1. State-Mandated Diversity Training
Presented by:
University of Connecticut
Office of Diversity & Equity

2. Training Team
Willena Price, Ph.D., Director, African American Cultural Center
Angela Rola, Director, Asian American Cultural Center
Fleurette King, Director, Rainbow Center
Kathleen Holgerson, Director, Women’s Center
Case Management Team
Arnold Lizana, J.D., Case Manager
Elizabeth Conklin, J.D., Interim Associate Vice President & Title IX Coordinator
Ann Randall, Paralegal & Legal Administrator
Peggy Hollister, Program Assistant

3. Basics Handouts – Going “Green” Cell Phones/Blackberries Laptops
Questions & Breaks
Late Entry/Early Exit

4. Agenda Understanding Diversity and Its Definition
Standards for Working With and Serving Persons from Diverse Populations
Skills & Strategies for Dealing with Interpersonal Conflicts and Addressing Differences
Applicable Federal and State Laws & University Policies
Remedies Available to Victims of Discrimination and Hate Crimes
Your Rights, Responsibilities & Obligations

5. Why Diversity Training?
Connecticut General Statute (C.G.S.) §46a-54(16) mandates diversity training and education for state employees.
Each state agency that employs one or more employees must provide a minimum of three hours of diversity training and education to all supervisory and nonsupervisory employees.

6. UCONN’s Definition of Diversity
“It is understood that the definition of diversity is ever changing and is constantly being ratified.  Diversity encompasses the presence and participation of people who differ by age, color, ethnicity, gender, national origin, race, religion, and sexual orientation; and includes those with disabilities and from various socio-economic backgrounds. It encompasses not only individuals and groups, but also thoughts and attitudes. The fabric of diversity at our University must be woven in thought and in experience, within a climate where diverse views are welcomed and respected and where there is a commonality that comes from working together to effect constructive change.”
The Report of the Diversity Action Committee of the University of Connecticut Board of Trustees, April, 16, 2002

7. Village of 100
If we shrunk the earth’s population to a village of precisely 100 people, with all existing ratios remaining the same, what would it look like?
Talking points:
Tolerance-As an institution our hope is to be an open and accepting institution, reaching beyond tolerance.  Tolerance is a basic level encounters which does not often capitalize on the rich and positive interactions within a diverse population.
The diversity of gender identities and expressions are not represented in the video.  Just as sexual orientation, there is a spectrum of identities and labels for people in our on our campus, the country and the world.  This includes binary-traditional genders, transgender, genderqueer, and many other labels.
Homosexuality is dated term.  During contemporary times, the spectrum includes gay, lesbian, bisexual, non-labeling, and host of other identities and labels.

8. Now Playing “Village of 100”

9. Village of 100 Key Points The importance of diversity in the workplace
The value of accepting others’ differences
How we ourselves are part of the diversity of the world
The need for acceptance and understanding
Talking Points:
Tolerance-As an institution our hope is to be an open and accepting institution, reaching beyond tolerance.  Tolerance is a basic level encounters which does not often capitalize on the rich and positive interactions within a diverse population.
The diversity of gender identities and expressions are not represented in the video.  Just as sexual orientation, there is a spectrum of identities and labels for people in our on our campus, the country and the world.  This includes binary-traditional genders, transgender, genderqueer, and many other labels.
Homosexuality is dated term.  During contemporary times, the spectrum includes gay, lesbian, bisexual, non-labeling, and host of other identities and labels.

10. Understanding Diversity
As our communities and workplaces become increasingly more diverse, understanding the perspectives of diversity will be an important requirement for relating to members of the UCONN community.
We need to learn to embrace the differences between people to prevent supporting prejudicial stereotypes and discrimination.

