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Non-Discrimination Policy
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
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