Overall Rating Gold
Overall Score 67.30
Liaison Nicholas Liu-Sontag
Submission Date Feb. 7, 2020
Executive Letter Download

STARS v2.1

New York University
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Nicholas Liu-Sontag
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Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:

Statement of Policy
New York University ("NYU" or the "University") is committed to maintaining an environment that encourages and fosters appropriate conduct among all persons and respect for individual values. Accordingly, the University is committed to enforcing this Non-Discrimination and Anti-Harassment Policy and Complaint Procedures at all levels in order to create an environment free from discrimination, harassment, retaliation and/or sexual assault. Discrimination or harassment based on race, gender and/or gender identity or expression, color, creed, religion, age, national origin, ethnicity, disability, veteran or military status, sex, sexual orientation, pregnancy, genetic information, marital status, citizenship status, or on any other legally prohibited basis is unlawful and undermines the character and purpose of the University. Such discrimination or harassment violates University policy and will not be tolerated.

The University prohibits discrimination, harassment (including sexual/gender harassment), sexual assault and retaliation against employees, interns, contractors and other third-parties conducting business with the University. These are considered forms of employee misconduct and sanctions will be enforced against individuals engaged in such misconduct. While this Policy applies to all employees of the University, the University specifically expects management level personnel to serve as models of appropriate conduct for other employees, and will hold them to a higher standard of accountability. Management personnel must not only refrain from actions that violate this Policy, but also refrain from any activity that would give the appearance of impropriety or convey a casual approach to the enforcement of the Policy.

Any form of retaliation against anyone who has complained of or reported discrimination, harassment (including sexual/gender harassment), or sexual assault, or has participated in an investigation of such a complaint, regardless of whether the complaint relates to the complaining person or someone else, will not be tolerated, violates both this Policy and applicable law, and may result in discipline.

Inquiries regarding this Policy may be sent to the Executive Director of the Office of Equal Opportunity, Mary Signor, 212-998-2370, 726 Broadway, 7th Floor, New York, NY 10003, equal.opportunity@nyu.edu. Inquiries regarding the application of Title IX and its implementing regulations (the federal laws prohibiting gender discrimination, including sexual harassment and sexual assault, in educational settings) may be referred to NYU's Title IX Coordinator (Mary Signor, 212-998-6807, 726 Broadway, 7th Floor, New York, NY 10003, mary.signor@nyu.edu), or to the Assistant Secretary, Office for Civil Rights at OCR@ed.gov or 800-421-3481.

To Whom This Policy Applies
This Policy applies to all employees of the University, and applies regardless of whether the alleged wrongdoer is an employee. Employees represented by a labor organization retain all rights under their collective bargaining agreements and labor law including the right to use the grievance process. This Policy does not override any provisions of those collective bargaining agreements.

The Policy demonstrates the University’s strong commitment to prevent discrimination and harassment and reflects the requirements of the various federal, state and local laws which govern these important matters. This Policy must be read and understood in conjunction with related University policies and procedures, such as those on sexual misconduct, relationship violence and stalking, consensual relationships, the codes of conduct governing employee behavior and ethical standards for professional behavior. In handling claims made under this Policy, the University may incorporate behavioral standards that are established by related policies. When conduct may involve more than one policy, the University will determine which policy shall govern the handling of a potential violation based on the circumstances of the allegation.

Policy and Procedures

A. Discrimination is adverse treatment of any employee based on the employee’s actual or perceived membership in a protected class or category of persons to whom he/she belongs, rather than on the basis of his/her individual merit with respect to the terms, conditions, or privileges of employment including, but not limited to hiring, firing, promoting, disciplining, scheduling, training, evaluating, or deciding how to compensate that employee.

B. Harassment prohibited by applicable discrimination laws is unwelcome verbal or physical conduct directed toward, or differential treatment of, an employee because of his/her membership or perceived membership in any protected group or on any other prohibited basis (e.g., race, gender and/or gender identity or expression, color, creed, religion, age, national origin, ethnicity, disability, veteran or military status, sex, sexual orientation, pregnancy, genetic information, marital status or citizenship status). The harasser can be the employee's supervisor, a supervisor in another area, a coworker, or someone who is not an employee of the University, such as a client or customer.

