and must not be discriminated against on
the basis of sex, race, color, national origin, sexual orientation,
religion, ideology, political affiliation, veteran status, age,
physical handicap, or marital status.
Advertisements in Perspectives must adhere to nondiscriminatory policies set forth by the AHA and the federal government. Perspectives will not accept advertisements that contain wording that directly or indirectly links sex, race, color, national origin, sexual orientation, ideology, political affiliation, veteran status, age, physical handicap, or marital status to a specific job. Likewise, Perspectives will not accept advertisements that contain wording requiring applicants to submit materials for the sole purpose of identifying the applicant's sex, race, color, national origin, sexual orientation, ideology, political affiliation, veteran status, age, physical handicap, or marital status.
Perspectives will, however, accept the following listings, which are consistent with AHA guidelines and federal law: (1) open listings for minority vita banks that are clearly not linked to specific jobs, fields, or specializations; (2) employment ads that require religious identification or affiliation for consideration for the position, a preference that is allowed to religious institutions under federal law; and (3) notices of fellowships that are restricted to specified groups.
The AHA retains the right to refuse or edit employment advertisements submitted to Perspectives that are not consonant with these guidelines or with the principles of Title VII of the 1964 Civil Rights Act. The AHA accepts advertisements from academic institutions that are under censure by the American Association of University Professors (AAUP). These ads are identified by an asterisk (or, in the case of display ads, in a box on the next page) to advise applicants that the employing institution or its administration, including the administrative officers and the governing board of the institution, have been censured by the AAUP and that further information may be obtained from the relevant AAUP Bulletin.
The AHA recommends that all employers of historians adhere to the following guidelines: (1) All positions for historians should be advertised in the Employment Information section of AHA's Perspectives. (2) advertisements for positions should note any contingencies that may affect the availability of the positions. For example, clear indication should be given as to whether a position has actually been authorized or is contingent upon budgetary or other administrative approval; and job descriptions and selection criteria should not be altered without reopening the search. (3) All applications and inquiries for a position should be acknowledged promptly and courteously (within two weeks of receipt, if possible); acknowledgments should inform the applicant about the initial action on the application or inquiry. (4) At all stages in a search, affirmative action/equal opportunity guidelines must be respected. (5) As candidates are eliminated, they should be notified promptly and courteously. (6) Interviews, wherever conducted, should proceed in a manner that respects the professional and personal integrity of candidates, and interviewers should avoid questions that may be in conflict with the letter and spirit of federal anti-discriminatory laws. Interviews should take place on time, and candidates should be allowed sufficient time in interviews to develop their candidacies in some depth.
The Council of the AHA reminds all historians of the Association's Statement on Standards of Professional Conduct, which addresses fair practice in recruitment and professional review and promotion decisions, due process in dismissal or suspension, and sexual harassment. For a copy, call or write the AHA, 400 A Street S.E., Washington, D.C. 20003. (202) 544-2422. FAX (202) 544-8307. E-mail: Sharon Tune
Revised by by the Professional Division; approved by Council, May
31, 1998