11. Stereotype to Oppression
When a Stereotype Becomes Harmful
Stereotype 
Prejudice
Discrimination
Oppression
(Individual, Institutional, & Social/Cultural; Internal & External)

12. Stereotypes
Stereotypes consist of the characteristics attributed to categories of people. They have roots in the history of relations between groups and are transmitted through socialization agents, including the mass media. Stereotypes are all too often overgeneralized, inaccurate, and negative. The stereotypes of members of one group (the in-group) about the members of other groups (the out-group) typically reveal contempt and a failure to recognize the diversity within out-groups.
Handbook of Research on Multicultural Education
*The American Heritage New Dictionary of Cultural Literacy
Stereotype
Unreliable generalizations about all members of a group that do not recognize individual differences within the group; a rigid mental image that summarizes what ever is believed to be typical about a group; a fixed image, exaggerated belief or distorted truth about a person or group of people which allows for no individuality, critical judgment or social variation.

13. Stereotypes
What are some examples of stereotypes that people encounter every day?
Why do stereotypes exist?
From personal experience, how does it feel to be judged by a group stereotype rather than as an individual?

14. Origin of Stereotypes Social learning Media
Parents (our first and most influential teachers)
Significant Others
Peers

15. Now Playing “Diversity: Face to Face”
Stereotypes 15

16. Handbook of Research on Multicultural Education
Prejudice
Negative attitudes towards social groups. Prejudice occurs when individuals are prejudged and disliked based on their group memberships. Prejudice can be founded on any group-based characteristics: race, ethnicity, national origin, sex, age, social class, caste, disability, sexual orientation, religion, language, and region.
Handbook of Research on Multicultural Education
Prejudice
A judgment or opinion formed before the facts are known or in disregard of facts that contradict it; A set of negative personal beliefs about a social group that leads individuals to prejudge people from that group or the group in general, regardless of individual differences among members of that group.

17. Handbook of Research on Multicultural Education
Discrimination
Discrimination is the behavioral component of the attitude of prejudice. It consists of “a selectively unjustifiable behavior towards members of a target group.”
Stereotypes Prejudice Discrimination
Handbook of Research on Multicultural Education

18. Oppression = Power + Prejudice
A system that maintains advantage and disadvantage based on social group memberships and operates, intentionally and unintentionally, in individual (social group), institutional (policies, laws, rules, norms, & customs), and cultural (social norms, roles, rituals, language, music, art) levels.
Oppression = Power + Prejudice
Teaching for Diversity & Social Justice, 2007

19. Consider This . . .
Binh, a Vietnamese American employee, has been working for the University for several years in an administrative position. He speaks English fluently but has an accent.
Recently he was transferred to another department within the University. Whenever Binh is assisting students, one of his co-workers runs over and “helps out” by answering the students’ questions.

20. Consider This . . .
At first, Binh thought his co-worker was trying to be helpful, but one day Binh overheard his co-worker tell the other staff:
“I don’t know how anyone can understand him. We don’t have time to explain things over and over again to students. Perhaps Binh should be assigned to an area where he does not have to speak with students.”

21. What Would You Do?
What are the issues from each of the parties involved in this scenario?
What should be done to help Binh?
What should be done to help his co-worker?
Have you had similar experiences at your workplace? If so, how was it handled?

22. Now Playing “Diversity: Face to Face”
Benefits

23. Cultural Sensitivity
Being aware that there are many cultural differences as well as similarities, without assigning values (better or worse, right or wrong) to those cultural differences.
The ability to be open to learning about and accepting of different cultural groups.

24. Workplace Benefits of Diversity
Something that promotes or enhances well-being; an advantage.
Explore the benefits and rewards of a diverse workplace by sharing ideas and embracing others’ differences.
Respect those differences.

25. Consider This . . .
Veronica, a Latina lesbian, is a new academic counselor working for the University of Connecticut. She heard that UCONN was a great place to work. Then, one day her partner came to pick her up and several people in the office commented about “her.”
Veronica began to notice that her co-workers did not want to sit with her at lunch time, and others ignored her completely or suddenly stopped talking to her.