Examples of such conduct include, but are not limited to:

-- Offensive or degrading remarks, verbal abuse, or other hostile behavior such as insulting, teasing, mocking, degrading or ridiculing another person or group;
-- Racial slurs, derogatory remarks about a person's accent, or display of racially offensive symbols;
-- Unwelcome or inappropriate physical contact, comments, questions, advances, jokes, epithets or demands;
-- Physical assault or stalking;
-- Displays or electronic transmission of derogatory, demeaning or hostile materials; and
-- Unwillingness to train, evaluate, assist, or work with an employee.

A hostile work environment results from harassing conduct that has the purpose or effect of unreasonably interfering with an employee's work performance, or creates an intimidating, hostile, offensive or objectionable working environment.

Sexual/gender harassment is a specific form of discriminatory harassment and constitutes employee misconduct. Sexual/gender harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender and occurs under this Policy and under the law when an employee is being treated “less well” than other employees because of his or her sex/gender by being subjected to unwelcome verbal or physical conduct of a sexual nature. It can be caused by, for example, unwanted touching, offensive and suggestive gestures or comments, asking about a person’s sex life or telling sexual jokes. Generally, sexual/gender harassment is described as either “hostile environment” or “quid pro quo.” Sexual/gender harassment which creates a “hostile environment” consists of words, signs, jokes, pranks, intimidation or physical conduct, which are of a sexual nature, or which are directed at an individual because of that individual’s sex/gender. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually discriminatory remarks made by someone in the workplace, which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, or which interfere with the recipient’s job performance.

Quid pro quo sexual/gender harassment is another form of sexual/gender harassment which occurs when a person in authority makes sexual demands or request for sexual favors are made in exchange for job benefits, continued employment, or as a basis for making any other employment decision. A person in authority for this purpose is someone who can affect or impact an employee's terms, conditions, or privileges of employment because he/she can take or impact action such as hiring, firing, promoting, disciplining, scheduling, training, evaluating or deciding how to compensate that employee.

A single incident of inappropriate sexual behavior may be enough to rise to the level of sexual/gender harassment under this Policy. Conduct that a reasonable person would consider nothing more than “petty slights” and/or “trivial inconveniences” may not amount to sexual/gender harassment under this Policy. However, such conduct may still violate other expectations for appropriate/professional employee conduct set by the University and, accordingly, may result in discipline as determined appropriate by the University. What is “reasonable” or what amounts to “trivial inconveniences” or “petty slights” will depend on the circumstances and the parties involved, as well as the nature and duration of the conduct. This Policy is not intended to be a civility code but to prevent prohibited discrimination and harassment.

Sexual/gender harassment is not limited to the physical workplace and can occur at related University activities off premises and while traveling on University business. Activity by cell phone, emails, text messages and social media, for example, even if they occur away from the workplace premises, not during work hours or involve personal devices, can also constitute harassment prohibited by this Policy.

Examples of Sexual/Gender Harassment

Sexual/gender harassment is unwelcome verbal or physical behavior based on a person’s gender; it can include unwanted touching; offensive and suggestive gestures or comments; asking about a person’s sex life or making sexualized remarks about a person’s appearance; sexualizing the work environment with imagery or other items; or telling sexual jokes. Examples of prohibited conduct and the types of acts that may be unlawful sexual harassment are:

-- Physical assaults of a sexual nature, such as:

Rape, sexual battery, molestation, or attempts to commit these assaults.
Intentional or unintentional physical conduct which is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another employee’s body, or poking another employees’ body.
-- Adverse action or treatment after someone refuses sexual advances;
-- Unwanted sexual advances, propositions or other sexual comments, such as:

Requests for sexual favors accompanied by implied or overt threats concerning the employee-complainant’s job performance evaluation, a promotion, or other job benefits or detriments;
Subtle or obvious pressure for unwelcome sexual activities;
Sexually oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experience.
-- Sexual or discriminatory displays or publications anywhere in the workplace, such as:

Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials, or other materials that are sexually demeaning, pornographic in the workplace or on computers, emails, cell phones, social media or similar physical or digital locations.
-- Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people’s ideas or perceptions about how individuals of a particular sex should act or look.
-- Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity and the status of being transgender, such as:

Interfering with, destroying or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job;
Sabotaging an individual’s work;
Bullying, yelling or name-calling.
C. Sexual assault is a sexual act against the will and without the consent of the employee-complainant or where the employee-complainant is incapable of giving consent. This includes conduct that would be considered criminal under the New York State Penal Code. Further details on sexual assault are provided in the University’s Sexual Misconduct, Relationship Violence, and Stalking Policy.

