Mr. Gary Rogers, Senior Vice President and Chief Financial Officer for Strategic Planning and Operations, and Mr. Theotis Robinson, Vice President for Equity and Diversity, have responsibility for system-wide efforts to ensure that affirmative action is taken and that equal employment opportunity is observed throughout the University of Tennessee system.  Their offices are located in the Andy Holt Tower on the Knoxville campus.

The Equity and Diversity Officer for the University of Tennessee at Martin is Dr. Ann Duncan; she reports to the Chancellor, Dr. Tom Rakes.  Dr. Ann Duncan, Dr. Jerald Ogg, Vice Chancellor for Academic Affairs, Mr. Al Hooten, Vice Chancellor for Finance and Administration, and Mr. Phillip Bright, Director of Human Resources, have the ultimate responsibility to ensure that affirmative action is taken and that equal employment opportunity is observed in personnel action related to faculty, staff exempt, and staff non-exempt appointments.  All offices, with the exception of the Office of Equity and Diversity, are located in the Administration Building on the UTM campus.  The Office of Equity and Diversity is located in Gooch Hall, Room 240F.

The Equity and Diversity Officer monitors the progress of searches for faculty and staff exempt positions, coordinates monitoring and reporting by the UTM Office of Human Resources of progress and searches for non-exempt staff, analyzes the data provided by IRIS, the University-wide human resources program, prepares the AFFIRMATIVE ACTION PLAN and required reports; monitors the provisions of the PLAN to ensure that the institution is in compliance with all Federal and State statutory requirements and guidelines, and performs a variety of other activities which increase the visibility, knowledge, and practice of equal employment opportunity and affirmative action.

All UTM Vice Chancellors, Deans, Chairpersons, and Directors work with the affirmative action program and are responsible for ensuring that the AFFIRMATIVE ACTION PLAN is implemented within their areas of responsibility.  As such, they ensure that appropriate attention is devoted to affirmative action/diversity activities and that the principles of equal employment opportunity are pursued by those within their areas.

Employers are evaluated on their affirmative action/diversity commitment during their annual performance and progress review.  This evaluation is based on the goals outlined in the University’s diversity plan.