26. What Would You Do? What are the critical issues in this scenario?
What might be some underlying causes of these problems?
How would you recommend handling this situation (i.e., What would you say or do)?
What is likely to happen if nothing is done?

27. Skills & Strategies Recognize differences Build your self-awareness
Do not assume your interpretation is correct
Share your experience honestly
Acknowledge any discomfort, hesitation or concern
Practice appropriate communication
Give your time and attention when communicating
Do not evaluate or judge

28. Using this PowerPoint break timer
This PowerPoint slide uses images, custom animation, and timing to provide a countdown timer that you can use in any presentation. When you open the template, you’ll notice that the timer is set at 00:00. However, when you start the slide show, the timer will start at the correct time and count down by 1-minute intervals until it gets to 1 minute. At that point, it will count down in two 30-seconds intervals to 00:00.
To insert this slide into your presentation
Save this template as a presentation (.ppt file) on your computer.
Open the presentation that will contain the timer.
On the Slides tab, place your insertion point after the slide that will precede the timer. (Make sure you don't select a slide. Your insertion point should be between the slides.)
On the Insert menu, click Slides from Files.
In the Slide Finder dialog box, click the Find Presentation tab.
Click Browse, locate and select the timer presentation, and then click Open.
In the Slides from Files dialog box, select the timer slide.
Select the Keep source formatting check box. If you do not select this check box, the copied slide will inherit the design of the slide that precedes it in the presentation.
Click Insert.
Click Close.
Let’s Take A Break!

29. Now Playing “What Would YOU Do?”
To use as a bridge from the presentation by the Cultural Center Directors –
Example: Angela discussed how stereotyping and prejudice can lead to discrimination. What happens now when those beliefs turn into actions.
Let’s take a look (Play the video for 7 minutes).

30. Discrimination & Harassment
The lack of cultural sensitivity can lead to
discrimination & discriminatory harassment
in the working and learning environment.
Discrimination occurs when similarly situated individuals are treated differently because of their protected class (example: a female supervisor disciplines male employees for being late while allowing female employees to saunter in at any time).
Discriminatory harassment occurs when abusive behavior (words or conduct) is directed at a protected class and creates an intimidating or offensive work or educational environment (hostile work environment).

31. Applicable Federal Laws
Americans with Disabilities Act of 1990 (ADA)
The Age Discrimination in Employment Act of (ADEA)
Civil Rights Act of 1964
Equal Pay Act (EPA)
Title IX of the Education Amendments of 1972
ADA prohibits discrimination based on disability in public entities.
ADEA protects individuals who are 40 years of age or older from employment discrimination. The ADEA applies to both employees and job applicants.
Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, religion, gender and national origin.
EPA prohibits discrimination on the basis of sex in the payment of wages and benefits.
Title IX prohibits discrimination based on sex in education programs and activities that receive federal financial assistance.

32. Applicable State Laws Connecticut General Statutes
Connecticut Fair Employment Practices Act (CFEPA)
Prohibit discrimination in employment and educational settings based on legally protected classes

33. Protected Classes in Employment
National origin
Physical disability
Prior protected activity
Race
Religion
Sex, including pregnancy and sexual harassment
Sexual orientation
Gender identity or expression
Workplace hazards to reproductive systems
Age
Ancestry
Color
Criminal record (in state employment and licensing)
Genetic information
Learning disability
Marital status
Past or present history of mental disability
Intellectual disability

34. Applicable University Policies
Policy Statement on Harassment
Affirmative Action & Equal Employment Opportunity Policy
Policy Statement: People With Disabilities
Policy Statement on Harassment reaffirms that the University does not condone discriminatory harassment directed toward any person or group within its community.
Affirmative Action & Equal Employment Opportunity Policy reiterates the University’s commitment to eliminating discriminatory harassment in the workplace.
Policy Statement: People With Disabilities provides that no qualified person with a disability shall be excluded from consideration in employment or denied equal educational benefits with regard to any University program or activity.

