LaGuardia Community College’s Office of Compliance and Diversity is an integral department in the Office of the President. LaGuardia Community College and the City University of New York are committed through policy and practice to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without discriminating on the basis of actual or perceived race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity, marital status, partnership status, disability, genetic information, alienage, citizenship, military or veteran status, pregnancy, status as a victim of domestic violence/stalking/sex offenses, unemployment status, credit history, caregiver or familial status, prior record of arrest or conviction, or any other legally prohibited basis in accordance with federal, state and city laws. We believe in a policy of non-discrimination, and as an educational institution, maintaining best practices and relevant programs to assure compliance with federal, state and city laws as well as University guidelines.
The Affirmative Action Program is an ongoing program that operates to assure compliance with federal legislation and University guidelines in regards to non-discrimination. We encourage positive practices and ensure equitable disciplinary procedures for any member of the college community who engages in harassment on the basis of race, sex, sexual orientation, or disability, or any individual that reports such an incident.
1. What is the difference between Equal Employment Opportunity and Affirmative Action in the staffing process?Equal Employment Opportunity means ensuring that all applicants have equal access to the selection process – that none are excluded on the basis of their protected status. Affirmative Action goes beyond non-discrimination and requires federal contractors to engage in expanded efforts in outreach and recruitment for women, minorities, persons with disabilities, and covered veterans and make them aware of the job opportunities.2. What are "Protected Classes"?Federal employment laws prohibit discrimination against anyone on the basis of membership in the following categories: age, disabilities, religion, national origin, race, color, marital status and sex.
3. Why must we follow affirmative action employment policies? Executive Order 11246 requires all federal contractors to make good faith efforts to meet affirmative action goals, and those federal contractors that employ 50 or more employees and receive $50,000 or more in federal funds, must have a written Affirmative Action Plan for women and minorities. Goals and timetables are part of the requirements of an Affirmative Action Plan for women and minorities. Goals are voluntary measures of progress in hiring women, minorities, persons with disabilities, and covered veterans that an employer such as the University has established for its workforce to correct underutilization.
As a recipient of federal funding, LaGuardia Community College/CUNY is required to have a written Affirmative Action Plan.
4. What are some types of affirmative action measures?
5. Who benefits from the University’s Affirmative Action Policies and Programs?All employees benefit from the University’s Affirmative Action Policies and Programs as they help to ensure a fair work environment for everyone.6. Do employment affirmative action policies mean quotas?No, quotas are not a part of the University’s affirmative action program. However, under federal regulations, the University is required to establish goals for hiring women and minorities in those jobs or job groups where the percentage of minorities and women employed in the University workforce is less than would be reasonably expected given their availability.
While the placement goals are important, it is the demonstration of a good faith effort to achieve those goals that is more important. An organization must be able to show it has taken strong and active steps to ensure that qualified women and minorities are present in the applicant pools and be able to objectively demonstrate that the selection process was free of bias.
*Excerpts taken from the following websites: University of California Office of the President- Diversity, Bowie State University’s EEO/AA, and University of Houston Legal Affairs.
Plans and Reports
Title IX Curriculum
The responsibilities of the 504/ADA Coordinator include:
Christopher Todd CarozzaChief Diversity Officer/Affirmative Action Officer/Title IX CoordinatorAffirmativeAction@lagcc.cuny.edu Phone: (718) 482-5088Fax: (718) 609-2012