Equal Opportunity Affirmative Action

Diversity - refers to the similarities and differences between individuals accounting for all aspects of one’s personality and individual identity. Some of the dimensions of diversity are shown below with examples of content available.

  • Age.
  • Color.  
  • Disability. 
  • Ethnicity/National origin. 
  • Gender.
  • Gender identity or expression. 
  • Generation. 
  • Language.
  • Life experiences.
  • Organization function and level.
  • Physical characteristics. See, Can a Changed Appearance Overcome Bias?
  • Race.
  • Religion.
  • Sexual orientation.
  • Veteran status.


Diversity provides the potential for greater innovation and creativity. Inclusion is what enables organizations to realize the business benefits of this potential.

Inclusion describes the extent to which each person in an organization feels welcomed, respected, supported and valued as a team member. Inclusion is a two-way accountability; each person must grant and accept inclusion from others. In such an environment, every employee will tend to feel more engaged and will be more likely to contribute toward the organization’s business results. This requires people from diverse backgrounds to communicate and work together, and understand each others’ needs and perspectives—in other words, demonstrate cultural competence. 

Equal Opportunity Statement

Texas A&M University-Corpus Christi is committed to providing an educational and work environment that is conducive to the personal and professional development of each individual student and employee.  It is our firm commitment to ensure that equal employment opportunity, equal treatment, and equal access to programs and activities will be provided to Texas A&M University-Corpus Christi's students, employees, prospective employees, and the public.  To achieve this goal, discrimination based on a person's race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status or genetic information is strictly prohibited as defined by federal law and state statute.  These protections extend to employment and admissions decisions.

Veteran’s Preference

Effective September 1, 2015 the Military Veterans’ Full Employment Act, SB 805 was amended. A veteran qualifies for a veteran’s employment preference. 

Visit Veteran's Preference Information Page for more details.