35. Discriminatory Practices
It is illegal for an employer to discriminate against an individual based upon his/her protected class(es) in:
Hiring and firing
Compensation, assignment, or classification of employees
Transfer, promotion, layoff, or recall
Job advertisement, recruitment, testing
Use of company facilities
Training and apprentice programs
Fringe benefits (salary, leave, terms and conditions)
Pay, retirement plans and disability leave

36. Other Discriminatory Practices
Hostile Environment Harassment: is defined as an environment on campus, that through harassing conduct (e.g., physical, verbal, graphic, written), is unwelcome, and severe and/or pervasive enough to create an intimidating, hostile, and objectively offensive working or learning environment.
Must be based on an individual’s protected class status.

37. Neutral Policies
Some neutral employment policies or practices may exclude certain protected classes or groups in significantly greater percentages than others. If there is a business necessity for the practice and there is no equally effective alternative, the practice will be lawful despite its impact.
If there is not a business necessity for the practice or the business need could readily be met in a way that has less impact, the practice will be unlawful.
Example: An employer has a “no-beard” rule, which disproportionately excludes Hispanic and African American men because they have a higher incidence of an inflammatory skin condition caused by shaving.
The employer must be able to demonstrate that beards affect job performance or safety. Also, there must be no alternatives to a strict “no-beard” rule that would meet the employer’s business or safety needs.*
Example: Height requirement for male and female firefighters.
Educational Requirements - Certain educational requirements are obviously necessary for some jobs. However, if the educational requirement exceeds what is needed to successfully perform the job and if it disproportionately excludes certain racial groups, it may violate Title VII.
Arrest & Conviction Records - Using arrest or conviction records as an absolute bar to employment disproportionately excludes certain racial groups. Therefore, such records should not be used in this manner unless there is a business need for their use. Whether there is a business need to exclude persons with conviction records from particular jobs depends on the nature of the job, the nature and seriousness of the offense, and the length of time since the conviction and/or incarceration.
Unlike a conviction, an arrest is not reliable evidence that an applicant has committed a crime. Thus, an exclusion based on an arrest record is only justified if it appears not only that the conduct is job-related and relatively recent but also that the applicant or employee actually engaged in the conduct for which (s)he was arrested.

38. National Origin Discrimination
National origin discrimination means treating someone less favorably because he or she comes from a particular place, because of his or her ethnicity or accent, or because it is believed he or she has a particular ethnic background.
Please refer to the example involving Binh and note that although Binh spoke fluent English, if his employer decided to terminate Binh because he received only one complaint from a student versus numerous complaints, the firing could be discriminatory.
Coverage for Foreign Nationals
Title VII and the other anti-discrimination laws prohibit discrimination against individuals employed in the United States, regardless of citizenship. Remedies may be limited if an individual does not have a work authorization.

39. National Origin Discrimination
Accent discrimination
An employer may not base a decision on an employee’s foreign accent unless the accent materially interferes with job performance.
English fluency
A fluency requirement is only permissible if required for the effective performance of the position for which it is imposed.
English-only rules
English only rules must be adopted for non-discriminatory reasons. An English-only rule may be used if it is needed to promote the safe or efficient operation of the employer’s business.
National origin discrimination means treating someone less favorably because he or she comes from a particular place, because of his or her ethnicity or accent, or because it is believed he or she has a particular ethnic background.

40. Religious Discrimination
Employers must reasonably accommodate employees’ sincerely held religious practices unless doing so would impose an undue hardship.
Accommodations may include flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers, modification of grooming requirements or other workplace practices, policies and/or procedures.
Employers may not treat employees or applicants more or less favorably because of their religious beliefs or practices – except to the extent a religious accommodation is warranted. For example, an employer may not impose stricter promotion requirements for persons of a certain religion.
An employer is not required to accommodate an employee's religious beliefs and practices if doing so would impose an undue hardship on the employers' legitimate business interests. An employer can show undue hardship if accommodating an employee's religious practices requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits, impairs workplace safety, causes co-workers to carry the accommodated employee's share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation.
EEOC Guidelines – Religious practices include: Moral or ethical beliefs as to what is right and wrong, and which are sincerely held with the strength of traditional religious beliefs The fact that no religious group espouses such beliefs is not determinative.
Does not include personal preference or a single dimensional belief, such as the “Church of Marijuana.”
Examples of accommodation may include:
Adjusting work hours to observe the Sabbath or religious holiday;
Allowing prayer during work hours;
Excusing an individual from a training session that conflicts with his/her religion;
Flexible breaks; and
Voluntary substitutes and swaps.

41. Disability Discrimination
An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee.
An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obligated to provide personal use items such as glasses or hearing aids.
Employees/applicants engaging in the current illegal use of drugs are not covered.
If you are applying for a job, an employer cannot ask you if you are disabled or ask about the nature or severity of your disability. An employer can ask if you can perform the duties of the job with or without reasonable accommodation. An employer can also ask you to describe or to demonstrate how, with or without reasonable accommodation, you will perform the duties of the job.
An employer cannot require you to take a medical examination before you are offered a job. Following a job offer, an employer can condition the offer on your passing a required medical examination, but only if all entering employees for that job category have to take the examination. However, an employer cannot reject you because of information about your disability revealed by the medical examination, unless the reasons for rejection are job-related and necessary for the conduct of the employer's business. The employer cannot refuse to hire you because of your disability if you can perform the essential functions of the job with an accommodation.
Once you have been hired and started work, your employer cannot require that you take a medical examination or ask questions about your disability unless they are related to your job and necessary for the conduct of your employer's business. Your employer may conduct voluntary medical examinations that are part of an employee health program, and may provide medical information required by State workers' compensation laws to the agencies that administer such laws.

42. Pregnancy Discrimination
The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of Discrimination on the basis of pregnancy, child birth, or related medical conditions constitutes unlawful sex discrimination.
If an employee is temporarily unable to work due to pregnancy, the employer must treat her the same as any other temporarily disabled employee. For example, if the employer allows temporarily disabled employees to modify tasks, perform alternative assignments or to take disability leave or leave without pay, the employer also must allow an employee who is temporarily unable to work due to pregnancy to do the same.
An employer may not single out pregnancy-related conditions for special procedures to determine an employee's ability to work. However, if an employer requires its employees to submit a doctor's statement concerning their inability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy-related conditions to submit such statements.
If an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her the same as any other temporarily disabled employee. For example, if the employer allows temporarily disabled employees to modify tasks, perform alternative assignments or take disability leave or leave without pay, the employer also must allow an employee who is temporarily disabled due to pregnancy to do the same.
Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, her employer may not require her to remain on leave until the baby's birth. An employer also may not have a rule that prohibits an employee from returning to work for a predetermined length of time after childbirth.
Employers must hold open a job for a pregnancy-related absence the same length of time jobs are held open for employees on sick or disability leave.

43. Conn. Law Protects Breastfeeding
an employee may express breast milk or breastfeed at her work place during a meal or break period, and cannot be discriminated against for doing so
employer must make "reasonable efforts" to provide a private location near the work area (not a toilet stall)
Conn. Gen. Stat. Section 31-40w

44. Age Discrimination
The ADEA generally makes it unlawful to include age preferences, limitations, or specifications in job notices or advertisements. A job notice or advertisement may specify an age limit only in the rare circumstances where age is shown to be a “bona fide occupational qualification” (BFOQ) reasonably necessary to the normal operation of the business.
A job notice or advertisement may specify an age limit only in the rare circumstances where age is shown to be a “bona fide occupational qualification” (BFOQ) reasonably necessary to the normal operation of the business.
Pre-Employment Inquiries – The ADEA does not specifically prohibit an employer from asking an applicant’s age or date of birth. However, because such inquiries may deter older workers from applying for employment or may otherwise indicate possible intent to discriminate based on age, requests for age information will be closely scrutinized.

