1 Statement of Policy

It is the policy of the Board of Trustees and of the component colleges and units of the University to recruit, employ, retain and promote employees without regard to sex, age, race, color or creed. (BTM,1970,12-28,014,__)

As a public college system, the University believes in a policy of nondiscrimination and of providing educational opportunities for the disadvantaged as a means of facilitating their access to a broader range of employment opportunities. Moreover, the University recognizes that the adoption of a vigorous program of action is required if meaningful strides are to be made in the direction of improved employment opportunities for groups that have been disadvantaged in the past. It also recognizes that the employment opportunities created by the open enrollment policy create a unique opportunity to implement such a program. To this end, the Board of Trustee—by its action of 28 September 1970 (Calendar No. 30A)—committed itself, in connection with its construction program, to the objective of enhancing employment of minority workers in the construction industry and of involving minority contractors in building projects. By this policy statement the University is now committed to a comprehensive program encompassing both contractual relationships such as construction awards, and internal employment practices aimed at insuring minority groups of all kinds equal opportunity for employment, for on-the-job-training and for advancement in responsibilities and remuneration. (BTM,1970,12-28,014,__)

2 Program Components

Each college will develop its own affirmative action program in implementation of this policy with overall coordination and monitoring to be performed by the University. (BTM,1970,12-28,014,__)

The policy on nondiscrimination will be communicated periodically to all employees through suitable media. Unions that have contracts with the University or with The City of New York covering employees of the University shall be similarly informed and their cooperation requested and the University policy will also be suitably published to external groups. (BTM,1970,12-28,014,__)

The Equal Opportunity clause will be incorporated in all purchase orders, contracts and leases with a face value above a specified amount (BTM,1970,12-28,014,__)

A self evaluation inventory will be conducted periodically to determine the extent to which the University is achieving equal employment objectives. Actions will be initiated, as required, to expand employment and promotion opportunities available to minority groups and other categories of persons previously discriminated against in employment. (BTM,1970,12-28,014,__)

3 University Responsibilities

The Chancellor will establish a Committee with university-wide representation to provide policy direction for the University's Affirmative Action Program and will include in his or her committee designations a senior member of his or her staff to whom college program coordinators will report. (BTM,1970,12-28,014,__)

The Chancellor's staff representative will keep informed on federal, state and city policies and requirements in order to provide guidance and assistance to college coordinators, and will maintain appropriate liaison with responsible federal officials and counterparts at other universities. (BTM,1970,12-28,014,__)

The University Committee will review the programs of the individual colleges and the self-evaluation inventories and will recommend appropriate policies and actions based on such reviews. (BTM,1970,12-28,014,__)

The Chancellor will establish procedures for the university-wide collection of data required for compliance with the Affirmative Action Program. (BTM,1970,12-28,014,__)

The University Central Office will develop an affirmative action program predicated on the needs of the University and community needs and characteristics, and in compliance with the general requirements stipulated in this policy. (BTM,1970,12-28,014,__)

4 College Responsibilities

Each college will develop an affirmative action program predicated on local campus and community needs and characteristics, and in compliance with the general requirements stipulated in this policy. (BTM,1970,12-28,014,__)

Each College and University Center will appoint a campus affirmative action program coordinator. The individual designated shall be a senior college official who reports directly to the President and has sufficient authority to ensure that the college program is effectively carried out. Where contract activity, particularly in the construction area, warrants, it may be appropriate to supplement this appointment by designating two assistant coordinators, one for construction and other contracts and the other for administrative staff, faculty members and other college employees. (BTM,1970,12-28,014,__)

The advisory committee mechanism should be appropriately utilized as a means of securing community participation and support. Where the amount of construction activity is significant, an advisory group should be formed with representation from prime contractors, the construction trades, other unions, the building contractors' association, community representatives and college representatives. Similarly, an advisory group with composition appropriate to its purposes should be established to provide advice and assistance in connection with college personnel policies. (BTM,1970,12-28,014,__)

Colleges will review their personnel policies and practices with a view toward effecting such changes as are necessary to implement an effective affirmative action program. The college affirmative action program policy will be appropriately disseminated through campus publications and manuals, posters, recruitment advertisements and other suitable media. Recruitment efforts should emphasize sources of employees in the concerned categories. Thus, it is to be noted that it is not sufficient for the college to identify a minority group member as a potential employee. It is equally essential that such individuals be given a full opportunity to compete for jobs. Similarly, training and promotion policies and practices should be linked with a view toward providing improved advancement opportunities for the groups and categories in question. (BTM,1970,12-28,014,__)

There shall be established at the University affirmative action human rights procedures for the purpose of providing an internal grievance mechanism for individuals who have been denied employment by the University or any one of its units, and who complain that such denial was a result of discrimination on the basis of race, creed, color, national origin, sex or age. The use of age refers to the statutory definition of age in New York City and New York State. (CPM,1973,01-08,p001)

5 Contract Awards

The Board of Trustees ratifies the University's commitment to increase significantly the participation of minority and female-owned business enterprises in all areas of the University's procurement of goods, services, and construction—to the fullest extent permitted by law. (BTM,1990,04-23,004,_I)