Equal Opportunity Affirmative Action

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. 


In accordance with the requirement of 504 of the Rehabilitation Act of 1973 and Titles I and II [or Title III if a private school] of the Americans with Disabilities Act of 1990 (ADA) the [name of your institution] will not discriminate against qualified individuals with disabilities on the basis of disability in its services, programs, or activities.  The [name of institution] does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Dept. of Education, the U.S. Dept. of Justice, and the U.S. Equal Employment Opportunity Commission. 
To file a complaint contact:
Samuel Ramirez, SPHR, Sr. CAAP, SHRM-SCP
Director, Employee Development & Compliance Services
Title IX Coordinator, ADA/504 Coordinator, Affirmative Action Rep.
Corpus Christi Hall Room 130
Texas A&M University-Corpus Christi
Corpus Christi, Texas 78412
(361) 825-2765, FAX (361) 825-5513


or file an online complaint via the following link:


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. 




Samuel Ramirez, Director of Employee Development & Compliance Services Department
Samuel.Ramirez@tamucc.edu, (361) 825-2765

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.