What Does Diversity, Equity & Inclusion Do?

1. Diversity, Equity & Inclusion addresses claims of discrimination and harassment in employment matters in violation of:
   • Title VII of the Civil Rights Act of 1964, as amended, which prohibits employers discriminating against individuals on the basis of race, color, sex, religion or national origin;
   • Title IX of the Education Amendments of 1972, as amended, which prohibits discrimination on the basis of sex in the conduct or operation of a school’s education programs or activities, including employment in these programs and activities;
   • the Equal Pay Act of 1963, which prohibits employers discriminating against individuals on the basis of sex in rates of pay;
   • the Lilly Ledbetter Fair Pay Act of 1973, which provides that each paycheck which delivers discriminatory compensation under Title VII is a wrong actionable under federal equal employment opportunity statutes regardless of when the discrimination began;
   • the Americans with Disabilities Act of 1990, which prohibits employers discriminating against qualified individuals with disabilities and requires an employer to provide qualified applicants and employees with reasonable accommodations;
   • Section 503 of the Rehabilitation Act of 1973, which requires a federal contractor to take affirmative action to employ and advance in employment qualified individuals with disabilities;
   • the Age Discrimination in Employment Act of 1967, as amended, which prohibits employers discriminating against individuals on the basis of age;
   • the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 and the Veterans Employment Opportunities Act of 1998, as amended, which prohibit employers discriminating against and require affirmative action to employ qualified disabled veterans, recently separated veterans, veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, and any other veterans who served on active duty in a U.S. military operation for which an Armed Forces Service Medal was awarded.
   • the Uniformed Services Employment and Reemployment Rights Act, which prohibits employers discriminating against individuals based on past, current, or future military obligations;
   • the Immigration Reform and Control Act of 1986, which prohibits employers discriminating on the basis of citizenship status;
   • Executive Order 11246, as amended, which prohibits discrimination in employment because of race, color, religion, sex, sexual orientation, gender identity or national origin and requires affirmative action to ensure equality of opportunity in all aspects of employment;
   • the New York Human Rights Law, as amended, which prohibits employers discriminating against employees on the basis of age, race, creed, color, national origin, sex, sexual orientation, disability, military status, predisposing genetic characteristics, familial status or marital status;
   • the New York Labor Law Section 194, which prohibits employers discriminating on the basis of sex in rates of pay; and
   • any other statute or regulation covering employment discrimination of individuals on the basis of their membership in a protected class such as age, race, creed, color, national origin, sex, sexual orientation, disability, military status, predisposing genetic characteristics, familial status or marital status.
2. Diversity, Equity & Inclusion is also charged with monitoring employment transactions, including, but not limited to, recruitment, selection, compensation, assignment, promotion and termination.
3. In addition, Diversity, Equity & Inclusion is responsible for the education and training of all College employees with respect to sexual harassment prevention and diversity training.

Confidentiality

Any employee, non-employee or applicant who believes that they have been discriminated against or harassed should immediately contact Diversity, Equity & Inclusion for consultation and/or to file a complaint. All complaints will be handled confidentially, which means that information obtained from a person who seeks assistance will not be discussed with other personnel except as necessary to investigate and resolve a complaint or other matter. Disclosure will be made only on a “need to know” basis for purposes of properly processing complaints.