Cornell University’s
“Toward New Destinations” Institutional
Diversity Plan to Address Gender Diversity
Lynette Chappell-Williams
Associate Vice President, Department of Inclusion and Workforce Diversity
and Title IX Coordinator
Public Safety Advisory Committee
Wednesday, March 28, 2012
The University Diversity Institutional Planning Framework
Four Core Diversity Principles
• Composition refers to the demographic make-up of the unit or
institution;
• Engagement reflects personal, social, and professional
commitment to institutional goals and activities;
• Inclusion comprises climate and interpersonal relations; and
• Achievement reflects levels of attainment for
underrepresented individuals or groups compared to broader
population.
Toward New Destinations
Constituent Groups
Undergraduate students
Tenured/tenure track
faculty
Graduate and
professional students
Post-docs and academic
professionals*
Administration and staff
Off-campus constituents
- vendors/ businesses
and local community
organizations, and
institutions
Cornell’s extended
community - parents,
alumni, donors, and
friends of Cornell
* Those with terminal degrees who have responsibilities in research, teaching, or the libraries, but are not included in
the tenure-track ranks
• Accountability: compliance with Title IX, including 2001 DOE OCR guidance and
2011 “Dear Colleague Letter”;
• Composition: gender composition of the college, school or unit;
• Engagement: personal, social, and professional commitment of female
students/faculty/staff to institutional goals/activities, including commitment to
address gender minorities and career/life strategies;
• Inclusion: climate and interpersonal relations from gender perspective;
• Achievement: levels of attainment for female students, faculty and staff
• Athletics: gender equity in athletics, including consideration of the NCAA
transgender athlete policy.
Cornell’s Title IX Goals
Implement and communicate university’s
compliant system for addressing sexual
harassment and sexual assault/violence
matters
The judicial administrator and the director of Workforce Policy and Labor
Relations will review the provisions of its Code of Conduct, the sexual assault
policy (6.3) and the sexual harassment/discrimination policy and procedure (6.4)
to establish effective and equitable systems to address sexual harassment and
sexual assault/violence matters and to communicate the complaint systems,
broadly, to the university community.
5
Cornell’s Title IX Goals
continued
Expand effective mechanisms for
community members to report sexual
harassment and sexual assault with the
goal of preventing incidents on campus
The program manager for inclusive strategies in the Department of Inclusion
and Workforce Diversity, will finalize use of the reporting system and database
known as "Maxient" by members of the university community to report incidents
of bias, sexual harassment, and sexual assault/violence; develop a team of
individuals throughout university who can direct individuals to Maxient or file
reports on the behalf of other individuals; communicate use of
nosexualharrasment@cornell.edu as additional mechanisms for reporting
sexual harassment and assault; align Title IX and bias reporting systems; and
implement systems to prevent sexual harassment and sexual assault/violence.
Cornell’s Title IX Goals
Continued
Publish/communicate broadly the policy
against sexual discrimination, including
sexual harassment and sexual assault
The director of Workforce Policy and Labor Relations will incorporate ipolicy
(Policy 6.4)against discrimination in all relevant training programs for students,
faculty and staff and include information about the policy and the reporting of
violations of the policy in departmental meetings, university articles, and
provide requested information for a dedicated web page with the goal of
preventing sexual harassment and sexual assault.
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Cornell’s Title IX Goals
continued
Communicate to the university
community the name and contact
information of the university Title IX
coordinator and deputies
On an annual basis, the Department of Inclusion and Workforce Diversity will
distribute to the university community, the names of the Title IX coordinator and
deputies, as well as mechanisms for reporting sexual harassment and sexual
assault/violence.
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Cornell’s Title IX Goals
continued
Conduct training of faculty and staff who
are likely to witness or receive reports of
sexual harassment and assault/violence
Organizational Development and Faculty Services will provide training
opportunities on the university’s sexual harassment and assault prevention
policies, how individuals can support individuals in distress and consult with
appropriate university officials, how to report activity, the support services
available to victims, and information on where individuals need to go to file a
complaint.
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Cornell’s Title IX Goals
continued
Comply with NCAA Certification
Requirements for Gender Equity
Consistent with NCAA operating principles, the Athletics Department will
implement the written plan for the intercollegiate athletics program so that
Cornell University maintains a program, or continues to progress toward a
program, that is equitable to both genders.
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Cornell’s Title IX Goals
continued
• Increase the communication of the
university’s commitment to addressing
gender equity
• Research unique sexual assault/violence
issues facing individuals of color and
LGBT members and implement strategy
to improve the climate for these
individuals
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Cornell’s Title IX Goals
• Expand and increase visibility of “Got
Consent” Campaign
• Support programs designed to promote
safety on campus
• Explore creation of Transgender
Athlete Policy
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• Finalize revision of policy/procedure 6.4 compliant
with DOE requirements and consistent with Code of
Conduct
• Finalize and announce gender equity institutional
plan
• Enhance transparent diversity metrics and create
diversity dashboard
• Unveil revised University Diversity Web Page
• Increase awareness of sexual assault/harassment
prevention options and support services
13
• Feature gender equity prominently the
university’s diversity initiatives
• Establish greater shared accountability for
gender equity
• Train Title IX Coordinators on Title IX and
gender equity
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• Train those potentially involved in receiving
complaints of Title IX allegations.
• Provide education and awareness on Title IX,
Sexual Harassment, and gender equity to the
university workforce
• Promote prevention of sexual assault and
violence to undergraduate, graduate, and
professional students
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• Feature gender equity prominently in the
university’s diversity initiatives
• Establish greater shared accountability for
gender equity
• Train Title IX Coordinators on Title IX and
gender equity
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