BOARD OF TRUSTEES RESOLUTION(S)
Subject: Statement on Nondiscrimination and Affirmative Action
Reference: RFSA 7-80-14
RESOLVED, That the Board of Trustees of the California State University and
Colleges adopt the following revised policy for nondiscrimination and
affirmative action in employment.
THE CALIFORNIA STATE UNIVERSITY AND COLLEGES
POLICY STATEMENT OF NONDISCRIMINATION AND
AFFIRMATIVE ACTION IN EMPLOYMENT
The commitment of the CSUC to the advancement of knowledge and to the
provision of quality higher education to all eligible students, and to the
laws of California and the United States that guarantee to all persons the
right of equal employment opportunity obliges each campus and the Office
of the Chancellor to treat all employees without regard to their race
color, religion, national orgin, sex, sexual preference, marital status,
pregnancy, age, disability, disabled veteran's or Vietnam era veteran's status.
Such commitment further obliges each campus and the Office of the Chancellor to
make positive efforts to increase the opportunities for the employment and
advancement of women, members of minority groups, the disabled, disabled veterans
and veterans of the Vietnam era, and to strive toward achieving a
faculty and staff that reflects the diverse society served by the
To this end the Trustees of the CSUC adopt this Policy Statement on
Nondiscrimination and Affirmative Action in Employment.
It is the policy of the CSUC to provide equal employment opportunities
to all applicants and employees regardless of race, color, religion,
national origin, sex, sexual preference, marital status, pregnancy,
age, disability, disabled veteran's or Vietnam era veteran's status.
Employment, retention and advancement of employees shall be based on
merit and be responsible to the needs of the CSUC for quality and
It is the policy of the CSUC to promote employment opportunities for
women, members of minority groups, the disabled, disabled veterans and veterans
of the Vietnam era. In accordance with EO 11246, minority group members are
defined as Afro-Americans, Hispanic Americans, Native Americans, and Asian-Americans.
Executive Order 11375 added Women by amendment.
All employment decisions shall be based on a fair and equitable asses-
ment of merit -- an as assessment of the individual's talents, skills,
knowledges, ability to do the work assigned, and potential -- and of
the requirements of the CSUC for excellence. Those judged to be the
best qualified on the basis of realistic and reasonable qualification
requirements should be selected, retained and advanced.
Affirmative action requires that any barriers to equal employment opportunity
be identified, and that positive measures be taken to remove them, and to
eliminate underutilization of women, ethnic minorities, the disabled,
disabled veterans and veterans of the Vietman era in occupations, in
organizational units and at cerain salary levels. Affirmative action also
requires opportunity for upward mobility and the provision of avenues for
This policy is affirmed with the full expectation that it will result
in a diverse work force of high quality through increased employment
of women, ethnic minorities, Vietnam era veterans, and the disabled.
II. Scope of the Policy
This policy conforms tothe requirements of Federal Executive Orders 11246
and 11375 as amended; the Civil Rights Act of 1964 as amended; Title IX of
the Educational Act of 1972; Sections 503 and 504 of the Rehabilitation Act
of 1973; Section 402 of the Vietnam Era Veterans Readjustment Assistance
Act of 1974; Equal Pay Act of 1963 as amended; Age Discrimination Acts of
1967 and 1978; and other applicable federal statues; as well as pertinent laws,
regulations and executive directives of the State of California, including
regulatory procedures set forth in Title 5 of the Administrative Code.
This policy shall apply to all executive, academic, administrative and non-
academic employees and those in academic-administrative assignments; to
full-time, part-time, temporary, probationary and permanent employees as
well as those with appointments in continuing education and other self-support
programs; and to all personnel procedures and practices including, but not
limited to, recruitment, appointment, evaluation, promotion, demotion,
classification, transfer, termination, comprensation, training, leaves with
and without pay, fringe benefits, layoff and return from layoff, grievance
procedures and disciplinary actions.
Auxiliary organizations which are required to comply with the policies of the
Board of Trustees are obliged to adopt similar employment procedures
consistent with this policy and systemwide operational guidelines established
by the Chancellor.
Affirmative action and equal employment opportunities shall be viewed as an
integral part of the mission and management of the CSUC and shall be reflected
in all relevant procedures and practices which contribute to the educational
experiences of students and the employment conditions and opportunities of
faculty, staff, and members of the administration. Demonstrated good faith
efforts as well as progress in achieving goals and objectives shall be considered
in the evaluation of performance of managers, supervisors and others involved
in personnel processess, recommendations and decisions.
III. Policy Implementation
The authority and responsibility for assuring compliance with this policy
shall rest with the Chancellor and the Presidents of the nineteen campuses.
They shall exercise effective personal and professional leadership in promoting
equal opportunity in every aspect of personnel policy and practice as well as
in establishing, maintaining, and improving a continuing affirmative action
program. Members of the faculty, staff and administration of the California
State University and Colleges in carrying out their responsibilities shall adhere
to the intent and letter of this policy statement.
Each campus and the Office of the Chancellor shall establish affirmative
action plans and programs consistent with this policy statement as well
as with relevant systemwide guidelines developed by the Chancellor. Each
plan and any subsequent revisions shall be approved by the Chancellor. In
addition, the Chancellor shall monitor affirmative action programs and
progress, for program effectiveness and compliance with legal and policy
requirements, and shall initiate with the Presidents corrective measures