The Office of Compliance and Diversity is responsible for administering the Graduate Center’s recruitment, hiring, appointment, and equal opportunity policies and procedures ensuring compliance with related laws, rules, and regulations dealing with human rights. This includes providing the Graduate Center, School of Professional Studies, School of Journalism and Macaulay Honors College communities with training on search procedures and human rights policies, developing and administering the Graduate Center's Affirmative Action Plan, collecting and analyzing employee statistical data, maintaining records and preparing and submitting required internal and external reports, investigating human rights complaints (i.e., sexual harassment, discrimination, etc.), and administering the internal discrimination procedures.
If you believe you have been a victim of discrimination, please print, fill out and return the Charge of Discrimination. Learn more about the Legal Justifications for Filing a Complaint of Discrimination.
The Office of Compliance and Diversity is available to assist with recruitment (Recruitment Request Form) and retention efforts and provide guidance regarding equal employment opportunity and affirmative action policies and procedures.
For the most recent information regarding the Non Discrimination, Sexual Harassment, and Unlawful Disparate Treatment Discrimination Compliant (Employee Compliant ) Procedures, please follow this link: Polices and Procedures on Non Discrimination and Sexual Harassment.
Affirmative Action - A process in which employers identify problem areas in the employment of protected class members, set goals and take positive steps to ensure equal employment opportunities of a protected class where they are underrepresented in an organization in relation to their availability in the labor markets from which recruiting occurs.
Affirmative Action Plan - A plan that identifies problem areas in the employment of protected-class members and sets goals and actions to overcome those problems.
Applicant - A person who contacts the University and/or one of the constituent colleges and/or units of the University for jobs. People sending in electronic resumes must meet three criteria to qualify as "applicants": 1) the University has acted to fill a particular position, 2) the person has followed the University's standard procedures for submitting applications/resumes, and 3) the person has indicated an interest in the particular position.
Applicant Pool - Candidates who have applied for a position during the period the position is open.
Availability Analysis - An analysis that identifies the number of protected-class members available to work in the appropriate labor markets in given jobs.
Bias - A tendency or inclination that prevents objectivity.
Business Necessity - A practice necessary for the safe and efficient operation of an organization.
Bona Fide Occupational Qualification (BFOQ) - Title VII of the Civil Rights Act of 1964 states that employers may discriminate on the basis of sex, religion, or national origin if the characteristic can be justified as a legitimate occupational qualification reasonably necessary to the normal operation of the business.
Culture - The distinctive body of customs, knowledge, beliefs, and morals, laws, habits, and social institutions that characterize each separate society.
Discrimination - Occurs when individuals having a common characteristic such as age, ancestry, color, disability, national origin, race, religious creed, sex, sexual orientation or veteran status are denied equal privilege or treatment.
Disparate Impact - Disparate impact occurs when employment decisions work to the disadvantage of protected class members, whether or not there is discriminatory intent.
Disparate Treatment - Disparate treatment occurs when protected class members are treated differently from others, whether or not there is discriminatory intent.
Diversity - A broad concept that values all people equally, regardless of their differences.
Due Process - The opportunity for individuals to explain and defend their actions against charges of misconduct or other reasons.
Equal Employment Opportunity - Equal Employment Opportunity (EEO) is a broad concept holding that individuals should have equal treatment in all employment-related actions.
Essential Job Functions - The fundamental job duties of the employment position that an individual with a disability holds or desires.
Ethnicity - A group classification in which members share a unique social and cultural heritage passed on from one generation to the next. Involves customs, language, religion, and other cultural factors.
Executive Order - An order issued by the President of the United States to provide direction to government departments on a specific issue or area.
Glass Ceiling - Discriminatory practices that have prevented women and other protected-class members from advancing to executive level positions.
