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Equity and Compliance

Equity and Compliance

Discrimination / Bias

 
 

Diversity Request by Minority

Discrimination / Bias

 FGCU is a school where diversity is embraced. Diversity is part of FGCU’s mission statement, and as such, we truly believe in creating and fostering an environment that is not only diverse but inclusive for all. At FGCU we realize that true learning and scholarship can only come from our University’s commitment to all of its people. As such, FGCU seeks and embraces students, employees and visitors from diverse racial, gender, ethnic, religious, socio-economic, political, military and academic backgrounds. The inclusion of people from all walks of life enhances students’ educational experience at FGCU. 

 

Discrimination DefinitionHelpful Definitions

Bias: A strict belief or assumption made about a person or a group of people based on one’s beliefs about the group to which the person belongs.

Discrimination: The intentional or unintentional treatment of any member of the University community less favorably than those who are similarly situated based upon race, color, religion, age, disability, sex, national origin, marital status, genetic predisposition, sexual orientation, gender identity/gender expression, and/or veteran status.

Harassment: Unwelcome conduct, including electronic and written communication that is based upon race, color, religion, age, disability, sex, national origin, marital status, genetic predisposition, sexual orientation, gender identity/gender expression, and/or veteran status. Harassment is further defined as behavior so severe, pervasive, or persistent that it limits a student’s ability to participate in or benefit from an educational program, undermines the responsibilities of the employee, and/or creates a hostile working or learning environment.

Inclusion: The state of each person within an organization being valued, respected, and supported. It can alsdo be summarized as the act of an organization striving to meet the needs of all of its people and taking deliberate, objective actions to create an environment where every person feels that their values, beliefs, character and work ethic matters and individual differences are embraced. 

Reasonable Accommodation: A term used in the employment context to refer to modifications or adjustments employers make to a job application process, the work environment, the manner or circumstances under which the position held or desired is customarily performed, or that enable a covered entity's employee with a disability to enjoy equal benefits and privileges of employment. This term is sometimes used incorrectly to refer to related aids and services in the elementary and secondary school context or to refer to academic adjustments, reasonable modifications, and auxiliary aids and services in the postsecondary school context.

Retaliation: When an officer, agent, employee, student, contractor, vendor, or other third party takes an adverse action against an individual for his or her participation in protected activity. This includes action taken against a bystander who intervened to stop or attempt to stop discrimination, harassment, or sexual misconduct. Retaliation includes intimidating, threatening, coercing, or in any way discriminating against an individual because of the individual’s complaint or participation.

 

Diversity World Map

At FGCU, we sincerely believe in the equitable treatment of all students, faculty, staff and visitors. As such, we are a University that strictly prohibits discrimination or harassment.  One of the primary ways we do this is by ensuring that the University is adhering to the applicable federal civil rights laws below.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age.

The Americans with Disabilities Act of 1990 (ADA) prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities. The ADA also requires that students and employees receive reasonable accommodations for their disabilities.

Title VI of the Civil Rights of 1964 (Title VI) protects individuals from discrimination and harassment based on race, color or national origin in programs or activities that receive Federal financial assistance from the U.S. Department of Education.

Title VII of the Civil Rights Act of 1964 (Title VII) protects individuals against employment discrimination and harassment on the basis of race and color, as well as national origin, sex, and religion.

The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII.

Title IX of the Education Amendments of 1972 (Title IX) prohibits discrimination and harassment against individuals on the basis of sex (including gender) in programs or activities that receive Federal financial assistance from the U.S. Department of Education.



[1] Dr. R. Roosevelt Thomas, Jr. Chief Executive Officer, Roosevelt Thomas Consulting & Training.

[2] http://www.merriam-webster.com/dictionary/diversity