The most recently available plan is here. The data is from 2016. Under federal regulations UO must prepare these annually. The new plan, explaining how UO is complying with federal AA law and giving the latest slice and dice of UO’s employees by gender and race, was supposed to be signed by President Schill by March 1, 2018. But instead, there’s just this announcement from AAEO:
On an annual basis, as required by federal regulations, UO produces Affirmative Action Plans (AAPs). As of the 2018-19 AAP Year, UO has engaged Biddle Consulting Group to assist in the preparation of our plans. Biddle has recommended some process changes to better align our reporting dates and incorporate the most current, complete and accurate set of data (snapshot date) with which to generate the AAPs. The effective date of the plans will remain March 1 with a new snapshot date of February 28, resulting in a later release of plan information on the AAEO website.
UO is spending millions on the VPEI’s office, thousands of hours of faculty time on “Diversity Action Plans”, is requiring search committee members to take questionable Implicit Bias training, is being sued for gender discrimination, and is spending millions more on the Under-represented Minority Recruitment Plan – but we can’t even file a basic federally required breakdown of employee race and gender on time without hiring a consultant.
FWIW here’s the sort of data the plans show: