CONTACT US
Office of Recruitment and Diversity
205 East 42nd Street, 10th Floor
New York, NY 10017
Tel: 646-664-3307
Fax: 646-664-2962

EQUAL EMPLOYMENT OPPORTUNITY
CUNY encourages people with disabilities, minorities, veterans and women to apply. At CUNY, Italian Americans are also included among our protected groups. Applicants and employees will not be discriminated against on the basis of any legally protected category, including sexual orientation or gender identity. EEO/AA/Vet/Disability Employer.

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.

Title Category Year Term Description
3-Year Workforce Demographics (2015-2017) 3-Year Workforce Demographics 2017 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.
Annual Workforce Demographics (Fall 2017) 1-Year Workforce Demographics 2017
Annual Workforce Demographics (2000) 1-Year Workforce Demographics 2000
Annual Workforce Demographics (2001) 1-Year Workforce Demographics 2001
Annual Workforce Demographics (2002) 1-Year Workforce Demographics 2002
Annual Workforce Demographics Volume 2 (2003) 1-Year Workforce Demographics 2003
Annual Workforce Demographics Volume 1 (2003) 1-Year Workforce Demographics 2003
Annual Workforce Demographics Volume 2 (2004) 1-Year Workforce Demographics 2004
Annual Workforce Demographics Volume 1 (2004) 1-Year Workforce Demographics 2004
Annual Workforce Demographics (2005) 1-Year Workforce Demographics 2005
Annual Workforce Demographics (2006) 1-Year Workforce Demographics 2006
Annual Workforce Demographics (2007) 1-Year Workforce Demographics 2007
Annual Workforce Demographics (2008) 1-Year Workforce Demographics 2008
Annual Workforce Demographics (2009) 1-Year Workforce Demographics 2009
Annual Workforce Demographics (2010) 1-Year Workforce Demographics 2010
Annual Workforce Demographics (2011) 1-Year Workforce Demographics 2011
Annual Workforce Demographics (2012) 1-Year Workforce Demographics 2012
Annual Workforce Demographics (Fall 2013) 1-Year Workforce Demographics 2013
Annual Workforce Demographics (Fall 2014) 1-Year Workforce Demographics 2014
Annual Workforce Demographics (Fall 2015) 1-Year Workforce Demographics 2015
Annual Workforce Demographics (Fall 2016) 1-Year Workforce Demographics 2016
3-Year Workforce Demographics (2014-2016) 3-Year Workforce Demographics 2016 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.
Central Office Federal Affirmative Action Plan (2017-2018) Affirmative Action Plans 2018 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.
Central Office Italian American Affirmative Action Plan (2017-2018) Affirmative Action Plans 2018 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.
Annual ORD Report (2016-2017) Annual ORD Reports 2017 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.
Central Office Federal Affirmative Action Plan (2016-2017) Affirmative Action Plans 2017 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.
Central Office Italian American Affirmative Action Plan (2016-2017) Affirmative Action Plans 2017 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.
Report on Faculty Diversity (2017 Quarter 4) Quarterly Board of Trustees Reports 2017 Winter The new Quarterly Reports on Employee and Faculty 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.
Report on Staff Diversity (2017 Quarter 3) Quarterly Board of Trustees Reports 2017 Fall The new Quarterly Reports on Employee and Faculty 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.
Report on Faculty Diversity (2017 Quarter 2) Quarterly Board of Trustees Reports 2017 Summer The new Quarterly Reports on Employee and Faculty 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.
Report on Staff Diversity (2017 Quarter 1) Quarterly Board of Trustees Reports 2017 Spring The new Quarterly Reports on Employee and Faculty 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.
Central Office Federal Affirmative Action Plan (2015-2016) Affirmative Action Plans 2016 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.
Central Office Italian American Affirmative Action Plan (2015-2016) Affirmative Action Plans 2016 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.
Central Office Federal Affirmative Action Plan (2014-2015) Affirmative Action Plans 2015 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.
Central Office Italian American Affirmative Action Plan (2014-2015) Affirmative Action Plans 2015 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.
Staff Facts (2014-2015) Office of Human Resources Management Staff Facts 2015 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.
3-Year Workforce Demographics (2013-2015) 3-Year Workforce Demographics 2015 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.
10-Year Workforce Demographics (1991-2001) 10-Year Workforce Demographics 2001 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.