D. Retaliation is any adverse action taken against an individual (applicant or employee) because he or she filed a charge of discrimination or harassment (including sexual/gender harassment), complained to the University or a government agency about discrimination or harassment (including sexual/gender harassment) on the job, or participated in an employment discrimination proceeding (such as an internal investigation or lawsuit), including as a witness. Retaliation also includes adverse action taken against someone who is associated with the individual opposing the perceived discrimination, such as a family member.

Examples of retaliation include termination, demotion, refusal to promote, or any other adverse action that would discourage a reasonable person from opposing perceived discrimination.

Discrimination, harassment (including sexual/gender harassment), retaliation, and sexual assault are unacceptable in the workplace. This behavior violates University policy even when it does not constitute a violation of law. Employees who violate this Policy will be subject to appropriate discipline, which may include dismissal. Violations of the Policy can expose the University to legal liability and can also expose the individual who has engaged in discriminatory and harassing actions to legal liability.


Any employee who believes that they have been subjected to discrimination, harassment (including sexual/gender harassment), retaliation or sexual assault prohibited by this Policy, or any employee who has witnessed such discrimination, harassment (including sexual/gender harassment), retaliation or sexual assault, should immediately report the circumstances in accordance with the procedure set forth below. The University may investigate any conduct that violates this Policy, even in the absence of a complaint, and take remedial action where appropriate.

An employee may make a complaint to any of the offices or individuals listed below:

a) The Office of Equal Opportunity ("OEO"); or
b) The Human Resources Officer or Business Partner (“HRO”) of the relevant School or Administrative Department; or
c) Any supervisor; or
d) If the alleged respondent is a faculty member, the Dean of the appropriate School or Faculty or the Dean's designee.

Complaints may be submitted to OEO by any of the following methods:

-- By phone at 212-998-2370
-- By e-mail at equal.opportunity@nyu.edu
-- By completing an on-line complaint form available at https://www.nyu.edu/about/policies-guidelines-compliance/equal-opportunity/harassment-and-discrimination/submitcomplaint.html or
-- By filing a complaint with an OEO professional staff member at the OEO, 726 Broadway, 7th Floor, New York, New York 10003.

A contact List for HROs for each School and Department is available at https://www.nyu.edu/about/policies-guidelines-compliance/equal-opportunity/harassment-and-discrimination/submitcomplaint.html.

All complaints under this Policy will be referred to the OEO for investigation and resolution, in consultation with University Human Resources and the relevant HRO as necessary and appropriate.

The University encourages prompt reporting of complaints so that it may respond appropriately and conduct an investigation while the matter is freshest in witnesses' memory and other evidence is most likely to be available. There is no fixed deadline for reporting discrimination, harassment, retaliation or sexual assault complaints to the University.

Responsibilities of Managers and Supervisors

It is imperative that managers and supervisors not only adhere to but enforce this Policy. Managers and supervisors have a special obligation not to engage in discrimination, harassment, retaliation or sexual assault. All management and supervisory personnel have an affirmative duty and are required to promptly report any discrimination, harassment, retaliation or sexual assault that they observe, learn about from others, or reasonably suspect has occurred with respect to an employee. Managers and supervisors who knowingly allow discrimination, harassment (including sexual/gender harassment), sexual assault, and/or retaliation to continue will be disciplined.


(a) The Investigation

The University will conduct a prompt, thorough and impartial investigation of a complaint as necessary and appropriate. The University will make every effort to complete its investigation within forty-five (45) days of a report of discrimination or harassment and will keep the investigation confidential to the extent possible. The investigator may find it necessary to extend the time period for completing an investigation in some circumstances. The investigator will provide the complainant, the alleged wrongdoer, and the business unit head with notice of any extension and where necessary and appropriate, give them a new timetable for completion of the investigation.

Where a complaint alleges a potential violation of the Policy, the investigation will include an interview with both parties, as well as the person who made the initial report, if different than one of the parties, and/or any other person who may have information regarding the incident, each of whom is expected to cooperate with any investigation. The investigator may also review relevant documents. Both parties will have an opportunity to be heard and present information.

The investigation process is strictly internal to NYU. Any union represented employee retains his or her right to have union representation during the investigation process.

(b) Findings and Recommendations

The investigator will report his or her findings to both parties and relevant managers and supervisors as may be appropriate.

