Office of Recruitment and Diversity
205 East 42nd Street, 10th Floor
New York, NY 10017
Source: CUNY Workforce Demographics 2014 through 2017
The Office of Recruitment and Diversity is responsible for the development and collection of campus affirmative action plans. These plans benchmark CUNY’s commitment to a diverse and inclusive workforce. The information is gathered and provided by the Chief Diversity Officers on the campuses and is available on their respective websites. The Office of Recruitment and Diversity also produces annual and longitudinal workforce data.
Quarterly Reports on Faculty and Staff Diversity
The new Quarterly Reports on Faculty and Staff Diversity allow us to measure progress and to strategically enhance the kinds of systems in place to engage in assessment to achieve desired outcomes. They are also informing proactive measures to strengthen recruitment, improve climate, support retention, and ensure accountability. The Office of Recruitment and Diversity reports on the status of employees and the status of the faculty in two separate documents. Data are derived from the Affirmative Action Plans, CUNY Workforce Demographics, Executive Summary of the Office of Recruitment and Diversity Initiatives and Working Groups.
The Office of Recruitment and Diversity is responsible for the development, training, and collection of campus affirmative action plans. These plans benchmark CUNY’s commitment to a diverse and inclusive workforce. Their information is gathered and provided by campuses’ Chief Diversity Officers and are available at campuses’ respective websites. The Office of Recruitment and Diversity also produces workforce data annually and quarterly reports on CUNY’s faculty and staff diversity.
The Three-Year Comparison of CUNY Workforce Demographics depicts changes in the workforce of The City University of New York. Produced annually data in this report are presented by race/ethnicity and gender for full-time staff. The report shows the composition of the workforce as of November of each year and reflect data recorded by the colleges into CUNYfirst.
The Ten-Year Affirmative Action Program for Full-Time Instructional Staff summarizes the Affirmative Action Programs at The City University of New York. Because the annual turnover of faculty and staff is limited, an examination of the results of affirmative action efforts over a ten-year period provides an opportunity to examine trends and program results longitudinally. Sources of Information are the Affirmative Action Summary Data by College, Gender, and Ethnicity Reports submitted by the colleges.
Central Office Affirmative Action Plans
CUNY utilizes Affirmative Action Plans as management tools to monitor and promote equal employment opportunity. Three plans are mandated for employers engaged in federal contracts: a general plan (Ethnicity and Gender), a Veterans’ Plan, and a Plan for Individuals with Disabilities. CUNY has also designated Italian Americans as a protected group for which it creates plans. A critical measurement, underutilization, compares demographics by job group with that of the labor pool at large. Plans address quantitative and qualitative analyses of the representation of protected groups; policy; audit and monitoring systems; and action-oriented programs to address identified areas of underutilization. Each campus/unit creates a set of plans. Central Office unit plans are provided here.
The University has charged the Office of Recruitment and Diversity with achieving its goal of augmenting our diverse workforce; fortifying our institutional infrastructures through strong, visible leadership, broadened outreach and recruitment. The Office of Recruitment and Diversity Annual Report documents opportunities, accomplishments and challenges. It also sets unit goals for the coming year in keeping with the Office of Human Resources Management strategic plan.