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. 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. 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. What are some types of affirmative action measures? Aggressive recruiting to expand the pool of candidates for job openings. Evaluating and updating selection tools and criteria to ensure their relevance to job performance. Revising traditional measures of merit to better recognize talent and performance under varying conditions. 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. 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. Recruitment and Search Procedures CUNY Search Committee Guide

Compliance and Diversity

Q: Policies and Procedures

CUNY Policy on Sex-Based Misconduct Equal Opportunity and Non-Discrimination Policy Drug and Alcohol Amnesty Policy Student’s Bill of Rights Policy Policies and Procedures Concerning Sexual Assault, Stalking and Domestic and Intimate Partner Violence Against Students

Q: Notice of Non-Discrimination

Preventing Discrimination & Sexual Assault (Title IX) Title IX – Pregnancy Non-Discrimination NYC Human Rights Law

Contact Us

Sabine Rospide
Interim Chief Diversity Officer and Title IX Coordinator
TitleIX@lagcc.cuny.edu

Our Mission

Recognizing the benefits of an inclusive and culturally diverse environment, and taking into account LaGuardia Community College’s unique location and student population, the mission of the Office of Compliance and Diversity is to educate and develop a workforce that embraces cultural competence, intersectionality, and aids in ensuring compliance with Federal, State, Municipal, and CUNY Policies on Sexual Misconduct and Equal Opportunity and Non-Discrimination.

What We Do

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.

Affirmative Action

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.

Policies and Procedures

Notice of Non-Discrimination

FAQ

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.
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.
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.
What are some types of affirmative action measures?
- Aggressive recruiting to expand the pool of candidates for job openings.
- Evaluating and updating selection tools and criteria to ensure their relevance to job performance.
- Revising traditional measures of merit to better recognize talent and performance under varying conditions.
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.
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.

Recruitment and Search Procedures

CUNY Search Committee Guide

Plans and Reports

Discrimination and Sexual Misconduct

If you experience or witness someone else experiencing sexual misconduct or discrimination, please contact:

Sabine Rospide
TitleIX@lagcc.cuny.edu

Public Safety
(718) 482-5555

What Is Sexual Misconduct?
What is Discrimination?
Sexual Misconduct Allegation Complaint Form – This form may be submitted directly via email to TitleIX@lagcc.cuny.edu.

Title IX Curriculum

Important Links

SPARC (Sexual & Interpersonal Violence Prevention And Response Course)

Frequently Asked Questions

What is SPARC?

SPARC is an online training program developed by the State University of New York in partnership with the City University of New York. Its purpose is to educate members of an institution’s community, on what the policies are on sexual misconduct, how they can report incidents and resources to assist them. The belief is that by having it housed on BlackBoard it will be easier for students to access the training and maintain a record of their compliance.

Who needs to take it?

New-to-LaGuardia students need to complete the SPARC training. In addition, existing students who are involved in the following also need to take SPARC, even if they have previously taken the Haven Sexual Misconduct Training online:

Club/Organization Officers
Study Abroad students
Resident Life students
Students traveling for overnight trips

Non-matriculated students or students on e- permit do not need to complete SPARC. If you do not fall into any of the cohorts listed above as those who need to complete SPARC and you have been contacted to complete it, please email TitleIX@lagcc.cuny.edu and give your EMPL ID, when you enrolled at LaGuardia and that you are not a member of the required groups that need to complete it.

What is the difference between SPARC and ESPARC?

ESPARC is for employees and not students, however, if you are a College Assistant employed at LaGuardia and a student you have to take both trainings.

What if you already took it?

If you took the SPARC training already at another institution you have to complete it at your current institution as a transfer student. The only exception to this rule is if you completed the training within the past academic year, you do not need to retake it and can email your certificate to TitleIX@laguardia.cuny.edu and explain that you have completed SPARC within the past year and attach the certificate or tell your cohort representative and give them a copy of your certificate. If you take it during your freshman year but then during a subsequent year you become a member of one of the cohorts listed above, you need to take it again.

What if I need Assistance?

SPARC Troubleshooting Tips:

The course is not mobile friendly so you must take the course on a desktop, laptop or tablet
Please allow for pop-up blockers
Enable flash
Use firefox or chrome as your browser
Complete all slides- There are four modules that need to be completed and validated. At the conclusion of all four modules you will see a certificate of completion, please save for your records
The CUNYFirst checklist posts an automatic deadline of 30 days for the SPARC training, and it will remain on your account even if you’ve completed the course until the 30 days is done; disregard deadline if you have completed the training and generated a certificate
For technical issues with BlackBoard please contact the Helpdesk BlackBoard Administrator, for assistance helpdesk@laguardia.cuny.edu
If you continue having issues even after reviewing and implementing these tips then email TitleIX@laguardia.cuny.edu and explain what the issue is, please include your EMPL ID
If you can’t complete the online training due to the content please email TitleIX@laguardia.cuny.edu and explain why.

What if I don’t see the SPARC Course on my BlackBoard account?

If you were informed that you need to complete the SPARC online training course but do not see the course on your BlackBoard homepage please contact TitleIX@laguardia.cuny.edu and request the self-enrollment link. If you are a member of one of the cohorts please contact your administrators for the self-enrollment link and guide.