BMCC is an Equal Opportunity and Affirmative Action Institution. It is the policy of BMCC to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without regard to 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, or status as a victim of domestic violence/stalking/sex offenses, or any other legally prohibited basis in accordance with federal, state and city laws. This Policy also prohibits retaliation for reporting or opposing discrimination, or cooperating with an investigation of a discrimination complaint.
The college’s equal opportunity/affirmative action policy incorporates, as applicable, the nondiscrimination and affirmative action obligations set forth in federal, state, and local law including, but not limited to: Executive Order 11246, as amended, the Equal Pay Act of 1963, as amended, Titles, VI and VII of the Civil Rights of 1964, as amended, the Age Discrimination in Employment Act f 1967, as amended, Sections 503 and 504 of the Rehabilitation Act of 1973, as amended, Title IX of the Educational Amendments of 1972, as amended, the Americans with Disabilities Act (ADA) of 1990, the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, New York State Human Rights Law and the New York City Civil Rights Law, as well as the policies of the City University’s Board of Trustees.
As an urban institution in the City of New York that is committed to the concept and values of pluralism and diversity, the college seeks to have its workforce reflect the diversity of its student body, the surrounding community, and the representation of qualified individuals available in the labor force. To that end, the college’s affirmative action employment program (AAP) is designed and implemented with the dual goals of increasing employment opportunities for all legally mandated protected groups and assuring the effective realization and utilization of their talents and skills.
Pursuant to law “protected groups” are defined for affirmative action purposes as: Black or African American (non-Hispanic), Hispanic or Latino, Puerto Rican, Asian, Native Hawaiian or other Pacific Islander, American Indian or Alaskan Native, women, special disabled and Vietnam Era veterans, and individuals with disabilities. Moreover, in accord with the University Chancellor’s mandate of 1976, Italian-Americans are also designated an affirmative action protected category within CUNY.
Odelia Levy is the college’s Chief Diversity Officer and Coordinator the Title 504 and Title IX programs. Complaints, comments and/or questions regarding applicable policies, procedures or the college’s affirmative action program, or discrimination generally, should be directed to the Office of Affirmative Action & Compliance located in the Room S701K, telephone: (212)220-1236, email: email@example.com. Inquiries concerning the application of Title IX and its implanting regulations may be referred to Ms. Levy or the Office for Civil Rights (OCR), United States Department of Education.
President Antonio Pérez