45. Race/Color Discrimination
Title VII does not contain a definition of “race.” Race discrimination includes discrimination on the basis of one’s ancestry or physical or cultural characteristics associated with a certain race, such as skin color, hair texture or styles, or certain facial features.
Color discrimination occurs when a person is discriminated against based on his/her skin pigmentation (lightness or darkness of the skin, complexion, shade or tone).
Can neutral policies be discriminatory? Yes. Some neutral policies may exclude certain racial groups in significantly greater percentages than other racial groups.
Example: An employer has a “no beard” rule, which disproportionately excludes Hispanic and African American men because they have a higher incidence of an inflammatory skin condition caused by shaving.
If there is not a business necessity for the practice or the business need can be met in a way that has less impact, the practice will be unlawful. The employer must be able to demonstrate that “beards” affect job performance or safety.

46. Retaliation for Protected Activity
Retaliation against an individual for filing a complaint or charge of discrimination, participating in an investigation, or opposing discriminatory practices.
An employer may not fire, demote, harass or otherwise “retaliate” against an individual for reporting or filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.
C.G. S. 46a-60(a)(4) - Applicable state statute
Burlington Northern v. White – decided in June 2006 & determined new standard for what conduct is retaliatory – “Any conduct that would dissuade a reasonable worker from making or supporting a charge of discrimination.”
Sheila White was a forklift operator and the only female employee in her department of the company. She complained of sexual harassment by her supervisor. While the supervisor was disciplined, the employer transferred White to standard track laborer tasks. She filed a Title VII complaint with the EEOC over the transfer. Subsequently, she was suspended indefinitely, without pay, for an incident of alleged insubordination. After an internal appeal of the suspension, she was reinstated with back pay for the 37 days of the suspension. She then filed another EEOC complaint alleging unlawful retaliation under Title VII.
Retaliatory conduct may include:
Termination Negative evaluations
Expel Threats
Refuse to Hire Increased surveillance
Deny promotion Change of shift

47. Equal Employment Opportunity Commission (EEOC) Received
Charge Statistics*
Equal Employment Opportunity Commission (EEOC) Received
A Total of 93,277 Charges FY 2009
33,613 charges of retaliation
33,579 charges of race discrimination
28,028 charges of sex-based discrimination
22,778 charges of age discrimination
21,451 charges of disability discrimination
12,696 charges of sexual harassment
11,134 charges of national origin discrimination
6,196 charges of pregnancy discrimination
3,386 charges of religious discrimination
n FY 2007, EEOC resolved:
25,882 race discrimination charges & recovered $67.7 million
22,265 retaliation charges & recovered $124 million
21,982 sex discrimination charges & recovered $135.4 million
16,134 age discrimination charges & recovered $66.8 million
11,592 sexual harassment charges & recovered $49.9 million*
7,773 national origin discrimination charges & recovered $22.8 million
4,979 pregnancy discrimination charges & recovered $30 million
In FY 2006, EEOC resolved:
15,708 disability discrimination charges & recovered $54.4 million
2,541 religious discrimination charges & recovered $5.7 million
*16% of those sexual harassment charges in FY 2007 were filed by males

48. Effects of Discrimination
Interferes with overall productivity of the workplace
Creates interpersonal conflicts
Causes absenteeism and turnover
Contributes to poor work or academic performance
Creates a hostile working/learning environment

49. Hate Crimes
According to the U.S. Department of Justice, a hate crime is defined as a “crime of violence, property damage, or threat that is motivated in whole or in part by an offender’s bias based on race, religion, ethnicity, national origin, gender, physical or mental disability or sexual orientation.”

