I. Equal Opportunity
Central Washington University is an equal opportunity employer. The University will: Recruit, hire, train, and promote persons in all job titles, without regard to race, creed, color, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability, or status as a protected veteran.
The University will ensure that all personnel actions such as compensation, benefits, transfers, terminations, layoffs, return from layoff, reductions in force (RIF), University-sponsored training, education, tuition assistance, and social and recreation programs, will be administered without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability, or status as a protected veteran.
II. Affirmative Action
III. Equal Opportunity for Students
Central Washington University is
committed to affirmative action for Asians,
Blacks, Hispanics, Native Americans, women,
persons 40 years of age or older, persons of
disability, and all protected veterans. This
commitment is expressed through the
University’s efforts to eliminate barriers to
equal employment opportunity and improve
employment opportunities encountered by
these protected groups.
Central Washington University will provide students equal access to all programs and services on the basis of merit without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability, or status as a protected veteran.
No person will be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity sponsored by the University, including, but not limited to, admissions, academic programs, student employment, counseling and guidance services, financial aid, recreational activities and intercollegiate athletics.
Programs may be developed by the University, however, for special student populations as affirmative action measures to overcome the effects of past discrimination.
No member of the University community shall treat students differently because of their race, color, creed, religion, national origin, sex, sexual orientation, gender identity and gender expression, age, marital status, disability (except to provide reasonable accommodation), or status as a protected veteran. The University has established mechanisms to address complaints of discriminatory treatment, including harassing behaviors (e.g., physical, verbal, graphic, or written) which might lead to the creation of a hostile environment.
IV. Gender Equity in Higher Education
Washington state law prohibits
discrimination on the basis of gender in
institutions of higher education. Provisions of
this law can be found in RCW 28B.ll0. Rules
and guidelines have been developed to
eliminate possible gender discrimination to
students, including sexual harassment. These
rules address academic programs, student
employment, counseling and guidance
services, financial aid, and recreational
activities including club sports and
With respect to higher education student
employment, all institutions shall be required
to: a) make no differentiation in pay scales on
the basis of gender; b) assign duties without
regard to gender except where there is a
bonafide occupational qualification as
approved by the Washington Human Rights
Commission; c) provide the same
opportunities for advancement to males and
females; and d) make no difference in the
conditions of employment on the basis of
gender in areas including, but not limited to,
hiring practices, leaves of absence, and hours
Admission to academic programs shall be
made without regard to gender. Counseling
and guidance services for students shall be
made available to all students without regard
to gender. All academic and counseling
personnel shall be required to stress access to
all career and vocational opportunities to
students without regard to gender. All
academic programs shall be available to
students without regard to gender.
Recreational activities shall be offered to meet
the interests of students, with no disparities
based on gender. Financial aid shall be
equitably awarded by type of aid, with no
disparities based on gender.
With respect to intercollegiate athletics,
institutions that provide the following shall
do so with no disparities based on gender: a)
benefits and services (e.g., equipment and
supplies; medical services; services and
insurance; transportation and per diem
allowances; opportunities to receive coaching
and instruction; scholarships and other forms
of financial aid; opportunities for competition; publicity and awards, and
scheduling of games and practice times); b)
opportunities to participate in intercollegiate
athletics; c) male and female coaches and
administrators. (Institutions shall attempt to
provide some coaches and administrators of
each gender to act as role models for male
and female athletes.)
Each institution shall develop and distribute
policies and procedures for handling
complaints of sexual harassment.
The executive director of the Higher
Education Coordinating Board, in
consultation with the Council of Presidents,
shall monitor the compliance by institutions
of higher education with this chapter. A
violation of this chapter shall constitute an
unfair practice under chapter 49.60 RCW,
including the right to file a complaint with
the Human Rights Commission and to bring
a civil action, shall apply. This chapter shall
supplement, and shall not supersede, existing
law and procedures relating to unlawful
discrimination based on gender. Institutions
of higher education shall distribute copies of
the provisions of this chapter to all students.
If any provision of this act or its application to
any person or circumstance is held invalid,
the remainder of the act or the application of
the provision to other persons or
circumstances is not affected.
