Equity Compliance & Non Discrimination
Mercy College is committed to fostering a diverse community of outstanding faculty, staff, and students, as well as ensuring equal opportunity in employment and equal opportunity in education including educational programs and activities, without regard to an individual's race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity or expression, transgender status, marital status, familial status, partnership status, disability (including HIV/ AIDS), genetic information, predisposing genetic characteristics, alienage, citizenship, arrest and conviction records, military or veteran status, salary history, credit history, caregiver status, pregnancy or lactation status, sex and reproductive decisions, status as a victim of domestic violence/stalking/sex offenses/sex abuse, unemployment status, or any other legally prohibited basis in accordance with federal, state, county and city laws. The College does not discriminate on the basis of any of the protected characteristics referenced above in its programs and activities or in its treatment, admission or access to its programs or activities. Therefore, discrimination or harassment of College employees, students, applicants for employment or admission, and non-employees (defined explicitly to include only contractors, subcontractors, vendors, consultants or other persons providing services pursuant to a contract in the workplace or who is an employee of such a contractor, subcontractor, vendor, consultant or other person providing services pursuant to a contract with the College) is strictly prohibited by the College.
In addition, retaliation for (1) reporting or opposing discrimination or harassment, (2) cooperating with an investigation of a discrimination or harassment complaint, or (3) requesting an accommodation, is strictly prohibited by the College.
The College’s policy addressing discrimination, harassment and retaliation is set forth more fully in the Mercy College Policy on Equal Opportunity and Non-Discrimination: https://www.mercy.edu/about-mercy/mercy-college-policies
The College is also committed to providing reasonable accommodations when appropriate to individuals with disabilities, individuals observing religious practices, and employees who have pregnancy or childbirth-related medical conditions, which is set forth more fully in the Mercy College Policy and Procedures for Implementing Reasonable Accommodations and Academic Adjustments for Students and the Mercy College Policy and Procedures for Implementing Reasonable Accommodations for Employees: https://www.mercy.edu/about-mercy/mercy-college-policies
The College’s policy addressing sexual harassment and sexual violence is set forth more fully in the Mercy College Policies and Procedures Relating to Sexual Misconduct: https://www.mercy.edu/about-mercy/mercy-college-policies
The College further adheres to the state, county and city laws regarding pay equity via the Policy and Procedures Relating to the New York City and New York State Laws Barring Inquiries into the Wage and Salary Histories of Applicants and Current Employees: https://www.mercy.edu/about-mercy/mercy-college-policies
Inquiries regarding the application of Title IX and other laws, regulations and policies prohibiting discrimination or harassment should be directed to: the Mercy College Title IX Coordinator/Equity Compliance Specialist, at TitleIX.Equity@mercy.edu or 914-674-7679.
Inquiries regarding reasonable accommodations and academic adjustments for students should be directed to: Sara Venezian in the Office of Accessibility, Main Hall, Room 109, Dobbs Ferry, email@example.com, (914) 674-7523.
Inquiries regarding reasonable accommodations for employees should be directed to: Annette Piecora in the Office of Human Resources, Verrazano Hall, Dobbs Ferry firstname.lastname@example.org, (914) 674-7337.