50. Hate Crimes Incidents Examples of Hate Crimes:
Painting racial slurs on the side of a campus building
Assaulting another person because of perceived sexual orientation
Throwing a rock through someone’s window while yelling derogatory comments about the person’s religion.

51. Bias-Related Incidents
Bias-related incidents are non-criminal activities that harm another because of that person’s race, national origin, age, ancestry, color, sex, gender identity or expression, sexual orientation, disability (physical or mental), religion, height, weight, marital status and veteran status.

52. Bias-Related Incidents
Examples of Bias-Related Incidents:
Writing a racial epithet in erasable marker on someone’s dry-erase board
Making fun of another person because of the person’s language or accent
Making insulting comments about someone’s traditional manner of dress or geographic origin

53. Hate Crimes Statistics
In 2008, there were 7,783 incidents of hate crimes reported to the United States Department of Justice Federal Bureau of Investigation (FBI). Of these offenses, 194 were reported in the State of Connecticut and none originated from UCONN *.
51.3 percent were racially motivated.
19.5 percent were motivated by religious bias.
16.7 percent stemmed from sexual-orientation bias.
11.5 percent resulted from ethnicity/national origin bias.
1.0 percent were motivated by disability bias.
*US Dept. of Justice FBI – November 2009

54. Consequences & Risks
Individuals who commit acts of discrimination may face disciplinary action (verbal counseling, letters of warning, suspension or termination).
Employees who supervise other employees have a “heightened” duty to receive and report allegations of discrimination.
Individuals may face civil & criminal penalties.
Employees can be held personally liable if acting outside the scope of his/her employment.

55. Remedies Available Cease and desist orders (injunctive relief)
Back pay
Front pay
Compensatory damages
Hiring, promotion or reinstatement
Attorney’s Fees
Punitive Damages (§ 1983 Claims)

56. Internal Reporting Office of Diversity and Equity
Claims by/against University employees
(860) – Case Management
Division of Student Affairs - Community Standards
Student-to-Student Claims
(860)
UCONN Police Department
911 – emergencies
(860) (routine calls)

57. If you file an internal complaint:
What You Can Expect
If you file an internal complaint:
All complaints are taken seriously
Confidentiality is maintained to the extent possible by law and consistent with adequate investigation
Prompt investigation of complaints
Prohibition of retaliation will be enforced

58. Frequently Asked Questions
Will I lose my job if I file a complaint?
Can I file an anonymous/confidential complaint?
What if my supervisor is aware of the harassment and does nothing?
What should I do if my supervisor is the one responsible for the harassment?
What should I do if the behavior only happened once and there were no witnesses?

59. External Reporting Connecticut Commission on Human Rights
& Opportunities (CCHRO)
21 Grand Street, Hartford, CT 06106
(860) // (800)
TTY: (860)
Equal Employment Opportunity Commission
(EEOC)
John F. Kennedy Federal Building
475 Government Center, Boston, MA
(617) // (800)
TTY: (800)

60. External Reporting
Connecticut law requires that a formal written complaint be filed with the CCHRO within 180 days of the alleged discriminatory treatment.
Federal law requires that a formal written complaint be filed with the EEOC within 300 days of the date when the alleged discriminatory act occurred (must be filed within 180 days to preserve state claims).

61. Other Internal Resources Available
For Other Assistance
Other Internal Resources Available
African American Cultural Center - (860)
Asian American Cultural Center - (860)
Puerto Rican/Latin American Cultural Center - (860)
Rainbow Center - (860)
Women’s Center - (860)

62. Other Internal Resources Available
For Other Assistance
Other Internal Resources Available
Department of Human Resources
(860)
Office of Audit, Compliance & Ethics (OACE)
(860) – (888) (HOT LINE)
Employee Assistance Program (EAP)
(860) or in CT (800)
Union Representative (if applicable)

63. State-Mandated Diversity Training
QUESTIONS??
Make sure you sign an Attestation Sheet