Affirmative Action Policy

The State University of New York (SUNY) recognizes the importance of diversity for assuring the success of students and graduates in an increasingly global environment. We seek to establish the diversity that will provide all of our students with a learning environment to develop leaders and lifelong learners. Our efforts to attract a diverse student body will be enhanced by attracting diverse staff and administrators.

SUNY is committed to equal treatment in every aspect of hiring and employment. SUNY proactively reviews its policies and practices to assure that decisions with respect to every dimension of employment are made without regard to race, color, national origin, religion, creed, age, disability, sex, gender identity, sexual orientation, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, criminal conviction, and all other protected groups and classes under Federal and State Laws and executive orders. Nor will SUNY permit discrimination with respect to any disability that does not preclude essential work performance. We recognize, too, that achieving equal treatment may require proactive measures to offset obstacles and barriers faced by the groups for whom we seek inclusion. At SUNY, we are committed to the incorporation of proactive recruitment and retention practices as an integral part of the work of the Office of Diversity, Equity, and Inclusion.

Reaffirming SUNY’s commitment to affirmative action, SUNY Canton practices programs of affirmative action in its educational and employment practices. The Affirmative Action and/or Title IX Coordinator(s) are responsible for:

  • Providing support to administrators, faculty, staff, and students concerning all issues related to affirmative action and Title IX;
  • Serving as a resource to assure the availability of effective complaint procedures to address unlawful discrimination, which includes accepting formal and informal complaints of discrimination and harassment, and notifying the Human Resources Director or Designee upon receipt of the complaint for investigation and resolution;
  • Assisting in the search committee process to help ensure that candidates are afforded equal consideration;
  • Fostering institutional awareness and commitment to diversity through programs and workshops; and
  • Developing the College’s annual Affirmative Action Plan.