Good Faith Efforts - Actions required by Revised Order No. 4 which is a regulation of the U.S. Department of Labor, enforced by the OFCCP, which sets forth in detail the required contents of affirmative action plans to be developed and maintained by institutions with federal contracts. Good faith efforts show the University's commitment to compliance with the affirmative action plan.
Harassment - Conduct of any nature which has the purpose or effect of interfering unreasonably with an individual's work or academic performance or creates an offensive, hostile, or intimidating working or learning environment.
Person with a Disability - Someone who has a physical or mental impairment that substantially limits that person in some major life activities, who has a record of such and impairment or who is regarded as having such an impairment.
Personnel Vacancy Notice (PVN)- is the public announcement made by a college for the recruitment to fill a position in an approved classification.
Prejudice - An irrational and negative attitude directed at a group or individual because of physical or cultural characteristics; thinking ill of others without sufficient warrant. Usually the attitude is not well founded and it has a negative cast.
Protected Classes - Protected classes are composed of individuals identified for protection under equal employment laws and regulations. Many of the protected classes historically have been subjected to discrimination. Bases for protection identified by various federal laws are:
* Race, ethnic origin, color (American Indian/Alaska Native, Asian, Black/African American, Hispanic/Latino, Italian American (CUNY Protected Group), Native Hawaiian/Pacific Islander)
* Gender (women)
* Age (over 40)
* Individuals with disabilities
* Vietnam-era veterans
Race - A group of people related by common descent or heredity.
Race/Ethnic Group Definition
American Indian or Alaskan Native (All persons having origins in any of the original peoples of North America and who maintain a cultural identification through tribal affiliation or community recognition.)
Asian or Pacific Islanders (All persons having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands. The areas include, for example, China, Japan, Korea, India, the Philippine Islands, and Samoa.)
Black (not of Hispanic origin) (All persons having origins in any of the black racial groups of Africa.)
Hispanic Or Latino (All persons of Mexican, Puerto Rican, Cuban, Central or South American or other Spanish culture or origin, regardless of race.)
White (not of Hispanic origin) (All persons having origins in any of the original peoples of Europe, North Africa, or the Middle East.)
Racism - The discrimination against a person or group solely because of their race. Any political doctrine that claims the superiority of one race over another.
Reasonable Accommodation - A modification or adjustment to a job or work environment that enables a qualified individual with a disability to have equal employment opportunity.
Recruiting - The process of generating a pool of qualified applicants for organizational jobs.
Retaliation - Retaliation is when an employer takes punitive actions against individuals who exercise their legal rights. Employers are prohibited by equal employment opportunity laws from retaliating against individuals who file discrimination complaints or participate in an investigation.
Selection Process - any step, combination of steps or procedures used as a basis for any employment decision, including, but not limited to, interviews, un-scored application forms, paper and pencil tests, performance tests, probationary periods and physical, education and work experience requirements, as well as the decision-making process used in determining whether or not to hire or promote.
Sexual Harassment - Actions that are sexual in nature, are unwanted, and subject the employee/student to adverse employment/learning conditions or create a hostile work/learning environment.
Undue Hardship - Conditions created when making a reasonable accommodation for individuals with disabilities that imposes significant difficulty or expense on an employer.
Underutilization - is having materially fewer minorities or women in a particular unit or job group than reasonable would be expected based on their availability in the local or national labor pool.
Utilization Analysis - An analysis that identifies the number of protected-class members employed and the types of jobs they hold in the organization.
Vacancy - a position which the college has the financial ability and intent to fill, that occurs when
* A line is created for a new position
* An incumbent resigns
* An incumbent is terminated
* An incumbent dies
* An incumbent takes Travia Leave/retires
* An incumbent vacates one position for another
Workforce Diversity Plan - Plan unique to the specific CUNY College that explains how the college developed its diversity strategy and outlines the steps that will be taken to contribute to the success of their goals.
1Terms courtesy of the the Office of Affirmative Action, Equal Opportunity, and Diversity at the University of Rhode Island.