Where the investigator concludes that a violation of this Policy has occurred, the relevant School or Department will take prompt and appropriate remedial action, including disciplinary action. Depending on the circumstances, disciplinary action may include (but is not limited to): reprimand/verbal counseling, training, censure, removal of privileges, letters of warning or suspension, and dismissal. Discipline for a violation of this Policy need not be progressive, so a first violation of this Policy may warrant suspension or discharge depending on the nature and severity of the conduct.

(c) Responsibilities of Management

In cases where an investigation confirms a violation of this Policy, management in the relevant School or Department must ensure that appropriate remedial action, which may include disciplinary action, is implemented. Managers must provide confirmation to their HRO within 14 days that the appropriate action has occurred. Management is also responsible for regular monitoring to ensure that all remedial and/or disciplinary steps are completed and no further discrimination or harassment occurs in the work environment.

(d) The Investigatory File

Every complaint will trigger the creation of an investigatory file. The investigatory file will consist of the initial complaint, the final investigative report, including a record of the remedial action to be taken, if any, and any documents created or used during the investigation. For the duration of the investigation, the OEO will maintain the investigatory file. Upon completion of the investigation, the OEO will close the file. Additionally, the OEO will record and maintain complaints in a database management file consistent with the NYU fiscal year (September 1st - August 31st). The OEO will maintain records of all complaints for a period of seven (7) years after the conclusion of an investigation.


Sexual harassment is not only prohibited by the University, but is also prohibited by state, federal, and local law. Aside from the internal process at the University, employees may also choose to pursue administrative remedies with the following governmental entities. The University strongly encourages employees to use the University’s internal reporting process as a starting point so that the University can promptly address conduct.

United States Equal Employment Opportunity Commission (EEOC)

The EEOC enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.

New York State Division of Human Rights (DHR)

The New York State Human Rights Law (NYSHRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees regardless of immigration status. A complaint alleging violation of the NYSHRL may be filed either with DHR or in New York State Supreme Court. Complaints with DHR may be filed any time within one year of the harassment.

Local Protections

There may also be applicable local laws. Employees who work in New York City may file complaints of sexual harassment with the New York City Commission on Human Rights, which enforces the New York City Human Rights Law.


The University will maintain the confidentiality of the complaint, and the privacy of the persons involved, to the greatest extent possible, consistent with its goal of conducting a thorough and complete investigation and to the extent permitted by law.


The University will not in any way retaliate against an individual who reports a perceived violation of this Policy, participates in any investigation, or otherwise opposes perceived discrimination, harassment (including sexual/gender harassment), or retaliation, including as a witness. It will also not retaliate against anyone associated with the individual who engages in such protected conduct, such as a family member.

NYU further will not tolerate retaliation by any employee. Retaliation against anyone who complains of, testifies in, or assists in an investigation or proceeding involving discrimination, harassment (including sexual/gender harassment), sexual assault, or retaliation is a serious violation of this Policy, as well as federal, state, and local law. Anyone who believes they have been subjected to retaliation should report the matter immediately according to the same procedure provided in this Policy for making complaints of discrimination, harassment (including sexual/gender harassment), or sexual assault. Any person found to have retaliated against another individual will be subject to the same disciplinary action provided under this Policy for other violations.


As noted above, further details on sexual assault are provided in the University’s Sexual Misconduct, Relationship Violence, and Stalking Policy. The medical, emotional, and legal needs of a sexual assault victim may differ from those of other harassment complainants. Sexual assault victims who are employees may, therefore, in addition to filing a complaint under this policy, report the assault to the police and pursue counseling and other services available at the University. Student employees may consult the Wellness Exchange at 212-443-9999 for guidance on medical and counseling services. Employees should consult the Carebridge Corporation at 1-800-437-0911 for guidance on medical and counseling service referrals.


Please see the University’s Policy on Consensual Intimate Relationships.

This Policy does not form a contract of any kind. Any comments or suggestions concerning this Policy should be forwarded to the Executive Director of the Office of Equal Opportunity at equal.opportunity@nyu.edu.


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

The New York University Bias Response Line provides a mechanism through which members of the University community can share or report experiences and concerns of bias, discrimination, or harassing behavior that may occur within the NYU community.

Experienced administrators in the Office of Equal Opportunity (OEO) receive and assess reports, and then help facilitate responses, which may include referral to another University school or unit, or investigation if warranted according to the University's existing Non-Discrimination and Anti-Harassment Policy.

