Statement of Principles
The City University of New York, located in a historically diverse
municipality, is committed to engendering values and implementing
policies that will enhance respect for individuals and their cultures.
The University believes that, in order truly to benefit from this
diversity, the University must foster tolerance, sensitivity and mutual
respect among all members of its community. Efforts to promote
diversity and to combat bigotry are an inextricable part of the
educational mission of the University. Diversity among the University's
many members strengthens the institution, promotes the exchange of new
ideas, and enriches campus life.
The University does not condone and will not tolerate discrimination
in employment or in its educational programs and activities.
The City University of New York continues to recognize the important
need to maintain at each campus equal access and opportunity for
qualified students, faculty and staff from all ethnic and racial groups
and from both sexes.
Policy Statement
It is the policy of The City University of New York and the
constituent colleges and units of The University to recruit, employ,
retain, promote, and provide benefits to employees and to admit and
provide services for students without regard to race, color, national
or ethnic origin, religion, age, sex, sexual orientation, gender
identity, marital status, disability, genetic predisposition or carrier
status, alienage, citizenship, military or veteran status, or status as
victim of domestic violence.
Sexual harassment, a form of sex discrimination, is prohibited under the University's Policy Against Sexual Harassment.
The City University of New York, as a public university system,
adheres to federal, state, and city laws and regulations regarding
non-discrimination and affirmative action including among others,
Executive Order 11246, as amended, Titles VI and VII of the Civil
Rights Act of 1964, Title IX of the Education Amendments of 1972,
Sections 503 and 504 of the Rehabilitation Act of 1973 and the
Americans with Disabilities Act of 1990, Section 402 of the Vietnam Era
Veterans' Readjustment Assistance Act of 1974, as amended, the Equal
Pay Act of 1963, the Age Discrimination in Employment Act of 1967, as
amended and the Age Discrimination Act of 1975, the New York State
Human Rights Law and the New York City Human Rights Law. The "protected
classes", as delineated in Executive Order 11246 (Black, Hispanic,
Asian/Pacific Islander, American Indian/Alaskan Native and Women), were
expanded on December 9, 1976 by the Chancellor of The City University
of New York to include Italian-Americans.
Responsibility for Compliance
The President of each constituent college of the University, the
Senior Vice Chancellor at the Central Office, and the Dean of the Law
School shall have ultimate responsibility for overseeing compliance
with this Policy at his or her respective unit of the University.
Discrimination Complaints
The City University of New York is committed to addressing
discrimination complaints promptly, consistently and fairly. There
shall be an employment discrimination complaint procedure administered
by each unit of the University. Students who believe they have been
discriminated against in violation of this Policy should bring their
complaints to the Chief Student Affairs Officer for investigation by
the officer or his or her designee in accordance with this Policy.
Retaliation against any member of the University community who has made a complaint of discrimination is prohibited.
Effective: October 1, 2004
Last Updated: 2/14/05
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