2.3 Non-Discrimination Policy

2.3 Non-Discrimination Policy

I. SCOPE

This policy establishes rights and obligations that are applicable to all members of the College Community, including the College’s students, faculty, staff, volunteers, and affiliates, regardless of one’s age, disability, marital status, familial status, national origin, race, color, religion, shared ancestry or ethnic characteristics, sex, sexual orientation, gender identity/expression, transgender status, pregnancy or pregnancy or pregnancy related condition, or military status.

The policy also applies to all other invitees and visitors to College-owned or -controlled premises, including alumni, personal guests, vendors, and any other individuals.

II. POLICY STATEMENT

  • As an institution of higher education that promotes the rights and safety of all members of the campus community, Ithaca College prohibits discrimination and discriminatory harassment against any member of the Ithaca College community on the basis of age, disability, marital status, familial status, military status, national origin (including shared ancestry and ethnic characteristics), race, color, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation, sex stereotypes, transgender status, gender identity or expression, an individual's genetic information, or any other bases under federal or state law (collectively "Protected Bases"). Supervisory and managerial personnel must report all such behavior to the Office of Human Resources.

III. DEFINITIONS. The definitions herein will be deemed amended as new legislation may dictate and may also be revised at the discretion of the College.

  • College Community. This term refers to any and all students, faculty, staff, volunteers, and affiliates while they are attending, engaged with, or otherwise participating in any activity, area, or operation of the College.
  • Discrimination. Discrimination is differential treatment based on one or more actual or perceived Protected Bases that is sufficiently serious to unreasonably interfere with or limit an individual’s opportunity to participate in or benefit from a College program or activity, or that otherwise adversely affects a term or condition of the individual’s employment or education. Discrimination may also occur when policies, practices, rules or other systems that appear to be neutral result in a disproportionate impact on a protected group. Discrimination also includes failure to provide reasonable accommodations for a person’s disability or religion as required by law, or any other violation of a disabled person’s rights under applicable anti-discrimination laws.

  • Harassment. Harassment is a form of discrimination that encompasses unwelcome conduct based one or more actual or perceived Protected Bases of an individual, when such conduct is sufficiently severe or pervasive to have the effect of unreasonably interfering with the individual’s educational experience, working conditions or participation in College activities or when such conduct otherwise creates an intimidating, hostile, or offensive environment. Harassment in violation of this Policy is evaluated using a "reasonable person" standard, and depends on the totality of the circumstances, including the nature, frequency, and duration of the conduct, but may be found in a single severe episode. Examples of conduct that can constitute harassment if based on an individual’s Protected Bases include but are not limited to:

    - Epithets, slurs, jokes or negative stereotypes;

    - Written, printed or graphic material that contains offensive, denigrating or demeaning comments or pictures;

    - Displaying offensive, denigrating or demeaning posters, emails, text messages or cell phone pictures;

    - Conduct, whether verbal, physical, written or electronic that threatens, intimidates, offends, belittles, denigrates, or shows an aversion toward an individual or group because of their legal protected status.

    - Forwarding an offensive or derogatory “joke” email;

    - Sharing demeaning depictions of people, including AI-generated and deepfake images and videos;

    - Mimicking, mocking, or making fun of a person, including their traits, disabilities, garments, jewelry, or displays;

    - Groping, touching, or otherwise physically assaulting a person; and

    - Making acceptance of such behavior a condition for preferential treatment or maintaining employment or enrollment in an activity or program.

  • Pregnancy or related conditions means:

    - Pregnancy, childbirth, termination of pregnancy, or lactation;

    - Medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation; or

    - Recovery from pregnancy, childbirth, termination of pregnancy, lactation, or related medical conditions.

IV. REQUIREMENTS

  • Equal Opportunity and Affirmative Action. It is the policy of Ithaca College to offer equal opportunity in all matters in compliance with the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1975, Title IX of the Education Amendments of 1972, the Rehabilitation Act of 1973, the Vietnam Era Veteran's Readjustment Assistance Act of 1974, Article 15 of the Executive Law of New York State (the Human Rights Law), the Americans with Disabilities Act of 1990, and other related federal, state and local legislation, executive orders, regulations, and guidelines. The College prohibits discrimination on the grounds of age, disability, marital status, national origin, race, color, religion, shared ancestry or ethnic characteristics, sex, sexual orientation, sex stereotypes, gender identity or expression,  transgender status, pregnancy or pregnancy related conditions, genetic information, or military status. The objective of the Ithaca College Affirmative Action Program is to guarantee equal opportunity in the College's employment practices, training, and promotional opportunities.