The Bias Response Line is designed to enable the University to provide an open forum that helps to ensure that the NYU community is equitable and inclusive.

When someone contacts the Bias Response Line to report an incident (“Reporter”), the Bias Response Line staff makes an initial assessment regarding whether the report is within the purview of the Office of Equal Opportunity or whether the responsibility to address the report lies elsewhere (e.g., the Office of Student Conduct and Community Standards, a school dean, or an administrative unit leader). A Bias Response Line staff member may follow up with the Reporter in person, by video conference, or on the telephone if necessary to gather enough information to determine the appropriate Bias Response Line contact to address the report.

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit staff from underrepresented groups?:

Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:

NYU has many programs and initiatives for the recruitment of staff, faculty, and students from underrepresented groups.

STEP (Students)
The Science and Technology Entry Program (STEP) is a state-funded innovative pre-college enrichment program for talented and motivated African American, Hispanic/Latino, Alaskan Native or American Indian and economically disadvantaged White or Asian middle and high school students. The program's goal is to:
- Prepare our students to be competitive so that they are accepted into a selective college of their choice
- Encourage and increase the number of historically under-represented minority groups in the science, technology, engineering, math (STEM) careers, health-related fields and licensed professions.

New York State Arthur O. Eve Higher Education Opportunity Program (HEOP) (Students)
Since 1969, HEOP has been integral to NYU's commitment to a diverse student body. NYU's program provides a means for traditionally underserved, low-income New York State students to obtain admission as well as academic and financial support. In addition to financial assistance, students in the program receive supportive services including counseling and tutoring to help ensure their success.

The Martin Luther King, Jr. Scholars Program (Students)
NYU's prestigious diversity focused honor's program where Scholars are awarded a merit scholarship and additional need-based financial assistance, as determined by the FAFSA and CSS Profile, renewable until completion of the baccalaureate degree, not to exceed eight terms of full time undergraduate study. The Scholars Program Fund helps to defray the cost of program activities, including domestic and international travel colloquia, the Freshman Summer Internship, and NYU Global Study.

AnBryce Scholarship Program (Students)
The AnBryce Scholarship Program offers full-tuition funding and support to incoming NYU Law students who are among the first in their immediate family to pursue a graduate or professional degree and have proven themselves to be leaders in the face of challenging social and economic circumstances.

NYU Global Inclusion Officer Structure (Staff and Faculty)
During academic year 2019-20, OGI launched a university-wide Global Inclusion Council. Every school and unit identified representatives to serve on this council to build coherence and capacity related to inclusion, diversity, belonging, and equity across the University. Officers are leaders in their respective fields who are charged with working with OGI to build capacity in the aforementioned areas. These officers, depending on the data-based needs of their organizations, may develop and refine strategies and practices related to recruitment of both staff and faculty.

NYU Human Resources (Staff and Faculty)
NYU's Human Resources department has two staff positions that are focused on diversity and inclusion, these individuals have dotted line reporting to NYU's Office of Global Inclusion.

Faculty Workshops on Recruitment, Search Processes, and Inclusive Teaching (Faculty)
In Fall 2019, NYU's Office of Global Inclusion launched a series of workshops designed to assist faculty with the recruitment and search process as well as best practices for inclusive teaching. During a faculty meeting or specially designated faculty retreat, leadership from the Office of Global Inclusion shares research based approaches which equip faculty with a greater understanding on policies, guidelines and key approaches. The current offerings are:
Faculty Workshops on Inclusive Hiring Practices (searches)
Faculty Workshops on Cultivating a Culture of Inclusion, Diversity and Belonging (Pedagogy)
Faculty Workshops on Writing (for publications and grants)
Women Faculty focus (specific fields)

Provost's Postdoctoral Fellowship Program (Faculty)

Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

Collegiate Science and Technology Entry Program (CSTEP) (Students)
n 1986, the New York State Legislature created the Collegiate Science and Technology Entry Program (CSTEP) to increase “access by minority or disadvantaged students to academic programs that...prepare students for licensure or employment” in scientific, technical or health-related professions. Since that time, CSTEP at NYU has provided a means for traditionally underserved, low-income students to obtain admission for STEM careers and Licensed Professions as well as academic and financial support during their course of study at the University.

