Equal Opportunity & Policies

Cornell trains students on the importance of reporting incidents of sexual harassment and assault and other activities that impact Cornell’s commitment to diversity
Cornell trains students on the importance of reporting incidents of sexual harassment and assault and other activities that impact Cornell’s commitment to diversity

Equal Opportunity & Policies

Oversight & Responsibility

The Department of Inclusion and Workforce Diversity (DIWD) provides institutional leadership by promoting a learning, living, and working environment in which we encourage full participation of all members of the Cornell community. Using data collection and workforce analysis, DIWD designs and delivers innovative strategies to achieve inclusive excellence in the University’s systems, structures, and culture. DIWD is responsible for ensuring the University's compliance with all applicable federal, state, and local laws, including the development of the equal employment opportunity and affirmative action programs.

Equal Education and Employment Opportunity

Cornell's expectations for members of the university community are designed to support our commitment to diversity and inclusion, as well as to meet our compliance obligations under various federal and state laws, including the Americans with Disabilities Act, Civil Rights Act, Equal Pay Act, Rehabilitation Act, and the Vietnam Era Veterans Readjustment Assistance Act. Our compliance obligations, as they relate to equal education and employment, are outlined in our EEEO statement. Likewise, our commitment to an educational setting and workplace that is free from discrimination and harassment is governed by University Policy 6.4: Prohibited Discrimination, Protected-Status Harassment, Sexual Harassment, and Sexual Assault and Violence.

The university has processes to provide resolutions for individuals who have concerns related to the treatment they have received from others. These concerns include gender (including pregnancy), sex, race, color, ethnic or national origin, age, creed, religion, color, sexual orientation, gender identity or expression, military or veteran status, actual or perceived disability, ex-offender status, and individual genetic information. Information about these processes can be found in Policy 6.4 or related policies, including Disability Accommodation and Religious Accommodation.

For a complete list of University policies, visit the University Policy Office.

Affirmative Action and Workforce Inclusion Plans

As a federal contractor, Cornell University is bound by the federal laws that address affirmative action compliance. Each year, the university reports on its progress in addressing its compliance obligations. Archived reports are available for reference, as is assistance from Diversity and Affirmative Action Representatives.

Additional information about regulatory compliance regarding sexual orientation and gender identity, and race/ethnicity self-identification can also be found by visiting Human Resources.

Disability Access

Cornell University is committed to diversity and inclusiveness, with the goal of providing an accessible, usable, and welcoming environment for faculty, staff, students, and visitors with disabilities. Since 2004, a team of individuals from departments across the university has worked to address disability access, which has resulted in a comprehensive web page and a strategic plan. Complete guidance regarding accommodations, policies, and procedures are available through Human Resources or Student Disability Services.

Gender Equity & Title IX

Cornell University is committed to creating a climate that supports gender equity and complying with the obligations identified under Title IX. As a result, the university has established a Title IX coordinator and a team of deputies to address student, workforce, and athletics issues. In its efforts to address both its compliance obligations and its commitment to gender diversity, the university has created a gender-equity institutional plan that includes how the university is addressing sexual harassment and assault as well as other aspects of gender equity.

Restroom/Facilities Use Guidelines

In keeping with the University’s policy of nondiscrimination and the commitment to inclusion, the University allows students, staff, faculty, and visitors to use the restroom or facility that corresponds to their gender identity*. In addition, the University maintains a number of universal restrooms across campus to address restroom facility access not necessarily related to gender identity, such as access for parents with children and for other attendants/caregivers. These facilities are all-gender, accessible spaces, which may include amenities for families such as baby changing stations.

*Gender identity refers to an individual’s internal sense of gender. A person’s gender identity may be different from or the same as the person’s sex assigned at birth.

Concerns and complaints related to equal opportunity in education and in employment based on aspects of diversity protected under federal, state, and local law should be directed to Angela Winfield, Director of Inclusion & Workforce Diversity; 150 Day Hall, Ithaca, NY 14853; (607) 255-3976.