    The Office of Human Resources establishes and maintains procedures to increase the chances of successfully achieving this objective and to monitor progress. These procedures also provide the necessary documentation to evaluate a discrimination complaint. No department, school, or division is authorized to hire new faculty or staff, including full-time, part-time, or temporary, without adhering to Human Resources procedures or obtaining written authorization from Human Resources to deviate from such procedures.

    The recruitment and hiring procedures and actions required by a supervisor are detailed in Volume III of the Ithaca College Policy Manual.

  • Prohibited Conduct. Discrimination and Harassment, as defined herein are prohibited. In addition, conduct that violates Section 2.5 Institutional Policy on Disability or Section 2.6 Policy on Sexual Harassment, is also prohibited under this policy and is subject to all applicable provisions herein.
  • Pregnancy and Related Conditions. Any employee who is informed by a student of such student’s pregnancy or related conditions, unless the employee reasonably believes that the Title IX Coordinator has been notified, must promptly provide that person with the Title IX Coordinator’s contact information and the College's Information for Pregnant Students website.
  • Reporting Discrimination and/or Harassment. All community members are encouraged to report suspected incidents of discrimination or harassment to the Office of Human Resources. All Ithaca College employees are expected to maintain an employment and educational environment that is free of discriminatory conduct, including harassment. All supervisors and managers who receive a complaint or information about suspected discriminatory conduct, observe what may be discriminatory conduct, or for any reason suspect that discriminatory conduct is occurring, are required to report such suspected conduct to the Office of Human Resources.
  • Grievance Procedures for Reports of Discrimination and/or Harassment. The College will respond to complaints of discriminatory conduct promptly and equitably.
    • Students accused of violations may be subject to investigation and hearing procedures outlined in the Student Conduct Code.
    • Employees and affiliates accused of violations may be subject to investigation and hearing procedures outlined in Section 2.7 Guidelines for Resolving Discrimination Complaints
    • All community members, visitors, invitees, and trespassers are subject to the College’s Rules for the Maintenance of Public Order
  • Informal Resolution. The College may address reports of discrimination through informal means when appropriate. If, at any time, the College determines that an informal approach would be inappropriate or ineffective, the complainant will be addressed through the formal discrimination complaint procedures. If, after an informal resolution process, either party feels that the outcome did not appropriately address the concerns, then they may request resolution through formal discrimination complaint resolution procedures. The request will be reviewed by the Associate Vice President for Human Resources, or designee
  • Retaliation. Consistent with applicable law, the College prohibits any adverse action against any individual (1) for the purpose of interfering with any right or privilege secured by College policy or applicable civil rights law, (2) because that individual made a complaint, testified, assisted, or participated in any manner in an investigation, proceeding or hearing under College policy or applicable civil rights law, or (3) because that individual opposed conduct prohibited by College policy or applicable civil rights law. Retaliation includes conduct that would discourage a reasonable person from engaging in activity protected under this policy.
  • Inquiries Related to this Policy. Any inquiries specifically related to the application of Title IX or the Americans with Disabilities Act may be made to the Linda Koenig, the College’s Title IX Coordinator and ADA/504 Coordinator, at 953 Danby Road, Ithaca, NY, 14850, (607) 274-7761, lkoenig@ithaca.edu or to the U.S. Department of Education, Office of Civil Rights. For more information on the Office of Civil Rights, please visit the Office of Civil Rights website.

V. VIOLATIONS

Individuals found in violation of this policy will be subject to appropriate disciplinary action, up to and including termination of employment for employees, suspension or expulsion for students, and barring from College premises for visitors and other community members.

There may be a determination by the College that certain reported conduct is inappropriate but does not rise to the level of a violation this Policy. Such conduct may merit discipline, ongoing monitoring, coaching, or other appropriate action, subject to appeal in accordance with applicable policies. If retaliatory behavior occurs after the issuance of any process or determination herein, either party may bring a complaint of retaliation under this Policy.

Last Updated: May 8, 2026