The person responsible for coordinating and
monitoring compliance with the provisions of
this chapter as well as Title IX, is the Director
of Equal Opportunity, Barge Hall 211, Central
Washington University, (509) 963-2205.
Students with gender discrimination
complaints are encouraged to utilize the
grievance procedures noted below.
V. Sexual Harassment Policy
It is the policy of Central Washington
University to maintain a work and academic
community which is free from sexual
harassment. Sexual harassment violates state
and federal law and will not be tolerated by
this institution. An individual in violation of
this policy will be subject to informal or
formal disciplinary action up to and
including dismissal from employment.
For the purposes of this policy, sexual
harassment is defined as unwelcome sexual
advances, requests for sexual favors, and
other verbal or physical conduct of a sexual
- submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or career advancement.
- submission to or rejection of such conduct by an individual is used as a basis for an employment decision or an academic decision affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individual’s work or creating an intimidating, hostile or offensive work or academic environment.
Based on the definition provided above, examples of sexual harassment prohibited by this policy include, but are not limited to: physical assault; direct propositions of a sexual nature, or subtle pressure for sexual activity. In addition, behaviors which constitute a pattern of conduct that discomforts or humiliates the recipient are prohibited. Such behaviors may include: comments of a sexual nature; sexually explicit statements, questions, jokes, or anecdotes; unnecessary touching, patting, hugging, or kissing; remarks of a sexual nature about a person’s clothing or body; or remarks about sexual activity or speculations about previous sexual experience; and persistent, unwanted attempts to change a professional relationship to an amorous one.
All members of the University community are encouraged to work toward maintaining an educational and work environment free from sexual harassment. To this end,
- The director of the Office for Equal Opportunity will provide training programs to educate the University community on the subject of sexual harassment and the University’s obligation to prevent its occurrence. In addition, the director will ensure that the sexual harassment policy is appropriately displayed on campus and included in the University’s policy manual.
Persons who believe they are experiencing sexual harassment are encouraged to act promptly and report such concerns to their immediate supervisor, administrator or department chair, or the director of the Office for Equal Opportunity (Barge 211, 963-2205) or the Vice President for Student Affairs (Bouillon 204, 963-1515). (Concerns which involve sexually harassing behaviors of University employees may be brought to the director of the Office for Equal Opportunity. Concerns which involve student to student sexual harassment may be brought to the attention of the vice president for student affairs and enrollment management.) The University encourages resolution of sexual harassment complaints at the lowest possible level. Persons who have been sexually assaulted are also encouraged to contact Campus Police (Campus Safety Building, (509) 963-2958).
- Supervisors, administrators and department chairs who receive informal sexual harassment complaints will act on them in a timely fashion in an attempt to resolve such situations informally. They may wish to obtain guidance from the office for equal opportunity. If matters cannot be resolved informally, formal grievance procedures are available.
- Formal grievance procedures are available. No individual shall be penalized or retaliated against in any way by the University community for his or her participation in the grievance process.
- Formal complaints alleging sexual harassment by a University employee or other agent of the University may be filed in the Office for Equal Opportunity. The University’s equal opportunity grievance procedures will be utilized to resolve the complaint. Copies of these procedures are available upon request or at www.cwu.edu/~oeo.
- Formal complaints alleging student peer sexual harassment must be made to the Vice President for Student Affairs.
- Complaints may also be filed with outside government agencies. A list of these agencies and their addresses is available in the Office for Equal Opportunity.
VI. Equal Opportunity Grievance Procedures
The University provides procedures for the investigation and resolution of complaints of discrimination and allegations of violations of the University?fs nondiscrimination policies. Grievance procedures are available to members of the University community (faculty, administrators, staff and students), applicants for employment or admission, and members of the public who believe they have been treated discriminatorily by the University or members of the University community. Complaints against the University or its employees should be made to the Office for Equal Opportunity, Barge 211, CWU (509) 963-2205. Complaints against students should be made to the Office of the Vice President for Student Affairs and Enrollment Management, Bouillon 204, CWU (509) 963-1515. Copies of these procedures are available at http://www.cwu.edu/oeo.