First Class (Students)
First Class is the Wasserman Center for Career Development's professional development and mentorship program for first generation college students. Undergraduate students participate in career related workshops, meet industry leaders, and connect with a professional mentor and career coach to help explore academic areas of interest, internships, and careers.

FOCUS (Students)
FOCUS is a structured mentorship program designed to offer first-year undergraduate students who identify as first-generation college students and/or students of color the opportunity to develop relationships with NYU alumni, faculty, staff and graduate students who can serve as resources and/or advocates through establishing an ongoing mentoring relationship.

Presidential Internship Program (Students)
The Presidential Internship Program is an internship program managed by the Office of the President that aims to support promising students from multiple backgrounds, races, ethnic groups, and other under-represented groups in the top tiers of higher education administration. This structured program offers rising juniors meaningful work experience in an NYU Administrative Unit or School (Host Unit), structured leadership development opportunities, mentorship from a high-level NYU administrator, and a paid internship. Upon successful completion of the first program year, including positive performance in internship placement, participation in cohort activities, and maintaining good academic standing, Presidential Interns are eligible to participate in the program for a second consecutive academic year.

Presidential Interns will interact with each other and with senior administrators as they learn about various career opportunities within University Administration. In addition to developing professional skills and competencies, Presidential Interns will also have an opportunity to learn about a range of graduate school options. The program help prepare Presidential Interns who apply for employment opportunities or graduate school during their senior year.

Proud to be First (Students)
Proud to be First seeks to engage and support first-generation students. The program is designed to assist first-generation freshman in making a successful transition to NYU while cultivating investment and engagement in the college and University community. This is accomplished through creating supportive networks, establishing personal and academic goals, getting connected to campus resources and services, and meeting other first-generation students, faculty, and staff.

Mentoring Program for Diverse Faculty (Faculty)
As one of several efforts to support NYU faculty, the Office of Global Inclusion has developed the Global Faculty Engagement and Innovation Advancement Mentoring Program for Diverse Faculty, a formal program for early-career faculty to receive mentorship and constructive support in navigating the University and addressing professional needs. Both research and practice support the importance of mentoring during the faculty lifecycle. Faculty from historically underrepresented racial/ethnic groups, and those traditionally underrepresented in their fields, benefit from this additional opportunity to find mentorship and guidance from seasoned colleagues.

All early-career faculty members are part of structured, formal mentoring and review processes already established by their department and school. The responsibility of regular performance reviews, guidance, and feedback rests with department chairs and/or deans.


Zone Trainings (Students, Faculty, Staff)
The Office of Global Inclusion, Diversity, and Strategic Innovation provides NYU community members with a number of in-person development and training opportunities to help strengthen their capacity for social and cultural equity.


Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

NYU participates in the Hispanic-Serving Institutions (HSI) Pathways program, which aims to increase US-based professors in Humanities disciplines who identify as Hispanic or Latino. NYU was chosen by the Andrew W. Mellon Foundation alongside four other major research institutions to participate in this project, which prepares ninety students from HSIs for their doctoral programs. This partnership allows NYU's Graduate School of Arts and Science to work towards increasing the diversity of the University's graduate community. HSI Pathways fellows not only visit the NYU campus, they also engage in summer research programs, cross-school conferences, and benefit from mentoring, networking opportunities, professional development events, and guidance through the graduate school application process.

The Dean’s Undergraduate Research Fund was created in 1996 to assist students in funding their undergraduate research projects. A committee of faculty reviews all applications. Applicants can receive up to $1,000 per grant for a Research Grant (Individual or Team) or Conference Grant and up to $500 for a First- and Second-year Training Grant. Applicants must be current first-years, second-years, juniors, or first-term seniors in the College of Arts and Science.

The NYU Center for the Humanities hosts the Leadership Alliance Mellon Initiative (LAMI) and Undergraduate Summer Research Program (USRP) for a small cohort of students from various institutions and NYU. During this summer program, students conduct original research within the humanities under the supervision of NYU faculty mentors in their fields of study. The program prepares students to pursue PhDs in the humanities.

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

Additional information can be found at the following links:


Please see Trans@NYU for more resources: https://www.nyu.edu/students/communities-and-groups/student-diversity/lesbian-gay-bisexual-transgender-and-queer-student-center/trans-nyu.html

In 2019, Forbes named NYU to its list of 'Best Employers for Diversity', a list of employers that are making progress to cultivate cultures that welcome and support all workers.

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.