The following statement was prepared by an ad hoc committee comprised of Leslie Francis, Marilyn Frye, and Martha Nussbaum, and approved by the board of officers at its 1990 meeting. At the 1998 meeting of the board of officers, the APA nondiscrimination statement was modified, on the initiative of the committee on lesbian, gay, bisexual, and transgender people in the profession, to include "gender identification" among the characteristics on the basis of which discrimination is rejected as unethical. Last updated at the 2011 board of officers meeting. Originally published in Proceedings and Addresses of the American Philosophical Association, Vol. 64, no. 5, p. 11. It is also published in Jobs for Philosophers.
The American Philosophical Association rejects as unethical all forms of discrimination based on race, color, religion, political convictions, national origin, sex[i], disability[ii], sexual orientation, gender identification or age, whether in graduate admissions, appointments, retention, promotion and tenure, manuscript evaluation, salary determination, or other professional activities in which APA members characteristically participate. This includes both discrimination on the basis of status and discrimination on the basis of conduct integrally connected to that status, where "integrally connected” means (a) the conduct is a normal and predictable expression of the status (e.g., sexual conduct expressive of a sexual orientation), or (b) the conduct is something that only a person with that status could engage in (e.g., pregnancy), or (c) the proscription of that conduct is historically and routinely connected with invidious discrimination against the status (e.g., interracial marriage) . At the same time, the APA recognizes the special commitments and roles of institutions with a religious affiliation; and it is not inconsistent with the APA's position against discrimination to adopt religious affiliation as a criterion in graduate admissions or employment policies when this is directly related to the school's religious affiliation or purpose, so long as these policies are made known to members of the philosophical community and so long as the criteria for such religious affiliation do not discriminate against persons according to the other attributes listed in this statement. Advertisers in PhilJobs: Jobs for Philosophers are expected to comply with this fundamental commitment of the APA, which is not to be taken to preclude explicitly stated affirmative action initiatives.
Institutions that seek to advertise in PhilJobs: Jobs for Philosophers will be asked whether they comply with the APA Nondiscrimination Statement. Ads from those that do not so indicate will not be run.
The APA board of officers expects that all those who use the APA placement service will comply with the letter and spirit of all applicable regulations concerning nondiscrimination, equal employment opportunity, and affirmative action.
Compliance with the Nondiscrimination Statement
APA members concerned about violations of this policy should refer to the Discrimination Complaint Procedure.
To report an advertisement in PhilJobs: Jobs for Philosophers that may not comply with the nondiscrimination statement, use the PhilJobs: Jobs for Philosophers contact form.
Physical requirements specified by a job ad that unnecessarily exclude members of protected classes such as disabled persons are inconsistent with the APA's nondiscrimination statement. Ads containing such requirements will not be permitted to appear on PhilJobs: Jobs for Philosophers.
Ombudsperson Concerning Discrimination and Sexual Harassment
The APA's current ombudsperson concerning discrimination and sexual harassment is Ruth Chang, who can be reached at email@example.com.
For more information about the ombudsperson concerning discrimination and sexual harassment, see the position description.
[i] See also the Report of the 2013 Ad Hoc Committee on Sexual Harassment.
[ii] The APA complies with the Americans with Disabilities Act by providing reasonable accommodation to individuals with disabilities. The APA’s personalized interactive reasonable accommodation practice respects each individual seeking accommodation as the most knowledgeable source of effective solutions for that person’s circumstance.